Presented By::-Manisha Dehuri Arshi Mumtaz Alka Kumari Devesh Anand Chaurasia Sumitavo Nag Sunil Basantani

Presentation on
Relevance of Competencies,
Performance Management,
Recruitment & Selection
and Coaching in TM
Presented By :-
Manisha Dehuri
Arshi Mumtaz
Alka Kumari
Devesh Anand Chaurasia
Sumitavo Nag
INFOSYS:Building A Talent
Engine To Sustain Growth
 Infosys was founded in 1981 by 6 colleague including
Narayan Murty, Nandan Nilekeni, Kris Gopalakrishnan.
 The initial vision was to provide software solutions to global

clients by” offshoring”.
 The company set up his first office in US1987.
 Infosys is listed on NASDAQ with market capiatalisatiion

of more than 27 billion $.
 In 2002 , Narayan murthy stepped remaining “chief mentor”

and Mr. Nilekani took his position.
 COMPETENCY:-
A competency is a combination of characteristics of a person,team or

organisation that determines the level of performance.
 TYPES OF COMPETENCIES:-
Knowledge, Skill and personality characteristics required for minimally

accepted performance.
 RELEVANCE OF COMPETENCIES:-
1)Competencies are necessary to perform the particular job functions.
2) Competencies are required for the future job requirements and

responsibilities.
 PERFORMANCE MANAGEMENT:-
Selecting the right performance management system
Trait-based
Behavior-based
Knowledge-based
Results-based
PERFORMANCE APPRAISAL
USING A 360 DEGREE FEEDBACK.
Infosys Strategies
 As IT sector is dynamic,so the employees must be able to cope
up with the required changes.
 Employees must be smart,adaptable and follow a continous

learning process.
 Infosys trianing program covers all the domains to make

employees diversified in nature.
 Infosys believed in collective leadership and not laying

emphasis on one individual.
Competency framework
 5 areas of competency were technology,
domain,leadership,managerial and software.
 To identify the role of employees,a pyramid was

deveploed.
 Training programs were created as per the

requirement of employees.
 A three tier system was followed to groom the next

generation of corporate leaders.
Balance scorecard categories
 Value & Ethics
 Financial performance
 Client/Market Focus
 Operational Excellence
 Talent Management
 Scale Infrastructure
The scorecard included
following detailed metrics
 Optimization of resources
 Recruit Quality Talent
 Develop & Retain competency
 Develop diversity in workforce
 Improve Workforce Motivation
Performance appraisal
 Infosys followed CRR(consolidated relative ranking).
 It followed ranking employees relative to each other.
 The employees with similar activity were grouped

together.
 The employees were ranked on higher or lower band as

per their performance.
 Balanced scorecard for evaluation of senior management.

RECRUITMENT OF
TALENTED PEOPLE
(1)Identify the talented one in other organizations.
(2)Recruit them from the competitors.
(3)Ensure diversity in an organization.
(4)Build a bench strength for the talented people in an

organization.
 RECRUITMENT IN INFOSYS-
 Focused mainly on recruiting fresher's.
 Assigned recruiters to different territories within a country.
 Initiated an industry –institute collaboration by a “campus-
connect” forum.
SELECTION OF TALENTED
EMPLOYEES
 Using a Talent reservoir model-It integrates diverse
assessment systems into a single program that
links jobs to employee capabilities.
 Process –
(1) Select competencies.
(2) Define measurement scales.
(3) Develop a structured interview outline.

 Infosys give emphasis on following key attributes-
(1) Candidate should be smart.
(2) Quick learner.
(3) Possess a positive attitude.
(4) Must possess excellent problem solving skills.
 Relevance of recruiting and selecting talented people-
(1) Help in increasing the revenue and in profit.
(2) Provide competitive advantage.
(3) More customer satisfaction.
(4) Help in the sustainability of an organization for a long period

of time.
 Mainly the Issue in Infosys is-
 Increasing attrition rate which is due to-
 Lack in employee satisfaction.
 Employees shifting to other firms which give them higher
salary and higher post.
 To solve this-
(1) Create good reputation by following C-LIFE (Customer delight,

leadership by example, Integrity and transparency, fairness
and pursuit of excellence)approach of values.
(2) Increasing pay.
(3)Follow 6 step cycle of talent management-

 Attract & recruit, enable, deploy, develop, assess, reward
and motivate.
GROWTH IN
EMPLOYMENT
TRAINING AND DEVELOPMENT
 NEW HIRE TRAINING.
 CONTINUING EDUCATION.
 PROMOTION AND MOVEMENT WITHIN THE

COMPANY.
The Human Resources Virtuous Circle
Employee Satisfaction Rankings of
Infosys
SCORE (Out of 100) RANK
Training & 100 1

Development
Facility 100 1
Company image 99 2
Encouragement 86 2
Corporate Governance 98 4
Work stress 92 7
Pay Package 77 19
Work-Life Balance 80 20
Fair Business 94 7
Strategic Responses to Attrition
 Promoting the company’s good reputation among

employees :-
Infosys was regarded as one of best employers in India.

One possibility was to promote this fact among the work
force.
 Increasing pay:-
Infosys pay high salary to the employee.

Attrition Trend(2005-2007)
THANK YOU

Presented By::-Manisha Dehuri Arshi Mumtaz Alka Kumari Devesh Anand Chaurasia Sumitavo Nag Sunil Basantani

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Presentation on

Devesh Anand Chaurasia

 The initial vision was to provide software solutions to global

 The company set up his first office in US1987.

 Infosys is listed on NASDAQ with market capiatalisatiion

 In 2002 , Narayan murthy stepped remaining “chief mentor”

A competency is a combination of characteristics of a person,team or

Knowledge, Skill and personality characteristics required for minimally

1)Competencies are necessary to perform the particular job functions.

2) Competencies are required for the future job requirements and

Selecting the right performance management system

 Employees must be smart,adaptable and follow a continous

 Infosys trianing program covers all the domains to make

 Infosys believed in collective leadership and not laying

 To identify the role of employees,a pyramid was

 Training programs were created as per the

 A three tier system was followed to groom the next

 Value & Ethics

 Infosys followed CRR(consolidated relative ranking).

 It followed ranking employees relative to each other.

 The employees with similar activity were grouped

 The employees were ranked on higher or lower band as

 Balanced scorecard for evaluation of senior management.

(2)Recruit them from the competitors.

(3)Ensure diversity in an organization.

(4)Build a bench strength for the talented people in an

(1) Select competencies.

(2) Define measurement scales.

(3) Develop a structured interview outline.

(1) Candidate should be smart.

(2) Quick learner.

(3) Possess a positive attitude.

(4) Must possess excellent problem solving skills.

 Relevance of recruiting and selecting talented people-

(1) Help in increasing the revenue and in profit.

(2) Provide competitive advantage.

(3) More customer satisfaction.

(4) Help in the sustainability of an organization for a long period

(1) Create good reputation by following C-LIFE (Customer delight,

(2) Increasing pay.

(3)Follow 6 step cycle of talent management-

 PROMOTION AND MOVEMENT WITHIN THE

Training & 100 1

 Promoting the company’s good reputation among

Infosys was regarded as one of best employers in India.

Infosys pay high salary to the employee.

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