this is about job selection procedure of infosis

1. HR
PRACTICES IN
INFOSYS
BY
TANVI SINGHVI
BBA SEM 4

2. Introduction
• Human resource management is the strategic and coherent
approach to the management of an organization's most valued
assets the people working there who individually and collectively
contribute to the achievement of the objectives of the business. The
terms "human resource management" and "human resources" have
largely replaced the term "personnel management" as a description
of the processes involved in managing people in organizations. In
simple words, HRM means employing people, developing their
capacities. utilizing, maintaining and compensating their services in
tune with the job and organizational requirement .

3. COMPANY PROFILE
• Infosys was incorporated as Infosys Consultants Private Limited 12 on July 02, 1981, by a
group of seven professionals 13.
• From the beginning, it relied heavily on overseas business. One of the founders, Narayana
Murthy stayed in India, while the others went to the US to carry out onsite programming for
corporate clients. One of Infosys' first clients was the US- based sports shoe manufacturer
Reebok.
• Infosys Technologies, a leading software company based in India. was voted the
bestemployer in the country in many HR surveys in the recent years. The company was well
known for its employee friendly HR practices. Though Infosys grew to become a USS 2 billion
company by the year 2006, it still retained the culture of a small company. Infosys attracted
the best talent from across the world, and recruited candidates by conducting one of the
toughest selection processes.
• All the selected candidates were required to go through an intensive 14-week training
program. All the employees were required to undergo training every year, and some of the
chosen employees were trained at the Infosys Leadership Institute to take on higher
responsibilities in the company.Infosys was one of the first companies to offer ESOPs to its
employees. The companyfollowed variable compensation structure where the employees'
compensation depended onthe performance of individual, the team and the company. The
case highlights many such best practices of Infosys in human resource management. It also
discusses the challenges faced by the company to retain its talented workforce.

4. ORGANIZATIONAL STRATEGY
• HR practices of Infosys are envisioned by its founders and the culture that
has been predominant over the year. The organization advocates
simplicity by maintaining the culture of the company. The employees are
encouraged to share the learning experience. Infosys was the first
company to provide the employees with world class facilities for training
and working. The company treats their employees as fixed asset
appreciates their durability by constant innovative training. In knowledge-
based business significance of consistency is rhetoric and actions are
required to empower employees. The company believes in "youth,
imagination and speed" they are constantly innovating in every area to
bring generation next employees.

6. SELECTION AND RECRUITMENT
• According to Edwin Flippo, Recruitment: "It is a
process of searching for prospectiveemployees
and stimulating and encouraging them to apply
for jobs in an organization“
• Selection: "It is the process of collecting and
evaluating information about an individual
inorder to extend offer of an employment“
• Recruitment planning is one of the most
important components in new people
management organization. Infosys has to deal
with human assets as it a knowledge-based
organization hence it becomes important to
have the right person for the right job. Infosys
believe have to take the recruitment planning
in very serious manner to ensure that we can
get best talent in the organization.
Talent acquisition and
retention
To infuse
new blood
and
improve
knowledge
base
To accommodate
development of human
resources in the country
Increase
pool of
candidate
and
maximize
the
resources
Objectives

7. RECRUITMENT, SELECTION POLICY AND PROCEDURE
AT INFOSYS
1) STATEMENT OF INTENT
• Promote a planned, objective
approach to undertake
recruitment
• Help recruiters to examine the
knowledge and skills required
for the job
• Help recruiters to assess if
candidates represent these
requirements
• To implement the organization's
policy on the provision of Equal
Opportunities in employment
2) RECRUITMENT OPPORTUNITY
• The need for the post must be
specified by the line manager
and credited by the
relevantDirector.
• A job description and job
specification must be prepared
by the line manager prior to
thepost being formulate
• The post must be formally
evaluated.
• The cost for the post, including
the variable costs of the post
must be identified by the
linemanager. In so doing the
need to maintain management
costs within prescribed
limitsmust be recognized
3) OPPORTUNITY ADVERTISING
• Draft the advertisement and
tailor made for the target
audience ensuring it is non-
discriminatory and avoids any
gender or culturally specific
language.
The factors will includethe
following:
• job titlesalary and other
incentives
• brief summary of post
• brief person specification
• contact person for enquiries
from applicants informal visits
• closing date

8. RECRUITMENT, SELECTION POLICY AND PROCEDURE
AT INFOSYS
4) SELECTION PROCESS
• The selection panel will examine
how each skill within the
candidate specification will be
most appropriately assessed.
• The method used will be
determined by the nature of the
post but may include a
combination of the following
• Panel Interview
• PresentationsTesting
• In-tray exercises
• Group exercises/discussions
5) DECISION GUIDELINES
• Tests used as part of the
selection process should be
available to the interview panel
prior to the decision-making
process.
• Each candidate's abilities should
be assessed against the person
specification, Consideration may
be given for the provision of
professional and personal
development.
• Summary and records of
decisions at interview should be
made by all panel interviewers
on each candidate and retained
by the Human Resources
Department
6) POST SELECTION PROCESS
• Communicate with the
successful candidate.
• If the candidate declines the
offer and other candidates were
deemed by the panel to be
suitable using the same
selection criteria offer the next
most suitable candidate the
post.
• Communicate with all the
unsuccessful candidates at the
earliest opportunity and offer
feedback within two days

9. RECRUITMENT AND SELECTION ANALYSIS
• The recruitment and selection policies help the management to practice a fair and
clinical procedure of recruitment and selection process. It caters to develop the morale
of every individual who attend their recruitment and selection process. The
management believes that every single candidate who aspires to join their organization
is a potential candidate to dwell within organization.
• Infosys follows necessary steps to recruit people on the basis of various factors and to
choosethe right candidate. The following are the main factors that are considered
while recruiting new employees.
• LEARNING: Infosys give more emphasis on the ability to learn. The ability to derive
generic knowledge from particular experiences and apply the experience
duringcircumstances
• COMPETENCY: Infosys give more value to professional competencies and
highlightsacademic excellence.
• OTHER QUALITIES: Other qualities include analytical ability, adaptability to
teamwork,leadership potential, communication and innovation skills, along with a
practical and a ability to have a structured approach

11. TRAINING AND DEVELOPMENT PROGRAMMES AT
INFOSYS
• Management skills have become increasingly relevant for Infosys because of its ever-
increasing volume of business as well as its shift towards consulting business.
• As the number of projects to be handed has increased, the demand for project
management skills in goal setting, communication, coaching, delegation and team
management has also increased. Invariably the technical personnel are chosen to move
to a management track.
• This choice is ironic in some ways because the better an individual is in technical skills
(such as writing code) the more likely he/she is to be moved away from using the
technical expertise into a management track requiring management expertise.
Technical expertise provides an individual legitimacy and respect from co-workers
making them a natural choice as a team leader.
• Within a short time span the team leaders are required to manage projects, clients
and the people working on these projects. It, therefore, becomes necessary for the
individual to abandon their technical expertise - something that has been very salient
to their identity in the course of education and early career, when they aspire to be
smart "techies", and start collecting a repertoire of managerial capabilities

12. OBJECTIVES performance appraisal at Infosys:
• To analyse the performances of the employees over a period of time.
• To comment between the gap of the actual and the desired performance.To
help the management stabilize organizational control.To tighten the relationship
and communication between superior - subordinates and management
employees- the whole management process,
• To identify the strengths and weaknesses of the individuals and groups so as to
identifythe training and development needs.
• To provide feedback to the employees according to their past performance.
• Offer information to aid personal decisions within the organization.
• Provide transparency of the potential and tasks to be performed by the
employees. To arbitrator the effectiveness of the other human resource
functions of the organizationsuch as recruitment, selection, training and
development.
• To condense the grievances of the employees

13. COMPENSATION MANAGEMENT FOR INFOSYS
• Compensation is payment in the form of hourly wages or annual
salary combined with benefits such as insurance, vacation, stock
options, etc. that can positively or negatively affect an employee's
work performance.
• Infosys compensates its human assets in three different waysAdds
learning through training and development and appraisal practices
Adds significant emotional value through initiatives directed
towards sustaining employees with their work and personal needs
• Adds financial value by monetary compensation