PERFORMANCE MANAGEMENT SYSTEM INFOSYS

ABOUT INFOSYS Infosys Limited (NASDAQ: INFY) – started on 1981 by seven people with US$ 250. Today, it is a global leader in the "next generation" of IT and consulting Revenues of US$ 6.604 billion (LTM Q2- FY12).

Vision : "We will be a globally respected corporation." Mission : "To achieve our objectives in an environment of fairness, honesty, and courtesy towards our clients, employees, vendors and society at large.“ Values Infosys believes that the softest pillow is a clear conscience. The values that drive it underscore its commitment to: Client Value: To surpass client expectations consistently Leadership by Example: To set standards in our business and transactions and be an exemplar for the industry and ourselves Integrity and Transparency: To be ethical, sincere and open in all our transactions Fairness: To be objective and transaction-oriented, and thereby earn trust and respect Excellence: To strive relentlessly, constantly improve ourselves, our teams, our services and products to become the best.

PERFORMANCE MANAGEMENT POLICY Steps for Performance Appraisal: Evaluation of personal skills for the tasks assigned to an employee during the period of appraisal. Evaluation of the performance, different criteria's were considered. The personal skills of the employees were also evaluated based on their learning and analytical ability etc. Each of these criteria was measured on a scale of 1 to 5.

Performance Management System Performance Management is a process for establishing a mutual understanding about what is to be achieved and how it is to be achieved. PMS assists organizations to plan, analyze and manage their performance, so that decisions, resources and actions can be better aligned with business strategies to achieve required results. Performance appraisal is a systematic and objective way of evaluating both work related behaviour and potential of employees. This is carried on a periodic basis. It mainly involves setting work standards, assessing employee's performance relative to these standards and then offers feedback to the employee so that he or she can work on the deficiencies and improve performance. The focus of appraisals is on employee growth and development. It provides an opportunity for the manager and his/her supervisor to set mutual objectives.

Purpose of Performance Appraisal Career Development This provides an opportunity for discussion of career objectives. Also it helps to Provide an opportunity for career counseling Helps in succession planning. Plan for career development Promotion Retention/termination Recognition of performance

PERFORMANCE MANAGEMENT POLICY 360 Degree Feedback Recognition for Adding Value Employee-Management Interface Focus on Learning Innovation Business Continuity Plan

PERFORMANCE ASSESSMENT A bi-annual process. Various tools used are used. The system is called Online- PerforMagic. Consolidated relative rating is calculated. Assessment of an individual’s performance relative to the peer group is carried. Rating ranges from 1+ to 4.

KEY RESULTANT AREA Self Assessment (by appraise) KRAs are mutually set through a discussion between the manager and the employee. Self Assessment (by appraise) Review by Team Leader in a one to one meeting between the project manager and the software engineer. Final review by the project Manager (Reviewer) Finally the points are given. The report is sent three levels higher. Then it is sent back to the engineer to find if he/she is satisfied. If it is agreeable then it is finalized. There is a salary hike or a band change accordingly. This entire system is online. Hence everyone involved in the process gets to gets track of it. This ensures transparency.

RATINGS Combined Ratings impact three key areas: Performance Incentives Salary Reviews Promotions Star performers awarded with STAR INFOSIAN Certificate.

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