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Infosys (A) : Strategic Human Resource Management

Infosys wanted to address increasing attrition rates and maintain employee satisfaction with financial constraints. The company implemented variable pay, broad banding, and process-oriented work, but this led to skepticism, reduced promotion frequency, and less challenging work. To solve this, Infosys considered options like quarterly promotions, transparent variable pay, increasing hierarchy levels, and identifying unsatisfied employees. The recommendation was to implement 360 degree appraisals for transparent variable pay and create opportunities for employees to contribute to challenging projects in addition to mandatory work. This would boost employee satisfaction, retention and meet company goals.

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Bhoomika Mansharamani
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338 views

Infosys (A) : Strategic Human Resource Management

Infosys wanted to address increasing attrition rates and maintain employee satisfaction with financial constraints. The company implemented variable pay, broad banding, and process-oriented work, but this led to skepticism, reduced promotion frequency, and less challenging work. To solve this, Infosys considered options like quarterly promotions, transparent variable pay, increasing hierarchy levels, and identifying unsatisfied employees. The recommendation was to implement 360 degree appraisals for transparent variable pay and create opportunities for employees to contribute to challenging projects in addition to mandatory work. This would boost employee satisfaction, retention and meet company goals.

Uploaded by

Bhoomika Mansharamani
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Infosys (A) : Strategic Human Resource Management

PRESENTED BY GROUP C-2 :

BHOOMIKA MANSHARAMANI H17133


KARAN MADANGERI H17142
MEGHNA GUPTA H17147
SANJANA DEOTALE H17164
SIDDESH SAWANT H17175
Situation Problem Options &
Recommendation
Analysis Statement Criteria

Situation Analysis

Infosys wanted to be among the top 10 Best Performing Companies and the Best employers.

Maintaining employee satisfaction with the financial constraints was the major issue.

From 1993 to 2003, the company grew at a annual rate of 65%.

But after 1999, the attrition rate increased significantly.


Major changes after 2000

Variable Applied to all employees instead of senior management


Pay
Granting of pay based on company, unit and individual performance

15 layers compacted into just 7 bands based on competency


Broad
Banding To make employee aware of skills required for further promotion.
Comparison of jobs across department possible

Depends on individual performance, ability to fulfil next role and existence or need of the
Promotion
opening
Policy
Ensured performance based promotion and lean organization

Process Infosys started leveraging its experience to perform repeatable projects from its loyal clients
Oriented
Work
Situation Problem Options & Recommendation
Analysis Statement Criteria

Problem Statement

Scepticism and misconception


Variable Pay among employees

Reduced frequency of
Broad promotion leading to employee
Banding dissatisfaction

Process Less challenging and


oriented work monotonous work
Situation Problem Options &
Recommendation
Analysis Statement Criteria

Options

Quarterly promotions

Transparent Variable Pay system through 360 degree appraisal

Increase the levels of hierarchy in the organization

Rag-attrition analysis to identify the unsatisfied employee

Opportunity to contribute in more challenging projects along with mandatory projects


Situation Problem Options &
Recommendation
Analysis Statement Criteria

Increased Aligned with Increased Easy to


Criteria Employee Company Employee
Implement
Satisfaction Goals Retention
Quarterly promotions instead of yearly
YES YES YES NO

360 degree appraisal


YES YES YES YES

Increase the levels of hierarchy in the


YES NO YES NO
organization

Rag-attrition analysis YES NO YES NO

Opportunity to contribute in more


challenging projects along with
YES YES YES YES
mandatory projects.
Situation Problem Options &
Recommendation
Analysis Statement Criteria

Recommendation:

360 degree appraisal system should be implemented wherein the feedback is taken from team-
mates, sub-ordinates and the manager. This ensures that there is no bias in the feedback.

Create a platform where the employees can willingly contribute to the challenging projects apart
from the ongoing project. This will ensure that the employees can exhibit their creativity and
abilities. Also will lead to the utilization of the employees on bench. This will help the HR
identify the right talent for the future projects.

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