Succession planning at INFOSYS

GROUP MEMBERS
ABHISHEK GUPTA- 01 ANKUR BEHL- 09 DIVITA AGARWAL- 26 JAYESH THAKKAR- 33 MAHEK AGARWAL- 37 MAHIMA TIKMANI- 38 PRATIK PALOD- 45

What is succession planning?

Succession planning is a process

whereby an organization ensures that employees are recruited and developed to fill each key role within the company.

Introduction
Infosys has set up the Infosys Leadership

Institute (ILI) at its Mysore campus to identifying high performers and giving them opportunity to emerge as future leaders. The company identifies leaders from its multi-national, multi-cultural employees on the basis of several parameters. The chosen few undergo a three-year programme that includes training, personal development programme, interacting with other participants, understanding the company better and resolving real business issues.

Introduction
Infosys is an information technology services company

headquartered in Bangalore, India

Infosys is one of the largest IT companies in India with

114,822 employees (including subsidiaries) as of 2010

It has offices in 33 countries and development centres

in India, China, Australia, UK, Canada and Japan.

Introduction (contd..)
Infosys was founded on 2 July 1981 by seven

entrepreneurs, N.R.Narayana Murthy, Nandan Nilekani, Kris Gopalakrishnan, S. D. Shibulal, K Dinesh and with N. S. Raghavan.
According to Forbes magazine, since listing on the

Bombay Stock Exchange till the year 2000, Infosys' sales and earnings compounded at more than 70% a year.
In 2001, it was rated Best Employer in India by Business

Today.

Pro-active approach
A succession plan has long been put in place and the

smooth transition of authority and leadership ensured.

S Gopalakrishnan, S D Shibulal, and K Dinesh look

after the affairs. N S Raghavan retired in 1999, while Ashok Arora had quit the firm much earlier, in 1989, to settle down in the United States.
The IT major has already identified a pool of 400

leaders who will steer it in the future.

So how does Infosys groom its future leaders?

The process is long-drawn, meticulous, and in

consonance with the company's stated vision: 'To be a globally respected corporation that provides best-ofbreed business solutions, leveraging technology, delivered by best-in-class people.
This is where the Infosys Leadership Institute at the

company's Mysore campus comes into the picture. The 162,000 square feet structure, built at the cost of Rs 41.1 crore (Rs 411 million), is where the next generation of Infosys leaders is being primed.

So how does Infosys groom its future leaders?

"The company has identified 400 'leaders' on the

basis of several parameters: their performance throughout their tenure with the company being a prime criterion for selection.
The pool of 400 leaders," says Gopalakrishnan, "that

Infosys has identified is from across the globe and does not comprise Indians alone. It is in keeping with the company's multi-national, multi-cultural image where excellence is the most important condition."

Three-tier mentoring process at Infosys

Tier-1: Members of the Infosys Management Council,

which consists of the company's board of directors. There are 45 members.

Tier-1 mentors Tier-2 leaders. Tier-2 leaders in turn guide the Tier-3 group. Each of the leaders undergoes exhaustive and

sustained training through the company's personal development program -- PDP

Nine pillars for leadership development in Infosys

1. 360 degree feedback

2. Development assignments 3. Infosys Culture workshops 4. Development relationships 5. Leadership skills training

Nine pillars for leadership development in Infosys(contd.)

6. Feedback intensive programs 7. Systemic process learning 8. Action learning 9. Community empathy

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