MADE BY: SURBHI MAINI

POWERED BY INTELLECT DRIVEN BY VALUES

It takes exceptional people to manage 130, 000 + emotions. Everyday. Across the world. We call them the HR team at Infosys.

Incorporated in 1981 It defines, designs and delivers technology-enabled business solutions that help Global 2000 companies win in a Flat World. IT takes pride in building strategic long-term client relationships. Over 97% of their revenues come from existing customers. Infosys has global presence through its 50 offices worldwide & employee strength of 103,000 people.
MISSION VISION "To be a globally respected corporation that provides best-ofbreed business solutions, leveraging technology, delivered by best-in-class people."

"To achieve our objectives in an environment of fairness, honesty, and courtesy towards our clients, employees, vendors and society at large."

a system-wide application and transfer of behavioral science knowledge to the planned development, improvement, and reinforcement of the strategies, structures, and processes that lead to organization effectiveness.

1-4

IT counterparts operating in different zones and geographies. IT counterparts having differing communication styles and cultural norms. Retaining critical skills and management. Morale problems relating to staff reduction. New managerial skills requirement.

Facilitates smooth functioning of cross-partner teams. Promotes better understanding of work culture differences, awareness and appreciation of different cultural backgrounds.

The Organizational impact of offshore and near shore development leaves a

footprint on process orientation, collaborative working styles and project management.

Deals effectively with all three kinds of change.

Cultural acclimatization, Client business and organization overview, Technical environment and processes specific to the client,

Creating non-intrusive interactions for the client

Understand the offshoring process, Understand their offshore partner Collaboratively improve project management skills

Draw up a strategy for continuous process

improvement

Step 4: Continuous Improvement Of Customer - Facing Process

Step 3: Optimize skill in Collaborative Project Management.

Step 2: Preview User Experience, For Managers & Customers New to Offshore.

Step 1: Position Relationship & Partner, Keep people up to Date.

Two years ago, leaders at Indian IT giant Infosys (INFY) realized that the company faced a leadership crisis. According to Nandita Gurjar, senior vice-president and group head of human resources at Infosys, many Indian organizations today face a similar talent problem.

"In part because of the phenomenal growth this country has seen over the past 5 to 10 years, people started to get promoted before their time," Gurjar says. All too often, the result is the perception on the part of the jobholder that they are not empowered. While they may have authority, they lack the experience and confidence to be true leaders. "Retaining those people is very hard. Attrition is high,"

During the reorganization, up to 15% of the employees were transferred to positions with less authority. "We told them, 'you are just not ready. We are setting you up for failure by keeping you in the role,'" says Gurjar. "It took us months to communicate that and convince the communication champions at all levels that this was a good idea." Line managers, she says, had to communicate the message and get buy-in from the line. That had to be handled carefully. "This was the largest change-management initiative in our organization," notes Gurjar.

SUSTAINABILITY IS KEY CONFRONTING A DE-MOTIVATING CLIMATE Cleared on how the organization's current and future business strategy will impact the organizational structure and its talent needs,. Thought about demand. For example, if your organization is planning an aggressive international expansion, what kind of new skills or competencies would the company demand from its people? Thought about supply. Take a long, hard look at the current state of talent in your organization. Where are the critical gaps? Who are the people in line to take over the critical roles in the future? How far are they from being ready? Where is your talent pipeline most likely to leak? Keep reviewing the supply situation consistently. Aggressively created and implemented a "talent risk management" strategy. This should mitigate any demand-supply imbalances in your talent pipeline. Provided incentives to leaders in your organization who not only perform, but create committed and energized teams