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HR Policy: Is Infosys Losing Employee-Friendly Status?

Infosys has launched a new program called Talent Strategy 2015 to deal with high attrition rates and boost revenue per employee. As part of this, Infosys conducted a survey of 100 employees from different levels to identify policies and initiatives to attract and retain talent. Infosys will evaluate these ideas and implement accepted solutions. The company is also creating an internal job market and allowing more flexible working arrangements using mobile devices to improve employee satisfaction and retention. The goal is to see results from these measures within 18 months.

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89 views3 pages

HR Policy: Is Infosys Losing Employee-Friendly Status?

Infosys has launched a new program called Talent Strategy 2015 to deal with high attrition rates and boost revenue per employee. As part of this, Infosys conducted a survey of 100 employees from different levels to identify policies and initiatives to attract and retain talent. Infosys will evaluate these ideas and implement accepted solutions. The company is also creating an internal job market and allowing more flexible working arrangements using mobile devices to improve employee satisfaction and retention. The goal is to see results from these measures within 18 months.

Uploaded by

Nitin Sevak
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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HR policy: Is Infosys losing employeefriendly status?

Mini Joseph Tejaswi & Sujit John, TNN Mar 12, 2010, 04.19am IST (Economic Times)
BANGALORE: For over a decade, Infosys has been seen by many as the epitome of employee friendliness. That reputation has now taken a big knock. Several measures taken over the past few months - partly an attempt to correct what the company saw as excesses of previous years - has had many employees seething with anger. That's reflected in hundreds of comments made in response to articles about Infosys on the internet in recent weeks, and in conversations TOI had with employees. Even the official internal blog is said to have been used to convey the discontent. The biggest grouse relates to an HR initiative called iRace - Infosys Role and Career Enhancement - that was rolled out last year. The initiative was designed by consulting firm Mercer with the idea of mapping positions with experience and skill levels. 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. "Designations are so important for everybody. 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. Nandita Gurjar, global head for HR in Infosys, said about 5% of Infy's employees would have been impacted by designation corrections and demotions. Infy has a little more than 1 lakh employees, so that would mean about 5,000 being impacted. She also added that salaries had been protected and that 95% of the company's employees had taken the iRace "career architecture" well. But some employees insist that's not the case.

By IBTimes Staff Reporter | February 4, 2011 3:23 PM EST

Indias second biggest software services company Infosys Technologies Ltd has launched a program called Talent Strategy 2015 to deal with a large number of global hires, attract talent and stem attrition to boost revenue per employee, The Economic Times reported.


Enlarge Close (Photo: Reuters) Staff walk in Infosys Technologies campus at Electronics City in Bangalore

The company, which witnessed 17.5 percent attrition in the October-December 2010 quarter, is recasting its internal processes to make it more flexible for its young staffers, drawing inspiration from James Surowieckis Wisdom of Crowds. Given that we are a very large company, its important to decentralize and democratize ideas and inputs, Nandita Gurjar, group head, human resources, of Infosys was quoted as saying in the report. The new program is a part of companys five-year plan to ideate talent management paradigms and practices required for Infosys of 2015, Gurjar said.

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As part of the program, the company embarked on a fact-finding exercise by undertaking a three-month quick survey among its employees starting September 2010. Employees were asked to define policies and initiatives they wanted. A panel of 100 members drawn from business verticals and geographies, in the age group of 21 years to 53 years with tenures of 6 months to 15 years, along with business heads will evaluate the ideas and implement those which are accepted. Infosys is fine-tuning its talent retention process as well. It plans to create an internal job market that will allow the companys staff to check the availability of roles and the compensation awarded. Employees have expressed their interest to work with mobile phones, BlackBerrys, iPads and iPods besides other gadgets instead of computers and workstations which are seen as incentives for staff to enjoy access to digitization. The report said employees who were unaware of the billing process that their roles generated and that the company has tightened this process as well. This measure will help employees shift their roles. Revenue per employee for onsite staff is at $12,800, while it is $4,500 for offshore staff. Gurjar said the company expects to see good results of these measures within the next 18 months although she refused to disclose details regarding any increase in billing fees. Infosyss smaller rival and Indias third biggest software services company Wipro and larger rival Tata Consultancy Services, which is Indias biggest software services, faced attrition of 21.7 percent and 14.4 percent respectively, in the October-December period. Typically, Infosys like any of its competitors witnessed a flight of talent with 3 years to 8 years experience.

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