Infosys Global Delivery Model Essay

1) In the context of GDM, please explain how Infosys attempt to ground a spherical cadre of management is accordant with its strategic pick out? What ar the limitations of its staffing approach?Global Delivery Model is the latest and most(prenominal) efficient outsourcing model in the world. GDM believes in the ideology that production should be do in that part of the world where it is the cheapest to produce and should be exchange where you get the best price for the produce. It consists of onsite, tight fitting site and shoreward models. The onsite and near site models ar exhibit near to the customer eon the offshore model consist of distinct offshore centers of the company which are present all oer the world. Infosys has adopted the GDM in a most suitable way and has a abundant market share in the global outsourcing market. With the emergence of MNCs and Chinese companies the global competition in the outsourcing market is enormous. isolated from these huge interna tional giants, other Indian companies who have the cost gain flowerpot give Infosys huge competition. Due to these factors Infosys has to constantly update its GDM to take for its competitive edge. For this purpose it is very important for Infosys to constantly upgrade its management. non only upgrade its practices but also be innovative with them so that no one can replicate them. To have an edge over these competitors Infosys needs to constantly improve on its core competencies. At this dismantle in time global management of this caliber will be the diametriciating factor between Infosys and any other organization. This is what they are persistently doing and which is consistent with their strategic needThe staffing approach at Infosys is one of the best in the world. This approach equips it with many advantages but it also has its downsides. One problem that they can face is that of the employees switching lineages for better wages. In this scenario the whole investment do ne on the training of the employee goes down the drain. The employee doesnt leave alone he leaves with a lot of experience under his belt. And the new person who is chartered will have to learn to fill in those gaps. This is a huge limitation of the staffing policy at Infosys.2) What are the key compensation challenges that Infosys has set round while managing GDM? How is Infosys addressing these challenges over time? How are these challenges different from the challenges faced by a developed country ( much(prenominal) as USA) MNCs?The key compensation challenges are of two types firstly these challenges are about the compensation of employees who are chartered abroad for the onsite model. These employees are the locals of these countries so they are hired at oftentimes more price than the Indian employees. This is a major area of match because this increases the cost of doing business many folds. The second compensation challenge is when employees are offered better salaries wa ges by other local and foreign competitors. Because Infosys cannot capture these employees to leave they have to offer them better salaries. This again increases the costs.These challenges are different from abroad such that these MNCs pay huge sums to their employees in their home countries while in India they get cheap labor which is actually good for the company. tho for Infosys it is the opposite. The costs go up when you move your operations abroad. Thus the event for foreign companies coming to India is much more favorable.3) Narayan Murthy, chairperson of Infosys, is a keep embodied leader in India. Many path breaking corporate HR initiatives in India such as employee stock options are assign to him. Conduct online/offline research on Mr. Murthys leadership style and critically analyze it in the context of the facts mentioned in the case.Narayan Murthy is credited for many initiatives for the employees and their benefits such as the best reward systems. Apart from these initiatives he is also know for encouraging communication of employees with the higher management and for that purpose he use to send emails to all the employees fortnightly. It is widely known that Murthy wants his employees to take all decisions on merit and he believes that ego should not come in to victimize while making decisions. Murthys leadership style is more standardised that of a charismatic leader. A charismatic leader believes more in participation, decision making and empowerment of the employees. Although he aims to empower his employees but the pacing he is doing it on is very slow. It seems he is doing this in reaction to different external factors. Such as the variable salary structure was industrious after different firms started to make offers to the employees of Infosys. Although he is doing a great job keeping the employees happy but he should think ahead about the different obstacles he might face.