SHRM MINI PROJECT ON

INFOSYS
- BY MONAL TANDON

10/24/2020

1
Contents
COMPANY INFORMATION ............................................................................................................................ 3
PRODUCT AND SERVICES .............................................................................................................................. 4
REWARDS AND RECOGNITION IN HUMAN RESOURCES ............................................................................... 5
HR STRATEGY IN RECRUITMENT AND SELECTION ........................................................................................ 6
HR STRATEGIES IN TRAINING AND DEVELOPMENT ...................................................................... 8
HR STRATEGIES IN PERFORMANCE MANAGEMENT ................................................................................... 10
HR STRATEGIES IN COMPENSATION AND BENEFITS................................................................................... 12
STRATEGY FOR EMPLOYEE VALUE PROPOSITION ....................................................................................... 13
BEST HR PRACTICES AT INFOSYS ................................................................................................................. 14
ORGANIZATIONAL STRATEGY AT INFOSYS .................................................................................................. 16
COMPANY INFORMATION

Established in 1981, Infosys is a NYSE listed global consulting and IT services company with
more than 240k employees. From a capital of US$250, they have grown to become a US$12.87
billion (Q2 FY21 revenues) company with a market capitalization of approximately US$58.82
billion.

In the journey of 39 years, we have catalyzed some of the major changes that have led to India's
emergence as the global destination for software services talent. They pioneered the Global
Delivery Model and became the first IT Company from India to be listed on NASDAQ

Infosys is the second-largest Indian IT company after Tata Consultancy Services by 2017
revenue figures and the 596th largest public company in the world based on revenue. On 29
March 2019, its market capitalization was $46.52 billion. Since its establishment in 1981 till
2014, the CEOs of Infosys were its promoters, with N.R. Narayana Murthy leading the company
in its initial 21 years. Dr Vishal Sikka was the first non-promoter CEO of Infosys who worked
for around 3 years. Dr Vishal Sikka resigned in August 2017. In a personal note to board
colleagues, Sikka cites a "drumbeat of distractions" and "false, baseless, malicious and
increasingly personal attacks" as his reason for leaving Infosys. Many sources suspect this is in
reference to a long running feud with Infosys Founders over the new direction Sikka was
reportedly taking Infosys.
PRODUCT AND SERVICES

Infosys provides software development, maintenance and independent validation services to

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

Its key products and services are:

• NIA – Next Generation Integrated AI Platform (formerly known as Mana)

• Infosys Consulting – a global management consulting service

• Infosys Information Platform (IIP) – Analytics platform

• EdgeVerve Systems which includes Finacle, a global banking platform

• Panaya Cloud Suite

• Skava

• Engineering Services
REWARDS AND RECOGNITION IN HUMAN RESOURCES

The Company’s global internship program, InStep Ranked Number One in the Best Overall
Internship category at the 2020 Internship Rankings by Vault.com, a career intelligence
organization

Ranked Among Best Companies for Technology Jobs in Cupertino, California 4th Among Best
Companies for Computer Information Systems Jobs in Long Beach, California 5th Among Best
Companies for Management Consulting Jobs in Baltimore, Maryland

Among the Best 100 Companies for Women in India By Working Mother and AVTAR

Champion of Inclusion In the “Most Inclusive Companies in India 2019” index

Top Employer in 2020 in Australia, Singapore and Japan

Role Model Corporate award at the National Centre for Promotion of Employment for Disabled
People
HR STRATEGY IN RECRUITMENT AND SELECTION

Infosys uses the tool called Gartner TalentNeuron for the purpose of recruitment and
selection especially when it comes to campus recruitment. Gartner TalentNeuron
supported the head of talent acquisition with critical insights to partner with the right
universities, providing data on the schools with programs aligned to its skill needs and
the schools that would help diversify its talent pool.

With Gartner TalentNeuron, Infosys:

• Expanded the university program from 124 university recruits to 1,500

• Supported the organization’s growth goals, building the workforce of the future through cost-
effective talent acquisition, which saved the organization roughly $20 million

• Diversified talent by tapping intone talent pools across the country

Infosys have built global talent pool by recruiting new students from premier universities,
colleges and institutes globally, and through the need-based hiring of project leaders and
middle management across the globe.

They recruit students who have consistently shown high levels of achievement from
campuses in India. It also recruit students from campuses in the US, UK, Australia and
China. Infosys rely on a rigorous selection process involving aptitude tests and interviews
to identify the best applicants.

This selection process is continually assessed and refined based on the performance
tracking of past recruits. During fiscal 2020, It received 21, 41,373 employment
applications, interviewed 1, 50,130 applicants and extended offers of employment to
83,319 applicants.
The project teams now find the right fit talent for their project needs in real time. The AI
based talent-matching service considers multiple factors like skills, adjacent skills,
proficiency levels, prior experience working with a given client, talent connections with
project team members and their readiness to start. If the best fit is not readily available,
the Infosys Digital Brain, constantly monitoring the Infosys talent pipeline, alerts the
project team automatically when the right fit is found.
HR STRATEGIES IN TRAINING AND DEVELOPMENT

Infosys prioritized employees as the client, developing the platform around five pillars of
learning. First, the platform had to be convenient, accessible anytime from any device; then, it
had to be relevant to both the skills market and to employees. The power of platforms like
Wingspan is personalization. It can recommend content to each employee based on what they
need at the moment for their job and what comes next.

Infosys employees — also called "Info Scions" — fall into three categories of learners:
self-motivated, explorers and watchers. Explorers, for example, like to navigate through
content and find links, while watchers prefer guided content from the platform. Learning
content at Infosys is a combination of in-house development, external content and content
created by learners for other learners

Infosys also leverages AI to analyze employee data points, evaluate jobs and make
recommendations on what the employee should learn next. AI even scans the
conversations employees have in the virtual playground and can make recommendations
on what to learn next based on what they talk about.

To reskill its employees, Infosys has identified 36 key areas and created learning
pathways on Lex. This is a mobile-first learning platform that can be accessed anytime,
anywhere, and suggests appropriate learning paths based on employees' skills. It has
about 700 courses on Lex at present, in addition to over 1,500 courses in instructor-led
training mode. Here, the managers can create their own learning path and goals while
also sharing with their teams. To motivate employees and incentivise them to get on the
learning path, Infosys is also providing a skill tag for employees who have undertaken
these learning courses, and monetary incentives
Infosys have collaborations with the Rhode Island School of Design to train employees
on design skills, with Purdue University on cyber security, with Trinity College, Hartford
on business analysis skills, with Cornell University on program management, and with
the University of North Carolina for data analytics.

They launched a platform called InfyTQ, with several courses on technical and
professional skills, aimed at improving the understanding of the fundamental building
blocks of technology among engineering students across India, to help them become
industry-ready. It has more than 600,000 learners registered on this platform. The same
platform is also being used for fresh hires recruitment as well. Campus Connect, the
industry-academia partnership program, is making use of Nifty to reach out to
engineering college students and faculty members across India.
HR STRATEGIES IN PERFORMANCE MANAGEMENT

Infosys believes in meritocracy and has built a high performance work culture among
its workforce. To align the employees performance with Infosys business goals,
regular performance driven appraisals are conducted. Infosys has adopted a new
method of performance

Infosys has put in place a new performance appraisal system called iCount for its
employees that seeks to reward individual performers on the basis of specific targets . As
part of iCount, employees will be offered feedback and subjected to reviews throughout
the year rather than just an annual appraisal

Infosys has changed the way performance management is done, with higher focus on
individual performance rather than relative performance. We have moved away from
forced ranking curve and given our managers more flexibility and empowerment, while
still retaining focus on maintaining a high performance culture

As part of iCount, individual employees are also rewarded on the basis of how well they
perform on specific short-term but important targets during the year. These targets can
range from bagging an important customer account to managing a certain customer event,
depending on the role of the employee.

The ratings provided to the employee are in the form of "outstanding, commendable, and
expectation ,below expectation, instead of a number assigned to them in case
of CRR rating system. This would reduce the negative emotional aspect of an
employee associated to a number though out his tenure in Infosys. This rating would be
used for the allocation of bonuses variable pay and promotion of the employee.

In the iCount appraisal system the employee would be rated based only on
his-her individual performance and manager do not have force fit any
particular percentage of employees into any particular ratings. This would motivate the
employee to focus more on the parameters set during the initiation of task in iCount

The iCount appraisal system also brings transparency in the whole process.
The employee can always track where he is positioned. the feedback and the rating of
the individual tasks could always be seen in the iCount application so there
is always an opportunity for the employee to evaluate himself and predict
what could be his potential rating
HR STRATEGIES IN COMPENSATION AND BENEFITS

compensation programs encourage reward for performance. A significant portion of the executives’
total rewards are tied to the delivery of long-term corporate performance goals, in order to align with
the interest of the shareholders. The nomination and remuneration committee determines and
recommends to the Board the compensation payable to the directors. All Board-level compensation is
approved at the shareholders meeting or via postal ballot.

Remuneration for the executive directors comprises a fixed component and a variable component,
including stock incentives under the 2015 Stock Incentive Compensation Plan (“the 2015 Plan”) and
under the Infosys Expanded Stock Ownership Program 2019 (“the 2019 Plan”). The committee makes a
periodic appraisal of the performance of executive directors based on a detailed performance matrix

On June 22, 2019, pursuant to the approval by the shareholders in the Annual General Meeting, the
Board has been authorized to introduce, offer, issue and provide share-based incentives to eligible
employees of the Company and its subsidiaries under the 2019 Plan. The maximum number of shares
under the 2019 Plan shall not exceed 5,00,00,000 equity shares. To implement the 2019 Plan, up to
4,50,00,000 equity shares may be issued by way of secondary acquisition of shares by the Infosys
Expanded Stock Ownership Trust

Particulars Years ended March 31, 2020 2019

Salaries and bonus 49,837 44,405

Defined contribution plans 338 307

Defined benefit plans 712 603

50,887 45,315
STRATEGY FOR EMPLOYEE VALUE PROPOSITION

At Infosys, Employee Value Proposition has covered three key areas in almost equal
proportion - Financial, Learning and Emotional. They have endeavored to innovate on all
three over the years to keep the EVP current and attractive. For example on the financial
side, one of the most successful employee stock option programs that created wealth. It
was discontinued when no longer relevant. This year, they have innovated and brought
the program back with Restricted Stock Options (RSU).

On the learning side, they have created several new programs to enhance the EVP. An
ongoing Apprenticeship program aims to find the best and brightest individuals to
apprentice under leaders in challenging projects. COMPASS is digital platform to
mobilize opportunities on careers, learning and networks. It has been designed to be a
self-service portal which empowers employees to design their own journey within the
organization.

The Emotional aspect of the EVP, possibly the most important of any EVP, must cater to
more than just "support". Through the culture of the organization, the employee must be
free to express who they are both professionally and outside of work. Open
communication channels with peers and leadership, health and wellness support through
our Health Assessment and Lifestyle Enrichment (HALE) initiative, emotional support
through counsellors, etc. are just some of the available programs at Infosys.

At Infosys, they have a group of influencers through data analytics and online surveys,
whom we believe have an extensive internal network that can be leveraged to disseminate
strategy as well as get feedback. Helping influencers strengthen their internal network
will help companies create better bonds between its employees and its strategy,
leadership, etc
BEST HR PRACTICES AT INFOSYS

focus on promoting a collaborative, transparent and participative organization culture, and rewarding
individual contribution and innovation

the Anti-Sexual Harassment Initiative (ASHI), has created its own brand as it proudly completes 20 years
of enabling a positive and safe work environment for our employees. It is like a safe grievance handling
platform for the employees.

An empowerment program to encourage purposeful innovation for clients. Impetus is given in the form
of hackathons, makeathons, ideathons and knowledge-sharing session

Health Assessment & Lifestyle Enrichment program helps build and sustain a healthy and productive
workforce by promoting health and well-being, ensuring safety, and encouraging work-life balance

Keeping a strong focus on Talent Development, Infosys has embarked on a ‘Reskilling’ journey with the
objective of enabling a powerful talent ecosystem that helps build and scale capabilities of the future.
They are building a new construct of ‘hybrid jobs’ that combine technology, domain and industry
experience.

retraining the workforce through structured learning paths and offering them a new-age skill identity
through ‘Skill Tags’ aligned to digital and niche service offerings. Talent redeployment has been
encouraged by providing avenues for internal mobility through talent rotation and structured bridge
programs

At Infosys, rewards are considered a total experience – the organization, its people, its workplaces,
practices, and values all come together to give its employees a rewarding experience of working and
contributing here. In addition to the standard compensation and benefits, rewards available through
learning, through diverse career experiences and through platforms for creative contributions as well

A dynamic technology platform was created where managers can get a comprehensive view of their
total rewards. Employees can view their total rewards statement and all the information about Infosys’
investment in them, including compensation, benefits and other tangible / intangible reward elements

Infosys launched the Expanded Stock Ownership Program 2019 that links longterm employee incentives
with shareholder value creation. Under this program, grants will vest based on performance and it aims
to align employee interest with shareholder value creation, incentivize, attract and retain key talent, and
reward employee performance with ownership

Petit Infoscion Day : An eagerly awaited family-day event for employees. Children are engaged through
fun and educational activities and their academic and co-curricular achievements rewarded.
Digital transformation : –
Launchpad app : This platform has been designed to cater to new joiners across the globe. It helps
engage with employees even before they join the Company. Being mobile-based, it provides a guided
flow that helps employees throughout the onboarding process, making the entire process paperless and
faster which has resulted in employees joining projects earlier.

– InfyMe app : A self-service platform for employees to conduct all transactions and obtain all the
Company information on the go, anywhere, anytime. It has brought the world of Infosys at the fingertips
of the employees. All the isolated applications and automations that were built over the years have
been enabled as services on this app

.iEngage :- it is created to drive vertical engagement between employee and unit leadership. A manager
or leader can use this app to schedule events, invite employees and track actions identified during such
events. The data generated from these events will be used to measure employee sentiment, identify key
concern areas that can ultimately drive policy and process changes
ORGANIZATIONAL STRATEGY AT INFOSYS

Their aim is to build a sustainable and resilient organization that remains relevant to the
agenda of our clients, while creating growth opportunities for our employees, generating
profitable returns for investors and contributing to the communities that they operate in.
clients and prospective clients are faced with transformative business opportunities due to
advances in software and computing technology. These organizations are dealing with the
challenge of having to reinvent their core offerings, processes and systems rapidly and
position themselves as ‘digitally enabled’.

The journey to the digital future requires not just an understanding of new technologies
and new ways of working, but a deep appreciation of existing technology landscapes,
business processes and practices. The strategy is to be a navigator for our clients as they
ideate, plan and execute on their journey to a digital future.

Executives from Infosys Ltd’s consulting practice will now work jointly with sales and
delivery heads to garner more business by offering a wider array of services to its top
clients. One reason behind this push by Infosys to make consulting more integral to its
business is also driven by the change in the way companies globally, from big banks to
healthcare firms, are looking to do business with their IT vendors