Infosys Technologies has launched a new HR initiative — iRACE (Infosys Role and Career

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Enhancement) — that is unsettling a section of the employees.

Though the company says that it is a platform that defines roles, competencies and proficiency requirements while linking career movement to performance and business focus, employees are not sure about company’s intentions.

Many employees that FC spoke to said that they are apprehensive about the new programme. According to them it brings in needless intermediate designations in the promotional cycle, thus making the process of moving up the ranks longer for employees.

For instance, with the implementation of this iRACE initiative a programme engineer (fresher) will take more than the current 2-3 years to become a programme analyst. An employee who was awaiting his promotion to the programme analyst level said, “After this new initiative, I will now be given the designation of a senior programme engineer and then after being in that role for 2-3 years I will be promoted to programme analyst.”

The roll-out of iRACE is currently on and is expected to be completed in next three months. Nandita Gurjar, group head — HR of Infosys told FC , “iRACE was initiated in May 2008 to sharpen the relevance of our current role-based career structure with our business imperatives, the company philosophy, the needs of our employees.”

The programme design involved an analysis of feedback from clients and employees, inputs from industry benchmark studies and internal business strategies, the company said. Over 6,500 Infoscions contributed to the analysis, planning and development efforts of iRACE.

However, a Bangalore-based software engineer working with the company told FC that employee response to the initiative is not good. “Apart from the prospect of intermediate levels in promotion coming in, there is lot of confusion about what band level employees will be allotted and if salary will be same or cut according to new bands,’’ he said. Another colleague added that some employees have already begun to update their resumes and apply for jobs.

Queried on promotions in the new programme, Gurjar said, “Our promotion policy depends on the roles which open up due to growth and expansion of business. The new model will also be on the same basis. We have never had the policy of automatic promotions or time bound promotions without the availability of roles.’’

On the apprehensions voiced by some Infoscians, the HR head said she had received very positive comments about iRACE. “Employees are excited about having multiple careers streams and enriched role clarity. Over the next few months, the few cynics will understand more of the programme and convert,’’ she added.