Human Resource Management Presented By Sumeet S Neeraj +91 78428 88751 GITAM School of IB Vizag,...
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Transcript of Human Resource Management Presented By Sumeet S Neeraj +91 78428 88751 GITAM School of IB Vizag,...
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Human Resource Management
Presented By
Sumeet S Neeraj+91 78428 88751
GITAM School of IBVizag, India
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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+
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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
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"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)
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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
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Orientation
RecruitingTraining
New recruits
EmployeesCHIPS
Selection
Appraisals Referrals
ILI Job Posting
Human Resource Strategy
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HR-Outsourcing
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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:– Learnability– Proficiency Competence– Qualifications & Academic excellence– Analytical Ability– Team Working Aptitude– Leadership Potential– Communications Skills– Innovation Skills etc
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Sample Newspaper Ad
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Orientation & Training (E&R)
• New Recruits (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.
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Employee Training (E&R)
• Employees– Technical Training–Managerial Training– Soft & Language Skills– Domain Training– CHIPS
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Infosys Leadership Institute
• Succession Plan• Grooming Executives• Build desired Leadership styles• Training on:– Organizational Change– Transformational leadership– Nurturing Excellence & Creativity– Future Leadership roles
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Infosys Leadership Institute
The 9 Pillar Model (Leadership Development
Program):1. 360 Degree feedback (Mandatory)2. Developmental Assignment3. Infosys Culture Workshop4. Developmental Relationship5. Leadership Skill for Training6. Feedback Intensive programs7. Systematic process learning8. Community Empathy9. Action learning
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Performance Appraisal
• 360 Degree Appraisal• Yearly Twice• Parameters
– Technical– Personal Skills
• VPP, Incentivized Salary• 3 tiers of Performance• Currently (2006 onwards) Deferred Compensation
Scheme
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Infosys Culture
• 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
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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)
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2010 Data
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