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Infosys HR Policy - Rashika Aggarwal

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Infosys HR Policy - Rashika Aggarwal

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Rashika Aggarwal
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© © All Rights Reserved
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Title: Strategic Human Resource Practices

at Infosys: A Comprehensive Study


BY- RASHIKA AGGARWAL 24/469

1. Introduction:​
Human Resource Management (HRM) has evolved into a critical strategic function that
empowers organizations to leverage their people as assets. At Infosys, HRM is designed to
support business transformation through talent acquisition, continuous learning, and agile
workforce management. With over 3,40,000 employees globally, Infosys is known for
pioneering employee-friendly HR policies and a culture of learning and inclusivity.

2. Company Overview:​
Founded in 1981 by seven engineers including N.R. Narayana Murthy, Infosys has grown
from a $250 start-up into a global IT giant. Its early reliance on overseas business laid the
groundwork for its global outlook. One of the first Indian firms to offer ESOPs, Infosys has
consistently ranked high in employer satisfaction due to its rigorous training programs and
transparent HR policies.

3. Organizational Strategy and Culture:​


Infosys' organizational culture is centered on simplicity, meritocracy, and continuous
innovation. The company's core values (C-LIFE) promote client value, leadership, integrity,
fairness, and excellence. Employees are treated as long-term assets, supported by world-class
infrastructure, and are encouraged to share knowledge. Infosys emphasizes "youth,
imagination, and speed" to align its workforce with the next-generation business
environment.

4. Recruitment and Selection:​


Infosys follows a structured and fair recruitment process. The objective is to infuse new
talent, enhance knowledge capabilities, and promote diversity. The selection process
includes:

●​ Job specification and role evaluation


●​ Equal opportunity employment
●​ Advertisements tailored to avoid discriminatory language
●​ Evaluation based on learning agility, academic excellence, analytical skills,
leadership, and innovation

Digital platforms like InfyTQ and HackWithInfy, as well as internal tools, streamline
recruitment. Even during the recession, Infosys ensured transparency and encouraged
upskilling for benched employees.​

5. Training and Development:​


Infosys runs one of the most comprehensive training ecosystems in the industry. Training
objectives include:

●​ Enhancing employee performance and career readiness


●​ Supporting internal mobility and leadership development
●​ Meeting the changing demands of technology and client needs

Key initiatives include:

●​ A 14-week onboarding program for freshers


●​ Infosys Leadership Institute (ILI) for future leaders
●​ Lex and Wingspan for digital learning
●​ Step Up and Accelerate for cross-functional and gig-based learning

6. Performance Appraisal:​
Performance appraisal at Infosys is based on a 360-degree model and emphasizes ongoing
feedback. Key features:

●​ Bi-annual and later quarterly reviews


●​ Inputs from peers, subordinates, supervisors, and clients
●​ Goal setting via iCount
●​ Appraisal tied to development plans, rewards, and career moves

The appraisal system promotes transparency, meritocracy, and a feedback-rich environment.

7. Compensation Management:​
Infosys provides both direct and indirect compensation:

Direct Compensation:

●​ Competitive base salary


●​ Incentive pay based on individual and team performance
●​ Stock options for exceptional contributors
●​ Profit-sharing bonuses

Indirect Compensation:

●​ Overtime policies with allowances


●​ Hospitalization and health check-ups
●​ Insurance (life and accident)
●​ Retirement benefits (pension, PF)

These packages not only provide financial stability but also add emotional and developmental
value.

8. Employee Engagement and Wellness:​


Initiatives like HALE (Health Assessment and Lifestyle Enrichment), POSITRONS peer
support, and 24x7 counseling show Infosys' commitment to holistic well-being. Digital tools
like InfyMe integrate over 200 HR services. Pulse surveys help track employee sentiment.
The company also promotes hybrid work through tool kits and wellness programs.

9. HR Digital Transformation:​
Infosys has digitized the entire employee life cycle using platforms such as:

●​ InfyMe for service access


●​ iCount for performance and development
●​ Zoiee for AI-based coaching
●​ Lex for self-paced learning

These tools enhance employee experience and align HR practices with business agility.

10. Evaluation and Recession Response:​


Despite best practices, Infosys faced challenges during the 2009 recession:

●​ Layoffs and benching of employees


●​ Salary reductions and incentive freezes
●​ Preference for experienced hires over fresh graduates

These actions, while pragmatic, led to dissatisfaction. The case highlights that even
innovative HRM systems must be adaptable and empathetic during downturns.
11. Strategic Frameworks:​

Your SWOT and ABCD frameworks look good but can be polished slightly for clarity and
consistency. Here’s a corrected and refined version:

SWOT Analysis

Strengths:

●​ Strong learning culture


●​ Effective leadership development
●​ Tech-enabled HR processes

Weaknesses:

●​ High attrition rates


●​ Performance-related stress among employees

Opportunities:

●​ Reskilling workforce for AI and emerging technologies


●​ Expanding Diversity, Equity, and Inclusion (DEI) initiatives

Threats:

●​ Economic downturns and shocks


●​ Risks from changing global policies and regulations​

ABCD Framework

Advantages:

●​ Well-structured hiring processes


●​ Clear career progression paths

Benefits:

●​ Employee Stock Ownership Plans (ESOPs)


●​ Opportunities for internal mobility

Constraints:

●​ Dependence on market conditions


●​ Challenges in job role transitions during tech shifts
Disadvantages:

●​ Vulnerability during economic crises affecting job security​

PESTEL Factors:

●​ Political: Compliance with labor laws and visa regulations for global workforce mobility.
●​ Economic: Adapts hiring and salary based on economic conditions and competition.
●​ Social: Focus on diversity, inclusion, and flexible work to meet changing employee needs.
●​ Technological: Uses digital HR tools, AI, and remote work tech for efficient talent
management.
●​ Environmental: Promotes sustainable practices and green workplace initiatives.
●​ Legal: Ensures adherence to labor laws, data privacy, and workplace safety regulations.

12. Conclusion:​
Infosys’ HR practices reflect a forward-thinking, people-first approach anchored in ethics and
innovation. The company integrates digital tools, wellness, meritocracy, and learning to build
an agile workforce. However, adaptability to macroeconomic disruptions and emotional
intelligence in decision-making remain key for future resilience. Infosys stands as a model for
aligning HR strategy with business excellence.

References:
Infosys ESG Report 2022–23

Aithal, P. S., et al. (2024). Infosys: A Pioneer in HR Innovation

Tiwari, S. (2014). Infosys HR Strategy

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