Random Essay

1248 words - 5 pages

5Darlene Maney Case Analysis of InfosysCase SummaryIn our case study, Infosys originated as an idea by the owners, Narayana Murthy and six of his former colleagues. The purpose was to create a software company that was "of the professional, by the professional, and for the professional" (Delong, 2006). The seven co-founders wanted a company that would be professionally managed and offered a fair deal to all the stakeholders, including the employees. As the company grew globally, it was faced with national and international regulations that required the owners to think creatively in order to compete with other software companies. At the same time, they were faced with employees that were becoming dissatisfied with what they perceived as shrinking benefits and a disregard for their creativity and technical ingenuity. Efforts by management seemed to be hampered by the fact that not all of the employees shared the vision. Communication did not flow freely between managers and employees, and it was clearly an issue when paired with a high turnover rate. Costs were being incurred because of increase recruiting efforts spurred by this rate. Various projects viewed by management as something that could address the discontent of the employees fell short of being successful. The management of Infosys finally realized that all of these changes in a relatively short period of time just were not working.IssuesThis issue, as this writer has observed, are that they were unable to continue the momentum begun in the first five years of operation. Part of the problem was the bureaucracy they encountered as they were attempting to go global in their operations. Infosys also went through changes in employee relations. Despite efforts to improve current employee relations through these changes, the employees were discontent and the turnover rate was rising. The benefits they had been able to give when the company was starting out were undergoing changes and not as available to new employees.In addition, the upper management was losing touch changes involving employees. Employee development that was supposed to be provided by upper management and supervisory employees was simply not getting done. Management was finding it difficult to be as "hands on" as they had been. The rapid growth of the organization was leading the employees to feel that the work was not as fulfilling as they had hoped it might be. And Infosys' competitors, who were beginning to branch out into India, were able to offer better compensation packages. This turnover lead to rising employee costs because of increasing recruitment efforts.Alternate Solutions (to the issues)This writer feels that a solid strategic human resources plan could have avoided many of the employee issues that Infosys was experiencing. The Human Resources department did not seem to be in touch with the employees. In reading the material, it seemed that the management of the company was primarily concerned (as they should be)...

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