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Infosys (A): Strategic Human Resource Management – Case Solution

Hema Ravichandar, head of human resources at Infosys, has the goal of ensuring that the company would be included on the Top 10 lists of both Best Performing Companies and Best Employers by 2007. To achieve this, Ravichandar must determine whether the problems at INFOSYS are serious and if there is a need to continue or discontinue some of the HR policies.

Thomas J. DeLong; Jaya Tandon; Ganesh Rengaswamy Harvard Business Review ( 406010-PDF-ENG ) October 31, 2005

Case questions answered:

Are the problems at Infosys serious enough to warrant close attention?
As Hema Ravichandar, do you feel that you need to continue or discontinue some of the HR policies introduced?
What advice do you have for Ravichandar?

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Infosys (A): Strategic Human Resource Management Case Answers

Introduction – infosys (a): strategic human resource management.

Hema Ravichandar, head of human resources, was given a new and aggressive milestone to reach: ensure Infosys is on the Top 10 lists of both Best Performing Companies and Best Employers by 2007.

No large organization had ever been able to achieve this distinction because of the tension between the need to control costs for financial performance and the expenditure required for employee satisfaction.

Ravichandar was aware of the humbling experiences of the past that made Infosys cognizant of the difficulties ahead as it transitioned from a small to a large company.

1. Are the problems at Infosys serious enough to warrant close attention?

The problems at Infosys indeed require very close attention. Being knocked off its perch as the Best Employer is a red flag that needs attention, considering that the company had been the poster boy of the Indian IT industry.

The workforce at Infosys has been growing at a rapid rate (44% year on year), and this kind of growth can lead to the creation of distance between the management, the managers, and those managed. Infosys, in a sense, had over-branded itself, and people joining it did so with great expectations.

Any downside to this created a sense of betrayal and a break in the psychological contract. The psychological contract refers to the unwritten set of expectations of the employment relationship as distinct from the formal, codified employment contract. Taken together, the psychological contract and the employment contract define the employer-employee relationship.

Originally developed by organizational scholar Denise Rousseau, the psychological contract includes informal arrangements, mutual beliefs, common ground, and perceptions between the two parties.

The psychological contract develops and evolves constantly based on communication, or lack thereof, between the employee and the employer. Promises over promotion or salary increases, for example, may form part of the psychological contract.

Managing expectations is a key behavior for employers so that they don’t accidentally give employees the wrong perception of action, which then doesn’t materialize. Employees should also manage expectations so that, for example, difficult situations or adverse personal circumstances that affect productivity are not seen by management as deviant.

Perceived breaches of the psychological contract can severely damage the relationship between employer and employee, leading to disengagement, reduced productivity, and, in some cases, workplace deviance.

Fairness is a significant part of the psychological contract, bound up in equity theory – employees need to perceive that they’re being treated fairly to sustain a healthy psychological contract.

Infosys was the first Indian organization to hand out ESOPS, and the early employees of Infosys received tremendous returns on their ESOPS. Over the years, ESOPS had…

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Infosys (a): strategic human resource management case study analysis & solution, harvard business case studies solutions - assignment help.

Infosys (A): Strategic Human Resource Management is a Harvard Business (HBR) Case Study on Organizational Development , Fern Fort University provides HBR case study assignment help for just $11. Our case solution is based on Case Study Method expertise & our global insights.

Organizational Development Case Study | Authors :: Thomas J. DeLong, Jaya Tandon, Ganesh Rengaswamy

Case study description.

Hema Ravichandar, head of human resources, was given a new and aggressive milestone to reach: ensure Infosys is on the Top 10 lists of both Best Performing Companies and Best Employers by 2007. No large organization had ever been able to achieve this distinction because of the tension between the need to control costs for financial performance and the expenditure required for employee satisfaction. Ravichandar was aware of the humbling experiences of the past that made Infosys cognizant of the difficulties ahead as it transitioned from a small to a large company.

Growth strategy, Human resource management

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Step 2 - Reading the Infosys (A): Strategic Human Resource Management HBR Case Study

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Refine the central problem the protagonist is facing in the case and how it relates to the HBR fundamentals on the topic.
Evaluate each detail in the case study in light of the HBR case study analysis core ideas.

Step 3 - Infosys (A): Strategic Human Resource Management Case Study Analysis

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Company history is provided in the first half of the case. You can use this history to draw a growth path and illustrate vision, mission and strategic objectives of the organization. Often history is provided in the case not only to provide a background to the problem but also provide the scope of the solution that you can write for the case study.
HBR case studies provide anecdotal instances from managers and employees in the organization to give a feel of real situation on the ground. Use these instances and opinions to mark out the organization's culture, its people priorities & inhibitions.
Make a time line of the events and issues in the case study. Time line can provide the clue for the next step in organization's journey. Time line also provides an insight into the progressive challenges the company is facing in the case study.

Step 4 - SWOT Analysis of Infosys (A): Strategic Human Resource Management

Once you finished the case analysis, time line of the events and other critical details. Focus on the following -

Zero down on the central problem and two to five related problems in the case study.
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SWOT analysis and SWOT Matrix will help you to clearly mark out - Strengths Weakness Opportunities & Threats that the organization or manager is facing in the Infosys (A): Strategic Human Resource Management
SWOT analysis will also provide a priority list of problem to be solved.
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Step 5 - Porter 5 Forces / Strategic Analysis of Industry Analysis Infosys (A): Strategic Human Resource Management

In our live classes we often come across business managers who pinpoint one problem in the case and build a case study analysis and solution around that singular point. Business environments are often complex and require holistic solutions. You should try to understand not only the organization but also the industry which the business operates in. Porter Five Forces is a strategic analysis tool that will help you in understanding the relative powers of the key players in the business case study and what sort of pragmatic and actionable case study solution is viable in the light of given facts.

Step 6 - PESTEL, PEST / STEP Analysis of Infosys (A): Strategic Human Resource Management

Another way of understanding the external environment of the firm in Infosys (A): Strategic Human Resource Management is to do a PESTEL - Political, Economic, Social, Technological, Environmental & Legal analysis of the environment the firm operates in. You should make a list of factors that have significant impact on the organization and factors that drive growth in the industry. You can even identify the source of firm's competitive advantage based on PESTEL analysis and Organization's Core Competencies.

Step 7 - Organizing & Prioritizing the Analysis into Infosys (A): Strategic Human Resource Management Case Study Solution

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Build a corporate level strategy - organizing your findings and recommendations in a way to answer the larger strategic objective of the firm. It include using the analysis to answer the company's vision, mission and key objectives , and how your suggestions will take the company to next level in achieving those goals.
Business Unit Level Solution - The case study may put you in a position of a marketing manager of a small brand. So instead of providing recommendations for overall company you need to specify the marketing objectives of that particular brand. You have to recommend business unit level recommendations. The scope of the recommendations will be limited to the particular unit but you have to take care of the fact that your recommendations are don't directly contradict the company's overall strategy. For example you can recommend a low cost strategy but the company core competency is design differentiation.
Case study solutions can also provide recommendation for the business manager or leader described in the business case study.

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Step 10 - Critically Examine Infosys (A): Strategic Human Resource Management case study solution

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Infosys (A): Strategic Human Resource Management Harvard Case Solution & Analysis

Home >> Human Resource Cases >> Infosys (A): Strategic Human Resource Management

infosys strategic human resource management case study solution

Hema Ravichandar, head of human resources , has been given a new and aggressive to achieve a milestone: achieving Infosys is in the Top 10 list as the most efficient companies and best employers in 2007. No large organization has never been able to achieve this distinction because of the tension between the need to control costs on the financial results and expenses necessary for employee satisfaction. Ravichandar knew about humility past experience that made Infosys understands the difficulties ahead, as she went from small to large companies. "Hide by Thomas J. DeLong, Jaya Tandon, Ganesh Rengaswamy Source: Harvard Business School 11 pages. Publication Date: October 31, 2005. Prod. #: 406010-PDF-ENG

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Infosys (a): strategic human resource management description.

Case Description Infosys (A): Strategic Human Resource Management

Strategic managment tools used in case study analysis of infosys (a): strategic human resource management, step 1. problem identification in infosys (a): strategic human resource management case study, step 2. external environment analysis - pestel / pest / step analysis of infosys (a): strategic human resource management case study, step 3. industry specific / porter five forces analysis of infosys (a): strategic human resource management case study, step 4. evaluating alternatives / swot analysis of infosys (a): strategic human resource management case study, step 5. porter value chain analysis / vrio / vrin analysis infosys (a): strategic human resource management case study, step 6. recommendations infosys (a): strategic human resource management case study, step 7. basis of recommendations for infosys (a): strategic human resource management case study, quality & on time delivery.

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Case Analysis of Infosys (A): Strategic Human Resource Management

Infosys (A): Strategic Human Resource Management is a Harvard Business (HBR) Case Study on Organizational Development , Texas Business School provides HBR case study assignment help for just $9. Texas Business School(TBS) case study solution is based on HBR Case Study Method framework, TBS expertise & global insights. Infosys (A): Strategic Human Resource Management is designed and drafted in a manner to allow the HBR case study reader to analyze a real-world problem by putting reader into the position of the decision maker. Infosys (A): Strategic Human Resource Management case study will help professionals, MBA, EMBA, and leaders to develop a broad and clear understanding of casecategory challenges. Infosys (A): Strategic Human Resource Management will also provide insight into areas such as – wordlist , strategy, leadership, sales and marketing, and negotiations.

Case Study Solutions Background Work

Infosys (A): Strategic Human Resource Management case study solution is focused on solving the strategic and operational challenges the protagonist of the case is facing. The challenges involve – evaluation of strategic options, key role of Organizational Development, leadership qualities of the protagonist, and dynamics of the external environment. The challenge in front of the protagonist, of Infosys (A): Strategic Human Resource Management, is to not only build a competitive position of the organization but also to sustain it over a period of time.

Strategic Management Tools Used in Case Study Solution

The Infosys (A): Strategic Human Resource Management case study solution requires the MBA, EMBA, executive, professional to have a deep understanding of various strategic management tools such as SWOT Analysis, PESTEL Analysis / PEST Analysis / STEP Analysis, Porter Five Forces Analysis, Go To Market Strategy, BCG Matrix Analysis, Porter Value Chain Analysis, Ansoff Matrix Analysis, VRIO / VRIN and Marketing Mix Analysis.

Texas Business School Approach to Organizational Development Solutions

In the Texas Business School, Infosys (A): Strategic Human Resource Management case study solution – following strategic tools are used - SWOT Analysis, PESTEL Analysis / PEST Analysis / STEP Analysis, Porter Five Forces Analysis, Go To Market Strategy, BCG Matrix Analysis, Porter Value Chain Analysis, Ansoff Matrix Analysis, VRIO / VRIN and Marketing Mix Analysis. We have additionally used the concept of supply chain management and leadership framework to build a comprehensive case study solution for the case – Infosys (A): Strategic Human Resource Management

Step 1 – Problem Identification of Infosys (A): Strategic Human Resource Management - Harvard Business School Case Study

The first step to solve HBR Infosys (A): Strategic Human Resource Management case study solution is to identify the problem present in the case. The problem statement of the case is provided in the beginning of the case where the protagonist is contemplating various options in the face of numerous challenges that Infosys Ravichandar is facing right now. Even though the problem statement is essentially – “Organizational Development” challenge but it has impacted by others factors such as communication in the organization, uncertainty in the external environment, leadership in Infosys Ravichandar, style of leadership and organization structure, marketing and sales, organizational behavior, strategy, internal politics, stakeholders priorities and more.

Step 2 – External Environment Analysis

Texas Business School approach of case study analysis – Conclusion, Reasons, Evidences - provides a framework to analyze every HBR case study. It requires conducting robust external environmental analysis to decipher evidences for the reasons presented in the Infosys (A): Strategic Human Resource Management. The external environment analysis of Infosys (A): Strategic Human Resource Management will ensure that we are keeping a tab on the macro-environment factors that are directly and indirectly impacting the business of the firm.

What is PESTEL Analysis? Briefly Explained

PESTEL stands for political, economic, social, technological, environmental and legal factors that impact the external environment of firm in Infosys (A): Strategic Human Resource Management case study. PESTEL analysis of " Infosys (A): Strategic Human Resource Management" can help us understand why the organization is performing badly, what are the factors in the external environment that are impacting the performance of the organization, and how the organization can either manage or mitigate the impact of these external factors.

How to do PESTEL / PEST / STEP Analysis? What are the components of PESTEL Analysis?

As mentioned above PESTEL Analysis has six elements – political, economic, social, technological, environmental, and legal. All the six elements are explained in context with Infosys (A): Strategic Human Resource Management macro-environment and how it impacts the businesses of the firm.

How to do PESTEL Analysis for Infosys (A): Strategic Human Resource Management

To do comprehensive PESTEL analysis of case study – Infosys (A): Strategic Human Resource Management , we have researched numerous components under the six factors of PESTEL analysis.

Political Factors that Impact Infosys (A): Strategic Human Resource Management

Political factors impact seven key decision making areas – economic environment, socio-cultural environment, rate of innovation & investment in research & development, environmental laws, legal requirements, and acceptance of new technologies.

Government policies have significant impact on the business environment of any country. The firm in “ Infosys (A): Strategic Human Resource Management ” needs to navigate these policy decisions to create either an edge for itself or reduce the negative impact of the policy as far as possible.

Data safety laws – The countries in which Infosys Ravichandar is operating, firms are required to store customer data within the premises of the country. Infosys Ravichandar needs to restructure its IT policies to accommodate these changes. In the EU countries, firms are required to make special provision for privacy issues and other laws.

Competition Regulations – Numerous countries have strong competition laws both regarding the monopoly conditions and day to day fair business practices. Infosys (A): Strategic Human Resource Management has numerous instances where the competition regulations aspects can be scrutinized.

Import restrictions on products – Before entering the new market, Infosys Ravichandar in case study Infosys (A): Strategic Human Resource Management" should look into the import restrictions that may be present in the prospective market.

Export restrictions on products – Apart from direct product export restrictions in field of technology and agriculture, a number of countries also have capital controls. Infosys Ravichandar in case study “ Infosys (A): Strategic Human Resource Management ” should look into these export restrictions policies.

Foreign Direct Investment Policies – Government policies favors local companies over international policies, Infosys Ravichandar in case study “ Infosys (A): Strategic Human Resource Management ” should understand in minute details regarding the Foreign Direct Investment policies of the prospective market.

Corporate Taxes – The rate of taxes is often used by governments to lure foreign direct investments or increase domestic investment in a certain sector. Corporate taxation can be divided into two categories – taxes on profits and taxes on operations. Taxes on profits number is important for companies that already have a sustainable business model, while taxes on operations is far more significant for companies that are looking to set up new plants or operations.

Tariffs – Chekout how much tariffs the firm needs to pay in the “ Infosys (A): Strategic Human Resource Management ” case study. The level of tariffs will determine the viability of the business model that the firm is contemplating. If the tariffs are high then it will be extremely difficult to compete with the local competitors. But if the tariffs are between 5-10% then Infosys Ravichandar can compete against other competitors.

Research and Development Subsidies and Policies – Governments often provide tax breaks and other incentives for companies to innovate in various sectors of priority. Managers at Infosys (A): Strategic Human Resource Management case study have to assess whether their business can benefit from such government assistance and subsidies.

Consumer protection – Different countries have different consumer protection laws. Managers need to clarify not only the consumer protection laws in advance but also legal implications if the firm fails to meet any of them.

Political System and Its Implications – Different political systems have different approach to free market and entrepreneurship. Managers need to assess these factors even before entering the market.

Freedom of Press is critical for fair trade and transparency. Countries where freedom of press is not prevalent there are high chances of both political and commercial corruption.

Corruption level – Infosys Ravichandar needs to assess the level of corruptions both at the official level and at the market level, even before entering a new market. To tackle the menace of corruption – a firm should have a clear SOP that provides managers at each level what to do when they encounter instances of either systematic corruption or bureaucrats looking to take bribes from the firm.

Independence of judiciary – It is critical for fair business practices. If a country doesn’t have independent judiciary then there is no point entry into such a country for business.

Government attitude towards trade unions – Different political systems and government have different attitude towards trade unions and collective bargaining. The firm needs to assess – its comfort dealing with the unions and regulations regarding unions in a given market or industry. If both are on the same page then it makes sense to enter, otherwise it doesn’t.

Economic Factors that Impact Infosys (A): Strategic Human Resource Management

Social factors that impact infosys (a): strategic human resource management, technological factors that impact infosys (a): strategic human resource management, environmental factors that impact infosys (a): strategic human resource management, legal factors that impact infosys (a): strategic human resource management, step 3 – industry specific analysis, what is porter five forces analysis, step 4 – swot analysis / internal environment analysis, step 5 – porter value chain / vrio / vrin analysis, step 6 – evaluating alternatives & recommendations, step 7 – basis for recommendations, references :: infosys (a): strategic human resource management case study solution.

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Infosys (A): Strategic Human Resource Management Case Solution & Answer

Home » Case Study Analysis Solutions » Infosys (A): Strategic Human Resource Management

Hema Ravichandar, head of human resources, has received a new and aggressive step to achieve: ensuring Infosys is in the Top 10 lists of the most successful companies and best employers of 2007. No large organization has never been able to make this distinction because of the tension between the need to control operating costs and expenses for financial employee satisfaction. Ravichandar knew humiliating experiences of the past that Infosys made aware of the challenges ahead as it has grown from a small or a large company. by Thomas J. DeLong Jaya Tandon, Ganesh Rengaswamy Source: Harvard Business School 11 pages. Date of publication October 31, 2005. Prod #: 406010-PDF-ENG Infosys (A): Solving Strategic Management of Human Resources

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Infosys (A) Strategic Human Resource Management Case Study Solution Analysis. Get Infosys (A) Strategic Human Resource Management Case Study Analysis Solution. Contact us directly at buycasesolutions(at)gmail(dot)com if you want to order for Infosys (A) Strategic Human Resource Management Case Solution, Case Analysis, Case Study Solution. Thomas J. DeLong, Jaya Tandon, Ganesh Rengaswamy Less

Email us for Any Case Solution at: [email protected] Infosys (A) Strategic Human Resource Management Case Study Solution Analysis Infosys (A) Strategic Human Resource Management Case Study Solution Analysis. Our tutors are available 24/7 to assist in your academic stuff, Our Professional writers are ready to serve you in services you need. Every Case Study Solution & Analysis is prepared from scratch, top quality, plagiarism free. Authors: Thomas J. DeLong, Jaya Tandon, Ganesh Rengaswamy Get Case Study Solution and Analysis of Infosys (A) Strategic Human Resource Management in a FAIR PRICE!! Steps for Case Study Solution Analysis: 1. Introduction of Infosys (A) Strategic Human Resource Management Case Solution The Infosys (A) Strategic Human Resource Management case study is a Harvard Business Review case study, which presents a simulated practical experience to the reader allowing them to learn about real life problems in the business world. The Infosys (A) Strategic Human Resource Management case consisted of a central issue to the organization, which had to be identified, analysed and creative solutions had to be drawn to tackle the issue. This paper presents the solved Infosys (A) Strategic Human Resource Management case analysis and case solution. The method through which the analysis is done is mentioned, followed by the relevant tools used in finding the solution. The case solution first identifies the central issue to the Infosys (A) Strategic Human Resource Management case study, and the relevant stakeholders affected by this issue. This is known as the problem identification stage. After this, the relevant tools and models are used, which help in the case study analysis and case study solution. The tools used in identifying the solution consist of the SWOT Analysis, Porter Five Forces Analysis, PESTEL Analysis, VRIO analysis, Value Chain Analysis, BCG Matrix analysis, Ansoff Matrix analysis, and the Marketing Mix analysis. The solution consists of recommended strategies to overcome this central issue. It is a good idea Email us for Any Case Solution at: [email protected] Note: This article is just a sample and not an actual case solution. If you want original case solution, please place your order on the Email. Please do check Junk/Spam folder of your E-mail for our reply, if not in Inbox.

Email us for Any Case Solution at: [email protected] to also propose alternative case study solutions, because if the main solution is not found feasible, then the alternative solutions could be implemented. Lastly, a good case study solution also includes an implementation plan for the recommendation strategies. This shows how through a step-by-step procedure as to how the central issue can be resolved. 2. Problem Identification of Infosys (A) Strategic Human Resource Management Case Solution Harvard Business Review cases involve a central problem that is being faced by the organization and these problems affect a number of stakeholders. In the problem identification stage, the problem faced by Infosys (A) Strategic Human Resource Management is identified through reading of the case. This could be mentioned at the start of the reading, the middle or the end. At times in a case analysis, the problem may be clearly evident in the reading of the HBR case. At other times, finding the issue is the job of the person analysing the case. It is also important to understand what stakeholders are affected by the problem and how. The goals of the stakeholders and are the organization are also identified to ensure that the case study analysis are consistent with these. 3. Analysis of the Infosys (A) Strategic Human Resource Management HBR Case Study The objective of the case should be focused on. This is doing the Infosys (A) Strategic Human Resource Management Case Solution. This analysis can be proceeded in a step-by-step procedure to ensure that effective solutions are found. In the first step, a growth path of the company can be formulated that lays down its vision, mission and strategic aims. These can usually be developed using the company history is provided in the case. Company history is helpful in a Business Case study as it helps one understand what the scope of the solutions will be for the case study. The next step is of understanding the company; its people, their priorities and the overall culture. This can be done by using company history. It can also be done by looking at anecdotal instances of managers or employees that are usually included in an HBR case study description to give the reader a real feel of the situation. Lastly, a timeline of the issues and events in the case needs to be made. Arranging events in a timeline allows one to predict the next few events that are likely to take place. It also helps one in developing the case study solutions. The timeline also helps in understanding the continuous challenges that are being faced by the organisation. Email us for Any Case Solution at: [email protected] Note: This article is just a sample and not an actual case solution. If you want original case solution, please place your order on the Email. Please do check Junk/Spam folder of your E-mail for our reply, if not in Inbox.

Email us for Any Case Solution at: [email protected] 4. SWOT analysis of Infosys (A) Strategic Human Resource Management An important tool that helps in addressing the central issue of the case and coming up with Infosys (A) Strategic Human Resource Management HBR case solution is the SWOT analysis. The SWOT analysis is a strategic management tool that lists down in the form of a matrix, an organisation's internal strengths and weaknesses, and external opportunities and threats. It helps in the strategic analysis of Infosys (A) Strategic Human Resource Management Once this listing has been done, a clearer picture can be developed in regards to how strategies will be formed to address the main problem. For example, strengths will be used as an advantage in solving the issue. Therefore, the SWOT analysis is a helpful tool in coming up with the Infosys (A) Strategic Human Resource Management Case Study answers. One does not need to remain restricted to using the traditional SWOT analysis, but the advanced TOWS matrix or weighted average SWOT analysis can also be used. 5. Porter Five Forces Analysis for Infosys (A) Strategic Human Resource Management Another helpful tool in finding the case solutions is of Porter's Five Forces analysis. This is also a strategic tool that is used to analyse the competitive environment of the industry in which Infosys (A) Strategic Human Resource Management operates in. Analysis of the industry is important as businesses do not work in isolation in real life, but are affected by the business environment of the industry that they operate in. Harvard Business case studies represent real-life situations, and therefore, an analysis of the industry's competitive environment needs to be carried out to come up with more holistic case study solutions. In Porter's Five Forces analysis, the industry is analysed along 5 dimensions. • These are the threats that the industry faces due to new entrants. • It includes the threat of substitute products. • It includes the bargaining power of buyers in the industry. • It includes the bargaining power of suppliers in an industry. • Lastly, the overall rivalry or competition within the industry is analysed This tool helps one understand the relative powers of the major players in the industry and its overall competitive dynamics. Actionable and practical solutions can then be developed by keeping these factors into perspective. 6. PESTEL Analysis of Infosys (A) Strategic Human Resource Management Email us for Any Case Solution at: [email protected] Note: This article is just a sample and not an actual case solution. If you want original case solution, please place your order on the Email. Please do check Junk/Spam folder of your E-mail for our reply, if not in Inbox.

Email us for Any Case Solution at: [email protected] Another helpful tool that should be used in finding the case study solutions is the PESTEL analysis. This also looks at the external business environment of the organisation helps in finding case study Analysis to real-life business issues as in HBR cases. • The PESTEL analysis particularly looks at the macro environmental factors that affect the industry. These are the political, environmental, social, technological, environmental and legal (regulatory) factors affecting the industry. • Factors within each of these 6 should be listed down, and analysis should be made as to how these affect the organisation under question. 7. VRIO Analysis of Infosys (A) Strategic Human Resource Management This is an analysis carried out to know about the internal strengths and capabilities of Infosys (A) Strategic Human Resource Management . Under the VRIO analysis, the following steps are carried out: • The internal resources of Infosys (A) Strategic Human Resource Management are listed down. • Each of these resources are assessed in terms of the value it brings to the organization. • Each resource is assessed in terms of how rare it is. A rare resource is one that is not commonly used by competitors. • Each resource is assessed whether it could be imitated by competition easily or not. • Lastly, each resource is assessed in terms of whether the organization can use it to an advantage or not. • The analysis done on the 4 dimensions; Value, Rareness, Imitability, and Organization. If a resource is high on all of these 4, then it brings long-term competitive advantage. If a resource is high on Value, Rareness, and Imitability, then it brings an unused competitive advantage. If a resource is high on Value and Rareness, then it only brings temporary competitive advantage. If a resource is only valuable, then it’s a competitive parity. If it’s none, then it can be regarded as a competitive disadvantage. 8. Value Chain Analysis of Infosys (A) Strategic Human Resource Management The Value chain analysis of Infosys (A) Strategic Human Resource Management helps in identifying the activities of an organization, and how these add value in Email us for Any Case Solution at: [email protected] Note: This article is just a sample and not an actual case solution. If you want original case solution, please place your order on the Email. Please do check Junk/Spam folder of your E-mail for our reply, if not in Inbox.

Email us for Any Case Solution at: [email protected] terms of cost reduction and differentiation. This tool is used in the case study analysis as follows: • The firm’s primary and support activities are listed down. • Identifying the importance of these activities in the cost of the product and the differentiation they produce. • Lastly, differentiation or cost reduction strategies are to be used for each of these activities to increase the overall value provided by these activities. Recognizing value creating activities and enhancing the value that they create allow Infosys (A) Strategic Human Resource Management to increase its competitive advantage. 9. BCG Matrix of Infosys (A) Strategic Human Resource Management The BCG Matrix is an important tool in deciding whether an organization should invest or divest in its strategic business units. The matrix involves placing the strategic business units of a business in one of four categories; question marks, stars, dogs and cash cows. The placement in these categories depends on the relative market share of the organization and the market growth of these strategic business units. The steps to be followed in this analysis is as follows: • Identify the relative market share of each strategic business unit. • Identify the market growth of each strategic business unit. • Place these strategic business units in one of four categories. Question Marks are those strategic business units with high market share and low market growth rate. Stars are those strategic business units with high market share and high market growth rate. Cash Cows are those strategic business units with high market share and low market growth rate. Dogs are those strategic business units with low market share and low growth rate. • Relevant strategies should be implemented for each strategic business unit depending on its position in the matrix. The strategies identified from the Infosys (A) Strategic Human Resource Management BCG matrix and included in the case pdf. These are either to further develop the product, penetrate the market, develop the market, diversification, investing or divesting. 10. Ansoff Matrix of Infosys (A) Strategic Human Resource Management Ansoff Matrix is an important strategic tool to come up with future strategies for Infosys (A) Strategic Human Resource Management in the case solution. It helps Email us for Any Case Solution at: [email protected] Note: This article is just a sample and not an actual case solution. If you want original case solution, please place your order on the Email. Please do check Junk/Spam folder of your E-mail for our reply, if not in Inbox.

Email us for Any Case Solution at: [email protected] decide whether an organization should pursue future expansion in new markets and products or should it focus on existing markets and products. • The organization can penetrate into existing markets with its existing products. This is known as market penetration strategy. • The organization can develop new products for the existing market. This is known as product development strategy. • The organization can enter new markets with its existing products. This is known as market development strategy. • The organization can enter into new markets with new products. This is known as a diversification strategy. The choice of strategy depends on the analysis of the previous tools used and the level of risk the organization is willing to take. 11. Marketing Mix of Infosys (A) Strategic Human Resource Management Infosys (A) Strategic Human Resource Management needs to bring out certain responses from the market that it targets. To do so, it will need to use the marketing mix, which serves as a tool in helping bring out responses from the market. The 4 elements of the marketing mix are Product, Price, Place and Promotions. The following steps are required to carry out a marketing mix analysis and include this in the case study analysis. • Analyse the company’s products and devise strategies to improve the product offering of the company. • Analyse the company’s price points and devise strategies that could be based on competition, value or cost. • Analyse the company’s promotion mix. This includes the advertisement, public relations, personal selling, sales promotion, and direct marketing. Strategies will be devised which makes use of a few or all of these elements. • Analyse the company’s distribution and reach. Strategies can be devised to improve the availability of the company’s products. 12. Infosys (A) Strategic Human Resource Management Strategy The strategies devised and included in the Infosys (A) Strategic Human Resource Management case memo should have a strategy. A strategy is a strategy that involves firms seeking uncontested market spaces, which makes the competition of the company irrelevant. It involves coming up with new and unique products or ideas through innovation. This gives the organization a competitive advantage over other firms, unlike a red ocean strategy. Email us for Any Case Solution at: [email protected] Note: This article is just a sample and not an actual case solution. If you want original case solution, please place your order on the Email. Please do check Junk/Spam folder of your E-mail for our reply, if not in Inbox.

Email us for Any Case Solution at: [email protected] 13. Competitors analysis of Infosys (A) Strategic Human Resource Management The PESTEL analysis discussed previously looked at the macro environmental factors affecting business, but not the microenvironmental factors. One of the microenvironmental factors are competitors, which are addressed by a competitor analysis. The Competitors analysis of Infosys (A) Strategic Human Resource Management looks at the direct and indirect competitors within the industry that it operates in. • This involves a detailed analysis of their actions and how these would affect the future strategies of Infosys (A) Strategic Human Resource Management . • It involves looking at the current market share of the company and its competitors. • It should compare the marketing mix elements of competitors, their supply chain, human resources, financial strength etc. • It also should look at the potential opportunities and threats that these competitors pose on the company. 14. Organisation of the Analysis into Infosys (A) Strategic Human Resource Management Case Study Solution Once various tools have been used to analyse the case, the findings of this analysis need to be incorporated into practical and actionable solutions. These solutions will also be the Infosys (A) Strategic Human Resource Management case answers. These are usually in the form of strategies that the organisation can adopt. The following step-by-step procedure can be used to organise the Harvard Business case solution and recommendations: • The first step of the solution is to come up with a corporate level strategy for the organisation. This part consists of solutions that address issues faced by the organisation on a strategic level. This could include suggestions, changes or recommendations to the company's vision, mission and its strategic objectives. It can include recommendations on how the organisation can work towards achieving these strategic objectives. Furthermore, it needs to be explained how the stated recommendations will help in solving the main issue mentioned in the case and where the company will stand in the future as a result of these. • The second step of the solution is to come up with a business level strategy. The HBR case studies may present issues faced by a part of the organisation. For example, the issues may be stated for marketing and the role of a Email us for Any Case Solution at: [email protected] Note: This article is just a sample and not an actual case solution. If you want original case solution, please place your order on the Email. Please do check Junk/Spam folder of your E-mail for our reply, if not in Inbox.

Email us for Any Case Solution at: [email protected] marketing manager needs to be assumed. So, recommendations and suggestions need to address the strategy of the marketing department in this case. Therefore, the strategic objectives of this business unit (Marketing) will be laid down in the solutions and recommendations will be made as to how to achieve these objectives. Similar would be the case for any other business unit or department such as human resources, finance, IT etc. The important thing to note here is that the business level strategy needs to be aligned with the overall corporate strategy of the organisation. For example, if one suggests the organisation to focus on differentiation for competitive advantage as a corporate level strategy, then it can't be recommended for the Infosys (A) Strategic Human Resource Management Case Study Solution that the business unit should focus on costs. • The third step is not compulsory but depends from case to case. In some HBR case studies, one may be required to analyse an issue at a department. This issue may be analysed for a manager or employee as well. In these cases, recommendations need to be made for these people. The solution may state that objectives that these people need to achieve and how these objectives would be achieved. The case study analysis and solution, and Infosys (A) Strategic Human Resource Management case answers should be written down in the Infosys (A) Strategic Human Resource Management case memo, clearly identifying which part shows what. The Infosys (A) Strategic Human Resource Management case should be in a professional format, presenting points clearly that are well understood by the reader. 15. Alternate solution to the Infosys (A) Strategic Human Resource Management HBR case study It is important to have more than one solution to the case study. This is the alternate solution that would be implemented if the original proposed solution is found infeasible or impossible due to a change in circumstances. The alternate solution for Infosys (A) Strategic Human Resource Management is presented in the same way as the original solution, where it consists of a corporate level strategy, business level strategy and other recommendations. 16. Implementation of Infosys (A) Strategic Human Resource Management Case Solution The case study does not end at just providing recommendations to the issues at hand. One is also required to provide how these recommendations would be implemented. This is shown through a proper implementation framework. A Email us for Any Case Solution at: [email protected] Note: This article is just a sample and not an actual case solution. If you want original case solution, please place your order on the Email. Please do check Junk/Spam folder of your E-mail for our reply, if not in Inbox.

Email us for Any Case Solution at: [email protected] detailed implementation framework helps in distinguishing between an average and an above average case study answer. A good implementation framework shows the proposed plan and how the organisations' resources would be used to achieve the objectives. It also lays down the changes needed to be made as well as the assumptions in the process. • A proper implementation framework shows that one has clearly understood the case study and the main issue within it. • It shows that one has been clarified with the HBR fundamentals on the topic. • It shows that the details provided in the case have been properly analysed. • It shows that one has developed an ability to prioritise recommendations and how these could be successfully implemented. • The implementation framework also helps by removing out any recommendations that are not practical or actionable as these could not be implemented. Therefore, the implementation framework ensures that the solution to the Infosys (A) Strategic Human Resource Management Harvard case is complete and properly answered. 17. Recommendations and Action Plan for Infosys (A) Strategic Human Resource Management case analysis For Infosys (A) Strategic Human Resource Management, based on the SWOT Analysis, Porter Five Forces Analysis, PESTEL Analysis, VRIO analysis, Value Chain Analysis, BCG Matrix analysis, Ansoff Matrix analysis, and the Marketing Mix analysis, the recommendations and action plan are as follows: • Infosys (A) Strategic Human Resource Management should focus on making use of its strengths identified from the VRIO analysis to make the most of the opportunities identified from the PESTEL. • Infosys (A) Strategic Human Resource Management should enhance the value creating activities within its value chain. • Infosys (A) Strategic Human Resource Management should invest in its stars and cash cows, while getting rid of the dogs identified from the BCG Matrix analysis. • To achieve its overall corporate and business level objectives, it should make use of the marketing mix tools to obtain desired results from its target market. Email us for Any Case Solution at: [email protected] Note: This article is just a sample and not an actual case solution. If you want original case solution, please place your order on the Email. Please do check Junk/Spam folder of your E-mail for our reply, if not in Inbox.

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Infosys A Strategic Human Resource Management Case Analysis and Case Solution

Posted by Peter Williams on Aug-09-2018

Introduction of Infosys A Strategic Human Resource Management Case Solution

The Infosys A Strategic Human Resource Management case study is a Harvard Business Review case study, which presents a simulated practical experience to the reader allowing them to learn about real life problems in the business world. The Infosys A Strategic Human Resource Management case consisted of a central issue to the organization, which had to be identified, analysed and creative solutions had to be drawn to tackle the issue. This paper presents the solved Infosys A Strategic Human Resource Management case analysis and case solution. The method through which the analysis is done is mentioned, followed by the relevant tools used in finding the solution.

The case solution first identifies the central issue to the Infosys A Strategic Human Resource Management case study, and the relevant stakeholders affected by this issue. This is known as the problem identification stage. After this, the relevant tools and models are used, which help in the case study analysis and case study solution. The tools used in identifying the solution consist of the SWOT Analysis, Porter Five Forces Analysis, PESTEL Analysis, VRIO analysis, Value Chain Analysis, BCG Matrix analysis, Ansoff Matrix analysis, and the Marketing Mix analysis. The solution consists of recommended strategies to overcome this central issue. It is a good idea to also propose alternative case study solutions, because if the main solution is not found feasible, then the alternative solutions could be implemented. Lastly, a good case study solution also includes an implementation plan for the recommendation strategies. This shows how through a step-by-step procedure as to how the central issue can be resolved.

Problem Identification of Infosys A Strategic Human Resource Management Case Solution

Harvard Business Review cases involve a central problem that is being faced by the organization and these problems affect a number of stakeholders. In the problem identification stage, the problem faced by Infosys A Strategic Human Resource Management is identified through reading of the case. This could be mentioned at the start of the reading, the middle or the end. At times in a case analysis, the problem may be clearly evident in the reading of the HBR case. At other times, finding the issue is the job of the person analysing the case. It is also important to understand what stakeholders are affected by the problem and how. The goals of the stakeholders and are the organization are also identified to ensure that the case study analysis are consistent with these.

Analysis of the Infosys A Strategic Human Resource Management HBR Case Study

The objective of the case should be focused on. This is doing the Infosys A Strategic Human Resource Management Case Solution. This analysis can be proceeded in a step-by-step procedure to ensure that effective solutions are found.

In the first step, a growth path of the company can be formulated that lays down its vision, mission and strategic aims. These can usually be developed using the company history is provided in the case. Company history is helpful in a Business Case study as it helps one understand what the scope of the solutions will be for the case study.
The next step is of understanding the company; its people, their priorities and the overall culture. This can be done by using company history. It can also be done by looking at anecdotal instances of managers or employees that are usually included in an HBR case study description to give the reader a real feel of the situation.
Lastly, a timeline of the issues and events in the case needs to be made. Arranging events in a timeline allows one to predict the next few events that are likely to take place. It also helps one in developing the case study solutions. The timeline also helps in understanding the continuous challenges that are being faced by the organisation.

SWOT analysis of Infosys A Strategic Human Resource Management

An important tool that helps in addressing the central issue of the case and coming up with Infosys A Strategic Human Resource Management HBR case solution is the SWOT analysis.

The SWOT analysis is a strategic management tool that lists down in the form of a matrix, an organisation's internal strengths and weaknesses, and external opportunities and threats. It helps in the strategic analysis of Infosys A Strategic Human Resource Management.
Once this listing has been done, a clearer picture can be developed in regards to how strategies will be formed to address the main problem. For example, strengths will be used as an advantage in solving the issue.

Therefore, the SWOT analysis is a helpful tool in coming up with the Infosys A Strategic Human Resource Management Case Study answers. One does not need to remain restricted to using the traditional SWOT analysis, but the advanced TOWS matrix or weighted average SWOT analysis can also be used.

Porter Five Forces Analysis for Infosys A Strategic Human Resource Management

Another helpful tool in finding the case solutions is of Porter's Five Forces analysis. This is also a strategic tool that is used to analyse the competitive environment of the industry in which Infosys A Strategic Human Resource Management operates in. Analysis of the industry is important as businesses do not work in isolation in real life, but are affected by the business environment of the industry that they operate in. Harvard Business case studies represent real-life situations, and therefore, an analysis of the industry's competitive environment needs to be carried out to come up with more holistic case study solutions. In Porter's Five Forces analysis, the industry is analysed along 5 dimensions.

These are the threats that the industry faces due to new entrants.
It includes the threat of substitute products.
It includes the bargaining power of buyers in the industry.
It includes the bargaining power of suppliers in an industry.
Lastly, the overall rivalry or competition within the industry is analysed.

This tool helps one understand the relative powers of the major players in the industry and its overall competitive dynamics. Actionable and practical solutions can then be developed by keeping these factors into perspective.

PESTEL Analysis of Infosys A Strategic Human Resource Management

Another helpful tool that should be used in finding the case study solutions is the PESTEL analysis. This also looks at the external business environment of the organisation helps in finding case study Analysis to real-life business issues as in HBR cases.

The PESTEL analysis particularly looks at the macro environmental factors that affect the industry. These are the political, environmental, social, technological, environmental and legal (regulatory) factors affecting the industry.
Factors within each of these 6 should be listed down, and analysis should be made as to how these affect the organisation under question.
These factors are also responsible for the future growth and challenges within the industry. Hence, they should be taken into consideration when coming up with the Infosys A Strategic Human Resource Management case solution.

VRIO Analysis of Infosys A Strategic Human Resource Management

This is an analysis carried out to know about the internal strengths and capabilities of Infosys A Strategic Human Resource Management. Under the VRIO analysis, the following steps are carried out:

The internal resources of Infosys A Strategic Human Resource Management are listed down.
Each of these resources are assessed in terms of the value it brings to the organization.
Each resource is assessed in terms of how rare it is. A rare resource is one that is not commonly used by competitors.
Each resource is assessed whether it could be imitated by competition easily or not.
Lastly, each resource is assessed in terms of whether the organization can use it to an advantage or not.

The analysis done on the 4 dimensions; Value, Rareness, Imitability, and Organization. If a resource is high on all of these 4, then it brings long-term competitive advantage. If a resource is high on Value, Rareness, and Imitability, then it brings an unused competitive advantage. If a resource is high on Value and Rareness, then it only brings temporary competitive advantage. If a resource is only valuable, then it’s a competitive parity. If it’s none, then it can be regarded as a competitive disadvantage.

Value Chain Analysis of Infosys A Strategic Human Resource Management

The Value chain analysis of Infosys A Strategic Human Resource Management helps in identifying the activities of an organization, and how these add value in terms of cost reduction and differentiation. This tool is used in the case study analysis as follows:

The firm’s primary and support activities are listed down.
Identifying the importance of these activities in the cost of the product and the differentiation they produce.
Lastly, differentiation or cost reduction strategies are to be used for each of these activities to increase the overall value provided by these activities.

Recognizing value creating activities and enhancing the value that they create allow Infosys A Strategic Human Resource Management to increase its competitive advantage.

BCG Matrix of Infosys A Strategic Human Resource Management

The BCG Matrix is an important tool in deciding whether an organization should invest or divest in its strategic business units. The matrix involves placing the strategic business units of a business in one of four categories; question marks, stars, dogs and cash cows. The placement in these categories depends on the relative market share of the organization and the market growth of these strategic business units. The steps to be followed in this analysis is as follows:

Identify the relative market share of each strategic business unit.
Identify the market growth of each strategic business unit.
Place these strategic business units in one of four categories. Question Marks are those strategic business units with high market share and low market growth rate. Stars are those strategic business units with high market share and high market growth rate. Cash Cows are those strategic business units with high market share and low market growth rate. Dogs are those strategic business units with low market share and low growth rate.
Relevant strategies should be implemented for each strategic business unit depending on its position in the matrix.

The strategies identified from the Infosys A Strategic Human Resource Management BCG matrix and included in the case pdf. These are either to further develop the product, penetrate the market, develop the market, diversification, investing or divesting.

Ansoff Matrix of Infosys A Strategic Human Resource Management

Ansoff Matrix is an important strategic tool to come up with future strategies for Infosys A Strategic Human Resource Management in the case solution. It helps decide whether an organization should pursue future expansion in new markets and products or should it focus on existing markets and products.

The organization can penetrate into existing markets with its existing products. This is known as market penetration strategy.
The organization can develop new products for the existing market. This is known as product development strategy.
The organization can enter new markets with its existing products. This is known as market development strategy.
The organization can enter into new markets with new products. This is known as a diversification strategy.

The choice of strategy depends on the analysis of the previous tools used and the level of risk the organization is willing to take.

Marketing Mix of Infosys A Strategic Human Resource Management

Infosys A Strategic Human Resource Management needs to bring out certain responses from the market that it targets. To do so, it will need to use the marketing mix, which serves as a tool in helping bring out responses from the market. The 4 elements of the marketing mix are Product, Price, Place and Promotions. The following steps are required to carry out a marketing mix analysis and include this in the case study analysis.

Analyse the company’s products and devise strategies to improve the product offering of the company.
Analyse the company’s price points and devise strategies that could be based on competition, value or cost.
Analyse the company’s promotion mix. This includes the advertisement, public relations, personal selling, sales promotion, and direct marketing. Strategies will be devised which makes use of a few or all of these elements.
Analyse the company’s distribution and reach. Strategies can be devised to improve the availability of the company’s products.

Infosys A Strategic Human Resource Management Blue Ocean Strategy

The strategies devised and included in the Infosys A Strategic Human Resource Management case memo should have a blue ocean strategy. A blue ocean strategy is a strategy that involves firms seeking uncontested market spaces, which makes the competition of the company irrelevant. It involves coming up with new and unique products or ideas through innovation. This gives the organization a competitive advantage over other firms, unlike a red ocean strategy.

Competitors analysis of Infosys A Strategic Human Resource Management

The PESTEL analysis discussed previously looked at the macro environmental factors affecting business, but not the microenvironmental factors. One of the microenvironmental factors are competitors, which are addressed by a competitor analysis. The Competitors analysis of Infosys A Strategic Human Resource Management looks at the direct and indirect competitors within the industry that it operates in.

This involves a detailed analysis of their actions and how these would affect the future strategies of Infosys A Strategic Human Resource Management.
It involves looking at the current market share of the company and its competitors.
It should compare the marketing mix elements of competitors, their supply chain, human resources, financial strength etc.
It also should look at the potential opportunities and threats that these competitors pose on the company.

Organisation of the Analysis into Infosys A Strategic Human Resource Management Case Study Solution

Once various tools have been used to analyse the case, the findings of this analysis need to be incorporated into practical and actionable solutions. These solutions will also be the Infosys A Strategic Human Resource Management case answers. These are usually in the form of strategies that the organisation can adopt. The following step-by-step procedure can be used to organise the Harvard Business case solution and recommendations:

The first step of the solution is to come up with a corporate level strategy for the organisation. This part consists of solutions that address issues faced by the organisation on a strategic level. This could include suggestions, changes or recommendations to the company's vision, mission and its strategic objectives. It can include recommendations on how the organisation can work towards achieving these strategic objectives. Furthermore, it needs to be explained how the stated recommendations will help in solving the main issue mentioned in the case and where the company will stand in the future as a result of these.
The second step of the solution is to come up with a business level strategy. The HBR case studies may present issues faced by a part of the organisation. For example, the issues may be stated for marketing and the role of a marketing manager needs to be assumed. So, recommendations and suggestions need to address the strategy of the marketing department in this case. Therefore, the strategic objectives of this business unit (Marketing) will be laid down in the solutions and recommendations will be made as to how to achieve these objectives. Similar would be the case for any other business unit or department such as human resources, finance, IT etc. The important thing to note here is that the business level strategy needs to be aligned with the overall corporate strategy of the organisation. For example, if one suggests the organisation to focus on differentiation for competitive advantage as a corporate level strategy, then it can't be recommended for the Infosys A Strategic Human Resource Management Case Study Solution that the business unit should focus on costs.
The third step is not compulsory but depends from case to case. In some HBR case studies, one may be required to analyse an issue at a department. This issue may be analysed for a manager or employee as well. In these cases, recommendations need to be made for these people. The solution may state that objectives that these people need to achieve and how these objectives would be achieved.

The case study analysis and solution, and Infosys A Strategic Human Resource Management case answers should be written down in the Infosys A Strategic Human Resource Management case memo, clearly identifying which part shows what. The Infosys A Strategic Human Resource Management case should be in a professional format, presenting points clearly that are well understood by the reader.

Alternate solution to the Infosys A Strategic Human Resource Management HBR case study

It is important to have more than one solution to the case study. This is the alternate solution that would be implemented if the original proposed solution is found infeasible or impossible due to a change in circumstances. The alternate solution for Infosys A Strategic Human Resource Management is presented in the same way as the original solution, where it consists of a corporate level strategy, business level strategy and other recommendations.

Implementation of Infosys A Strategic Human Resource Management Case Solution

The case study does not end at just providing recommendations to the issues at hand. One is also required to provide how these recommendations would be implemented. This is shown through a proper implementation framework. A detailed implementation framework helps in distinguishing between an average and an above average case study answer. A good implementation framework shows the proposed plan and how the organisations' resources would be used to achieve the objectives. It also lays down the changes needed to be made as well as the assumptions in the process.

A proper implementation framework shows that one has clearly understood the case study and the main issue within it.
It shows that one has been clarified with the HBR fundamentals on the topic.
It shows that the details provided in the case have been properly analysed.
It shows that one has developed an ability to prioritise recommendations and how these could be successfully implemented.
The implementation framework also helps by removing out any recommendations that are not practical or actionable as these could not be implemented. Therefore, the implementation framework ensures that the solution to the Infosys A Strategic Human Resource Management Harvard case is complete and properly answered.

Recommendations and Action Plan for Infosys A Strategic Human Resource Management case analysis

For Infosys A Strategic Human Resource Management, based on the SWOT Analysis, Porter Five Forces Analysis, PESTEL Analysis, VRIO analysis, Value Chain Analysis, BCG Matrix analysis, Ansoff Matrix analysis, and the Marketing Mix analysis, the recommendations and action plan are as follows:

Infosys A Strategic Human Resource Management should focus on making use of its strengths identified from the VRIO analysis to make the most of the opportunities identified from the PESTEL.
Infosys A Strategic Human Resource Management should enhance the value creating activities within its value chain.
Infosys A Strategic Human Resource Management should invest in its stars and cash cows, while getting rid of the dogs identified from the BCG Matrix analysis.
To achieve its overall corporate and business level objectives, it should make use of the marketing mix tools to obtain desired results from its target market.

Baron, E. (2015). How They Teach the Case Method At Harvard Business School. Retrieved from https://poetsandquants.com/2015/09/29/how-they-teach-the-case-method-at-harvard-business-school/

Bartol. K, & Martin, D. (1998). Management, 3rd edition. Boston: Irwin McGrawHill.

Free Management E-Books. (2013a). PESTLE Analysis. Retrieved from http://www.free-management-ebooks.com/dldebk-pdf/fme-pestle-analysis.pdf

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Hill, C., & Jones, G. (2010). Strategic Management Theory: An Integrated Approach, Ninth Ed. Mason, OH: South-Western, Cengage Learning.

Hussain, S., Khattak, J., Rizwan, A., & Latif, M. A. (2013). ANSOFF matrix, environment, and growth-an interactive triangle. Management and Administrative Sciences Review, 2(2), 196-206.

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Kim, W. C., & Mauborgne, R. (2004). Blue ocean strategy. If you read nothing else on strategy, read thesebest-selling articles., 71.

Kotler, P., & Armstrong, G. (2010). Principles of marketing. Pearson education.

Kulkarni, N. (2018). 8 Tips to Help You Prepare for the Case Method. Retrieved from https://www.hbs.edu/mba/blog/post/8-tips-to-help-you-prepare-for-the-case-method

Lin, C., Tsai, H. L., Wu, Y. J., & Kiang, M. (2012). A fuzzy quantitative VRIO-based framework for evaluating organizational activities. Management Decision, 50(8), 1396-1411.

Nixon, J., & Helms, M. M. (2010). Exploring SWOT analysis – where are we now?: A review of academic research from the last decade. Journal of Strategy and Management, 3(3), 215-251.

Panagiotou, G. (2003). Bringing SWOT into Focus. Business Strategy Review, 14(2), 8-10.

Pickton, D. W., & Wright, S. (1998). What's swot in strategic analysis? Strategic Change, 7(2), 101-109.

Porter, M. E. (2001). The value chain and competitive advantage. Understanding Business Processes, 50-66.

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Porter, M.E. (1979, March). Harvard Business Review: Strategic Planning, How Competitive Forces Shape Strategy. Retrieved July 7, 2016, from https://hbr.org/1979/03/how-competitive-forces-shape-strategy

Rastogi, N., & Trivedi, M. K. (2016). PESTLE Technique–a Tool to Identify External Risks in Construction Projects. International Research Journal of Engineering and Technology (IRJET), 3(1), 384-388.

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Human Resource
Information system management

Case Study- Infosys(A)-Strategic Human Resources Management,

Harvard Business School →
Faculty & Research →
October 2005 (Revised October 2006)
HBS Case Collection

Infosys (A): Strategic Human Resource Management

Format: Print
| Pages: 11

About The Author

Thomas J. DeLong

Schuberg Philis: From Success to Significance (B)

Schuberg philis: from success to significance, on the origins of our discontent.

Schuberg Philis: From Success to Significance (B) By: Thomas J. DeLong and Daniela Beyersdorfer
Schuberg Philis: From Success to Significance By: Thomas J. DeLong and Daniela Beyersdorfer
On the Origins of Our Discontent By: Rawi Abdelal and Thomas J. DeLong

Infosys A Strategic Human Resource Management

Harvard Case Studies

Infosys A Strategic Human Resource Management Case Study Solution & Analysis

In most courses studied at Harvard Business schools, students are provided with a case study. Major HBR cases concerns on a whole industry, a whole organization or some part of organization; profitable or non-profitable organizations. Student’s role is to analyze the case and diagnose the situation, identify the problem and then give appropriate recommendations and steps to be taken.

To make a detailed case analysis, student should follow these steps:

STEP 1: Reading Up Harvard Case Study Method Guide:

Case study method guide is provided to students which determine the aspects of problem needed to be considered while analyzing a case study. It is very important to have a thorough reading and understanding of guidelines provided. However, poor guide reading will lead to misunderstanding of case and failure of analyses. It is recommended to read guidelines before and after reading the case to understand what is asked and how the questions are to be answered. Therefore, in-depth understanding f case guidelines is very important.

Harvard Case Study Solutions

STEP 2: Reading The Infosys A Strategic Human Resource Management Harvard Case Study:

To have a complete understanding of the case, one should focus on case reading. It is said that case should be read two times. Initially, fast reading without taking notes and underlines should be done. Initial reading is to get a rough idea of what information is provided for the analyses. Then, a very careful reading should be done at second time reading of the case. This time, highlighting the important point and mark the necessary information provided in the case. In addition, the quantitative data in case, and its relations with other quantitative or qualitative variables should be given more importance. Also, manipulating different data and combining with other information available will give a new insight. However, all of the information provided is not reliable and relevant.

When having a fast reading, following points should be noted:

Nature of organization
Nature if industry in which organization operates.
External environment that is effecting organization
Problems being faced by management
Identification of communication strategies.
Any relevant strategy that can be added.
Control and out-of-control situations.

When reading the case for second time, following points should be considered:

Decisions needed to be made and the responsible Person to make decision.
Objectives of the organization and key players in this case.
The compatibility of objectives. if not, their reconciliations and necessary redefinition.
Sources and constraints of organization from meeting its objectives.

After reading the case and guidelines thoroughly, reader should go forward and start the analyses of the case.

STEP 3: Doing The Case Analysis Of Infosys A Strategic Human Resource Management:

To make an appropriate case analyses, firstly, reader should mark the important problems that are happening in the organization. There may be multiple problems that can be faced by any organization. Secondly, after identifying problems in the company, identify the most concerned and important problem that needed to be focused.

Firstly, the introduction is written. After having a clear idea of what is defined in the case, we deliver it to the reader. It is better to start the introduction from any historical or social context. The challenging diagnosis for Infosys A Strategic Human Resource Management and the management of information is needed to be provided. However, introduction should not be longer than 6-7 lines in a paragraph. As the most important objective is to convey the most important message for to the reader.

After introduction, problem statement is defined. In the problem statement, the company’s most important problem and constraints to solve these problems should be define clearly. However, the problem should be concisely define in no more than a paragraph. After defining the problems and constraints, analysis of the case study is begin.

STEP 4: SWOT Analysis of the Infosys A Strategic Human Resource Management HBR Case Solution:

SWOT analysis helps the business to identify its strengths and weaknesses, as well as understanding of opportunity that can be availed and the threat that the company is facing. SWOT for Infosys A Strategic Human Resource Management is a powerful tool of analysis as it provide a thought to uncover and exploit the opportunities that can be used to increase and enhance company’s operations. In addition, it also identifies the weaknesses of the organization that will help to be eliminated and manage the threats that would catch the attention of the management.

This strategy helps the company to make any strategy that would differentiate the company from competitors, so that the organization can compete successfully in the industry. The strengths and weaknesses are obtained from internal organization. Whereas, the opportunities and threats are generally related from external environment of organization. Moreover, it is also called Internal-External Analysis.

In the strengths, management should identify the following points exists in the organization:

Advantages of the organization
Activities of the company better than competitors.
Unique resources and low cost resources company have.
Activities and resources market sees as the company’s strength.
Unique selling proposition of the company.

WEAKNESSES:

Improvement that could be done.
Activities that can be avoided for Infosys A Strategic Human Resource Management.
Activities that can be determined as your weakness in the market.
Factors that can reduce the sales.
Competitor’s activities that can be seen as your weakness.

OPPORTUNITIES:

Good opportunities that can be spotted.
Interesting trends of industry.
Change in technology and market strategies
Government policy changes that is related to the company’s field
Changes in social patterns and lifestyles.
Local events.

Following points can be identified as a threat to company:

Company’s facing obstacles.
Activities of competitors.
Product and services quality standards
Threat from changing technologies
Financial/cash flow problems
Weakness that threaten the business.

Following points should be considered when applying SWOT to the analysis:

Precise and verifiable phrases should be sued.
Prioritize the points under each head, so that management can identify which step has to be taken first.
Apply the analyses at proposed level. Clear yourself first that on what basis you have to apply SWOT matrix.
Make sure that points identified should carry itself with strategy formulation process.
Use particular terms (like USP, Core Competencies Analyses etc.) to get a comprehensive picture of analyses.

STEP 5: PESTEL/ PEST Analysis of Infosys A Strategic Human Resource Management Case Solution:

Pest analyses is a widely used tool to analyze the Political, Economic, Socio-cultural, Technological, Environmental and legal situations which can provide great and new opportunities to the company as well as these factors can also threat the company, to be dangerous in future.

Pest analysis is very important and informative. It is used for the purpose of identifying business opportunities and advance threat warning. Moreover, it also helps to the extent to which change is useful for the company and also guide the direction for the change. In addition, it also helps to avoid activities and actions that will be harmful for the company in future, including projects and strategies.

To analyze the business objective and its opportunities and threats, following steps should be followed:

Brainstorm and assumption the changes that should be made to organization. Answer the necessary questions that are related to specific needs of organization
Analyze the opportunities that would be happen due to the change.
Analyze the threats and issues that would be caused due to change.
Perform cost benefit analyses and take the appropriate action.

Pest analysis

PEST FACTORS:

Next political elections and changes that will happen in the country due to these elections
Strong and powerful political person, his point of view on business policies and their effect on the organization.
Strength of property rights and law rules. And its ratio with corruption and organized crimes. Changes in these situation and its effects.
Change in Legislation and taxation effects on the company
Trend of regulations and deregulations. Effects of change in business regulations
Timescale of legislative change.
Other political factors likely to change for Infosys A Strategic Human Resource Management.

ECONOMICAL:

Position and current economy trend i.e. growing, stagnant or declining.
Exchange rates fluctuations and its relation with company.
Change in Level of customer’s disposable income and its effect.
Fluctuation in unemployment rate and its effect on hiring of skilled employees
Access to credit and loans. And its effects on company
Effect of globalization on economic environment
Considerations on other economic factors

SOCIO-CULTURAL:

Change in population growth rate and age factors, and its impacts on organization.
Effect on organization due to Change in attitudes and generational shifts.
Standards of health, education and social mobility levels. Its changes and effects on company.
Employment patterns, job market trend and attitude towards work according to different age groups.

case study solutions

Social attitudes and social trends, change in socio culture an dits effects.
Religious believers and life styles and its effects on organization
Other socio culture factors and its impacts.

TECHNOLOGICAL:

Any new technology that company is using
Any new technology in market that could affect the work, organization or industry
Access of competitors to the new technologies and its impact on their product development/better services.
Research areas of government and education institutes in which the company can make any efforts
Changes in infra-structure and its effects on work flow
Existing technology that can facilitate the company
Other technological factors and their impacts on company and industry

These headings and analyses would help the company to consider these factors and make a “big picture” of company’s characteristics. This will help the manager to take the decision and drawing conclusion about the forces that would create a big impact on company and its resources.

STEP 6: Porter’s Five Forces/ Strategic Analysis Of The Infosys A Strategic Human Resource Management Case Study:

To analyze the structure of a company and its corporate strategy, Porter’s five forces model is used. In this model, five forces have been identified which play an important part in shaping the market and industry. These forces are used to measure competition intensity and profitability of an industry and market.

porter’s five forces model

These forces refers to micro environment and the company ability to serve its customers and make a profit. These five forces includes three forces from horizontal competition and two forces from vertical competition. The five forces are discussed below:

THREAT OF NEW ENTRANTS:
as the industry have high profits, many new entrants will try to enter into the market. However, the new entrants will eventually cause decrease in overall industry profits. Therefore, it is necessary to block the new entrants in the industry. following factors is describing the level of threat to new entrants:
Barriers to entry that includes copy rights and patents.
High capital requirement
Government restricted policies
Switching cost
Access to suppliers and distributions
Customer loyalty to established brands.
THREAT OF SUBSTITUTES:
this describes the threat to company. If the goods and services are not up to the standard, consumers can use substitutes and alternatives that do not need any extra effort and do not make a major difference. For example, using Aquafina in substitution of tap water, Pepsi in alternative of Coca Cola. The potential factors that made customer shift to substitutes are as follows:
Price performance of substitute
Switching costs of buyer
Products substitute available in the market
Reduction of quality
Close substitution are available
DEGREE OF INDUSTRY RIVALRY:
the lesser money and resources are required to enter into any industry, the higher there will be new competitors and be an effective competitor. It will also weaken the company’s position. Following are the potential factors that will influence the company’s competition:
Competitive advantage
Continuous innovation
Sustainable position in competitive advantage
Level of advertising
Competitive strategy
BARGAINING POWER OF BUYERS:
it deals with the ability of customers to take down the prices. It mainly consists the importance of a customer and the level of cost if a customer will switch from one product to another. The buyer power is high if there are too many alternatives available. And the buyer power is low if there are lesser options of alternatives and switching. Following factors will influence the buying power of customers:
Bargaining leverage
Switching cost of a buyer
Buyer price sensitivity
Competitive advantage of company’s product
BARGAINING POWER OF SUPPLIERS:
this refers to the supplier’s ability of increasing and decreasing prices. If there are few alternatives o supplier available, this will threat the company and it would have to purchase its raw material in supplier’s terms. However, if there are many suppliers alternative, suppliers have low bargaining power and company do not have to face high switching cost. The potential factors that effects bargaining power of suppliers are the following:
Input differentiation
Impact of cost on differentiation
Strength of distribution centers
Input substitute’s availability.

STEP 7: VRIO Analysis of Infosys A Strategic Human Resource Management:

Vrio analysis for Infosys A Strategic Human Resource Management case study identified the four main attributes which helps the organization to gain a competitive advantages. The author of this theory suggests that firm must be valuable, rare, imperfectly imitable and perfectly non sustainable. Therefore there must be some resources and capabilities in an organization that can facilitate the competitive advantage to company. The four components of VRIO analysis are described below: VALUABLE: the company must have some resources or strategies that can exploit opportunities and defend the company from major threats. If the company holds some value then answer is yes. Resources are also valuable if they provide customer satisfaction and increase customer value. This value may create by increasing differentiation in existing product or decrease its price. Is these conditions are not met, company may lead to competitive disadvantage. Therefore, it is necessary to continually review the Infosys A Strategic Human Resource Management company’s activities and resources values. RARE: the resources of the Infosys A Strategic Human Resource Management company that are not used by any other company are known as rare. Rare and valuable resources grant much competitive advantages to the firm. However, when more than one few companies uses the same resources and provide competitive parity are also known as rare resources. Even, the competitive parity is not desired position, but the company should not lose its valuable resources, even they are common. COSTLY TO IMITATE : the resources are costly to imitate, if other organizations cannot imitate it. However, imitation is done in two ways. One is duplicating that is direct imitation and the other one is substituting that is indirect imitation. Any firm who has valuable and rare resources, and these resources are costly to imitate, have achieved their competitive advantage. However, resources should also be perfectly non sustainable. The reasons that resource imitation is costly are historical conditions, casual ambiguity and social complexity. ORGANIZED TO CAPTURE VALUE : resources, itself, cannot provide advantages to organization until it is organized and exploit to do so. A firm (like Infosys A Strategic Human Resource Management) must organize its management systems, processes, policies and strategies to fully utilize the resource’s potential to be valuable, rare and costly to imitate.

STEP 8: Generating Alternatives For Infosys A Strategic Human Resource Management Case Solution:

After completing the analyses of the company, its opportunities and threats, it is important to generate a solution of the problem and the alternatives a company can apply in order to solve its problems. To generate the alternative of problem, following things must to be kept in mind:

Realistic solution should be identified that can be operated in the company, with all its constraints and opportunities.
as the problem and its solution cannot occur at the same time, it should be described as mutually exclusive
it is not possible for a company to not to take any action, therefore, the alternative of doing nothing is not viable.
Student should provide more than one decent solution. Providing two undesirable alternatives to make the other one attractive is not acceptable.

Once the alternatives have been generated, student should evaluate the options and select the appropriate and viable solution for the company.

STEP 9: Selection Of Alternatives For Infosys A Strategic Human Resource Management Case Solution:

It is very important to select the alternatives and then evaluate the best one as the company have limited choices and constraints. Therefore to select the best alternative, there are many factors that is needed to be kept in mind. The criteria’s on which business decisions are to be selected areas under:

Improve profitability
Increase sales, market shares, return on investments
Customer satisfaction
Brand image
Corporate mission, vision and strategy
Resources and capabilities

Alternatives should be measures that which alternative will perform better than other one and the valid reasons. In addition, alternatives should be related to the problem statements and issues described in the case study.

STEP 10: Evaluation Of Alternatives For Infosys A Strategic Human Resource Management Case Solution:

If the selected alternative is fulfilling the above criteria, the decision should be taken straightforwardly. Best alternative should be selected must be the best when evaluating it on the decision criteria. Another method used to evaluate the alternatives are the list of pros and cons of each alternative and one who has more pros than cons and can be workable under organizational constraints.

STEP 11: Recommendations For Infosys A Strategic Human Resource Management Case Study (Solution):

There should be only one recommendation to enhance the company’s operations and its growth or solving its problems. The decision that is being taken should be justified and viable for solving the problems.

Case Study- Infosys(A)- Strategic Human Resources Management ...

Case Study- Infosys(A)- Strategic Human Resources Management

Introduction

"Infosys Group is an IT services company which is a global leader in next-generation digital services and consulting that enable clients in more than 50 countries to navigate their digital transformation". After a decade of fast growth, going from 250 employees to 15,000 employees and from $5 million in revenue to $754 million as well as being ranked No. 1 in the Business Today Best Employer survey , Infosys felt a rude shock in 2003 when it fell off out of the Best Employer List completely. Because of this disaster, the leadership of the company held a meeting in November of 2003 to set a new and aggressive milestone for the company and that is: "To ensure that Infosys Group was on the Top Ten lists of both Best Performing Companies as well as Best Employers by 2007". While leadership set this seemingly attainable goal, the HR team knew it would be no easy task as no large organization had ever been able to achieve this distinction because of the need to control costs for financial performance and the spending required for employee satisfaction. The fact that Infosys fell completely from the Best Employers list caused a huge media uproar and commotion in the industry, and the situation is referred to as the "downfall" of the poster child of the Indian software industry. As Infosys continued its growth, the HR team knew it needed to prevent crises like this from happening in the future, but they did not have a model or path to follow.

Background

In 1981, after working in the public sector and at a start-up software firm in India, Narayana Murthy, along with six others, left their jobs at the software firm and founded Infosys with only $250 borrowed from their spouses. From the start, Murthy and his six colleagues shared a vision of creating wealth in a legal and ethical manner. Youngest cofounder and current CEO Nandan Nilekani stated that they wanted to build a company that is "professionally owned and professionally managed, with good corporate governance, good employee management, and good ethics."

The bureaucratic and heavily regulated governmental environment in India in the 1980s made it very difficult for Infosys to get off the ground; taking 12 months and 15 visits to Delhi to get a permission from the government to import a computer and one year to get a phone line. The issue of foreign exchange for travel abroad was controlled through the Reserve Bank of India, and all these constraints meant longer lead times in executing business. By 1986 Infosys still only had one client and by 1989 when the U.S. government put a restriction on the number of B1 visas it issued each year, Infosys was no longer able to visit its customer locations in the U.S. and the company was at a point where it was almost completely dissolved. After one of the cofounders left the company to pursue other opportunities in the U.S., the remaining cofounders discussed dissolving or selling company, but when Murthy offered to buy out their shares to continue the company, the rest of the cofounders decided to stay in it with him.

The HR team at Infosys continued to make attempts to make the workplace more fun and meaningful; however, even though they instituted several programs and events to do so, employee dissatisfaction continued to rise. As it continued to grow with each passing year, the diversity and variance for the employee hierarchy was becoming more obvious and middle and senior managers were not in touch with the rapidly changing realities of the employees at lower-levels. Managers were unable to understand the frustrations of the lower-level employees who were doing less interesting work and found it challenging to take a hands-on approach to management and struggled with effective delegation as their responsibilities expanded. This ultimately led to a high turnover rate, even though the company was expanding and growing, which meant high employee costs because of the need to build up recruiting efforts.

In 1999, Infosys decided to implement a series of changes including building a portfolio of core companies and services and reorienting the way people were measured, compensated, promoted, and rewarded to improve productivity, cost-competitiveness, and efficiency. After changes were made including the introduction of a variable pay structure across the entire organization, flattening the organization by removing eight of its fifteen layers, and a promotion policy that depended on the needs of the organization rather than solely on the individual's performance and seniority, Infosys remained high on the Best Employer lists in 2001 and 2002. In 2003, however, Infosys fell off the lists completely, shocking everyone else in the industry as it had always been recognized for its path-breaking HR practice.

Upon analysis of the situation, the Infosys management realized that changes that had been initiated since 2001 had an unintended impact in de-emphasizing the traditional culture of Infosys, which was a small company and collegial environment where processes and policies were flexible and customized to individual needs. Challenges in managing expectations and communication within the large organization led to employees being doubtful about the impact of the changes as well as being unclear about the rationale behind the changes, which appeared to be benefiting the company at the expense of the employees (Delong & Rengaswamy, 2005).

Questions:

Identify the main problem
Develop at least two possible solutions.
Provide your recommended solution.

While working on the task, consider that Strategic Human Resources Management is all about balancing human resources so that the company meets the needs of its employees and the employees meets the needs of the company.

Answer & Explanation

1. The primary challenge that Infosys is currently facing is that the company's human resources (HR) policies and practices have not kept up with the rapid expansion of the business, which has resulted in employee dissatisfaction and a high turnover rate. As a direct consequence of this, the business was removed from the list of the Best Employers in 2003, which resulted in a significant amount of media uproar and commotion within the sector.

2. Possible solutions include:

A. Re-emphasizing the traditional aspects of Infosys' culture by adapting company procedures and policies to be more adaptable and individualized to each employee's specific requirements. This will assist in the management of expectations and communication within the organization, leading to a better understanding of the goals and objectives of the company.

B. Investing in employee training and development programs to ensure that workers have the knowledge and abilities required to perform their jobs successfully. Not only will this help to ensure that employees are content in their roles, but it will also help to ensure that they have the skills necessary to fulfill the requirements set forth by the organization.

3. The implementation of solutions A and B simultaneously is the course of action that is suggested as the best solution. The company can ensure that its employees are happy and capable of meeting the demands of the organization by re-emphasizing the traditional culture of Infosys and investing in employee training and development programs. In doing so, the company will be able to meet both of these goals. This will help Infosys achieve its goal of being in the Top Ten lists of both the Best Performing Companies and the Best Employers by the year 2007.

The HR department at Infosys had put in a lot of effort to make the workplace more enjoyable and meaningful by organizing a number of different programs and events, but despite their efforts, employee dissatisfaction continued to rise. The management of Infosys came to the conclusion that the changes they had made since 2001 had resulted in a de-emphasis of the company's traditional culture, which consisted of a small company and a collegial environment in which procedures and policies were flexible and customized to the specific requirements of individual employees. Employee dissatisfaction, high turnover, and the eventual removal from the list of the Best Employers occurred as a direct result of this lack of flexibility and customization, as well as a lack of understanding of the needs of lower-level employees.

The employees of Infosys need to have a better understanding of the changes that have been made, and one important step toward achieving this goal is to re-emphasize the traditional aspects of the company's culture. There will be a better understanding of the frustrations of lower-level employees who are doing work that is less interesting if processes and policies can be made to be more flexible and customized to individual needs. This will allow managers to take a more hands-on approach to management, and there will be a better understanding of those frustrations. Not only will this make it easier to manage the expectations of staff members and improve communication within the company, but it will also make it easier to ensure that staff members are happy in their jobs.

Investing in employee training and development programs is another important step that should be taken in addition to reinforcing the traditional values that have always been a part of the Infosys culture. Managers will be able to delegate tasks more effectively, and the company will be able to control costs by reducing the need to build up its recruiting efforts if it can ensure that employees have the skills and knowledge necessary to do their jobs effectively. This can be accomplished by ensuring that employees have the skills and knowledge necessary to do their jobs effectively. Not only will this result in increased employee satisfaction, but it will also make it more likely that workers will be able to fulfill the requirements set forth by the organization.

Both re-emphasizing the traditional culture of Infosys and investing in employee training and development programs are essential steps in ensuring that Infosys will be able to achieve its goal of being among the Top Ten lists of both Best Performing Companies as well as Best Employers by the year 2007. Managers will be able to take a more hands-on approach to managing employee expectations and communication within the organization if they re-emphasize Infosys's traditional culture and make processes and policies more flexible and customizable to individual needs. This will allow managers to better meet the needs of their employees. This will lead to a better understanding of the frustrations of lower-level employees who are doing work that is less interesting, and it will also help to ensure that employees are satisfied with their jobs.

In addition, making an investment in employee training and development programs will guarantee that workers possess the expertise and information required to perform their jobs successfully. This will help to ensure that employees are able to meet the demands of the organization and that the company is able to control costs by reducing the need to build up its recruiting efforts. In addition, this will help to ensure that employees are able to meet the demands of the organization. The combination of these two potential solutions will assist in making it more likely that Infosys will be able to meet its objective of ranking among the Top Ten lists of both the Best Performing Companies and the Best Employers by the year 2007.

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Infosys (A): Strategic Human Resource Management

Subjects Covered Business growth Employee development

by Thomas J. DeLong, Jaya Tandon, Ganesh Rengaswamy

Source: Harvard Business School

11 pages. Publication Date: Oct 31, 2005. Prod. #: 406010-PDF-ENG

Infosys (A): Strategic Human Resource ManagementHarvard Case Study Solution and HBR and HBS Case Analysis

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Case Study Solutions

Infosys (B): Strategic Human Resource Management

Subjects Covered Business growth Employee development

by Thomas J. DeLong, Jaya Tandon

Source: Harvard Business School

4 pages. Publication Date: Oct 31, 2005. Prod. #: 406011-PDF-ENG

Infosys (B): Strategic Human Resource Management Harvard Case Study Solution and HBR and HBS Case Analysis

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Infosys (B): Strategic Human Resource Management
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At EMBA PRO , we provide corporate level professional case study solution. Infosys (B): Strategic Human Resource Management case study is a Harvard Business School (HBR) case study written by Thomas J. DeLong, Jaya Tandon. The Infosys (B): Strategic Human Resource Management (referred as “Infosys Resource” from here on) case study provides evaluation & decision scenario in field of Organizational Development. It also touches upon business topics such as - Value proposition, Growth strategy, Human resource management. Our immersive learning methodology from – case study discussions to simulations tools help MBA and EMBA professionals to - gain new insight, deepen their knowledge of the Organizational Development field, and broaden their skill set.

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Case Description of Infosys (B): Strategic Human Resource Management Case Study

Supplements the (A) case.

Case Authors : Thomas J. DeLong, Jaya Tandon

Topic : organizational development, related areas : growth strategy, human resource management, what is the case study method how can you use it to write case solution for infosys (b): strategic human resource management case study.

Almost all of the case studies contain well defined situations. MBA and EMBA professional can take advantage of these situations to - apply theoretical framework, recommend new processes, and use quantitative methods to suggest course of action. Awareness of the common situations can help MBA & EMBA professionals read the case study more efficiently, discuss it more effectively among the team members, narrow down the options, and write cogently.

Case Study Solution Approaches

Three Step Approach to Infosys (B): Strategic Human Resource Management Case Study Solution

The three step case study solution approach comprises – Conclusions – MBA & EMBA professionals should state their conclusions at the very start. It helps in communicating the points directly and the direction one took. Reasons – At the second stage provide the reasons for the conclusions. Why you choose one course of action over the other. For example why the change effort failed in the case and what can be done to rectify it. Or how the marketing budget can be better spent using social media rather than traditional media. Evidences – Finally you should provide evidences to support your reasons. It has to come from the data provided within the case study rather than data from outside world. Evidences should be both compelling and consistent. In case study method there is ‘no right’ answer, just how effectively you analyzed the situation based on incomplete information and multiple scenarios.

Case Study Solution of Infosys (B): Strategic Human Resource Management

We write Infosys (B): Strategic Human Resource Management case study solution using Harvard Business Review case writing framework & HBR Organizational Development learning notes. We try to cover all the bases in the field of Organizational Development, Growth strategy, Human resource management and other related areas.

Objectives of using various frameworks in Infosys (B): Strategic Human Resource Management case study solution

By using the above frameworks for Infosys (B): Strategic Human Resource Management case study solutions, you can clearly draw conclusions on the following areas – What are the strength and weaknesses of Infosys Resource (SWOT Analysis) What are external factors that are impacting the business environment (PESTEL Analysis) Should Infosys Resource enter new market or launch new product (Opportunities & Threats from SWOT Analysis) What will be the expected profitability of the new products or services (Porter Five Forces Analysis) How it can improve the profitability in a given industry (Porter Value Chain Analysis) What are the resources needed to increase profitability (VRIO Analysis) Finally which business to continue, where to invest further and from which to get out (BCG Growth Share Analysis)

SWOT Analysis of Infosys (B): Strategic Human Resource Management

SWOT analysis stands for – Strengths, Weaknesses, Opportunities and Threats. Strengths and Weaknesses are result of Infosys Resource internal factors, while opportunities and threats arise from developments in external environment in which Infosys Resource operates. SWOT analysis will help us in not only getting a better insight into Infosys Resource present competitive advantage but also help us in how things have to evolve to maintain and consolidate the competitive advantage.

- High customer loyalty & repeat purchase among existing customers – Infosys Resource old customers are still loyal to the firm even though it has limited success with millennial. I believe that Infosys Resource can make a transition even by keeping these people on board.

- Streamlined processes and efficient operation management – Infosys Resource is one of the most efficient firms in its segment. The credit for the performance goes to successful execution and efficient operations management.

- Low profitability which can hamper new project investment – Even though Infosys Resource financial statement is stable, but going forward Infosys Resource 5-7% profitability can lead to shortage of funds to invest into new projects.

- Infosys Resource business model can be easily replicated by competitors – According to Thomas J. DeLong, Jaya Tandon , the business model of Infosys Resource can be easily replicated by players in the industry.

Opportunities

- Increase in Consumer Disposable Income – Infosys Resource can use the increasing disposable income to build a new business model where customers start paying progressively for using its products. According to Thomas J. DeLong, Jaya Tandon of Infosys (B): Strategic Human Resource Management case study, Infosys Resource can use this trend to expand in adjacent areas Growth strategy, Human resource management.

- Lucrative Opportunities in International Markets – Globalization has led to opportunities in the international market. Infosys Resource is in prime position to tap on those opportunities and grow the market share.

- Growing dominance of digital players such as Amazon, Google, Microsoft etc can reduce the manoeuvring space for Infosys Resource and put upward pressure on marketing budget.

- Customers are moving toward mobile first environment which can hamper the growth as Infosys Resource still hasn’t got a comprehensive mobile strategy.

Once all the factors mentioned in the Infosys (B): Strategic Human Resource Management case study are organized based on SWOT analysis, just remove the non essential factors. This will help you in building a weighted SWOT analysis which reflects the real importance of factors rather than just tabulation of all the factors mentioned in the case.

What is PESTEL Analysis

PESTEL /PEST / STEP Analysis of Infosys (B): Strategic Human Resource Management Case Study

PESTEL stands for – Political, Economic, Social, Technological, Environmental, and Legal factors that impact the macro environment in which Infosys Resource operates in. Thomas J. DeLong, Jaya Tandon provides extensive information about PESTEL factors in Infosys (B): Strategic Human Resource Management case study.

Political Factors

- Political consensus among various parties regarding taxation rate and investment policies. Over the years the country has progressively worked to lower the entry of barrier and streamline the tax structure.

- Political and Legal Structure – The political system seems stable and there is consistency in both economic policies and foreign policies.

Economic Factors

- According to Thomas J. DeLong, Jaya Tandon . Infosys Resource should closely monitor consumer disposable income level, household debt level, and level of efficiency of local financial markets.

- Inflation rate is one of the key criteria to consider for Infosys Resource before entering into a new market.

Social Factors

- Demographic shifts in the economy are also a good social indicator for Infosys Resource to predict not only overall trend in market but also demand for Infosys Resource product among its core customer segments.

- Consumer buying behavior and consumer buying process – Infosys Resource should closely follow the dynamics of why and how the consumers are buying the products both in existing categories and in segments that Infosys Resource wants to enter.

Technological Factors

- Artificial intelligence and machine learning will give rise to importance of speed over planning. Infosys Resource needs to build strategies to operate in such an environment.

- Proliferation of mobile phones has created a generation whose primary tool of entertainment and information consumption is mobile phone. Infosys Resource needs to adjust its marketing strategy accordingly.

Environmental Factors

- Environmental regulations can impact the cost structure of Infosys Resource. It can further impact the cost of doing business in certain markets.

- Consumer activism is significantly impacting Infosys Resource branding, marketing and corporate social responsibility (CSR) initiatives.

Legal Factors

- Property rights are also an area of concern for Infosys Resource as it needs to make significant Growth strategy, Human resource management infrastructure investment just to enter new market.

- Health and safety norms in number of markets that Infosys Resource operates in are lax thus impact the competition playing field.

What are Porter Five Forces

Porter Five Forces Analysis of Infosys (B): Strategic Human Resource Management

Competition among existing players, bargaining power of suppliers, bargaining power of buyers, threat of new entrants, and threat of substitutes.

What is VRIO Analysis

VRIO Analysis of Infosys (B): Strategic Human Resource Management

VRIO stands for – Value of the resource that Infosys Resource possess, Rareness of those resource, Imitation Risk that competitors pose, and Organizational Competence of Infosys Resource. VRIO and VRIN analysis can help the firm.

What is Porter Value Chain

Porter Value Chain Analysis of Infosys (B): Strategic Human Resource Management

As the name suggests Value Chain framework is developed by Michael Porter in 1980’s and it is primarily used for analyzing Infosys Resource relative cost and value structure. Managers can use Porter Value Chain framework to disaggregate various processes and their relative costs in the Infosys Resource. This will help in answering – the related costs and various sources of competitive advantages of Infosys Resource in the markets it operates in. The process can also be done to competitors to understand their competitive advantages and competitive strategies. According to Michael Porter – Competitive Advantage is a relative term and has to be understood in the context of rivalry within an industry. So Value Chain competitive benchmarking should be done based on industry structure and bottlenecks.

What is BCG Growth Share Matrix

BCG Growth Share Matrix of Infosys (B): Strategic Human Resource Management

BCG Growth Share Matrix is very valuable tool to analyze Infosys Resource strategic positioning in various sectors that it operates in and strategic options that are available to it. Product Market segmentation in BCG Growth Share matrix should be done with great care as there can be a scenario where Infosys Resource can be market leader in the industry without being a dominant player or segment leader in any of the segment. BCG analysis should comprise not only growth share of industry & Infosys Resource business unit but also Infosys Resource - overall profitability, level of debt, debt paying capacity, growth potential, expansion expertise, dividend requirements from shareholders, and overall competitive strength. Two key considerations while using BCG Growth Share Matrix for Infosys (B): Strategic Human Resource Management case study solution - How to calculate Weighted Average Market Share using BCG Growth Share Matrix Relative Weighted Average Market Share Vs Largest Competitor

5C Marketing Analysis of Infosys (B): Strategic Human Resource Management

4p marketing analysis of infosys (b): strategic human resource management, porter five forces analysis and solution of infosys (b): strategic human resource management, porter value chain analysis and solution of infosys (b): strategic human resource management, case memo & recommendation memo of infosys (b): strategic human resource management, blue ocean analysis and solution of infosys (b): strategic human resource management, marketing strategy and analysis infosys (b): strategic human resource management, vrio /vrin analysis & solution of infosys (b): strategic human resource management, pestel / step / pest analysis of infosys (b): strategic human resource management, swot analysis and solution of infosys (b): strategic human resource management, references & further readings.

Thomas J. DeLong, Jaya Tandon (2018) , "Infosys (B): Strategic Human Resource Management Harvard Business Review Case Study. Published by HBR Publications.

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Infosys: Strategic Human Resource Management
Introduction - Infosys (A): Strategic Human Resource Management. Hema Ravichandar, head of human resources, was given a new and aggressive milestone to reach: ensure Infosys is on the Top 10 lists of both Best Performing Companies and Best Employers by 2007. No large organization had ever been able to achieve this distinction because of the ...
Exam, questions and answers
Case Study- Infosys(A)-Strategic Human Resources Management, Introduction-After a decade of fast growth, going from 250 employees to 15,000 employees and from $5 million in revenue to $754 million as well as being ranked No. 1 in the Business Today Best Employer survey, Infosys Group felt a rude shock in 2003 when it fell off of the Best Employer List completely.
Infosys (A): Strategic Human Resource Management Case Study Solution
Three Step Approach to Infosys (A): Strategic Human Resource Management Case Study Solution. Conclusions - MBA & EMBA professionals should state their conclusions at the very start. It helps in communicating the points directly and the direction one took. Reasons - At the second stage provide the reasons for the conclusions.
Infosys (A): Strategic Human Resource Management [10 Steps] Case Study
Step 2 - Reading the Infosys (A): Strategic Human Resource Management HBR Case Study. To write an emphatic case study analysis and provide pragmatic and actionable solutions, you must have a strong grasps of the facts and the central problem of the HBR case study. Begin slowly - underline the details and sketch out the business case study ...
Infosys (A): Strategic Human Resource Management Case Solution And
Infosys (A): Strategic Human Resource Management Case Solution,Infosys (A): Strategic Human Resource Management Case Analysis, Infosys (A): Strategic Human Resource Management Case Study Solution, Hema Ravichandar, head of human resources, has been given a new and aggressive to achieve a milestone: achieving Infosys is in the Top 10 list as the most
Solved Case Study- Infosys(A)- Strategic Human Resources
After a decade of fast growth, going from 250. Case Study- Infosys (A)- Strategic Human Resources Management. Introduction. "Infosys Group is an IT services company which is a global leader in next-generation digital services and consulting that enable clients in more than 50 countries to navigate their digital transformation".
Infosys (A): Strategic Human Resource Management Case Study Solution [7
Case Study Analysis & Solution of Infosys (A): Strategic Human Resource Management , written by Thomas J. DeLong, Jaya Tandon, Ganesh Rengaswamy, Case Analysis, Assignment Help, PESTEL, SWOT, Porter 5 Forces, Porter Value Chain
Infosys (A): Strategic Human Resource Management Case Study Solution
11 pages. Date of publication October 31, 2005. Prod #: 406010-PDF-ENG. Infosys (A): Solving Strategic Management of Human Resources. Infosys (A): Strategic Human Resource Management Hema Ravichandar, head of human resources, has received a new and aggressive step to achieve: ensuring Infosys is in the Top 10 lists of the most.
Infosys (A) Strategic Human Resource Management Case Study Solution
This is doing the Infosys (A) Strategic Human Resource Management Case Solution. This analysis can be proceeded in a step-by-step procedure to ensure that effective solutions are found. In the first step, a growth path of the company can be formulated that lays down its vision, mission and strategic aims.
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Infosys A Strategic Human Resource Management Case Analysis and Case
The method through which the analysis is done is mentioned, followed by the relevant tools used in finding the solution. The case solution first identifies the central issue to the Infosys A Strategic Human Resource Management case study, and the relevant stakeholders affected by this issue. This is known as the problem identification stage.
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Case Study- Infosys (A)-Strategic Human Resources Management
Case Study- Infosys (A)-Strategic Human Resources Management, Introduction-. After a decade of fast growth, going from 250 employees to 15,000 employees and from $5 million in revenue to $754 million as well as being ranked No. 1 in the Business Today Best Employer survey, Infosys Group felt a rude shock in 2003 when it fell off of the Best ...
Infosys (A): Strategic Human Resource Management
Hema Ravichandar, head of human resources, was given a new and aggressive milestone to reach: ensure Infosys is on the Top 10 lists of both Best Performing Companies and Best Employers by 2007. No large organization had ever been able to achieve this distinction because of the tension between the need to control costs for financial performance ...
Infosys A Strategic Human Resource Management Case Study Solution and
STEP 9: Selection Of Alternatives For Infosys A Strategic Human Resource Management Case Solution: It is very important to select the alternatives and then evaluate the best one as the company have limited choices and constraints. Therefore to select the best alternative, there are many factors that is needed to be kept in mind.
Case Study- Infosys(A)- Strategic Human Resources Management
Step-by-step explanation. 1. The primary challenge that Infosys is currently facing is that the company's human resources (HR) policies and practices have not kept up with the rapid expansion of the business, which has resulted in employee dissatisfaction and a high turnover rate. As a direct consequence of this, the business was removed from ...
Infosys (A): Strategic Human Resource Management
Infosys (A): Strategic Human Resource Management. Case -Reference no. 9-406-010 ... Infosys (A): Strategic Human Resource Management. Teaching note -Reference no. 5-406-105 Subject category: ... The Case Centre is a not-for-profit company limited by guarantee, registered in England No 1129396 and entered in the Register of Charities No 267516. ...
Infosys (A) : Strategic Human Resource Management: Case Analysis
INFOSYS___Case_Analysis.docx - Free download as PDF File (.pdf), Text File (.txt) or read online for free. Infosys case analysis
Infosys (A): Strategic Human Resource Management
Subjects Covered Business growth Employee development. by Thomas J. DeLong, Jaya Tandon, Ganesh Rengaswamy. Source: Harvard Business School. 11 pages. Publication Date: Oct 31, 2005. Prod. #: 406010-PDF-ENG. Infosys (A): Strategic Human Resource ManagementHarvard Case Study Solution and HBR and HBS Case Analysis
Infosys (A): Strategic Human Resource Management
Subjects Covered Business growth Employee development. by Thomas J. DeLong, Jaya Tandon, Ganesh Rengaswamy. Source: Harvard Business School. 11 pages. Publication Date: Oct 31, 2005. Prod. #: 406010-PDF-ENG. Infosys (A): Strategic Human Resource ManagementHarvard Case Study Solution and HBR and HBS Case Analysis
Infosys (B): Strategic Human Resource Management
Subjects Covered Business growth Employee development. by Thomas J. DeLong, Jaya Tandon. Source: Harvard Business School. 4 pages. Publication Date: Oct 31, 2005. Prod. #: 406011-PDF-ENG. Infosys (B): Strategic Human Resource Management Harvard Case Study Solution and HBR and HBS Case Analysis
Infosys (B): Strategic Human Resource Management Case Study Solution
The Infosys (B): Strategic Human Resource Management (referred as "Infosys Resource" from here on) case study provides evaluation & decision scenario in field of Organizational Development. It also touches upon business topics such as - Value proposition, Growth strategy, Human resource management. Our immersive learning methodology from ...
Human Capital Management Solutions with Enhanced Performance
Consequently, human capital management (HCM) has become more responsive, better aligned with the business vision, and more focused on outcomes for organizational growth. Infosys HR Pulse, our human capital management scorecard solution, defines metrics and key performance indicators (KPIs) to help the HR organization monitor performance against ...

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Step 1 – Problem Identification of Infosys (A): Strategic Human Resource Management - Harvard Business School Case Study

Step 2 – External Environment Analysis

What is PESTEL Analysis? Briefly Explained

How to do PESTEL / PEST / STEP Analysis? What are the components of PESTEL Analysis?

How to do PESTEL Analysis for Infosys (A): Strategic Human Resource Management

Political Factors that Impact Infosys (A): Strategic Human Resource Management

Economic Factors that Impact Infosys (A): Strategic Human Resource Management

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Infosys (A): Strategic Human Resource Management Case Solution & Answer

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Infosys A Strategic Human Resource Management Case Analysis and Case Solution

Introduction of Infosys A Strategic Human Resource Management Case Solution

Problem Identification of Infosys A Strategic Human Resource Management Case Solution

Analysis of the Infosys A Strategic Human Resource Management HBR Case Study

SWOT analysis of Infosys A Strategic Human Resource Management

Porter Five Forces Analysis for Infosys A Strategic Human Resource Management

PESTEL Analysis of Infosys A Strategic Human Resource Management

VRIO Analysis of Infosys A Strategic Human Resource Management

Value Chain Analysis of Infosys A Strategic Human Resource Management

BCG Matrix of Infosys A Strategic Human Resource Management

Ansoff Matrix of Infosys A Strategic Human Resource Management

Marketing Mix of Infosys A Strategic Human Resource Management

Infosys A Strategic Human Resource Management Blue Ocean Strategy

Competitors analysis of Infosys A Strategic Human Resource Management