BUS7B35 Resourcing and Talent Management Assignment Sample

Introduction

In the modern era without effective Resourcing and Talent Management an organization may not be able to achieve the organizational goals which affect the performance of the company badly. The management of Infosys has established an effective Resourcing and Talent Management which helps the company in managing the people of the company lawfully and ethically and that will be evaluated in the report.

Elaborating the recruitment and retention strategies, talent management and succession planning, of Infosys and the impact of this process on the long term performance of the company

Analyze the recruitment and retention processes of advantages and disadvantages of such processes the impact of the process of talent management and succession planning

Infosys is one of the most renowned Information Technology service providing companies in India and the company is mainly known for providing IT service and outsourcing to clients. According to the website of the company, Infosys has 40 years of experience and is currently operating in more than 50 countries of the world which increases the annual revenue ($15.64 billion) of the company in a significant way (Infosys.com. 2022). In addition to that the Human Resource Management (HRM) of the company has designed an effective recruitment and retention policy in order to ensure performance growth which results in the financial growth and competitiveness of the company in the upcoming days. The management of the company has followed both internal and external recruiting policies and the company always focuses on hiring skilful and hardworking employees which will play a significant role in achieving the organizational goal of the company. The resource and talent manager of the company may consist of several operations such as HR planning, policy execution, recruitment and hiring and many more. Additionally, many IT companies of the world have also followed employee branding processes which help an organization to ensure sustainable competitiveness in the existing industry (Vinayak and Khan, 2017).

Employee branding is one of the most essential processes of Infosys and the Global Talent manager program of the company plays a crucial role in searching for the best talent according to the job preference e of the company. Infosys has implemented multiple policies, programs and approaches to maintain a strong leadership style in the company which generates a positive impact in creating a passionate and motivating team (Refers to Appendix-1). The recruitment process of the company has followed some steps such as recognizing the need for recruitment, searching talent by giving the advertisement of recruitment and more. The HRM and Talent management of the company also implements a screening and shortlisting process which denotes that the company always prefers to recruit the best talent in the market. Infosys also launched an effective and innovative employee training program which will improve the knowledge and skills of employees and those results in the more improved performance of the company. Every company needs to implement good and effective management strategies in order to handle and manage the employees of the company in a more professional manner (Veselova and Veselova, 2018). Moreover, due to the effective retention policy of the company the employees’ turnover rate is extremely low which also helps the company in developing an effective succession planning.

Succession planning is one of the most innovative parts of the Talent manager of Infosys and one of the main approaches of the planning is to fill the employment gap of the company with more efficient employees. The training and development program of the company is extremely helpful which provides effective and innovative training to employees which increases the readiness level of employees when other employees will step down or leave the company.  According to many surveys digitization in modern business has been impactful in improving and developing the business status of the company and for that reason, Infosys implemented digital technologies to increase the skills of employees which influence higher productivity (Refers to Appendix-2).

Evaluating the advantages and disadvantages of recruitment and retention processes on the long-term organizational performance and strategy

The recruitment and retention processes of Infosys are extremely beneficial for the growth and success of the company. One of the main advantages of the recruitment and retention processes in Infosys is that it is lawful and ethical which attracts more employees to the company.  Along with that, the effective recruitment policy of Infosys always screens the best and most talented employees which generate a positive impact in improving the IT and consultancy service of the company. The HR and Talent management of the company always prefer to reduce the employee turnover rate as if the employee turnover of the company is increased then due to unavailability of effective employees the entire process of Infosys may be disrupted. During the Covid-19 the company has faced multiple difficulties in recruiting the employee and due to lockdown, the company was unable to provide training to the new joiners which badly affected the performance and quality of services. Recruitment may be considered as one of the most essential props for the company while due to Covid-19 many companies have implemented virtual recruitment processes which have many difficulties and issues according to the perspective of organizations (Ismail et al., 2021).

The management of Infosys has experienced multiple challenges due to ineffective communication and improper virtual recruitment policy which needs to be resolved by the colony with the help of effective communication channels. Additionally, if the recruitment policy of the company were not able to hire efficient and skilled employees then succession planning and talent management of the company will be adversely impacted. On the contrary, the retention process of Infosys has many benefits such as it reduces the extra costs of the company by mitigating the employee turnover rate and increasing employee retention rate. The reward and recognition policies of the company always motivate the employees which increase employee engagement which results in more improved performance for the company. The talent and knowledge management of an organization needs to play a significant function in managing the employee retention and performance of all employees in the workplace (Banuari et al., 2021). The main approach of Infosys is to provide proper consultancy and IT service to clients and for that reason, the company is extremely focused on implementing an effective retention policy to retain experienced employees of the organization. The talent acquisition program is mainly designed to support the succession plan of the company while if the company will not be able to design an effective succession planning the long term goal of the company may not be achieved.

It is one of the main responsibilities of modern companies to provide ethics training in order to maintain an ethical and healthy culture in the organization. The HR managers of Infosys are immensely focused to recruit and retain employees in an ethical manner which increases the transparency level of the company. The HR managers and leaders of the company also maintain an ethical behaviour with the employee which helps to maintain a healthy relationship between the employer and employee which ensures the optimum performance of employees.

Conclusion

From the above discussion, it may be concluded that the recruitment and retention processes of Infosys are closely linked with the talent management and succession planning of the company which have a positive impact on fulfilling the strategic goals and mission of the company in the future.

References

Banuari, N., Absah, Y. and Siahaan, E., 2021. Analyze the Influence of Talent Management and Knowledge Management on Employee Performance through Employee Retention as Intervening Variable at PT Bhanda Ghara Reksa Divre I Medan. International Journal of Research and Review.

Infosys.com. 2022. [online] Available at: <https://www.infosys.com/about.html> [Accessed 10 March 2022].

Ismail, F., Salleh, S.H. and Wei, C.S., 2021. VIRTUAL RECRUITMENT CHALLENGES ACCORDING TO EMPLOYER PERSPECTIVE. Jurnal Penyelidikan Sains Sosial (JOSSR), 4(11), pp.31-39.

Veselova, A. and Veselova, L., 2018. India: growth embedded in tradition. In Talent Management in Global Organizations (pp. 41-61). Palgrave Macmillan, Cham.

Vinayak, P.C. and Khan, B.M., 2017. Employer branding: Sustainable competitive advantage for organisations. TRANS Asian Journal of Marketing & Management Research (TAJMMR), 6(4), pp.27-34.

Appendices

Appendix-1

Appendix-2