Human Resource Planning: The ongoing process of systematic planning to achieve optimum use of an organization's most valuable asset

- its human resources. The objective of human resource (HR) planning is to ensure the best fit between employees and jobs, while avoiding manpower shortages or surpluses. The three key elements of the HR planning process are forecasting labor demand, analyzing present labor supply, and balancing projected labor demand and supply.

Process: Organizations need to do human resource planning so they can meet business objectives and gain a competitive advantage over competitors. Human resource planning compares the present state of the organization with its goals for the future Then identifies what changes it must make in its human resources to meet those goals

Company Profile: Infosys was started in 1981 by seven people with US$ 250. Today, we are a global leader in consulting, technology and outsourcing with revenues of US$ 7.075 billion (LTM Q1 FY13). Many of the worlds most successful organizations rely on Infosys to deliver measurable business value. Infosys provides business consulting, technology, engineering and outsourcing services to help clients in over 30 countries build tomorrows enterprise. Our award-winning Infosys Labs and its breakthrough intellectual property can be leveraged as a cocreation engine to accelerate innovation across the enterprise.

Infosys pioneered the Global Delivery Model (GDM), based on the principle of taking work to the location where the best talent is available, where it makes the best economic sense, with the least amount of acceptable risk. Continued leadership around GDM enables Infosys to drive extraordinary efficiencies and free up clients resources for strategic transformation or innovation initiatives. Infosys has a global footprint with 68 offices and 70 development centers in US, India, China, Australia, Japan, Middle East, UK, Germany, France, Switzerland, Netherlands, Poland, Canada and many other countries. Infosys and its subsidiaries have 151,151 employees as on June 30, 2012. Infosys takes pride in building strategic long-term client relationships. 99.1% of our revenues come from existing customers (Q1 FY 13). Infosys gives back to the community through the Infosys Foundation that funds learning and education.

How we do it
Transform We can transform the fundamental shape of your business P&L. Regardless of which team you engage with, we have a best-practice process for delivering value. We call it IMPACT to ensure a clear line of sight from process change to bottom-line impact, ensuring that you receive the business value you were promised. Optimize Beyond transformation and innovation, it boils down to execution - delivering on time, on budget and "on value". We can optimize your core operations to drive best-in-class efficiency and help fund the transformation and innovation. Innovate We can inject a level of product and service innovation into your business to create new revenue opportunities through collaboration and co-creation. We keep abreast of the latest technology and how it applies to your business issues. What you get from us is best-of-breed solutions. The foundation of our innovation capability is our core lab network Infosys Labs and the new thinking that our team of over 600 researchers brings to the table. Vision "We will be a globally respected corporation." Mission "Strategic Partnerships for Building Tomorrows Enterprise." Values We believe that the softest pillow is a clear conscience. The values that drive us underscore our commitment to: CLIF 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

Infosys TalentEdge: Comprehensive Talent Management Solution Infosys TalentEdge bundles technology, professional services, and business process operations to manage HR processes for the entire employee lifecycle, from "Hire-to-Retire", in a fully hosted and managed environment. The platform infrastructure is architected to be dynamically scalable to meet business demands and is offered in a multi-tenant model to achieve economies of scale.

Deepen employee-engagement with nextgen digital experience

Infosyss
Optimize Cost

Engage Employees

TalentEdge

Experience Higher ROI Through cost saving

Simplify HR Process

Simply HR Process to bring back Focus on Strategic HR

CORE HR:
Infosys TalentEdge's Core HR solution is built on an enterprise-wide human resource database that serves as the single source of all HR data in the organization. Intuitively designed manager-employee self-service interfaces leverage underlying data to empower managers and employees with timely and relevant information. It results in significant reduction of administrative costs and hassles. Seamless integration with other HR modules like Talent Management, Benefits, and Time and Labor enables organizations to have comprehensive integrated processes for all HR needs.

Highlight:

Employee On-boarding: The on-boarding solution leverages "SmartHire" feature provided by Oracle PeopleSoft. The offering includes a set of pre-configured employee-hire templates that can be fine-tuned based on client requirements. This template-driven hiring approach accelerates employee on-boarding process Administer Personal and Job Data: At the core of the HR solution is an enterprise-wide human resources database that supports a multitude of HR processes and serves as the single source of personal and job data Manager Self-Service: This web-deployed solution enables managers to initiate and approve job data to their direct/ indirect reports, including promotions, transfers, terminations, and other status changes and requests Employee Self-Service: The solution enables employees to access and control their personal information including name, address, phone number, and marital status through an intuitive and user friendly interface thereby reducing administrative costs and hassles Monitor Health and Safety: The solution facilitates tracking of workplace incidents, injuries, illnesses, first aid and medical treatment, management of accident investigations, corrective actions, and tracking of compensation claims Reporting/ Regulatory Compliance: The solution includes a whole host of delivered HR metrics and reports that aid decision making and ensure better regulatory compliance. Some of the reports include Equal Employment Opportunity (EEO), Employee Turnover Analysis, Salary Structure Reporting, New Hire Details, and Pending I-9 submissions Managing Organization Structure: The solution supports setting-up of organizational structure, department trees and creation of organization charts. It provides managers with easy-to-comprehend visual representation of the organization structure Record Issues/ Grievances: Employee issues and grievances can be tracked and monitored right from the time they are raised to up until they are resolved

Benefits:

Reduces employee on-boarding time by paper-less and error-free processes Empowers employees and managers by providing self-service access. It results in reduced administrative costs and drives employee satisfaction Drives informed decision making by providing timely and relevant information through metrics/ reports Reduces time and effort spent on administrative activities resulting in employee retention, effective people management and sharper focus on core business activities

Integrates seamlessly with other modules to form a single source for all HR data thereby reducing data inconsistencies significantly Improves employee productivity through simplified and unified interfaces

MyNest HR Portal
Infosys TalentEdge hosts an interactive employee self-service portal called MyNest, which provides HR analytics and intuitive work and career management services to employees. MyNest enables employees to perform various activities such as changing personal details, entering timesheets, viewing salary history, applying for leaves, and viewing information about events and vacant positions. It enriches the employee experience with guided and contextual information, helping them intuitively negotiate their life events through multiple channels. The portal provides action oriented interfaces through smart "To Do" lists that prompt users to take context based action and set user preferences. Integrated social collaboration helps employees follow their interest groups and exchange opinions, creating a unique and engaging experience. MyNest, built on PeopleSoft HCM and Oracle Fusion Middleware stack, provides a rich experiential layer to complement PeopleSoft's robust business functionality. The comprehensive PeopleSoft data model, mixed with rich visualization and collaboration capabilities of Oracle Fusion Middleware come together in MyNest, to provide an immersive experience for both employees and managers.

Highlights:
MyNest provides an enriching transaction experience in the entire spectrum of employee lifecycle from 'Hire to Retire'. MyNest's functionalities include:

Employee Self-Service: MyNest provides highly interactive and intuitive user interface that enables employees to effortlessly maneuver through their personal and financial information, make changes, view salary/ compensation details, change timesheets, guide through policy documents, and apply for leave, training and vacant positions. MyNest routes any request raised by an employee to a specific approver, based on the work flow defined by the administrator. Manager Self-Service: MyNest provides intuitive and action oriented interface that prompts managers to take appropriate action on pending work items and employee requests. The manager selfservice interface provides a smart "To Do" list that guides managers to take action based on context and user preferences. The to do list also has approval requests such as leave applications, transfer requests, timesheet applications, trainings requests, and expense claims. The manager self-service interface provides managers with calendar and schedules of employees, enabling effective planning. Social Networking: MyNest leverages the power of social networking to engage and delight employees. It encourages employees to socialize with specific interest groups, share experiences/ opinions, and provide inputs towards organizational developments such as policy designs and brand equity improvement. In-flight Visibility: MyNest provides process visibility by proving the status of in-flight requests, events and work items. The interface helps employees monitor work items/ requests at various stages of process and take appropriate action as necessary. It brings in transparency and visibility into processes and enhances efficiency. Integrated Insights/ HR Analytics: Organizations can gain actionable insights into their HR processes through MyNest HR analytics and dashboards. It helps track key performance indicators

and provides insights to manage processes and achieve organizational goals and objectives. It analyzes employee feedback and provides information about the effectiveness of HR policies. It helps organizations track key HR metrics such as attrition, quality of hire and workforce productivity.

Multi-channel Access: MyNest enables employees to access functionalities through multiple channels including desktops, mobiles, and smart devices. It provides access to services virtually from home, office or on the move. It adds to employee experience, improves productivity and reduces process turnaround time.

Benefits:

Increases employee satisfaction through self-service functionalities Minimizes HR administrative processes, freeing up time for HR managers to focus on strategic issues Saves cost by reducing HR administrative effort Increases employee productivity by simplified and unified MyNest interfaces across the entire hire-toretire lifecycle Improves employee experience though guided and smartly assisted on-boarding process Increases employee engagement through social collaboration Improves process performance by efficient routing of requests through pre-configured workflows Improves productivity through mobility solutions that make MyNest available anytime, anywhere Enhances decision making and effectiveness of HR processes through insightful analytics/ reports, thereby fostering effective organizational performance Transparency in process execution through in-flight process visibility and monitoring.

Learning Management
Learning management is a critical element of an organizations talent management strategy. Infosys TalentEdge's Learning Management solution is designed to improve workforce competency by delivering and tracking learning events including traditional classroom activities, web-based activities and other formal and informal learning tools. Our Learning Management solution enables learners to search and identify courses of interest, aids enrollment and helps create a training plan. It also enables managers to identify courses and enroll their team members. Enterprise Learner provides schedules to instructors and facilitates grading.

Highlight:

Enterprise Learning Management solution helps learners to search, enroll, request, and launch any type of learning activity from a single learning page Managers can access and view team members' learning plans, add learning objectives, and enroll individuals or groups to learning activities Calendar view helps instructors to view schedules and plan accordingly Apart from the administrators, instructors can also grade employees Administrators can upload e-learning content into the system

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Blended Learning: The learning management solution supports different types of learning: E-learning and webcasts Instructor-led courses Self-paced activities and on-the-job training Books and white papers Enrollment: Learning management enrollment application supports: Waitlist Overbook Room booking for scheduled learning Mass enrollment Enrollment and reminder notifications Notifications: Learning Management provides different notifications and work lists including enrollment, dropped students, reminder notifications, and waitlist notifications. Other than the standard notifications, ad-hoc notifications can also be sent to enrolled learners and instructors. Curriculum and Certifications: The Learning Management solution presents a program of learning that guides students through one or more sections of catalog items. Curriculum and certifications can be archived to achieve and maintain regulatory compliance by tracking the completion of courses. Approval Framework: The integrated approval framework offers flexibility to manage multiple stages, paths and steps for approval transactions and rule-based approval process configuration. The framework can be used with enrollment requests for activities, registration requests for programs, and supplemental learning requests. Integration: The solution offers out-of-the-box integration with PeopleSoft Enterprise Human Resources, e-Performance, Career Development and Succession Planning, and Financials applications. All e-learning courses are integrated through SCORM and AICC. Objectives: Learning Management uses objectives to manage competencies and plan learners' careers. Objectives are integrated to other Peoplesoft HRMS systems (such as succession planning and career planning). They provide learners with a clear line-of-sight into purpose and source of learning activity.

Compensation and Budgeting

Salary Increase Matrix: constructs salary increase matrix based on performance review rating of the employee Summary of Compensation Cycle: provides a preview of the compensation cycle Reports: various reports including employee salary history, salary plan ratio analysis, budgets, fund allocations, and variance reports and validations can be used for reporting and validations Approvals: requests for budget approvals and compensation plans can be logged on to configurable approval framework

Integrations: seamless integration with other modules including payroll and performance management systems helps track and pay employees based on revised compensation quickly, easily and without errors Manager self-service: managers can request ad-hoc and budgeted salary changes for employees and also approve such requests

Benefits:

Provides a common user experience, enhancing usability and confidence of employees Accurately transforms performance ratings and other parameters into compensatory rewards Uses employee performance measures to drive compensation planning, budgeting and approvals Compensation plans (ad-hoc or budgeted) can be quickly created, modeled and rolled out to meet changing business needs. Supports various requirements through easy configuration Multiple pay components including merit and promotion, lump sum adjustments, bonuses, and stock awards can be viewed and altered All functions are performed within a secure framework with configurable notifications and approvals workflow

Career Planning
Career planning is an essential process of any organization. It is an important tool to retain and motivate employees. Infosys TalentEdge's Career Planning business process module leverages employee talents to its full potential. The process assesses and ranks workers, records job preferences, creates career paths, develops long-term goals, assigns mentors, identifies competencies, devises training plans, and creates development plans. The career planning solution leverages Oracle PeopleSofts Career Planning module.

Highlight:

Career Progression Chart: The career progression chart provides graphical representation of an employee's career path and performs profile comparison between employee and role selected in the career path. The chart is available to employees and managers through their respective self-service menus, and to TalentEdge administrators through the Workforce Development menu Manager Self-service: This application enables managers to perform career planning activities for team members by: Viewing mobility preferences defined on the employee's personal profile Adding or deleting moves in the career path agreed upon by the manager. Employee's development plan can be updated with qualifications Updating employee's forced ranking and potential rating Updating an employee's short and long term goals Adding career mentors who are internal or external to the organization and documenting any goals associated with mentorship Updating employee's career strengths and/or areas for development

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Updating employee's training activities and developmental action plan. Employees can also be enrolled into learning activities Flexibility to Create Own Career Plan: Apart from HR administrator and managers, employees can create their own career plan which can be accessed only by themselves Interest List: Employees can create their interest list where they can identify and compare profiles. They can add profiles from other's interest lists to their personal career path Integration with Learning Management System: This feature helps employees in achieving their goals by reviewing learning plans and enrolling in related courses Integration with Profile Management: This feature helps in Identifying skill gaps between potential roles and employee profile Generating personalized resumes to apply for job openings Integration with Talent Pool Management: Displays talent pool learning programs for employee career development Integration with ePerformance: Enables review of development plans Integrated with Succession Planning: Key information including development plan, career path, goals, impact of loss, and risk of leaving are accessible within the succession planning process Reports: HR can generate reports for organization/department based on different criteria including: Employees with or without a defined career plan Career potential for employees, including tenure in current role and retirement date Incumbents with or without career plans for key job codes.

Succession Planning
Infosys TalentEdge's Succession Planning solution is designed to help organizations determine successors for employees who play critical roles. The succession module enables users to develop and maintain succession plans for individual job codes, employees and positions. It also tracks and manages employees in talent pools. A user-friendly, graphical tool provides real-time visibility of incumbents, successors and relevant profile data. A configurable rating box tracks user-defined criteria such as performance, potential, and readiness. It rates talent pool members or successors using an intuitive graphical user interface with drag and drop capability. Succession planning is tightly integrated with profiles to search, match and identify potential successors.

Highlight:

Succession 360: Succession 360 provides a graphical overview of the succession landscape surrounding or relating to people, positions and job codes of interest. It enables HR administration to visually review succession plans and make required changes. Talent Pool: Identifies, tracks, and manages key employees in talent pools Creates Succession Plans: with multiple successors per individual, job and position Configurable Rating Boxes: Configurable X-Y grids for rating boxes (often designed as 9-box) track user-defined criteria such as performance, potential and readiness

Search Feature: Examines suitable successors and ranks them using suitability matching process and produces Nine Box matrix and compare profile report Searches among employees, applicants and contingent workers of the enterprise Reports Generator: Generates useful reports like Key Person/ Job Codes/ Positions report, Talent Pool Readiness report and Talent Pool Ratings Box report Manager self-service: Enables manager to review and edit succession plans of team members and direct reports

Benefits:

Develops and creates succession plans for individual employees, job codes, and positions Visibility of real-time hierarchical incumbents and successors, including relevant profile data (Succession 360) Integrates with Profile Manager to match and identify skill gap between potential successors and incumbent or job profile Searches internal and external candidate pools Identifies talent gaps, understands talent needs and enables managers to identify courses and associated learning programs that need to be integrated into Learning Management System Engages managers and employees in succession management.

Human Resource Help-Desk

Infosys TalentEdge's Helpdesk solution seamlessly combines and presents all information needed to resolve HR related queries and complaints of employees in a simple and intuitive manner. It enables administrators and agents to have a 360 degree view of employees. It creates and tracks cases, manages solution library, uses troubleshooting guides, and conducts one click transactions for employees.

Conclusion:
Innfosys TalentEdge platform offers operations support services for HR processes that are spread across the entire employee lifecycle - from Hire to Retire. Operations support services include both transactional processes and functional processes. These services are provided by our centralized process management team. The process management team comprises HR process specialists, who bring in best-in-class HR expertise and practices. Our HR Center of Excellence (CoE) builds process expertise internally and focuses on client organizations strategic HR issues. All our HR operations support services are driven by predefined Service Level Agreements (SLAs), ensuring guaranteed outcome.