Fundamentals of management

Company Infosys

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COMPANY PROFILE Infosys Limited, formerly Infosys Technologies Limited, (BSE: 500209, NSE: INFY, NASDAQ: INFY) is a global technology services company headquartered in Bangalore (Bengaluru), India. Infosys is the second largest IT company in India with 133,560 employees (including subsidiaries) as of March 2011.Infosys is ranked 28th globally in the list of IT services providing firms. It has offices in 33 countries and development centers in India, China, Australia, UK, Canada, Brazil and Japan. The company offers software products for the banking industry and business process management services also provide end-to-end business solutions. History Infosys was founded on 2 July 1981 by seven entrepreneurs: N. R. Narayana Murthy, Nandan Nilekani, Kris Gopalakrishnan, S. D. Shibulal, K. Dinesh, Ashok Arora, and with N. S. Raghavan officially being the first employee of the company. The founders started the company with an initial investment of INR 10,000. The company was incorporated as "Infosys Consultants Pvt Ltd." in Model Colony, Pune as the registered office. Infosys headquarters in Bengaluru, India According to Forbes magazine, since listing on the Bombay Stock Exchange in 1993 until the year 2000, Infosys' sales and earnings compounded at more than 70% a year. In the year 2000, President of the United States Bill Clinton complimented India on its achievements in high technology areas citing the example of Infosys along with Wipro and Satyam ComputersInfosys will invest $100 million (Rs 440 crore) on establishing a 20,000-seater campus in Shanghai.

In 2001, it was rated Best Employer in India by Business Today. Infosys was rated best employer to work for in 2000, 2001, and 2002 by Hewitt Associates. In 2007, Infosys received over 1.3 million applications and hired fewer than 3% of applicants.

Infosys was the only Indian company to win the Global MAKE (Most Admired Knowledge Enterprises) award for the years 2003, 2004 and 2005, and is inducted into the Global Hall of Fame for the same. Current share holding Life Insurance Corporation of India with 3.84% is the single largest share holder. Abu Dhabi Investment Authority, a sovereign wealth fund owned by Abu Dhabi and the Government of Singapore also holds significant shares. The rest of the shares are owned by financial institutions and individual investors. Initiatives Infosys has the largest corporate university in the world, located on its Mysore campus. In 1996, Infosys created the Infosys Foundation in the state of Karnataka, operating in the areas of health care, social rehabilitation and rural uplift, education, arts and culture. Since then, this foundation has spread to the Indian states of Tamil Nadu, Andhra Pradesh, Maharashtra, Kerala, Orissa and Punjab. The Infosys Foundation is headed by Mrs. Sudha Murthy. Since 2004, Infosys has embarked on a series of initiatives to consolidate and formalise its academic relationships worldwide under the umbrella of a program called AcE Academic Entente.[15] Infosys' Global Internship Program, known as

InStep, is one of the key components of the Academic Entente initiative. It offers live projects to interns from the universities around the world. InStep recruits undergraduate, graduate and PhD students from business, technology, and liberal arts universities to take part in an 8 to 24 week internship at one of Infosys' global offices. InStep interns are also provided career opportunities with Infosys. In 1997, Infosys started the "Catch them Young Program", to expose the urban youth to the world of Information Technology by conducting a summer vacation program. The program is aimed at developing an interest and understanding of computer science and information technology. This program is targeted at students in Grade IX level. In 2002, the Wharton Business School of the University of Pennsylvania and Infosys started the Wharton Infosys Business Transformation Award. This technology award recognises enterprises and individuals who have transformed their businesses and the society leveraging information technology. Past winners include Samsung, Amazon.com, Capital One, RBS and ING Direct. Infosys has the largest corporate education center in the world in Mysore. It can accommodate 14000 candidates at one time. In 2009, Infosys created Infosys Prize for excellence in Physical Sciences, Mathematical Sciences, Engineering and Computer Science, Life Sciences and Social Sciences. Research Infosys developed a corporate R&D wing called Software Engineering and Technology Labs (SETLabs). SETLabs was founded in 2000 to carry out applied research for the development of processes, frameworks and methodologies to

effectively capture customer requirements and to iron out common critical issues during a project life cycle.[19] Various broad groups are Software Engg Lab, Convergence Lab, Innovation Lab, Center for KDIS, Security and Privacy Lab and Distributed Computing Laboratory. Charity In 2005, Infosys donated 10 million (about $226,000) to help with the effects of the 2005 Kashmir earthquake in Pakistan.[20] Infosys does not currently have an office in Pakistan. Global offices Asia Pacific India Bengaluru, Bhubaneswar, Chandigarh, Chennai, Kolkata,[21][22] Thiruvananthapuram, Hyderabad, Jaipur, Mangalore, Mysore, Pune, Thiruvananthapuram[23] Australia Melbourne, Sydney, Brisbane China Beijing, Shanghai, Hangzhou Hong Kong Hong Kong, Japan Tokyo, Mauritius Mauritius, New Zealand Wellington, UAE Sharjah, Philippines Taguig City, Fiji Island Suva and Thailand Bangkok. North America Canada Toronto, USA Atlanta (GA), Bellevue (WA), Bridgewater (NJ), Charlotte (NC), Southfield (MI), Fremont (CA), Houston (TX), Glastonbury (CT), Lake Forest (CA), Lisle (IL), New York, Phoenix (AZ), Plano (TX), Quincy (MA), Reston (VA) and Mexico Monterrey Europe Czech Republic Brno, Belgium Brussels, Denmark Copenhagen, Finland Helsinki, France Paris, Germany Frankfurt, Stuttgart, Italy Milano, Norway Oslo, Poland d, The Netherlands Amsterdam,

Spain Madrid, Burgos, Sweden Stockholm, Switzerland Zrich, Geneva, Russia - Moscow, and UK Canary Wharf, London South America Brazil Belo Horizonte N. R. Narayana Murthy Chairman Emeritus N. R. Narayana Murthy is the Founder-Chairman of Infosys, a global software consulting company headquartered in Bangalore, India. He founded Infosys in 1981. Under his leadership, Infosys was listed on NASDAQ in 1999. Mr. Murthy articulated, designed and implemented the Global Delivery Model which has become the foundation for the huge success in IT services outsourcing from India. He has led key corporate governance initiatives in India. He is an IT advisor to several Asian countries. He serves on the boards of HSBC, Ford Foundation and the UN Foundation. He served as a member of the Unilever board between 2007 and 2010. He also serves on the boards of Wharton School; Indian School of Business, Hyderabad; Rhodes Trust, and International Institute of Information Technology, Bangalore. The Economist ranked Narayana Murthy among the ten most-admired global business leaders in 2005. He topped the Economic Times list of Indias most powerful CEOs for three consecutive years: 2004 to 2006. He has been awarded the Padma Vibhushan by the Government of India, the Lgion dhonneur by the Government of France, and the CBE by the British government. He is the first Indian winner of the Ernst & Young World Entrepreneur of the Year award and the Max Schmidheiny Liberty prize, and has appeared in the rankings of businessmen and innovators published by India Today, Business Standard, Forbes,

BusinessWeek, Time, CNN, Fortune, and Financial Times. He is a Fellow of the Indian National Academy of Engineering and a foreign member of the US National Academy of Engineering. BUSINESS VALUE FOR CLIENTS

Reduced risks and costs associated with the technology procurement process and technology ownership

Competitive advantage by leveraging INFOSYS industry, product and service expertise and the partners technology products and services

Reduced IT costs with cost-effective solutions at scale Reduced risks through end-to-end solutions Ability to leverage training resources to help you plan and build solutions using Partner products

Seamless solutions

STRATEGIC PARTNERSHIPS:

Create significant and sustainable value for everyone involved. Partnering has proven to be a powerful business tool for dealing with ever-changing markets, technologies and customers. Competitive advantage is gained by an organizations ability to bring together technology teams from across the enterprise to harness the collective knowledge and to bring forth innovative and collaborative solutions as fast as possible. Infosys has

strategic partnerships with major global technology players.

Alcatel-Lucent , Cisco , EMC , Google ,HP,IBM ,JDA Microsoft , NetApp ,Oracle ,RIM ,SAP ,Sun ,Xerox

SOLUTION PARTNERS Adobe, Software AG,CA, SAS, Informatica, IngresiTKO ,MicroStrategy ,Netezza, Symantec, TIBCO ,Progress Software ,Red Hat

INFOSYS VISION & MISSION Purpose To continually strive to achieve excellence - both on and off the job. Mission Statement "To direct all our organizational efforts at building upon the existing organizational strengths and brand recognition to achieve enhanced levels of profitable growth in the core business, and diversify into new areas that compliment and supplement the core business, with the diversification aimed at achieving excellence and industry leader status in the new areas. The INFOSYS People will however be encouraged to be open to unconventional ideas and services and recognize new trends at very early stages".

Core Values

Core Values INFOSYS is committed to the following five Core Values: Integrity A soundness of moral character that infuses all aspects of your business Respect Holding in high esteem the worth of our clients and treating all we encounter as we would wish to be treated Excellence Delivering a quality and consistency of service that exceeds expectations Critical Thinking Actively and skillfully conceptualizing, applying, analyzing and synthesizing information on our customers' behalf Communication Imparting and exchanging information both internally and externally to offer our clients exceptional Informational Technology services. Leading change, Integrity, Respect for the individual, Excellence, Learning and sharing. Established in 1968, Tata Consultancy Services has grown to its current position as the largest IT services firm in Asia on the basis of its outstanding service record, collaborative partnerships, innovation and corporate responsibility. We are proud of our heritage as part of the Tata Group, which founded by Jamsetji Tata in 1868 is one of Indias most respected institutions today. Our mission

reflects the Tata GROUPSS LONGSTANDING COMMITMENT TO PROVIDING EXCELLENCE: To help customers achieve their business objectives by providing innovative, bestin-class consulting, IT solutions and services. To make it a joy for all stakeholders to work with us. Our ability to deliver high-quality services and solutions is unmatched. We are the worlds first organization to achieve an enterprise-wide Maturity Level 5 on both CMMI and P-CMM, using SCAMPISM, the most rigorous assessment methodology. Additionally, INFOSYS Integrated Quality Management System (iQMS) integrates process, people and technology maturity through various established frameworks and practices including IEEE, ISO 9001:2008, CMMI, P-CMM, ISO 27001, ISO 20000, ISO 14001, OHSAS 18001 and Six Sigma. INFOSYS HR DEPARTMENT INFOSYS HR department has many functional areas where each department does different jobs. The INFOSYS hr functional teams are: Hr in INFOSYS
HR

Recruitment

Sourcing

Campus Team

Induction

BGC

CAMPUS RECRUITMENT TEAM: This team is responsible for all recruiting candidates from colleges, conducting placement drive e.t.c... After selecting from the college through on campus they maintain a track. They check all the back paper of engineering students and prepare a check list. Prepared checklist for selected candidates. Candidates application form, resume, photo, offer letter, test score are also checked and verified. They maintain a tracker for the candidates who havent submitted any of the above things. They checked their test results from Excel. All the cleared files were kept separately and the missing or pending files were kept separately. They made phone calls for pending candidates and asked them to mail their photos and resumes. They also mailed for candidates who were not on reach through phone. They contacted around 400 candidates to ask them to submit their resumes and photos in a week. After communicating the information to the candidate, they recorded his status in a separate Excel. This is done to avoid confusions and also to ensure continuity of the work. They took print outs of the offer letter of the selected candidates They made phone calls for candidates those who are selected in INFOSYS to confirm their date of joining. Maintained tracker for candidates and updated their status The Team made calls for around 750 candidates in a day. And if the candidates are not interested in joining then recorded the reason for not joining INFOSYS and updated in tracker. From the time of accepting the offer letter the candidate has to join with in 3 and half to 4 months. If they are not joining with in the particular time then their offer letter will be cancelled and they will have to again attend a drive to come inside the organization.

SOURCING TEAM: They took the candidates who have the skills needed to fill the vacancy. They entered the portal of Naukri, Monster, Times job etc., to get the resumes of candidates. After gathering the resumes they called them to inform about the recruitment drive and also about their job location. They updated the status of these candidates in a separate tracker. They ensured that the candidates have passed out all their class 10, class 12, graduation, post-graduation (if applicable) above 50 %. And also they should have not had breaks in their studies and job for more than 2 years. They called the candidates with the skill like oracle apps, peoples soft, java, for the drive at Trivandrum, Hyderabad, and Chennai. They could witness that many of the candidates whom they called were not interested in joining the drive because they are not interested in job location at Chennai. All the candidates that they searched are from Kerala The preference of the candidates of the candidates is to work in their own native. Many candidates whom they contacted told that they dont want to work in any other state except in their own state. BACK GROUND CHECK TEAM: They maintained a separate tracker for those candidates who did not submit proper certificates to their recruiter. This includes their previous job relieving letter, pay slip, 10th, 12th, graduation certificate, their passport or pan card copy. For the back ground verification all the needed documents like mark sheets, experience certificate, relieving letter, address proof, citizenship proof, pay slips should be submitted to the organization. They did not get a good response from the candidates. They found them to be very lethargic and reluctant. They seem to take the back ground check as a very silly process. Many said they have already sent all

file to organization, and few said they are very busy and finds no time to come to office and submit it to their respected recruiter. They spent 2 days in calling all the candidates and communicating them the information They found back ground verification is very important in any organization to ensure that the employees have the required qualifications and skills to fill up the space which is vacant in the organization. There was an average response from the candidates end and They attached the documents given by them in their files and filled the check list for Back ground verification. These files will be sent to external agencies for the back ground clear only after clearance is given from the agency, the candidates papers will be preceded. If there is any black mark or fake records are found in the documents and certificates produced by them then necessary actions will be taken by the organization against the particular individual. They called the candidates AUDIT: The checklist for candidates consists of totally 24 documents. The audit here refers to the auditing of necessary files and an unbiased examination and evaluation of the documents submitted by each and every candidate. The file contains the following documents; Confidentiality Agreement, Affidavit, Offer letter, Offer put-up, Tata Code of Conduct Employee Declaration form ,Offer acceptance letter ,Relieving letter ,Medical Certificate ,INFOSYS offer letter ,Id Proof ,Pay Slip ,Technical Evaluation Sheet ,MR Evaluation Sheet, HR Evaluation Sheet, Photos ,Blue Form ,10th and 12th Mark sheet ,Degree Certificate ,BGC form ,BGC consent Form

They used to check whether these documents are there or not if not will mention the missing documents in the check list and put it as a pending file and the Induction team will get back to the employee to give the missing documents. After getting the documents will clear the file. AIEEE EXAM: All India engineering entrance examination was conducted by INFOSYS. This examination was conducted by combined effort of Vel Tech University and INFOSYS ION group. RECRUITMENT DRIVE: The drive started in morning around 9.30.a.m for the experienced candidates. The rounds are 1. Technical interview 2. Managerial interview 3. HR interview There were many panels for different type of interview. First the technical interview take place, once the candidate clears the technical interview they will be called for managerial interview. This managerial interview takes place for minimum time of 20 minutes. In this interview they interview and rank the candidate according to these parameters and ranks 1. L1- Bad 2. L2-good 3. L3- excellent performance

Once they cleared the managerial interview they are 95% confirmed they will be moved to HR interview and then ask to enter all their details in INFOSYS next step portal. The offer letter, acceptance of offer will be sent through this portal where they will be provided with a username and password. In some cases after the MR interview itself they will allow the candidates to fill their details.

INDUCTION TEAM: They was involved preparing the candidate induction files. This file has all the required papers of that particular candidate right from his entry into the organization. Soon after a candidate has joined in the organization and he has completed all his induction formalities, all his papers will be sent to the TAG induction team. They were involved in punching all those files and keeping them in the respected candidates file. There were around 300 files. They first took all the files, arranged them in alphabetical order and also arranged all the papers that have to be placed in the files in alphabetical order. Then they placed the papers in the respected files. After placing all the files in order they arranged them in a sequential order according the employment number. They were in induction file audit. After arranging the files of the candidates in an order, They placed induction check list and audited all the files. Auditing is one major work in which they was involved. in the induction team. They audited around 360 files. To audit the employee has to check 22 different papers in the file with use of the induction checklist. After completing the audit they had to sign in Audit 1 column and the supervisor had to sign I audit 2 columns.

After placing all the forms of the candidates in their respective file, they updated the induction form in excel. Updated in Excel, all the file placed and files missing in the folder of a particular candidate. They called few candidates and asked them their office location and entered the same in the tracker. They called around 150 candidates. When the candidates come to the office for completing their joining formalities, they had to sign a confidentiality agreement. They Prepared 5 pages of confidentiality agreement for 500 candidates and pined it for the candidates. Sorted out the induction files into three - 1.cleared, 2. Pending, 3. Separated after the files has been audited and updated in the Excel and they had to check all the files and divide them under the above three categories. Some employees who had left the organization so there files had to keep their files separately. They were in these sorting jobs for 2 days. They sorted around 5000 files. Took print out of offer acceptance letter of the candidates from ULTIMATIX. After a candidate has been selected, he will be sent an online acceptance letter. The candidate must accept the offer letter in online within the valid time limit. After the candidates have accepted the offer, his offer letter has to be taken from Ultimatix and should be placed in his file. They generated offer letter for around 350 candidates and placed the letter in their file. 5. SYSTEMS ROLE IN HR (*ULTIMATIX SOFTWARE*): For the project Ultimatix, INFOSYS has been awarded as the InfoWorld 100. IT project are honored by InfoWorld 100 that id displayed the most creative use of cutting-edge technologies to further their business goals. Login at the site of www.Ultimatix.net t o get more details about it by giving Username and Password.

INFOSYS has an ERP tool called Ultimatix in INFOSYS which can be accessed at https:\\www.ultimatix.net. You cannot do anything with it now though if you are not yet a INFOSYS employee. Ultimatix is the ultimate ERP tool that you will have to claim your reimbursements, apply for leave, view your pay check, and fill in your time sheet (this is after training i.e. during your project after allocation). The outcome of Ultimatix was a cohesive network and method for developing all internal process, together with HR, finance, and project management. Ultimatix include custom based on J2EEusing rule engine, workflow services and SOA based on the ERP suite. Ultimatix is the platform. INFOSYS uses to consolidate internal systems and take advantage of group knowledge. Ultimatix is an application that maintains user specific data of employees namely application for leave, paycheck, time sheets etc. It comprises of various useful features depending on job profile and user specific. For more clarity i have mentioned a few features that are used by me. Time sheet: in simple terms it is the place where I mark my attendance every month. We have to update the hours we have worked and the breaks we have taken. Leave Management: We are provided an entire section where we can manage and apply for our leaves. This avoids the conventional way of applying for leaves through an email, where keeping track of the leaves applied is difficult. Here we have a whole history of the leaves applied for, approved etc. so we can keep track of our yearly leaves.

Pay slips: We get our pay slips on Ultimatix. We can check for previous months pay slips and download the same. Rather that receiving them via email we can just run a search for which ever month we wish to view the pay slip for. Appraisal Management: Our appraisals too are done from Ultimatix. During appraisals we have to provide our ratings on the goal sheet of this site. Where we rate ourselves 1st and upload it, then our managers give us their ratings for us. There is a section for entertainment where quizzes that are created by us employees are posted and solved. Quizzes on general topics like movie, music, general knowledge etc. Ultimatix is like a INFOSYS magazine, it gives use various news going on around all INFOSYS across nations. There are articles put by CEOs and Department Heads on various things happening in and out of INFOSYS projects. Ultimatix is a way the HR and Higher Management communicates to use and we to them. Right from job vacancies to IJPs, the new rules or HR activities is done through Ultimatix as it is accessible to each and every employee. In this way it gives us a total overview of our company and thus keeps each employee in loop of their individual data as well as general INFOSYS information. Soft ware used for Collaboration and mail :- Audio Visual Bridge for audio bridge and video conferencing In Employee Self Service:- Expense / Loan / Company Transport Service / Miscellaneous Goods & Services / Night Shift Allowances / Provident Fund / PF Transfer / Smart Card Management / Company Transport Services / Holiday Home / Welfare Trust / Investment Declaration.

For the Project Ultimatix, INFOSYS has been awarded as the InfoWorld 100. IT projects are honored by InfoWorld 100 that display the most creative use of cutting-edge technologies to further their business goals. For the InfoWorld 100 Awards, INFOSYS nomination was based on Project Ultimatix. The outcome of Ultimatix was a cohesive network and method for deploying all internal processes, together with HR, finance, and project management. Ultimatix INFOSYS included custom based on J2EE using rule engines, workflow services, and SOA based on the ERP suite Took print of the Ultimatix sheet of selected candidates who have applied for their induction. The Ultimatix sheet contains personal details of the candidate, total experience he have, skills, source, educational qualification along with their H.S.C, SSC, Graduation mark list, year of completing the course, percentage and CGPA. The grade in which the candidate is been graded is also mentioned in Ultimatix. It also has the details of the recruiter name his designations. Theys took print of Ultimatix sheet for around 500 newly joined candidates. Back paper was prepared. After taking both the offer acceptance letter and the Ultimatix sheet of the candidate, the back paper must be prepared by the They. After the back paper is prepared and audited, the candidate t date of joining must be taken from the joining tracker and has to be entered in the top of the joining letter. Few options of Ultimatix tools Integrated workforce management system Requirement gathering system Resource management group

 Exciting opportunities Resume builder Visa tracker Reports Workforce Workforce planning

Group leaders

unite resource management group

Mostly HR people works under this tool GLOBAL RECRUIREMENT SYSTEM . It consists of: GLOBAL REQUIREMENT SYSTEM

Requirements Walk-in-drives Placement agency Mark as inactive Pfiles

candidates jobs agency billing reports mass mail

 BR Lead requirements CREATING EP NUMBER: The They created EP number for the lined up candidates. EP number is used to track the application of the candidates and find its status. If offer has been rolled out for the candidate then he will get application number and need to submit the necessary documents to the Induction team and if he is taken in drive then he will get employee number. Kinds of EP Number 1. EPCN Is a Direct candidate 2. EPIR Is Internal Referral Candidate 3. EPRA Is Vendor Candidate The they used to check whether the candidate has an EP Number or not through Ultimatix in GRS reports by entering Name, Date of Birth if he already has an EP Number it will be displayed. If he doesnt have an EP Number They used to enter the following details and create EP Number 1. Title Mr or Ms 2. Name 3. Gender 4. DOB 5. E-mail id

6. Skill set 7. Contact Number 8. Agree. Then EP Number will be created. Human Resource Department organizes people, improve relationships, and work in a way that best supports the accomplishment of the organization's goals. Departments are usually organized by functions such as human resources, marketing, administration, and sales. Departments are the entities organizations form to organize people, reporting relationships, and work in a way that best supports the accomplishment of the organization's goals. Departments are usually organized by functions such as human resources, marketing, administration, and sales. But, a department can be organized in any way that makes sense for the customer. Departments can also be organized by customer, by product, or by region of the world. The forward thinking human resource department is devoted to providing effective policies, procedures, and people-friendly guidelines and support within companies. Additionally, the human resource function serves to make sure that the company mission, vision, values or guiding principles, the company metrics, and the factors that keep the company guided toward success are optimized. The most common Human Resource jobs that are grouped in the Human Resource Department are the Human Resources Director, Human Resources Generalist, and Human Resources Assistant. Additionally, some organizations have a Vice President of Human Resources and employees who are organized around providing a specific component of Human Resource services including compensation, training, organization development, and safety.

HR FUNCTIONS Hr has different functions and different roles to process .Some are as follows

recruiting and Hiring Employees and Employee Salary Employee Management and Employee Performance Management Business Management and Policies for Workplace Management Motivation, Coaching, Training and Education for Employees

Need for HR 1. The changes in organization design and structure affecting manpower demand. 2. The demographic changes like the changing profile of the workforce in terms of age, sex, education etc. 3. The Government policies in respect to reservation, child labor, working conditions etc. 4. The labor laws affecting the demand for and supply of labor. 5. Pressure from trade unions, politicians, sons of the soil etc.

6. Introduction of lead time in manning the job with most suitable candidate The Human Resource Department deals with management of people within the organization.. There are a number of responsibilities that come with this title. First of all, the Department is responsible for hiring members of staff; this will involve attracting employees, keeping them in their positions and ensuring that they perform to expectation. Besides, the Human Resource Department also clarifies and sets day to day goals for the organization. It is responsible for organization of people in the entire Company and plans for future ventures and objectives involving people in the Company. Research has shown that the human aspect of

resources within an organization contributes approximately eighty percent of the organizations value. This implies that if people are not managed properly, the organization faces a serious chance of falling apart. The Human Resource Departments main objective is to bring out the best in their employees and thus contribute to the success of the Company. These roles come with certain positive and negative aspects. However, the negative aspects can be minimized by improvements to their roles and functions. These issues shall be examined in detail in the subsequent sections of the essay with reference to case examples of businesses in current operation. Positive aspects of Roles and Functions of the Human Resource Department .

Recruitment of Employees This is one of the most fundamental roles of the HR department. This is because this function ensures that the Company under consideration selects the most skilful and competent person from a sea of applicants at that time. This function involves evaluation of ability and competency of potential employees in relation to what the Company needs. This role falls under the Staffing role of management. If this function performs well, then the organization. Will increase value consequently being on the right pathway to achieve its organization.al and departmental goals and objectives. Effective recruitment can be done through a number of ways. First of all the Company can conduct educational and psychological measurements. This task will involve assessment of abilities, skills and character evaluation of applicants. Through psychometric evaluation, the Company can ensure that employees have the right attitude necessary to fit into the organization.. Another method Companies use to recruit members of staff is through interviews. Here, the

Human Resource Department can ask applicants questions that evaluate their decision making abilities and how they would deal with certain situations if presented with them. The Department can also employ the use of written interviews where applicants answer questions addressing key issues in the organization. Through these channels, the Department contributes towards organizational performance. An example of a Company that performs this role well is INFOSYS. The Company notifies the public about vacancies. Those who fall within their minimum requirements are invited for an interview. In the interview, applicants are asked a number of questions and those who did extremely well are further analyzed and retained. Those who did moderately well are not immediately eliminated; instead, their interview questions are kept on file then these are reviewed after six months. By so doing, the INFOSYS makes sure that its employees are highly capable and that they will enrich the organization. Improvement of Compensation Packages One of the major functions of the HR department is to motivate employees. This can be done through rewards especially for those who have done well. The HR department needs to evaluate performance of employees and those who have exceeded expectations should be compensated for their actions. Research has shown that rewarding employees for good performance is the number one incentive for keeping up this trend. These compensation packages can come in the following ways; - Holiday Offers - End of Year Bonuses

- Equities - Awards - Salary Increments - Provision of Flexible Working Hours - Straight forward Promotion Schemes and Career Developments If the HR department includes these incentives, then it will ensure that employees are satisfied with the Company. It will also contribute towards good staff retention rates. This is especially crucial in increasing stability within the organization. It also makes employees identify with the firm and instills a sense of loyalty. Planning in the Organization The Human Resource Department is placed with the responsibility of ensuring that it plans adequately for all the organizations future engagements that will involve people. One important aspect of this is planning for employees in the organization.. It is important that the organization. Ensure that all the employees under its wing are just enough to increase value to the organization..The Department must ensure that staff members are not too many because if they exceed this amount, then the organization. Stands too lose. It must plan adequately to ensure that staff members are not too few either, otherwise they will be overworking those who are already in place. Consequently, there will be poor motivation resulting from fatigue. The HR department is also bestowed with the responsibility of planning future organization.al goal in relation to people or clarifying these same goals to staff members. This function of the department ensures that people in the organization. Have a general direction which they are working towards. Organizations that have

a clear direction are always more effective; those members of staff will be more result oriented rather than just working for the sake of it. The Department is also responsible for setting day to day objectives necessary for streamlining activities within the organization. And thus ensuring that work is not just done haphazardly. Negative Aspects of Functions and Roles of the Human Resource Department There are a number of problems that arise as the department goes about its activities Problems in Recruitment .The department may sometimes be unable to adequately coordinate and incorporate all the employees needed in the Companys operations. so these problems will be solved By HR department personals. Problems in compensation In the process of trying to motivate members of staff to perform better, the Human Resource may make deals that eventually cause problems. The Company has an employee Compensation policy that requires that one should be rewarded for the time they have served the Company. Analyze INFOSYS' HR practices with respect to its policy related to compensation of its employees Discuss various concepts related to compensation management. Discuss the importance of variable compensation in light of its ability to motivate employees and enhance organizational productivity. Discuss the pros and cons of the EVA-based compensation management system and also analyze EVA as a performance measurement tool.

 Understand the rationale behind the cut in the compensation of the employees at INFOSYS. Understand how macroeconomic variables could affect a company's HR policies. Appreciate the importance of HR goals and strategies in the success of an organization Problems in Planning Sometimes the HR Department can employ people who may not contribute towards organization.al principles. The Companies may fail to plan well for the kind of employees it is recruiting. This was witnessed when one of the employees was fined in the Court of law for non adherence to accounting laws. This problem could have been prevented if the HR department had evaluated this employee before hiring her and also evaluation should have been done during her performance. If HR had been extremely critical, then they would have realized that the employee did not adhere to Company principles and would therefore have terminated her employment. Some departments have failed in its communication function to employees. The department should have ensured that they constantly communicate to members of staff about the goals and objectives of the Company on a day to day basis. This would have made them very clear in the minds of employees and would have prevented the downfall of the Company. Strategies to Improve Human Resource Departments Value to the Organization. Training and Internships It is not necessarily a guarantee that a candidate who did well in the recruitment exercise is the best in performing an organizations functions. New employees

need orientation into the Companys functions and can also improve some inefficiency that these new employees may have in relation to their skills. This is the purpose of placing them on internships. Training is also essential for members of staff who have been working for the organization for a long time. This is especially so in the wake of technological advancements, legal changes and changes in service delivery. It is important for an Organization to keep up with industry trends otherwise it faces the danger of becoming obsolete; especially in the background of increasing competition. Training need not be restricted to improvement of skills; it can also involve improvement of attitudes. This is normally characterized by attendance of workshops and other forms of talks. Training also increases motivation of employees and gives them that extra boost of energy needed to get them through tough times in their jobs. All the above tasks are placed under the Department of Human Resource because it is the one that will asses when training is needed, who needs the training, where and by whom. This aspect is a sure to improve value of the HR Department in the organization.. Making Better Use of Time The Human Resource is conferred with the responsibility of ensuring that all members of staff perform to their best ability. It could improve this area by facilitating better use of time in all departments within the organization.. Time is one of the most crucial yet intangible assets of the Company. The proper use of this resource could maximize production and achievement of organization.al goals. The Department can do this by planning activities to be carried out in the organization.. It can make schedules for the various activities that have to be done in the organization. and thus facilitate better flow of information. In addition to

this, the Company can also ensure that all members of staff are held accountable for not performing a certain task. This is especially in regard to maintenance of the schedules. In so doing, human the Human Resource Department will be ensuring that employees do not simply report to work and that the time spent at work is directly proportional to output. Improving Organizational Culture The Human Resource Department can try to improve organization.al culture through a three step procedure. The first step of the process is observation. In this step HR finds out what makes ups or what the companys culture is like. HR should also be very intense on the organization.al needs. Here, HR should realize that personal fulfillment works better and therefore should try to ensure that the change is relevant to every staff member. In this stage, HR should try to explain to all staff members or stakeholder the advantage of transforming the culture in the organization.. This should be made clear so that all can see the advantages at the individual level and not simply at the organizational level. Then HR should try to eliminate all inhibitions in staff members minds. It is possible that some may claim that they tried one or two strategies before and it did not succeed. This are what are called cries of despair and HR should try its best to explain to staff members the need of changing the culture of the organization.. The next step is the analysis of various aspects. Here, there is collection of data needed in making certain that culture changes. This stage involves checking out the success features or the factors that can facilitate its success. There should be calibration of data collected. Staff members should be made to understand that there are no perfect situations for implementation of changes. The analysis should

involve assessing whether the information is sensible or not. Whether data gathered will be helpful or not and if it is too little or too much. Staff members should be requested for data that will help change the culture. Of course when trying to bring in change HR Department should have perceived benefits, a deadline for execution and also the realised gains in relation to the change in culture. In this step, there should be reality checks which should be done often. There should also be continuous integration. Through this scheme HR Department should be able to change the culture in the organization and add value to it.

FOUR STEP TRAINING PROCESS: