HRM Policies Applicable
HRM Policies Applicable
HRM Policies Applicable
Organisational Structure:
A structure depends entirely on the organization's objectives and the strategy
chosen to achieve them. In a centralized structure, the decision making power
is concentrated in the top layer of the management and tight control is
exercised over departments and divisions. In a decentralized structure, the
decision making power is distributed and the departments and divisions have
varying degrees of autonomy. An organizational chart illustrates the
organizational structure.
Why Have a Structure?
• All businesses have to organise what they do • A clear structure makes it
easier to see which part of the business does what
• There are many ways to structure a business
INFOSYS IN BEGINNING
• Infosys was a start-up founded by 7 individuals.
• Early days were a constant struggle
• Dynamic Environment.
• Companies focus was on delivering a single product based on single
technology in a single marketplace.
Low degree of Formalization, low complexity and high centralization
2003 ONWARD……..
Company had become too big to carry on without modifying theexisting
structure.
Concept of decentralization was brought in.
Company divided into IBU’s. Each IBU concentrated on a particular
sector.
Made the company more customers focused. A Gamma B
transformation.
Managers of each IBU were empowered to take decisions tofurther the
IBU’s prospects.
Role Enlargement and Role Specialization.
Decentralized system with an ability to take quick.
Crucial as a result of the dynamic world order after the Sept 11 attacks
and Asian financial crisis.
Within each IBU the project matrix structure was carried forward.
In 2007, the IBU concept was further refined to take into account
geographic growth opportunities.
The 2007 reorganization was also for role enlargement of the second line
of business leaders.
CHAIRMAN AND DIRECTORS
N. R. Narayan Murthy appointed Chairman Emeritus. O Mr. K. V. Kamath
named as the Chairman of the Board. O Mr. S. Gopalakrishnan named as
the Co-Chairman of the Board. O Mr. S. D. Shibulal named as the Chief
Executive Officer and Managing Director.
"The catalyst for this change has been the continued evolution of our
capabilities as we continue to drive the new generation model of global
consulting and technology services. The new structure aligns us to the
needs of our clients as we build tomorrow's enterprise" continued S.
Gopalakrishnan.
ORGANIZATION STRATEGY
1) STATEMENT OF INTENT
2) RECRUITMENT OPPORTUNITY
The need for the post must be specified by the line manager and
credited by the relevant Director.
A job description and job specification must be prepared by the
line manager prior to the post being formulated
The post must be formally evaluated.
The cost for the post, including the variable costs of the post must
be identified by the line manager. In so doing the need to maintain
management costs within prescribed limits must be recognized.
3) OPPORTUNITY ADVERTISING
Draft the advertisement and tailor made for the target audience ensuring
it is non- discriminatory and avoids any gender or culturally specific
language. The factors will include the following:
job titles
salary and other incentives
brief summary of post
brief person specification
contact person for enquiries from applicants/informal visits
closing date
interview date
a statement that disabled applicants who meet the minimum
selection criteria for the position will be guaranteed an interview
arrangements for visits to the job location
4) SELECTION PROCESS
The selection panel will examine how each skill within the candidate
specification will be most appropriately assessed. The method used will
be determined by the nature of the post.. but may include a combination
of the following
Panel Interview
Presentations
Testing
In-tray exercises
Group exercises/discussions
5) DECISION GUIDELINES
Employee Reviews
PERCEPTIONS AMONG LAW STUDENTS