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  2. Introduction • Human resource management is the strategic and coherent approach to the management of an organization's most valued assets the people working there who individually and collectively contribute to the achievement of the objectives of the business. The terms "human resource management" and "human resources" have largely replaced the term "personnel management" as a description of the processes involved in managing people in organizations. In simple words, HRM means employing people, developing their capacities. utilizing, maintaining and compensating their services in tune with the job and organizational requirement .
  3. COMPANY PROFILE • Infosys was incorporated as Infosys Consultants Private Limited 12 on July 02, 1981, by a group of seven professionals 13. • From the beginning, it relied heavily on overseas business. One of the founders, Narayana Murthy stayed in India, while the others went to the US to carry out onsite programming for corporate clients. One of Infosys' first clients was the US- based sports shoe manufacturer Reebok. • Infosys Technologies, a leading software company based in India. was voted the bestemployer in the country in many HR surveys in the recent years. The company was well known for its employee friendly HR practices. Though Infosys grew to become a USS 2 billion company by the year 2006, it still retained the culture of a small company. Infosys attracted the best talent from across the world, and recruited candidates by conducting one of the toughest selection processes. • All the selected candidates were required to go through an intensive 14-week training program. All the employees were required to undergo training every year, and some of the chosen employees were trained at the Infosys Leadership Institute to take on higher responsibilities in the company.Infosys was one of the first companies to offer ESOPs to its employees. The companyfollowed variable compensation structure where the employees' compensation depended onthe performance of individual, the team and the company. The case highlights many such best practices of Infosys in human resource management. It also discusses the challenges faced by the company to retain its talented workforce.
  4. ORGANIZATIONAL STRATEGY • HR practices of Infosys are envisioned by its founders and the culture that has been predominant over the year. The organization advocates simplicity by maintaining the culture of the company. The employees are encouraged to share the learning experience. Infosys was the first company to provide the employees with world class facilities for training and working. The company treats their employees as fixed asset appreciates their durability by constant innovative training. In knowledge- based business significance of consistency is rhetoric and actions are required to empower employees. The company believes in "youth, imagination and speed" they are constantly innovating in every area to bring generation next employees.
  5. SELECTION AND RECRUITMENT • According to Edwin Flippo, Recruitment: "It is a process of searching for prospectiveemployees and stimulating and encouraging them to apply for jobs in an organization“ • Selection: "It is the process of collecting and evaluating information about an individual inorder to extend offer of an employment“ • Recruitment planning is one of the most important components in new people management organization. Infosys has to deal with human assets as it a knowledge-based organization hence it becomes important to have the right person for the right job. Infosys believe have to take the recruitment planning in very serious manner to ensure that we can get best talent in the organization. Talent acquisition and retention To infuse new blood and improve knowledge base To accommodate development of human resources in the country Increase pool of candidate and maximize the resources Objectives
  6. RECRUITMENT, SELECTION POLICY AND PROCEDURE AT INFOSYS 1) STATEMENT OF INTENT • Promote a planned, objective approach to undertake recruitment • Help recruiters to examine the knowledge and skills required for the job • Help recruiters to assess if candidates represent these requirements • To implement the organization's policy on the provision of Equal Opportunities in employment 2) RECRUITMENT OPPORTUNITY • The need for the post must be specified by the line manager and credited by the relevantDirector. • A job description and job specification must be prepared by the line manager prior to thepost being formulate • The post must be formally evaluated. • The cost for the post, including the variable costs of the post must be identified by the linemanager. In so doing the need to maintain management costs within prescribed limitsmust be recognized 3) OPPORTUNITY ADVERTISING • Draft the advertisement and tailor made for the target audience ensuring it is non- discriminatory and avoids any gender or culturally specific language. The factors will includethe following: • job titlesalary and other incentives • brief summary of post • brief person specification • contact person for enquiries from applicants informal visits • closing date
  7. RECRUITMENT, SELECTION POLICY AND PROCEDURE AT INFOSYS 4) SELECTION PROCESS • The selection panel will examine how each skill within the candidate specification will be most appropriately assessed. • The method used will be determined by the nature of the post but may include a combination of the following • Panel Interview • PresentationsTesting • In-tray exercises • Group exercises/discussions 5) DECISION GUIDELINES • Tests used as part of the selection process should be available to the interview panel prior to the decision-making process. • Each candidate's abilities should be assessed against the person specification, Consideration may be given for the provision of professional and personal development. • Summary and records of decisions at interview should be made by all panel interviewers on each candidate and retained by the Human Resources Department 6) POST SELECTION PROCESS • Communicate with the successful candidate. • If the candidate declines the offer and other candidates were deemed by the panel to be suitable using the same selection criteria offer the next most suitable candidate the post. • Communicate with all the unsuccessful candidates at the earliest opportunity and offer feedback within two days
  8. RECRUITMENT AND SELECTION ANALYSIS • The recruitment and selection policies help the management to practice a fair and clinical procedure of recruitment and selection process. It caters to develop the morale of every individual who attend their recruitment and selection process. The management believes that every single candidate who aspires to join their organization is a potential candidate to dwell within organization. • Infosys follows necessary steps to recruit people on the basis of various factors and to choosethe right candidate. The following are the main factors that are considered while recruiting new employees. • LEARNING: Infosys give more emphasis on the ability to learn. The ability to derive generic knowledge from particular experiences and apply the experience duringcircumstances • COMPETENCY: Infosys give more value to professional competencies and highlightsacademic excellence. • OTHER QUALITIES: Other qualities include analytical ability, adaptability to teamwork,leadership potential, communication and innovation skills, along with a practical and a ability to have a structured approach
  9. TRAINING AND DEVELOPMENT PROGRAMMES AT INFOSYS • Management skills have become increasingly relevant for Infosys because of its ever- increasing volume of business as well as its shift towards consulting business. • As the number of projects to be handed has increased, the demand for project management skills in goal setting, communication, coaching, delegation and team management has also increased. Invariably the technical personnel are chosen to move to a management track. • This choice is ironic in some ways because the better an individual is in technical skills (such as writing code) the more likely he/she is to be moved away from using the technical expertise into a management track requiring management expertise. Technical expertise provides an individual legitimacy and respect from co-workers making them a natural choice as a team leader. • Within a short time span the team leaders are required to manage projects, clients and the people working on these projects. It, therefore, becomes necessary for the individual to abandon their technical expertise - something that has been very salient to their identity in the course of education and early career, when they aspire to be smart "techies", and start collecting a repertoire of managerial capabilities
  10. OBJECTIVES performance appraisal at Infosys: • To analyse the performances of the employees over a period of time. • To comment between the gap of the actual and the desired performance.To help the management stabilize organizational control.To tighten the relationship and communication between superior - subordinates and management employees- the whole management process, • To identify the strengths and weaknesses of the individuals and groups so as to identifythe training and development needs. • To provide feedback to the employees according to their past performance. • Offer information to aid personal decisions within the organization. • Provide transparency of the potential and tasks to be performed by the employees. To arbitrator the effectiveness of the other human resource functions of the organizationsuch as recruitment, selection, training and development. • To condense the grievances of the employees
  11. COMPENSATION MANAGEMENT FOR INFOSYS • Compensation is payment in the form of hourly wages or annual salary combined with benefits such as insurance, vacation, stock options, etc. that can positively or negatively affect an employee's work performance. • Infosys compensates its human assets in three different waysAdds learning through training and development and appraisal practices Adds significant emotional value through initiatives directed towards sustaining employees with their work and personal needs • Adds financial value by monetary compensation