What is Strategic Human Resources Management and how does it link the people with the strategic needs of the business? “Strategic human resource management is designed to help companies best meet the needs of their employees while promoting company goals. Human resource management deals with any aspects of a business that affects employees, such as hiring and firing, pay, benefits, training, and administration”. (“http://www.wisegeek.com/what-is-strategic-human-resource-management.htm”) The origin of Infosys starts initially in 1981 when six individuals decided that they would set out to change the structure of IT business and make the company known and respected in the industry. In the initial startup phase, however Infosys did not see immediate profit as with most startup companies and experienced very tough times and hardship. After a brief time of hardship Infosys started to see growth and expansion pick up and Infosys would see the company starting to grow more rapidly.
The problem Infosys faced when they had more growth than expected was employees that somehow became a little disengaged and became unhappy while working at the company. Infosys realized that employees were what made companies successful as they were who interacted with customers on a regular and they are the ones that kept customers engaged and build relationships with them.
Issues Faced at Infosys
Reading the article and looking at the organization from an external standpoint allowed me to see where issues where in the organization. The first issue which I though may not have been a particularly bad issue was the growth the company was seeing. Anytime there is growth and not enough staff available, the immediate thing to do would be hire more staff. Infosys was forced to hire more workers and in turn quickly became overstaffed with workers and soon found out they did not need as many people as they had hired for.
Infosys soon found themselves with workers that had become disgruntled because of “slow periods” when work was minimal. Infosys offered stock to its employees in an attempt to counteract the negative feelings and attitudes that employees were starting to develop and employees were okay with this however it was not a complete solution and Infosys soon high turnovers from their employees and overall dissatisfaction. Employee Engagement could have been conducted in this matter and would have probably assisted with better retention of employees and the company’s HR objectives. “Engagement is the extent to which employees are motivated to contribute to organizational success and are willing to apply effort to accomplishing tasks. (Mello, 2011)
Alternatives to be considered
Infosys uses a very standardized method when it comes to managing and the managing employees. They will need to implement new and exciting methods to do this and they would need to start with better employee management relationships. They would need to get feedback from the employees and consider areas of opportunity and immediate needs for change.
The organization would need to focus more on seeking out qualified individuals versus hiring individuals just to fill positions even if it’s on a temporary basis. They will need to seek out and discover the needs of their very best assets. Their employees.
Infosys is known for its recruitment opportunities of college graduates and competitive internships. Infosys should focus on providing opportunities to interns that will benefit from hands on experience instead of hiring individuals that will most likely be laid off due to cutbacks or not enough work to go around. If the need to recruit for a regular candidate then there needs to be a method to follow when recruiting which gives specifics on what is being sought after in a potential employee and not take a “cookie cutter” approach.
Infosys would need to develop employee relations programs and create ways to make sure the employees are happy, productive, and will be engaging. The company should revisit their objectives and goals both long term and short term and develop a solid business on completing those tasks.
Subject: Human resources,
University/College: University of California
Type of paper: Thesis/Dissertation Chapter
Date: 20 September 2016
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