1.
Hard elements
The hard elements of the McKinsey 7s model comprise of strategy, structure, and
systems. The hard elements of the model are easier to identify, more tangible in
nature, and directly controlled and influenced by the leadership and management of
the organization.
Strategy
Clearly defined
The strategic direction and the overall business strategy for Infosys are clearly
defined and communicated to all the employees and stakeholders. This helps the
organization manage performance, guide actions, and devise different tactics that
are aligned with the business strategy.
Guiding behaviour for goal attainment
The strategic direction for Infosys is also important in helping the business guide
employee, staff, and stakeholder behaviour towards the attainment and achievement
of goals
Competitive pressures
Infosys’s strategy also takes into consideration the competitive pressures and
activities of competitors.
Changing consumer demands
An important aspect of the strategy at Infosys is that it takes into constant
consideration the changing consumer trends and demands, as well as the evolving
consumer market patterns and consumption behavior.
Flexibility and adaptability
The strategy at Infosys is flexible and adaptable. This is an important aspect of the
strategic direction, and strategy setting at Infosys.
Structure
Organizational hierarchy
Infosys has a flatter organizational hierarchy that is supported by learning and
progressive organizations. With lesser managerial levels in between and more
access to the senior management and leadership, the employees feel more secure
and confident and also have higher access to information.
Inter-Departmental coordination
Infosys has high coordination between different departments. The company’s
departments often form inter-department teams for projects and tasks that require
multiple expertise
Internal team dynamics [department specific]
Infosys encourages teamwork and team-oriented tasks. Where jobs require
individual attention and scope, the company also assigns individual responsibilities
and job tasks.
Centralization vs. decentralization
Infosys has a hybrid structure between centralization and decentralization. Like
many progressive organizations, Infosys largely supports decentralized decision
making.
Communication
Infosys has a developed and intricate system for ensuring communication between
employees, and different managerial levels. The communication systems at Infosys
enhance the overall organizational structure.
1.3. Systems
1.3.1. Organizational systems in place
Infosys has defined and well-demarcated systems in place to ensure that the
business operations are managed effectively and that there are no conflicts or
disputes. The systems at Infosys are largely departmental in nature, and include, for
example:
- Human resource management
- Finance
- Marketing
- Operations
- Sales
- Supply chain management
- Public Relation Management
- Strategic leadership
Defined controls for systems
Each of the defined and demarcated systems at Infosys has especially designed
tools and methods as controls for evaluating performance and goal attainment.
Monitoring and evaluating controls
Infosys continually evaluates its systems through the designed controls. This
monitoring of the performance is continual and ongoing.
Internal processes for organizational alignment
Infosys also has special processes and methods for ensuring that all departments
and systems within the organization are aligned and working in harmony towards the
greater business goals and targets
SOFT ELEMETS
Internal processes for organizational alignment
Infosys also has special processes and methods for ensuring that all departments
and systems within the organization are aligned and working in harmony towards the
greater business goals and targets
Shared values
2.1.1. Core values
The core values at Infosys are defined and communicated to foster a creative and
supportive organizational structure that will allow employees to perform optimally,
and enhance their motivation and organizational commitment. The core values at
Infosys include, but are not limited to:
- Creativity
- Honesty
- Transparency
- Accountability
- Trust
- Quality
- Heritage
The Infosys business also ensures that all its activities and operations are
conducted with high ethical and moral standards that redefined and benchmarked
against international criteria.
Corporate culture
Infosys encourages an inclusive culture that celebrates diversity. The company has
an international presence, and production units that are spread across different
countries, as such, Infosys ensure that its organizational culture is supportive of
diversity, and has internal policies to reduce incidences of discrimination.
Task alignment with values
Infosys ensures that all its job tasks and roles are aligned with the core values that
the company propagates. This means that all activities, tactics, and strategic tactics
employed by Infosys will reflect its core values, and will not deviate away from these.
Style
2.2.1. Management/leadership style
Infosys has a participative leadership style. Through a participative leadership style,
Infosys is able to engage and involve its employees in decision-making processes
and managerial decisions.
Effectiveness of leadership style
The participative leadership style is highly effective in achieving the business goals
and vision of the organization. Employees feel to be active members of the
organization who are valued for their suggestions, feedback, and input
Cooperation vs competition – internally
With its supportive and encouraging organizational culture, Infosys gives way to
internal collaboration and cooperation between employees, systems, teams, and
departments.
Team vs groups
Infosys has effective and functional teams and works with them internally to
achieve its various business goals and objectives, and complete tasks.
Staff
2.3.1. Employee skill level vs business goals
Infosys has a sufficient number of employees employed across its global operations.
Employees for different job roles and positions are hired internally as well as
externally – depending on the urgency and the skill levels required
Number of employees
Infosys has employed a large number of employees. The number of employees
varies from country to country as per the requirements and needs of the business
and operations.
Gaps in required capabilities and capacities
Infosys has a well-defined system for identifying potential needs of capabilities and
capacities for the organization. The human resource function of the business has a
systematic process that aligns all other departments to identify potential vacancies
or skill gaps.
Skills
Employee skills
Infosys has a commendable workforce, with high skills and capacities. All
employees are recruited based on their merit and qualifications. Infosys prides itself
on hiring the best professionals and grooming them further to facilitate growth and
development.
Employee skills vs task requirements
Infosys has defined tasks and job roles and hires and trains employees for skill
levels accordingly with respect to those. The company ensures that all its job
requirements are met and that employees have the sufficient skills to perform their
respective jobs in accordance with the values and culture as well as the business
goals and strategy of Infosys.
Skill management
Infosys pays particular attention to enhancing the skills and capacities of its
employees. It arranges regular training and workshops – internally as well as
externally managed- to provide growth and development opportunities for its
employees. Infosys focuses on personal as well as professional growth for its
employees and works accordingly with them.
Company’s competitive advantage
The human resource is one of the core competitive advantages of the company. The
skills of employees are developed specifically for job roles and requirements at
Infosys and provide a competitive benefit to the company – where players cannot
imitate employee skills or training. This creates a unique and non-substitutable
competency for Infosys.
