1. Human Resource Management Presented By Sumeet S Neeraj +91 78428 88751 GITAM School of IB Vizag, India

2. 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+

4. 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

5. "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)

6. 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

7. Orientation Recruiting Training New recruits EmployeesCHIPS Selection Appraisals Referrals ILIJob Posting Human Resource Strategy

8. HR-Outsourcing

9. 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

11. 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.

12. Employee Training (E&R) Employees – Technical Training – Managerial Training – Soft & Language Skills – Domain Training – CHIPS

13. Infosys Leadership Institute Succession Plan Grooming Executives Build desired Leadership styles Training on: – Organizational Change – Transformational leadership – Nurturing Excellence & Creativity – Future Leadership roles

14. Infosys Leadership Institute The 9 Pillar Model ( Leadership Development Program ): 1.360 Degree feedback (Mandatory) 2.Developmental Assignment 3.Infosys Culture Workshop 4.Developmental Relationship 5.Leadership Skill for Training 6.Feedback Intensive programs 7.Systematic process learning 8.Community Empathy 9.Action learning

15. Performance Appraisal 360 Degree Appraisal Yearly Twice Parameters – Technical – Personal Skills VPP, Incentivized Salary 3 tiers of Performance Currently (2006 onwards) Deferred Compensation Scheme

16. 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

17. 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)

18. 2010 Data