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