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Date: July, 08 2021
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INTRODUCTION Strategic Human Resource Management (SHRM) is defined as alignment of
strategic business goals of the organization with human resources, so as to foster innovation
and improve motivation, satisfaction, productivity, and eventually overall performance
Strategic human resource management is the proactive management of people to the
desired value to them. It is designed to help companies better meet the needs of their
employees while promoting company goals The primary goal of strategic human resource
management is to solve business objectives or obstacles that may not occur within the direct
purview of HRM Strategic human resource management is the connection between a
company's human resources and its strategies, objectives, and goals. The aim of strategic
human resource management is to: Advance flexibility, innovation, and give competitive
advantage. The purpose of this case study is to determine why the company has fallen off as
Number 1 on the Best Employer list of 2019 and 2020 and determine how to get back on the list
BACKGROUND Infosys is a knowledge-based company in India that competes for clients in
other country and provides IT services around the globe In 1981, after working in the public
sector and at a start-up software firm in India, Narayana Murthy, along with six others, left their
jobs at the software firm and founded Infosys with only $250 borrowed from their spouses.
From the start, Murthy and his six colleagues shared a vision of creating wealth in a legal and
ethical manner. Youngest co-founder and current CEO Nandan Nilekani quantified that they
wanted to build a company that “was professionally owned and professionally managed, with
good corporate governance, good employee management, and good ethics.” The company
changed its name to Infosys Technologies Private Limited in April 1992 and to Infosys
Technologies Limited when it became a Public Limited company in June 1992. It was later
renamed to Infosys Limited in June 2011 ABOUT INFOSYS Infosys provides software development,
maintenance and independent validation services to companies in IT, Finance, Insurance,
Manufacturing and other domains. One of its known products is Finacle which is a universal
banking solution with various modules for retail and corporate banking Its key products and
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services are:- • NIA – Next Generation Integrated AI Platform (formerly known as Mana) •
Infosys Consulting – a global management consulting service • Infosys Information Platform
(IIP) – Analytics platform • Edge Verve Systems which includes Finacle, a global banking
platform • Panaya Cloud Suit NEED OF SHRM IN COMPANY SHRM departments who work hard to
meet the needs of the various needs and address the different adult learning styles of
employees can cultivate a work atmosphere, and culture conducive to efficient productivity.
Strategic Human resource management is the best way to achieve this as it is an internal
process and completely in the hands of the senior management. Being able to plan for the
needs of employees by thinking ahead can help to improve the rate of skilled employees who
chose to remain working for a company and creating a continual ongoing notion to persist to
the next five years and beyond CHALLENGES FACED BY INFOSYS COVID-19 is a global
humanitarian challenge that is impacting businesses, economies, lifestyles, and the
assumption of common wellness that has been mostly taken for granted. The “diversity and
disparity of the employee hierarchy was becoming more apparent” Older workers were not
able to identify with the new young generation that was entering the workforce straight out of
college. Infosys attempted to in still these values in each employee but was unable to execute
this value system across the board for fear of constraining its lack of resources while
attempting to grow Human resources were unable to quell these major “employee problems”
and such, employee turnover number was great just as the company was expanding its
operations. Infosys is facing many challenges both internally and externally. On external front,
markets have been in downturn since last year and slowly markets are rebounding. Clients
have drastically reduced IT budgets and have become price conscious at the same time,
competition has intensified because of adoption of Global delivery model by other companies
and consolidation within industry. On the internal front, employees have been not given salary
increases for last two years, morale had come down, and staff reductions were done last year
for the first time in history of Infosys Competition became another issue as employees were
attracted to new global companies entering India’s market for their better compensation plan
and their global brand. As Infosys grew its list of clients, they began to require a faster
turnaround on products and services. This required that each employee be trained on all
processes, technologies, quality issues, and customer service. The company also had promises
to institutions to have the latest recruits fresh from colleges However due to economic issues
across the globe, they retained these employees but had no work for them to do which led to
worker frustration. INITIATIVES TAKEN BY INFOSYS They implemented changes that included
building a portfolio of the company’s main competencies and services which required a
change in how employees were “measured, compensated, promoted, and rewarded” Infosys
also designed variable pay to its employees which was a system based on three areas
“Company performance, unit performance, and individual performance” This was supposed to
help employees return to the higher performance work ethics they knew from the past They
provided training for employees to move up the ladder to success, offered an excellent work
environment as well as compensation and hefty benefits. The company also offered options
such as an open-door policy, formal grievance resolution program, emergency support for
employees, and a very crafty health platform During tough time Infosys also offered a work-
life balance by offering weekly events that were tailored to employee’s interest Infosys also
provided a consulting practice that provided higher-end IT strategies for its foreign clients,
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including China so that more and more reach can be made to gain profits as well as upsurge
its ranking in
Source
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· The primary goal of strategic human resource management is to solve business objectives or obstacles that may not occur within the direct purview of HRM. This has to
be done through effective HRM itself. So it is basically tuning of human resource management (HRM) to suit business objectives. The other types of HRM are Hard HRM and
Soft HRM.
https://www.hrmexam.com/2020/01/13/strategic-human-resource-management-shrm-definition-importance-example-elements-overview/
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So to be successful more value must be given to people. Strategic human resource management is the proactive management of people to the desired value to them. It …
https://www.iedunote.com/strategic-human-resource-management
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It is designed to help companies better meet the needs of their employees while promoting company goals. Several commentators have argued that the concept ...
https://www.coursehero.com/file/76975944/SHRMdocx/
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recommen QUESTION 4 ( Strategic human resource management is the connection between a company's human resources and its strategies, objectives, and goals. The
aim of strategic human resource management is to advance flexibility, innovation, and competitive advantage of the organisation.
https://www.chegg.com/homework-help/questions-and-answers/recommen-question-4-strategic-human-resource-management-connection-company-s-human-
resourc-q70289456
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From the start, Murthy and his six colleagues shared a vision of creating wealth in a legal and ethical manner. Youngest cofounder and current CEO. Nandan ...
https://www.coursehero.com/file/41184741/Finalexambsmh5023docx/
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It was later renamed to Infosys Limited in June 2011. An initial public offering (IPO) was floated in February 1993 with an offer price of ₹95 (equivalent to ₹550 ...
https://en.wikipedia.org/wiki/Infosys
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One of its known products is Finacle which is a universal banking solution with various modules for retail and corporate banking. In initial public offer (IPO) in February 1993
with an offer price of 95 (equivalent to 320 or US$4.60 in 2016) per share against book value of 20 (equivalent to 66 or 97¢ US in 2016) per share. The Infosys IPO was under
subscribed but it was "bailed out" by US investment bank Morgan …
https://www.academia.edu/24108197/Infosys_Limited_mini_project_1
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Its essential products and services are: • NIA – Next Generation Integrated AI Platform (formerly known as Mana) • Infosys Consulting – a global management consulting
service • Infosys Information Platform (IIP) – Analytics platform • EdgeVerve Systems, which includes Finacle, a global banking platform • Panaya Cloud Suite • Skava •
Engineering Services • Digital Marketing Infosys has 82 sales and …
https://www.coursehero.com/file/p2o91gdv/Its-annual-revenue-reached-US100-million-in-1999-US1-billion-in-2004-and-US10/
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SHRM departments who work hard to meet the needs of the various needs and address the different adult learning styles of employees can cultivate a work atmosphere,
and culture conducive to …
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https://www.academia.edu/8762720/Strategic_Human_Resource_Management_Strategic
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Being able to plan for the needs of employees by thinking ahead can help to improve the rate of skilled employees who chose to remain working for a company or are
considered as an asset to a company for their smooth operations. And that is where a strategic thinking takes place for human resources better management. There are
various approaches for managing Human resources; however the most ...
https://www.ukessays.com/essays/business/a-strategic-human-resource-mangement-business-essay.php
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· COVID-19 is a global humanitarian challenge that is impacting businesses, economies, lifestyles, and the assumption of common wellness that has been mostly taken for
granted. Companies need to act immediately to understand the situation and take measures to protect their customers, employees, supply chains, and financials.
https://www.infosys.com/newsroom/events/2021/evolving-scenarios-healthcare.html
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They provided training for employees to move up the ladder to success, offered an excellent work environment as well as compensation and hefty benefits. The company
also offered options such as an open- door policy, formal grievance resolution program, emergency support for employees, and a very crafty health platform.
https://www.academia.edu/35923857/Infosys_Case_Study
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On external front, markets have been in downturn since last year and slowly markets are rebounding. Clients have drastically reduced IT budgets and have ...
https://www.slideshare.net/anshuman82/shrm-infosys-g09051anshuman-jaiswal
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Clients have drastically reduced IT budgets and have become price conscious at the same time, competition has intensified because of adoption of Global delivery model
by other companies and consolidation within industry (HP-EDS-Mphasis combine), Dell Perot Systems combine etc.
https://www.scribd.com/document/251896661/Group-4-Project
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Upper management handled this issue by ensuring employees were paid in the ... were “measured, compensated, promoted, and rewarded” (Delong, 2006, p.
https://pdfcoffee.com/infosys-case-study-5-pdf-free.html
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