Overview Wipro started as a vegetable oil company in 1947 from an old millfounded by Azim Premji's father.

When his father died in 1966, Azim, agraduate in Electrical Engineering from Stanford U n i v e r s i t y , t o o k o n t h e leadership of the company at the age 21. He repositioned it and transformedWipro (Western India Vegetable Products Ltd) into a consumer goods c o m p a n y t h a t p r o d u c e d h y d r o g e n a t e d c o o k i n g oils/fat compan y, laundrys o a p , w a x a n d t i n c o n t a i n e r s a n d l a t e r s e t u p W i p r o F l u i d P o w e r t o manufacture hydraulic and pneumatic cylinders in 1975. At that time, it wasvalued at $2 million.I n 1977, when IBM was asked to leave India, Wipro e n t e r e d t h e information technology sector. In 1979, Wipro began d e v e l o p i n g i t s o w n computers and in 1981, started selling the finished product. This was the firstin a string of products that would make Wipro one of India's first computermakers. The company licensed technology from Sentinel Computers in theUnited States and began building India's first mini -computers. Wipro hiredmanagers who were computer savvy, and strong on business experience.In 1980 Wipro moved in software development and started developingcustomized software packages for their hardware customers. This expandedt h e i r I T b u s i n e s s a n d s u b s e q u e n t l y invented the first Indian 8086 chip. Since 1992, Wipro began to grow its roots off shore in United States and by2000 Wipro Ltd ADRs were listed on the New York Stock Exchange.W i t h o v e r 2 5 y e a r s i n t h e I n f o r m a t i o n T e c h n o l o g y b u s i n e s s , W i p r o Technologies is the largest outsourced R & D Services provider and one of the pioneers in the remote delivery of IT services. Being a global provider of c o n s u l t i n g , I T S e r v i c e s , o u t s o u r c e d R & D , i n f r a s t r u c t u r e o u t s o u r c i n g a n d business process services, we deliver technology-driven business solutions that meet the strategic objectives of our Global 2000 customers. Wipro todaye m p l o y s 9 6 , 0 0 0 p e o p l e i n o v e r 5 0 c o u n t r i e s . A c a r e e r a t W i p r o m e a n s t o learn and grow continuously, opportunities to work on the latest technologies 1

alongside the finest minds in the industry, competitive salaries, stock optionsand excellent benefits. Overview Wipros Chairman Azim H Premji, senior executives of W i p r o a n d external members who are global leaders & visionaries form the Wipro Boardwhich provides direction & guidance to the organization. Board of Directors Azim H Premji Chairman Wipro Limited Executive Directors Independent Directors

Girish S ParanjpeSuresh C SenapatySuresh Vaswani Ashok S GangulyWilliam Arthur OwensB C Prabhakar P M SinhaJagdish N Sheth Human Resource Planning

(HRP) Human resources planning is an important component of securingfuture operations. For sustainabilit y, plans must be made t o e n s u r e t h a t adequate resources are available and trained for all levels of an organization.A l t h o u g h p o l i c e o r g a n i z a t i o n s a r e s t r e t c h e d t o m e e t c u r r e n t s e r v i c e requirements, it is important that they also spend time to create plans to e n s u r e t h e r e w i l l b e o f f i c e r s t o f i l l f u t u r e p o s i t i o n s . T h e s e p l a n s m u s t b e 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 theworkforce but special consideration must be given for the leadership of eacho r g a n i z a t i o n . T h i s r e q u i r e s d e v e l o p i n g s p e c i a l i z e d s u c c e s s i o n plans for

identifying and grooming potential future leaders. The leader c a n d i d a t e s must receive management, leadership, and all relevant knowledge and skillstraining. Plans should also be created to leverage the knowledge of thoseleaving todays leadership roles so that future leaders are fully informed. S e c u r i n g f u t u r e p o l i c i n g o p e r a t i o n s r e q u i r e s c a r e f u l p l a n n i n g a n d a c l e a r implementation strategy. W h e n I look a t w h e re w e h a ve come , w h a t g i v e s m e t r e m e n d o u s satisfaction is not so much the success, but the fact that we achieved this success without compromising on the value we defined for ourselves. Valuescombined with a powerful vision can turbo-charge a company to sca le newheights and make it succeed beyond ones wildest expectations. Azim Premji

The basic purpose of having a manpower plan is to have a c c u r a t e estimate of required manpower with matching skills requirements. The mainobjectives are: Forecast manpower requirements. Cope with changes environment, economic, organizational. Use existing manpower productively. Promote employees in a systematic way. Human Resource Planning (HRP) Wipro is the first People Capability Maturity Model (PCMM) Level 5, SEICapability Maturity Model (CMM) Level 5 and version 1.1 of CMMi certified ITS e r v i c e s C o m p a n y g l o b a l l y . Wipros people processes are based on thecurrent best practices in human resources, knowledge management a n d organization development, giving a great focus to match changing businessneeds with development of employee competencies. Capability Maturity Model (CMM) 4 Wipro has expertise in Six-Sigma methodologies, which have been putin 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 h o w many defects you have in a process, you can systematically figureo u t h o w to eliminate them and get as close to zero defects a s possible. Six Sigma starts with the application of statistical methods fort r a n s l a t i n g i n f o r m a t i o n f r o m c u s t o m e r s i n t o s p e c i f i c a t i o n s f o r products or services being developed or produced. Six Sigma is the business strategy and a philosophy of one working smarter not harder. Human Resource Planning (HRP) Wipro is the first Indian company to adopt Six Sigma. Today, Wipro has one of the mostmature Six Sigma programs in the industry ensuring that 91% of the projects are completed on schedule, mush above the industry average of 55%. As the pioneers of Six Sigma inIndia, Wipro has already put around ten years into process improvementt h r o u g h S i x S i g m a . A l o n g t h e w a y , i t h a s s c a l e d S i x S i g m a l a d d e r , w h i l e helping to roll out over 1000

projects. The Six Sigma program spreads right a c r o s s v e r t i c a l s a n d i m p a c t s m u l t i p l e a r e a s s u c h a s p r o j e c t management, market development and resource utilization. 5 E v o l u t i o n o f S i x S i g m a a t W i p r o : Six Sigma at Wipro simply means a measure of quality that strives for near perfection. Itis an umbrella initiative covering all business units and divisions so that it could transform itself in a world class organization. At Wipro, it means:( i ) H a v e products and services meet global b e n c h m a r k s (ii)Ensure robust processes within the organization(iii)Consistently meet and exceed customer e x p e c t a t i o n s (iv) Make Quality a culture within. Human Resource Planning (HRP) As timely reviews play a very crucial role to judge the success o f a project. W ipro had to develop a team of experts for this purpose. The taskassigned was to see the timeliness, find out gap, week areas and to checkthe outcome as per the plan. Build the Culture: Implementation of Six Sigma required support from the higher level managers. It meantrestructuring of the organization to provide the infrastructure, training and the confidence in the process. Wipro had to build this culture and that took time in implementation. 6 Project selection: The first year of deployment was extremely difficult for Six Sigma success. They decidedt o select the project on the basis of high probability of their success a n d t a r g e t e d t o c o m p l e t e them in a short period to assess the success. These projects were treated as pilot projects with af o c u s t o l e a r n . F o r t h e s e l e c t i o n o f t h e r i g h t p r o j e c t t h e f i e l d d a t a w a s c o l l e c t e d , p r o c e s s m a p was developed and the importance of the project was judged from the eyes of customers. Training: After the set up, the first step of implementation was to build a team of professionals andtrain them for various stages of Six sigma. The training was spread in five phases: Defining,measuring, analyzing, improving and controlling the process and lastly increasing customer satisfaction. These phases consisted of statistics, bench marking and design of experiments. Tofind the right kind of people and train them was a difficult job. This motivated Wipro to starttheir own consultancy to train the people. Resources: It was difficult to identify resources that required for short-term basis and long-term basisas it varied from project to project. Wipro did it on the basis of seriousness and importance of the project. Human Resource Planning (HRP) Process of human resource planning at wipro is done by the top managementexecutives of HRD. They formulate the different polices in reference to theHuman Resource Planning. Model Of HRP System A. H u m a n R e s o u r c e P o c i l e i s: -

Manpower Planning Recruitment & Selection Training & Development 7 Recruitment refers to the process of screening, and s e l e c t i n g qualified people for a job at an o rganization or firm, or for a vacancy in av o l u n t e e r - b a s e d o r g a n i z a t i o n o r community group. While generalistmanagers or administrators can undertake some components of t h e recruitment process, mid- and large-size organizations and companies oftenr e t a i n profess i onal recrui t e rs o r out s ource s om e of t h e p r o c e s s t o recruitment agencies. External recruitment is the process of attracting and selecting employees from outside the organization. A. InternalSources: Promotions and Transfer Job postings Employee Referrals B. ExternalSources: Advertisement Employment Agencies On campus Recruitment Employment exchanges Education and training institute T h e e x c i t i n g w o r l d o f W i p r o T e c h n o l o g i e s , I n d i a i s l o o k i n g a t h i r i n g candidates with expertise in areas like Human Resource / Recruitment/ Training- F i n a n c e / A c c o u n t s / A u d i t i n g Marketing /Sales / BusinessDevelopment-Microsoft, Mainframe &Internet Technologies-Functional & DomainConsultant- C R M / S C M / E R P / J D E - E n t e r p r i s e Security - T e s t i n g S e r v i c e s - L e g a l / L a w -Wireless Services / SwitchingSystems-Independent Verification &Validation-Enterprise ApplicationIntegration (EAI)-Banking / Finance / Securities/ Insurance- T I S P Solutions OSS / BSS Recruitment

WIPROrecruitmentprocess:WIPRO recruitment process consists of three rounds. Round1:Writtentest 1. Verbal: This section will have 15 questions related to s y n o n y m s , antonyms, Analogies, SC, Prepositions and reading comprehension. 2. Aptitude: This sections will have 15 questions related to aptit udetopics like T i m e & W o r k , T i m e & D i s t a n c e , B l o o d R e l a t i o n s , S e r i e s Completion, Puzzles, Calendars, Clocks, Percentages, Ratio proportions,Ages, Pipes and Cisterns etc. 3. Technical: This section will have 20 questions related to basictechnical concepts from C, C++, Java, Linux, U N I X , D B M S , S Q L , Programming fundamentals, Hardware, Software Engineering, MicroP r o c e s s o r s e t c . C a n d i d a t e s a r e i n f o r m e d t o b r u s h u p t h e i r t e c h n i c a l skills which were covered in their regular academic curriculum. Round 2: Technical Interview This is a major elimination round. Candidates should be thorough witht h e i r b a s i c technical skills to clear this round. Candidates are here b y informed to be prepared with their core subjects. Round 3: HR Interview Candidates can expect basic HR interview questions like Tell me aboutyour self, Why should I hire you, Why only WIPRO, What is SIX sigma level. C a n d i d a t e s w i l l b e t e s t e d i n t h e i r c o m m u n i c a t i o n a n d v o c a b u l a r y d u r i n g technical and HR interviews. Round 4: Placement Upon Joining, the incumbent shall be given an employee code numberby Manager(HR) and he shall fill up the joining forms and shall submit thesame to the Manager(HR) for further course of action. Wipro recruit 40%employees from campus recruitment. Another popular source for Wipros Recruitment is the Online Placement through NSR (NationalSkill Registry). T r a i n i n g The term training refers to the acquisition of knowledge,skills, a n d competenciesas a result of the teaching of vocational or practical skills andknowledge 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 programis conducted. This will cover all aspects of software development skillsthat are required.

A s a P C M M L e v e l 5 o r g a n i z a t i o n , t h e r e i s a l s o h i g h f o c u s o n Competency Development. Talent Transformation has a mandate toprovide technical & business skill training based on the departmentaland divisional need. All employees are eligible to take training basedon the competency gap identified or Project need. In addition to class room training one can take e -Learning with o u t waiting for class room training. Compliance and Regulatory training is an important aspect in todaysregulated environment and is often implemented as part of corporateinitiatives. All large companies have mandatory trainings be it in the 10

field of Environment, Health & Safety, Ethics, RiskM a n a g e m e n t , Finance, Law, etc. WiproTrainingModelT r a i n i n g R a p d i L e a r n n i g : At Wipro, we know how critical time is for fulfilling training needs andh e n c e w e h a v e developed competency in the area of Rapid Learning. Anemerging form of content development, Rapid Learning helps to d e v e l o p content in a short span of time using various tools; the content delivery canb e b o t h s y n c h r o n o u s a s w e l l a s a s y n c h r o n o u s . W i p r o h a s s t r a t e g i c partnerships with leading technology providers to help you choose the toolthat suits your requirement best. Based on research conducted in this area, R a p i d C o n t e n t D e v e l o p m e n t c a n b e u s e d f o r a n y o f t h e f o l l o w i n g c o n t e n t areas: Critical Training when the training requirement is criticaland must be addressed immediately Minor change when the difference between what is knownand what is new is minimal Short shelf life w h e n t h e c o n t e n t i n q u e s t i o n h a s a v e r y short shelf life

Frequent updates when the content needs to be updated frequently. P r o c e s T r a n i n i g : - Large enterprises keep updating their processes to improve the efficacieso f their systems. Business process training is typically a p a r t o f a n y organizations overall change management plan. Wipro provides Process T r a i n i n g i n s e v e r a l f i e l d s i n c l u d i n g H R , Q u a l i t y , O p e r a t i o n , P a y r o l l , Recruitment, and more. For a meaningful transition of the process, qualityt r a i n i n g i s e x t r e m e l y c r i t i c a l . U n d e r s t a n d i n g t h e c o m p l e x i t i e s i n v o l v e d i n 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 . A n a l y z e 2 . I n f o r m 3 . I n v o l v e 4 . S u p p o r t Development Wipro Leaders Qualities Survey,which started in 1992, is one of our oldestl e a d e r s h i p development initiatives. It has successfully contributed in o u r endeavor to nurture top class business leaders in Wipro. We have 8 WiproLeadership Qualities, which are based on Wipro vision, value s and businessstrategy. In order to identify and help leaders develop these competencieswe adopt a 360-degree survey process. This is an end-to-end program, whichstarts with the obtaining of feedback from relevant respondents and endswith each leader drawi ng up a Personal Development Plan (PDP) based onthe feedback received. The PDP is developed through Winds of Change w h i c h i s a seven-step program that helps in identifying strengths a n d improvement areas, and determining the action steps. The Leadership Development Framework Leadership Lifecycle Programs Wipro has developed an approach for Life Cycle Stage Development Plan. Training and development programs at various stages have been designedby mapping the competencies to specific roles. Competencies specify thespecific success behaviors at every role. Entry-level program (ELP) - T h e p r o g r a m c o v e r s t h e j u n i o r management employees with the objective of developing managerial qualities in the employee. The target group is campus hires and lateralhires at junior level. New Leaders Program (NLP) - I t i s p o p u l a r l y k n o w n a s N L P a n d aims at developing potential people managers, who have taken such roles or are likely to get into those roles in the near future. Development Wipro Leaders Program (WLP) - This program is for middle level l e a d e r with people, process, business development and p r o j e c t 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 revenueg e n e r a t i o n ; a n d P r o f i t & Loss responsibilities. The program coverscommercial o r i e n t a t i o n , c l i e n t r e l a t i o n s h i p d e v e l o p m e n t , a n d t e a m building and performance management responsibilities among other things Custom Content Development As a part of the Custom Content Development Service, Wipro providesinnovative and affordable learning content solutions. This service iscustomized specially to meet your requirements and help you get acompetitive edge. Wipros Custom Content Development Service goesthrough a rigorous development cycle to ensure Quality and Timely Deliveryof the solution. Custom Content Development Service includes: Application Training Process Training Compliance and Regulatory Training Product Training Rapid Training Solutions Performance Appraisal Performance appraisal is a method by which the job performanceof anemployeei s e v a l u a t e d i n t e r m s o f quality,quantity,costandtime. Performance appraisals are regular reviews of employee performance withinorganizations. Aims of a performance appraisal: Give feedback on performance to employees. Identify employeetrainingneeds. Documentcriteria used to allocate organizationalrewards. Form a basis for personnel d e c i s i o n s : salaryincreases,promotions,disciplinary actions, etc. 14

 P r o v i d e t h e o p p o r t u n i t y f o r o r g a n i z a t i o n a l d i a g n o s i s a n d development. F a c i l i t a t e c o m m u n i c a t i o n b e t w e e n e m p l o y e e a n d administrator. Validate selection techniques and human resource policies t o m e e t f e d e r a l E qual Em pl o ym ent O p p o r t u n i t y requirements.W i p r o s s o l u t i o n a i m s a t s t r a t e g i c v a l u e d e l i v e r y i n t h e l e a s t possible time incorporating rich functional features, aided by smooth workflow, notification, authorization, etc. Align employee objectives to the business goals. Enable strategicPerformance Management through Management by Objectives(MBO) Measure and Assess employee performance periodically andprovide feedback and support to achieve quantitative, qualitativeand process targets Evaluate and track Hi-Performance and achievers based onCompetency driven practices. Enable online Reward and Recognition. Performance Appraisal A p p r a i s a l S y s t e m : Are your people developing and performing as fast as your business moves?Are you measuring the pace of your people and tracking it?In order to answer your Performance related questions, Wipro offers anintegrated end-to-end Performance Management Solution. This solution is b a s e d o n g l o b a l p e o p l e p r o c e s s e s d r a w n f r o m b e s t p r a c t i c e s a n d h e l p s organizations streamline their performance ev aluation processes Promotion Higher you go. Heavier you get A promotion is the advancement of an employee'srankorpositionin an organizationalhierarchysystem. Promotion may be an employee's rewardfor good performance i.e. positive appraisal. Before

a company promotes anemployee to a particular position it ensures that the person is able to handlethe added responsibilities by screening the employee with interviews andtests and giving them training or on-the-job experience.As per Guidelines for supervisory employees promotion/up gradation,a p p l i c a b l e t o t h e p r e s e n t y e a r , M a n a g e r (HR) prepares the list of eligible 16

employees. Simultaneously, V P (HR) also asks for recommendations fromHODs. A comprehensive list is then prepared by Manager (HR) and submittedt o t h e EPPP which is announced by the Site President, for Executive a n d Manager family, and by the Group President (MSD), for Leader Family. B a s e s O f P r o m o t i o n : 1. Seniority :Seniority simply depends upon how long the employees is doing job with the company. The length of service and talent areboth interrelated with each other. It is based on the tradition of r e s p e c t f o r o l d e r p e o p l e . I t c r e a t e s a s e n s e o f s e c u r i t y a m o n g employees and avoids conflict arising from promotion decision. 2. Merit :Merit implies the knowledge, skill and performance recordso f a n e m p l o y e e . I t h e l p s t o m o t i v a t e c o m p e t e n t e m p l o y e e t o work hard and acquire new skills. It helps to attract and retain young and promising employees in the organization.O n t h e above basis, promotion of employees is done in Wipro. Wipro a l s o prompt employee by conducting different case studies on different aspectsof Information Technology. Working at Wipro is very comparative & to getpromotion required smart work and projection. T r a n s f e r s Transfers are generally effected to build up a more satisfactory work team and To meet the Organizational requirement / Employees request thee m p l o y e e s h a s b e e n t r a n s f e r f r o m o n e a s s i g n e d j o b t o a n o t h e r o r o n e location to another location. A transfer is a horizontal or lateral movement of an employee from one job, section, department, shift, plant or position to another at the sameor another place where his salary, status and responsibility are the same or may be vary. Generally does not involve a

promotion, demotion or a changein job status other than movement from one job or place to another. P u r p o s e s o f T r a n s f e r s : -1 To satisfy needs of an organization To met employees own needs To utilize workforce To increase the versatility of employees To provide relief Transfers for the maintenance of a tenure systemEvery organisation should have a just and impartial policy which shouldb e k n o w n t o e a c h e m p l o y e e . T h e r e s p o n s i b i l i t y f o r effecting transfers isusually entrusted to an executive with power to prescribe the conditionsunder requests for transfers are to be a p p r o v e d . F o r s u c c e s s f u l t r a n s f e r policies, it is necessary to have a proper job description and job analysis. A good transfer policy should contain following. i.Specifically clarify the type of transfers and the conditions under w h i c h these will be made;ii.Deciding the authorised person who may initiate and implement transfersiii.Indicate the basis of transfer iv.Decide the rate of pay to be given to the transfereev.Intimate the fact of transfer to the person concerned well in advancevi.Be in writing and duly communicated to all concernedvii.Not be made frequent and not for the sake of transfer only. Compensation Compensation is a systematic approach to providing monetary value toe m p l o y e e s i n exchange for work performed. Compensation may achieve s e v e r a l purposes assisting in recruitment, job performance, a n d j o b satisfaction.W a g e s a n d s a l a r i e s s t r u c t u r e i s v e r y v i t a l f o r t h e r e t e n t i o n o f t h e 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 Ltdi s a c t i v e l y i n v o l v e d i n r e t a i n i n g g o o d m a n p o w e r i n t h e o r g a n i z a t i o n b y 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. 18 HRIS Objectives Human Resources Information Systems (HRIS) is an integration of HRMand Information Systems (IS). HRIS or Human resource Information systemhelps HR managers perform HR functions in a more effective and systematicway using technology. It is the system used to acquire, store, manipulate, 19 analyze, retrieve, and distribute pertinent information regarding anorganization's human resources.

A human resource information system (HRIS) is asystem used to acquire, store, manipulate, analyze, retrieve, and distribute pertinentinformation about an organization's human resources. Employee Welfare According to the Oxford dictionary, employee welfare or labour welfaremeans the efforts to make life worth living for workmen. Labour Welfaremeans anything done for the comfort and improvement, intellectual orsocial, of the employees over and governmental , which is not a necessity of the industry. W e a f l r A c v i t t i e : s 1. E d u c a o i t n Wiprohas its own institute, where the education is given to the employees children absolutely free. The school has classes from JR. kg to class-XIIin English medium. Free transportation facility is also provided to them. 2. Medical Companys philosophy is Nobody should die without f u n d . Company believes its responsibility towards health services to providet o t h e employees go beyond the statutory provision. Being t h e petrochemical industry and some of their process are considered H a z a r d o u s . C o m p a n y r e c o g n i s e s t h e i m p o r t a n c e o f g o o d occupational health services. Therefore, at the manufacturing sites, t h e y h a v e w e l l e q u i p p e d , f u l l f l e d g e d m e d i c a l c e n t r e , w h i c h a r e manned round the clock. 3. H o u n i s g C om pan y has i t s own t owns hi p at di ffer ent l o c a t i o n i n Bangalore. If house is available, the new employees are allotted thehouse otherwise the company can also hire house. All the maintenancein houses provided to employees by company is done by the company. 20

4.

Canteen
T h e c o m p a n y g i v e s c a n t e e n f a c i l i t y u n d e r w h i c h f o o d i s provided to the employees but it is not compulsory for them. They getthe allowance in their salary. The Contract Cell at Wipro invites tendersand the Contract cell signs detailed agreement with the contractor. Theoperation of the canteen is given on the contract. Employee Welfare 5. S p o s t r To motivate the employees of the company organises different sports tournaments i.e. Cricket, Volleyball, Table Tennis, Badminton Etc. 6. RecreationactivitiesF o r t h e r e c r e a t i o n o f t h e e m p l o y e e , c o m p a n y o r g a n i z e d gets to gather once in a year with their family. And also arranged shortdistance picnic. For picnic they get Rs. 100/- and free transportation once in a year. 7. ClubmembershipThe purpose of the club membership is to meet the o t h e r members of the industrial community and interact w i t h t h e m f o r relation personnel leisure. This facility is provided only to the SMC andabove. 8. InsurancePolicy Wipro provides personal accident insurance policyof Rs 100000 for employees. Premium of the company is half pay byemployee and other will pay by Wipro. 21

Referencew w w . w p i o r n . 2. w w w w .i k p i e d a i o . r g 3. Bangalore Tiger by Steve Hamm4.The Wipros Founder by N. k. Astana. 22