Case Analysis

Case Analysis: Strategic Human Resource Management



Summary

The aim and objective of this study is to cover Strategic Human Resource Management practices used by Infosys Technologies. An organization was established in 1981 by six friends through an investment of 250 dollars in operations. In the start, an organization developed simple vision that was to create money by legal ways. But afterwards, CEO of an organization developed real vision and mission. The vision of the organization was to create value for stakeholders whether it belongs to internal management or external management. In order to increase the value of stakeholders, Infosys Technologies adopted various strategies like human resource management strategies. Through effective use of aggressive HRM strategies, an organization increased its revenue and net earnings. But still found hard to decrease the stress level of workforce which in turn decrease the employee satisfaction rate. The organization increased salary of its workforce and also provided stock options to them. Moreover, human resource management also developed polices, rules and regulations in order to reduce the ineffective performance of workforce. CEO of Infosys Technologies also developed acronym like C-Life in order to increase the value of employees. This acronym was developed for increasing fairness among productivity of workforce and services of customers. Furthermore, in order to execute policies in an internal environment of an organization, top management provided effective training to its workforce. Furthermore, over all structure of an organization changed and new structure was introduced. According to new structure, overall organization was collapsed into 15 layers and 7 bands. In this way, role of low level workforce was increased in Infosys Technologies. These human resource metrics and strategies did not decrease the stress level of employees.

SUMMARYI

INTRODUCTION1

DISCUSSION1

1. Possible Causes for Discontentment among Infosys Workforce2

Problems at Infosys - Serious or Not3

2. Discontinue an Initiative in Order to Produce Effective Results3

a. Desire Outcome3

b. Execution of Policies4

c. Representatives of Feedback5

d. Change of Performance Metrics5

e. Expectation of Changes6

3. Goals of Infosys and Human Capital Strategies7

4. Use of Metrics in Order to Resolve Tension8

5. Advice for Ravichandar9

Communication and Integration9

Clear Appraising System9

Employee Recognition Program9

Merit Based Promotion10

CONCLUSION10

BIBLIOGRAPHY11

Case Analysis: Strategic Human Resource Management

Introduction

Strategic Human Resource Management has been considered as an aggressive strategy as it covers and easily meets organizational goals, objectives, vision and mission. But, in order to establish Strategic Human Resource Management, an organization needs the effective workforce. Moreover, Strategic Human Resource Management also focuses on employee's relation with its organization in order to motivate its employees. Furthermore, it also ensures that organization's short and long term objectives are fulfilled. However, traditional and modern strategic human resource management of Infosys Technologies is different. Traditionally, organization only focus on goals and objectives but now a day, organization focus on each and every aspects relate to human resource practices.

Therefore, this study focuses on Traditional Strategic Human Resource Management employed by “Infosys Organization”. Furthermore, this study will also cover challenges faced by Infosys Organization in past.

Discussion

Infosys Technologies is one of the largest software organizations, which was established in ...