The former global HR head at Infosys will now move to the US, where more local hiring will be expedited.
TCS also announced salary hikes for FY19 in the range of two–six per cent, depending on geography.
HRKatha, in association with KellyOCG, is bringing together a group of HR leaders and industry veterans on the evening of February 22, in Bangalore, to discuss what’s next with finding the best talent.
Conventional reward mechanisms following the 'one size fits all' approach do not allow organisations to provide unique experiences to employees
Parekh will draw a salary of Rs 16.25 crore which includes Rs 6.5 crore of fixed salary and Rs 9.75 crore of variable pay.
The Company aims to have a healthy mix of local and global members in its workforce.
Sikka mentioned in his resignation letter that continuous distractions and ‘the constant drumbeat of the same issues over and over again’ is what has diminished the ‘excitement and passion’ despite so many achievements and transformations in his journey.
The programme is aimed at making students from Indian engineering colleges job ready, through training and skilling.
Around 20 executives have written a letter to the CEO and chief people officer of the company, intimating their decision to take a pay cut ranging from 10 per cent to 20 per cent.
The company is accused of obsessional preference for employees of South Asian race and national origin, usually Indian.
The IT giant has increased local hiring in the past two years.
Like last year, Infosys plans to hire about 20,000 engineers from campuses across the nation; skills sought this time, though, are different.
Large-scale white-collar displacement at middle and senior levels is a relatively new phenomenon in the Indian business environment, which both employees and employers are ill equipped to handle. This will certainly increase the chances of unions playing a more dominant role.
As part of the initiative, the company will open four new technology and innovation hubs across the country focussing on cutting-edge technology.
Most companies were left playing catch-up with tech disruptions, a workforce with different needs, customised people actions and the move from talent management to people management. So, the scope for these trends, and more, to come into their own in 2017 is immense.
The multi-step upgrade will enable modern self-service, better integration, improved security and productivity.
The company will carry out an orderly ramp-down, chiefly in India, over the next few months.
The company’s two major initiatives aimed at employee engagement and retention have been in the pipeline for over a year now.
This talent management tool not only allows employees to mobilise available opportunities in career growth, learning and networks, but also helps the organisation retain valuable talent.
With over 20 years of experience, she has earlier worked for Infosys and Willis Towers Watson.
Among other Indian companies, Infosys, TCS (Tata Consultancy Services), Air India, Flipkart, Wipro, Reliance Industries, Tata Motors, ONGC, L&T, Mahindra & Mahindra, Aditya Birla Group, Indian Oil, BHEL (Bharat Heavy Electricals Ltd.), Snapdeal, HCL and NPTC also feature in the list.
Enhanced security concerns across the world in response to terror; a possible slowdown in growth economies as well as subdued oil prices will all have a role to play in how business is shaped this year. This will have a deep impact on the amount of leverage the people function will have.
Richard Lobo is a qualified mechanical engineer who decided to pursue a career in human resources. Post his PGDM in Marketing and Finance, from Xavier Institute of Management, Lobo dabbled in sales and marketing at Godrej & Boyce.
He joined Infosys in 2000 where he was recently appointed as the senior vice-president & head-HR. In his new role, he oversees the functions of business HR, employee relations, geography-HR and HR delivery for Infosys.
In the last one year, the company has introduced several changes in terms of people practices. Lobo chats with HRKatha on the company’s people strategy and his overall view on the changing dynamics of the human resource function.Excerpts!