Talent management at Infosys involves attracting, selecting, and retaining employees through various human resource processes across the employee lifecycle. These include recruitment to ensure the right people are hired, retention through practices that support employees, employee development with formal and informal learning, leadership development programs, performance management with feedback and measurement, workforce planning for business changes, and fostering a positive corporate culture. Infosys focuses on training and developing project management skills, conducts biannual 360-degree performance evaluations, and manages compensation through basic pay, incentive pay for meeting targets, stock options, and bonuses.
2. What is Talent Management ?
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Talent management is the attraction, selection, and retention of employees, which involves a
combination of HR processes across the employee life cycle. It encompasses workforce planning,
employee engagement, learning and development, performance management, recruiting,
onboarding, succession and retention.
4. • Recruitment - ensuring the right people are attracted to the organization.
• Retention - developing and implementing practices that reward and support employees.
• Employee development - ensuring continuous informal and formal learning and
development.
• Leadership and "high potential employee" development - specific development
programs for existing and future leaders.
• Performance management - specific processes that nurture and support performance,
including feedback/measurement.
• Workforce planning - planning for business and general changes, including the older
workforce and current/future skills shortages.
• Culture - development of a positive, progressive and high performance "way of
operating".
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5. TRANING AND DEVELOPMENT AT INFOSYS:
• Because of its ever-increasing amount of business and shift toward consultancy,
management skills have become increasingly important for Infosys.
• The requirement for project management skills in goal formulation, communication,
coaching, delegation, and team management has increased as the number of projects to
be handed has increased. Technical individuals are almost always chosen to advance to
managerial positions.
• In some ways, this decision is ironic because the greater a person's technical talents
(such as writing code), the more likely he or she is to be transferred away from technical
competence and onto a management track that requires management expertise.
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6. PERFORMANCE APPRAISALAT INFOSYS:
• Infosys conducts performance evaluations every six months. All employees are given a
360-degree evaluation.
• Peers, direct bosses, subordinates, and customers must all provide feedback.
• For each employee, a minimum of six to seven assessment reports are gathered, all of
which are completed online and stored in a single database.
• A 360-degree performance appraisal is a circle system for gathering information about an
employee's performance from colleagues, subordinates, and internal and external
customers.
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7. COMPENSATION MANAGEMENT FOR INFOSYS:
• Wages or salaries paid to employees are referred to as basic pay. This is normal practice;
gaining a competitive advantage requires paying a higher price.
• Incentive Pay: A bonus provided when a certain performance or set of targets is met.
• It encourages staff to create and exceed performance goals and is a driving force to
achieve farm objectives.
• Stock Options: A right to control and govern the company that is granted to an employee
in exchange for exceptional service.
• Bonuses: A part of the profit the organization earned by the employees due to the
success of their overall achievements.
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