www.infosys.com2008 Infosys Technologies Limited, Bangalore, India. Infosys believes the information in this publication is accurate as of its publication date; such information is subject to change without notice. Infosys acknowledges the proprietary rights of the trademarks and product names of other companies mentioned in this document.

About InfosysInfosys Technologies Ltd. (NASDAQ: INFY) defines, designs and delivers IT-enabled business solutions that help Global 2000 companies win in a flat world. These solutions focus on providing strategic differentiation and operational superiority to clients. Infosys creates these solutions for its clients by leveraging its domain and business expertise along with a complete range of services.

With Infosys, clients are assured of a transparent business partner, world-class processes, speed of execution and the power to stretch their IT budget by leveraging the Global Delivery Model that Infosys pioneered.

Improving Workforce Effectiveness

through Integrated Talent Management

For more information on this, please mail us at Infosys@infosys.com

Win in the flat world

Frequently Asked Questions

Improving Workforce Effectiveness

through Integrated Talent

Management

1. Are your efforts towards aligning Talent with Business not paying desired results? Do you often find that business growth / competitive advantage is limited because of availability of talent?Organizations who want to strengthen their ability to attract and retain employees at all levels to meet the needs of Organic and Inorganic Growth, need to have an Integrated approach to Talent Management. This would not only offer sustainable competitive advantage, but also operational benefits like 50% reduced time to productivity, developing targeted capabilities, and Talent mobility across the organization. Integrated Talent Management is a lot more than yet another HR process. It is a mindset that goes beyond the rhetoric towards a holistic and integrated approach. Based on our experience, we've identified three critical elements to achieve Integrated Talent Management: Strategy Integration, Process Integration, and Technology Integration as shown.

Talent Management Strategy: Holistic alignment of business driving integration of talent processes through unified competency model and enabled by cost-effective Technology

HR Dashboard: Metrics to track effectiveness of HR initiatives and efficiency of processesWorkforce Capability Improvement: Improving workforce capability through structured programs with governance frameworks. Identify high potential, High impact Talent Management opportunities to drive Business Strategy, Map high level HR functionalities and Prioritize into a short/medium/long term HR roadmap

Strategy

Integrated Talent Management: Competency based HR Framework, Competency definition, Integration of HR Processes through a backbone of Roles and Competencies

Visioning and Implementing proves improvement: Best practices based HR Process improvement / definition and implementationProcess

HR Systems effectiveness: Partner in HR automation initiatives to recommend process improvements, thus enhancing the effectiveness of the system.

HR- IT Alignment: Enhance IT effectiveness through HR-IT Roadmap, develop Business Case and prioritizing IT initiatives based on business needs.

HR Service Delivery improvement: Designing self service and HR Portals

Systems

Tale

nt M

anag

emen

t

2. Most often we have found clients struggling with poor results from Talent Management initiatives; be it an investment in technology or a new process. Some clients face a dilemma of choosing between multiple Talent Management initiatives, where as others find it difficult to manage change because multiple Talent Management initiatives are kicked off at the same time & have interdependencies.Success of Talent Management initiatives is highly dependent on the clarity of Talent Strategy and the degree to which strategy is integrated. Strategy Integration means that talent Management should be looked holistically and not as Performance Management Strategy, or Learning Strategy. Organizations need to draw out an integrated roadmap, and then act on initiatives that give biggest bang for the buck, based on the appetite for change. This will benefit them in the long run because though they might

Q208

Q308

Q 08 4

Detailed Role and Competency Framework

Align Training Content to redefined, business aligned Competencies

Q 1 09

Design of Role Structure

Integrate Talent Management Processes using Competencies

Improve effectiveness of Talent Management Process through systems

Develop Technical and Domain Competency Assessment Framework

Design

Review

Recommended

Supp

ort

sIllu trative

implement one initiative at a time, the broad alignment with business strategy is already in place.

Infosys has developed a process for clarifying Talent Strategy. Progress can be monitored against the Talent Management Scorecard, Metrics and the strategic roadmap distilled out of the Talent Strategy. Our findings and the suggested actions are consistent with global HR best practices models, and those characteristics that are most valued by employees.

One of the world's largest grocery retailers, with more than 140 stores and about 24,000 associates, faced the challenge of managing the market place and competitors. It then decided to focus on developing a long-term integrated HR strategy to leverage their talent to get a competitive edge. Infosys helped the client in developing a 3 year strategy roadmap to align its strategy, and helped to sequence out process, metrics, and technology requirements.

Frequently Asked Questions

Improving Workforce Effectiveness

through Integrated Talent

Management

1. Are your efforts towards aligning Talent with Business not paying desired results? Do you often find that business growth / competitive advantage is limited because of availability of talent?Organizations who want to strengthen their ability to attract and retain employees at all levels to meet the needs of Organic and Inorganic Growth, need to have an Integrated approach to Talent Management. This would not only offer sustainable competitive advantage, but also operational benefits like 50% reduced time to productivity, developing targeted capabilities, and Talent mobility across the organization. Integrated Talent Management is a lot more than yet another HR process. It is a mindset that goes beyond the rhetoric towards a holistic and integrated approach. Based on our experience, we've identified three critical elements to achieve Integrated Talent Management: Strategy Integration, Process Integration, and Technology Integration as shown.

Talent Management Strategy: Holistic alignment of business driving integration of talent processes through unified competency model and enabled by cost-effective Technology

HR Dashboard: Metrics to track effectiveness of HR initiatives and efficiency of processesWorkforce Capability Improvement: Improving workforce capability through structured programs with governance frameworks. Identify high potential, High impact Talent Management opportunities to drive Business Strategy, Map high level HR functionalities and Prioritize into a short/medium/long term HR roadmap

Strategy

Integrated Talent Management: Competency based HR Framework, Competency definition, Integration of HR Processes through a backbone of Roles and Competencies

Visioning and Implementing proves improvement: Best practices based HR Process improvement / definition and implementationProcess

HR Systems effectiveness: Partner in HR automation initiatives to recommend process improvements, thus enhancing the effectiveness of the system.

HR- IT Alignment: Enhance IT effectiveness through HR-IT Roadmap, develop Business Case and prioritizing IT initiatives based on business needs.

HR Service Delivery improvement: Designing self service and HR Portals

Systems

Tale

nt M

anag

emen

t

2. Most often we have found clients struggling with poor results from Talent Management initiatives; be it an investment in technology or a new process. Some clients face a dilemma of choosing between multiple Talent Management initiatives, where as others find it difficult to manage change because multiple Talent Management initiatives are kicked off at the same time & have interdependencies.Success of Talent Management initiatives is highly dependent on the clarity of Talent Strategy and the degree to which strategy is integrated. Strategy Integration means that talent Management should be looked holistically and not as Performance Management Strategy, or Learning Strategy. Organizations need to draw out an integrated roadmap, and then act on initiatives that give biggest bang for the buck, based on the appetite for change. This will benefit them in the long run because though they might

Q208

Q308

Q 08 4

Detailed Role and Competency Framework

Align Training Content to redefined, business aligned Competencies

Q 1 09

Design of Role Structure

Integrate Talent Management Processes using Competencies

Improve effectiveness of Talent Management Process through systems

Develop Technical and Domain Competency Assessment Framework

Design

Review

Recommended

Supp

ort

sIllu trative

implement one initiative at a time, the broad alignment with business strategy is already in place.

Infosys has developed a process for clarifying Talent Strategy. Progress can be monitored against the Talent Management Scorecard, Metrics and the strategic roadmap distilled out of the Talent Strategy. Our findings and the suggested actions are consistent with global HR best practices models, and those characteristics that are most valued by employees.

One of the world's largest grocery retailers, with more than 140 stores and about 24,000 associates, faced the challenge of managing the market place and competitors. It then decided to focus on developing a long-term integrated HR strategy to leverage their talent to get a competitive edge. Infosys helped the client in developing a 3 year strategy roadmap to align its strategy, and helped to sequence out process, metrics, and technology requirements.

3. Have you implemented various Talent Management processes but still unable to improve workforce effectiveness? Do you find that the Talent Management Process do not work in harmony?Though Talent Management processes can be rolled out sequentially, the bedrock of these competencies must be created upfront. A simple, yet exhaustive, competency framework provides the common thread to integrate processes effectively. For example, if organizations look at talent planning and only took inputs from recruitment, they will miss on large talent pool within the organization that can be ready for promotion.

Infosys has helped a Utilities company with more than $12 Billion in revenues and 12000+ employees to identify and map competencies

Competency based Talent Plan - Drive Recruitment

Hiring Effectiveness based on Performance Review

Training needs - Assess during Performance Review

Role based training creating a talent pipeline & providing career growth

Rewards based on business aligned career framework and

performance

Succession Planning based on Performance

and Potential

Tracking of Integrated Talent Management through Metrics

and Dashboards

Talent Planning based on Business Needs & Talent

Inventory

Competencies

Recruitment& Selection

PerformanceManagement

Training &Development

Role & CareerFramework

RewardManagement

SuccessionPlanning

Measure &Report

TalentPlanning

to roles in alignment with the corporate talent strategy. We also devised a workforce capabilities program. This resulted in better resource utilization based on competencies, and laid the foundation of leadership development across hierarchy.

Infosys' HCM Consulting has developed a HR Process Assessment Tool, by leveraging upon Infosys' experience as a Consultant and a Practitioner; and its expertise on best practices. We leveraged the tool for the world's largest oilfield service company with 25,000+ employees, operating from 730+locations across 100+ countries, to conduct a comprehensive process assessment across various Talent Management areas. This was followed by identification of integration needs and improvement opportunities using the best practices framework.

4. Technology is a critical success factor for rolling out any talent management initiatives. Unfortunately, because of historic reasons, good technology invariably means Cost! Are you stuck with a technology solution that does not scale up? Do you feel the need to have alternate methods of investing in technology?Infosys, with its vast implementation experience with multiple packages, understands that one size doesn't fit all. We understand the need to leverage the current investments in technology and also the need to have technology support to roll out Talent Management initiatives. We have helped companies optimize technology investments by integrating existing technologies and implementing new ones.

Technology integration supports deployment of integrated processes, e.g. managers can look at performance data during succession planning or implementing pay for performance. Technology also provides the means to generate meaningful metrics

that cut across processes, for e.g. looking at the performance of an employee over a period of one year v/s their recruitment rating to assess effectiveness of recruitment. Infosys also offers a platform based solution that offers subscription based pricing.

One of our clients in the CPG industry, with over 45000 employees and operations across the world, was facing a situation where HR Technology decisions were largely based on immediate automation / improvement requirements. The HR & IT Organizations wanted to draw out a long-term HR Technology strategy that would directly support HR Strategy and leverage its talent. Infosys helped in creation of a long term plan by

?Interacting with the HR & IT organizations to understand As-Is and draw up a desired future state perspective

?By leveraging a best practices framework, identified high level strategic opportunities and mapped initiatives on a 5 year roadmap.

Knowledge Base

John Jane Tom Nancy

My Team Approvals

?Update Janes EDD (Job, Title, Position?View EDD?Initiate Transfer /

Relocation?Janes Schedule

Janes Info.

?performance appraisal?Development Plan?Nine Box?PIP

Janes Development(History+Current)

?Special Awards?Merit Increase?Service Awards?Promotion

Janes Info.

?Johns Request for security / system access?Toms Leave

application

Recruit?Raise requisition?Approve requisition?Screen Candidates?Initiate on-boarding

HR Database

Service Center Rep. use same tools to assist employees

Manager

My Salary and Tax

?Salary details & Histroy?Direct Deposit?W-4 - Tax Exemptions?Martial status?Special Awards History?Bonus History

My Benefits

?Change Beneficiaries?Health plan?Dental plan

My Schedule

?My Schedule?Attendance records

HR PortalProvides access to Self Service, Knowledge

base, Personalized Contents, Alerts, Dashboards, Tools, Wizards etc.My Info.

?Name?Address?Phone Numbers?Martial status?Hire Date?Department?Manager

My Career

?Performance Appraisal?Development Plan?My Profile?Training History

Employee

ESS

ESS

MSS

Provides functionality through:

?Automating the HR Process

?Visibility and tracking of progress

?SSO, Home Access, Audit trail, data validation, Electronic signature

IT EnabledTalent

Management

3. Have you implemented various Talent Management processes but still unable to improve workforce effectiveness? Do you find that the Talent Management Process do not work in harmony?Though Talent Management processes can be rolled out sequentially, the bedrock of these competencies must be created upfront. A simple, yet exhaustive, competency framework provides the common thread to integrate processes effectively. For example, if organizations look at talent planning and only took inputs from recruitment, they will miss on large talent pool within the organization that can be ready for promotion.

Infosys has helped a Utilities company with more than $12 Billion in revenues and 12000+ employees to identify and map competencies

Competency based Talent Plan - Drive Recruitment

Hiring Effectiveness based on Performance Review

Training needs - Assess during Performance Review

Role based training creating a talent pipeline & providing career growth

Rewards based on business aligned career framework and

performance

Succession Planning based on Performance

and Potential

Tracking of Integrated Talent Management through Metrics

and Dashboards

Talent Planning based on Business Needs & Talent

Inventory

Competencies

Recruitment& Selection

PerformanceManagement

Training &Development

Role & CareerFramework

RewardManagement

SuccessionPlanning

Measure &Report

TalentPlanning

to roles in alignment with the corporate talent strategy. We also devised a workforce capabilities program. This resulted in better resource utilization based on competencies, and laid the foundation of leadership development across hierarchy.

Infosys' HCM Consulting has developed a HR Process Assessment Tool, by leveraging upon Infosys' experience as a Consultant and a Practitioner; and its expertise on best practices. We leveraged the tool for the world's largest oilfield service company with 25,000+ employees, operating from 730+locations across 100+ countries, to conduct a comprehensive process assessment across various Talent Management areas. This was followed by identification of integration needs and improvement opportunities using the best practices framework.

4. Technology is a critical success factor for rolling out any talent management initiatives. Unfortunately, because of historic reasons, good technology invariably means Cost! Are you stuck with a technology solution that does not scale up? Do you feel the need to have alternate methods of investing in technology?Infosys, with its vast implementation experience with multiple packages, understands that one size doesn't fit all. We understand the need to leverage the current investments in technology and also the need to have technology support to roll out Talent Management initiatives. We have helped companies optimize technology investments by integrating existing technologies and implementing new ones.

Technology integration supports deployment of integrated processes, e.g. managers can look at performance data during succession planning or implementing pay for performance. Technology also provides the means to generate meaningful metrics

that cut across processes, for e.g. looking at the performance of an employee over a period of one year v/s their recruitment rating to assess effectiveness of recruitment. Infosys also offers a platform based solution that offers subscription based pricing.

One of our clients in the CPG industry, with over 45000 employees and operations across the world, was facing a situation where HR Technology decisions were largely based on immediate automation / improvement requirements. The HR & IT Organizations wanted to draw out a long-term HR Technology strategy that would directly support HR Strategy and leverage its talent. Infosys helped in creation of a long term plan by

?Interacting with the HR & IT organizations to understand As-Is and draw up a desired future state perspective

?By leveraging a best practices framework, identified high level strategic opportunities and mapped initiatives on a 5 year roadmap.

Knowledge Base

John Jane Tom Nancy

My Team Approvals

?Update Janes EDD (Job, Title, Position?View EDD?Initiate Transfer /

Relocation?Janes Schedule

Janes Info.

?performance appraisal?Development Plan?Nine Box?PIP

Janes Development(History+Current)

?Special Awards?Merit Increase?Service Awards?Promotion

Janes Info.

?Johns Request for security / system access?Toms Leave

application

Recruit?Raise requisition?Approve requisition?Screen Candidates?Initiate on-boarding

HR Database

Service Center Rep. use same tools to assist employees

Manager

My Salary and Tax

?Salary details & Histroy?Direct Deposit?W-4 - Tax Exemptions?Martial status?Special Awards History?Bonus History

My Benefits

?Change Beneficiaries?Health plan?Dental plan

My Schedule

?My Schedule?Attendance records

HR PortalProvides access to Self Service, Knowledge

base, Personalized Contents, Alerts, Dashboards, Tools, Wizards etc.My Info.

?Name?Address?Phone Numbers?Martial status?Hire Date?Department?Manager

My Career

?Performance Appraisal?Development Plan?My Profile?Training History

Employee

ESS

ESS

MSS

Provides functionality through:

?Automating the HR Process

?Visibility and tracking of progress

?SSO, Home Access, Audit trail, data validation, Electronic signature

IT EnabledTalent

Management

www.infosys.com2008 Infosys Technologies Limited, Bangalore, India. Infosys believes the information in this publication is accurate as of its publication date; such information is subject to change without notice. Infosys acknowledges the proprietary rights of the trademarks and product names of other companies mentioned in this document.

About InfosysInfosys Technologies Ltd. (NASDAQ: INFY) defines, designs and delivers IT-enabled business solutions that help Global 2000 companies win in a flat world. These solutions focus on providing strategic differentiation and operational superiority to clients. Infosys creates these solutions for its clients by leveraging its domain and business expertise along with a complete range of services.

With Infosys, clients are assured of a transparent business partner, world-class processes, speed of execution and the power to stretch their IT budget by leveraging the Global Delivery Model that Infosys pioneered.

How to make more money

from customer information

For more information on this, please mail us at Infosys@infosys.com

Win in the flat world