Transcript 1981 - Spogel.com

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
recruits
CHIPS
Employees
Appraisals
ILI
Referrals
Job Posting
Orientation
Selection
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:
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Learnability
Proficiency Competence
Qualifications & Academic excellence
Analytical Ability
Team Working Aptitude
Leadership Potential
Communications Skills
Innovation Skills etc
Orientation & Training
• New Recruits
(E&R)
(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
• Employees
– Technical Training
– Managerial Training
– Soft & Language Skills
– Domain Training
– CHIPS
(E&R)
Infosys Leadership Institute
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Succession Plan
Grooming Executives
Build desired Leadership styles
Training on:
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Organizational Change
Transformational leadership
Nurturing Excellence & Creativity
Future Leadership roles
Infosys Leadership Institute
The 9 Pillar Model (Leadership Development Program):
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3.
4.
5.
6.
7.
8.
9.
360 Degree feedback (Mandatory)
Developmental Assignment
Infosys Culture Workshop
Developmental Relationship
Leadership Skill for Training
Feedback Intensive programs
Systematic process learning
Community Empathy
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
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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