2. COMPANY PROFILE:
• Infosys was incorporated as Infosys Consultants Private Limited12 on July 02, 1981, by a group of seven professionals.
• 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 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
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 has outstanding hiring standards, as well as a large data bank and placement agencies.
• Infosys also puts high-profile candidates through rigorous exams to guarantee that they would fit within its culture.
3. • The best performance system is in place at Infosys, and it examines the company as a whole. Infosys has been able to deal
with the performance quantum in a reasonably efficient manner. The most important objective for Infosys is to develop a
corporate culture.
• The company followed variable compensation structure where the employees' compensation depended on the performance
of individual, the team and the company.
• 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.
• Infosys follows necessary steps to recruit people on the basis of various factors and to choose the 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 during circumstances
• COMPETENCY: Infosys give more value to professional competencies and highlights academic 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 to problem solving.
4. TRANING AND DEVELOPMENT AT INFOSYS:
• Because of its ever-increasing amount of business and shift toward consultancy, management skills have become increasingly
important for Infosys.
• The requirement for project management skills in goal formulation, communication, coaching, delegation, and team
management has increased as the number of projects to be handed has increased. Technical individuals are almost always chosen
to advance to managerial positions.
• In some ways, this decision is ironic because the greater a person's technical talents (such as writing code), the more likely he or
she is to be transferred away from technical competence and onto a management track that requires management expertise.
• Individuals with technical expertise gain legitimacy and respect from coworkers, making them a natural choice for team
leadership.
• Team leaders must manage projects, clients, and the individuals that work on these projects in a limited amount of time.
• As a result, the individual must leave their technical expertise – which has been central to their identity during their education
and early work, when they desire to be brilliant "techies" – and begin building a repertoire of managerial skills.
5. PERFORMANCE APPRAISALAT INFOSYS:
• Infosys conducts performance evaluations every six months. All employees are given a 360-degree evaluation.
• Peers, direct bosses, subordinates, and customers must all provide feedback.
• For each employee, a minimum of six to seven assessment reports are gathered, all of which are completed online and stored in
a single database.
• A 360-degree performance appraisal is a circle system for gathering information about an employee's performance from
colleagues, subordinates, and internal and external customers.
• The 360-degree assessment is based on colleagues or team members laterally and vertically assessing an individual's
management capabilities, competencies, and behavior.
6. COMPENSATION MANAGEMENT FOR INFOSYS:
• Wages or salaries paid to employees are referred to as basic pay. This is normal practice; gaining a competitive advantage
requires paying a higher price.
• Incentive Pay: A bonus provided when a certain performance or set of targets is met.
• It encourages staff to create and exceed performance goals and is a driving force to achieve farm objectives.
• Stock Options: A right to control and govern the company that is granted to an employee in exchange for exceptional service.
Bonuses: A part of the profit the organization earned by the employees due to the success of their overall achievements.
• Employees are given ample provisions for working overtime, such as transportation and overtime compensation, if they choose
to do so.
• Hospitalization: They are given allowances so that they can get their regular check-ups on a regular basis.
• The business has a partnership with a top hospital in the country that provides emergency and non-emergency medical services.
Employees are supplied with accident insurance and life insurance.
• The company has a deal with METLIFE insurance, which also uses Infosys' services. Retirement benefits: The company offers
pension plans, with the provident fund scheme, which is a government-sponsored retirement plan, being one of the examples
used at Infosys.
