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Infosys Employee Satisfaction Strategy

1) Infosys was facing high employee turnover in 2003 after being rated the best employer in 2001-2002 due to competitors offering higher pay. 2) The document evaluates alternatives to improve employee satisfaction and regain Infosys' position as a top employer, considering factors like communication, culture, employee choice and productivity. 3) The recommendation is to improve communication channels between management and employees to effectively convey policy updates, restore culture and give employees a voice, addressing the root cause of dissatisfaction.

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Pratyaksh Jain
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297 views8 pages

Infosys Employee Satisfaction Strategy

1) Infosys was facing high employee turnover in 2003 after being rated the best employer in 2001-2002 due to competitors offering higher pay. 2) The document evaluates alternatives to improve employee satisfaction and regain Infosys' position as a top employer, considering factors like communication, culture, employee choice and productivity. 3) The recommendation is to improve communication channels between management and employees to effectively convey policy updates, restore culture and give employees a voice, addressing the root cause of dissatisfaction.

Uploaded by

Pratyaksh Jain
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Contents

01
Situational Analysis

02
Problem Statement

03 Evaluation Criteria

04 Recommendation
Situational Analysis
Company Background
The Birth of Infosys Expansion High Employee Turnout

1981 2001 2003


Infosys expanded With other players
from 250 employees coming into market
Infosys begins its in 1992 to 15,000 retaining employees
operation in 1981 with employees in 2002. became a problem as
Narayan Murthy and 6 With Best rated competitors pulled
other employees employer in 2001 and high performing
2002. Infosys moved employees at higher
out of list in 2003. CTC.
Situational Analysis
The HR implications of transformation

Moving up the IT Value chain Employee Dissatisfaction

01 Infosys moved from providing lower


end solutions to higher end value 04 Organization growth led to
employees to reflect and realize that
added services work was not fulfilling

Developing the Infoscion Broad banding


02 Employee will be committed to firm
only when firm is committed to 05 Infosys collapsed its structure from
15 layers to 7 band
employee

Managing Scale Variable Pay and Promotion


03 Senior managers were not in touch
with rapidly changing realities of 06 Variable pay was introduced with
respect to company performance,
employee at lower level unit and individual performance.
Problem Statement

“
Infosys was always considered a model employer had consistently been voted #1 in
Business Today best employer Survey both in 2001 and 2002. However, in 2003 it fell
from the same list. Moreover, there had been a growing dissatisfaction within the
“
employees of the company itself. Infosys now needed to find a solution to this discontent
so as to reclaim its position as Best employer and also get into top 10 Best performing
companies by 2007.
Criteria For Evaluation
Criterions that should be considered before deciding on a plan of action

01 02

Add Contents Title


Employee Satisfaction Financial Implications for
Level Infosys

03 04
Infosys’s Aspiration to Employee Productivity
.
Grow & Expand Level
Options
Alternative 1 Alternative 2 Alternative 3

Communication Infosys Culture Choice of project


Improve channels of Reinstate the traditional Infosys Enable employees to choose
communic-ations to ensure culture- Its small- company feel their projects in case of
implementation of positive and collegial environment and repetitive work. Job rotation
changes in the working focus on improving engaging can be ensured to avoid the
environment and reinstate- with employees on personal tasks being monotonous.
ment of infosys culture, pay level Focus on developing the Incentives for innovation can
and promotion policies, ‘Infoscion’ sentiment.
employee satisfaction and be designed.
talent retention with appropriate
feedback for clarifications and
grievances.
Recommendation

“ After considering all criteria of evaluation, we believe that alternative 1 would be the
most suitable solution to the existing problems of Infosys. Improving channels of
communication will help the management to convey all updated policies to the
employees under them. This openess will help restore a better work culture.
Providing the employees with an effective feedback and clarification mechanism will
help them voice their concerns and dissatisfaction.
“

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