Infosys
The recent initiatives of HR definitely contributed to the discontent among the employees. The first was variable pay. This concept was viewed poorly by the majority of employees as a ploy to lower compensation costs. While variable pay worked for the senior executives of the company, the reality is that senior executives a) are often competitive in nature and are thus motivated by the challenge to excel and b) make lots of money so aren't worried on that level if they miss their targets. Employees lower in the organizational hierarchy may not have the financial security yet – especially ones fresh out of college – to whether pay uncertainty. Further, they have fewer skills that would make them feel confident about outperforming. On top of that, the majority of people are not especially competitive in this regard and may not even have the opportunity to excel much less the desire to do so. Variable pay was a poor idea for a company so reliant on young, relatively inexperienced labor.
Broad-banding was met poorly by the employees as well. First, it was poorly communicated, which alone would spell trouble for an HR initiative. HR needed to take the lead on internal communications, instead of delegating that to managers, who may also have struggled to understand or champion the idea. Furthermore, people like making progress, so cutting in half the number of levels through which one can make progress likely rubbed employees the wrong way, especially if they felt that they were not going to be supported in their journey.
The promotion policy rankled some employees as well. Partly, there are some who expect seniority to matter, but there is nothing intrinsically wrong with merit-based promotions. At its heart, tying promotions to the needs of the organization makes perfect sense, but it will create a situation where an employee who has earned a promotion might be forced to seek it elsewhere if they do not receive it at their company.
The problems that Infosys faces are serious in the sense that there is intense competition for high quality workers. The restructuring moves were made with an eye to ensuring a high quality workforce, but when they are...
Infosys Case Study The situation at Infosys depicted in the early 2000's suggests the necessity for a Human Resources Management (HRM) plan that is aligned with overall organizational strategy and reflects the desired intents and actions from the leadership of this company. Mello (2012) wrote " taking a strategic approach to HR management involves abandoning the mindset and practices of 'personnel management' and focusing more on strategic issues than operational issues,
There is a profound and emotional stigma linked with outsourcing. For firms it gives hope and assurance for survival but for those relocated the topic is met with strong anger. Throughout the years of prosperity outsourcing was used to increase operating return-on-investment (ROI) and fill supply gaps that could not be provided domestically. Now that circumstances are different outsourcing is looked at as a means for continued existence. However outsourcing
The case study is well-researched, logical, and is almost a text-book example of the way new modeling theories of management can be incorporated into traditional cultures. We must remember, by most standards, India has only been a democracy for about 1/2 a century, and needed time to evolve and develop a culture in which sharing of responsibility, encouragement of constructive dissent, and models of shared excellence were acceptable to most
Managerial Challenges The global recession that hit the business world and to some extent the private sector saw unprecedented migration of employees across companies predominantly due to the uncertainty in the job security that from factual sacking or laying off by the organizations. Many people looked at the rate of unemployment and loss of jobs and even without proper prompting opted to jump ship. This trend of attrition became so common
" The final force of collaboration, which Freidman (2006) calls "informing"-which are search engines like Yahoo, Google, MSN, etc., which has facilitated "Internetizer technologies" to work together with limitless information all by itself (Freidman, 2006). Therefore, the initial three flatteners formed the novel stage for cooperation, and the subsequent six have been the novel shapes of cooperation that flattened the world. The last flattener is referred to as "the steroids," and
sexual harassment and its negative impact on workplace. Many companies in past have faced the incidence of harassment due to which the company image was also negatively affected. Certain preventative measures and policies can help the companies maintain a safe and harassment free workplace for all workers. VICTIMS RIGHTS MOVEMENT Issue Description Sexual harassment is one of the most disturbing issues faced in the workplace. This creates many negative impacts on employees,
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now