Identify and analyse 5 key learning points (for you) from the 2 case studies (Tata and

Infosys). Based on recent interviews of Mr. Sikka and Mr. Mistry, what are the issues and
challenges these two companies would be facing in the near future? (Max. 700 words)
Key learnings:
Tata
1. Aligning the mission of the company with the objective of nation building:
Built first world class steel plant in the country to make India self reliant, brought
textile mills; to promote the countrys industrial and intellectual development, set up JN
Tata Endowment, which enabled Indian students with outstanding academic record, to
pursue higher studies abroad (Tata Scholarship for studies). Set up National Institute of
Labour Management. Setup Tata Airlines which later became Air India.
2. Welfare of the workers: workers welfare was of utmost priority to the founder of the
group. Introduced employee benefits such as eight-hour working day, free medical aid,
maternity benefits, introduced first provident fund scheme in 1920. Township having
specific space earmarked for sports and religious activities.
3. HR Policy: We want to attract good people, retain the better people and advance the
best people. Potentially good managers below the age of 50 were identified based on
some broad parameters and were posted across the group. HR function was divided into
three divisions, each responsible for top 6-7 companies in the group. First group was
responsible for corporate management development, performance management,
potential assessment, succession planning, group mobility, compensation structure, and
work level deployment; second division was responsible for selection process for filling
vacancies in top three levels of work companies and the third was responsible for
training of employees and revamping of training programme at Pune based Tata
Management Training Centre (TMTC).
4. HR Initiatives: Leadership development programme, Tata business excellence model,
Performance ethic plan, Brockbank model, Balanced scorecard, HR Gurukul and
Domestic Management programme were some initiatives launched by Tata group for
employees progression in their group.
Infosys
5. Employees satisfaction: Infosys was one of the first Indian companies to grant stock
options to its employees and was ranked No. 1 in the Business Today Best Employer
Survey both in 2001 and 2002. Its founder, Mr. Narayan Murthy believed that: first, the
job of the government is not to create wealth but to foster its creation by providing the
necessary environment and infrastructure; second, every human being needs incentives
to move forward, whether in the form of money, recognition, or fame.
6. Emotional bonding: Employees discontent was addressed by making workforce more
fun and meaningful.

7. Values and value champion: core values through C-LIFE: customer delight,
leadership by example, Integrity & transparency, Fairness, and Pursuit of Excellence,
i.e. respect for corporate governance and corporate integrity.
Mr. Mystrys interview:
Issues: the business environment is uncertain and volatile, managing global workforce
increasing diversity in the workplace, Make in India campaign, complex and unpredictable
geopolitical environment.
His vision for 2025 is that in the next 10 years 25 per cent of worlds population will
experience the Tata commitment to improving the life of the customers and communities.
He highlighted the contributions made by the female colleagues in the group. Tata group has
launched Tata Engage, a volunteering programme and would feel to be proud for more
volunteering work.
It can be seen that Mr. Mystry is reiterating the words of the founding fathers of the
Tata group whose main aim was not to just earn money but they linked the growth of
the company with the industrial development of the country and the employees and the
countrymen.
Mr. Sikkas interview:
Issues: the challenge is to put the Infosys on the growth track after two years of
underperformance, Make in India campaign to be thought in terms of software, as software
is changing everything, need for innovation and innovative thinking.
He highlighted his achievements at SAP, talked about the Honour Code at Stanford, for
imagination and dreaming, for design thinking which teaches that it should be a combination
of desirability, feasibility and viability making Artificial Intelligence (AI) for everywhere use.
He said India is best software nation. Fulfil the commitments made to the clients. HR team
are looking at simplifying HR policies, maternity leave and many other policies on number of
hours worked, conditions of the work, security of works, etc., without violating the client
commitment.
It can be seen that Mr. Sikka is emphasising the need for client satisfaction, making
India a software country, reviewing the working conditions, HR policies for the
employees at the same time fulfilling the clients requirement. He would give freedom to
his employees to innovate, trustworthy, believing in the governance and corporate
integrity which had been the core values of Infosys. He emphasized that society could
progress with the development of AI which increases efficiency in consumption.

b) Based on your experience, explain how organisations can keep new-age workforce (GenY) satisfied, loyal, committed to organisational values, and performing? (600 words)
Generation Y are also known as Millennials. Generation Y is culturally accepting and
technologically savvy. Millennials prefer flexibility in their work schedules and positions as
well as the ability to maintain a substantial work - life balance. Millennials desire constant
feedback from their superiors and seek knowledge from older generations in the workplace.
When it comes to team work, Millennials prefer to use the strengths of team members to
accomplish individual tasks.
A survey has indicated that traditional benefits, salary and health insurance ranked most
important among Millennials job considerations, while other intrinsic values, such as
telecommuting and training opportunities, ranked less important.