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+

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

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)

Human Resource Strategy

Training Recruiting

New recruits

Orientation

Selection

CHIPS

Employees

Appraisals

Referrals

ILI

Job Posting

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

Employee Training
Employees
Technical Training Managerial Training Soft & Language Skills Domain Training

The Training Process

Training Needs Analysis

There are three types of training need analysis done in Infosys: Organizational need analysis
Job need analysis Person need analysis.

Organizational Needs Analysis

This includes: Define Infosys's Short Term Goals/Objectives Define Infosys's Long Term Goals/Objectives Human Resource Analysis Efficiency Indexes Assessment Assessment of the organizational climate

Job Needs Analysis

The specific content of present or anticipated jobs is examined through job analysis. For existing jobs, Information on the tasks to be performed (contained in job descriptions), The skills necessary to perform those tasks (drawn from job qualifications),

The minimum acceptable standards (obtained from performance appraisals) are gathered. This information can then be used to ensure that training programs are job specific and useful.

Person Needs Analysis

Person needs analysis can be either broad or narrow in scope. The broader approach compares actual performance with the minimum acceptable standards of performance. Based on the actual, current job performance of an employee; therefore, it can be used to determine training needs for the current job. The narrower approach compares an evaluation of employee proficiency on each required skill dimension with the proficiency level required for each skill. Used to identify development needs for future jobs.

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

North American Payroll

Infosys TalentEdge's North American (NA) Payroll solution provides tools to calculate earnings, deductions, taxes, and maintain balances. The module enables organizations to design the payroll system to meet specific requirements including calculation of gross-to-net or net-to-gross pay, leave accruals, and retroactive pay.

It automatically calculates imputed income for groupterm life insurance and processes unlimited direct deposits.

Highlights of Pay Roll

Core Payroll Database: The core payroll database includes databases related to an organizations compensations, earnings, deduction, pay calendar, vendor, general ledger interface, tax, retroactive processing, and tip allocation. Employee Pay Data: Employee pay data includes personal data, job data, benefits data, federal/ state/ provincial data, local tax information, general and benefit deductions, additional pay, savings bonds, and direct deposits. Payroll: Payroll processing includes creation of pay sheets, pay calculation, pay confirmation, generation of checks, and direct deposits. It employs audit reports and data review pages to verify and correct the results of each step. Reports: It provides various reports to monitor payroll processing, regulatory compliance and tax reporting requirements. These reports are tailored to meet organizational needs. Reports can either be viewed online or printed.

COMPENSATION
Infosys TalentEdge's Compensation solution manages annual base compensation planning and awards ad-hoc variable compensation by way of bonus and rewards, taking budgetary requirements and constraints into consideration The solution helps maintain salary plans, grades and salary increase matrices. Variable compensation plans, goals, payout formulas, and valuation rules can also be defined and maintained.

Highlights of COMPENSATION
Salary Increase Matrix: constructs salary increase matrix based on performance review rating of the employee. Summary of Compensation Cycle: provides a preview of the compensation cycle.

Integrations: seamless integration with other modules including payroll and performance management systems helps track and pay employees based on revised compensation quickly, easily and without errors.
Manager self-service: managers can request ad-hoc and budgeted salary changes for employees and also approve such request.

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

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)

2010 Data