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    Infosys HR Practices

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    Sumeet Shekhar Neeraj
    The document provides an overview of human resource management practices at Infosys, an Indian IT company. It discusses Infosys' founding and growth, vision, values, and international business strategy with a focus on human resources. Key human resource practices described include recruiting top engineering graduates and training new hires through a rigorous 14.5 week program. The document also outlines Infosys' performance appraisal process, leadership development institute, and efforts to maintain company culture as it expands globally. Some ongoing human resource challenges are noted related to attracting and retaining talent.

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    Infosys HR Practices

    Uploaded by

    Sumeet Shekhar Neeraj
    16K views19 pages
    The document provides an overview of human resource management practices at Infosys, an Indian IT company. It discusses Infosys' founding and growth, vision, values, and international business strategy with a focus on human resources. Key human resource practices described include recruiting top engineering graduates and training new hires through a rigorous 14.5 week program. The document also outlines Infosys' performance appraisal process, leadership development institute, and efforts to maintain company culture as it expands globally. Some ongoing human resource challenges are noted related to attracting and retaining talent.

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    HR Practices in Infosys

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    The document provides an overview of human resource management practices at Infosys, an Indian IT company. It discusses Infosys' founding and growth, vision, values, and international business strategy with a focus on human resources. Key human resource practices described include recruiting top engineering graduates and training new hires through a rigorous 14.5 week program. The document also outlines Infosys' performance appraisal process, leadership development institute, and efforts to maintain company culture as it expands globally. Some ongoing human resource challenges are noted related to attracting and retaining talent.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    16K views19 pages

    Infosys HR Practices

    Uploaded by

    Sumeet Shekhar Neeraj
    The document provides an overview of human resource management practices at Infosys, an Indian IT company. It discusses Infosys' founding and growth, vision, values, and international business strategy with a focus on human resources. Key human resource practices described include recruiting top engineering graduates and training new hires through a rigorous 14.5 week program. The document also outlines Infosys' performance appraisal process, leadership development institute, and efforts to maintain company culture as it expands globally. Some ongoing human resource challenges are noted related to attracting and retaining talent.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 19
    At a glance
    Powered by AI
    Infosys started in 1981 with just 7 people and has grown to employ over 100,000 people globally. It has expanded internationally and become one of the largest IT companies in the world.

    Infosys grew from a small startup in 1981 in Pune, India to opening international offices in 1987. It became the first Indian company listed on NASDAQ in 1999. By 2009, its revenues exceeded $5 billion with over 100,000 employees.

    Infosys' values include customer delight, leadership by example, integrity and transparency, fairness, and pursuit of excellence. Its mission is to achieve objectives with fairness, honesty, and courtesy towards clients, employees, vendors, and society.

    Human Resource

    Management

    Presented By
    Sumeet S Neeraj
    +91 78428 88751
    GITAM School of IB
    Vizag, India
    The Growth Story- Infosys
    • 1981: Established by N. R. Narayana Murthy and 6 engineers
    in Pune, India, with an initial capital of $250
    • 1983: Body Shopper. Relocates to Bangalore (HQ)
    • 1987: Opens first international office in Boston, US
    • 1999: First Indian Co listed NASDAQ
    • 2005: “The Best Company to work for in India”, Business
    Today
    • 2006: Revenues cross $2 bn. Employees grow to 50,000+;
    Murthy retires, Dataquest “Dream Co to work for”
    • 2007: Infosys crosses revenues of US$ 3 bn. Employees grow
    to over 70,000+
    • 2009: Revenues beyond $5 bn Employees 100,000+
    The Company
    Vision
    – "To be a globally respected corporation that provides best-of-breed business
    solutions, leveraging technology, delivered by best-in-class people.“
    Mission
    – "To achieve our objectives in an environment of fairness, honesty, and
    courtesy towards our clients, employees, vendors and society at large."
    Values
    – Customer Delight: To surpass customer expectations consistently
    – Leadership by Example: To set standards & be an exemplar for the industry
    & ourselves
    – Integrity and Transparency: To be ethical, sincere and open in all our
    transactions
    – Fairness: To be objective and transaction-oriented, and thereby earn trust
    and respect
    – Pursuit of Excellence: To strive relentlessly, constantly improve ourselves,
    our teams, our services and products to become the best
    "One should be trustworthy with all in one's dealings. It is on
    such foundations that great Organizations are created.“
    - N. R. Narayana Murthy
    (Chairman and Chief Mentor)

    “We have developed systems for hiring, training and retaining


    employees like an elaborate science.”
    - Nandan Nilekani
    (Former Co-Chairman)
    International Business Strategy
    • Focus on Human Resources

    • World Class Operation Model

    • Provide Managed software solutions

    • Exploit a Well Established offshore development


    model

    • Maintain equitable Client and Business Mix


    Human Resource Strategy
    Recruiting
    Training

    New Selection
    recruits Orientation

    CHIPS Employees

    Appraisals Referrals

    ILI Job Posting


    HR-Outsourcing
    Recruitment
    • 70% College Grads; 30% Lateral Workers
    • Infy Vs Harvard
    • Notifications & recruitment and methodology:
    – Advertisements, Campus, Websites mainly, Tests (arithmetic, reasoning,
    analytical thinking, English etc) before interviews.
    • Interviews to assess:
    – Learnability
    – Proficiency Competence
    – Qualifications & Academic excellence
    – Analytical Ability
    – Team Working Aptitude
    – Leadership Potential
    – Communications Skills
    – Innovation Skills etc
    A d
    e r
    a p
    s p
    ew
    e N
    p l
    a m
    S
    Orientation & Training (E&R)

    • New Recruits (High Expenditure 2 Lacs each)

    – Orientation (first 3 days)


    – 14.5 Weeks (Rigorous Training)
    – GEC (Global Education Centre) Mysore
    – Tech Courses, Live Projects
    – Soft Skills Development
    – Best Practices Viz. Involve Customers, Learn
    by Practice, Integrated learning, group
    learning, measure & act, curriculum review
    etc.
    Employee Training (E&R)

    • Employees
    – Technical Training
    – Managerial Training
    – Soft & Language Skills
    – Domain Training
    – CHIPS
    Infosys Leadership Institute
    • Succession Plan
    • Grooming Executives
    • Build desired Leadership styles
    • Training on:
    – Organizational Change
    – Transformational leadership
    – Nurturing Excellence & Creativity
    – Future Leadership roles
    Infosys Leadership Institute
    The 9 Pillar Model (Leadership Development Program):
    1. 360 Degree feedback (Mandatory)
    2. Developmental Assignment
    3. Infosys Culture Workshop
    4. Developmental Relationship
    5. Leadership Skill for Training
    6. Feedback Intensive programs
    7. Systematic process learning
    8. Community Empathy
    9. Action learning
    Performance Appraisal
    • 360 Degree Appraisal
    • Yearly Twice
    • Parameters
    – Technical
    – Personal Skills
    • VPP, Incentivized Salary
    • 3 tiers of Performance
    • Currently (2006 onwards) Deferred Compensation
    Scheme
    Infosys Culture
    • Culture of a Small Company
    • Small Groups
    • Managers- Mentors
    • Value to right Ideas (E.g. Laura)
    • Milestones Program
    • Motivation by Communication
    • Town-Hall meetings
    • Work Life Balance
    Key Issues
    • Shortage of Engineers leading to recruitment of
    Science Grads.
    • Dilution of Culture due to Global Expansion
    • Meeting Employee Expectations
    • Absence of Challenging jobs
    • Attrition rate (Compared to other Cos)
    • Attracting Global workforce
    (with domain expertise)
    2010 Data

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