After a decade in this organisation, while I can reel off the practices that are espoused here (with a passion seldom seen elsewhere) without breaking stride, I still believe that the culture of this company is not just because of these practices - it's above and beyond it. The culture is like a living, breathing entity, with a life of its own, infusing all Infoscions with its uniquearoma. Like Louis Gerstner said, I realized 'culture isn't just one aspect of the game, it's the game.'
Also Read: It would be nothing less than daunting to try and encapsulate the Infosys 'way of life'. A list of any number of interventions that make the company and its people tick would be just skimming the top. The USP of the overall philosophy is the hi-tech, hi-touch approach that is employed - the company has a set of best interventions at almost all touch points of the employee life cycle, and specific business units have the freedom to customise, add, edit as long as they do not contradict the essence of the InfyWay. Consider a few: The Red Carpet Every quarter the company rolls out the virtual Red Carpet, a programme where potential new hires are invited to the campus, walked through some of the key policies and programs, given a window into the specific business unit/service line they would be joining, taken to lunch and a campus tour and presented with a small company memento. Battlefield 2 Wake Island Map. Given the size and scale of the Company, this is a challenging task to execute, but the incredulous satisfaction of future Infoscions makes it worth the while.
Learn about key industry awards and accolades received by Infosys. The global internship program at Infosys. Award by Computer World magazine in recognition of.
Milestones A loyal and long serving employee is an asset to any organization. But how do you motivate the person? Money goes only so far. At Infosys, an employee who completes a particular milestone gets a beautifully packaged gift box which has a certificate signed by the CEO, a memento and two memorable 'experiences'. Taking this a step further, many business units even send congratulatory letters to families for employees who get promoted or undergo any significant life event at the workplace. Return2Work A key disengager for most back-to-work employees who come back after a hiatus is that of feeling engaged with work. The issue is both on account of availability/requirement at work and also obsoleteness of skills.
It's a double jeopardy to have a skilled and competent employee without work; at the same time the organisation loses out on precious productivity. A key intervention at Infosys is to track the employees coming back from long leave, connect with them, ensure they are allocated to work as soon as possible and enable them on training they may need to come up to speed at work. The Power of 10 Managers are key for any setup where work gets delivered primarily through teams. Beatles Comic Book Pdf on this page. Realising that, there is a separate initiative to motivate and recognise Managers.