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Infosys' Talent Allocation Final

Infosys faced inefficiencies in talent allocation due to manual staffing processes, leading to decision-making delays and skill gaps. The proposed solution is an AI-powered system that automates talent matching and continuously updates workforce skills, aiming to create a predictive and responsive talent ecosystem. However, ethical concerns regarding AI bias and data privacy must be addressed to ensure fair and transparent integration of AI in HR practices.

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Vijayraj 148 Siddi
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94 views

Infosys' Talent Allocation Final

Infosys faced inefficiencies in talent allocation due to manual staffing processes, leading to decision-making delays and skill gaps. The proposed solution is an AI-powered system that automates talent matching and continuously updates workforce skills, aiming to create a predictive and responsive talent ecosystem. However, ethical concerns regarding AI bias and data privacy must be addressed to ensure fair and transparent integration of AI in HR practices.

Uploaded by

Vijayraj 148 Siddi
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd
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Infosys'

Talent
Allocation
Working Group B1
Anushka Arora
Mahanksh Khajuria
Medha Pandey
Shreya Nag
Vivian John
Infosys' Talent Allocation
Challenge
Infosys, with over 200,000 employees, relied on manual, intuition-driven
staffing for project allocation.

The system had the following problems:

Latency in Decision-Making
Asymmetry in Data Visibility
Skill-Proficiency Gaps
High Operational Costs
Why Did This Problem Exist?

Fragmented approach to workforce


management

Over-reliance on human judgment

Existing HRIS lacked a dynamic talent


inventory
Solution: AI as a Cognitive System

To counteract these inefficiencies, Infosys envisioned an AI-powered talent allocation system—

Automate talent matching based on real-time project needs

Continuously update workforce skills and availability through machine learning.

Predict future demand by analyzing past staffing patterns.

Enable agile workforce deployment, akin to a "Live Enterprise" model.


How Infosys Transformed HR Decision Making?

Infosys' AI-driven talent management system functioned as an adaptive decision-making model based on
three key components:

Resistance to AI:
Data-Driven Talent Supply & Skill Proficiency
Psychological &
Demand Matching Assessment
Organizational Barriers

This approach moved Infosys This transformed learning & Manual skill tracking led to
away from static workforce development (L&D) into a inconsistent ratings.AI
planning toward a predictive continuous, AI-assisted improved this by analyzing
and responsive talent process, reducing reliance on project data, predicting career
ecosystem. subjective self-reported skills. paths etc.
Ethical and Governance Dilemma:
Can AI Be Trusted in HR?
On Bias in AI Talent Matching: Amazon’s AI recruitment tool notoriously penalized female candidates due to
historical bias in hiring data

Infosys’ AI faced similar risks: Infosys needs to implement AI fairness by ensuring the model:

❌ Past project experience as a ✅ Excludes discriminatory


primary ranking factor could favor
variables (e.g., gender,
senior employees over junior
nationality).
talent.
✅ Implement explainable AI to
❌ Network-based justify staffing decisions.
recommendations could reinforce ✅ Have human oversight in
organizational silos. final decision-making.
Ethical and Governance Dilemma:
Can AI Be Trusted in HR?
Data Privacy: Infosys considered integrating LinkedIn, Facebook & external certifications to enrich employee
profiles.

However, this raised ethical concerns AI-powered HR systems must operate within

❌ Informed consent & data strict data governance policies ensuring:


ownership – Who controls this
✅ Transparency in data usage.
data?
✅ Opt-in mechanisms for
❌ Over-surveillance – Could AI external data sources.
misuse this information to profile ✅ GDPR-style privacy
employees unfairly? frameworks.
HR Perspective on the Infosys Case

Benefits: AI enables faster workforce planning, better skill alignment,


and improved internal mobility, enhancing efficiency

Challenges: Risks include bias in decision-making, data privacy


concerns, and resistance to AI adoption.

HR’s Role: Ensure ethical, transparent, and human-centric AI


integration—AI should support, not replace human judgment,
fostering fairness and trust.

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