Hr policy of infosys pdf

However, continuing conflict between linked parties is not efficient and can be very unpleasant and obstructive for other people within the two camps. One approach to handle serious conflict between parties is to use interest- based mediation. The two parties should understand and agree to the process in advance and together with the person acting as mediator meet for a specified period.

No evidence is submitted or witnesses called as the truth of allegations is less important than how the person feels and perceives things to be. As the process continues, it moves from the general picture to specific issues, with emphasis continuing on how the parties feel about the matters they are expressing.

Points with potential for resolution may emerge and further brainstorming may confirm some solid areas where agreement between the parties should be possible. When the parties are linked by work, common issues are often communications related e. Because the subsequent agreement is reached between the parties and not imposed by the mediator, the probability of significant improvement in their relationship is greater. These are just general comments on a process that can be very effective.

As earlier about union relationships. There is often reluctance from both parties, but I have been involved in a very effective session which followed a particularly tough contract negotiation.

A helpful exercise, however, is to imagine what the other party the union would say at an interest-based mediation not to be confused with other mediation processes associated with labor relations. You may guess that the main issues would be respect, communication, lack of trust etc.. Theb deal was made such that the project had to complete in a period of 3 months, if unable to complete within that time, an additional 15 days would be allotted as mutual understanding.

When a company takes up a project, it divides the the project into parts and distributes the work among teams. For this particular project, five teams were selected. Each team consists of 5 programmes and makes a total of 25 members.

Amongst those 5 members, a senior programmes is appointed as team leader, Among the 5 team leader, 3 of them had an experience of years and they had atleast worked successfully on 5 prior projects.

But the other 2 leaders had an experience of years but were never part of any prior projects. Due to this incomplete pat, the project was not completed within the given fine including the extra 15 days. But the senior coluage had given his statement that his junior coluage had never shown any interest in receiving his help. Due to their egoistic nature it was the company which suffered the loss. The company has both its reputation in the market and the credits.

Infosys takes up social responsibility IT services major Infosys is doing its bit to improve the lot of students from economically disadvantaged sections of society.

Additionally, the company also trained 60 graduates from disadvantaged sections and provided them with free training. This is a call to corporate India to pick up the gauntlet and intervene through education and training to relieve the wage pressures. Mohandas Pai, Infosys head of HR, said that the company had chosen hundred young unemployed engineers from disadvantaged sections for a six- month training at IIIT Bangalore Additionally, the company also trained 60 graduates from disadvantaged sections and provided them with free training.

Pai is hoping that other corporates would follow suit. Progeon has also bolstered programs to attract students on college campuses. The company recently held its second academic conclave, which was attended by lecturers from for 50 colleges in Bangalore and Mysore.

The company has also created a program called Project Genesis that helps degree colleges in tier-two and —three cities to align their curriculum to industry requirements. In , around lecturers across Karnataka and Rajasthan were trained who in turn taught students. The company has been working closely with both students and teachers to dispel myths on the BPO industry such as health hazards, unsafe working conditions and that it cannot be a long-term career option.

These efforts seem to be paying off. The company was well known for its employee friendly HR practices. Infosys attracted the best talent from across the world, and recruited candidates by conducting one of the toughest selection process. All the selected candidates were required to go through an intensive 14 week training program. A Community Supported Knowledge-base.

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Top clipped slide. Sneha Joy Follow. HR practices in infosys. Confilict management. Leave roles and leave policy. Previously, positions and promotions were often given arbitrarily, based on an employee's bargaining strength, which often was substantial considering jobs were aplenty.

Many were given managerial responsibilities within three to four years, often leading to clients complaining about their lack of technology skills. While iRace's objective appeared laudable, it suffered in its implementation, the worst of which was to make it applicable with retrospective effect.

Many employees were demoted on the ground that they did not meet iRace's experience standards. So, senior project managers went down to project managers, project managers to technical leads, some even went down two levels. And if the management found somebody good enough for a certain position earlier, how can they now say that he is not? What makes it worse is that, all those affected were at lower levels. Nobody in the senior delivery manager and higher positions were affected," said an employee.

Infy has a little more than 1 lakh employee, so that would mean about 5, being impacted. But some employees insist that's not the case. Human Resource Management - Best Practices in Infosys Technologies Infosys Technologies, a leading software company based in India, was voted the best employer in the country in many HR surveys in the recent years. The company was well known for its employee friendly HR practices. Infosys attracted the best talent from across the world, and recruited candidates by conducting one of the toughest selection process.

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 company followed variable compensation structure where the employees' compensation depended on the 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.

Issues: Study and appreciate some of the unique HR practices at Infosys Understand the recruitment, selection and training practices of Infosys Examine some of the retention strategies adopted by the company Analyze some of the challenges faced by Infosys on the HR front. Open navigation menu. Close suggestions Search Search. User Settings.

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