Infosys

Infosys Limited is a multinational Indian information technology company that

specializes in business consulting, information technology, and outsourcing.
Bangalore serves as the company's headquarters; Pune is
where it was founded. According to 2020 revenue figures,
Infosys is the second-largest Indian IT company, behind Tata Consultancy
Services.

Organisational Structure:
A structure depends entirely on the organization's objectives and the strategy
chosen to achieve them. In a centralized structure, the decision making power
is concentrated in the top layer of the management and tight control is
exercised over departments and divisions. In a decentralized structure, the
decision making power is distributed and the departments and divisions have
varying degrees of autonomy. An organizational chart illustrates the
organizational structure.
Why Have a Structure?
• All businesses have to organise what they do • A clear structure makes it
easier to see which part of the business does what
• There are many ways to structure a business
INFOSYS IN BEGINNING
• Infosys was a start-up founded by 7 individuals.
• Early days were a constant struggle
• Dynamic Environment.
• Companies focus was on delivering a single product based on single
technology in a single marketplace.
Low degree of Formalization, low complexity and high centralization

Period from 1989 – 2002

• In 1989, company lost some key accounts.
• Drastic change in the overall strategy.
• The period after liberalization led to massive growth.
• Started catering to different market segments and different
clients.
• Company had to adhere to a new set of guidelines and streamlineprocess due
to the IPO in 1992.
• The company structure was split up into functional units.
• Project Matrix Structure was employed within the productionunit.
• Characterized by increasing complexity, moderate formalization and
moderate degree of centralization.

2003 ONWARD……..
 Company had become too big to carry on without modifying theexisting
structure.
 Concept of decentralization was brought in.
 Company divided into IBU’s. Each IBU concentrated on a particular
sector.
 Made the company more customers focused. A Gamma B
transformation.
 Managers of each IBU were empowered to take decisions tofurther the
IBU’s prospects.
 Role Enlargement and Role Specialization.
 Decentralized system with an ability to take quick.
 Crucial as a result of the dynamic world order after the Sept 11 attacks
and Asian financial crisis.
 Within each IBU the project matrix structure was carried forward.
 In 2007, the IBU concept was further refined to take into account
geographic growth opportunities.
 The 2007 reorganization was also for role enlargement of the second line
of business leaders.
CHAIRMAN AND DIRECTORS
 N. R. Narayan Murthy appointed Chairman Emeritus. O Mr. K. V. Kamath
named as the Chairman of the Board. O Mr. S. Gopalakrishnan named as
the Co-Chairman of the Board. O Mr. S. D. Shibulal named as the Chief
Executive Officer and Managing Director.

Infosys' organizational structure is a Functional Structure. It is the most widely

utilized organizational structure by numerous companies. The company will be
organised into three primary functions under this structure: business enabling
functions, global sales function, and global delivery function. The industry
verticals are split up into the following segments by Infosys.

 Financial Services & Insurance - Headed by Ashok Vemuri

 Energy, Utilities, Communications & Services - Headed by
Prasad Thrikutam
 Manufacturing - Headed by B.G. Srinivas
 Retail, Consumer Packaged Goods, Logistics and Life
Sciences - Headed by Pravin Rao
 Consulting and Systems Integration comprising consulting,
enterprise solutions, systems integration and advanced
technologies led by Stephen Pratt
 Business Operations Services comprising application
development and maintenance, independent validation services
and infrastructure management led by Chandra Shekar Kakal
 Products, Platforms and Solutions to accelerate intellectual
property led innovation. The head for this offering will be
announced soon.
Industry Sector Units will have a practice lead and embedded teams for
all of these groups. Each Service & Innovation Group leader will span
across units to ensure the over-arching strategy and capability for their
offerings is kept best-in-class.

Finacle, BPO and Product Engineering continue to operate as before.

Infosys Public Services is a new subsidiary chartered to address US
government entities. We have also integrated our healthcare provider
portfolio as part of Infosys Public Services. India as our global
headquarters domestic market will continue to have its own self-
contained regional structure.

"The catalyst for this change has been the continued evolution of our
capabilities as we continue to drive the new generation model of global
consulting and technology services. The new structure aligns us to the
needs of our clients as we build tomorrow's enterprise" continued S.
Gopalakrishnan.

ORGANIZATION STRATEGY

 Infosys has adopted a client-focused strategy to achieve growth

 Company has an image of quality driven model rather than cost-
differentiating model
 Increase business from existing and new clients.
 Expand geographically
 It has added new service offerings, such as consulting, business
process management, systems integration and infrastructure
management, which are major contributors to its growth.
 Develop deep industry knowledge Enhance brand visibility Pursue
alliances and strategic acquisition

 Human Resources Management Policies

SELECTION AND RECRUITMENT

According to Edwin Elippo, Recruitment. "It is a process of searching for

prospective employees 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 in order 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.

OBJECTIVE of Infosys recruitment and selection system are:

 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
 Increase the number of quality people in the organization to attain
organization goal and objective

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 relevant Director.
 A job description and job specification must be prepared by the
line manager prior to the post being formulated
 The post must be formally evaluated.
 The cost for the post, including the variable costs of the post must
be identified by the line manager. In so doing the need to maintain
management costs within prescribed limits must 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 include the following:

 job titles
 salary and other incentives
 brief summary of post
 brief person specification
 contact person for enquiries from applicants/informal visits
 closing date
 interview date
 a statement that disabled applicants who meet the minimum
selection criteria for the position will be guaranteed an interview
 arrangements for visits to the job location
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
 Presentations
 Testing
 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 cach 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.
7) EMPLOYMENT OFFER
 Acknowledge offer of post to successful candidate and at the same time,
request documentary evidence of their eligibility to work in the
specified country
 Keep process managers informed of progress
 Issue written statements on the terms and nature of offer of
employment in advance of the commencement date.

Employee Reviews
 PERCEPTIONS AMONG LAW STUDENTS

Law students have mixed perceptions of Infosys' work environment. Some

students find the company to be a great place to work, with a supportive and
collaborative culture. Others find the company to be demanding and stressful,
with long hours and tight deadlines.
Here are some of the positive perceptions that law students have of Infosys'
work environment:
 Supportive and collaborative culture: Law students often appreciate the
supportive and collaborative culture at Infosys. Employees are
encouraged to help each other out and to share their knowledge and
expertise. This can be especially helpful for new law students who are
still learning the ropes.
 Opportunities for professional development: Infosys offers a variety of
professional development opportunities for its employees, including
training programs, mentorship programs, and tuition reimbursement
programs. This can help law students to develop the skills and
experience they need to advance their careers.
 Competitive salaries and benefits: Infosys offers competitive salaries and
benefits packages for its employees. This can be attractive to law
students who are looking for a good financial start to their careers.
Here are some of the negative perceptions that law students have of Infosys'
work environment:
 Demanding and stressful: Law students often find the work environment
at Infosys to be demanding and stressful. Employees are expected to
work long hours and to meet tight deadlines. This can be challenging for
law students, who are also trying to balance their work and school
commitments.
 Lack of work-life balance: Law students often find that it is difficult to
maintain a good work-life balance at Infosys. Employees are expected to
be available to work outside of normal business hours, and they may be
required to travel frequently. This can be difficult for law students who
 are trying to have a social life and to maintain relationships with their
loved ones.
 Bureaucracy and red tape: Law students sometimes find that Infosys is a
bureaucratic company with a lot of red tape. This can make it difficult to
get things done, and it can be frustrating for law students who are used
to working independently and quickly.
Overall, law students have mixed perceptions of Infosys' work environment.
Some students find the company to be a great place to work, while others find
the company to be demanding and stressful. It is important for law students to
weigh the pros and cons of working at Infosys before making a decision.
Wipro