Vision

"We will be a globally respected corporation ."

Mission
"Toachieve our objectives in an environment of fairness, honesty, and
courtesy towards our clients, employees, vendors and society at large."

Management Profiles
 Chief Executive Officer and Managing Director, Infosys
Technologies : S. Gopalakrishnan
 Chairman and Chief Mentor Officer (CMO) – Mr. Narayana Murthy’s
 Director and Head, , Human Resources, : T. V. Mohandas Pai

Job Profile: Project Manager

Job Description
TASKS

◦Creates and executes project work plans and revises as appropriate to meet changing
needs and requirements.
◦Identifies resources needed and assigns individual responsibilities.
◦Manages day-to-day operational aspects of a project and scope.
◦Reviews deliverables prepared by team before passing to client.
◦Effectively applies our methodology and enforces project standards.
◦Prepares for engagement reviews and quality assurance procedures.
◦Minimizes our exposure and risk on project.
◦Ensures project documents are complete, current, and stored appropriately.
Project Accounting

Tracks and reports team hours and expenses on a weekly basis.

Manages project budget.
Determines appropriate revenue recognition, ensures timely and accurate invoicing,
and monitors receivables for project.
Follows up with clients, when necessary, regarding unpaid invoices.
Analyzes project profitability, revenue, margins, bill rates and utilization

Responsibilities Keeps project team well informed of changes within the

organization and general corporate news.
Effectively communicates relevant project information to superiors.
Delivers engaging, informative, well-organized presentations.
Resolves and/or escalates issues in a timely fashion.

Job specification
Technical Knowledge

 Possesses general understanding in the areas of application programming,

database and system design.
 Understands Internet, Intranet, Extranet and client/server architectures.
 Possesses a thorough understanding of our capabilities.
 Maintains awareness of new and emerging technologies and the potential
application on client engagements

Skills & Abilities:

PROFESSIONAL QUALITIES
Leadership: Challenges others to develop as leaders while serving as a role model
and mentor.
Manages the development of team by ensuring, when possible, that project tasks
are in line with each Innovator's career interests.

Teamwork : Consistently acknowledges and appreciates each team member's

contributions.

Client Management : Manages day-to-day client interaction. & Sets and manages
client expectations

• Effective planning for project.

• Control on scope, schedule and budget of projects.

• Reporting upper Management.

• Finding the deliverables, costs and schedules of projects

• Communicating with the critical departments for team building.

• Co-ordination of the projects.

• Project control and management.

Performance Abilities: Project manager should be able to-

• Plan, manage and control projects more successfully

• Increase project cooperation and communication between departments and functions

• Reduce new product development cycle with product development training

• Reduce the time required to plan and stay on top of successful projects

• Schedule projects more accurately using CPM and PERT networking techniques

• Spot problems and correct behind schedule conditions more quickly

• Control schedule timeliness and work flow by using proven management techniques

• Manage multiple projects without losing effectiveness

• Implement proven conflict management techniques to help team members work

together with team building training

• Anticipate problems and develop contingency plans through Critical Risk Analysis

HR Practices

Most of the HR practices of Infosys were a result of the vision of its founders and the
culture that they had created over the years. The founders advocated simplicity and
maintained the culture of a small company. The employees were encouraged to
share their learning experiences...
Recruitment

While recruiting new employees, Infosys took adequate care to

identify the right candidates. On the qualities that Infosys looked
for in a candidate who display a high degree of 'learnability.'
By learnability they mean the ability to derive generic knowledge
from specific experiences and apply the same in new situations.
Infosys also place significant importance on professional
competence and academic excellence. Other qualities they look
for are analytical ability, teamwork and leadership potential,
communication and innovation skills, along with a practical and
structured approach to problem solving."

Training Program

Training will typically start with a 3-4 month induction and education program in India
followed by a 2-3 month stint on small in-house projects with the Business Units,

Attracting the best and the brightest and creating a milieu where they operate at their
highest potential is milieu where they operate at their highest potential is very
important. Infosys campus and technology infrastructure is world-class, They pay a
lot of attention to training and competency building, they try to have sophisticated
appraisal systems, they try to reward performance through variable pay. These are all
part of the same motive."

Infosys training programmes are designed to enable company professionals enhance their
skill sets in tune with their respective roles. New student hires complete approximately
three months of integrated on-the-job training before becoming billable to clients.

Training for New Recruits

Training at Infosys was an ongoing process. When new recruits from colleges joined
Infosys, they were trained through fresher training courses. They were trained then on
new processes and technologies. As they reached the higher levels, they were trained
on project management and later were sent for management development programs,
followed by leadership development programs...

Training New Recruit Infosys conducted a 14.5 week technical training program for
all new entrants. The company spent around Rs 200,000 per year on training each
new entrant. The new recruits were trained at the Global Education Center (GEC) in
Mysore, which had world class training facilities and the capacity to train more than
4500 employees at a time. GEC, which was inaugurated in February 2005 was spread
 over 270 acres and was the largest corporate training center in the world with 58
training rooms and 183 faculty rooms.

Training Programs for Experienced Employees

Infosys also conducted training programs for experienced employees. The company had a
competency system in place which took into account individual performance,
organizational priorities, and feedback from the clients.

 Technical training by Education & Research department:

Infosys have an entry-level technical training program, which is for a
duration of 14 weeks. This program has been certified by educationists as
being equivalent to a BS program in the US. The Education & Research
(E&R) department at Infosys offers a variety of training programs on a
regular basis for Middle level employees as well.

 Quality Process Training:

Infosys has a strong focus on quality processes and methodologies. This
training is tailored to the role that one is playing i.e. Software Engineer,
Programmer Analyst, Project Managers etc.

 Personal Effectiveness and Managerial Programs:

Programs to enhance the managerial capabilities and leadership abilities,
to enable better customer satisfaction, achieve organizational vision and
create high performing multicultural teams.

Advantage In Step
 
Infosys Edge

Infosys' IT consulting and software solutions address the mission-critical

needs of Fortune 500 corporations as well as emerging corporate leaders.
We manage a range of multi-million dollar projects for global clients including
Adidas-Salomon AG, Apple Computer, J. Sainsbury PLC Group, Nortel
Networks, Salomon and Taylor Made and Toshiba Corporation through our
pioneering Global Delivery Model. We offer you a stimulating and challenging,
yet informal and campus-like work environment.
 
 InStep - Venture, Discover, Achieve
InStep is an internship program for undergraduate, graduate and PhD
students from top global academic institutions. As part of the Infosys family,
you will realize your potential, while working on high-quality, customer-facing
 projects. You will be exposed to new and emerging technologies and
business opportunities.
 
 Projects Unlimited
InStep enables you to work on live technical and business projects, ranging
from application development to business consulting at Infosys' offices
worldwide.
 
 Schedule Flexibility
InStep runs through the year, to suit academic calendars worldwide. The
internship assignment ranges from 8 weeks to 24 weeks.
 
 Global Exposure
As an InStep intern, you gain experience in the dynamic Information
Technology industry and get global exposure by working in a multi-cultural
environment.
 
 Interaction with Senior Management

Infosys' senior management is regarded for its pioneering leadership in the

Indian IT industry. Mr. Narayana Murthy (Chairman and Chief Mentor) and
Mr. Nandan Nilekani (Co-Chairman of the Board of Directors, then Managing
Director, President and CEO) were voted Fortune Asia's Businessmen of the
Year 2003. You will get an opportunity to interact with top management during
your internship at the company.
 
 
 Constant Support
A student mentor will help you settle into Infosys' international working
environment, while a project mentor will guide you through your internship
assignment.
 
 Stipend, airfare, accommodation, 'Intern Excursion' and
other benefits
You will receive a monthly stipend. The stipend is structured according to the
cost of living in the region that you are based during your internship period.
We will also pay for your airfare, lodging and boarding. Infosys has a large
infrastructure in India. They will provide accommodation in a fully furnished
apartment, food and cab transportation within the city for students working
from our offices in India. In addition, you will enjoy the opportunity to
experience India during the 'intern excursion' (for those interning in July).

Infosys Leadership Institute

The Infosys Leadership Institute (ILI) was set up in 2001 to nurture future leaders in
the company and to effectively manage the exceptional growth that the company
was experiencing. At the Institute, the executives were groomed to handle the
changes in the external and internal environment...

SEPG Support to Projects

The quality department at Infosys contains the software engineering process group
(SEPG). The SEPG is responsible for coordinating all the process activities,
including process definition, process improvement, and process deployment.

Although the responsibility for all aspects of delivery, including quality, belongs to
the project team, the SEPG facilitates the project team in following the right
processes. The SEPG also forms an independent channel for monitoring and reporting
to senior management on process and quality issues. Because "processes won't stick
by themselves,"6 the SEPG helps to ensure that the defined processes are
implemented and become standard practice.

In addition to technical training, the Learning and Development

Department of Infosys trains employees in a variety of soft skills.
For example, programmes are conducted for Infoscions who travel
abroad, to help them get used to and sensitize themselves to new
cultures in the workplace and outside.

The company offers language training to those people doing long

term business with other country or to those groups of individuals
staying for long stints in a foreign country. The attention given to
detail by Infosys can be understood by the fact that it runs a two-
hour module called ‘Bon Voyage’ for all travelers at the time of
collecting tickets and passport. It’s a refresher programme covering
cultural differences, immigration processes and tips on making
one’s way in a new country.
 Performance Appraisal

The first step toward carrying out performance appraisal at Infosys

was the evaluation of personal skills for the tasks assigned to an
employee during the period of appraisal. To evaluate the
performance, different criteria like timeliness, quality of work carried
out by the employee, customer satisfaction, peer satisfaction, and
business potential, were considered. The personal skills of the
employees were also evaluated based on their learning and analytical
ability, communication skills, decision making, change management,
and planning and organizing skills. Each of these criteria was
measured on a scale of 1 to 5 (with 1 signifying above the expected
performance level and 5 below the expected performance level).

Performance appraisal Ratings

I. A+ (Exceptional): team member’s performance is truly exceptional

and the person has delivered this performance against all odds and
is a role model (5%)

II. A (Consistently Exceeds Expectations): team member’s performance

distinctively and consistently exceeds the criteria and standards
required of a fully competent Virtusa. The team member is a strong
team player and performs in the current capacity with minimal
mentoring. (20%)

III. A- (Exceeds Expectations): exceeds expectations in a few areas but

fully meets expectations in most areas (15%)

IV. B+ (Fully Meets Expectations): team member’s performance meets

and satisfies the criteria and standards of the job. The team member
requires mentoring to strengthen performance to a higher level
(40%)
 Regular Tracker (A- & B+) Fast Tracker (A+ & A)

Tiers Designations Minimum Total

Total Experience' Minimum Stay in
Stay' in Experience'
in Yrs Yrs
Yrs in Yrs

Senior Vice President NA NA 21  

Vice President NA NA 19 3

Tier Senior Director NA NA 17 2

0 Director NA NA 15 2

Associate Director NA NA 13 2

Senior Architect/ Senior Manager NA NA 10 3

Architect/ Manager 12 3.5 7.5 2.5

Tier
1 Associate Architect/ Associate
9.5 2.5 6 1.5
Manager

Tier Senior Consultant 2.5 4 2

2 Consultant 4.5 2.5 2.5 1.5

Tier
Senior Engineer 2.5 2 1.5 1
3

Engineer 1 1.5 0.5 0.75

Tier
4 Associate Engineer 0 1 0 1.5
B (Generally Meets Expectations): team member’s performance meets the
general criteria and standards of the job with opportunities for improvement
in meeting the minimum criteria. Mentoring and coaching is required to
overcome the areas of improvement. (15%)

C (Needs Improvement): team member’s performance is

below the general criteria and standards of job
performance. Ongoing mentoring and coaching is required
to overcome several areas of improvement. Development
needs to be defined, tracked and reviewed with quarterly
milestones. (5%)