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Executives from 10 companies who are participants in our first-ever Workforce Innovation Board convened for a virtual roundtable on August 21.The group was asked to share which topics they're most focused on between AI, worker well-being, diversity, equity, and inclusion, and C-suite transformation.While worker well-being and AI were the most commonly cited trends, there's clear overlap and intersectionality across all four topics.Successful employees need training and support, equitable and fair access to opportunities, and reassurances about the integration of AI. C-suite leaders, facing internal and external scrutiny and pressures, need a productive and motivated workforce, and to organize in new ways to enable innovation.At the inflection point is the enormous job companies have to not only encourage AI adoption but also equip employees with what they need to take part in the transformation that is underway."There's a positive story to be told," said Jack Azagury, the group chief executive for consulting at Accenture. "Related to that is a massive amount of reskilling and training that's going to need to happen to make sure nobody's left behind on this journey."In this article, discover what each board member told us about their workplace priorities.The following has been edited for length and clarity.<h2>'We're trying to understand a more holistic view of worker well-being'</h2>Shane Koller, senior vice president and chief people officer, AncestryThe two topics we're most focused on are worker well-being and DEI.We transitioned to a hybrid-flexible work environment a couple of years back, and we've been trying to understand both the positives and the negatives from that shift. We've been a very culture-centric company in the past.Now having more people distributed throughout the world, there's a question coming up more often about whether or not people feel too disconnected from their colleagues, so we're trying to understand a more holistic view of worker well-being.The other is diversity, equity, and inclusion. We are looking to build products that bring more people in from across the globe. We believe our workforce needs to represent the diversity of the world in order to build great products.<h2>'The key to unlocking the potential of AI is to make sure that our employees are embracing it and are excited about the value'</h2>Lucrecia Borgonovo, chief talent and organizational-effectiveness officer, MastercardTop of mind is C-suite innovation, but it's more around organizational transformation.Earlier this year, Mastercard announced changes in our organizational structure in support of the new vision and strategic priorities that our CEO has laid out: How do we make sure that we're structuring to unlock the potential and growth of the organization?Related to that is AI. As part of this new organizational structure, we announced our chief AI and data officer, one individual who would help bring together a cohesive strategy and vision for the organization's AI.The key to unlocking the potential of AI is to make sure that our employees are embracing it and are excited about the value these new technologies can have on their well-being and the quality of their work.We're making a lot of different resources available for employees, whether they're on demand or self-paced, depending on where they are in their AI journey and the type of work that they do.<h2>'The intersection of AI and C-suite transformation is pervasive'</h2>Jack Azagury, group chief executive for consulting, AccentureIn terms of the work that I do with clients, the intersection of AI and C-suite transformation is pervasive. In over 400 client discussions in the last nine months, only three did not include the topic of AI.A lot of our clients have dozens of AI pilots everywhere. Very few have a coherent business case and a true reinvention and transformation.So at that intersection, how do you take a few areas of the company and look at them end to end with a business case that could include revenue uplift, or cost, or employee engagement — but a real business case and a real talent strategy. How do you retrain your employees and reskill? What new jobs do you need? What jobs will go away? What superpowers will employees get? And then having the right tech stack, the right data, the right responsible AI framework.So how do you have a holistic C-suite transformation powered by a move away from a lot of AI pilots that are just plugged into existing processes — which are interesting but not having a fundamental impact on the performance of the company?<h2>'C-suite transformation is harder and more interesting than ever'</h2>Alicia Pittman, global people-team chair, BCGI'm responsible for driving generative-AI usage across BCG. We want our people to be at that cutting edge in terms of responsible AI and understanding all the risks of it, to use it creatively, and to be able to live in our clients' shoes about what it takes to make this amazing technology have high impact.AI is driving better, higher-quality impact and insights for us, which is most important. It is driving areas of productivity. But the other thing that lights me up the most is that it's really improving what I would call joy.One of the quotes I love is from focus groups where someone said, "The thing I love about AI is that it saves me at the ugliest hours of the day." That time when you're sitting at a blank screen toward the end of the day and you don't know what to do, that's when AI really is a friend.C-suite transformation is harder and more interesting than ever. The markets are volatile. The half-life of market leadership keeps getting shorter and shorter. We have C-suite executives and the clients that we serve wrestling — needing to both save costs but also invest in AI and change the way they lead and manage their workforce.<h2>'AI is not about cost takeout. It's about the ability to do more and amplify the potential of our employees.'</h2>Anant Adya, executive vice president, service-offering head, and head of Americas delivery, InfosysDEI, and within that, gender diversity, is something that we are very passionate about.At the company level, we are at 39.3% women, but as you go up the value chain, the gender diversity actually drops. So we are deliberately trying to see what we can do to improve that percentage at senior levels.The second is, of course, AI. And the way we look at AI is it's not about cost takeout or cost savings, but it is about how we use AI and amplify the potential of our employees to do more.Most think that with AI, you can take cost out, you can save money. But AI, and especially generative AI, is not about cost takeout. It's about the ability to do more and amplify the potential of our employees.<h2>'Studies have shown that employees want managers who are engaged, who are coaches versus supervisors'</h2>Marjorie Powell, chief human-resource officer and senior vice president, AARPThe topics we've been focusing on are workplace well-being and artificial intelligence and emerging tech. We have to reach our 38 million members, and now with the use of this technology, we can meet them where they are and personalize their experience.In order for us to do this, we're allowing our staff to use AI within their jobs and to create innovative ways to amplify their work and meet their goals and objectives. We've always been very excited about adopting technologies, particularly as it pertains to making people's lives better as they age.I also spend a lot of time on worker well-being because of the new hybrid work environment, and this goes to our people-leader effectiveness. Studies have shown that employees want managers who are engaged, who are coaches versus supervisors.So we are transforming that leadership quotient for our people leaders within the company to be able to adjust to that and make sure that we have a very robust work environment, no matter where the person sits or where they work from.<h2>'We've had to move upstream from being focused on workplace to the very nature of work and the workforce itself'</h2>Neil Murray, CEO, Work Dynamics at JLLMy day job is working with the biggest corporations in the world and helping them with their workplace strategy, which obviously has changed quite dramatically over the last number of years.We've had to move upstream from being focused on workplace to the very nature of work and the workforce itself, hence worker well-being being at the center of what we do and our thinking. The second thing would be C-suite transformation. For me, that incorporates both AI and DEI.Sitting on the executive board of a global Fortune 200 business, the world has changed quite dramatically for us in how we organize ourselves in terms of operating model. The skills required have changed quite dramatically. The notion of empathetic leaders who deeply understand people but also have the skills to leverage platforms at scale, to deal with ongoing geopolitical tensions and macro challenges that seem to have become the norm in leadership.What doesn't serve us well is the notion of the rise of nationalism and protectionism — how do we deal with that? How do we find the balance between global vertical expertise with the local knowledge and execution required to operate in this world around us?<h2>'We have made significant commitments to responsible AI'</h2>Maggie Hulce, chief revenue officer, IndeedEvery three seconds, somebody gets a job on Indeed. We come at this with a focus on how we help our employees but also how we're helping the world of work.For AI, we're thinking a lot about how to improve how we work, fraud detection, next best action marketing copy, many things like that. We also have a commitment to help 30 million people facing bias get hired. And so we have made significant commitments to responsible AI and have published our responsible-AI principles.A big focus for us is worker well-being. We have a work-happiness score, which is the largest dataset in the world of what makes workers happy in their roles. It includes lots of different dimensions, like fair pay, flexibility, inclusion, learning, and how your manager works with you.We think a lot about how to use this dataset to help advocate for better work for people, given research that shows many people don't love their jobs and are not totally thriving at work. We also study it for ourselves, and there are things we're working on ourselves as an employer to make our workplace a place where people want to stay and grow their careers.<h2>'There's a constant discussion around not only whether AI is going to replace my role but also how to stay relevant'</h2>Kenon Chen, executive vice president of strategy and growth, Clear CapitalThere's been a lot of attention on the property-appraisal industry over the past few years from an equity standpoint.We've seen ourselves as a company that wants to bring accuracy, fairness, and modernization to the process of valuing properties. That's why AI is an important topic for us because it's not so much about just creating efficiencies; it's about creating more accurate outcomes and results.We see a really strong tie between AI and worker well-being because a lot of the solutions that AI could be appropriate for have an impact on the way that people work and how their jobs might look.Because we work directly with real-estate professionals — appraisers, real-estate brokers, and agents — there's a constant discussion around not only whether AI is going to replace my role but also how to stay relevant to the process and bring what's needed in terms of human expertise.<h2>'The hybrid work environment has really changed how our leaders show up'</h2>Sharawn Tipton, chief people and culture officer, LiveRampC-suite transformation is a very intentional focus for us, and there's certainly opportunity.So it's about developing those leaders, holding them accountable — not just to our objectives but also to their behaviors — and grooming the next level of leadership as well. The hybrid work environment has really changed how our leaders show up and how we develop them in various areas.The other area that is extremely important around product is artificial intelligence. AI will fuel data collaboration, which is what we do, so we are infusing that into our products. I'm also thinking about how we infuse that into our employees' day-to-day work. There's a lot of complexity there.There's also a conversation that needs to be had around how AI will impact underrepresented groups and do they have the skills necessary to operate in that space.

AI and worker well-being are top of mind for business leaders, according to execs from Accenture, Mastercard, Ancestry, and more

<ul><li>For those who will be leaving <keyword id="155484" type="General" weightage="100" keywordseo="salesforce" source="Orion">Salesforce</keyword>, they will be offered "a generous package".</li><li>In the US, affected employees will receive a minimum of nearly five months of pay, health insurance, career resources.</li><li>The company had 73,541 people on its payroll in early 2022.</li></ul> Enterprise software company Salesforce has announced to lay off 10 per cent of its workforce, impacting more than 7,000 employees. In a letter to employees, Salesforce CEO <keyword id="361584" type="General" weightage="50" keywordseo="marc-benioff" source="Orion">Marc Benioff</keyword> said that the environment remains "challenging" and our customers are taking a more measured approach to their purchasing decisions. "With this in mind, we've made the very difficult decision to reduce our workforce by about 10 percent, mostly over the coming weeks," <keyword id="3531279" type="General" weightage="80" keywordseo="benioff" source="Orion">Benioff</keyword> wrote. Last month, Benioff said that those who were hired by the company during the Covid pandemic are "facing lower productivity". In the letter to employees late on Wednesday, he said as the revenue accelerated through the pandemic, "we hired too many people leading into this economic downturn we're now facing, and I take responsibility for that". "Within the next hour, employees who are initially affected by this decision will receive an email letting them know. Our leadership will reach out directly to these employees, and provide clarity for their teams about changes within their organisations," Benioff wrote. For those who will be leaving Salesforce, they will be offered "a generous package". In the US, affected employees will receive a minimum of nearly five months of pay, health insurance, career resources, and other benefits to help with their transition. "Those outside the US will receive a similar level of support, and our local processes will align with employment laws in each country," said Benioff. The company had 73,541 people on its payroll in early 2022. In November last year, the company laid off hundreds of employees. The company, however, told media publications that the job cuts affected "less than a thousand" employees. SEE ALSO: <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/business/startups/news/from-0-to-100-million-in-5-years-thats-how-long-startups-founded-in-2017-took-to-scale-up-says-redseer-report/articleshow/96739954.cms">From 0 to $100 million in 5 years – That’s how long startups founded in 2017 took to scale up, says Redseer report</a> <a target="_blank" class="c-link c-message_attachment__title_link" href="https://www.businessinsider.in/business/corporates/news/tcs-infosys-wipro-and-other-it-companies-earnings-preview-for-q3-fy23/articleshow/96731891.cms">December quarter likely to be a weak one for the IT sector – Infosys amongst top analyst picks</a>

Salesforce lays off over 7,000 workers as it hired 'too many people' in pandemic

<ul><li>At 7:45 am, the SGX Nifty was up 1.12%, indicating a green start for Nifty50.</li><li>Here’s a list of stocks to watch for in trade today. </li><li><a href="https://www.businessinsider.in/">Check out the latest news and updates on Business Insider. </a><a href="https://www.businessinsider.in/"></a></li></ul>Indian stock-market indices are likely to start higher on Monday, led by positive cues from the Asian markets. Most global markets were shut on January 1 and began trading for the first time in 2021. At 7:45 am, the SGX Nifty was up 1.12%, indicating a green start for Nifty50. Other Asian peers were trading in the positive territory as well — the SSE Composite Index was up 0.19%, and the Hang Seng Index was up 0.54%. These are the <keyword id="1044313" type="PERSON" weightage="20" keywordseo="Stocks-to-watch-out-for">stocks to watch out for</keyword> during the trading session today: RIL Market regulator <a href="https://www.businessinsider.in/business/news/sebi-imposes-penalty-on-mukesh-ambani-and-reliance-industries-for-manipulative-trading/articleshow/80071715.cms" data-type="tilCustomLink">SEBI has imposed penalties on Reliance Industries</a> chairman Mukesh Ambani as well as two other entities for alleged manipulative trading in the shares of erstwhile Reliance Petroleum (RPL) back in November 2007. Fines of ₹25 crore and ₹15 crore have been imposed on Reliance Industries (RIL) and Ambani, respectively. Besides, Navi Mumbai SEZ Pvt Ltd has been asked to pay a penalty of ₹20 crore, and Mumbai SEZ has been directed to pay ₹10 crore. <keyword id="6398500" type="ORGANIZATION" weightage="20" keywordseo="beml">BEML</keyword> On Sunday, the government invited preliminary bids for strategic sale of 26% stake and transfer of management control in defence PSU BEML. A 26% sale could fetch about ₹1,000 crore to the exchequer at the current market price. Rashtriya Chemicals &amp; Fertilisers The government plans to sell a 10% stake in Rashtriya Chemical and Fertilizers (RCFL) and invited bids from merchant bankers and legal firms to manage the share sale process. The government holds a 75% stake in RCFL and intends to disinvest 10% of the paid-up equity capital through an offer for sale (OFS). HCL Tech, <keyword id="6354512" type="COMPANY" weightage="20" keywordseo="Infosys">Infosys</keyword>, <keyword id="43217" type="CITY" weightage="20" keywordseo="Tech-Mahindra">Tech Mahindra</keyword>, TCS and other IT stocks HCL Tech, Infosys, Tech Mahindra, TCS, and other IT stocks will focus on trade today. <a href="https://www.business-standard.com/article/companies/trump-extends-freeze-on-h-1b-visas-green-cards-it-companies-to-take-hit-121010101134_1.html" data-type="tilCustomLink">US President Donald Trump has extended the freeze</a> on the most sought-after H-1B visas by Indian IT professionals, along with other types of foreign work visas and green cards through March 31 to protect American workers, saying that the reasons for which he had imposed such restrictions amidst the pandemic have not changed. Trump ordered the freeze on various categories of work visas through two proclamations on April 22 and June 22 last year. Tata Motors Tata Motors on Friday reported a 21% increase in total vehicle sales in the domestic market to 53,430 units in December. The company said its PV business has been witnessing the strong response to its 'New Forever' range, which is being supported by a continuous ramp-up of supplies. Hero MotoCorp On Friday, the country's largest two-wheeler maker Hero MotoCorp reported a 5.02% increase in total sales at 4,47,335 units in December. The company said it further consolidated its market leadership by clocking its best-ever third quarter, with 18.45 lakh units sold during the October-December period. <keyword id="62356" type="COMPANY" weightage="20" keywordseo="TVS">TVS</keyword> Motor Company TVS Motor reported a 17.5% increase in total sales to 2,72,084 units in December. The company said its total exports increased by 28% to 94,269 units last month, as against 73,512 in the year-ago period. Edelweiss Financial Services Edelweiss Financial Services (EFSL) has decided to close its public issue of secured redeemable non-convertible debentures (NCDs) on January 4 against the scheduled close of January 15. The company said its debenture fundraising committee decided to exercise early closure and close the issue on January 4. Adani Gas The name of Adani Gas has now changed to Adani Total Gas from January 1. Adani Total Gas is a joint venture company of Adani Group and Total of France. SEE ALSO: <a href="https://www.businessinsider.in/india/news/aidan-asks-dcgi-to-withdraw-approval-for-bharat-biotechs-covaxin/articleshow/80078041.cms">A drug activists' group says it is 'baffled' by the approval given to Bharat Biotech's Covaxin</a> <a href="https://www.businessinsider.in/business/auto/news/checkout-upcoming-new-cars-in-year-2021/slidelist/80025993.cms">Upcoming new cars in India in 2021 of Maruti, Tata, MG, Audi</a> <a href="https://www.businessinsider.in/stock-market/news/bitcoin-crosses-30000-for-the-first-time-as-it-charges-into-2021/articleshow/80078034.cms">Bitcoin crosses $30,000 for the first time as it charges into 2021</a>

Top stocks to watch — BEML, HCL Tech, Infosys, Tech Mahindra, TCS, RIL, Tata Motors Hero Moto, TVS, and others

Indian IT firm <keyword id="6354512" type="CITY" weightage="100" keywordseo="Infosys">Infosys</keyword> just revised the pay structure of its key executives and the salaries of the top leadership is bound to take a hit. 
 After the revision, <keyword id="3747292" type="UNKNOWN" weightage="20" keywordseo="Infosys-COO-Pravin-Rao">Infosys COO Pravin Rao</keyword>'s take-home pay could hit Rs 8 crore and even Chief Financial Officer M D Ranganath’s salary will be hit. 
 
"The Board of Directors have approved the revised annual compensation of Pravin Rao...with effect from November 1, 2016, subject to the approval of the shareholders. The compensation includes fixed compensation of Rs 4.62 crore per annum and a variable compensation of up to Rs 3.88 crore per annum," Infosys said. 
 
Additionally, based on fiscal 2016 performance, Rao will get 27,250 restricted stock units (RSU) and 43,000 stock options, vested over a period of four years. 
 
Infosys stated the revised aggregate compensation of Mohit Joshi (Head of the Financial Services), Sandeep Dadlani (Head of Americas), Rajesh K Murthy (Head of Europe), Ravikumar S (Chief Delivery Officer), David Kennedy (Chief Compliance Officer), Krishnamurthy Shankar (Group Head of Human Resource Development) and Manikantha AGS (Company Secretary) includes fixed compensation of Rs 24 crore and variable compensation of up to Rs 20 crore. 
 
Meanwhile, Infosys inducted founder and CEO of Surya Software Systems D N Prahlad as an independent director on its Board. 
 
Infosys Chairman R Seshasayee said, "We are delighted to welcome Prahlad, a distinguished technologist to the Board. Prahlad brings with him, not only his deep knowledge of the company, but also sharp insights into the industry.”

Salaries of Infosys’ top executives take a hit. This is how much the COO will earn now

In order to nourish and nurture the talent within its workforce, Indian IT giant <keyword id="6354512" type="CITY" weightage="100" keywordseo="Infosys">Infosys</keyword> has decided to restart its internal leadership institute and reward its executives on the basis of succession planning. This way, it would also reduce its reliance on outside talent. To give shape to the idea, a new leadership framework has been put into action, as per which executives are being asked to nurture talent from within their teams. In the recent past, its reliance on outside talent has resulted in Infosys hiring a number of highly-paid resources from outside India, including over 150 executives that were hired in onsite locations and were given over Rs 1crore a year in compensation. "We have to develop talent within. A company that depends disproportionately on outside talent is at risk of building a mercenary culture," co-chairman <keyword id="50299" type="PERSON" weightage="100" keywordseo="Ravi-Venkatesan">Ravi Venkatesan</keyword> told <a href="http://economictimes.indiatimes.com/news/company/corporate-trends/infosys-reboots-leadership-institute/articleshow/59209171.cms">ET</a>. "We are rebooting the <keyword id="446829" type="ORGANIZATION" weightage="100" keywordseo="Infosys-Leadership-Institute">Infosys Leadership Institute</keyword> and we have created a new leadership and talent framework." This leadership institute was created in 2001, and has been on the back-burner ever since its former leader <keyword id="497185" type="UNKNOWN" weightage="100" keywordseo="Matt-Barney">Matt Barney</keyword> quit in 2013 to start LeaderAmp. Since then, Infosys has seen a lot of internal turbulence, ranging from founder <keyword id="6355623" type="PERSON" weightage="100" keywordseo="Narayana-Murthy">Narayana Murthy</keyword> returning and several top executives leaving the company. CEO <keyword id="6369763" type="PERSON" weightage="100" keywordseo="Vishal-Sikka">Vishal Sikka</keyword>’s decision to hire highly paid talent from his former employer <keyword id="6358384" type="COMPANY" weightage="100" keywordseo="SAP">SAP</keyword> for Infosys is also said to have caused discord within the company. "When your top executives are leaving the company in a rush, like in 2013, what choice does a company have but to bring in talent from outside. You can't leave top roles empty. But yes, it is a good sign that they are trying to reduce the dependence on outside talent. Employees are more comfortable when there is growth path within," said an industry analyst on the condition of anonymity.

Infosys asks managers to recognise talent within the team

<keyword id="6354512" type="CITY" weightage="100" keywordseo="Infosys">Infosys</keyword>, India’s IT giant, has come up with <keyword id="3347995" type="UNKNOWN" weightage="100" keywordseo="predictive-algorithm">predictive algorithm</keyword> to help it identify and develop the upcoming <a href="http://www.businessinsider.in/Infosys-is-creating-pool-of-talent-to-lead-next-generation/articleshow/48051117.cms">top leaders </a>from its <a href="http://www.businessinsider.in/Infosys-has-something-huge-in-store-for-its-staff/articleshow/53451102.cms">workforce</a>. This has come at a time when the company has seen a lot of top-level employees leaving the company in the past few weeks. 
 
Infosys EVP Krishnamurthy Shankar told ET that the new leadership programmes put in place by the company aims at grooming and developing leaders from different levels of the company. 
 
Also read: <a href="http://www.businessinsider.in/Infosys-to-invest-in-an-Indian-VC-fund/articleshow/53521785.cms">Infosys to invest $15 million in an Indian VC fund</a> 
 
"We are also starting various other programmes that are helping build the leadership part. What we've done is we've tried to identify the people who've started with the top 25 people and we've tried to figure out what should be the development each of them should go through as we look for them to achieve their own potential. We've been working with each of them - it's a process that will take time," said Shankar. 
 
He added that the new programmes implemented are separate from the current tie-up that they have with Stanford University, where the focus is on <a href="http://www.businessinsider.in/iSPIRT-to-groom-200-Indianstartups-at-Infosys-Mysuru/articleshow/49641254.cms">executive leadership development</a>. 
 
"We've been working closely with the leadership team. It's not just about putting a programme in place. The programme has to achieve some goals," said Shankar. "We want to look 3-5 years down the line and figure out what kind of leaders we want. That's the area on which we're focussing on internally." 
 
With <a href="http://www.businessinsider.in/IT-firms-invest-in-predictive-algorithms/articleshow/53223948.cms">predictive algorithms</a>, the company can control <a href="http://www.businessinsider.in/Its-not-difficult-to-deal-with-employee-attrition-if-you-handle-your-employees-well/articleshow/53334829.cms">employee attrition</a>, just like several other companies have been doing. 
 
"We've developed a predictive analytics tool or rather an algorithm which identifies who are the people who are at risk of leaving," Shankar concluded. 
 
<a href="http://economictimes.indiatimes.com/photo/50573055.cms">Image source</a>

Infosys is using an algorithm to identify its next top-level leaders

Who would have imagined that <keyword id="6354512" type="CITY" weightage="20" keywordseo="Infosys">Infosys</keyword>, which started in Model Colony in Pune in 1981, would become India’s second largest software company! 
 In these 35 years, the face of Infosys has completely changed and under the leadership of present CEO <keyword id="6369763" type="PERSON" weightage="20" keywordseo="Vishal-Sikka">Vishal Sikka</keyword>, it is expected that Infosys will sail upward only. 
 Started by seven engineers-Narayan Murthy, <keyword id="44604" type="PERSON" weightage="20" keywordseo="Nandan-Nilekani">Nandan Nilekani</keyword>, N.S Raghvan, S Gopalkrishnan, S.D Shibulal and Ashok Arora- Infosys was first founded as ‘Infosys Consultants Pvt Ltd’ and its name later on changed to ‘Infosys Technologies Limited’ in 1992. It renamed yet again in 2011 as ‘Infosys Limited’. 
 
The company was also a startup once and saw many ups and downs during its functioning. But, the vision of the founders was to grow Infosys and it did happen. 
 
But, did you know it was on the verge of closure once? Right now, Infosys boasts of many centres in India and abroad and has state-of-the-art offices, but there was a time when the company did not even have a computer! 
 
There are many interesting facts associated with the company which are fascinating and even mind-boggling. This Independence Day, we are bringing you all such trivia about Indian companies that were born after Independence and thrived as well. 
 
Starting with Infosys, here are some interesting facts about the software company.

The amazing facts about Infosys-From almost being shut down, to now one of the top Indian IT conglomerates

<ul><li>Over 100 employees in TCS received over ₹ 10 million in annual remuneration in the last fiscal, ET reported. </li><li>In comparison, Infosys extended ₹10.2 million to nearly 60 employees in India, including variable stock component. </li><li>The two IT companies reportedly increased their hirings by 350% in FY19. </li></ul>Homegrown IT major Tata Consultancy Services(TCS) reportedly extended nearly ₹10 million in annual remuneration to over 100 employees in the previous fiscal. Of this, nearly one-third of the employees started their careers with the IT company, according to an<a href="https://economictimes.indiatimes.com/news/company/corporate-trends/more-than-100-tcs-employees-earn-more-than-rs-1-crore-annually/articleshow/69764584.cms?from=mdr"> ET report</a>. In comparison, TCS has 91 employees having annual salary above ₹10 million in FY17, and the count has increased to 103 in 2019. However, this excludes the salaries of employees based outside India, and top-notch employees — CEO Rajesh Gopinathan and COO NG Subramaniam. The annual remuneration includes salary, cash incentives, allowances and the company’s provident fund component. In comparison to<a href="https://www.businessinsider.in/wipro-campus-placements-to-double/articleshow/67719782.cms"> TCS, Infosys</a> offered over ₹10.2 million salary to nearly 60 employees. This, however, includes the variable stock component. The youngest employees(earning over ₹10 million) in the company are in their early 40s, while the oldest employee in the company is 72 years old. TCS has a good retention rate among the senior employees. According to analysts, TCS’ success is due to the stable and consistent senior talent pool and its ability to give people leadership roles without losing them to rivals, ET reported. Strengthening the employee base, the two IT companies reportedly increased their hiring by 350% in FY19. In its recent achievement, <a href="https://www.businessinsider.in/after-becoming-the-third-largest-it-service-brand-in-the-world-tcs-surpasses-ibm-in-market-cap/articleshow/69741769.cms">TCS surpassed IBM</a>, in terms of market capitalisation, which stood at $120.5 billion. See also: <a href="https://www.businessinsider.in/60-iimc-students-had-their-salaries-doubled-after-an-executive-mba/articleshow/69750286.cms">60 IIMC students had their salaries doubled after an Executive MBA</a> <a href="https://www.businessinsider.in/hiring-tcs-infosys-wipro-and-others-up-12-months-in-a-row/articleshow/69019342.cms">Hiring by Indian IT companies has grown 12 months in a row, up over three-fold</a> <a href="https://www.businessinsider.in/after-becoming-the-third-largest-it-service-brand-in-the-world-tcs-surpasses-ibm-in-market-cap/articleshow/69741769.cms">After becoming the third largest IT service brand in the world, TCS surpasses IBM in market cap</a>

TCS has 100 people earning over ₹10 million-- and a third of them started their careers in the company

A year ago, when <keyword id="6354512" type="CITY" weightage="100" keywordseo="Infosys">Infosys</keyword> brought back iconic co-founder <keyword id="51793" type="ORGANIZATION" weightage="100" keywordseo="NR-Narayana-Murthy">NR Narayana Murthy</keyword> as executive chairman, about two years after his retirement, in a bid to revive the sagging fortunes of the $8.2-billion <keyword id="2283995" type="UNKNOWN" weightage="100" keywordseo="IT-behemoth">IT behemoth</keyword>, the decision was welcomed with much fanfare. 
 <keyword id="6359051" type="COMPANY" weightage="100" keywordseo="investors">Investors</keyword>, who showed confidence when Murthy announced a three-year turnaround plan, are worried today. In the months following Murthy's return, Infosys saw exits of some of its top executives. Among others, the company saw resignations of board members <keyword id="376348" type="PERSON" weightage="80" keywordseo="Ashok-Vemuri">Ashok Vemuri</keyword>, V Balakrishnan and, more recently, <keyword id="675707" type="ORGANIZATION" weightage="100" keywordseo="BG-Srinivas">BG Srinivas</keyword>. 
 
The three were once seen as top contenders to become the CEO of Infosys after incumbent SD Shibulal’s retirement by January next year. These exits, analysts believe, affected Infosys’ business. SD Shibulal, the chief executive officer and managing director of Infosys, will step down by January next year. 
 
Anil Singhvi, a Shareholder activist, said BG Srinivas' exit had jolted investors. Srinivas, the latest to exit, was president of the company and a man who many saw as the leading contender for the CEO position. 
 
"Whatever Murthy may say in his letters (assuring employees and investors), there is much to be desired in Infosys. In the last three to four months, the company's stock price has dropped from the Rs 3,500 levels to Rs 2,900. The way the markets have been reacting to the Modi factor, one should have seen the Infosys stock price at the Rs 4,000 level," Singhvi said. 
 
He said the genesis of what's happening now is the re-entry of Murthy. "Bringing his son along with him was Murthy's biggest mistake. Many investors at that time were apprehensive but didn't speak out. People in the management who were in the company for 10 to 15 years have quit. At the end of the day, what is the difference between the Gandhi family and the promoters of Infosys? How long do the promoters want to sit at the helm of the company?" he asked. 
 
Shriram Subramanian, founder and MD of independent proxy advisory and governance research firm InGovern, said the departure of several top executives, especially during the CEO selection process, was a concern. 
 
Investors are worried about leadership development and succession planning, he said, and added that several FIIs and one large Indian institutional investor, who he declined to name, had raised concerns about the CEO selection process. 
 
Subramanian also said the promoters should opt out of executive and non-executive roles and should not even be on the board. Such a step will at least make the company a truly widely-held company with no promoter on its board, he added. 
 
Infosys is one of the few, if not the only Indian listed company, where FIIs hold a 42.1% stake and domestic institutional investors hold 13.66% stake. The promoter group holds only 15.94% and retail investors hold 28.3%. 
The Annual General Meeting of Infosys, which is scheduled to be held on June 14, will reveal whether the management will say anything about these concerns of the investors.

Infosys Investors Lose Confidence In Murthy After Exodus Of Top Executives

A few days back, Indian IT giant <a href="http://www.businessinsider.in/Infosys-relaunches-ESOP/articleshow/53225972.cms">Infosys </a>shocked the stock markets when it posted a weak performance in the first quarter of this fiscal. 
 
Even though the last few quarters saw the company impressing one and all with its <a href="http://www.businessinsider.in/Infosys-posts-13-4-rise-in-net-profit-misses-estimates/articleshow/53222425.cms">performance</a>, everyone was shocked when it lowered its full-year guidance from April’s 11.5-13.5% April to 10.5-12%. 
 As reported earlier, CEO <keyword id="6369763" type="PERSON" weightage="100" keywordseo="Vishal-Sikka">Vishal Sikka</keyword> has said that this poor performance was the result of an <a href="http://www.businessinsider.in/Infosys-CEO-says-low-performance-in-Q1-a-result-of-execution-failure/articleshow/53265955.cms">execution failure</a>, and he has started to take <a href="http://www.businessinsider.in/Disappointed-Vishal-Sikka-re-jigs-top-order-after-dismal-Q1-another-key-executive-quits/articleshow/53278154.cms">remedial actions</a> for the same. 
 Sikka has written a detailed e-mail to all <keyword id="6354512" type="CITY" weightage="100" keywordseo="Infosys">Infosys</keyword> <a href="http://www.businessinsider.in/Infosys-to-allow-employees-to-switch-job-profiles-using-an-internal-platform/articleshow/53005186.cms">employees</a>, announcing the changes and confessing that he himself was "disappointed" with the performance. 
 
Here's the letter (verbatim) that company's <a href="http://www.businessinsider.in/Infosys-Comfy-app/articleshow/52972236.cms">employees </a>received from Sikka. 
 
Friends, 
 
The first quarter of our new financial year was a revelation in many ways. I view the reaction by the markets and the media as a clear sign of the high standards our company is held to, the expectations we carry, even though everyone understands that a 90 day cycle means little on a long journey. I am disappointed. Disappointed that our revenue performance was not what we could have delivered, but even more so, that this overshadowed the many strong strides we made on executing our strategy. 
 
Our revenue growth of 2.2% to $2501M, included a shortfall in consulting revenue, some declines in package implementations, and small declines in our India business and Finacle. But at the same time, we made great progress in both, renewing our core, AND in the new areas of our business, as well as in our culture of enabling this continual renew-new improvement. Our core business, delivery, under Ravi's great leadership, grew by 3.4%, improved its utilization, lowered its dependence on subcontractors, delivered ever higher benefits from automation, and derived tangible gains from both Zero Distance and Zero Bench. 
 
Equally importantly, if not even more so, our New business grew extremely well, under Sandeep's stewardship. Gains in our newly introduced Mana, as well as in Skava, EDGE, design services and other new areas, accounted for more than a fifth of our growth! On Mohit's watch, large deal wins crossed the $800M mark in TCV, our top 5, top 10 and top 25 clients, all grew faster than the company, the number of our $100M clients grew by 3 to 17, and we added 95 new clients. 
 
Ranga and his amazing finance team, helped improve the overall health of our company's profitability and financials. We are close to 100k Infoscions having been exposed to design-thinking, the number of ZD ideas crossed 11k, and more than 5k of these have been discussed with clients, and the first ones already monetized, thanks to a simple new process Ravi and Ranga have enabled, and ZB now has more than 20k jobs, and, in a year since its launch, this initiative got us to the point that more than 99.5% of the bench colleagues have been engaged, thus helping them deliver value and break the cycle of being on the bench not helping them gthe experience they need to get off the bench. And there were many others. 
 
Reflecting on this on my trip back home, mainly I learnt this: those areas which receive "the flame of our attention" in Jiddu Krishnamurti's words, show progress. And when running an operation as large and complex as ours, we must attend to each cog, every piece of our spectrum, to prevent a few negatives from overshadowing the many great positives. We cannot take our eyes off any important aspect of our business, each area of our large and diverse portfolio of services, products and platforms. In Q2, and beyond, we must accelerate our work in all the key strategic aspects of our work, AND we must address the weaknesses of Q1. 
 
Our stock incentive rewards program, back after 13 years, is a great celebration of our people, our potential, and our commitment to recognize performance, and to have us participate in our collective work, and its outcomes, for Infosys is no more and no less than us, each one of us, and all of us. To help us lead from the front, Pravin and I are making some changes to the team. In Consulting, we had already announced that Rajesh Murthy would take over going forward. 
 
Reporting to Rajesh, Michael Pesch will continue to run Europe, LATAM and APAC, and Kenneth Toombs, who recently joined Infosys, will run North America and India. Sanjay Purohit will join Pravin to work on strategic initiatives in bringing Design Thinking to our clients at scale. Ritika Suri will take over our large deals work, including SGS, from Anup Uppadhayay. Anup has decided to leave Infosys, and I would like to thank him for his tremendous loyalty and service to Infosys over the last 23 years. I have been privileged to work with Anup since I started my journey almost two years ago, and we wish him all the best. 
 
Ritika brings a strong background in sales, particularly in driving large deals for products and platforms, and this is exactly the kind of experience we need to help transform our large client engagements with a focus in our renew-new strategy. M&amp;A will move to Deepak Padaki, while Ritika continues to lead the Innovation Fund and our work with startups. She will continue to report to Ranga and Mohit will continue to sponsor our large deals work. In CIS, we will focus on renewing the existing business and bringing Mana to every aspect of it. 
 
This will be led by Narry (Narsimha Rao) who will take over from Samson David. Narry has been with Infosys for 15 years, and has been running IVS for the last 1.3 years with great success and excellence. Narry and the entire delivery team under Ravi's leadership, will work closely with Navin Budhiraja on the Mana platform. I am very happy that Sudhir Jha has joined us from Google to help with product management and product marketing for Mana and for bringing a product discipline to all our work. 
 
We thank Sam for his great work in growing the infrastructure business over the last few quarters, and his great contributions to Infosys for more than two decades, and wish him the best of luck in his future endeavors. Our success will be the result of our endeavor. The work of our people. The amazing individuals I meet every single day. I learnt that a million folks wanted to join the Infosys family last year! Our people focus will continue, and will be at the core of all that we do. 
 
My belief in each one of us was redoubled last week, when I spoke to a few PMs at Bangalore. One Infoscion from Chandigarh, with her zeal and her team's proactive ZD ideas for banking, represented the vision of unleashing the innovator within each of us, more than any words can express. But it will take the very best of the very best in us. At a time when the world around us seems ever more influenced by the baser instincts and tendencies, we must bring the best of our intentions, and the best of our imagination, our knowledge and our conviction, to all that we do. 
 
When Krishnamurti spoke of the flame of attention, he spoke of a compassionate attention, to what matters, to the long-term, purposeful, vision, to a fun, rewarding journey along the way. Over the weekend, a friend of mine wrote to me, asking me to "stay healthy, stay in the moment, focused on your actions, even as you work hard to let your achievements outshine your aspirations...". 
 
Here's to a strong Q2, and a strong remainder of the year, one that not only exceeds the high standards we are held to, but does so purposefully, in moving forward on the long haul, one that shows what we as Infoscions are capable of. Here's to our actions, our flames of attention, outshining our aspirations and others' expectations. 
 
Let's do it! 
 
Best, V 
 
<a href="https://i.ytimg.com/vi/idGDFItGn7o/maxresdefault.jpg">Image source</a>

Here’s the letter Vishal Sikka wrote to Infosys employees after disappointing Q1 performance

NEW DELHI: The Indian markets have been on a roll of late, hitting fresh record highs consistently, supported by strong global liquidity and easing of geo-political concerns. 
 The 50-share <keyword id="6354813" type="COMPANY" weightage="20" keywordseo="nifty">Nifty</keyword> index managed to hit a fresh record high of 7929.05 on 22 August 2014, while the <keyword id="6484188" type="CITY" weightage="20" keywordseo="Sensex">Sensex</keyword> recorded its fresh lifetime high of 26,508.27 on 19 August 2014. 
 
Most analysts do not see many triggers which can lead to a big fall in the markets, but given the fact that we are trading at the higher end of the range or near-key resistance levels, some bit of consolidation or correction cannot be ruled out. 
 
However, the broader trend remains to be on the upside. Given the momentum that we have seen in the Indian markets, analysts see the Nifty touching 8000-8200 levels by December-end. 
 
And for the Sensex, the rally may extend to 27000-28000 in the same period, but beyond that the market would require additional triggers to move forward. 
 
“I would assume the market will still be range-bound for the time being, given the fact that valuations are at the upper end of the historical trading band,” said Sanjeev Prasad, Senior Executive Director &amp; Co-Head, Kotak Institutional Equities. 
 “If you look at <keyword id="35140" type="CITY" weightage="20" keywordseo="BSE">BSE</keyword> 30 index on a 12-month forward basis, it is already at about 15.5 times, not very different from what you see historically. Band is more like 12.5 to 16-16.5 times. So we are pretty much at the upper end of the trading band,” he added. 
 Prasad is of the view that the scope for re-rating is looking a little big difficult given the fact that most of the <keyword id="6354298" type="ORGANIZATION" weightage="20" keywordseo="stocks">stocks</keyword> have gone up pretty significantly without any meaningful change in the fundamentals as yet or without any meaningful upgrades to earnings so far. 
 
However, analysts are of the view that the party on Dalal Street is likely to carry for some more time aided by strong global liquidity and reform push by the newly-elected Modi government. 
 
On Thursday, Deutsche Bank in its latest report reiterated its positive view on the Indian markets and is confident that the government will move towards big bang reforms progressively. 
 
The global investment bank sees the Sensex touching 28000 by December 2014 end, which translates into an upside of 6.2 per cent from Wednesday’s closing value of 26360.11. 
We have collated list of ten stocks from different brokerages which can deliver up to 34% return in the next 12 months:
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Cox &amp; Kings: Target price set at Rs 360 (Motilal Oswal) 
 
With the recent sale of camping business, Motilal Oswal believes Cox &amp; Kings is on the path of deleveraging its balance sheet with the net debt/equity expected to reduce from 2.4x in FY14 to 1x in FY17E. 
 They believe that Cox &amp; Kings has a balanced portfolio now both in India and international business across categories, which is synergetic to post 30 per cent PAT <keyword id="107168" type="ORGANIZATION" weightage="20" keywordseo="CAGR">CAGR</keyword> over FY15E-17E. 
 
The stock trades at 13.6x FY15E and 10.1x FY16E earnings. It values Cox &amp; Kings at 14x FY16E earnings of INR25.7, with a Buy rating and target price of Rs 360. 
 
Britannia Industries: Target price set at Rs 1320 (Motilal Oswal) 
 
Visible improvement in business fundamentals such as operating margins, return on equity and cash flow from operations and responsive management have driven BRIT's re-rating over the past 18 months. 
 
The brokerage firm expects this re-rating to sustain and gather steam as it premiumizes portfolio and drives cost efficiencies, aiding further margin expansion. As emphasized in its earlier notes, the key change for BRIT compared to three years ago is the ability to defend margins despite unfavorable RM movement. 
 
Monsanto India Ltd: Target price set at Rs 2300 (Motilal Oswal) 
 
Motilal Oswal expects revenue to grow at 17 per cent CAGR and PAT at 23 per cent CAGR over FY14-16. They have downgraded their earnings estimates by 25 per cent for FY15 and by 14 per cent for FY16 to factor in lower than expected growth. 
 The brokerage firm believes <keyword id="6362476" type="ORGANIZATION" weightage="20" keywordseo="investments">investments</keyword> made during FY09-12 will start paying off for MCHM in terms of new product launches and market share gains. They remain excited about the huge potential in genetically-modified (GM) foods and MCHM's Roundup Ready Flex. 
 
As per the report, lower than expected earnings led by a poor monsoon could result in a correction in the stock price in the near term, which should be utilized as a buying opportunity. 
 
Kaveri Seeds Company: Target price set at Rs 1045 (Motilal Oswal) 
 
The brokerage firm has upgraded their estimates for FY15E by 3 per cent given the increasing popularity of ATM and Jadoo which will drive the market share gain going forward. 
 
They expect KSCL to be a market leader in the cotton segment in FY16, which should lead to a re-rating in the multiple, going forward. The stock trades at 18.6x and 14x FY15E and FY16E respectively. 
 
<keyword id="6653" type="CITY" weightage="20" keywordseo="ICICI-bank">ICICI Bank</keyword> Ltd: Target price set at Rs 1875 
 
Healthy core operations driven by gradual NIM improvement and strong control over opex are leading to strong core ROAs of over 1.6 per cent despite moderate fee income. 
 Improvement in macro-economic environment and <keyword id="6359987" type="COMPANY" weightage="20" keywordseo="resolution">resolution</keyword> of infrastructure bottle-necks shall lead to reduction in NSL. ICICI Bank is well positioned to leverage onto opportunities with core ROA of 1.6 per cent, strong distribution network and capitalization. 
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<keyword id="6354512" type="CITY" weightage="20" keywordseo="Infosys">Infosys</keyword>: Target price Rs 4,040 (Prabhudas Lilladher) 
 
The brokerage firm expects new strategic initiatives to be announced by Infosys under the new leadership of Dr. Vishal Sikka. However, in the near term, it sees more tailwinds for margins to be played out in FY15. It sees no downside risks to its estimates. It has revised its target price to Rs 4,040 (from: Rs 3,920), 17x FY16e earnings estimate. 
 
<keyword id="6357149" type="CITY" weightage="20" keywordseo="HDFC-bank">HDFC Bank</keyword>: Target price Rs 925 (Prabhudas Lilladher) 
 
Underlying macros remain challenging impacting financials but the brokerage firm sees limited risks to earnings growth as the bank sweats out its branches further and credit costs will get cushioned by floating buffer. 
 
Though profit growth levels have moderated, RORWAs have inched to an all-time high of over 2.6 per cent on improved operating leverage. With intended capital raise, balance sheet will strengthen and improve RoAs further as revenue momentum will start picking up and opex costs increase will be gradual. 
 
State Bank of India: Target price Rs 3,000 (Prabhudas Lilladher) 
 
SBI's asset quality has improved on some ARC sales and better recoveries, though slippages are still high but overall stress seems to be diminishing bringing stability to asset quality. 
 
Opex efficiencies are now kicking in on measures of correction in overheads and also is best placed on pension and wage provisions which will keep Opex growth lowest among peers. 
 
SBI is best placed on provisions and less net additions to staff will keep employee expenses under check which will result in lowest Opex growth among peers in FY15. 
 
Whirlpool of India: Target price set at Rs 580 (Microsec Capital) 
 
The company's P/E has been ranging between the levels of negative 3x to 24x in last ten years. Currently the industry P/E is trading at the levels of 38-41x, much higher than the company's P/E of 36.8x. 
 
Also, the 2 year forward industry P/E is expected to trade at 21x as compared to company's P/E of 12x. We have revised the estimates on higher side. Diversification of products in a single segment, launching of new models and rupee appreciation/ stable commodity prices are likely to increase margins. 
 
Mangalam Cement Ltd: Target price set at Rs 330 (Karvy) 
 
The brokerage firm believes that Mangalam Cement should benefit as cement demand accelerates going forward, from its production ramp-up and from better plant efficiency. The management guided for over 40 per cent volume growth in FY15E ahead of our estimates of 30 per cent. 
 
They have re-iterated their ‘BUY; recommendation with a TP of Rs 330 valuing it at USD55 per MT on its 3.25 mn MT capacity, 4.0x FY16E EBITDA and 2.7x its FY17E EBITDA. 
 
(Views and recommendations expressed in this section are the analysts’ own and do not represent those of EconomicTimes.com. Please consult your financial advisor before taking any position in the stocks mentioned.)

Top Ten Indian Stocks Which Can Give Up To 34% Return In 1 Year

<ul><li>India’s benchmark equity index Sensex has lost 33% since the start of the year due to the carnage caused by the spread of Covid-19 novel coronavirus pandemic across the world.</li><li>ICICI Direct Research has shortlisted a set of ten stocks where the price-to-earnings ratio is less than 10.</li><li>Price-to-earnings ratio is measure to value stocks and a multiple of less than ten could be a good time to buy these stocks.</li></ul>India’s benchmark equity index Sensex has lost 33% since the start of the year due to the carnage caused by the spread of Covid-19 novel coronavirus pandemic across the world. The stocks of India’s biggest companies, including those with the biggest market share in their respective sectors and segments, have bled out a lot of their value in the last three months. Broking firm ICICI Direct has put together a list of ten stocks that are currently trading at multiple of less than 10 compared to their potential earnings a year down the line i.e. you pay less than ten times the value of the company’s earnings per share, and that is considered to be cheap. “This clearly does not indicate a bottom but certainly indicates good entry points. Hence, investors can choose to stagger or invest lumpsum depending upon one risk appetite and time horizon,” the report added a note of caution. These are the ten stocks with a price-to-earnings ratio of less than 10, according to ICICI Direct Research. <table style="width: 255pt;"> </colgroup> <tbody><tr> <td class="xl65" style="height:15.0pt;width:120pt">Hero MotoCorp</td> <td class="xl66" style="border-left-width: initial; border-left-style: none; width: 135pt;">KSB</td> </tr> <tr> <td class="xl67" style="height: 15pt; border-top-width: initial; border-top-style: none;">Wipro</td> <td class="xl68" style="border-top-width: initial; border-top-style: none; border-left-width: initial; border-left-style: none;">BEL </td> </tr> <tr> <td class="xl67" style="height: 15pt; border-top-width: initial; border-top-style: none;">Tech Mahindra</td> <td class="xl68" style="border-top-width: initial; border-top-style: none; border-left-width: initial; border-left-style: none;">Gujarat Pipavav</td> </tr> <tr> <td class="xl67" style="height: 15pt; border-top-width: initial; border-top-style: none;">Mahanagar Gas</td> <td class="xl68" style="border-top-width: initial; border-top-style: none; border-left-width: initial; border-left-style: none;">Kewal Kiran Clothing </td> </tr> <tr> <td class="xl69" style="height: 15.75pt; border-top-width: initial; border-top-style: none;">Heidelberg Cement</td> <td class="xl70" style="border-top-width: initial; border-top-style: none; border-left-width: initial; border-left-style: none;">TV Today </td> </tr></tbody></table> The following are the prospects for some of the blue-chip stocks in this list. Hero Motocorp Every second motorcycle sold in India is made by Hero Motocorp. However, the stock has lost over 32% of its value in the last three months. <div type="image" title="Hero Moto share price" msid="75007445" hostid="261" caption="&amp;lt;p&amp;gt;Hero Motocorp has consistently given a 25% return on capital employed and an attractive dividend yield of about 5%, says ICICI Direct Research.&amp;lt;/p&amp;gt;"></div> Going forward, people’s purchasing power is likely to be hit in the aftermath of the coronavirus pandemic. But the company will be forced to increase prices of its products by over 10%, according to ICICI Direct, capping the potential sales growth even on the road to recovery. But the broking firm recommends that investors buy Hero Moto shares because it has consistently given a 25% return on capital employed and an attractive dividend yield of about 5%. Wipro One of India's top five tech services company has lost nearly a quarter of its share value in the last three months. “In the near term, the company may face revenue pressure due to exposure to affected verticals like energy vertical, lockdown, pricing pressure and slowdown in discretionary spend,” the report said about Wipro, which makes 31% of its revenue from its clients in banking and financial services. <div type="image" title="wipro share price chart" msid="75007417" hostid="261" caption="&amp;lt;p&amp;gt;Wipro, which makes 31% of its revenue from its clients in banking and financial services, is likely to benefit from greater thrust for digitisation and automation in the post-coronavirus world. The same is true for the likes of Infosys and TCS too but Wipro&amp;#39;s stock is relatively cheaper.&amp;lt;/p&amp;gt;"></div> However, there is likely to be a greater thrust of digitisation and automation in the post-coronavirus world and that could throw up a lot of opportunities for companies like Wipro, Infosys, and TCS. The advantage with buying the Wipro stock is beaten down a lot more than its peers and therefore has more headroom for gains. <table style="width: 193pt;"> </colgroup> <tbody><tr> <td class="xl65" style="height:15.0pt;width:94pt">Stock </td> <td class="xl66" style="border-left-width: initial; border-left-style: none; width: 99pt;">Last 3 months</td> </tr> <tr> <td class="xl67" style="height: 15pt; border-top-width: initial; border-top-style: none;">TCS</td> <td class="xl68" style="border-top-width: initial; border-top-style: none; border-left-width: initial; border-left-style: none;">-22.30%</td> </tr> <tr> <td class="xl67" style="height: 15pt; border-top-width: initial; border-top-style: none;">Infosys</td> <td class="xl69" style="border-top-width: initial; border-top-style: none; border-left-width: initial; border-left-style: none;">-19%</td> </tr> <tr> <td class="xl67" style="height: 15pt; border-top-width: initial; border-top-style: none;">HCL Tech</td> <td class="xl68" style="border-top-width: initial; border-top-style: none; border-left-width: initial; border-left-style: none;">-29.35%</td> </tr> <tr> <td class="xl67" style="height: 15pt; border-top-width: initial; border-top-style: none;">Wipro</td> <td class="xl68" style="border-top-width: initial; border-top-style: none; border-left-width: initial; border-left-style: none;">-27.44%</td> </tr> <tr> <td class="xl70" style="height: 15.75pt; border-top-width: initial; border-top-style: none;">Tech Mahindra</td> <td class="xl71" style="border-top-width: initial; border-top-style: none; border-left-width: initial; border-left-style: none;">-34.04%</td> </tr></tbody></table> Similar gains are likely in Tech Mahindra as well, which has also lost over 34% in the last three months. <div type="image" title="tech mahindra" msid="75007311" hostid="261" caption="&amp;lt;p&amp;gt;The recent correction in Tech Mahindra&amp;#39;s stock price factors in most of the near term negatives while the stock is attractively valued, ssays ICICI Direct Research.&amp;lt;/p&amp;gt;"></div> “The company's leadership in telecom vertical will make it a key beneficiary of vendor consolidation in the segment and 5G opportunities,” the report said about Tech Mahindra. SEE ALSO: <a href="https://www.businessinsider.in/stock-market/news/mcx-share-price-has-spiked-since-india-announced-lockdown-date-and-there-may-be-more/articleshow/74957005.cms" data-type="tilCustomLink" target="_blank">MCX is up 18% since coronavirus lockdown— and there may be more juice left in the stock</a> <a href="https://www.businessinsider.in/business/corporates/news/reliance-industries-share-price-after-board-approves-mukesh-ambani-plan-to-increase-debt/articleshow/74954229.cms" data-type="tilCustomLink" target="_blank">Mukesh Ambani's Reliance Industries will add ₹25,000 crore to its mammoth pile of debt</a> <a href="https://www.businessinsider.in/business/corporates/article/share-price-of-hdfc-bank-axis-bank-sbi-and-others-with-biggest-personal-loans-home-loans-and-auto-loans/articleshow/74907443.cms" data-type="tilCustomLink" target="_blank">Top Indian banks with the biggest chunks of loans to individual borrowers⁠— and coronavirus has triggered a huge risk</a>

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