KEY LEARNINGS FROM INFOSYS

1. Have a vision. The vision of Mr Narayana Murthy was responsible for birth and growth
of Infosys. In spite of his middle calls background and family responsibilities, he dreamt
of a world class company and fought all odds to create and develop it. He dreamt of a
company which could be owned by a middle class man as he was and ensured with his
perseverance of excellence that the company made a landmark development in the field
of IT services.

2. Building Hope. Mr Narayana Murthy kept his hope alive during tough times of the
company and when many stake holders were discussing dissolving the company view
poor performance and administrative problems in running the company. Mr Naranya
Murthy offered to buy there stake and continue in his endeavor. He also motivated his
peers in not giving up hope and per sue the development of the firm

3. Developing Brand. He dreamt of making Infosys a world class brand which delivered
world class software to firms. He believed in knowing his competitors and developing
superior technology to beat them. This resulted benchmarking of products by Infosys.
This world class branding was achieved by motivating employees to consider work as
fun and produce world class products. Also , emphasis was laid on values and ethos
and ensured every employee adhered by the C-LIFE the company core value.

4. Emotional bonding. The company offered ESOPs to its employees as incentives

to promote ownership feeling by its employees. This resulted in emotional bonding of
the employees towards the company and they worked the extra bit to achieve
designated goals for the company. However this also had negative effect when ESOPs
were given at 85% value as per SEBI guidelines. Therefore, we can deduce that
employees outlook towards company changes when incentives which were freely
distributed becomes scare.

5. Communication. The company was employing freshers from colleges and also
individuals with experience and undertook in two types of trainings. In spite of such
initiatives the company had HR issues as communication between the hierarchy was
dysfunctional. Therefore, having an open lines of communication between the
hierarchies is essential for continued performance of the employees and the company.
 TATA Group

1. HR an asset. The group has been employee centric from its initial years and has
always considered HR as an asset. This kind of company outlook has ensured that the
employees have always reciprocated the feeling and this has resulted in continued
commitment of employees for the groups.

2. Sense of pride and ownership. The tatas built an integrated HR system which
focused on worker level. The responsibilities were distributed at all levels and progress
was to be delivered. The system also provided growth to all individuals and was giving
better quality of jobs to managers.

3. Leadership development. The group had a system which would identify leaders
within the organization and nurture them to become future leaders of the company.

4. Growth. The company had various programs to ensure inclusive growth of the
organization. The programs were focused providing customer delight, focus on future
organistational agility , innovation and valuing employees.

5. Social responsibility. The company all along its journey has kept social
responsibility at top of its agenda. It has started various scholarships to aid education of
deserving students and has always kept nation building at top of its aims.

Challenges for Infosys

(a) Finding good people and keeping them
(b) Improve confidence of young
(c) Providing quality products on time
(d) Find the big problems and find their solutions

Issues