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HR Strategy of Infosys Limited

Introduction
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“Infosys is an Indian multinational information technology company that provides

business consulting, information technology and outsourcing services.” (“Ambani's Reliance,
Ratan Tata's TCS or Adani Group: Which is the ...”) The company was founded in Pune,
Maharashtra, India and is headquartered in Bengaluru, Karnataka. Infosys is the second-
largest Indian IT company after Tata Consultancy Services, according to 2020 revenue
figures. Infosys provides software development, maintenance, and independent validation
services to companies in finance, insurance, manufacturing, and other domains. (“Infosys -
Wikipedia”) With over four decades of experience in managing the systems and workings of
global enterprises, Infosys expertly steer clients, in more than 56 countries as they navigate
their digital transformation powered by cloud and AI. (“Infosys Careers | Move forward.
Take the world with you.”)

Infosys is an NYSE-listed global consulting and IT services company with more than
328k employees. (“Infosys Buyback 2022 Buyback Detail - Chittorgarh.com”) On 24 August
2021, Infosys became the fourth Indian company to reach US$100 billion in market
capitalisation. (“Infosys - open business council”) “It is one of the top Big Tech (India)
companies.” (“Infosys - Wikipedia”) In the journey of over 40 years, Infosys has catalysed
some of the major changes that have led to India's emergence as the global destination for
software services talent. (“Infosys - Company History & Defining Milestones | About Us”)
Infosys pioneered the Global Delivery Model and became the first IT Company from India to
be listed on NASDAQ. The employee stock options program of Infosys created some of
India's first salaried millionaires. (“Infosys A story of cultural differences.pdf - Course
Hero”)

Business Strategy

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Infosys is a leading provider of consulting, technology, outsourcing and next-generation

digital services, enabling clients to create and execute strategies for its digital transformation.
The strategic objective of Infosys is to build a sustainable and resilient organization that
remains relevant to the agenda of its clients while creating growth opportunities their
employees, generating profitable returns for its investors, and contributing to the
communities in which it operates. (“TCS Vs Infosys: How the IT giants stack up on revenue
and ... - 5paisa”) In 2018, Infosys embraced a four-pronged strategy to strengthen its
relevance with clients and drive accelerated value creation. Over the past few years Infosys
has implemented this strategy and has derived significant outcomes.

1. Scale agile digital: The revenue from digital technology related services and solutions has
more than doubled in the last three years, and now comprises 62.2% of revenue. It is rated as
a “leader” in 56 industry analyst ratings across our digital offerings. These outcomes are a
result of investments made to expand its digital footprint via reskilling of employees, targeted
acquisitions, strong ecosystem partnerships, innovation experience centres across the world,
intellectual property development, reconfiguring our workspaces for agile software
development and enhancing our brand.

2. Energize the core: Leveraging automation and AI, we are winning and executing several
engagements for our clients to modernize their core legacy technology and process
landscapes. (“Infosys Integrated Annual Report 2021-22”) Investments in their own internal
systems, reimagination of its internal processes and automation of software development
processes have helped increase its agility, boost productivity, and enhanced competitiveness
even in the current paradigm of remote working.

3. Reskill employees: Continuous learning and reskilling has always been integral part of its
operating model. It operates the reskilling program with the twin objectives of increasing
fulfilment of demand for digital skills in client projects and for enriching the expertise of our
global workforce in next generation technologies and methodologies.

4. Expand localization: With the objective of creating differentiated talent pools and
ecosystems in markets, Infosys made significant investments in expanding its local workforce
in the United States, UK, Europe, Japan, China, Canada, and Australia. We established
innovation hubs, nearshore centres, and digital design studios across geographies. Further, we
expanded our university and community college partnerships in all these regions to aid

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internships, recruitment, training, and joint research. (“Infosys Integrated Annual Report
2021-22”)

Looking ahead, and to continue staying relevant to the emerging needs of clients, Infosys
prioritize:

• Scaling cloud capabilities, especially around cloud advisory, data on cloud, cloud security.

• Expanding capabilities in key digital technology areas such as AI, product engineering,
cybersecurity, and human experience.

• Strengthening employee value proposition for the newer contexts of work and workplace.
(“Infosys Integrated Annual Report 2021-22”) (“Infosys Integrated Annual Report 2021-22”)

SWOT Analysis of Infosys

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1. Strengths

a. High-quality products and services: It has perfect sophisticated service delivery and
quality control processes, standards, and frameworks, which have resulted in a record
track of performance excellence and client satisfaction. (“Management’s discussion
and analysis - Infosys”) (“Management’s discussion and analysis - Infosys”)
b. Quality employee training programs: Infosys has one of the IT industry’s best
employee training and competency development programs. It uses an exciting blend
of classroom, virtual, macro, and microlearning setups to retool its workforce.
(“Infosys SWOT Analysis (2023) | Business Strategy Hub”)
c. Strong focus on innovation: It has strong internal research and development
professionals that identify develop and deploy new offerings leveraging next-
generation technologies.

2. Weakness

a. Attrition and Talent retention: In the fiercely competitive landscape of the IT industry,
attracting top talent is crucial for sustained growth, and client satisfaction. (“Infosys
SWOT Analysis (2023)”) Loss of skilled employees can lead to knowledge gaps,
project disruptions, and increased costs associated with recruitment and training.
b. Overdependence on specific geographies: Infosys primarily operates in regions such
as North America and Europe, which contribute a huge portion of its revenue. While
these regions offer immense market opportunities and have been historically
favourable for IT services, they are also susceptible to fluctuations in political
landscapes, economic downturns, and changes in regulatory policies.
c. Overreliance on key clients: A large part of Infosys revenues is dependent on a
limited number of clients and the loss of any one of major client could significantly
impact Infosys overall business and financial performance.

3. Opportunities

a. Upskilling and Reskilling: As disruptive technologies such as artificial intelligence

(AI), machine learning, blockchain, and cloud computing reshape industries,
organizations must ensure that their workforce possesses the necessary skills to
leverage these advancements. Infosys can seize this opportunity by investing in
comprehensive upskilling and reskilling programs that equip its employees with the

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knowledge and competencies needed to thrive in the digital era. (“Infosys SWOT
Analysis (2023)”)
b. Expansion into new markets: When organizations expand into new markets or
business areas, HR ensures talent acquisition, cultural adaptation, and compliance
with local labour laws. These opportunities enable HR to contribute strategically to
organizational growth.

4. Threats

a. Risk related to employment cost: Wage pressures and the hiring of employees and
subcontractors either outside or in India may prevent from sustaining some of the
competitive advantage and may reduce profits.
b. Legislative changes impacting company policies and practices:
c. Rapid technological advancements: The ever-evolving technological landscape
demands HR professionals to adapt and upskill to leverage emerging technologies
effectively and continuously. Failure to keep up with technological advancements can
lead to inefficiencies and reduced competitiveness.

Major problems identified through SWOT analysis include:

 Intense competition for top talent

 Talent retention
 Communication between employees and HR

Strategy Map

1. Intense competition for top talent: The highly skilled and specialized nature of the IT
industry means that talented professionals are constantly sought after by competitors, both
within the industry and beyond. (“Infosys SWOT Analysis (2023)”) (“Infosys SWOT
Analysis (2023)”) (“Infosys SWOT Analysis (2023)”)

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Alternatives:

 Building a Strong Reputation: Creating a reputation as a desirable place to work can

attract top talent. Companies well known for their products and working practices will
be able to attract strong candidates based on their reputation within a particular sector
or industry.
 Competitive Compensation and Benefits: Offering competitive compensation,
benefits, and inclusive company cultures are crucial for attracting and retaining top
talent.
 Innovative Recruitment Strategies: Employers should be strategic and innovative in
their efforts to attract and retain the best professionals. This can include leveraging
social media, partnering with local community projects, and being intentional with the
hiring process.
2.Talent retention: It is an extremely critical aspect of human resource. Companies and
organisation need to put effort to retain their employees in the organisation to minimise the
employee turnover rate and will also help improve employee satisfaction. This will also
improve work culture in the organisation.
 Clear job expectation: Clear communication of job responsibilities and expectations
can enhance employee satisfaction and retention.
 Recognition and rewards: By implementing effective recognition and reward systems,
companies can enhance job satisfaction and improve employee retention rates.

3. Communication between employees and HR department: Communication gap or delay

between HR department and employees can disrupt smooth functioning of the organisation.
Also, smooth communication between HR and other departments can improve working of an
organisation.

Alternatives:

 Encourage an Open-Door Policy: Being able to talk freely with managers and higher-
ups with any concerns, ideas or feedback would improve employee satisfaction.Also
using communication channels like e-mails, digital working platforms and messaging
systems could improve communication
 Promote Transparency and Feedback:

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HR Deliverables

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Conclusion

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References

https://www.infosys.com/investors/reports-filings/annual-report/annual/documents/infosys-
ar-23.pdf

https://businessmodelanalyst.com/infosys-swot-analysis/

https://www.robertwaltersgroup.com/news/expert-insight/careers-blog/five-ways-to-attract-top-
talent.html

https://www.glassdoor.com/employers/resources/compete-with-big-companies-for-top-talent/

https://topworkplaces.com/attracting-top-talent/

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https://www.linkedin.com/pulse/competition-among-companies-best-talent-hilltalent