Vivekananda Institute of Professional Studies- TC

Vivekananda School of Law and Legal Studies

PSDA Assignment
Course Code: BBALLB-214
Course Name: Human Resource Management
Submitted to: Dr. Shefali Sachdeva, VSLLS, VIPS-TC
Submitted by: Kavya Mehrotra
Enrolment Number: 06217703522
Semester and Section: 4-L

1 Presentation title 20XX

 SUSTAINING
BRILLIANCE: THE
‘INFOSYS’ WAY OF
EMPLOYEE
NURTURANCE
 ABOUT THE COMPANY
• Established in 1981, Infosys is a NYSE listed global consulting and IT services company with
more than 336k employees. From a capital of US$250, it has grown to become a US$ 18.38
billion (LTM Q1 FY24 revenues) company with a market capitalization of approximately US$ 67
billion.
• In its journey of over 40 years, the company has catalyzed some of the major changes that have
led to India's emergence as the global destination for software services talent. It pioneered the
Global Delivery Model and became the first IT Company from India to be listed on
NASDAQ(National Association of Securities Dealers Automated Quotations).Its employee stock
options program have created some of India's first salaried millionaires.
• In 2023, Infosys was even recognized as one of the World's Most Ethical Companies (2023) for
the Third Consecutive Year by Ethisphere and was awarded the Global Top Employer 2023
certification in 22 countries, across Asia Pacific, Europe, the Middle East, and North America.

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 INTRODUCTION
Employee maintenance is a crucial function of human resource management that focuses on retaining and supporting employees within an
organization. It involves creating a positive work environment, providing opportunities for growth and development, and addressing employee
needs to ensure their well-being and satisfaction. As an imperative function of Human Resource Management, Employee Maintenance offers
various advantages such as:

COST SAVINGS- ENHANCED EMPLOYER

REDUCES PRODUCTIVITY- BRANDING –
TURNOVER IMPROVES ENHANCES
EXPENSES WORK EMPLOYER
EFFICIENCY REPUTATON

EMPLOYEE RELATIONS – IT BUILDS EMPLOYEE

RETENTION- IT HELPS IN BUILDING CULTURE – SHAPES
HELPS IN KEEPING STRONG ORGANISATIONAL
VALUABLE EMPLOYEE ETHOS
EMPLOYEES RELATIONS

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 EMPLOYEE WELL BEING
• WHY IS THERE A NEED FOR ORGANISATIONS TO FOCUS ON EMPLOYEE WELL BEING?
Organizations should prioritize employee well-being because it directly impacts overall performance, productivity, and
sustainability. When employees are physically and mentally healthy, they are more engaged, creative, and productive,
leading to improved business outcomes. Additionally, a focus on well-being enhances job satisfaction and employee
retention, reducing turnover costs. Moreover, organizations that prioritize employee well-being tend to have a positive
reputation, making them more attractive to top talent. Beyond these practical benefits, it is a moral and ethical responsibility
for organizations to create a work environment that supports the health and happiness of their employees. In today's
competitive landscape, where talent is a critical asset, a focus on employee well-being is not just a choice; it's a strategic
necessity.

• IS EMPLOYEE WELL BEING PRIORITISED IN A MULTI-NATIONAL CORPORATION SUCH AS INFOSYS?

Yes, employee well-being is a priority at Infosys. The company has implemented a range of initiatives and policies to support
its employees' physical and mental health. Infosys offers flexible work arrangements, including remote and hybrid options,
to promote work-life balance. They invest in employee training and development, emphasizing skills and wellness.
Additionally, Infosys fosters an inclusive and diverse workplace culture that values each employee's well-being.

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 EMPLOYEE WELLNESS PROGRAMS
Post the pandemic, since the issues A chatbot was introduced for This program promotes health and
amongst women employees were Infosys’ employees on their in- Infosys has launched 25+ wellness fitness among employees through
rising, an exclusive network was house app as a self-help platform podcasts covering a series of diverse activities like fitness challenges and
created to handle their concerns. for them to be able to resolve any topics featuring internal as well as health talks. They inspire colleagues
This network focuses exclusively on basic issues and queries they have external speakers. to adopt healthier lifestyles, fostering
handling cases pertaining to women at their fingertips. a culture of well-being.
employees.
WOMEN SAMARITANS WELLNESS CHATBOT PODCASTS FITNESS INFLUENCER
NETWORK TEAMS

Infosys has successfully been able Resolution hubs such as HEAR, Anti iMother is a smart app which is a It is an Employee Resource Group for
to transform the concept of physical Sexual Harassment Initiative have one stop shop for all employees employees with disability that aims
communities into virtual been created to provide a safe and proceeding or returning back from to create a safe, accessible and
communities, where clubs and positive work environment for the maternity, with the basic objective to inclusive work environment. It
communities are now driving employees. Resolution hubs can be ensure employees - ‘Stay Connected, addresses specific needs towards
programs on different facets of well- better understood as a robust Stay Relevant, Stay Inspired’. It the recruitment, development of
being – physical, emotional etc. grievance solution mechanism. ensures that work life balance is employees and aims at creating an
maintained during this phase. inclusive environment.
COMMUNITIES RESOLUTION HUBS iMOTHER Infyability
 EMPLOYEE ENGAGEMENT
• WHY IS THERE A NEED FOR HUMAN RESOURCE MANAGERS TO ACTIVELY FOCUS ON EMPLOYEE
PARTICIPATION?
Employee participation is crucial for Human Resource managers as it fosters a positive work environment and
improves employee engagement. When employees are actively involved in decision-making processes, they feel
more valued and invested in their work, leading to higher job satisfaction and improved morale. This engagement
can result in innovative ideas and creative solutions to challenges, ultimately driving organizational performance.
Additionally, employee participation empowers employees and gives them a sense of ownership in their work,
leading to increased motivation and a willingness to take initiative. Overall, employee participation is essential for
HR managers as it creates a more engaged, motivated, and productive workforce, which is key to organizational
success.
• HOW DOES INFOSYS ADDRESS THIS IMPORTANT ISSUE OF INDUCING EMPLPOYEE ENGAGEMENT?
Infosys fosters employee engagement through its iEngage program, which includes various activities promoting
community and belonging. The company encourages open communication, valuing employee feedback and ideas.
Infosys also prioritizes professional development, offering training and career advancement opportunities. This
comprehensive approach creates a work environment where employees feel valued and motivated, leading to
higher levels of engagement and commitment.

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 EMPLOYEE ENGAGEMENT PROGRAMS
InfyMe is Infosys' internal platform Infosys' PowerTeams program iEngage is Infosys' employee RISE (Recognition, Inspiration, and
offering employees access to tools, encourages cross-functional engagement program focused on Success Engine) is Infosys'
resources, and communication collaboration and innovation. It creating a positive work recognition program that celebrates
channels. It serves as a hub for brings together employees from environment. Through activities and employee achievements. It inspires
learning, development diverse backgrounds to solve initiatives, it aims to enhance continuous improvement,
opportunities, and collaboration, complex problems and drive morale, foster a sense of belonging, motivating employees to perform at
fostering innovation and growth. creativity. and strengthen the bond between their best and contribute to
employees and the organization. organizational success.
InfyMe PowerTeams iEngage RISE

HALE (Health Assessment and Puls is Infosys' internal Infosys' Chatbot provides quick, SPARK is Infosys’ internal
Lifestyle Enrichment) is Infosys' communication platform, enhancing personalized responses to innovation platform that
wellness program promoting connectivity and collaboration. It employee queries. It enhances encourages employees to submit
employee health and well-being. enables real-time messaging, file employee experience by offering innovative ideas and collaborate
Through assessments, counseling, sharing, and team collaboration, efficient support for HR, IT, and on projects that drive business
and fitness activities, it encourages facilitating effective communication other services. value and improve processes.
employees to lead healthier among employees.
lifestyles.
HALE Puls Chatbot SPARK
 FLEXI-TIME
POLICIES
• WHAT IS MEANT BY FLEXI-TIME POLICIES?
Flexi time refers to a work schedule that allows employees to vary their start and end times, as long as they work a set
number of hours within a defined period. It gives employees more control over their work hours, enabling them to better
manage personal and professional commitments.
• HAS INFOSYS IMPLEMENTED FLEXI-TIME POLICIES?
Yes, Infosys has implemented flexi time policies to accommodate the diverse needs of its employees. Infosys offers flexible work
arrangements, including remote and hybrid work options, allowing employees to balance work and personal life effectively. It
company allows employees to choose their start and end times within a certain range, provided they complete their required hours.
This flexibility enables employees to manage their work schedules around personal commitments, leading to improved work-life
balance. Infosys communicates its flexi time policies clearly to employees and provides support and resources to facilitate flexible
scheduling. Overall, Infosys' approach to flexi time policies has been successful in enhancing employee satisfaction and productivity.
 THE NARAYANA MURTHY CONTROVERSY
• BACKGROUND
• In 2017, Infosys co-founder Narayana Murthy raised concerns about the company's work culture, particularly regarding the expectation of employees to work long
hours, reportedly up to 70 hours per week. Murthy's comments sparked a debate about work-life balance and the impact of long work hours on employee well-being.
• RELATION TO FLEXI WORK TIMINGS
• The controversy highlighted the importance of flexible work timings, as employees expressed concerns about the lack of work-life balance due to the long hours
expected at Infosys. Flexi work timings could have provided employees with more control over their work schedules, allowing them to better manage their personal and
professional commitments.
• IMPACT
Infosys faced serious backlash in accordance to the comments made by it’s founder. As a result, several key concerns emerged such as lack of a work life balance, health
and well-being of employees, deteriorated quality of work and impact on the diversity and inclusion.
In response to the backlash faced, Infosys has taken several steps to address the situation:
1. Open Communication: The company has engaged in open dialogues with employees to better understand their concerns and challenges. Infosys is actively seeking
feedback to refine its policies.
2. Flexible Working Arrangements: Infosys is exploring flexible working arrangements to provide employees with more control over their work hours, helping them
balance work and personal life.
3. Mental Health Support: The company is actively promoting mental health awareness and providing resources to help employees manage stress and maintain well-
being.
4. Reevaluation of the Policy: Infosys has stated that it is reevaluating the 70-hour work week policy to ensure it aligns better with the needs and expectations of its
workforce.
 HYBRID+REMOTE WORK CULTURE IN INFOSYS
• WHY HAS THERE BEEN A SHIFT TOWARDS ORGANISATION ADAPTING HYBRID AND
OPTION 1. OPTION 2. REMOTE WORK CULTURE IN IT’S FLEXI-TIME POLICIES?
Some All employees The world as we knew it changed dramatically in early 2020 when a novel virus, COVID-
employees spend part of
work in the the week in the
19, swept across the globe. This pandemic has not only reshaped our daily lives but has
office, while office and part also left an indelible mark on the way organizations operate and how we understand
others work of the work organizational behavior. First and foremost, we witnessed an unprecedented shift to
remotely OPTION 3. A remote remote work. The office cubicles were replaced by living room desks, and Zoom calls
combination of became our new boardrooms. Organizations that had never considered remote work were
the two
forced to adapt quickly, and in doing so, they unlocked a new dimension of flexibility and
• HYBRID WORK CULTURE trust in their workforces.
• HOW HAS INFOSYS ADAPTED TO THIS CHANGING WORK CULTURE?
Infosys has actively promoted a remote and hybrid work culture through a multifaceted
approach. The company invested in advanced technology infrastructure, including
collaboration tools and secure remote access systems, enabling seamless remote work.
They also prioritized employee training and skill development to ensure readiness for
remote and hybrid work arrangements. Infosys revamped its performance evaluation
metrics, considering remote work effectiveness, and emphasized work-life balance to
prevent burnout. Open communication and collaboration were fostered through virtual
• REMOTE WORK CULTURE meetings and digital platforms.
11 Presentation title 20XX
EMPLOYEE STOCK OWNERSHIP PLAN
• WHAT IS MEANT BY EMPLOYEE STOCK OWNERSHIP PLAN?
• ESOP stands for Employee Stock Ownership Plan. It is a benefit plan that enables employees to become partial
owners of the company they work for by receiving shares of company stock as part of their compensation. ESOPs
are designed to provide employees with a stake in the company's success and align their interests with those of
the company's shareholders. Employees typically receive shares of company stock based on their salary, years of
service, or other factors determined by the company's ESOP policy.
• HAS INFOSYS IMPLEMENTED ESOPs? IF SO, WHY?
• Infosys implements ESOP (Employee Stock Ownership Plan) plans to enhance employee retention, motivation, and
engagement. By offering employees a stake in the company's success through ownership of company shares,
Infosys aligns their interests with those of the organization, fostering a sense of ownership and pride among
employees. This ownership culture can lead to improved decision-making, higher levels of commitment, and a more
cohesive workforce. Additionally, ESOPs can be an attractive benefit for attracting top talent, as potential
employees may be enticed by the opportunity to become shareholders. Overall, Infosys' implementation of ESOPs
reflects its commitment to nurturing a motivated and engaged workforce while also aligning with its business
goals.
 THE ESOP PROCESS
The ESOP process typically follows the following steps at Infosys:
GRANTING OF ESOPs
Infosys grants ESOPs to eligible employees based on performance and tenure.

COMMUNICATION
Employees are informed about the ESOP grant, including share details and vesting schedule.

VESTING PERIOD
ESOPs have a vesting period, after which employees can exercise their options.

EXERCISE
Employees can purchase Infosys shares at the exercise price after the vesting period.

TAX IMPLICATIONS
Infosys provides information on tax implications of ESOP exercise.

OWNERSHIP
Upon exercise, employees become shareholders of Infosys.

COMMUNICATION
Infosys communicates and educates employees about ESOP benefits.
 CONCLUSION
In conclusion. Infosys prioritizes employee engagement and wellness through initiatives like iEngage and wellness programs. These
initiatives create a sense of community and support employees' physical and mental well-being. By focusing on employee engagement
and wellness, Infosys fosters a positive work environment that enhances productivity and employee satisfaction.

Infosys offers flexible work options to promote work-life balance. Employees can choose their work hours within a certain range,
allowing them to manage personal and professional commitments effectively. Additionally, Infosys provides remote work opportunities,
enabling employees to work from home. These flexible work options demonstrate Infosys' commitment to supporting employees' work-
life balance and overall well-being.

Infosys invests in employee development and growth through training programs and career advancement opportunities. Employees have
access to a range of learning resources to enhance their skills and advance their careers. Infosys also provides opportunities for
employees to work on challenging projects, enabling them to grow professionally. By supporting employee development and growth,
Infosys ensures that its workforce remains skilled, motivated, and engaged.

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 REFERENCES
• Infosys. (n.d.). About Us. https://www.infosys.com/about.html
• NASDAQ. (2020, July 22). Infosys Launches Reskill and Restart, an Innovative Solution to Reskill the
American Workforce. https://www.nasdaq.com/press-release/infosys-launches-reskill-and-restart-an-
innovative-solution-to-reskill-the-american
• Monteiro, E., & Joseph, J. (2022). Preventing Stress, Improving Productivity: A Case Study on Stress
Management Policies of TCS and Infosys. International Journal of Case Studies in Business, IT and
Education (IJCSBE), 6(1), 401-413
• Jha, P., & Bhattacharya, S. (2021). The impact of emotional intelligence and servant leadership on employee
job satisfaction. International journal of innovation science, 13(2), 205-217
• Page, K. M., & Vella-Brodrick, D. A. (2009). The ‘what’,‘why’and ‘how’of employee well-being: A new model.
Social indicators research, 90, 441-458
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the worker into HRM. The journal of industrial relations, 44(3), 335-358
• Appelbaum E, Batt R (1994) The New American Workplace. Ithaca, New York: Cornell University Press
• Lawler E (1971) Pay and Organizational Effectiveness. New York: McGraw-Hill