Hi Friends, Can anyone tell me that what all HR practices are followed in an IT Company and for that matter what would be the job responsibilities of a generalist HR in an IT Company. Regards Srishti
From India, Bangalore
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12From India, Bangalore
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Hello Shrishti,
At the macro level, the job of an HR Manager in an IT company is the same as that in any other industry: manpower planning, recruitment, selection, training, appraisal, compensation, and industrial relations. However, at the micro level, the job of an HR manager would be affected by the characteristics of the industry and employees. The IT industry is highly vulnerable to changes and hence has to constantly innovate, upgrade, and stimulate technological changes for long-term sustainability.
Moreover, the human resources in IT are highly skilled and seek personal growth and advancement. The nature of the job puts them under a lot of mental stress, as the jobs are sedentary in nature. The availability of highly skilled individuals is limited, leading to high salaries and better growth opportunities. Retaining talent is also a significant challenge.
In response to these challenges, companies have introduced innovative HR practices such as ESOPs, stress management programs, yoga, and flexible timings. Opportunities for training, development, and clear career paths are also provided. Infosys in India is considered to have introduced some of the best HR practices in the country.
I hope this information is helpful. If I can understand the objective of data collection, I may be able to provide further assistance.
Prof. Shikha Sahai
From India, New Delhi
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At the macro level, the job of an HR Manager in an IT company is the same as that in any other industry: manpower planning, recruitment, selection, training, appraisal, compensation, and industrial relations. However, at the micro level, the job of an HR manager would be affected by the characteristics of the industry and employees. The IT industry is highly vulnerable to changes and hence has to constantly innovate, upgrade, and stimulate technological changes for long-term sustainability.
Moreover, the human resources in IT are highly skilled and seek personal growth and advancement. The nature of the job puts them under a lot of mental stress, as the jobs are sedentary in nature. The availability of highly skilled individuals is limited, leading to high salaries and better growth opportunities. Retaining talent is also a significant challenge.
In response to these challenges, companies have introduced innovative HR practices such as ESOPs, stress management programs, yoga, and flexible timings. Opportunities for training, development, and clear career paths are also provided. Infosys in India is considered to have introduced some of the best HR practices in the country.
I hope this information is helpful. If I can understand the objective of data collection, I may be able to provide further assistance.
Prof. Shikha Sahai
From India, New Delhi
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Thanks a Lot Ms. Shikha for your valuable piece of information however i would request other members also to throw some light on this issue please. Regards Srishti
From India, Bangalore
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From India, Bangalore
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Hello ma'am,
Thank you for posting the relevant Generalists job responsibilities. It was indeed a knowledge addition. It would be great if you could post some of the HR initiatives by the top IT companies.
As I am an MMS-HR student, I am working on the Project-Initiatives of HR in the IT industry. Also, some data, if possible, on "Expatriates: Deputing an Employee" with respect to the salary structure to be followed by the organization.
Looking forward to your valuable insights.
Regards,
Amruta 😀
From India, Thana
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Thank you for posting the relevant Generalists job responsibilities. It was indeed a knowledge addition. It would be great if you could post some of the HR initiatives by the top IT companies.
As I am an MMS-HR student, I am working on the Project-Initiatives of HR in the IT industry. Also, some data, if possible, on "Expatriates: Deputing an Employee" with respect to the salary structure to be followed by the organization.
Looking forward to your valuable insights.
Regards,
Amruta 😀
From India, Thana
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I am intigued by what Professor Shikha has to say, i would love to know what is the HR practise that Infosys has implementes I am working as an IT recruiter and budding to becom an IT - HR .
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Hello everyone, I would like to know the exact title of your project to help you further, especially regarding Infosys HRD practices:
1. ESOP (Employee Stock Option Plan)
2. Career paths for all employees
3. Human Resource accounting
4. Recreational activities, cafeteria
5. Transparency
6. Teamwork
A healthy work environment, continuous employee learning, work-life balance, recognition, and corporate brand building were some of the key initiatives taken up by IT companies in recent years to manage attrition. The attrition rate at Infosys is 10%, half of the industry average, thanks to its HRD practices.
I hope all this would excite you even more about Infosys.
Thanks,
Prof. Shikha Sahai
From India, New Delhi
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1. ESOP (Employee Stock Option Plan)
2. Career paths for all employees
3. Human Resource accounting
4. Recreational activities, cafeteria
5. Transparency
6. Teamwork
A healthy work environment, continuous employee learning, work-life balance, recognition, and corporate brand building were some of the key initiatives taken up by IT companies in recent years to manage attrition. The attrition rate at Infosys is 10%, half of the industry average, thanks to its HRD practices.
I hope all this would excite you even more about Infosys.
Thanks,
Prof. Shikha Sahai
From India, New Delhi
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Dear Shikha Sahai,
I am working as an HR professional for one of the IT companies in Bangalore. Having gone through your information in the earlier postings, I am very eager to know more details on this front as that can shed more light on correlating different practices followed across the software industry. I would be grateful to have more correspondence in terms of a personal discussion with you.
Regards,
Abhi
From India
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I am working as an HR professional for one of the IT companies in Bangalore. Having gone through your information in the earlier postings, I am very eager to know more details on this front as that can shed more light on correlating different practices followed across the software industry. I would be grateful to have more correspondence in terms of a personal discussion with you.
Regards,
Abhi
From India
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Hello Abhi,
There are various tools and techniques that can be used for managing Human Resources in the IT sector. If you plan to introduce modern tools, the first thing you need is the top management's support. Then, you need to conduct a benchmarking exercise to find out the current practices in the IT industry.
Suggestions from my side include implementation of:
1. Six Sigma
2. HR scorecard
3. Career planning
4. Recreational activities
5. Training
6. HRIS
I hope these suggested tools and techniques would be able to help you.
Best of luck.
Prof. Shikha Sahai
From India, New Delhi
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There are various tools and techniques that can be used for managing Human Resources in the IT sector. If you plan to introduce modern tools, the first thing you need is the top management's support. Then, you need to conduct a benchmarking exercise to find out the current practices in the IT industry.
Suggestions from my side include implementation of:
1. Six Sigma
2. HR scorecard
3. Career planning
4. Recreational activities
5. Training
6. HRIS
I hope these suggested tools and techniques would be able to help you.
Best of luck.
Prof. Shikha Sahai
From India, New Delhi
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Dear Shiksha Sahai,
Thank you for your invaluable information. I would like to request your personal mailing address so that I can seek clarification on some company-specific queries.
I look forward to your prompt and favorable response.
Regards,
Abhi
From India
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Thank you for your invaluable information. I would like to request your personal mailing address so that I can seek clarification on some company-specific queries.
I look forward to your prompt and favorable response.
Regards,
Abhi
From India
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Hi Av10 , Can u tell me that are there good opening in company in b’lore as i would be looking job for myself Regards Srishti
From India, Bangalore
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From India, Bangalore
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Hi all,
I am with this IT company as HR manager and would agree with Prof. Shika's view. A lot of people in most IT companies work at clients' sites, which brings in new issues to light. Though very simple, these issues are difficult to handle, such as not enough space to work, our client provides certain benefits and privileges, why not we, along with communication gaps and feelings of isolation.
We have taken one initiative for the people working in Mumbai on projects. The HR team goes and meets all of them at their sites, interacts with them, understands their needs, and explores ways to improve their quality of life. Though these are small initiatives, it helps instill the feeling that the organization cares for them.
Regards,
Jitendra Rami
From India, Mumbai
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I am with this IT company as HR manager and would agree with Prof. Shika's view. A lot of people in most IT companies work at clients' sites, which brings in new issues to light. Though very simple, these issues are difficult to handle, such as not enough space to work, our client provides certain benefits and privileges, why not we, along with communication gaps and feelings of isolation.
We have taken one initiative for the people working in Mumbai on projects. The HR team goes and meets all of them at their sites, interacts with them, understands their needs, and explores ways to improve their quality of life. Though these are small initiatives, it helps instill the feeling that the organization cares for them.
Regards,
Jitendra Rami
From India, Mumbai
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Dear Sir, Can you pls guide me on "Training need identification practices" adopted by software companies. reg venkat.
From India, Madras
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From India, Madras
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Hi Shikha Sahai,
Thanks for sharing the information with us. Could you shed more light on:
- Six Sigma
- HR scorecard
- HRIS
I am planning to learn Six Sigma. Please tell me the process/procedure.
Regards,
Sreelatha
From India, Hyderabad
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Thanks for sharing the information with us. Could you shed more light on:
- Six Sigma
- HR scorecard
- HRIS
I am planning to learn Six Sigma. Please tell me the process/procedure.
Regards,
Sreelatha
From India, Hyderabad
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hello there are some good books on these topics i would suggest to pick up a book on them and read it for better understanding of the subject shikha Sahai
From India, New Delhi
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From India, New Delhi
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Hello Prof Shikha,
Thank you for providing such valuable insights about HR in IT. I am a final year MBA student. I conducted my research in HRIS, and I am eager to delve deeper into this area. Could you recommend some books on HRIS? Also, may I contact you via your email address?
Ajit
From India, Mumbai
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Thank you for providing such valuable insights about HR in IT. I am a final year MBA student. I conducted my research in HRIS, and I am eager to delve deeper into this area. Could you recommend some books on HRIS? Also, may I contact you via your email address?
Ajit
From India, Mumbai
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Dear all,
Would like thank Ms Shika Sahai for sharing her invaluable insights on the HR practices in IT Industry.
Jitendra Rami - rightly pointed that HR has to be responsive and add a personal touch by understanding the employee's issues and resolving them.
Dear Venkat,
The process of TNI remains the same irrespective of the industry, therefore you use the search engine on the top left to ferret the information shared by members.
Hi Sreelatha,
On HR Score card,would recommend to read the book on HR Audit by Dr. T V Rao - which has a chapter on HR Scorecard.
HR Sorecard - is a good tool for understanding the impact of HR on the organizational goals.
Regards,
Rajat
Am sharing the minutes of the meeting held by HR professionals in US sometime back in 2003 on the best practices of HR.
source: IGDA Business Committee igda.org
Best Practices
Mandatory meetings with producers and department managers
Description: Make regularly scheduled, mandatory meeting times with producers and other department managers to discuss individuals and their performance, training needs, succession planning possibilities, etc.
Pros: As the HR person, to avoid surprises, you know what hiring or firing is being considered - this allows you to proactively plan for succession planning, allows HR to coordinate resources, coach managers through HR issues, etc.
Cons: People hate meetings; HR is often thought of as bureaucratic; department managers and producers can become overly reliant on HR; managers dump their problems on HR and expect HR to just clean up their mess versus actively working through the issue to resolution.
Alternatives: Using email and good follow up.
Recruiting – The Process
Description: It is a well known pet peeve of HR managers that hiring managers try to begin the hiring process for a candidate with only a vague idea of what exactly they are looking for. Even when job descriptions are available for them to refer to, they must be reminded to use the job description as a reference tool. Otherwise they are wasting everybody’s time – HR, the candidates’ and their own. Hiring managers must review what it is that they’re looking for. Each year, requirements and criteria change. Post all jobs on company web site so that everyone
knows about it and can apply or refer the vacancy to somebody else who might be qualified.
Once you have a candidate, conduct behavioral and technical tests first, then do a telephone screening, then bring them in for a face-to-face interview.
Pros: The advantage of testing people first is that there are no surprises later around their technical competence. It makes the recruiting process tighter and more quantifiable and having a consistent process makes recruiting consistent across all departments.
Cons: Small studios can’t always do something that extensive and labor intensive, some people get left out of the process, some people who are not technically stellar get eliminated from the recruiting process who might otherwise be great additions from a cultural work ethic perspective.
The team can feel resentful if they are not all involved in the selection of a future team member.
Alternatives: Some sort of hybrid solution between a lengthy, comprehensive process and no process.
Open Book Management Style
Description: Sharing information such as contract and financial information with employees so that they understand the decisions that are made and the ramifications of those decisions.
Through this process, employees also learn about the business, which is more than just the creative endeavor. It involves making strategic decisions to bid or pass on contracts that are aligned with business and strategic business models.
Pros: People understand where the money comes from and goes to; they understand what happens at bonus time and why it does or does not get paid out. People become better informed about the business and feel more inclusive and entrepreneurial about their contribution and
impact. Employees move their focus from just their job to looking at the company as a whole.
Cons: Without constant education employees misunderstand and misinterpret what the numbers mean. For instance, employees may not understand why there may be money in the bank yet the company will not pay out a bonus. The work involved is tremendous and ongoing. Teams become resentful of other teams who are working on more lucrative projects.
Alternatives: Keep the information only for management level employees or others who have P& L responsibilities and let the people responsible for making games, make games.
Bonuses
Description: Paying our bonuses or having any kind of variable compensation plan can be either an incentive or a distraction, depending on how it is administered and communicated. Bonuses must be designed in such a way that people understand that there is no payout unless the
company hits a certain level of profitability. Then, additional criteria can be the team’s success and the individual’s success.
Pros: It is based on performance (versus profit sharing), criteria is consistent for everyone, it anchors employees to the success (or lack of success) of the company, brings the necessity of profit into their reality, makes people more team focused.
Cons: If not communicated well, the success of one team and therefore larger payout, can be perceived as not fair. People can feel that they are not in control of the external factors that may impact the bonus in a given year (e.g. the economy).
Alternatives: Profit sharing, stock options, other non financial-based incentives, a great communication plan for when you do have a bonus plan.
360 Degree Performance Management Feedback System
Description: This system, which solicits feedback from boss, peers and direct reports if there are any, has been increasingly embraced as the best of all available methods for collecting performance feedback. Gone are the days of working hard to impress only one person, now the
opinions of all you touch in the course of your workday matter. The feedback is therefore inclusive and every person on the team is responsible for giving relevant feedback, whether positive or constructive.
Pros: The 360 process allows for multiple points of view to be given on any given individual. It neutralizes what might otherwise be one rater’s bias (either positive or negative) and helps to paint a more comprehensive picture of that individual’s performance. For example, a person may work very hard all year to impress their boss because that boss controls their opportunities for advancement, salary, etc. but meanwhile that person alienates everybody else on the team,
feeling that their perceptions of him are not important because they have no bearing on his career. This is certainly not the case with the 360 degree process. Also, because feedback is collected from multiple sources, the process must be formalized to ask consistent and well
thought out questions. These questions require a great deal of forethought and must be able to capture relevant information or the integrity of the entire process is compromised.
Cons: The process requires a great deal of forethought into the design and method of collecting data, execution, guarantee of anonymity, training people on how to give feedback, etc. Ideally you need a consultant to help you design and customize a product to your company and culture.
If you have the resources internally you could allocate some IT staff to design and support the software, otherwise this can be an added expense on top of the consultant’s fee to design the whole thing for you in the first place. Because our people are generally young, they must be
trained to give feedback that is positive as well as constructive and always relevant. No personal slams, no fear of retribution if their identity is revealed somehow, use examples so the person benefits from the context of the comments, use integrity and maturity in the feedback, appreciate the opportunity to help the person to whom you are giving feedback grown to become a better worker as a result of your input. Even positive feedback is something that some people must be taught to give. The whole issue of anonymity is another hurdle in the learning curve around 360.
I have taught our people that ideally, their comments wouldn’t even need to be anonymous since if you are giving factual data based on actual examples and their observations reflect the person’s performance and not the individual, and if they are making their comments with honesty and
integrity, and in the genuine interest of helping this person to be a better programmer, artist, what ever, then there is no reason to be afraid of saying what there is to be said. Lastly, 360’s take longer since they rely on a number of people to make the time to write and submit the feedback.
Then the feedback needs to be collated.
Alternatives: Traditional one-on-one reviews, or no reviews.
From India, Pune
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Would like thank Ms Shika Sahai for sharing her invaluable insights on the HR practices in IT Industry.
Jitendra Rami - rightly pointed that HR has to be responsive and add a personal touch by understanding the employee's issues and resolving them.
Dear Venkat,
The process of TNI remains the same irrespective of the industry, therefore you use the search engine on the top left to ferret the information shared by members.
Hi Sreelatha,
On HR Score card,would recommend to read the book on HR Audit by Dr. T V Rao - which has a chapter on HR Scorecard.
HR Sorecard - is a good tool for understanding the impact of HR on the organizational goals.
Regards,
Rajat
Am sharing the minutes of the meeting held by HR professionals in US sometime back in 2003 on the best practices of HR.
source: IGDA Business Committee igda.org
Best Practices
Mandatory meetings with producers and department managers
Description: Make regularly scheduled, mandatory meeting times with producers and other department managers to discuss individuals and their performance, training needs, succession planning possibilities, etc.
Pros: As the HR person, to avoid surprises, you know what hiring or firing is being considered - this allows you to proactively plan for succession planning, allows HR to coordinate resources, coach managers through HR issues, etc.
Cons: People hate meetings; HR is often thought of as bureaucratic; department managers and producers can become overly reliant on HR; managers dump their problems on HR and expect HR to just clean up their mess versus actively working through the issue to resolution.
Alternatives: Using email and good follow up.
Recruiting – The Process
Description: It is a well known pet peeve of HR managers that hiring managers try to begin the hiring process for a candidate with only a vague idea of what exactly they are looking for. Even when job descriptions are available for them to refer to, they must be reminded to use the job description as a reference tool. Otherwise they are wasting everybody’s time – HR, the candidates’ and their own. Hiring managers must review what it is that they’re looking for. Each year, requirements and criteria change. Post all jobs on company web site so that everyone
knows about it and can apply or refer the vacancy to somebody else who might be qualified.
Once you have a candidate, conduct behavioral and technical tests first, then do a telephone screening, then bring them in for a face-to-face interview.
Pros: The advantage of testing people first is that there are no surprises later around their technical competence. It makes the recruiting process tighter and more quantifiable and having a consistent process makes recruiting consistent across all departments.
Cons: Small studios can’t always do something that extensive and labor intensive, some people get left out of the process, some people who are not technically stellar get eliminated from the recruiting process who might otherwise be great additions from a cultural work ethic perspective.
The team can feel resentful if they are not all involved in the selection of a future team member.
Alternatives: Some sort of hybrid solution between a lengthy, comprehensive process and no process.
Open Book Management Style
Description: Sharing information such as contract and financial information with employees so that they understand the decisions that are made and the ramifications of those decisions.
Through this process, employees also learn about the business, which is more than just the creative endeavor. It involves making strategic decisions to bid or pass on contracts that are aligned with business and strategic business models.
Pros: People understand where the money comes from and goes to; they understand what happens at bonus time and why it does or does not get paid out. People become better informed about the business and feel more inclusive and entrepreneurial about their contribution and
impact. Employees move their focus from just their job to looking at the company as a whole.
Cons: Without constant education employees misunderstand and misinterpret what the numbers mean. For instance, employees may not understand why there may be money in the bank yet the company will not pay out a bonus. The work involved is tremendous and ongoing. Teams become resentful of other teams who are working on more lucrative projects.
Alternatives: Keep the information only for management level employees or others who have P& L responsibilities and let the people responsible for making games, make games.
Bonuses
Description: Paying our bonuses or having any kind of variable compensation plan can be either an incentive or a distraction, depending on how it is administered and communicated. Bonuses must be designed in such a way that people understand that there is no payout unless the
company hits a certain level of profitability. Then, additional criteria can be the team’s success and the individual’s success.
Pros: It is based on performance (versus profit sharing), criteria is consistent for everyone, it anchors employees to the success (or lack of success) of the company, brings the necessity of profit into their reality, makes people more team focused.
Cons: If not communicated well, the success of one team and therefore larger payout, can be perceived as not fair. People can feel that they are not in control of the external factors that may impact the bonus in a given year (e.g. the economy).
Alternatives: Profit sharing, stock options, other non financial-based incentives, a great communication plan for when you do have a bonus plan.
360 Degree Performance Management Feedback System
Description: This system, which solicits feedback from boss, peers and direct reports if there are any, has been increasingly embraced as the best of all available methods for collecting performance feedback. Gone are the days of working hard to impress only one person, now the
opinions of all you touch in the course of your workday matter. The feedback is therefore inclusive and every person on the team is responsible for giving relevant feedback, whether positive or constructive.
Pros: The 360 process allows for multiple points of view to be given on any given individual. It neutralizes what might otherwise be one rater’s bias (either positive or negative) and helps to paint a more comprehensive picture of that individual’s performance. For example, a person may work very hard all year to impress their boss because that boss controls their opportunities for advancement, salary, etc. but meanwhile that person alienates everybody else on the team,
feeling that their perceptions of him are not important because they have no bearing on his career. This is certainly not the case with the 360 degree process. Also, because feedback is collected from multiple sources, the process must be formalized to ask consistent and well
thought out questions. These questions require a great deal of forethought and must be able to capture relevant information or the integrity of the entire process is compromised.
Cons: The process requires a great deal of forethought into the design and method of collecting data, execution, guarantee of anonymity, training people on how to give feedback, etc. Ideally you need a consultant to help you design and customize a product to your company and culture.
If you have the resources internally you could allocate some IT staff to design and support the software, otherwise this can be an added expense on top of the consultant’s fee to design the whole thing for you in the first place. Because our people are generally young, they must be
trained to give feedback that is positive as well as constructive and always relevant. No personal slams, no fear of retribution if their identity is revealed somehow, use examples so the person benefits from the context of the comments, use integrity and maturity in the feedback, appreciate the opportunity to help the person to whom you are giving feedback grown to become a better worker as a result of your input. Even positive feedback is something that some people must be taught to give. The whole issue of anonymity is another hurdle in the learning curve around 360.
I have taught our people that ideally, their comments wouldn’t even need to be anonymous since if you are giving factual data based on actual examples and their observations reflect the person’s performance and not the individual, and if they are making their comments with honesty and
integrity, and in the genuine interest of helping this person to be a better programmer, artist, what ever, then there is no reason to be afraid of saying what there is to be said. Lastly, 360’s take longer since they rely on a number of people to make the time to write and submit the feedback.
Then the feedback needs to be collated.
Alternatives: Traditional one-on-one reviews, or no reviews.
From India, Pune
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The best practices are really great!
As for the TNA benchmarking: identify the frequency of TNA, people involved in TNA, methods used for TNA, how far actual trainings are linked to TNA, and the satisfaction level of employees with TNA. I hope this will help, Venkat.
Shikha Sahai
From India, New Delhi
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As for the TNA benchmarking: identify the frequency of TNA, people involved in TNA, methods used for TNA, how far actual trainings are linked to TNA, and the satisfaction level of employees with TNA. I hope this will help, Venkat.
Shikha Sahai
From India, New Delhi
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Hi Shikha mam, This is Rohit, I was an EX-HR with Infosys BPO Mysore. The points you've mentioned about Infosys are really true and convincing. Apart from that, Infosys also believes in 'Employee securities' and takes care of leisure activities for employees as well as preserving their culture. That's something which I would like to add here apart from your point. So, if anybody is part of Infy's HR dept., then they really have to take care of many things. I am proud to be an Infoscion :)
From India, Lucknow
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From India, Lucknow
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I'm an MBA student and currently working on a project titled "Benchmarking the practices in IT industries."
I would like to know about various policies such as:
1) Performance Appraisal policy
2) Leave policy
3) Policy on certification reimbursement (amount reimbursed)
4) Exit interview policy & form
5) New joining policy (with regards to orientation & Turnaround time)
6) On-site policy (period, kind of visa, pay policy)
I want this info regarding service companies such as Infosys, TCS, Satyam, Wipro, IBM, Patni, Accenture, Cap Gemini, etc. Please help me out with the project.
From India, Mumbai
Acknowledge(0)Amend(0)
I would like to know about various policies such as:
1) Performance Appraisal policy
2) Leave policy
3) Policy on certification reimbursement (amount reimbursed)
4) Exit interview policy & form
5) New joining policy (with regards to orientation & Turnaround time)
6) On-site policy (period, kind of visa, pay policy)
I want this info regarding service companies such as Infosys, TCS, Satyam, Wipro, IBM, Patni, Accenture, Cap Gemini, etc. Please help me out with the project.
From India, Mumbai
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Innovative HR Practices-.doc