Key Strategic HR Issues/Problem StatementResearch has shown that to achieve organizational success, the business cannot rely on technology alone , on marketing tools or on strategic performance as a source of competitive advantage. The company must also know how to manage its workforce. (Pfeffer, Competitive Advantage Through People: Unlocking the Power of the Workforce, 1995). Youndt et al (1996) even go so far as to comment that people may be the ultimate source of a company's lasting competitive advantages as traditional sources of competitive advantage such as economies of scale etc. they have been weakened by economic changes and globalization. The resource-based view further supports this theory by arguing that, due to the difficulty of duplicating human capital, humans are a crucial source for the firm to gain competitive advantage. (Chan, Shaffer and Snape, 2004) Infosys is a software company founded by Narayana Murthy with 6 of his colleagues in 1981 in India. The company initially provided low-end IT services (e.g. IT implementation), but over the years has expanded to provide high-end value-added services (e.g. IT design/strategy) as well as end-to-end IT solutions on the global market. Infosys experienced growth from a company of 7 people and a startup cost of $250 in 1981 to 15,000 employees with revenue of $754 million in 2002. By 1999, Infosys was doubling in size every 20 months and this rapid growth forces management to implement a series of changes in human resource management in an attempt to improve productivity, cost competitiveness and efficiency. (Delong, 2006) Infosys was known to recognize its employees for its extraordinary growth. His vision from the beginning regarding the aspect of people was to be the Best... middle of the card... must be applied to discuss issues that arise during the week. Essentially, this committee will also need to be reviewed every semester. This review must include feedback from top management and employee feedback through a survey to monitor the performance of this committee. (Mcknight, Ahmad, & Schroeder, 2001) The main potential threat that will hinder the committee from achieving the goal of this recommendation is that employees who already dislike addressing problems through formal mechanisms will not feel comfortable sharing negative feedback on changes to the committee. (Delong, 2006) Therefore it is important that the committee opens its doors informally and communicates that it is working independently. This will encourage employees to feel confident in seeking support from the committee when needed.