HUMAN RESOURCE MANAGEMENT

NEHA GUPTA

NEHARIKA

SHAH RUKHHABIB

RITESHBHATNAGAR

NITESHBUBNA

Presented By,

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+

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)

Orientation

RecruitingTraining

New recruits

EmployeesCHIPS

Selection

Appraisals Referrals

ILI Job Posting

Human Resource Strategy

Recruitment70% 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

Sample Newspaper Ad

Employee Training

• Employees– Technical Training–Managerial Training– Soft & Language Skills– Domain Training

The Training Process

There are three types of training need analysis done in Infosys:

• Organizational need analysis

• Job need analysis

• Person need analysis.

Training Needs Analysis

This includes:• Define Infosys's Short Term Goals/Objectives• Define Infosys's Long Term Goals/Objectives• Human Resource Analysis• Efficiency Indexes Assessment• Assessment of the organizational climate

Organizational Needs Analysis

The specific content of present or anticipated jobs is examined through job analysis. For existing jobs,

Information on the tasks to be performed (contained in job descriptions),

The skills necessary to perform those tasks (drawn from job qualifications),

The minimum acceptable standards (obtained from performance appraisals) are gathered. This information can then be used to ensure that training programs are job specific and useful.

Job Needs Analysis

Person needs analysis can be either broad or narrow in scope.

The broader approach compares actual performance with the minimum acceptable standards of performance. Based on the actual, current job performance of an employee; therefore, it can be used to determine training needs for the current job.

The narrower approach compares an evaluation of employee proficiency on each required skill dimension with the proficiency level required for each skill. Used to identify development needs for future jobs.

Person Needs Analysis

Performance Appraisal• 360 Degree Appraisal• Yearly Twice• Parameters– Technical– Personal Skills

• VPP, Incentivized Salary• 3 tiers of Performance• Currently (2006 onwards) Deferred Compensation Scheme

North American Payroll

• Infosys TalentEdge's North American (NA) Payroll solution provides tools to calculate earnings, deductions, taxes, and maintain balances.

• The module enables organizations to design the payroll system to meet specific requirements including calculation of gross-to-net or net-to-gross pay, leave accruals, and retroactive pay.

• It automatically calculates imputed income for group-term life insurance and processes unlimited direct deposits.

Highlights of Pay Roll• Core Payroll Database: The core payroll database includes databases related

to an organization’s compensations, earnings, deduction, pay calendar, vendor, general ledger interface, tax, retroactive processing, and tip allocation.

• Employee Pay Data: Employee pay data includes personal data, job data, benefits data, federal/ state/ provincial data, local tax information, general and benefit deductions, additional pay, savings bonds, and direct deposits.

• Payroll: Payroll processing includes creation of pay sheets, pay calculation, pay confirmation, generation of checks, and direct deposits. It employs audit reports and data review pages to verify and correct the results of each step.

• Reports: It provides various reports to monitor payroll processing, regulatory compliance and tax reporting requirements. These reports are tailored to meet organizational needs. Reports can either be viewed online or printed.

COMPENSATION

• Infosys TalentEdge's Compensation solution manages annual base compensation planning and awards ad-hoc variable compensation by way of bonus and rewards, taking budgetary requirements and constraints into consideration

• The solution helps maintain salary plans, grades and salary increase matrices. Variable compensation plans, goals, payout formulas, and valuation rules can also be defined and maintained.

Highlights of COMPENSATION

• Salary Increase Matrix: constructs salary increase matrix based on performance review rating of the employee.

• Summary of Compensation Cycle: provides a preview of the compensation cycle.

• Integrations: seamless integration with other modules including payroll and performance management systems helps track and pay employees based on revised compensation quickly, easily and without errors.

• Manager self-service: managers can request ad-hoc and budgeted salary changes for employees and also approve such request.

• 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

Infosys Culture

• 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)

Key Issues

2010 Data