finall hr

Slide 1: 

Career Planning and Enhancement Presented by: Mugdha Anoop Mukesh Sonia Gunjan

Slide 2: 

Infosys Role and career enhancement A people strategy or fall from race?

Career Planning: 

Career Planning Mukesh Deliberate process through which someone - Become aware of personal skills, interests, knowledge, motivation and other characteristics - acquire information about opportunities and choices. - Identify career related goal. - Establish action plan to attain specific goals.

Continued….: 

Continued…. The challenge of HR is to groom and build organizational capability to take on more value-added engagements . The role of HR has now become more of a business partners. In this war for talent , Indian companies were promising promotion every two years. Mukesh

Tips for Career enhancement: 

Tips for Career enhancement Self Discipline Success Sincerity Career training Anoop Prasad Yadav Mukesh

Slide 6: 

Infosys Limited, formerly Infosys Technologies Limited, is a global technology services company headquartered in Bangalore, India. Infosys is the second largest IT company in India with 133,560 employees (including subsidiaries) as of March 2011.Infosys is ranked 28th globally in the list of IT services providing firms. It has offices in 33 countries and development centres in India, China, Australia, UK, Canada, Brazil and Japan. The company offers software products for the banking industry and business process management services also provides end-to-end business solutions. INTRODUCTION Sonia

iRace: 

iRace Its a new HR initiative that was introduced by the company last year. Some employees, who the company says form 5% of the total workforce, had resisted the initiative. According to this policy “five bands of assessment — from A to E — earlier which have now been increased to eight — 1 to 8. There is a change in designation as well. For example, a project manager with 3.5 years of experience has been renamed as technical lead and he or she has to work for two more years to become a project manager.” Sonia

Problems with INFOSYS…: 

Problems with INFOSYS… Infosys on occasion struggles in the US markets, and has particular problems in securing United States Federal Government contracts in North America. Despite being a huge IT company in relation to its Indian competitors, Infosys is much smaller than its global competitors. Gunjan

CONTINUE…: 

CONTINUE… It is sometimes argued that Infosys is weaker when it comes to high-end management consultancy, since it tends to work at the level of operational value creation. Competitors such as IBM and Accenture tend to dominate this space. An Infosys employee remarked that many employees were not happy about the program. Gunjan

Reasons of failure of iRACE: 

Reasons of failure of iRACE It was introduced during the recession. Attrition rate reached upto 13.4%. Number of employees were demoted as they could not meet the criteria of iRACE . Working hour was increased with fixed payment. Confidential information was leaked on social sites by employees who were against iRACE . Mugdha

Programs launched by other companies for career enhancement: 

Programs launched by other companies for career enhancement TCS identified four level of competencies: exposure, experience,expertise and excellence. At HCL employees were made to promise that they will learn new skills. Mahindra and Satyam limited started to refocus on their ‘Full lifecycle leadership’ framework that includes individual contibutors , team leaders , business heads and integrators. Mugdha

Solutions for iRACE: 

Solutions for iRACE Employees should be free in choosing their carrer or can switch their goals according to their choice. Promotion of any person must be based on performance appraisal , technological skills , negotiation skills , decision making power and maturity etc. Differentiating factors or extra skills must be observed during promotion. Mugdha

Contd…: 

Contd … Organization must train the employees in learning new competencies and skills other than their technical skills. Mugdha

The Jargon iRace and how was it Implemented?: 

Irace was implemented in 4 phases beginning in October 2009, the management expected the rollout to be complete and for the all employees to come within its fold October 2010. Phase 1 – Mapping of employee strength. Phase 2 – Promotion and hiring based on results of mapping. Phase 3 – Definition of different role paths Phase 4 – Deal with implementation of performance management. Anoop Prasad Yadav The Jargon iRace and how was it Implemented?

Dilemma faced by employees and Infosys stand on It.: 

Previously, positions and promotions were often given randomly, depending on the employee’s skill in negotiating. After the introduction of this concept, many indulged have been demoted. An employee complained: ‘Designations are so important for everybody. And if the management found a person good enough for a certain position in the past, how can they now say that he is not? Infosys Stand- We have moved from a delivery-constrained environment to a market-constrained environment. That means the market is going to be the determinant of success. Earlier, it was shortage of people, talent, and so on. That’s gone today; enormous amount of talent (is) available. So we are first off the block of any comparable company to reorganize and restructure ourselves to meet what the market is demanding tomorrow . - Mohandas Pai, Infosys director and head, HR, E&R Anoop Prasad Yadav Dilemma faced by employees and Infosys stand on It.

My Admonishment on the issue which became a CRISIS: 

I would have implemented IRACE with the following protocols There should be no demotion of the present employees as it is an enormous source of demotivation for the employee and he/she would never be able to work for the organization with the full potential. If a person got a good appraisal then it might not necessarily mean that he or she had the desired level of competency to move up the ladder to the next designation. The management will not bombard any of the employ with any of the stream but the employee himself would be free to choose it. Anoop Prasad Yadav My Admonishment on the issue which became a CRISIS

Continued….: 

At any phase of time if any employee would not be able to conform to any required skill he would not be disregarded rather he would be given time and training brush it up. There would be transparency between the departments and they would work in harmony with each other to achieve new heights for themselves as well as the organization. The people would be able to migrate from the technical ladder to the management wing if they had the required skills. But not vice-versa. Anoop Prasad Yadav Continued….

Slide 18: 

Anoop Prasad Yadav Thank you

Slide 19: 

Anoop Prasad Yadav Time For Queries…