infosys hr work1

8/7/2019 infosys hr work1

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Vision

"We will be a globally respected corporation."

Mission

"To achieve our objectives in an environment of fairness, honesty, and

courtesy towards our clients, employees, vendors and society at large."

Management Profiles

y Chief Executive Officer and Managing Director, Infosys

Technologies : S. Gopalakrishnan

y Chairman and Chief Mentor Officer (CMO) Mr. Narayana Murthys

y Director and Head, , Human Resources, : T. V. Mohandas Pai

Job Profile: Project Manager

Job Description

TASKS

Creates and executes project work plans and revises as appropriate to meet changingneeds and requirements.

Identifies resources needed and assigns individual responsibilities.Manages day-to-day operational aspects of a project and scope.

Reviews deliverables prepared by team before passing to client.Effectively applies our methodology and enforces project standards.

Prepares for engagement reviews and quality assurance procedures.Minimizes our exposure and risk on project.

Ensures project documents are complete, current, and stored appropriately.

Project Accounting

Tracks and reports team hours and expenses on a weekly basis.

Manages project budget.


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Determines appropriate revenue recognition, ensures timely and accurate invoicing,

and monitors receivables for project.

Follows up with clients, when necessary, regarding unpaid invoices.

Analyzes project profitability, revenue, margins, bill rates and utilization

ResponsibilitiesKeeps project team well informed of changes within the

organization and general corporate news.

Effectively communicates relevant project information to superiors.

Delivers engaging, informative, well-organized presentations.

Resolves and/or escalates issues in a timely fashion.

Job specification

Technical Knowledge

y Possesses general understanding in the areas of application programming,

database and system design.

y Understands Internet, Intranet, Extranet and client/server architectures.

y Possesses a thorough understanding of our capabilities.

y Maintains awareness of new and emerging technologies and the potential

application on client engagements

Skills & Abilities:

PROFESSIONAL QUALITIES

Leadership: Challenges others to develop as leaders while serving as a role model

and mentor.

Manages the development of team by ensuring, when possible, that project tasks

are in line with each Innovator's career interests.

Teamwork : Consistently acknowledges and appreciates each team member's

contributions.

Client Management : Manages day-to-day client interaction. &Sets and manages

client expectations

Effective planning for project.

Control on scope, schedule and budget of projects.


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Reporting upper Management.

Finding the deliverables, costs and schedules of projects

Communicating with the critical departments for team building.

Co-ordination of the projects.

Project control and management.

Performance Abilities:Project manager should be able to-

Plan, manage and control projects more successfully

Increase project cooperation and communication between departments and functions

Reduce new product development cycle with product development training

Reduce the time required to plan and stay on top of successful projects

Schedule projects more accurately using CPM and PERT networking techniques

Spot problems and correct behind schedule conditions more quickly

Control schedule timeliness and work flow by using proven management techniques

Manage multiple projects without losing effectiveness

Implement proven conflict management techniques to help team members worktogether with team building training

Anticipate problems and develop contingency plans through Critical Risk Analysis

HRPractices

Most of the HR practices of Infosys were a result of the vision of its founders and theculture that they had created over the years. The founders advocated simplicity and

maintained the culture of a small company. The employees were encouraged to

share their learning experiences...


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Recruitment

While recruiting new employees, Infosys took adequate care to identify the right

candidates. On the qualities that Infosys looked for in a candidate who display a high

degree of 'learnability.' By learnability they mean the ability to derive generic knowledge

from specific experiences and apply the same in new situations.Infosys also place significant importance on professional competence and academic

excellence. Other qualities they look for are analytical ability, teamwork and leadership

potential, communication and innovation skills, along with a practical and structured

approach to problem solving."

Training Program

Training will typically start with a 3-4 month induction and education program in Indiafollowed by a 2-3 month stint on small in-house projects with the Business Units,

Attracting the best and the brightest and creating a milieu where they operate at their

highest potential is milieu where they operate at their highest potential is very

important. Infosys campus and technology infrastructure is world-class, They pay a

lot of attention to training and competency building, they try to have sophisticated

appraisal systems, they try to reward performance through variable pay. These are all

part of the same motive."

Infosys training programmes are designed to enable company professionals enhance their

skill sets in tune with their respective roles. New student hires complete approximately

three months of integrated on-the-job training before becoming billable to clients.

Training for NewRecruits

Training at Infosys was an ongoing process.When new recruits from colleges joined

Infosys, they were trained through fresher training courses. They were trained then on

new processes and technologies. As they reached the higher levels, they were trained

on project management and later were sent for management development programs,

followed by leadership development programs...

Training New Recruit Infosys conducted a 14.5 week technical training program forall new entrants. The company spent around Rs 200,000 per year on training each

new entrant. The new recruits were trained at the Global Education Center (GEC) in

Mysore, which had world class training facilities and the capacity to train more than

4500 employees at a time. GEC, which was inaugurated in February 2005 was

spreadover 270 acres and was the largest corporate training center in the world with

58 training rooms and 183 faculty rooms.


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Training Programs for Experienced Employees

Infosys also conducted training programs for experienced employees. The company had a

competency system in place which took into account individual performance,

organizational priorities, and feedback from the clients.

y Technical training by Education & Research department:Infosys have an entry-level technical training program, which is for aduration of 14 weeks. This program has been certified by educationists asbeing equivalent to a BS program in the US. The Education & Research(E&R) department at Infosys offers a variety of training programs on aregular basis for Middle level employees as well.

y Quality Process Training:Infosys has a strong focus on quality processes and methodologies. Thistraining is tailored to the role that one is playing i.e. Software Engineer,

Programmer Analyst, Project Managersetc.

y Personal Effectiveness and Managerial Programs:

Programs to enhance the managerial capabilities and leadership abilities,to enable better customer satisfaction, achieve organizational vision andcreate high performing multicultural teams.

Advantage In Step

Infosys Edge

Infosys' IT consulting and software solutions address the mission-criticalneeds of Fortune 500 corporations as well as emerging corporate leaders.We manage a range of multi-million dollar projects for global clients includingAdidas-Salomon AG, Apple Computer, J. Sainsbury PLC Group, NortelNetworks, Salomon and Taylor Made and Toshiba Corporation through ourpioneering Global Delivery Model. We offer you a stimulating and challenging,yet informal and campus-like work environment.

y InStep - Venture, Discover, Achieve

InStep is an internship program for undergraduate, graduate and PhDstudents from top global academic institutions. As part of the Infosys family,you will realize your potential, while working on high-quality, customer-facingprojects. You will be exposed to new and emerging technologies andbusiness opportunities.

y Projects UnlimitedInStep enables you to work on live technical and business projects, ranging


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from application development to business consulting at Infosys' officesworldwide.

y Schedule FlexibilityInStep runs through the year, to suit academic calendars worldwide. The

internship assignment ranges from 8 weeks to 24 weeks.

y Global ExposureAs an InStep intern, you gain experience in the dynamic InformationTechnology industry and get global exposure by working in a multi-culturalenvironment.

y Interaction with Senior Management

Infosys' senior management is regarded for its pioneering leadership in theIndian IT industry. Mr. Narayana Murthy (Chairman and Chief Mentor) andMr. Nandan Nilekani (Co-Chairman of the Board of Directors, then ManagingDirector, President and CEO) were voted Fortune Asia's Businessmen of theYear 2003. You will get an opportunity to interact with top management duringyour internship at the company.

y Constant SupportA student mentor will help you settle into Infosys' international workingenvironment, while a project mentor will guide you through your internshipassignment.

y Stipend, airfare, accommodation, 'Intern Excursion' and otherbenefitsYou will receive a monthly stipend. The stipend is structured according to thecost of living in the region that you are based during your internship period.

We will also pay foryour airfare, lodging and boarding. Infosys has a largeinfrastructure in India. They will provide accommodation in a fully furnishedapartment, food and cab transportation within the city for students workingfrom our offices in India. In addition, you will enjoy the opportunity toexperience India during the 'intern excursion' (for those interning in July).


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Infosys Leadership Institute

The Infosys Leadership Institute (ILI) was set up in 2001 to nurture future leaders in

the company and to effectively manage the exceptional growth that the company

was experiencing. At the Institute, the executives were groomed to handle the

changes in the external and internal environment...

SEPG Support to Projects

The quality department at Infosys contains the softwareengineering process group

(SEPG). The SEPG is responsible for coordinating all the process activities,including process definition, process improvement, and process deployment.

Although the responsibility for all aspects of delivery, including quality, belongs tothe project team, the SEPG facilitates the project team in following the right

processes.T

heS

EPG also forms an independent channel for monitoring and reportingto senior management on process and quality issues. Because "processes won't stick

by themselves,"6 the SEPG helps to ensure that the defined processes areimplemented and become standard practice.

In addition to technical training, the Learning and DevelopmentDepartment ofInfosys trains employees in a variety of soft skills.

For example, programmes are conducted for Infoscions who travel

abroad, to help them get used to and sensitize themselves to new

cultures in the workplace and outside.

The company offers language training to those people doing longterm business with other country or to those groups of individuals

staying for long stints in a foreign country. The attentiongiven to

detail by Infosys can be understood by the fact that it runs a two-

hour module called Bon Voyage for all travelers at the time ofcollecting tickets and passport. Its a refresher programme covering

cultural differences, immigration processes and tips on making

ones way in a new country.

Performance Appraisal

The first step toward carrying out performance appraisal at Infosys was the evaluation of personal skills for the

tasks assigned to an employee during the period of appraisal. To evaluate the performance, different criteria lik

timeliness, quality of work carried out by the employee, customer satisfaction, peer satisfaction, and business


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potential, were considered. The personal skills of the employees were also evaluated based on their learning an

analytical ability, communication skills, decision making, change management, and planning and organizing skill

Each of these criteria was measured on a scale of 1 to 5 (with 1 signifying above the expected performance leve

and 5 below the expected performance level).

Performance appraisal Ratings

I. A+ (Exceptional): team members performance is truly exceptional and the person has delivered this performance

against all odds and is a role model(5%)

II. A (Consistently Exceeds Expectations): team members performance distinctively and consistently exceeds the

criteria and standards required of a fully competent Virtusa. The team member is a strong team player and performin the current capacity with minimal mentoring. (20%)

III. A- (Exceeds Expectations): exceeds expectations in a few areas but fully meets expectations in most areas(15%)

IV. B+ (Fully Meets Expectations): team members performance meets and satisfies the criteria and standards of the

job. The team member requires mentoring to strengthen performance to a higher level(40%)

Tiers Designations

Regular Tracker (A- & B+) Fast Tracker (A+ & A)

Total

Experience' in

Yrs

Minimum

Stay' in

Yrs

Total

Experience'

in YrsMinimum Stay in

Yrs

Tier

0

Senior Vice President NA NA 21

Vice President NA NA 19 3

Senior Director NA NA 17 2

Director

NA

NA

15

2

Associate Director NA NA 13 2

Senior Architect/ Senior Manager NA NA 10 3

Tier Architect/ Manager 12 3.5 7.5 2.5


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B

(Generally Meets Expectations): team members performance meets the general criteria and standards of the job with

opportunities for improvement in meeting the minimum criteria. Mentoring and coaching is required to overcome the are

of improvement. (15%)

C(Needs Improvement): team members performance is below the general criteria and standards of job

performance. Ongoing mentoring and coaching is required to overcome several areas of improvement.

Development needs to be defined, tracked and reviewed with quarterly milestones. (5%)

1 Associate Architect/ AssociateManager

9.5 2.5 6 1.5

Tier

2

Senior Consultant 2.5 4 2

Consultant

4.5

2.5

2.5

1.5

Tier

3Senior Engineer 2.5 2 1.5 1

Tier

4

Engineer 1 1.5 0.5 0.75

Associate Engineer 0 1 0 0.5

Documents

infosys hr work1