Infosys BPO Limited is the business process outsourcing subsidiary of Infosys Technologies. It started as Progeon Limited in 2002 and is now one of the top BPOs in India. In fiscal year 2007-2008, Infosys BPO generated $250.3 million in revenue with 11 centers worldwide employing over 16,000 people serving 44 clients, with its headquarters in Bangalore.
Uneak White's Personal Brand Exploration Presentation
Infosys tna
1.
2.
Infosys BPO Limited (formerly Progeon Limited ) is
the BPO (Business Process Outsourcing) subsidiary of
Infosys Technologies Ltd.
The company was started as Progeon Limited in April 2002
and is today among the top third-party BPOs in India
according to NASSCOM.
Infosys BPO closed FY 07-08 with a revenue of $ 250.3
million with 11 centers worldwide employing 16,295
employees and 44 clients.
It has its headquarters in Bangalore
3.
Aerospace and Automotive
Banking and Capital Markets
Communication Service Providers
Energy and Utilities
Healthcare
Insurance
Life Sciences
Manufacturing
Media and Entertainment
Retail and Consumer Packaged Goods
Services
Transportation and Services
5. There are three types of training need
analysis done in Infosys:
Organizational need analysis
Job need analysis
Person need analysis.
December 26, 2013
5
6. This includes:
Define Infosys's Short Term
Goals/Objectives
Define Infosys's Long Term
Goals/Objectives
Human Resource Analysis
Efficiency Indexes Assessment
Assessment of the organizational climate
December 26, 2013
6
7. The specific content of present or anticipated jobs is
examined through job analysis. For existing jobs,
Information on the tasks to be performed (contained in
job descriptions),
The skills necessary to perform those tasks
(drawn from job qualifications),
The minimum acceptable standards (obtained from
performance appraisals)
are gathered. This information can then be used to
ensure that training programs are job specific and
useful.
December 26, 2013
7
8.
Person needs analysis can be either broad or
narrow in scope.
The broader approach compares actual performance
with the minimum acceptable standards of
performance. Based on the actual, current job
performance of an employee; therefore, it can be used
to determine training needs for the current job.
The narrower approach compares an evaluation of
employee proficiency on each required skill dimension
with the proficiency level required for each skill. Used
to identify development needs for future jobs.
December 26, 2013
8
9. Teams: Corporate training team
Organisational development team
Corporate training team caters to band B onlyprocess executive & senior process executive
OD team caters to band C and above
Total number of people in T&D dept-30
December 26, 2013
9
10. Training dept is divided across 5 verticals
1-communication service providers e.g. british
telecom.
2-banking and capital market e.g. UBS, Deutsche.
3-manufacturing vertical e.g. Cisco, ingram micro
4-insurance and health care-Aon
5-emerging markets-yahoo and British petroleum
December 26, 2013
10
13. It is a Rs. 260 crore corporate training centre.
It adds 12,000 employees every year.
The US $ 60 million training centre is housed in a
270 acre campus at Mysore
Facilities at the training centre of the Infosys
comprise food court, employee care centre,
theatre, and education research block, beside the
trainee hostel.
15. Types of training is different for different hierarchy
levels. It is mainly divided into 2 types
For band B
For band C and above
For a period of 2-3 yrs with the company these
employees have to go through certain number of
trainings…
December 26, 2013
15
16. Induction
Voice and accent training
Process training
6 months training process
recruits in band B have to go through the following
training programs during a period of 2-3 yrs…
December 26, 2013
16
17. Domain training-for specific verticals they have to
go for certifications called as domain certifications
e.g. t100.
-This is mainly a benchmark for process know how.
Quality training-six sigma certifications.
December 26, 2013
17
18. Competency based training:1)Soft skills training:communication, presentation, cultural sensitivity,
client interface training.
MIND-mentoring, innovating, negotiating,
developing. It is for self-awareness and self
evaluation, mainly focuses on EQ.
Transactional analysis-for understanding your
own personality
December 26, 2013
18
20. Induction-1day, joining formalities
Buddy program-one month
-it is basically an assistance provided by a peer
employee which helps the new recruit
understand the process, understand dynamics
of the client, client requirement, culture, values.
recruits in band C and above have to go through
the following training programs during a period
of 2-3 yrs…
December 26, 2013
20
21. Operations management:
Deal with operations complexity
Focus on interpersonal evaluation
Conflict management
Confidence management
December 26, 2013
21
22. Leadership fundamentals: Harnessing leadership qualities
Appraisal skills workshop: How to evaluate sub-ordinates
How to handle escalations
How to appraise
December 26, 2013
22
23. Quality training: six sigma:-green belt-black belt
Domain training: T200 and T300 certifications.
Middle Management Leadership Program (MMLP): For band C employees-team leads
It harnesses their leadership qualities, available
for high performers.
December 26, 2013
23
24. Career pathing: Chalk out career path for all
Should have completed 18 months in Infosys.
Provided by career counselor.
Higher education: MBA
50% of the fees is reimbursed.
December 26, 2013
24
25. Performance Development Plan: A sheet which the employee and manager has to
fill where both of them have to provide information
which all areas the employee has improved in.
Projects: Small term projects like on Six Sigma, where at
the end of it the employee has to give
presentations to the training team.
December 26, 2013
25
26. Questionnaire: Feed back from the employees on the quality and
content of training
Analysis is done on it and than it is scaled.
December 26, 2013
26
