Infosys TalentEdge Recruitment module is an integrated, cost-effective talent acquisition solution that enables organizations to manage their workforce by searching and hiring the right talent. It integrates job boards, job postings, applicant searches, background checks, résumé extractions, and test centers, and provides an efficient, productive and enriching online recruitment experience.

Recruitment Policy

Infosys prefers external recruitment and mainly takes help from agencies and institutions as it‟s a giant company and internal recruitment proves to be inadequate as its yearly targets are very high.

CAMPUS: Campus recruitment is so much sought after that each college; university department or institute will have a placement officer to handle recruitment functions. However, it is often an expensive process, even if recruiting process produces job offers and acceptances eventually. A majority leave the organization within the first five years of their employment. Yet, it is a major source of recruitment for prestigious companies. Infosys is the company of choice for campus recruitment programs in most major engineering institutes such as IITs, RECs etc. and at premier management institutes such as the IIMs.

Engineering Institutes: Campus hiring at engineering institutes typically starts in May and continues through September. Senior managers and officers from Infosys actively participate in this hiring, to bring on board the next generation of bright, young and talented leaders for the company. We encourage current students at the campuses we visit to use this opportunity to interact with the Infosys recruitment teams during the hiring process to understand the company and our people philosophy. We hire engineering graduates and post-graduates from all disciplines, and MCA students at the campuses.

Management Institutes: Campus hiring at management institutes typically starts in December and continues through March. We hire management graduates from all disciplines, with or without prior work experience in software or other fields.

OFF CAMPUS: It is the event for those candidates who do not get selected during campus recruitment. The process remains the same; it just aims at giving those candidates a chance that were not able to go through the process before. These candidates also go through the same two rounds, here only the scale and basis on which they are evaluated changes.

Process Followed By Infosys:

o Initially they advertise about the job fair in the local newspapers of all the states specifying the venue and date of the job fair.

o On the specified date, Infosys banners are put up at the venue. They have around 3 to 4 counters. Initially these counters are used for registrations. Once the number of registrations is equal to the total capacity of all the counters, the registrations are stopped and the registered candidates fill the application forms at the counter.

o Next a logic test of 45 minutes is conducted and an English test of 15 minutes is conducted where in one is suppose to write an essay, to check their handwriting, vocabulary and sentence framing ability.

o Once the test is over, registrations for the next group start. At the same time the previous papers are evaluated and the candidates are selected for interview based on the cut-off marks.

o The candidates who are selected in the interview are informed then and there by displaying the list and are given the offer.

Training and Development Policy

"There is a three-tier training process at Infosys.

Tier-1 of the Infosys Management Council, which consists of the company's board of directors, mentors Tier-2 leaders who in turn guide the Tier-3 group.

About 45 executives are a part of the company's Tier-1 of the management council. And each of the leaders undergoes exhaustive and sustained training through the company's personal development programme -- PDP.

The chosen few -- 400 of the 58,409 employees -- identified as 'high potential Infoscions' undergo a three-year 'leadership journey' that includes training, actionising personal development programme, interacting with other participants, understanding the company better and resolving real business issues.

The note prepared by the ILI faculty enumerates 'the nine pillars for leadership development' as:

1. 360 degree feedback

2. Development assignments

3. Infosys Culture workshops

4. Development relationships

5. Leadership skills training

6. Feedback intensive programmes

7. Systemic process learning

8. Action learning

9. Community empathy

Compensation policy

The variable component constitutes as much as 50 per cent of the total pay package of senior executives at Infosys. However, in case of the junior- and middle-level professionals, it accounts for 20 per cent of their gross salary, according to company insiders.

In FY13, the company deferred giving increments to employees in April, which it finally announced in October 2012. The average rise given to offshore employees was in the range of six-eight per cent, whereas the onsite ones were given a rise of two per cent on an average.

To give a fillip to its products and platform business, Infosys has formed an innovation fund of $100 million.

The money will be used to fund ideas, in line with the company’s strategy of Infosys 3.0, said the firm, adding ideas from people both within the organisation and outside will be considered.

Promotion Policy

The promotions and salary hikes for employees of Infosys are directly linked to CRR. CRR (consolidated relative rating) was calculated every year by taking into account the rating obtained in the half yearly appraisals conducted every year for each employee. The CRR is on a scale of 1-4, and a CRR of 1 means best performance. During the global recession, the lowest 5% were put under the review programme.

In this process, it is possible for an employee to get a good appraisal rating if they maintained a good rapport with the superior. The promotion policies at Infosys have been changing with times. Since last year, in what has been first such comprehensive exercise in the IT industry, all the 91,000-odd employees of India s second-largest IT services provider, Infosys Technologies, have been undergoing certification programmes to get promoted. The certification programme, conducted every March, had been extended across the board and testing the employees' domain expertise, and grading them accordingly to be eligible for promotion.

Those who qualified for these certification benchmarks were considered for higher and complex jobs. Infosys also had a bottom performance plan, according to which the poor performers were given a chance to improve their skills. Last year, Infosys introduced a new initiative called µInfosys Roles and Career Enhancement. Termed µiRace, this new strategy aims to re-map the technology skills of its software professionals and offer them roles based on their current level of experience and technological know-how. Termed µiRace, this new strategy aims to re-map the technology skills of its software professionals and offer them roles based on their current level of experience and technological know-how. iRace, implemented by global HR services firm Mercer

Consulting, is a career transformation exercise, where employees are given designations based on their domain knowledge and the business units they belong to.

Industrial Relations Policy

Infosys have seen global corporations redefine the business, in terms of what they offer their markets and customers, how they understand their customers, build relationship with customers, build relationships with stakeholders and operate globally.

Rapid advancement of technology affect the pace of innovation and transformation in Infosys. From a clients enterprise perspective, this velocity of change poses three key challenges:

o Re-balancing Investmento Re-defining the cost structure from CAPEX intensive to OPEX basedo Reducing the cycle time of realizing the ROI

As a part of Infosys Industrial Relations Policy, its strategy of growing innovative products, business platform and solutions is focussed on addressing these key challenges.