Winning the War for Talent
Hema Ravichandar
Senior Vice President & Group Head - HRD
© Infosys Technologies Limited 2004-2005
Safe Harbor
Certain statements made in this Analyst Meet concerning our future growth prospects are forwardlooking statements, which involve a number of risks and uncertainties that could cause actual
results to differ materially from those in such forward-looking statements. The risks and
uncertainties relating to these statements include, but are not limited to, risks and uncertainties
regarding fluctuations in earnings, our ability to manage growth, intense competition in IT services
including those factors which may affect our cost advantage, wage increases in India, our ability to
attract and retain highly skilled professionals, time and cost overruns on fixed-price, fixed-time
frame contracts, client concentration, restrictions on immigration, industry segment concentration,
our ability to manage our international operations, reduced demand for technology in our key focus
areas, disruptions in telecommunication networks or system failures, our ability to successfully
complete and integrate potential acquisitions, liability for damages on our service contracts, the
success of the companies in which Infosys has made strategic investments, withdrawal of
governmental fiscal incentives, political instability and regional conflicts, legal restrictions on raising
capital or acquiring companies outside India, and unauthorized use of our intellectual property and
general economic conditions affecting our industry. Additional risks that could affect our future
operating results are more fully described in our United States Securities and Exchange
Commission filings including our Annual Report on Form 20-F for the fiscal year ended March 31,
2004 and quarterly report on Form 6-K for the quarter ended June 30, 2004. These filings are
available at www.sec.gov. Infosys may, from time to time, make additional written and oral forwardlooking statements, including statements contained in the company's filings with the Securities and
Exchange Commission and our reports to shareholders. The company does not undertake to
update any forward-looking statements that may be made from time to time by or on behalf of the
company.
© Infosys Technologies Limited 2004-2005
Analyst Meet 2004 | New Game. New Rules.
Slide 2
Stakeholder Expectations & Key
Challenges
»
Managing Scale
»
»
»
Managing Risk
»
»
»
»
Aggressive labor market & double digit attrition
Changes to compliance & regulatory practices
Introduction of market competitive benefit programs across geographies
Managing Execution
»
»
Shrinking base of experienced talent
Complex array of geographies, services & demographics
Larger volumes with increased complexity & reduced cycle times
Managing Diversity
»
»
Demographic diversity – Nationality, Gender, Age & Family status
Making M&As “work”
© Infosys Technologies Limited 2004-2005
Analyst Meet 2004 | New Game. New Rules.
Slide 3
HR Response
© Infosys Technologies Limited 2004-2005
Managing Scale – Talent Acquisition
» Growth Curve…….
Infosys Technologies
standalone numbers
FY 96 FY 97 FY 98 FY 99 FY 00 FY 01 FY 02 FY 03 FY 04
Jun04
Employees 1,172 1,705 2,605 3,766 5,389 9,831 10,738 15,356 23,377 25,253
» …...while maintaining Quality
No of applications processed
No of candidates tested/interviewed
No of offers made
3,85,248
1,93,637
6,14,653
9,07,922
3,55,786
54,358
(14%)
10,970
(6%)
66,313
(11%)
1,26,367
(14%)
37,217
(11%)
7,648
(2%)
1,714
(1%)
6,246
(1%)
13,500
(1.5%)
3,403
(1%)
FY 00-01
FY 01-02
© Infosys Technologies Limited 2004-2005
FY 02-03
Analyst Meet 2004 | New Game. New Rules.
FY 03-04
Apr 04-June 04
Slide 5
Managing Scale – Talent Acquisition
»
Talent Pool in India
Labor Supply
2004-05
2005-06
No. of engineering graduates (Degree)
178,000
210,000
No. of engineering IT graduates (Degree)
99,162
109,983
No. of IT engineering. (Degree) entering the IT workforce
57,514
63,790
No. of non-IT engineering entering the IT workforce
40,000
40,000
Total Fresh IT engineers supply
97,514
103,790
Source - Nasscom
»
»
»
Augmenting talent through new profiles, new geographies & inorganic
growth, hiring of domain specialists and consultants
Campus Connect to widen pool of trained talent – Faculty
enablement, Project work for students, Sabbatical opportunities for
Professors and Courseware availability
Building Infosys brand in new geographies through In-Step, Academic
Entente (AcE)
© Infosys Technologies Limited 2004-2005
Analyst Meet 2004 | New Game. New Rules.
Slide 6
Managing Scale – Competency Enabling
Higher education
» Part-time and distance education programs
ILITE & E-learning
» Web-based integrated training
management system
» 25% of training through elearning modules
Leadership Development
» 3 Tiered Program focused on
strategic, business and operational
leadership roles
» Competency enabling for better
management for self, teams, clients
and business
Entry level training
Continuing Education
» 14 week comprehensive
finishing school
» Certification programs for key
skills
» Benchmarked against US
standards
» Role based training for
competency enhancements
© Infosys Technologies Limited 2004-2005
Analyst Meet 2004 | New Game. New Rules.
Slide 7
Managing Risk – Future Proofing the
Organization
» Compensation trends at the
market place
Focuson
onhigher
higherdifferentiation.
differentiation.
Focus

Business
Benefits
ploughedback
back
 Business Benefits ploughed
employees.
totoemployees.
» Differential compensation
strategies
» “Better” employer for better
performers
» Performance linked multilevel variable pay
 Team Performance
Variability in Compensation
» Reinforcement of High
Performance Work Ethic
 Company Performance
Linked Incentive
 Individual Performance
 Performance Allowance
Company Performance Linked Incentive
Performance Reward
Company Performance
Linked Incentive
 Individual Incentive at
Senior Grades
 Sales, Consulting
Prior to
2001
2002
2003
2000
Compensation programs aligned to business
performance
© Infosys Technologies Limited 2004-2005
Analyst Meet 2004 | New Game. New Rules.
Slide 8
Managing Risk – Future Proofing the
Organization
» Talent engagement for enhanced retention
» Alternate career tracks, skill sets and locations
» Continuous and role based enabling programs
» Health & Lifestyle Enhancement initiatives & Employee Assistance Programs
» Managing global talent deployment
» Scale, speed, complexity & efficiency
» Compliance in increased complexity & changing immigration scenarios
© Infosys Technologies Limited 2004-2005
Analyst Meet 2004 | New Game. New Rules.
Slide 9
Managing Execution – For Results
» Creating a High Performance – High Productive Work Ethic
» Through Performance and Utilization Measures and Rewards
» Personal accountability
» Alignment of organization objectives with individual Performance
Objectives – Goal Flow Down
» HR Business Process Transformations leveraging technology
» Internal HR shared services for increased efficiency
© Infosys Technologies Limited 2004-2005
Analyst Meet 2004 | New Game. New Rules.
Slide 10
Managing Diversity
» Creating a Diverse, Inclusive and Positive Work Environment
» Focus on Nationalities & Gender
» Capability Builders, Cultural transformation, Role models & enablers
for Inclusivity
» Infosys Women’s Inclusivity Network
» Customizing HR service offerings across diverse internal customers
© Infosys Technologies Limited 2004-2005
Analyst Meet 2004 | New Game. New Rules.
Slide 11
Doing it with a difference
» Line of sight to End Customer
» Interactions
» Workshops
» Consulting Assignments
» Individual growth tightly aligned to organizational growth
» Institutionalized utilization measures to drive productivity and
resource optimization
» Leveraging technology to evolve smart HR processes to cater to
a diverse and distributed workforce with shorter process times
» Integrating and sharing best practices across the Infosys Group
© Infosys Technologies Limited 2004-2005
Analyst Meet 2004 | New Game. New Rules.
Slide 12
External Accolades
» Ranked in the top 100 list of Best Places to work for IT
professionals by Computerworld in 2003 and 2004
» American Society for Training & Development (ASTD) honoured
Infosys with the Excellence in Practice Award 2004 for its
exemplary practice in Global Business Foundation School
» ASTD award for the implementation & results of the Global
Finishing School in 2003
» Continues to be the ‘Dream Company’ in the IT sector –
Dataquest-IDC survey
© Infosys Technologies Limited 2004-2005
Analyst Meet 2004 | New Game. New Rules.
Slide 13
Thank You
© Infosys Technologies Limited 2004-2005