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Wipro was first set up in 1945 which mainly started producing sunflower vanaspati oil and different types of soaps. It was first named as Western India Vegetable Products Limited based over at Maharashtra and Madhya Pradesh states of India. Later in 1970s and 1980s it shifted its focus on business opportunities in IT and computing industry which was in its early stages in India. Wipro was the first company to start marketing the homemade PCs in India. Later on the company licensed the technology from Sentinel Computers in the United States. With over than 25 years in the field of Information Industry business, Wipro Technologies is one of the largest outsourced R&D service providers. Wipro Technologies Limited is a large information technology services corporation headquartered at Bengaluru, India. It employs more than 1.2 lakh people worldwide. Other than in information technology, Wipro is also into consumer care, lighting, engineering and health care business. As per the survey conducted by Brand Finance and Economic Times in 2010 Wipro is the 9th most valuable brand in India. Wipro BPO India aims at offering quality and long term services to its customers. It focuses mainly on three areas knowledge processing, reengineering business process and equipping BPO technology. The services offered are customized and cost effective. Various industries seeking the services are mentioned below: Travel & Hospitality Law Telecom Healthcare sector Insurance Hi-tech Manufacturing
The solutions offered by Wipro BPO are in the following areas: Finance & Accounting Loyalty Services HR Services Knowledge Services Procurement
Wipro has 35 locations worldwide 1 in South America,9 in North America,11 in Asia,2 in Middle East,10 in Europe and 2 in Australia. In India Wipro have their center in 9 places.
Prem Jis
Azim Hashim Pemji is the chairman of Wipro Limited. As per Forbes he is currently the second richest man in India. Premji was born on 24th July 1945 in Mumbai to M.H.Premji who owned the Western India Vegetable Product Company which made hydrogenated vegetable oils and fats. His grandfather was the rice king of Burma. Premji completed his initial education from St.Marys School, Mumbai. Then he did his Electrical Engineering from Stanford University.
Board Of Directors
Suresh S Senapati
Suresh Vaswani
Independent Directors Ashok S Ganguly William Arthur Owens B C Prabhakar P M Sinha Jagdish N Sheth N Vaghul
Introduction to HRM
Human Resource Management is an important part of any organization to secure future operations. Future plans are essential to ensure that enough resources are available which can be trained for all levels of the organization. These plans must be made well in advance in order to set short, mid and long term targets. HRM develops effective plan to identify and groom potential future leaders. The leader must receive management, leadership and all important knowledge and skills. Securing future policy operations requires careful planning and 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 turbo-change a company to scale new heights and make it succeed beyond ones wildest expectation. -Azim Premji
The basic purpose of having a HRM is to have an accurate estimate of required manpower with the matching skill requirements. The main objectives are: To forecast manpower requirements Adjusting with the changes-environment , economic , organizational To use wisely the existing manpower to the maximum Promote the employees in a systematic way
Train some of the employees in the area of time management work etc. Every process to be explained about the paticular process or the business unit requires some time. However, there are some time constraints always for training. To train a particular person a allotted time may not be enough.
Retrenchment of surplus employees caused due to superior speed Some of the business units requires more number of employees in the peak time of particular business which are not required at the later stage. The people who are recruited then are to be redeployed in same or different type of function.
Pay for performance Payment is something that the organization does take care but as the human needs as endless the employees will keep demanding more but it has to go as per the market standards.
Attrition at BPO Employees do leave the organization. However at BPO it is more of the youth staff who are in the age group of 18-23 quit the organization due to higher studies. Rest can be overcome. To overcome the strategic issues there has been organizational changes.
One of the major changes took place in the organization was the division in HR functions. The HR functions were divided into 7 different functions and support units which act towards a common goal with different roles to serve of their own.
AMITY UNIVERSITY SYMBOSIS ICFAI MANIPAL SIKKIM ANNAMALAI IATA MUMBAI UNIVERSITY APTECH INLINGUA
WIPRO SPORTS COMMITTEE- This committee organizes various sports and game events every month for all employees of WIPRO. WIPRO FUN COMMITTEE- This is an ongoing activity scheduled every week for all business units at there leisure by the process EAG spocs. SOURCING- Sourcing team deals with the recruitment in the company based upon the requirement stated by each process any point of time during their operations. Sourcing of WIPRO has discussed in detail under HRP & HRM model. TT ( TALENT TRANSFORMATION)- This function of HR deals with the development of communication and personality of employees depending upon their skills and designation for the uplifment in the organisation. They divide the employees into groups work upon their improvement areas apart from the product or process knowledge which will help them to grow up the ladder in hierarchy.
Group Leader TT Analytical skills, Leadership qualities Team Leader TT Production Agent Leadership Qualities
In the above figure we can see that the employee at an production level was missing leadership qualities in him/her. Talent Transformation team worked upon the leadership attribute and he grew up the ladder as a Team Leader. T N D ( TRAINING AND DEVELOPMENT)- TND function contributes to all the training and development needs of the organization. Employee when is recruited has to go under a training program which gives knowledge about the job and development
improves the skills to work upon the job. Modules are made in this process by T N D for the better understanding of tasks.
This team takes care of the legal and safety needs of the organization and employee. They act like a medium of information and point of contact incase of legal or business standards not abided. Suppose WIPRO has certified under new norms of ISO then this team will work to pass on the information to all employees and will maintain work conditions as per it.
Performance Appraisal Approach (On part of other organizations & on part of WIPRO)
Performance appraisal is the process of obtaining, analyzing and recording of information about the relative worth of an employee about the relative worth of an employee. The focus of the performance appraisal is measuring and improving the actual performance of the employee and also the future potential of the employee. Its aim is to measure what an employee does.
To review the performance of the employees over a given period of time. To judge the gap between the actual and the desired performance. To help the management in exercising organizational control. Helps to strengthen the relationship and communication between superior subordinates and management employees. To diagnose the strengths and weaknesses of the individuals so as to identify the training and development needs of the future. To provide feedback to the employees regarding their past performance. Provide information to assist in the other personal decisions in the organization. Provide clarity of the expectations and responsibilities of the functions to be performed by the employees. To judge the effectiveness of the other human resource functions of the organization such as recruitment, selection, training and development. To reduce the grievances of the employees.
bell curve the Contribution is judged on 5 parameters Outstanding contribution, excellent contribution, Highly valued contribution, more contribution expected, unsatisfactory contribution.
AHT Target AKASH SUJIT RAJAN SHAMS 380 360 390 380 379
QA 95 94 94 94 95
Points 90
Grade
Percentage
90 A+ 30 B 55 A 75
2. Performance appraisal for competencies: The appraise is expected to add comments upon the asked questions under specific topics which are INTEGRITY & HONESTY LEADERSHIP TEAM WORK RESPECT & DIGNITY CUSTOMER CENTRIC FUN INOVATION & EXCELLENCE INITIATIVE & SELF DIRECTION ANALYTICAL/PROBLEM SOLVING Once the appraise comments on it the appraiser needs to rate upon the parameters like Significant strength, Strength, meets requirement, development required, significant development required upon how true the appraiser feels the comments are by evaluates. 3. Summary of Discussion: Appraise need to add his/her comment on strengths determined and improvement determined then the appraiser will look at it and add more if required. 4. Development Plan: It is updated by appraiser as an action plan for the appraise. This has been explained In detail again in the appraisal form attached. Rankings on the performance appraisal form: Contribution OSC ECC HVC MCE USC Competency SS S MR DR SDR
followed from the bottom of the hierarchy to the top of the hierarchy. The process has been divided into 4 activities which happen one by one: Activity 1- In activity 1 only one participant is involved who is the evaluatees. He/she fills up the performance appraisal form based upon the contribution and competency of their own in the last financial year. Once the form has been filled it has to be submitted for the supervisor review. Activity 2- The immediate supervisor of the appraisee reviews the entire performance appraisal form to check if all the details are been mentioned. If anything is missed out the appraisee is informed about it and he/she fills the left out and resubmit. Activity 3- There are two supervisors involved in the process, one is the immediate supervisor and then the 2nd Level supervisor. Once the 1st Level supervisor reviews the form, 1st and 2nd level supervisors sits together and discuss upon the performance of the employee and comment in the 1st level and 2nd level appraisers comments respectively. The employee is been evaluated upon his performance in this stage.
Activity 4- There are two managers who play part in this activity. One is the Unit manager and the other is the HR manager. Unit manager evaluates the performance of the appraisee also goes through the comments of the 1st and 2nd Level supervisor with the data with him. He then gives his ranking on the performance and puts those rankings in the form of percentage in the bell curve. This is then been discussed by the HR manager after the entire population of unit is covered. The justifications has to be given for each of the employees ranks and percentage. Once it is approved by the HR(TED) manager the appraisal is completed and Performance appraisals report get stored in central repository.
How HRM is related to core business of organization: HRM activities acts as a support to core business strategies, objectives, performance assessment of individuals. Recruitment plays an important role to support the core business very well as it can recruit the best suited candidate for the unit as per the specifications required or led by the operations, recruitment acts as a key to improve strategic capability Training development is also an important function supporting core business as the training can be prepared and developed and delivered in such a way that it would be best suited for the operations so that the core business can work more efficiently and effectively.
HRM involves the designs and implementations of a set of internally consistent policies and practices that ensure a firm's human capital to contribute to the achievement of its business objectives.
They talk to the employee check what are the requirements which are then taken care by the operations management to fulfill them which will then increase the total productivity.
HR carries lot of responsibilities in the organization as it is highly responsible for retention of employees. Once the employee joins the organization TED plays as an everyday participant in employees span in the organization. Any query or problem if the employee has regardless of the topic it has to be resolved by the TED. TED plays a major role in confirmation, promotion, transfers, movement of an employee in the organization. TED plays a role maintaining discipline in the organization, it has to maintain atmosphere to work. It plays a wide role in the employees life from the date he joins to the date he leaves and thereafter as well.
An "engaged employee" is one who is fully involved in, and enthusiastic about, his or her work, and thus will act in a way that furthers their organizations interests. Organization which profoundly influences their willingness to learn & perform at work". Thus engagement is distinctively different from satisfaction, motivation, culture, climate and opinion and very difficult to measure. This is taken care by the EAG team for all employees but concentrating more upon operations.
Recruitment
Training
Learning
Development
Performance appraisal
Leadership
Leadership development
Performance appraisal
Growth
Compensation
Employee welfare
Recruitment
Recruitment refers to the process of screening and selecting qualified people for a job at an organization of firm, or for a vacancy in a volunteer-based organization or community group. Wipros HR solution involves end to end Recruitment Process Outsourcing (RPO) model enveloping sourcing to position closure activities. Wipros on-site and off-shore campus recruitment supports clients in US, India, UK, Switzerland, Hong-Kong & Singapore. They work with campus placement coordinators to source and pre-screen candidates based on required skills. They help clients on project hiring drives, job fairs, mapping competing organizations, researching niche job boards etc. Wipro monitors operational metrics, such as, number of candidates sourced, source to interview ratio, interview to offer ratio, offer to join ratio, as well as business metrics like, average time to hire, cost per hire etc. RPO includes: Requisition development with hiring management Identification and implementation of sourcing strategy Employment brand development Advertising strategy development Screening Interview scheduling Requisition management Offer management process Staffing operations reporting Workforce planning Staffing department budgeting Background check Applicant tracking Employee on-boarding
Sources of Recruiting
External recruitment is the process of attracting and selecting employees from outside the organization. Internal Sources Promotions & Transfers Job Posting Employee Referrals
External Sources Advertisement Employment Agencies On Campus Recruitment Employment Exchanges Education & training institutes
Selection Process Wipro recruit 40% employees from campus recruitment. It also does recruitment through Online Placement. Wipros selection process consists of three rounds. Round 1: Written test Verbal : Set of questionnaire is given which carries questions mainly related to English grammar, which test the WRT skills of the candidate. Aptitude : Set of questionnaire which includes Logical reasoning, mathematical, analytical questions. Technical : Set of questionnaire related to basic technical concepts of computer softwares, programming fundamental , hardware. Test is conducted to test the technical skills of the candidate.
Round 2 : Technical Interview This is the stage where major elimination takes place. Candidates are tested upon their basic technical skills in order to clear this round. The interview question is purely based upon the main subjects which they have learned.(Is not applicable for BPO) Round 3: HR Interview This round is basically an easy round. Here the candidates are tested upon their communication skill and vocabulary. The candidates are asked simple questions like explaining about self, their strength and weaknesses, their expectations from the organization etc. Round 4 : Ops Round In this round the Operations manager tests the candidate by asking scenario based questions based upon day to day situations. It generally sees how the candidate can react to various problems faced in an organization. It is generally a difficult round much compared to the HR interview. Round 5 : Placement
After the candidate has gone through all the above stages he/she is given the offer letter. Negotiation is done on the salary.
Training:
Its is a systemeatic process of providing employees with competencies that is KSA required to do their current job. Training & Development of individuals is a key focus area at Wipro. The training designs are made using Six Sigma model to ensure effictiveness. Talent Transformation has a mandate to provide technical & business 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.
Identity Training Requirements Define Learning Goals & Objectives Review By Stakeholders Conceptualize Training Program Pilot Training Content Develop Training Content Rollout Training Content
Process Training:
Process training is a type of training given to the employee which can be then implemented in day to day operations of the business. It is a main part of organizations overall change management plan. Wipro concentrates mainly in the field of HR, Quality, Operations, Payroll, Recruitment etc. The various components are : Analyze Analyze the type of training which is to be given to the trainee which benefits the organization. The best suited training module for business unit is made. Inform The trainee is informed about what type of training he/she is going to undergo which helps both the trainer to train and the trainee to learn faster. Involve - In this part the trainee, trainer and operations work hand in hand to make the training program success. Support The trainer supports trainee in On Job Training (OJT) while on the operations floor till the trainee certified.
Development
Wipro has successfully contributed in nurturing certain qualities in the employees which are needed in the corporate world. One of such qualities Wipro focuses on is the leadership quality which they started early in year 1992 in the form of Wipro Leaders Quality Survey. According to this survey Wipro has identified 8 Leadership
Qualities based on Wipro vision, values and business strategy. A 360-degree survey process is used to identify the competencies and help leaders to develop these qualities. Based upon the feedback collected from the respondents, each leader draws a Personal Development Plan (PDP).
Early Oppurtunities
Wipro Leader
Promotions:
Promotion may be an employee's reward for good performance. Before a company promotes
an employee to a particular position it ensures that the person is able to handle the added responsibilities. The promotion process has few steps to it: Eligibility Written Test Interview
Eligibility: There are eligibility criterias set for every application to any designation, the most common criterias are 18 months to be completed in the current role, No unapproved leave in last 6 months, the performance should be above average, should not be part of bottom performers. Written Test: Once the criterias met an employee can apply for the IJP(Internal Job Posting) test. In these test analytical skills of the employee is tested. Interview: The top 20% scorers are short-listed for the interview process. This interview are based on scenario driven cases mostly which will be faced by one in the next job role if promoted.
Transfers:
A Transfer is a horizontal or lateral movement of an employee from one job, section, department, shift, plant or position to another at the same or another place where his salary , status and responsibility are the same or may be vary. Generally does not involve a promotion, demotion or a change in job status other than movement from one job or place to another. Transfer Purpose To satisfy needs of an organization To meet employees own needs To utilize workforce To increase versatility of employees To provide relief
Job description and job specification are necessary for successful transfer policy. A good transfer policy consists of : Indicate the reason of transfer Decide rate of pay to be provided to the transferee Transfer letter should be provided in writing Not to be made frequent and not for the sake of transfer only
Amity University
Submitted by
Akash Bhatte S.Sujit Shams Ansari Ankita Rajnikant
MBA 1st year
Amity University
CERTIFICATE
This is to certify that Akash Bhatt, S.Sujit, Shams Anshari Ankita, Rajnikant Bonafide students for M.B.A program have successfully completed the HRM project in Human Resource Management During the acadimic year 2010-2011.