Published on December 26, 2013
Infosys BPO Limited (formerly Progeon Limited ) is the BPO (Business Process Outsourcing) subsidiary of Infosys Technologies Ltd. The company was started as Progeon Limited in April 2002 and is today among the top third-party BPOs in India according to NASSCOM. Infosys BPO closed FY 07-08 with a revenue of $ 250.3 million with 11 centers worldwide employing 16,295 employees and 44 clients. It has its headquarters in Bangalore
Aerospace and Automotive Banking and Capital Markets Communication Service Providers Energy and Utilities Healthcare Insurance Life Sciences Manufacturing Media and Entertainment Retail and Consumer Packaged Goods Services Transportation and Services
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There are three types of training need analysis done in Infosys: Organizational need analysis Job need analysis Person need analysis. December 26, 2013 5
This includes: Define Infosys's Short Term Goals/Objectives Define Infosys's Long Term Goals/Objectives Human Resource Analysis Efficiency Indexes Assessment Assessment of the organizational climate December 26, 2013 6
The specific content of present or anticipated jobs is examined through job analysis. For existing jobs, Information on the tasks to be performed (contained in job descriptions), The skills necessary to perform those tasks (drawn from job qualifications), The minimum acceptable standards (obtained from performance appraisals) are gathered. This information can then be used to ensure that training programs are job specific and useful. December 26, 2013 7
Person needs analysis can be either broad or narrow in scope. The broader approach compares actual performance with the minimum acceptable standards of performance. Based on the actual, current job performance of an employee; therefore, it can be used to determine training needs for the current job. The narrower approach compares an evaluation of employee proficiency on each required skill dimension with the proficiency level required for each skill. Used to identify development needs for future jobs. December 26, 2013 8
Teams: Corporate training team Organisational development team Corporate training team caters to band B onlyprocess executive & senior process executive OD team caters to band C and above Total number of people in T&D dept-30 December 26, 2013 9
Training dept is divided across 5 verticals 1-communication service providers e.g. british telecom. 2-banking and capital market e.g. UBS, Deutsche. 3-manufacturing vertical e.g. Cisco, ingram micro 4-insurance and health care-Aon 5-emerging markets-yahoo and British petroleum December 26, 2013 10
Conference Lecture Seminar Demonstration Panel Role Playing Case Studies Simulations Self-Discovery Movies/Videos/Computer based Trainings On-the-job training Mentoring INDIAN BUSINESS ACADEMY December 26, 2013 11
Classroom Halls Mysore campus:-world’s biggest training centre December 26, 2013 12
It is a Rs. 260 crore corporate training centre. It adds 12,000 employees every year. The US $ 60 million training centre is housed in a 270 acre campus at Mysore Facilities at the training centre of the Infosys comprise food court, employee care centre, theatre, and education research block, beside the trainee hostel.
In-house training team Except for operations management for band C, done through vendors e.g. On Track. December 26, 2013 14
Types of training is different for different hierarchy levels. It is mainly divided into 2 types For band B For band C and above For a period of 2-3 yrs with the company these employees have to go through certain number of trainings… December 26, 2013 15
Induction Voice and accent training Process training 6 months training process recruits in band B have to go through the following training programs during a period of 2-3 yrs… December 26, 2013 16
Domain training-for specific verticals they have to go for certifications called as domain certifications e.g. t100. -This is mainly a benchmark for process know how. Quality training-six sigma certifications. December 26, 2013 17
Competency based training:1)Soft skills training:communication, presentation, cultural sensitivity, client interface training. MIND-mentoring, innovating, negotiating, developing. It is for self-awareness and self evaluation, mainly focuses on EQ. Transactional analysis-for understanding your own personality December 26, 2013 18
Technical training:e-mail etiquettes. excel training. presentation skills. December 26, 2013 19
Induction-1day, joining formalities Buddy program-one month -it is basically an assistance provided by a peer employee which helps the new recruit understand the process, understand dynamics of the client, client requirement, culture, values. recruits in band C and above have to go through the following training programs during a period of 2-3 yrs… December 26, 2013 20
Operations management: Deal with operations complexity Focus on interpersonal evaluation Conflict management Confidence management December 26, 2013 21
Leadership fundamentals: Harnessing leadership qualities Appraisal skills workshop: How to evaluate sub-ordinates How to handle escalations How to appraise December 26, 2013 22
Quality training: six sigma:-green belt-black belt Domain training: T200 and T300 certifications. Middle Management Leadership Program (MMLP): For band C employees-team leads It harnesses their leadership qualities, available for high performers. December 26, 2013 23
Career pathing: Chalk out career path for all Should have completed 18 months in Infosys. Provided by career counselor. Higher education: MBA 50% of the fees is reimbursed. December 26, 2013 24
Performance Development Plan: A sheet which the employee and manager has to fill where both of them have to provide information which all areas the employee has improved in. Projects: Small term projects like on Six Sigma, where at the end of it the employee has to give presentations to the training team. December 26, 2013 25
Questionnaire: Feed back from the employees on the quality and content of training Analysis is done on it and than it is scaled. December 26, 2013 26
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Training Analysis (sometimes called Training Needs Analysis (TNA)) is the process of identifying the gap in employee training and related training needs.
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