About Infosys

Infosys Technologies Ltd. (NASDAQ: INFY) defines, designs and delivers IT-enabled business solutions that
help Global 2000 companies win in a flat world. These solutions focus on providing strategic differentiation
and operational superiority to clients. Infosys creates these solutions for its clients by leveraging its domain
and business expertise along with a complete range of services.
With Infosys, clients are assured of a transparent business partner, world-class processes, speed
of execution and the power to stretch their IT budget by leveraging the Global Delivery Model that
Infosys pioneered.

Improving Workforce
Effectiveness
through Integrated Talent
Management

For more information on this, please mail us at Infosys@infosys.com

www.infosys.com
2008 Infosys Technologies Limited, Bangalore, India. Infosys believes the information in this publication is accurate as of its publication date; such information is subject to change
without notice. Infosys acknowledges the proprietary rights of the trademarks and product names of other companies mentioned in this document.

Win in the flat world

Improving Workforce
Effectiveness
through Integrated
Talent
Management
Frequently
Asked Questions

2. Most often we have found clients struggling with poor

results from Talent Management initiatives; be it an
investment in technology or a new process. Some clients face
a dilemma of choosing between multiple Talent Management
initiatives, where as others find it difficult to manage change
because multiple Talent Management initiatives are kicked
off at the same time & have interdependencies.

1. Are your efforts towards aligning Talent with Business not

paying desired results? Do you often find that business growth /
competitive advantage is limited because of availability of talent?
Organizations who want to strengthen their ability to attract and
retain employees at all levels to meet the needs of Organic and
Inorganic Growth, need to have an Integrated approach to Talent
Management. This would not only offer sustainable competitive
advantage, but also operational benefits like 50% reduced time to
productivity, developing targeted capabilities, and Talent mobility
across the organization. Integrated Talent Management is a lot more
than yet another HR process. It is a mindset that goes beyond the
rhetoric towards a holistic and integrated approach. Based on our
experience, we've identified three critical elements to achieve
Integrated Talent Management: Strategy Integration, Process
Integration, and Technology Integration as shown.

Talent Management Strategy: Holistic alignment of business driving integration of talent processes through
unified competency model and enabled by cost-effective Technology

Strategy

Success of Talent Management initiatives is highly dependent on

the clarity of Talent Strategy and the degree to which strategy
is integrated. Strategy Integration means that talent Management
should be looked holistically and not as Performance Management
Strategy, or Learning Strategy. Organizations need to draw
out an integrated roadmap, and then act on initiatives that give
biggest bang for the buck, based on the appetite for change. This
will benefit them in the long run because though they might

One of the world's largest grocery retailers, with more than 140
stores and about 24,000 associates, faced the challenge of managing
the market place and competitors. It then decided to focus on
developing a long-term integrated HR strategy to leverage their
talent to get a competitive edge. Infosys helped the client in
developing a 3 year strategy roadmap to align its strategy, and helped
to sequence out process, metrics, and technology requirements.

Ill

us
tra
tiv
e

Q109

8
Q40

Detailed Role and

Competency Framework

HR Dashboard: Metrics to track effectiveness of HR initiatives and efficiency of processes

08

Improve effectiveness
of Talent Management
Process through
systems

Q3

Q208

Integrated Talent Management: Competency based HR Framework, Competency definition, Integration of

HR Processes through a backbone of Roles and Competencies

Develop Technical and

Domain Competency
Assessment
Framework

Integrate Talent
Management
Processes using
Competencies

Visioning and Implementing proves improvement: Best practices based HR Process improvement /
definition and implementation
Design of Role
Structure

Recommended

HR Systems effectiveness: Partner in HR automation initiatives to recommend process improvements, thus

enhancing the effectiveness of the system.

Systems

HR- IT Alignment: Enhance IT effectiveness through HR-IT Roadmap, develop Business Case and
prioritizing IT initiatives based on business needs.
HR Service Delivery improvement: Designing self service and HR Portals

Review
Design

Support

Talent Management

Infosys has developed a process for clarifying Talent Strategy.

Progress can be monitored against the Talent Management
Scorecard, Metrics and the strategic roadmap distilled out of the
Talent Strategy. Our findings and the suggested actions are
consistent with global HR best practices models, and those
characteristics that are most valued by employees.

Align Training Content to

redefined, business aligned
Competencies

Workforce Capability Improvement: Improving workforce capability through structured programs with
governance frameworks. Identify high potential, High impact Talent Management opportunities to drive
Business Strategy, Map high level HR functionalities and Prioritize into a short/medium/long term HR roadmap

Process

implement one initiative at a time, the broad alignment with

business strategy is already in place.

Improving Workforce
Effectiveness
through Integrated
Talent
Management
Frequently
Asked Questions

2. Most often we have found clients struggling with poor

results from Talent Management initiatives; be it an
investment in technology or a new process. Some clients face
a dilemma of choosing between multiple Talent Management
initiatives, where as others find it difficult to manage change
because multiple Talent Management initiatives are kicked
off at the same time & have interdependencies.

1. Are your efforts towards aligning Talent with Business not

paying desired results? Do you often find that business growth /
competitive advantage is limited because of availability of talent?
Organizations who want to strengthen their ability to attract and
retain employees at all levels to meet the needs of Organic and
Inorganic Growth, need to have an Integrated approach to Talent
Management. This would not only offer sustainable competitive
advantage, but also operational benefits like 50% reduced time to
productivity, developing targeted capabilities, and Talent mobility
across the organization. Integrated Talent Management is a lot more
than yet another HR process. It is a mindset that goes beyond the
rhetoric towards a holistic and integrated approach. Based on our
experience, we've identified three critical elements to achieve
Integrated Talent Management: Strategy Integration, Process
Integration, and Technology Integration as shown.

Talent Management Strategy: Holistic alignment of business driving integration of talent processes through
unified competency model and enabled by cost-effective Technology

Strategy

Success of Talent Management initiatives is highly dependent on

the clarity of Talent Strategy and the degree to which strategy
is integrated. Strategy Integration means that talent Management
should be looked holistically and not as Performance Management
Strategy, or Learning Strategy. Organizations need to draw
out an integrated roadmap, and then act on initiatives that give
biggest bang for the buck, based on the appetite for change. This
will benefit them in the long run because though they might

One of the world's largest grocery retailers, with more than 140
stores and about 24,000 associates, faced the challenge of managing
the market place and competitors. It then decided to focus on
developing a long-term integrated HR strategy to leverage their
talent to get a competitive edge. Infosys helped the client in
developing a 3 year strategy roadmap to align its strategy, and helped
to sequence out process, metrics, and technology requirements.

Ill

us
tra
tiv
e

Q109

8
Q40

Detailed Role and

Competency Framework

HR Dashboard: Metrics to track effectiveness of HR initiatives and efficiency of processes

08

Improve effectiveness
of Talent Management
Process through
systems

Q3

Q208

Integrated Talent Management: Competency based HR Framework, Competency definition, Integration of

HR Processes through a backbone of Roles and Competencies

Develop Technical and

Domain Competency
Assessment
Framework

Integrate Talent
Management
Processes using
Competencies

Visioning and Implementing proves improvement: Best practices based HR Process improvement /
definition and implementation
Design of Role
Structure

Recommended

HR Systems effectiveness: Partner in HR automation initiatives to recommend process improvements, thus

enhancing the effectiveness of the system.

Systems

HR- IT Alignment: Enhance IT effectiveness through HR-IT Roadmap, develop Business Case and
prioritizing IT initiatives based on business needs.
HR Service Delivery improvement: Designing self service and HR Portals

Review
Design

Support

Talent Management

Infosys has developed a process for clarifying Talent Strategy.

Progress can be monitored against the Talent Management
Scorecard, Metrics and the strategic roadmap distilled out of the
Talent Strategy. Our findings and the suggested actions are
consistent with global HR best practices models, and those
characteristics that are most valued by employees.

Align Training Content to

redefined, business aligned
Competencies

Workforce Capability Improvement: Improving workforce capability through structured programs with
governance frameworks. Identify high potential, High impact Talent Management opportunities to drive
Business Strategy, Map high level HR functionalities and Prioritize into a short/medium/long term HR roadmap

Process

implement one initiative at a time, the broad alignment with

business strategy is already in place.

3. Have you implemented various Talent Management

processes but still unable to improve workforce effectiveness?
Do you find that the Talent Management Process do not work
in harmony?

to roles in alignment with the corporate talent strategy. We also

devised a workforce capabilities program. This resulted in better
resource utilization based on competencies, and laid the foundation
of leadership development across hierarchy.

Though Talent Management processes can be rolled out

sequentially, the bedrock of these competencies must be created
upfront. A simple, yet exhaustive, competency framework provides
the common thread to integrate processes effectively. For example,
if organizations look at talent planning and only took inputs from
recruitment, they will miss on large talent pool within the
organization that can be ready for promotion.

Infosys' HCM Consulting has developed a HR Process Assessment

Tool, by leveraging upon Infosys' experience as a Consultant and a
Practitioner; and its expertise on best practices. We leveraged the
tool for the world's largest oilfield service company with 25,000+
employees, operating from 730+locations across 100+ countries, to
conduct a comprehensive process assessment across various Talent
Management areas. This was followed by identification of
integration needs and improvement opportunities using the best
practices framework.

Infosys has helped a Utilities company with more than $12 Billion in
revenues and 12000+ employees to identify and map competencies

4. Technology is a critical success factor for rolling out any talent

management initiatives. Unfortunately, because of historic
reasons, good technology invariably means Cost! Are you stuck
with a technology solution that does not scale up? Do you feel
the need to have alternate methods of investing in technology?
Infosys, with its vast implementation experience with multiple
packages, understands that one size doesn't fit all. We understand
the need to leverage the current investments in technology and also
the need to have technology support to roll out Talent Management
initiatives. We have helped companies optimize technology
investments by integrating existing technologies and implementing
new ones.
Technology integration supports deployment of integrated
processes, e.g. managers can look at performance data during
succession planning or implementing pay for performance.
Technology also provides the means to generate meaningful metrics

that cut across processes, for e.g. looking at the performance of an

employee over a period of one year v/s their recruitment rating to
assess effectiveness of recruitment. Infosys also offers a platform
based solution that offers subscription based pricing.
One of our clients in the CPG industry, with over 45000 employees
and operations across the world, was facing a situation where HR
Technology decisions were largely based on immediate automation
/ improvement requirements. The HR & IT Organizations wanted
to draw out a long-term HR Technology strategy that would directly
support HR Strategy and leverage its talent. Infosys helped in
creation of a long term plan by
?
Interacting with the HR & IT organizations to understand As-Is

and draw up a desired future state perspective

?
By leveraging

a best practices framework, identified high level

strategic opportunities and mapped initiatives on a 5 year
roadmap.

Competency based Talent

Plan - Drive Recruitment

HR Portal

Recruitment
& Selection

Talent Planning based on

Business Needs & Talent
Inventory

Talent
Planning

Performance
Management

Provides access to Self Service, Knowledge

base, Personalized Contents, Alerts,
Dashboards, Tools, Wizards etc.

Hiring Effectiveness based

on Performance Review

ESS
Employee

My Info.

My Salary and Tax

?
Name
?
Address
?
Phone Numbers
?
Martial status
?
Hire Date
?
Department
?
Manager

?
Salary details & Histroy
?
Direct Deposit
?
W-4 - Tax Exemptions
?
Martial status
?
Special Awards History
?
Bonus History

My Benefits
Tracking of Integrated Talent
Management through Metrics
and Dashboards

Measure &
Report

Training &
Development

Competencies

My Career

Training needs - Assess during

Performance Review

?
Change Beneficiaries
?
Health plan
?
Dental plan

?
Performance Appraisal
?
Development Plan
?
My Profile
?
Training History

ESS
Manager

My Schedule

IT Enabled
Talent
Management
Provides functionality
through:

HR Database

?
Automating the HR

Process
?
Visibility and tracking

of progress
?
SSO, Home Access,

Audit trail, data

validation, Electronic
signature

?
My Schedule
?
Attendance records

M
S
S
Succession Planning
based on Performance
and Potential

Succession
Planning

Role & Career

Framework

Role based training

creating a talent pipeline
& providing career growth

My Team
John

Jane

Tom

Approvals
Nancy

Reward
Management
Janes Info.

Rewards based on business

aligned career framework and
performance

?
Update Janes

EDD
(Job, Title, Position
?
View EDD
?
Initiate Transfer /
Relocation
?
Janes Schedule

Janes Development
(History+Current)
?
performance

appraisal
?
Development
?
Nine Box
?
PIP

Plan

Janes Info.
?
Special Awards
?
Merit Increase
?
Service Awards
?
Promotion

?
Johns Request

for
security / system
access
?
Toms Leave
application

Recruit
?
Raise requisition
?
Approve requisition

?
Screen Candidates
?
Initiate on-boarding

Knowledge Base

Service Center Rep.

use same tools to
assist employees

3. Have you implemented various Talent Management

processes but still unable to improve workforce effectiveness?
Do you find that the Talent Management Process do not work
in harmony?

to roles in alignment with the corporate talent strategy. We also

devised a workforce capabilities program. This resulted in better
resource utilization based on competencies, and laid the foundation
of leadership development across hierarchy.

Though Talent Management processes can be rolled out

sequentially, the bedrock of these competencies must be created
upfront. A simple, yet exhaustive, competency framework provides
the common thread to integrate processes effectively. For example,
if organizations look at talent planning and only took inputs from
recruitment, they will miss on large talent pool within the
organization that can be ready for promotion.

Infosys' HCM Consulting has developed a HR Process Assessment

Tool, by leveraging upon Infosys' experience as a Consultant and a
Practitioner; and its expertise on best practices. We leveraged the
tool for the world's largest oilfield service company with 25,000+
employees, operating from 730+locations across 100+ countries, to
conduct a comprehensive process assessment across various Talent
Management areas. This was followed by identification of
integration needs and improvement opportunities using the best
practices framework.

Infosys has helped a Utilities company with more than $12 Billion in
revenues and 12000+ employees to identify and map competencies

4. Technology is a critical success factor for rolling out any talent

management initiatives. Unfortunately, because of historic
reasons, good technology invariably means Cost! Are you stuck
with a technology solution that does not scale up? Do you feel
the need to have alternate methods of investing in technology?
Infosys, with its vast implementation experience with multiple
packages, understands that one size doesn't fit all. We understand
the need to leverage the current investments in technology and also
the need to have technology support to roll out Talent Management
initiatives. We have helped companies optimize technology
investments by integrating existing technologies and implementing
new ones.
Technology integration supports deployment of integrated
processes, e.g. managers can look at performance data during
succession planning or implementing pay for performance.
Technology also provides the means to generate meaningful metrics

that cut across processes, for e.g. looking at the performance of an

employee over a period of one year v/s their recruitment rating to
assess effectiveness of recruitment. Infosys also offers a platform
based solution that offers subscription based pricing.
One of our clients in the CPG industry, with over 45000 employees
and operations across the world, was facing a situation where HR
Technology decisions were largely based on immediate automation
/ improvement requirements. The HR & IT Organizations wanted
to draw out a long-term HR Technology strategy that would directly
support HR Strategy and leverage its talent. Infosys helped in
creation of a long term plan by
?
Interacting with the HR & IT organizations to understand As-Is

and draw up a desired future state perspective

?
By leveraging

a best practices framework, identified high level

strategic opportunities and mapped initiatives on a 5 year
roadmap.

Competency based Talent

Plan - Drive Recruitment

HR Portal

Recruitment
& Selection

Talent Planning based on

Business Needs & Talent
Inventory

Talent
Planning

Performance
Management

Provides access to Self Service, Knowledge

base, Personalized Contents, Alerts,
Dashboards, Tools, Wizards etc.

Hiring Effectiveness based

on Performance Review

ESS
Employee

My Info.

My Salary and Tax

?
Name
?
Address
?
Phone Numbers
?
Martial status
?
Hire Date
?
Department
?
Manager

?
Salary details & Histroy
?
Direct Deposit
?
W-4 - Tax Exemptions
?
Martial status
?
Special Awards History
?
Bonus History

My Benefits
Tracking of Integrated Talent
Management through Metrics
and Dashboards

Measure &
Report

Training &
Development

Competencies

My Career

Training needs - Assess during

Performance Review

?
Change Beneficiaries
?
Health plan
?
Dental plan

?
Performance Appraisal
?
Development Plan
?
My Profile
?
Training History

ESS
Manager

My Schedule

IT Enabled
Talent
Management
Provides functionality
through:

HR Database

?
Automating the HR

Process
?
Visibility and tracking

of progress
?
SSO, Home Access,

Audit trail, data

validation, Electronic
signature

?
My Schedule
?
Attendance records

M
S
S
Succession Planning
based on Performance
and Potential

Succession
Planning

Role & Career

Framework

Role based training

creating a talent pipeline
& providing career growth

My Team
John

Jane

Tom

Approvals
Nancy

Reward
Management
Janes Info.

Rewards based on business

aligned career framework and
performance

?
Update Janes

EDD
(Job, Title, Position
?
View EDD
?
Initiate Transfer /
Relocation
?
Janes Schedule

Janes Development
(History+Current)
?
performance

appraisal
?
Development
?
Nine Box
?
PIP

Plan

Janes Info.
?
Special Awards
?
Merit Increase
?
Service Awards
?
Promotion

?
Johns Request

for
security / system
access
?
Toms Leave
application

Recruit
?
Raise requisition
?
Approve requisition

?
Screen Candidates
?
Initiate on-boarding

Knowledge Base

Service Center Rep.

use same tools to
assist employees

About Infosys
Infosys Technologies Ltd. (NASDAQ: INFY) defines, designs and delivers IT-enabled business solutions that
help Global 2000 companies win in a flat world. These solutions focus on providing strategic differentiation
and operational superiority to clients. Infosys creates these solutions for its clients by leveraging its domain
and business expertise along with a complete range of services.
With Infosys, clients are assured of a transparent business partner, world-class processes, speed
of execution and the power to stretch their IT budget by leveraging the Global Delivery Model that
Infosys pioneered.

How to
make more money
from customer
information

For more information on this, please mail us at Infosys@infosys.com

www.infosys.com
2008 Infosys Technologies Limited, Bangalore, India. Infosys believes the information in this publication is accurate as of its publication date; such information is subject to change
without notice. Infosys acknowledges the proprietary rights of the trademarks and product names of other companies mentioned in this document.

Win in the flat world