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HR Communication In Infosys
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HR Communication In Infosys

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  • 1. Project on Human Resource Communication of Infosys
    Group 1:-
    Akshita - 01
    Nandita - 48
  • 2. Background
    Incorporated in the year 1981 provides consulting and IT services, based in Bangalore, India.
    Infosys was the first Indian company to be listed on the NASDAQ Stock Exchange
    Infosys is one of the fastest growing Consulting and IT Services organizations in EMEA region
  • 3. Values
    Customer Delight: To surpass customer expectations consistently
    Leadership by Example: To set standards in our business and transactions and be an exemplar for the industry and ourselves
    Integrity and Transparency: To be ethical, sincere and open in all our transactions
    Fairness: To be objective and transaction-oriented, and thereby earn trust and respect.
    Pursuit of Excellence: To strive relentlessly, constantly improve ourselves, our teams, our services and products to become the best.
  • 4. Core capabilities and competencies:
    Service offerings-one stop capability.
    People-Ability to attract and retain the Best Talent
    Process-Delivery Excellence
    Technology-Technological superiority
    Project Management-Strong Project Management capabilities
  • 5. Human Resource Communication
    Refers to the techniques and processes used by organizations across the world when communicating with their employees.
    Issues related to the employees appointments, promotions, compensation packages, training, personalized counseling, retirement benefits, and other employee benefit programs
  • 6. HR practices in Infosys
    Recruitment
    Adequate care to identify the right candidates
    A high degree of 'learn ability’.
    Significant importance on professional competence and academic excellence.
    Other qualities we look for are analytical ability, teamwork and leadership potential, communication and innovation skills, along with a practical and structured approach to problem solving
  • 7. Training
    An on going process
    Training new recruits
    Infosys conducted a 14.5 week technical training program for all new entrants
    Spent around rs 200,000 per year on training each new entrant
    Trained at the global education center (GEC) in mysore
  • 8. Training Programs for Employees
    Conducted training programs for experienced employees
    The company had a competency system in place which took into account individual performance, organizational priorities, and feedback from the clients.
  • 9. Performance Appraisal
    Different criteria like timeliness, quality of work carried out by the employee, customer satisfaction, peer satisfaction, and business potential, were considered.
    Evaluated based on their learning and analytical ability, communication skills, decision making, change management, and planning and organizing skills.
    Criteria measured on a scale of 1 to 5
  • 10. Infosys Leadership Institute
    Set up in 2001
    Nurture future leaders in the company
    The executives were groomed to handle the changes in the external and internal environment
    To effectively manage the exceptional growth that the company was experiencing
  • 11. The Culture
    Infosys tried to preserve the attributes of a small company and worked in small groups,
    Managers played the role of mentors and used their experience to guide their team members.
    Infosys was one of the first companies to offer esops to its employees
    Compensation depended on the performance of individual, the team and the company
    Challenges faced by the company to retain its talented workforce
  • 12. Questionnaire
    Human Resource Communications and Corporate Communications – are they one in the same?
    Which of the three following communication styles dominate your culture?
    How well is HR information exchanged in your company?
    Is your HR information timely, accurate and understandable?
    Have they work experience at the highest levels of HR? Do they have the proven ability to motivate themselves and others to generate strong results? To round out your choice, have they led HR initiatives and cross-functional teams?
  • 13. Recommendations
    Deliver HR Communications in an engaging interactive way
    Promote internal brand
    Give employees an opportunity to participate in key decisions
    Make it easy for staff to give feedback (good and bad!)
    Build a feeling of community and involvement
    Provide up to date information and ‘tools’
    Catch dissatisfaction early
    Measure the effectiveness of induction programs
  • 14. Conclusion
    How they reach out to their core constituents - employees, members of leadership, vendors, clients, and recruits
    Manage the flow of information
    Effective communication skills are a cornerstone of almost every HR function.
    With so much riding on communication, it makes sense to put morethought and effort into honing our skills.

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