Infosys HR Practices

Human Resource

Human Resource

Management 

Management 

Presented

Presented

Presented By

Presented By

By

By

Sumeet

Sumeet

S

S

u

u

m

m

e

e

e

e

t

t

S

S

S Neeraj

S Neeraj

Neeraj

Neeraj

+91 78428 88751

+91 78428 88751

+91 78428 88751

+91 78428 88751

GITAM

GITAM

GIT

GIT

AM Sch

AM School

Sc

Scho

ho

ool

ol

ol

of

of

of IB

of IB

IB

IB

Vizag

Vizag

Vizag,

Th

Th

e Growt 

e Growt 

_h

_h

S

S

t

t

o

o

r

r

y

y

-

-

I

I

n

n

f

f

o

o

s

s

y

y

s

s





19

1981

81

:

:

Es

Esta

tabl

blis

is

ed by N. R. Narayana Murt 

ed by N. R. Narayana Murt 

y and

y and

6

6

engineers

engineers

in Pune, India, wit 

in Pune, India, wit 

an initial capital of 

an initial capital of $250

$250





19

1983

83

:

:

Bo

Body

dy

S

S

opper. Relocates to Bangalore (HQ)

opper. Relocates to Bangalore (HQ)





198

1987:

7:

Open

Opens first intern

s first internation

ational office in Bo

al office in Bo

ston

ston, US

, US





199

1999:

9:

First

First

India

Indian Co li

n Co li

sted N

sted NASDA

ASDAQ

Q





2

20

00

05

5:

:





e Best Company to work for in India

e Best Company to work for in India

, Business

, Business

T

T

oday

oday





200

2006:

6:

Reve

Revenues cro

nues cross $2 bn. Emp

ss $2 bn. Emp

loye

loyees grow to

es grow to

50,000+

50,000+

Murt 

Murt 

y retires, Dataquest 

y retires, Dataquest Dream Co to work for

Dream Co to work for









2007:

2007:

Infosys

Infosys crosses rev

crosses revenues of U

enues of U

S$ 3

S$ 3 bn. Emplo

bn. Employees grow

yees grow

to over

to over

7

7

0,000+

0,000+



Th

Th

e Company

e Company

 Vision

 Vision

 ±

 ± ""TTo be a globally respected corporation t o be a globally respected corporation t hhat provides best-of-breedat provides best-of-breed

business solutions, leveraging tec

business solutions, leveraging techhnology, delivered by best-in-classnology, delivered by best-in-class people.

people.

Mission

Mission

 ±

 ± ""TTo aco achhieve our objectives in an eieve our objectives in an environment of fairness,nvironment of fairness, hhonesty, andonesty, and

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

 Values

 Values

 ±

 ± CustomerCustomer DDelightelight:: TTo surpass o surpass customer expectations consistentlycustomer expectations consistently

 ±

 ± LLeadershipeadership by Exby Exampleample:: TTo set standards & be an exemplar for t o set standards & be an exemplar for t hhee

industry & ourselves industry & ourselves

 ±

 ± IInntegrittegrityy aanndd TTrarannsparesparencyncy:: TTo be et o be et hhical, sincere and open in allical, sincere and open in all

our transactions our transactions

 ±

 ± FFairairnnessess:: TTo be objective and transaction-oriented, and t o be objective and transaction-oriented, and t hhereby earnereby earn

trust and respect  trust and respect 

 ±

 ± PPursuitursuit ofof ExcExcelleellencncee:: TTo strive o strive relentlessly, constantrelentlessly, constantly improvely improve

ourselves, our teams, our services and products to become t 

"O

"O

_{ne should be trustworthy}

_{ne should be trustworthy}

_{with all in one's}

_{with all in one's}

_{dealings. It is on}

_{dealings. It is on}

such foundati

such foundati

ons that

ons that

great Organizations are created.

great Organizations are created.





-N. R. Narayana Murthy

-N. R. Narayana Murthy

(Chairman and Chief Mentor)

(Chairman and Chief Mentor)

We have developed systems f

We have developed systems f

or hiring

or hiring

, training and

, training and

retaining

retaining

employees like an

employees like an

elaborate science.

elaborate science.





-Nandan Nilekani

-Nandan Nilekani

(Former Co-Chairman)

International Business Strategy

International Business Strategy





Focus on

Focus on

Human Resources

Human Resources





World Class

World Class

Operation Model

Operation Model





Provide

Provide

Managed software

Managed software

solutions

solutions





Exploit a

Exploit a

Well Establis

Well Establis

h

h

ed

ed

offs

offs

h

h

ore development 

ore development 

model

model



O O_{rientationrientation} Recruiting Recruiting Training Training New New recruits recruits Employees Employees CHIPS CHIPS Selection Selection Appraisals Appraisals Referrals Referrals I ILLII JJoob b PPoossttiinngg

Human Resource Strategy

HR-Outsourcing

Recruitment 

Recruitment 





70% College Grads

70% College Grads

30% Lateral Workers

30% Lateral Workers





Infy Vs Harvard

Infy Vs Harvard





Notifications & recruitment and met 

Notifications & recruitment and met 

odology:

odology:

 ±

 ±  Advertisements, Campus, Websites mainly, Advertisements, Campus, Websites mainly, TTests (arit ests (arit hhmetic,metic,

reasoning, analytical t 

reasoning, analytical t hhinking, Englisinking, Englishh etc) before interviews.etc) before interviews.





Interviews to assess:

Interviews to assess:

 ±

 ± LearnabilityLearnability

 ±

 ± Proficiency CompetenceProficiency Competence

 ±

 ± QualificatiQualifications & ons & Academic excellenceAcademic excellence

 ±

 ±  Analytical Ability Analytical Ability

 ±

 ± TTeam Working Aptitudeeam Working Aptitude

 ±

 ± LeadersLeadershhip Potentialip Potential

 ±

 ± CommunicaCommunications tions SkillsSkills

 ±

Orientation &

Orientation &

_T

_T

raining

raining

(E&R)

(E&R)





New Recruits

New Recruits

 ±

 ±

Orientation (first 3 days)

Orientation (first 3 days)

 ±

14.5 Weeks (Rigorous

14.5 Weeks (Rigorous

T

T

raining)

raining)

 ±

GEC (Global Education Centre) Mysore

GEC (Global Education Centre) Mysore

 ±

T

T

ec

ec

h

h

Courses, Live Projects

Courses, Live Projects

 ±

Soft Skills Development 

Soft Skills Development 

 ±

Best Practices Viz. Involve

Best Practices Viz. Involve

Customers, Learn

Customers, Learn

by Practice, Integrated learning, group

by Practice, Integrated learning, group

learning, measure & act,

learning, measure & act,

curriculum review

curriculum review

etc.

Employee

Employee

_T

_T

raining

raining

(E&R)

(E&R)





Employees

Employees

 ±

 ±

T

T

ec

ec

h

h

nical

nical

T

T

raining

raining

 ±

Managerial

Managerial

T

T

raining

raining

 ±

Soft & Language Skills

Soft & Language Skills

 ±

Domain

Domain

T

T

raining

raining

Infosys Leaders

Infosys Leaders

_h

_h

ip Institute

ip Institute





Succession Plan

Succession Plan





Grooming Executives

Grooming Executives





Build desired Leaders

Build desired Leaders

h

h

ip styles

ip styles





T

T

raining on:

raining on:

 ±

 ±

Organizational C

Organizational C

ange

ange

 ±

 ± TT

ransformationa

ransformationa

l

l

leaders

leaders

ip

ip

 ±

 ±

Nurturing Excellence &

Nurturing Excellence &

Creativity

Creativity

 ±

Infosys Leaders

Infosys Leaders

_h

_h

ip Institute

ip Institute

Th

Th

e 9 Pillar Model (

e 9 Pillar Model (

Leaders

Leaders

ip Development Program

ip Development Program

):

):

1.

1.

36

36

0 De

0 De

gr

gr

ee f

ee f

ee

ee

db

db

ac

ac

k (Ma

k (Ma

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at

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or

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2.

2.

De

De

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lo

lo

pm

pm

en

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ta

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As

As

si

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gn

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me

me

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nt 

3.

3.

In

In

fo

fo

sy

sy

s

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Cu

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ur

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4.

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ip Skill for

raining

raining

6.

6.

Fe

Fe

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ba

ba

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ck

In

In

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ns

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e p

e p

ro

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am

s

s

7.

7.

Sy

Sy

ste

ste

ma

ma

ti

ti

c

c

pr

pr

oc

oc

es

es

s

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le

le

ar

ar

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8

8

.

.

C

C

o

o

m

m

m

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u

u

n

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i

i

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y E

y E

m

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p

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a

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t 

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9

9

.

.

A

A

c

c

t

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i

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n l

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g

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Performance Appraisal

Performance Appraisal





360 Degree Appraisal

360 Degree Appraisal





 Yearly

 Yearly

wice

wice





Parameters

Parameters

 ±

 ± TT

ec

ec

nical

nical

 ±

Personal Skills

Personal Skills





 VPP, Incentivized Salary

 VPP, Incentivized Salary





3 tiers of Performance

3 tiers of Performance





Currently (2006 onwards) Deferred Compensation

Currently (2006 onwards) Deferred Compensation

Sc

Infosys Culture

Infosys Culture





Culture of a Small Company

Culture of a Small Company





Small Groups

Small Groups





Ma

Ma

na

na

ge

ge

rs

rs

-

-

Me

Me

nt

nt

or

or

s

s





 Value to rig

 Value to rig

h

h

t Ideas (E.g. Laura)

t Ideas (E.g. Laura)





Milestones Program

Milestones Program





Motivation by Communication

Motivation by Communication





T

T

own-Hall meetings

own-Hall meetings



K 

K 

ey Issues

ey Issues





S

S

h

h

ortage of Engineers leading to recruitment of 

ortage of Engineers leading to recruitment of 

Science Grads.

Science Grads.



Dilution of Culture due to Global

Dilution of Culture due to Global

Expansion

Expansion





Meeting Employee Expectations

Meeting Employee Expectations





 Absence of C

 Absence of C

h

h

allenging jobs

allenging jobs





 Attrition rate (Compared to ot 

 Attrition rate (Compared to ot 

h

h

er Cos)

er Cos)





 Attracting Global workforce

 Attracting Global workforce

(wit 

2010 Data 2010 Data