SWOT ANALYSIS

Strengths Weaknesses
Built from scratch Managing the transformation to a big
Focus on good governance and ethics
Beginner’s luck in the IT Industry S W organization
Anomalies in execution of policies
Opaque communication

Opportunities Threats
Explosive growth
O T Government & SEBI’s regulations
Geographical expansion US VISA guidelines
Leverage on brand equity
 Present Situation at Infosys
Initiatives
Moving up the IT Value
Improving Brand Equity
People Philosophy
Course of Action
• Increased competition in the market (IBM, Accenture)
• Transitioning towards end-to-end solutions
• Spreading wings into consulting
• Creating point of differentiation from customers
• First Indian company to get listed on NASDAQ
• Competitive salaries: top 10-15% in peer group
• Three-dimensional value addition
1. Learning Value through training
2. Emotional Value through work environment
3. Financial Value through compensation & benefits
 Developing an Infoscion:
Element Ideology Outcome/Impact
Emotional Bonding • Driven by two way commitment • Disparity of expectations across
• Grievance resolution mechanism + Open door policy hierarchy
• HALE: Health Assessment & Lifestyle Enrichment • Process orientation led to deprived
Platform creativity and technical ingenuity
• Focus on Areas of Interest- hobby, cultural, sports, • Perception of impersonal take by
events employees

Community & Fun • Identifying average employee age and designing

aligned experiences
• Development centres and events to engage
employees
Value and Value • C-LIFE: Customer delight, Leadership by example, • Challenges with respect to hiring the
Champions Integrity & Transparency, Fairness and Pursuit of right cultural fit
Excellence focus
 Element Ideology/ Action Outcome/Impact

Managing Scale & • Intensive Induction program to imbibe Infosys culture • Senior employees not aware of the
Attrition Risk • Segregated into two types – freshers & experienced dynamics of employees at lower level.
candidates • Lack of empathy from senior employees
• Entry of Multinational firms • Better compensation package at
• Operation expansion multinational firms increased employee
turnover.
• The responsibilities of managers
increased, leading to inefficient
delegation.

Execution challenges • Greater expectation on deliverables from clients due • Training and development for
& Immigration issues to expansion employees to bring out standardized
• Economic downturn of 2001-2002 output
• US VISA curbs • Increase in ‘bench’ caused employee
frustration and increase in costs
• Affected on-site component of projects
• On-site experiences couldn’t be used as
reward mechanisms extensively.
 “ We want to build a company
that is professionally owned and
professionally managed with
good corporate governance,
good employee management,
and good ethics. We want a firm
that promise a fair deal to all its
stakeholders– Shareholders,
Employees and Customers alike.
”
- Nandan Nilekani , CEO , Infosys
 Elements for
Solution to reach Survey, Feedback
and Trial Run
Sure &
Transparent
Hiring Volume in
compliance with the

the Top 10 by Communication

for Policies
work in hand, thus
Quality Onboarding

2007

Transformation from Since Change to Employee

bottom-up to top- Process-Oriented Recognition in
down approach Culture, actions terms of
accordingly excellence
 Pursuit of Growth
• Rapid changes in policies and miscommunication leading to
employee discontent, Survey for expectations, trial run of
policies to be brought into action and feedbacks for the
same.

• Managers not able to face the scrutiny of employees is a

result of less transparent communication. Policies to be
brought into action to be given clarity and transparency.

• Not enough projects and overstaffing caused employee

frustration , thus ensuring hiring in terms of the work in
hand.

• Middle and senior managers not in touch with the

uninterested realities of lower-level employees, so top-
down approach for greater employee confidence.

• With growing competition and trends, approach changed

to process-oriented and disparity of expectations
skyrocketed. Actions regarding hiring of approach fit
employees within the constraints.
Growth graph picture credits: Print Packaging blog