Вы находитесь на странице: 1из 24

(5th Semester BBA-MBA Integrated)

Human Resource Management

Individual Assignment

Topic-High Performance Work System

Submitted to- Prof. Indu Rao

Sushruti Shubham
Roll no-157254
About the Company-
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 Madhya Pradesh 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.. . It is headquartered in Bangalore and is the third largest IT services
company in India. It has more than 166790 employees as till date, 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 Toshiba
It 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.
. 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 play.


IT Services: Wipro provides complete range of IT Services to the organization. The range of services
extends from Enterprise Application Services (CRM, ERP, e-Procurement and SCM) to e-Business solutions.
Wipro's enterprise solutions serve a host of industries such as Energy and Utilities, Finance, Telecom, and
Media and Entertainment.

Product Engineering Solutions: Wipro is the largest independent provider of R&D services in the world.
Using "Extended Engineering" model for leveraging R&D investment and accessing new knowledge and
experience across the globe, people and technical infrastructure, Wipro enables firms to introduce new
products rapidly.

Technology Infrastructure Service: Wipro's Technology Infrastructure Services (TIS) is the largest Indian
IT infrastructure service provider in terms of revenue, people and customers with more than 200 customers in
US, Europe, Japan and over 650 customers in India.
Business Process Outsourcing: Wipro provides business process outsourcing services in areas Finance &
Accounting, Procurement, HR Services, Loyalty Services and Knowledge Services. In 2002, Wipro acquiring
Spectramind and became one of the largest BPO service players.

Consulting Services: Wipro offers services in Business Consulting, Process Consulting, Quality
Consulting, and Technology Consulting.
Wipro's Think-Build-Operate vision requires the tight integration of world class business and domain
consulting, with Wipro's award winning distributed IT and BPO delivery capability.".
The mission for Wipro, clearly stated is to help create a new kind of professional services firm that works with
both business and IT executives to innovate and deliver, end to end solutions that create measurable value for
our clients..

Human Capital- is a measure of the economic value of an employee's skill set. This measure builds on the basic
production input of labour measure where all labour is thought to be equal. The concept of human capital recognizes
that not all labour is equal and that the quality of employees can be improved by investing in them; the education,
experience and abilities of employees have economic value for employers and for the economy as a whole.

Wipro is successful in maintain rich human capital , thereby creating a self-motivated and committed workforce. The
'Spirit of Wipro', encapsulates the values which are the guiding principles of the culture of Wipro. 'Spirit of Wipro'
identifies core values like 'making customers successful', 'Team', 'Innovate', 'excel' , 'Respect for individual' ,
'thoughtful and responsible', 'Delivering on Commitments', 'honesty and fairness' .


Planning is very important to our everyday life. It is found that that this important part of HR is mostly ignored
in many of the organizations because those at the top do not know the value of HR planning. Organizations
that do not plan for the future have fewer opportunities to survive the competition ahead.

Human resource planning, or HRP, is the ongoing, continuous process of systematic planning to achieve
optimum use of an organization's most valuable asset — its” human resources”. The objective of human
resource planning is to ensure the best fit between employees and jobs while avoiding manpower shortages or
surpluses. The four key steps of the human resources planning process are analyzing present labor supply,
forecasting labor demand, balancing projected labor demand with supply and supporting organizational goals.

It also involves answering the following questions-

1. How many staff does the Organization have?

2. What type of employees as far as skills and abilities does the Company have?
3. How should the Organization best utilize the available resources?
4. How can the Company keep its employees?

WIPRO uses the PCMM (ie People Capability Maturity Model) which focuses on continuously improving the
management and development of the human assets of an organization. It is related to fields such as human
resources, knowledge management, and organizational development, the PCMM model guides the
organizations in improving their processes for managing and developing their workforces.
Wipro’s 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 also been the first Indian company that has been successful in implementing the Six Sigma
technology which mainly focused on identifying all the defects in the process and trying to eliminate them (ie
having a zero-defect process). This method has enabled WIPRO in successfully completion of 91% of its
projects. At Wipro this method this process has enabled products and services meet global benchmarks,
consistently meeting the demand of the customers, ensuring quality and robust processes .

Human resource Outsourcing

Wipro also enables human resource outsourcing(HRO) which is executed by special domain experts, transition
methodology and quality driven operations.The company believes in maintaining lower operational cost,
increase the speed to the market ,scalable and sustainable services as well as focus on improving their

Wipro’s HR Business Process Outsourcing through leadership includes

 Building transformation led and technology enabled Shared Service Centers
 Promoting enhanced use of HR self-service in client organizations
 Expanding the HR BPO portfolio, geographically and functionally
 Engaging with more transformational engagements
 Expanding language services (Wroclaw, Shanghai, Cebu, and Bucharest)
 Continuously improving via Six-Sigma and Lean initiatives
 Leveraging HR domain skills and process knowledge

Types of HRO Services

 Shared Services:
This global service includes delivery model includes a mix of local, regional and offshore services
coupled with captive local and remote shared services centers.
 HR Consulting Services:
Here efficiency in the business organisation is derived through a combination of process
transformation, outsourcing, and usage of technology platforms. These services include Process Heat
Mapping, Gap Analysis, Performance Metric Analysis & Benchmarking, Process Controls Review
and Risk Management, Improvement benefit summary and Roadmap Design, Business Case
Development, Process Consolidation, Change Management, etc.
 HR Transformation: This helps the employers to reduce costs, free up resources to focus on strategy
and business customers, and to improve service.
Employee Relationship Management

Wipro has been successful in keeping a well organized structure to deal with employee management. It uses
the employee Performance Management model which is generally used by the managers in order to align the
goals of the company to the goals of their employees, thereby ensuring productivity.Wipro typically offers
flexible Employee Performance Management (EPM) solutions delivered in either a Business Process
Outsourcing (BPO) or Software as Service (SaaS) model that makes assessment and development easy, more
accurate and economical for our client’s HR function.
The EPM model includes all those activities which ensures that the goals of the organization are met
consistently in an effective an efficient manner. It can focus on the performance of an organization, a
department, an employee, or even the processes to build a product or service.
The EPM process includes goal management, performance appraisals, multi-rater/360 feedback, workforce &
succession planning, development planning and training, etc.
The internal transformation system of Wipro is where the training and learning department caters to the
training and the learning needs of each and every member of the organisation which includes updating them
about the changing environment as well training them on a day to day basis to fulfil the needs of the
organization in an effective manner.

Payroll Services

In Wipro one of the core responsibilities of HR Function is to ensure each employee is paid accurately and on
time. Efficient payroll function is about considerable cost, effort and time saving as well as security and clarity
around compliance and penalty. The key challenge for any Payroll Manager is to drive efficiency by
integrating systems and data for accuracy and tracking.

Wipro supports around 166790 employees and is one of the largest retailers in US. The HR manager process
bonuses, commissions and payrolls on a weekly/biweekly basis, for salaried/hourly employees paychecks at
100% accuracy. The HR team also handles salary queries, debt queries, final settlement checks, manual
checks, stop payments/recalls, payroll funding with the banking institutions and provides daily payroll tax
balancing and cash funding information to the client.

As part of the payroll service, Wipro manages the following:

 Payroll Inputs processing

 Absence management
 Payroll Reconciliation
 Run payroll (Payroll Processing)
 GL Files / Reconciliation
 Off cycle payments/final pays
 Internal and External Reporting
 Payroll Queries (Inquiry / Problem Resolution)
 Yeas End Processing
 Compliance and Reporting
 Time and Attendance


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

The process of recruitment and selection in WIPRO involves firstly clearing all the three stages which includes
1.Aptitude test- It is an exam used to determine an individual's propensity to succeed in a given activity.
Aptitude tests assume that individuals have inherent strengths and weaknesses, and are naturally inclined
toward success or failure in certain areas based on their innate characteristics. It involves testing skills like
verbally, quantitatively as well as qualitatively.

2.Technical Interview- This test is conducted for those who have successfully cleared the written test and
is the second and a major elimination round. Candidates should be thorough with their basic technical
skills to clear this round. Candidates are here by informed to be prepared with their core subjects and are
questions related to the programming and stuff. They must be through with all the concepts related to any
of the programming languagelike JAVA, C++ etc.
3.HR Interview – This is the 3rd and the final round the candidates are required to clear where the HR
manager of WIPRO asks some of the basic HR interview questions like Tell me about your self, Why
should I hire you, Why only WIPRO, What is SIX sigma level. Here the candidates are tested in their
communication and vocabulary.
These are some of the recently questions in HR round for Wipro: 1. Tell me about yourself? 2. What
do you know about our company? 3. What will you do in the lesure time? 4. Who is the person whom
you are admired of? 5. What is investment banking? 6. What is the happiest movement in your life?
What is the difference between PCR and CAP?
The candidate who qualifies all the three rounds successfully is the best candidate and he/she is selected for
the required post. This process is completed by conducting medical check to check the employees fitness and
a reference check .Finally the letter of appointment is handed over where the joining date is mentioned.
After the candidate joins the organisation he is given an employee code number by the hr manager of Wipro
and he shall fill up the joining forms and shall submit the same to the Hr manager for the further course of
action where the expectations from the employees toward the organisation and the salary structure is discussed
in detail.

Mostly Wipro recruits 40% employees from campus recruitment. Another popular source for Wipro’s
Recruitment is the Online Placement through NSR (National Skill Registry).
The word 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. The Talent Transformation Division
handles this. The employees with less than one year of experience a well-structured induction training program
is conducted. This process covers all the aspects of software development skills that are required.
Through PCMM(People capability maturity Model) Level 5 organization, there is also high focus on
Competency Development. Talent Transformation has a mandate to provide technical & business skill training
based on the departmental and divisional need. All the employees are eligible to take training based on the
competency gap identified or Project need.
The employees working in Wipro are provided with proper adequate classroom training programmes, also
the employees have an option to e-learn about the project whenever they want without waiting for the class
room training which ensures convenience and flexibility in work.
It also provides the Compliance and Regulatory training which is an important aspect in today’s regulated
environment and is often implemented as part of corporate initiatives. All large companies have mandatory
trainings like in the field of Environment, Health & Safety, Ethics, Risk-Management, Finance, Law, etc.
New Hire Training
In Wipro new hire training is carried out in four different phases – Induction, Pre-Process Training,Process
Training and On-Job Training . On the Job Training means “employee is trained at the place of work while
doing the actual job”. HereTraining is typically conductor under the guidance of the instructor which focuses
on classroom sessions, group activities, role plays, demonstrations and hands-on practice.
Rapid Learning:-
Wipro has developed competency in the area of Rapid learning where it helps the employees to develop the
content in a short span of time using various tools . Here the content developed can be both synchronous as
well as asynchronous. The company has strategic partnerships with other leading technology providers which
enables the employee tochoose the tool thart suits their requirement basis.
This method is used when there is a need for any of the following-
 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 :-
There is a need for the large enterprises to keep updating their processes to improve the efficacies of their
systems according to the changing business environment. Business process training typically involves
changing the entire management plan of the organisation. Wipro provides Process Training in several fields
including HR, Quality, Operation, Payroll, Recruitment, and more. For a meaningful transition of the
process.Here in this process Quality training is extremely critical. The components of process training consists
of 4elements that are analysing, informing, involvement and support.
Development .
Leadership Development Programme
Wipro conducts this programme to nurture the top class business leaders in its organisation where there is
teaching of leadership qualities, including communication, ability to motivate others, and management, to an
individual who may or may not use the learned skills in a leadership position.
Leadership Lifecycle Programs
These Training and development programs are designed at various stages in order to match the competencies
to the specific roles.
Types of programmes-
· Entry-level program (ELP) - The program covers the junior management employees with the objective of
developing managerial qualities in the employee. The target group is campus hires and lateral hires at junior
· New Leaders’ Program (NLP) - It is popularly known as NLP and aims at developing potential people
managers, who have taken such roles or are likely to get into those roles in the near future.
· Wipro Leaders’ Program (WLP) - This program is for middle level leader with people, process, business
development and project management responsibilities. These leaders are like the flag bearers of Wipro values
and Wipro way of doing business.
· Business Leaders’ Program (BLP) - This is for senior leaders with business responsibility. At this level,
people are trained up for revenue generation; and Profit & Loss responsibilities. The program covers
commercial orientation, client relationship development, and team building and performance management
responsibilities among other things.
· Strategic Leaders’ Program (SLP) - This program covers top management employees. The focus is on
Vision, Values, Strategy, Global Thinking and Acting, Customer Focus and Building Star Performers. Wipro
ties up with leading business schools of international repute to conduct this program for Wipro leaders.

Custom Content Development

In this development programme Wipro provides innovative and affordable learning to meet the requirements
of the employees and help them in getting a competitive edge. Wipro’s Custom Content Development Service
goes through a rigorous development cycle to ensure Quality and Timely Delivery of the solution.
Elements that are covered under this service are as follows-
 Application Training
 Process Training
 Compliance and Regulatory Training
 Product Training
 Rapid Training Solutions

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
Aims of a performance appraisal:-
 Giving feedback on performance to employees.
 Identifying 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.
 Wipro’s solution aims at the 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.

Performance management system:

Performance Management at Wipro is a continuous process and employees are observed throughout
the year for their performance.Wipro follows a formal approach three appraisal cycles which are
described below-.

Annual - This is a yearly appraisal cycle. It is carried out during the month of April and May. The critical
component measured in this appraisal is the performance of the employee during last year. This appraisal act
as an indicator for pay hikes.

Interim - This is an indicative appraisal, which is normally carried in the month of October and November.
This appraisal acts as a basis for annual appraisal. The appraisal ratings act as input during annual appraisal.
The main reason for having an interim appraisal is to appraise employee's performance half yearly as Wipro
being a tech services company, normal duration of employee under a particular project/manager/client is

Confirmatory - This appraisal is carried out to appraise new joiners for the duration of 12 months from the
date of their joining. The main reason behind this kind of appraisal system is to remove unfairness to
employees who miss out annual appraisal cycle due to joining at a different date. Being a tech services
company Wipro is on a continuous hiring spree and confirmatory appraisal thus acts as a tool to identify
joiner's performance and giving him confirmation.

Wipro’s e-Performance Management solution not only helps the employees to establish the best practices in
Performance Management, like 360degree appraisal, MBO, etc, but also enables reduced Performance
Management cycle time without compromising the HR values, like Work Planning Conference, Work Plan
establishment, Development plans and Objective setting, Interim Review, Overall evaluation, detecting
Performance deficiencies, Tracking, Documentation and Archiving. Once the HR department reviews the
performance of the employees the Assistant (HR) updates the records for each employee’s score in the
“Higher you go. Heavier you get”
A promotion is the advancement of an employee's rank or position in an organizational hierarchy system.
Promotion may be an employee's reward for good performance i.e. positive appraisal. Before a company
promotes an employee to a particular position it ensures that the person is able to handle the added
responsibilities by screening the employee with interviews and tests and giving them training or on-the-job
There are 2 Bases kept in mind according to which the employees working in Wipro are promoted which are
1. Seniority:-
Seniority simply depends upon how long the employees is doing job with the company. The length of service
and talent are both interrelated with each other. It is based on the tradition of respect for older people. It creates
a sense of security among employees and avoids conflict arising from promotion decision. This depends upon
the experience working in the company.
2. Merit:-
Merit implies the knowledge, skill and performance records of an employee. It helps to motivate competent
employee to work hard and acquire new skills. It helps to attract and retain young and promising employees
in the organization.
An another way of promotion in Wipro is conducting case study analysis where employees are required
to conduct different case studies on different aspects of Information Technology. Smart work and
projection one needs to keep in mind in order to get promoted in the organisation.

Compensation of Employees

Employee compensation refers to the benefits (cash, vacation, etc.) that an employee receives in exchange for
the service they provide to their employer. Employee compensation is generally one of the largest costs or
expenses for any organization. It is a positive source of motivation. The more the employees are satisfied with
their pay scale the more dedicated they will be towards their work in the organization .There are around 50
offices of Wipro in India which pays a fair compensation to its employees.

Along with this they also get additional perks and benefits for the following -

Paid sick leave

Education/Training/Tuition/Certification Reimbursement
Relocation Expenses
Life Insurance/Disability
Cell Phone
Paid Holidays / Vacation

Employee welfare includes all the facilities, benefits and services, that an employer provides or does to ensure
comfort of the employees. Good welfare helps to motivate employees and ensure increased productivity.
Creating a positive environment by providing good welfare to the employees may be costly at a point of time
but it leads to long term benefits, it helps the companies to retain their good and skilled employees for longer
period of time and helps in reducing the overall turnover ratio of the company. It also helps in

Some of the welfare activities that Wipro provides it to its employees include the following--

1.Education :-
Wipro has its own institute, where the education from JR kg to class XII is provided to the employees’ children
absolutely free of cost.The company even provides free transportation to the children.
2.Medical –
Company believes its responsibility towards health services to provide to the employees go beyond the
statutory provision. The company also provides proper medical facilities at the workplace in order to ensure
everyone is safe in the case of emergency
3. Housing –
Company has its own township at different location in the country. If house is available, the new employees
are allotted the house otherwise the company hires the house. All the maintenance in houses provided to
employees by company is done by the company.
4. Canteen –
The company gives canteen facility under which food is provided to the employees but it is not compulsory
for them. They get the allowance in their salary. The Contract Cell at Wipro invites tenders and the Contract
cell signs detailed agreement with the contractor. The operation of the canteen is given on the
Other benefits provided to the employees of Wipro

 Wings Within
The employees have an access to various job opportunities within Wipro itself which enables them to pursue
careers of their choice in the organization. The employees are free to decide their career and achieve growth
which ensures flexibility in work.
 Wipro Leaders Program
The leaders are allowed to take up the challenge for heading up large teams. This process helps in identifying
various skills and attitudes of the leader and provides solutions in what way they can improve their leadership
 Recognition
There is a diversified workforce working in the organisation. Employees here are recognised by their hard
work and their commitment by awarding them. This helps in motivation.
 Long Services Award
In this the employees which are serving the organisation since many years are specially rewarded through a
comprehensive reward scheme which includes special holiday packages with special facilities.
Conclusion- Human capital plays a major role in the success of any organisation. There are various
organisations in the world which have everything including the latest technology and assets but still are not
able to perform in an effective manner. Here comes the difference which is the human capital. An organisation
must have the right kind of employees at the right job position in order to deliver effective results to the
customers. In order to retain the employees in the business any company needs to develop a high-performance
work culture which includes all the facilities which are provided to an employee in order to improve their
performance in the organisation. It has been found out that a high performance work system has a significant,
positive effect on these attitudes of the employees towards their work .So in order to reach the heights of
success the company is required wisely in selection, training ,information sharing, compensation and
performance management processes, this will show that the company not only pays attention upon results but
also pays takes a responsibility to fulfil the needs of the employees.
 http://www.wipro.com/india/
 http://www.wipro.com/microsite/annualreport/2014-15/learning-development.html
 http://www.wipro.com/about-Wipro/
 http://hrpolicyofmnc.blogspot.in/2011/08/hr-policy-of-wipro.html
 http://www.iitk.ac.in/infocell/announce/convention/papers/Changing%20Playfield-04-
 http://www.wipro.com/microsite/annualreport/2014-15/human-capital-people-engagement-at-
 http://careers.wipro.com/hiring-process.aspx
 http://www.wipro.com/services/business-process/services/human-resource-outsourcing/
 http://www.wipro.com/annualreport/2016-17/about.html
 http://wipro-training.blogspot.in/2011/08/training-process-flow-in-wipro.html
 http://careers.wipro.com/global100-program.aspx
 https://www.slideshare.net/butterangela123/performance-appraisal-in-wipro
 https://www.scribd.com/document/74765542/Wipro
 http://www.payscale.com/research/IN/Employer=Wipro_Technologies_Ltd
Human capital plays a major role in the success of any organisation. There are various organisations in the
world which have everything including the latest technology and assets but still are not able to perform in an
effective manner. Here comes the difference which is the human capital. An organisation must have the right
kind of employees at the right job position in order to deliver effective results to the customers.In order to
retain the employees in the business any company needs to develop a high performance work culture which
includes all the facilities which are provided to an employee in order to improve their performance in the
organisation.It has been found out that a high performance worksystem has a significant, positive effect on
these attitudes of the employees towards their work .So in order to reach the heights of success the company
is required wisely in selection, training ,information sharing, compensation and performance management
prosseses, this will show that the company not only pays attention upon results but also pays takes a
responsibility to fulfil the needs of the employees.