A MINI PROJECT

ON BEST PRACTICES IN HUMAN RESOURCE

AT

INFOSYS Pvt. Ltd.

Submitted to: Submitted by:

Prof. Sonal Mahajan Deepali Zende
MBA(2nd year)
Roll _no:108

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 TABLE OF CONTENT

Chapter No. Contents Page no.

1 Executive Summary 2
2 Company Profile 3
3 HR practices 6
4 Conclusion 9
5 References 10

EXECUTIVE SUMMERY

The importance of personnel management is being increasingly realized in industrial and

nonindustrial organization both in India and abroad. The realization has come about because

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of increasing complexity of the task of managers and administrators. In most organizations
the problems of getting the competent and relevant people, retaining them, keeping up their
motivation and morale, and helping them to both continuously grow and contribute their best
to the organizations, are now viewed as the most critical problems.

So with this reference the project titled Study of Study of HR practices & process of
Performance Appraisal has been conducted, based on the primary research in Infosys’s sales
and production Division has been prepared to get a better insight into the management
practices adopted by Infosys with reference to HR Policies prepared by the HR department in
organization. It emphasizes on the importance of a clear cut organization structure and culture
to avoid any confusion in order to achieve maximum result with minimum resources.

The project is aimed to cover maximum knowledge of the HR practices followed in the
organization and how the performance is evaluated of employees, what primary factors are
considered, how data is maintained and finally the evaluation done. Here the HR practices of
the company have been explained to understand how the company follows these practices
and the performance appraisal process adopted. The practical knowledge has been gained
mainly by observing all the activities taking place in the H.R. department. This is a brief
study done to have understanding of the subject H.R., how it is practically implemented, why
it is necessary, its implications & the benefits.

With reference to the HR Practices brief knowledge has been gained how the Recruitment
cycle functions, Selection done, Training Calendar prepared, what does compensation & cost
to company means and the steps of performance appraisal.

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 Company Profile

Infosys Limited (formerly Infosys Technologies Limited) is an Indian multinational

corporation that provides business consulting, information technology, software engineering
and outsourcing services. It is headquartered in Bangalore, Karnataka.

Infosys is the second-largest India-based IT services company by 2014 revenues, and the fifth
largest employer of H-1B visa professionals in the United States in FY 2013 On 15 February
2015, its market capitalisation was 263,735 crores ($42.51 billion), making it India's sixth
largest publicly traded company.

Infosys was co-founded in 1981 by CEO Narayan Murthy, NandanNilekani, N. S. Raghavan,

S. Gopalakrishnan, S. D. Shibulal, K. Dinesh and Ashok Arora after they resigned from Patni
Computer Systems.The company was incorporated as "Infosys Consultants Pvt Ltd." with a
capital of 10,000 or US$1,250 (about $3,254 in 2016) in Model Colony, Pune as the
registered office. It signed its first client, Data Basics Corporation, in New York. In 1983, the
company's corporate headquarters was relocated from Pune to Bangalore.

Change in name: The company changed its name to "Infosys Technologies Private Limited"
in April 1992 and to "Infosys Technologies Limited" when it became a public limited
company in June 1992. It was later renamed to "Infosys Limited" in June 2011.

Vision

 To help our clients meet their goals through our people, services and solutions

Mission

 Work to understand the needs and requirements of our clients before proposing a
solution
 Develop responsive proposals that provide cost-effective solutions to our clients
needs
 Deploy the right mix of people and products to deliver value-added services and
solutions to our clients
 Follow-up on the quality of our services and solutions to our clients
 Appreciate the trust that our clients put in us as we work with them to improve
their business and information technology.

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 Products and services

It provides software development, maintenance and independent validation services to

companies in banking, finance, insurance, manufacturing and other domains.

One of its known products is Finacle which is a universal banking solution with various
modules for retail and corporate banking.

In initial public offer (IPO) in February 1993 with an offer price of 95 (equivalent to 320 or
US$4.60 in 2016) per share against book value of 20 (equivalent to 66 or 97¢ US in 2016)
per share. The Infosys IPO was under subscribed but it was "bailed out" by US investment
bank Morgan Stanley which picked up 13% of equity at the offer price. Its shares were listed
in stock exchanges in June 1993 with trading opening at 145 (equivalent to 480 or US$7.10
in 2016) per share.

In October 1994, it made a private placement of 5,50,000 shares at 450 (equivalent to 1,400
or US$20 in 2016) each against book value of 10 (equivalent to 31 or 46¢ US in 2016) per
share to Foreign Institutional Investors (FIIs), Financial Institutions (FIs) and Corporates.

In March 1999, it issued 2,070,000 ADSs (equivalent to 1,035,000 equity shares of par value
of 10 (equivalent to 22 or 32¢ US in 2016) each) at US$34 ($48.3 in 2016) per ADS under
the American Depositary Shares Program and the same were listed on the NASDAQ National
Market in US. The total issue amount was US$70.38 million.

Introduction to HR practices

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Human resource management (HRM, or simply HR) is a function in organizations designed to
maximize employee performance in service of an employer's strategic objectives. HR is
primarily concerned with the management of people within organizations, focusing
on policies and on systems. HR departments and units in organizations typically undertake a
number of activities, including employee benefits design employee recruitment, "training and
development", performance appraisal, and rewarding (e.g., managing pay and benefit
systems). HR also concerns itself with industrial relations, that is, the balancing of
organizational practices with requirements arising from collective bargaining and from
governmental laws.

With reference to the HR Practices brief knowledge has been gained how the Recruitment
cycle functions, Selection done, Training Calendar prepared, what does compensation & cost
to company means and the steps of performance appraisal.

HR practices helps in increasing the productivity and quality, and to gain the competitive
advantage of a workforce strategically aligned with the organization’s goals and objectives.

Objectives of HR practices:

The main objective of HR Practices is to differentiate the organization from its competitors
by effective and efficient HR Practices. By following this, the organization does its whole
work process. The objective of HR Practices is to increase productivity and quality, and to
gain the competitive advantage of a workforce strategically aligned with the organization’s
goals and objectives.

As the transparent HR practices can reduce attrition, because Transparent HR practices

ensure continuous business growth in every organization. It gives the suitable working
environment to the employees. The success of company motivates the employees of
organization to continue relationship with it. As all the employees Perks chart has been
mentioned according to their designation in the HR practices, it helps the employees to know
what their perks charts are. So it creates a transparency.

They provide clear communication between the organization and their employees regarding
their condition of employment.

They form a basis for treating all employees fairly and equally.

They are a set of guidelines for supervisors and managers.

They create a basis for developing the employees handbook.

They establish a basis for regularly reviewing possible changes affecting employees.

They form a context for supervisor training programs and employee orientation programs.

HR Practices at Infosys
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1 360 Degree feedback

2. developmental assignment

3. Infosys Culture Workshop

4. Developmental Relationship

5. Leadership skill for training

6. Feedback incentive Programs

7. Systematic process learning.

8. Community Empathy

9. Action Learning

Infosys Technologies, a leading software company based in India, was voted the best
employer in the country in many HR surveys in the recent years. The company was well
known for its employee friendly HR practices. Though Infosys grew to become a US$ 2
billion company by the year 2006, it still retained the culture of a small company. Infosys
attracted the best talent from across the world, and recruited candidates by conducting one of
the toughest selection process. All the selected candidates were required to go through an
intensive 14 week training program. All the employees were required to undergo training
every year, and some of the chosen employees were trained at the Infosys Leadership
Institute to take on higher responsibilities in the company.

Infosys was one of the first companies to offer ESOPs to its employees. The company
followed variable compensation structure where the employees' compensation depended on
the performance of individual, the team and the company. The case highlights many such best
practices of Infosys in human resource management. It also discusses the challenges faced by
the company to retain its talented workforce.

As part of its inclusive HR policy, Infosys opened a satellite centre in the heart of the city to
enable employees (particularly new and to-be mothers) to cut down on travel time to
work.The centre, which can accommodate up to 50 women at a time.

The company has also initiated a pilot project for employees giving them an opportunity to
opt for a one-year sabbatical at any point in their careers.This could be used for childcare,
eldercare, higher studies or for health reasons.

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Announcing this at the Nasscom IT Women's Leadership Summit in Bangalore, Mr Narayana
Murthy, Chief Mentor, said that inclusive policies such as these should be based on justifiable
parameters rather than emotionalparameters."For such policies to work, the organisation
should benefit as much as the employees."

Commenting on the state of gender empowerment in the country, Mr Narayana Murthy said
that though the male-female ratio in the Indian IT industry seems to be encouraging (65:35),
recently published global gender gap survey by the World Economic Forum is disappointing:
India ranks 98th among 115 countries surveyed, lower Sri Lanka, Kenya and Algeria.

"We need to understand that women form half of the human resources of this nation, but we
have tapped just a fraction of their capacity."

At a time whenorganisations are debating the strategic importance of their human resources,
Infosys, a software and consulting organisation, includes its human resources on its balance
sheet to affirm their asset value. Investors examine financial and non-financial parameters
that determine long term success of a company

Most of the HR Practices of Infosys are result of the vision of its founder and its culture that
they have created over the years. The founder advocated the simplicity and maintained the
culture of the company. The employees are encouraged to share learning experiences.
Infosys was the first company to provide employees with the world class facilities for training
and working.

The company’s head office at Bangalore is located on 70 acre campus with multi-cuisine
food courts and recreation facilities like swimming pool, a gym, and golf courses for
employees.

Infosys inaugurated its facilities in Bangalore under the name of “Infosys city” in November
2000. Spread over 44.224 acres, it is claimed to be the largest software service campuses in
the world. It has the largest video w all in Asia which allows video conferencing
simultaneously from multiple centres. Swimming pool and the lake with paddling boat will
soon be the part of the city. The eco- friendly campus has more than 65000 trees. Besides the
enticing work environment, Infosys provides the state of art technology to its employees.

Infosys has come out with a detailed policy for employees travelling to the US on H1 B and
L1 visa.

According to company officials, Infosys has reviewed its current practices and established a
comprehensive policy and procedures to which every employee must adhere. The 24-page
document, is titled “Business Visitor Travels to the US: An Employee Guide to Company
Policy and Procedures” clearly mentions what an employee can do on the said visa.

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 Conclusion

From the above study it is concluded that:-

 For healthy & wealthy growth of organization, top management should consider employees
as fixed assets .

The goodwill of company depends on good product/service which in turn depends on

company’s employees .

Employees today are more interested towards their career development & goals .

Infosys can take an extra advantage of this tendency of employees by motivating them &
providing ample opportunities to explore .

REFERENCES

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https://en.wikipedia.org/wiki/Infosys
https://slideshare.net
;

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