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PMS OF INFOSYS

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Er Ridham Khajuria

- Infosys is a global IT consulting firm founded in 1981 that has grown to revenues of $6.6 billion. It aims to be a globally respected corporation through client value, leadership by example, integrity, fairness, and excellence. - Infosys uses a performance management system to communicate strategy, set employee expectations, measure and motivate performance, address underperformance, and facilitate development through training and performance reviews. - Key result areas are mutually set through manager-employee discussions and reviewed through an online system. Performance is assessed bi-annually through this system and rated on a scale of 1+ to 4, with ratings impacting incentives, salary, and promotions. Feedback is also provided as an important part

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PERFORMANCE MANAGEMENT OF INFOSYS LTD. PERFORMANCE AND COMPENSATION MANAGEMENT SYSTEM
ABOUT INFOSYS • Infosys Limited (NASDAQ: INFY) – started on 1981 by seven people with US$ 250. • Today, it is a global leader in the "next generation" of IT and consulting. • Revenues of US$ 6.604 billion (LTM Q2-FY12).
PMS OF INFOSYS
ABOUT INFOSYS • Vision : "We will be a globally respected corporation." • Mission : "To achieve our objectives in an environment of fairness, honesty, and courtesy towards our clients, employees, vendors and society at large.“ • Values – Infosys believes that the softest pillow is a clear conscience. The values that drive it underscore its commitment to: – Client Value: To surpass client expectations consistently – Leadership by Example: To set standards in our business and transactions and be an exemplar for the industry and ourselves – Integrity and Transparency: To be ethical, sincere and open in all our transactions – Fairness: To be objective and transaction-oriented, and thereby earn trust and respect – Excellence: To strive relentlessly, constantly improve ourselves, our teams, our services and products to become the best.
Performance Management System • It is an organization - wide management program that provides a structured approach to:  Communicate business strategy  Establish a shared understanding of what is to be achieved and how it is to be achieved  Facilitate management of self and others  Measure and motivate performance (organizational and individual)
PMS Consists of… • A process for communicating employee performance expectations, maintaining ongoing performance dialogue, and conducting annual performance appraisals; • A procedure for addressing employee performance that falls below expectations; • A procedure for encouraging and facilitating employee development; • Training in managing performance and administering the system; and • A procedure for resolving performance pay disputes.
KEY RESULTANT AREA • KRAs are mutually set through a discussion between the manager and the employee. – Self Assessment (by appraise) – Review by Team Leader in a one to one meeting between the project manager and the software engineer. – Final review by the project Manager (Reviewer) – Finally the points are given. – The report is sent three levels higher. – Then it is sent back to the engineer to find if he/she is satisfied. – If it is agreeable then it is finalized. – There is a salary hike or a band change accordingly. • This entire system is online. Hence everyone involved in the process gets to gets track of it. This ensures transparency.
PERFORMANCE MANAGEMENT IN INFOSYS PERFORMANCE ASSESSMENT PERFORMANCE MEASUREMENT METHOD RATING FEEDBACK
PERFORMANCE ASSESSMENT • A bi-annual process. • The system is called Online- PerforMagic. • Consolidated relative rating is calculated. Assessment of an individual’s performance relative to the peer group is carried. • Rating ranges from 1+ to 4. • 1+ star performance • 4 is under performance
PERFORMAGIC
PMS OF INFOSYS
CRR
RATINGS • Combined Ratings impact three key areas: – Performance Incentives – Salary Reviews – Promotions • Star performers awarded with STAR INFOSIAN Certificate.
PERFORMANCE FEEDBACK
IMPORTANCE OF FEEDBACK
Thank You

More Related Content

PMS OF INFOSYS

  • 1. PERFORMANCE MANAGEMENT OF INFOSYS LTD. PERFORMANCE AND COMPENSATION MANAGEMENT SYSTEM
  • 2. ABOUT INFOSYS • Infosys Limited (NASDAQ: INFY) – started on 1981 by seven people with US$ 250. • Today, it is a global leader in the "next generation" of IT and consulting. • Revenues of US$ 6.604 billion (LTM Q2-FY12).
  • 4. ABOUT INFOSYS • Vision : "We will be a globally respected corporation." • Mission : "To achieve our objectives in an environment of fairness, honesty, and courtesy towards our clients, employees, vendors and society at large.“ • Values – Infosys believes that the softest pillow is a clear conscience. The values that drive it underscore its commitment to: – Client Value: To surpass client expectations consistently – Leadership by Example: To set standards in our business and transactions and be an exemplar for the industry and ourselves – Integrity and Transparency: To be ethical, sincere and open in all our transactions – Fairness: To be objective and transaction-oriented, and thereby earn trust and respect – Excellence: To strive relentlessly, constantly improve ourselves, our teams, our services and products to become the best.
  • 5. Performance Management System • It is an organization - wide management program that provides a structured approach to:  Communicate business strategy  Establish a shared understanding of what is to be achieved and how it is to be achieved  Facilitate management of self and others  Measure and motivate performance (organizational and individual)
  • 6. PMS Consists of… • A process for communicating employee performance expectations, maintaining ongoing performance dialogue, and conducting annual performance appraisals; • A procedure for addressing employee performance that falls below expectations; • A procedure for encouraging and facilitating employee development; • Training in managing performance and administering the system; and • A procedure for resolving performance pay disputes.
  • 7. KEY RESULTANT AREA • KRAs are mutually set through a discussion between the manager and the employee. – Self Assessment (by appraise) – Review by Team Leader in a one to one meeting between the project manager and the software engineer. – Final review by the project Manager (Reviewer) – Finally the points are given. – The report is sent three levels higher. – Then it is sent back to the engineer to find if he/she is satisfied. – If it is agreeable then it is finalized. – There is a salary hike or a band change accordingly. • This entire system is online. Hence everyone involved in the process gets to gets track of it. This ensures transparency.
  • 8. PERFORMANCE MANAGEMENT IN INFOSYS PERFORMANCE ASSESSMENT PERFORMANCE MEASUREMENT METHOD RATING FEEDBACK
  • 9. PERFORMANCE ASSESSMENT • A bi-annual process. • The system is called Online- PerforMagic. • Consolidated relative rating is calculated. Assessment of an individual’s performance relative to the peer group is carried. • Rating ranges from 1+ to 4. • 1+ star performance • 4 is under performance
  • 12. CRR
  • 13. RATINGS • Combined Ratings impact three key areas: – Performance Incentives – Salary Reviews – Promotions • Star performers awarded with STAR INFOSIAN Certificate.