Вы находитесь на странице: 1из 13

HUMAN RESOURCE DEVELOPMENT

SUBMITTED BY:DEEKSHA SHARMA SEC:-FF1 ROLL NO. :-18 COURSE :-MBA (ISBE B)

What Is HRD? An applied field, HRD focuses on solving individual and organizational performance problems. Whether the organization is for-profit or non-profit, a school or a family, the central processes of human relating and learning are applied to elevate performance. More precisely, HRD is systematic interventions designed to teach, empower and free individuals to relate constructively and think productively for organizational and social benefit. The goals of HRD are:


 

to develop new sources of capital that can be leveraged to enhance organizational productivity, including the sources of potential competitive advantage of human capital, information capital, organizational capital and marketplace capital; to help individuals, groups and organizations anticipate, adapt to and create change; to enhance the quality of life for individuals.

Ultimately, HRD enables the individual and the organization to generate maximum outputs while investing a minimum of finite resources.

The Importance of HRD Human resource development (HRD) is an essential component for growth and economic development. It can occur at both the nationwide level and the firm-wide level. The enhancement of HRD of a country is dependent on the government and national policies, while at the firm or micro level HRD can happen through training and efficient utilization of resources. Resources are efficiently utilized to support HRD when the maximum benefit is created at the lowest possible cost. Economic Development
y

As the human resources of a country develop, the country progresses and the benefits spread all over the country. Better skilled and well-trained human resources attract a larger foreign direct investment into the country and improve the brand image of the country internationally. Increase in Entrepreneurial Activity Human resource development may occur as a result of better education, training or development of vocational skills for individuals. This activity results in an increase in entrepreneurial activity due to the creative process that is encouraged by HRD. Increase in Productivity HRD leads to better and efficient utilization of the available resources. The same numbers of individuals are able to improve their performance through training or learning of more productive skills. Counteracting Social Taboos HRD can lead to a change in social perception of many people and can result in the development of the society. Better educated and skilled workers can think and act more constructively and result in a change of the social environment. Improved education leads to self-awareness and prevents individuals from embracing superstitions. Human Rights A better trained and educated workforce is well aware of its rights and is better able to protect against human rights violations. Workplace environments improve and workers rights are acknowledged with HRD.

HR PRACTICES OF WIPRO

HISTORY OF WIPRO WIPRO is one of the largest IT services companies in India. Established in 1980 as subsidiary of WIPRO limited listed on New York Stock Exchange. WIPRO was initially set up in 1945 with main product of producing sunflower Vanaspati Oil and different soaps. At that time Company was called Western India Vegetable Products limited with representative offices in Maharashtra and Madhyapardhesh states of India. During 1970s and 1980s it shifted its focus and begin to look into business opportunities in IT and computing industry which was at nascent stages in India at that time. WIPRO was the first company which marketed the first indigenous homemade PC from India in 1975. In 1966 Azim Premji, still the majority shareholder in WIPRO, took over as the chairman of the company at the age of 21 and with the passage of time transformed it into one of the finest and largest IT outsourcing services provider of the world. It is now considered the world's largest independent R&D service provider. It offers different technology driven services all over the globe with 46 development centers. Azim Premji is still the Chairman of the WIPRO along with other top class professionals heading different wings of the business Wipro Tech is an information technology service company established in India in 1980. It is the global IT services arm of Wipro Limited (in operation since 1945, incorporated 1946). It is headquartered in Bangalore and is the third largest IT services company in India. It has more than 78,000 employees as of September 2007, including its business process outsourcing (BPO) arm which it acquired in 2002. Wipro Technologies has over 300 customers across U.S., Europe and Japan including 50 of the Fortune 500 companies. Some of its customers are Nortel, Boeing, BP, Cisco, Ericsson, IBM, Microsoft, Prudential, Seagate, Sony, Win driver and ToshibaIt is listed on the New York Stock Exchange and is part of its TMT (technology media telecom) index testing. With revenue in the excess of US $3 billion, Wipro is one of India's major IT companies. It has dedicated development centers and offices across India, Europe, North America, Latin America and Asia Pacific. The current Chairman, Managing Director and majority stake owner is Azim Premji, who has headed the software and hardware divisions since Wipro's inception. Examples of Wipro's product design work include developing an Internet-browsing phone for a Japanese telecom company in 1998, helping chipmaker Texas Instruments produce digital signal processing software, and creating an automotive display unit for Italian manufacturer Magneti Marelli that combined functions including cell phone capability, global position system technology, a navigation system and a CD player. Wipro was set up in 1945.

Primarily an edible oil factory, the chief products were Sunflower Vanaspati and 787 laundry soap (a by-product of the Vanaspati operations). The company was called Western India Vegetable Products Limited; it had a minor presence in Maharashtra and Madhya Pradesh. In the 1970s and 1980s, it began to expand and made forays into computing. HR PRACTICES IN WIPRO

HUMAN RESOURCE PLANNING Planning is very important to our everyday activities. Several definitions have been given by different writers what planning is all about and its importance to achieving our objectives. It is amazing that this important part of HR is mostly ignored in HR in most organizations because those at the top do not know the value of HR planning. Organizations that do not plan for the future have less opportunities to survive the competition ahead. This article will discuss the importance of HR planning; the six steps of HR planning that is: Forecasting; inventory, audit, HR Resource Plan; Actioning of Plan; Monitoring and Control. DEFINITION OF HR PLANNING HR Planning involves gathering of information, making objectives, and making decisions to enable the organization achieve its objectives. Surprisingly, this aspect of HR is one of the most neglected in the HR field. The changes in composition of workforce not only influence the appointment of staff, but also the methods of selection, training, compensation and motivation. It becomes very critical when Organizations merge, plants are relocated, and activities are scaled down due to financial problems. Human resources planning is an important component of securing future operations. For sustainability, plans must be made to ensure that adequate resources are available and trained for all levels of an organization. Although police organizations are stretched to meet current service requirements, it is important that they also spend time to create plans to ensure there will be officers to fill future positions. These plans must be prepared well in advance, with targets set for the short, mid and long term. Not only must adequate resourcing be considered for the bulk of the workforce but special consideration must be given for the leadership of each organization. This requires developing specialized succession plans for identifying and grooming potential future leaders. The leader candidates must receive management, leadership, and all

relevant knowledge and skills training. Plans should also be created to leverage the knowledge of those leaving todays leadership roles so that future leaders are fully informed. Securing future policing operations requires careful planning and a clear implementation strategy. When I look at where we have come, what gives me tremendous satisfaction is not so much the success, but the fact that we achieved this success without compromising on the value we defined for ourselves? Values combined with a powerful vision can turbocharge a company to scale new heights and make it succeed beyond ones wildest expectations. Azim Premji

Human Resource Planning (HRP) Wipro is the first People Capability Maturity Model (PCMM) Level 5, SEI Capability Maturity Model (CMM) Level 5 and version 1.1 of CMMi certified IT Services Company globally. Wipros people processes are based on the current best practices in human resources, knowledge management and organization development, giving a great focus to match changing business needs with development of employee competencies. Wipro has expertise in Six-Sigma methodologies, which have been put in use to streamline and enhance existing people processes in organizations, enabling decision making based on metrics and measurements. The central idea behind Six Sigma is that if you can measure how many defects you have in a process, you can systematically figure out how to eliminate them and get as close to zero defects as possible.

RECRUITMENT & SELECTION Recruitment refers to the process of screening, and selecting qualified people for a job at an organization or firm, or for a vacancy in a volunteer-based organization or community group. While generalist managers or administrators can undertake some components of the recruitment process, mid- and large-size organizations and companies often retain professional recruiters or outsource some of the process to recruitment agencies. External recruitment is the process of attracting and selecting employees from outside the organization. A. Internal Sources:. Promotions and Transfer . Job postings . Employee Referrals B. External Sources:. Advertisement . Employment Agencies . On campus Recruitment . Employment exchanges . Education and training institute WIPRO recruitment process:Placement Tips Three sections: u have to clear each section separately 15-verbal,15- apti,20technical time 50 minutes. verbal type :word pair, analogy,fill in the blanks with appropriate words Apti type:people,n chairs/chambers/parking etc all questions of this type and also a paragraph was given and the logical deduction was to be done.4 questions were common from barons Tech type:gk ofcomputers(no programming language questions) 4 options for each Interview was in 2 stages , technical was mainly concentrated on data structure and C . DBMS and CPP was also asked but stress was mainly upon the former ,linux was asked too if it was mentioned in the CV it was grilling and easy for some (there were 7 panels) for the non -IT branch the interview was mainly on their project . HR was also an easy cake , we had to prepare for 2 questions:What u know abt wipro and ur strong points ,weak point,hobbies nothing else but the most surprising part was that they eliminated more than 50 % of the candidates in the HR only whereas in others HR eliminates only 5-10%

There was 3 selection process in WIPRO:1. APTITUDE TEST 2. TECHNICAL INTERVIEW 3. HR INTERVIEW BOUT APTITUDE TEST:Total no of question: 50 Marks: 50 (each question carrying 1 marks ) Time duration: 60 mins Section: 1) VERBAL (20 QUESTION) 2) QUANTITATIVE (20 QUESTION) 3) TECHNICAL (10 QUESTION) There was sectional cut-off , question paper was not very much tough. There was no negative marking. VERBAL:You have to practice it from R S AGARWAL verbal & non verbal book & GRE barons. I guessed the unknown answer. Synonyms, Antonyms, fill in the blanks, sentence completion, punctuation, idioms, voice change, jumbled words, and analogies. You have to practice it. Similar meaning of MAJESTIC. TRAINING & DEVELOPMENT The term training refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies. Training & Development of individuals is a key focus area at Wipro. Our Talent Transformation Division handles this. For those with less than one year of experience a well-structured induction training program is conducted. This will cover all aspects of software development skills that are required. As a PCMM Level 5 organization, there is also high focus on Competency Development. Talent Transformation has a mandate to provide technical & busines skill training based on the departmental and divisional need. All employees are eligible to take training based on the competency gap identified or Project need. In addition to class room training one can take e-Learning with out waiting for class room training. Compliance and Regulatory training is an important aspect in todays regulated environment and is often implemented as part of corporat initiatives. All large

companies have mandatory trainings be it in the field of Environment, Health & Safety,Ethics, Risk-Management, Finance, Law, etc. Rapid Learning:At Wipro, we know how critical time is for fulfilling training needs and hence we have developed competency in the area of Rapid Learning. An emerging form of content development, Rapid Learning helps to develop content in a short span of time using various tools; the content delivery can be both synchronous as well as asynchronous. Wipro has strategic partnerships with leading technology providers to help you choose the tool that suits your requirement best. Based on research conducted in this area, Rapid Content Development can be used for any of the following content areas: Critical Training when the training requirement is critical and must be addressed immediately. Minor change when the difference between what is known and what is new is minimal Short shelf life when the content in question has a very short shelf life Frequent updates when the content needs to be update frequently. Process Training :Large enterprises keep updating their processes to improve the efficacies of their systems. Business process training is typically a part of any organizations overall change management plan. Wipro provides Process Training in several fields including HR,Quality, Operation, Payroll, Recruitment, and more. For a meaningful transition of the process, quality training is extremely critical.Understanding the complexities involved in rolling out these process trainings, we bring you quick solutions that help deliver effective training for your organization. The components of process training are: 1. Analyze 2. Inform 3. Involve 4. Support

Development Wipro Leaders Qualities Survey,which started in 1992, is one of our oldest leadership development initiatives. It has successfully contributed in our endeavor to nurture top class business leaders in Wipro. We have 8 Wipro Leadership Qualities, which are based on Wipro vision, values and business strategy. In order to identify and help leaders develop these competencies we adopt a 360-degree survey process. This is an end-to-end program, which starts with the obtaining of feedback from relevant respondents and ends with each leader drawing up a Personal Development Plan (PDP) based on the feedback received. The PDP is developed through Winds of Change which is a seven-step program that helps in identifying strengths and improvement areas, and determining the action steps. PERFORMANCE APPRAISAL Performance appraisal is a method by which the job performance of an employee is evaluated in terms of quality, quantity, cost and time. Performance appraisals are regular reviews of employee performance within organizations. Aims of a performance appraisal:Give feedback on performance to employees. Identify employee training needs. Document criteria used to allocate organizational rewards. Form a basis for personnel decisions: salary increases,promotions, disciplinary actions, etc. Provide the opportunity for organizational diagnosis and development. Facilitate communication between employee and administrator. Validate selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements. Wipros solution aims at strategic value delivery in the least possible time incorporating rich functional features, aided by smooth workflow, notification, authorization, etc. Align employee objectives to the business goals. Enable strategic Performance Management through Management by Objectives (MBO) Measure and Assess employee performance periodically and provide feedback and support to achieve quantitative, qualitative and process targets Evaluate and track Hi-Performance and achievers based on Competency driven practices. Enable online Reward and Recognition. Performance Appraisal

COMPENSATION Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction. Wages and salaries structure is very vital for the retention of the employees as due to stiff competition, if proper salary is not given then the employees will go to those organization offering higher salaries. Jivraj Tea Ltd is actively involved in retaining good manpower in the organization by providing proper salary and incentive methods. Wipro runs 50 offices in India. It has a branch office in USA, Canada, Europe, Middle east,Africa etc. BENEFITS GIVEN TO THE EMPLOYEE IN WIPRO Wings Within You also have access to various job opportunities within Wipro itself. This would enable you to pursue careers of your choice in the Organization. Your career at Wipro is what you make of it. It is a tool that gives you flexibility to apply for the job of your choice and map your own career. Very few organisations can match Wipro's capability to offer the kind of flexibility and opportunity to pursue multiple careers and unhindered growth,while you continue to work in the same organisation. Wipro Leaders Program We not only groom your technical talents but also bring out the leader in you. Our Leadership Program gears you up to take on the challenge for successfully heading large and strong teams. The program is designed to identify the specific actions and attitudes that constitute the Wipro leader's qualities. It examines how each manager rates against these qualities, provide an understanding of how the required skills and competencies can be developed and plan what each individual can do to strengthen his or her leadership qualities. Recognition Your hard work and contribution never go unnoticed at Wipro. The size we have grown to and the diversity of people has given rise for a need to introduce awards. At every step of success there is an award awaiting you. The challenges we encounter, motivates us to accomplish greater feats and the comforts of rewards and recognition comes as a package.

Long Services Award We at Wipro take pride in our long serving colleagues. They are a major force behind our success. We recognize their contribution through a comprehensive reward programme -Schemes include holiday packages with special facilities. Benefits The governing theme in our organization is the well being of employees. The benefits we offer them are on par with the best available. Our Compensation package is among the best in the industry and it is aimed at retaining existing talent. The package caters to all positions across Wipro. A reward for each position is based on performance, potential, criticality and market value.We have a comprehensive medical assistance program that covers the whole gamut of medical expenses you and your family incur. Our reimbursement scheme provides you tax shelter on quasi-official expenses. Your growth in the company will be complemented by your own selfdevelopment. Our educational assistance plan offers you all encouragement in pursuing the course of your interest. Our leave policy also includes a sabbatical to pursue higher studies related to your profession. Our responsibility towards new employees doesn't stop at salaries and compensation alone. We offer all possible help to facilitate their settling down. We provide interest-free loan mainly intended to cover housing deposit or the purchase of a two wheeler. We also provide contingency loans for your marriage, illness or death of a close family member.As a part of employee empowerment, we offer stock options to deserving employees.The Wipro Employee Stock Option Plan (WESOP) allows us to make employees share with us the rewards of success. Our other facilities include credit cards for all our employees as per the policy. Monetary benefits apart, we take interest in the personal well being of our employees. We have a facility wherein your domestic chores will be taken care of through an external agency,ensuring that with us you don't need to worry about all those boring routines like payment of bills, personal travel bookings etc. Not to forget shuttle services to our development centers and canteen facility. ( We also provide transport facilities to our development centers and cafetaria at our facilities)All these in addition to a host of deferred benefits like provident fund, gratuity and pension plan.