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Infosys was founded on 2 July 1981 byseven entrepreneurs:

N. R. Narayana Murthy,Nandan

Nilekani, Kris Gopalakrishnan, S. D.Shibulal K. Dinesh, Ashok Arora,N. S.Raghavan

The current employee strength of Infosys:133560

Branches worldwide:33

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Global Delivery model

Brand value

Leadership and Innovation

Excess revenues from US

Low R & D investment

Rising wage bill

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Domestic market

Expansion in America

Consultancy,KPO

Pricing pressure

competitors

Economic fluctuations

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ECONOMIC

POLITICAL-LEGAL

PROFESSIONAL BODIES

ORGANISATIO

N CULTURE

TECHNOLOGY

CULTURAL

UNIONS

STRATEGIC

MANAGEMENT

INTERNAL

EXTERNAL

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Wide variety of labour laws essential for the smooth functioning ofindustrial relations in the country.

Balance in HIRE and FIRE policy

Following are the general labour laws formulated by thegovernment:1.The Minimum Wages Act2.The Industrial Employment Act 1946

3.The Industrial Disputes Act 19474.Employees Provident Funds and Miscellaneous Provisions Act5.Payment of Bonus Act 19656.Maternity Benefit Act 1961

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Infosys ranks 2nd among the top IT companies as far as the marketrevenues are considered.

CUSTOMERS:

designing software for the banking industry

providing end-to-end Business solutions

business process management

business process outsourcing, systems applications

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ClientList

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SUPPLIERS:

Campus RecruitmentE-recruitmentHead-hunting

COMPETITORS: Major competitors areTCS Wipro HCL technologies

TCS leads Infosys currently as far asthe revenues are concerned.

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Advantages of Infosys: CLIENT VIEW->client funded innovation guaranteedExisting customers are highly valued and client list of the recent yearreveals the same factSustainable business solutions

Advantages of Infosys: EMPLOYEE VIEW->HR planningGood co-ordination between the market and the service deptAccess to state of art facilities at all the campuses.Higher education policy.

Loopholes: EMPLOYEE VIEW->

The salaries offered at Infosys are comparatively lowInfosys follows a minimal lay-off strategy.Frequently changing HR policies.

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Economic trends that Infosys should ponder about:

Real-estate prices

Attrition

US Govt. against outsourcing

rising wage inflation

Rupee-dollar movement

foreign firms like Accenture, IBM etc

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ECONOMIC STATISTICS: from 2006->

Tripled sales revenues within threeyears, from $1 billion to $3 billion.

43 percent of company revenuesgenerated from services not offeredfive year

Doubled sales force productivity, withjust a 30-percent increase in sales forceheadcount.

Infosys

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Virtual workforce: empowers the concept of mobile workforce.

It reduces the real-estate expenditure of the company.

Infosys :main operations are carried on campus

Video-conferencing and the work-from-home method is generally an option given to

female employees herein.

Telephony and internet backbone:

Cheap Call rates in India

internet having widespread usage

Innovation:

Technology backed up by innovation

the Infosys Lab powered by 600 experts focusing on the changing trends.

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Some of the key implementations are:Digital consumer approach

New commerceSustainable tomorrowNew techniques

Training sessions: Every fresher at Infosys has to go for 2.5months training conducted at its Bangalore campus.

Use of HRIS: Its a computerized info package that providesmanagement with increasing capacity to record, store andmanipulate information and access to multiple users.

minimal hierarchy: broad way planning15 tier system 7 tier system(Job enlargement + enrichment).

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When people with different cultural backgrounds promote, own and manage organizations,they themselves tend to acquire distinct cultures.The Infosys culture is different from the culture of the Tata group of companies.

Few programmes Infosys follow to challenge external forces like cultural factors are:

To overcome employee fears of unknown about working with foreign business partners

and extended geographies which cause stress and operating pressures, InfosysOCM(organizational change management)provides solutions.

A team of culture coaches initiates the new recruits into Infosys through theiExperience program by providing continuous diversity and culture sensitivity training.

The Infy TV, the in-house TV channel broadcasts courses to learn five languages.For the IT companies, other challenges associated with distance, time, culture will existand will be further complicated by global sourcing requirements.IT counterparts operating in different time zones and geographies: for example an onsiteclient team in Chicago operating in central time (GMT-6 hours) will have to regularlyinteract with offsite vendor team in India operating in Indian standard time(GMT+5.5hours). while one partner is engaged at work, the other partner will be

disengaged and enjoying time away from work. these differences will require new ways ofpartnering and interacting.

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Companies like Tata's ,Infosys are successful because of theirorganization culture.

Their organization culture is not totally focused on creation ofwealth but building a strong organization .

Employees of Tata , Infosys dont switch their jobs often .thereason being companys culture.Team work:

Infosys has more than 100,000 employees from 33

nationalities working together in an inclusive environment .Thework place recognizes unique skills of professionals irrespectiveof gender, ethnicity or nationality.

Communication style and processes:To overcome employee communication vacuum, Infosys

recommends the following best principles be deployed andwherever possible , maintained throughout the lifecycle of theinitiative:

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Develop communication and training programmes that arecomprehensive and constantly delivered across the organization.Proactively reach out the employees and ensure that their concerns

are heard and addressed.Communicate, communicate, communicate!

Leadership style and role model:Culture also refers to organizations behavior towards its

employees. In Infosys there is less hierarchy.E.g.: supervisors and subordinates both are treated likely.

Role clarity, structure and jobs:Infosys has its employees dedicated to their work because of theclarity of their jobs ,their packages ,their competencies ,required

training etc., The companys culture strictly upholds and fulfilsemployees needs.Finally Infosys culture has very strong values and beliefs .To

challenge culture diversity with in organization ,Infosys enables abetter understanding of culture and language of countries whereInfosys operate through creating a common ground campaign.

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What are unions?Organizations of industrial labor to protect and promote theeconomic interests of the employees.

The motto :collective bargainingbetween the management andthe employees.

The IT perspective:the sector chooses to opt for self-regulation if there are

labor problems instead of trade unions.

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Infosys believes:Perception and image are vitalingredients to consider for the IT industry,

and if there are any problems in theindustry, the industry itself should form a

self regulatory mechanism to tackle issues.

National Association for Software and ServiceCompanies (Nasscom) takes an active role in theseissues

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Real estate cost rationalization.

Moving up in the value chain :One of theoldest service providers in the softwareindustry.

PSPD ModelPredictability of revenues,Sustainability ofrevenues,Profitability,De-risking

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24/7 global delivery model in low cost

Small diversity in low-end services of value chain,high diversity in high-end services

Main focus is quality, customer relationship

management and timely delivery

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The National Institute of Personnel Mangement(NIPM) on HRexperts is minimal. However, the role of NIPM in supplyingacademic inputs to HR professionals is not to be ignored.

Periodic training programmes seminars and conferencesare organised by NIPM for the benefit of HR experts

post-graduate diploma in personnel management.

The code reminds HR people about their ethical obligationstowards the employees, organisations, government, professionand society.

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Srikantan Moorthy, is a Senior Vice President and the GroupHead of the Education & Research (E&R) unit at Infosys. Withover 25 years of global experience in the professional servicesindustry, he now leads and drives all the talent developmentprograms across Infosys.

At Infosys, he has been an active member of severalorganizational initiatives and cross-functional teams. In hiscurrent role as the Head of Education and Research (E&R) atInfosys, his primary responsibility being talent development

through competency building.

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He also drives the Infosys Campus Connect programin which E&R partners with over 400 engineeringcolleges in India and provides interventions to raisethe employability of graduating engineering students.