Architecting a high performance
Infosys
Hema Ravichandar
Infoscion of the new millennium
» Solution Focused
» Global Mindset
» Connected
» Trustworthy & Committed
» Competent
» Excellence in Execution
» Client First Mindset
© Infosys Technologies Limited 2003-2004
Analyst Meet 2003
Slide 1
Global people trends
» Battleground : India
» Business aligned compensation structures
» High Performance Organization Culture
» Leveraging Diversity – A Business Imperative
» Inclusive Work Environment
» Global Talent Deployment
» Client Focused Competency Development
Change is the only constant
© Infosys Technologies Limited 2003-2004
Analyst Meet 2003
Slide 2
Driving change
» Talent Acquisition
» Structural Transformation
» Embracing the Role-based structure
» Talent engagement & client focused competency development
» Better rewards for performers, aligned with business growth
» Talent Deployment
» Technology as a catalyst of change
© Infosys Technologies Limited 2003-2004
Analyst Meet 2003
Slide 3
Talent acquisition
» Winning the Talent War
» Record growth in
Infoscion community
» Multicultural workforce
» 37 Nationalities
20000
17095
15356
16000
9831
12000
10738
5389
8000
3766
4000
» Greater velocity of hiring
0
» Highly selective recruitment process
FY99
FY00
FY01
FY02
FY03
1Q04
Employee Growth
» Robust processes
» Capacity to test 10,000 people in 7 cities on
the same day
» Strong testing and evaluation processes
Applicants 100%
Interviewed & Tested
10.78%
Offers 1%
Figures for ’02-’03
© Infosys Technologies Limited 2003-2004
Analyst Meet 2003
Slide 4
Structural transformation
» Leaner & aligned organization
structure
» IBU structure with focus on
Verticals and Geographies
» Global accounts focus
» Strong Client Interface
Integrated Business Units
Verticals
Geographies
Retail
Rest of North America
EURP
Engineering Services
APAC
Global Accounts
Telecommunications
Greater China
Enterprise Solutions, Domain Competency Group,
» Broadbanding
» From existing 15 grades to
current 6 bands
» Relative evaluation of jobs on
key parameters
» Career model to align employee
growth to organizational growth
© Infosys Technologies Limited 2003-2004
Software Engineering Technology Labs
Band F
B
A
N
D
Band E
P
R
O
G
R
E
S
S
I
O
n
Band D
Band C
Band B
Band A2, A1
Analyst Meet 2003
Slide 5
Embracing the role-based structure
Project
Management
Technical
Customer
Interface
Program
Management
Domain
Consulting
Software Engineer
»
»
»
»
Programmer
Analyst
» Technical
» Resident
» Program
Specialist
Manager
Project
Manager
» Technical
Project
Manager
Senior Project
Manager
» Senior.
Delivery
Manager
Architect
Technical
Architect
» Principal
» Account
Manager
» Senior
Program
Manager
» Business
» Business
Analyst
» Associate
Consultant
» Consultant
» Senior
Support
Manager
Consultant
» Principal
Architect
Consultant
» Senior
Principal
Consultant
© Infosys Technologies Limited 2003-2004
Analyst Meet 2003
Slide 6
Embracing the role-based structure
» What you deliver will determine how you grow
» Compete through competencies
» Logical and sustainable structure for the future
C
Training
O
M
P
Role
Based
Structure
E
T
Recruitment
E
N
C
I
E
S
© Infosys Technologies Limited 2003-2004
Performance &
Potential Appraisal
Analyst Meet 2003
Slide 7
Talent engagement & client focused competency
development
Work
» Induction/Workshops
People
» Exemplars, Mail id
» Code of Conduct,
Developing
Leaders
Interpersonal
Effectiveness
Sets
Direction
» Whistle blower policy
Performance
focus
» Positive Work Environment
» Leaders Teach
» Tiered Leadership
» Communication
» Business Etiquette, Practices
Infosys
Vision &Values
» Milestone Programs
» CFPM, STRAP, MSTRAP
» Action Learning
» Mentoring programs
» Foundation training
Technology
» Client facing and
cross cultural programs
Functional
Expertise
Quality
for fresh entrants (14.5 weeks)
» Advanced technology training
» Business
» Quality Process Training
» Business Forums
» K Shop
» Best Practice sharing
» Domain Training
© Infosys Technologies Limited 2003-2004
Business
Analyst Meet 2003
Relationship
Building
Customer
Partnering
Slide 8
Business aligned compensation structure
Variability in Compensation
» Focus on higher differentiation
 Company Performance
Linked Incentive
» Business Benefits ploughed back
to employees
 Team Performance
 Individual Performance
 Performance Allowance
 Company Performance Linked Incentive
 Performance Reward
 Company Performance
Linked Incentive
 Individual Incentive at
Senior Grades
 Sales, Consulting
Prior to 2000
2001
© Infosys Technologies Limited 2003-2004
2002
Analyst Meet 2003
2003
Slide 9
Talent deployment
» Trends across geographies and
visa categories
» Processes and timelines
» Quick response and compliance with
requirements
© Infosys Technologies Limited 2003-2004
Analyst Meet 2003
Slide 10
Technology as a Catalyst of Change
High Tech
» Communications Strategies
for a Global Workforce
» MD’s email- happenings
» Bulletin Boards
» Quarterly Town halls
High Touch
» Live Chats
» Town Halls/Open Houses
» Brown Bag Lunch
» Integrated People Practices
Performagic
ILITE
Compensation System
» Reaching out with speed through web
enabled systems
© Infosys Technologies Limited 2003-2004
Analyst Meet 2003
Slide 11
Positioned for Sustained Growth
» Hiring the best
» Offers made to 1% of candidates applied
» Competency based edge to People Practices
» Speed and agility in aligning HR practices to business realities
» Best in class retention rates
» Global recognition for HR practices
© Infosys Technologies Limited 2003-2004
Analyst Meet 2003
Slide 12
Thank You
www.infosys.com