INTRODUCTION

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

Azim.H.Premji Chairman Wipro Limited Executive Directors Girish S Paranjpe

 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

Strategic HRM Issues & Organizational Changes

Strategic Issues of HRM :

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.

Organizational changes HRM :

HR IS DIVIDED INTO TED TT SEED TND EAG RMACCOBC SOURCING

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.

TED (TALENT ENGAGEMENT AND DEVELOPMENT)- This function

of 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. SEED (STUDY-EARN-ENROLL-DEVELOP)- As per the name of the team it deals in education of the employee while they are working with the organization. It says Study while you are earning. So, enroll and develop you career for better future. WIPRO provides Its employees with number of courses like Bachelors degrees in various streams, Masters degree in various streams for e.g.

There are number of courses through the below universities:

AMITY UNIVERSITY SYMBOSIS ICFAI MANIPAL SIKKIM ANNAMALAI IATA MUMBAI UNIVERSITY APTECH INLINGUA

Steps to enroll and benefits:

Employee needs to fill up the application form online on SEED website for the particular course. Employee will get sponsor of 2 months basic salary for the course or the course fee if 2 months basic is more than the fees applicable. Employee starts up with course, few course classes are held within premises. Employee in duration of the course pays the 2 months salary amount back to company in installments. Once the course is successfully completed employee gets the entire course fees as bonus and are bared by organization.

EAG (EMPLOYEE ENGAGEMENT GROUP)-Employee engagement, also called

work engagement or worker engagement, is a business management concept. 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. EAG group takes yearly scheduled initiatives other than time to time programs such as: JOSH- It is an grand function which is held every year for a month long period. It has several activities like Dance competitions, Singing competitions, Fashion shows, ramp walks, online quiz, online Tambola, Friday DJ nights, Khana Khazana etc. wherein all wiproities participate.

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.

They concentrate on:

Product knowledge: To be the part of operations there is particular knowledge and skills required.

Communications: The increasing diversity of today's workforce brings a wide variety of

languages and customs.

Computer skills: Computer skills are becoming a necessity for conducting

administrative and office tasks.

Customer service: Increased competition in today's global marketplace makes it critical

that employees understand and meet the needs of customers.

RMAC-COBC (RISK MANAGEMENT AND CODE OF BUSINESS CONDUCT)-

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.

Objectives of Performance appraisal:

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.

Usual process of Performance appraisal is as per the figure below:

Establishing business standards

Communicating standards Measuring performance

Comparing with standards

Discussing results Decision making

WIPROs approach to performance appraisal:

At WIPRO Performance Appraisal is done on annual basis. The performance appraisal is based upon CONTRIBUTION and COMPETENCY. The performance appraisal at WIPRO is a 360 degree feedback and discussion. There are only few companies who follow this process. This process is an open book for employee and employer so that no discrepancy in future arise. The Performance appraisal is divided into 4 parts: 1. Performance Appraisal for Contribution to Function/Company: Here the company evaluates the monthly performance of an employee which is then consolidated to year performance. In the appraisal form the employee has to fill the details about the Goals that were to be achieved and what are the goals that are been achieved. This is then cross checked with the data that the management have with them and puts it into the bell curve. Once the percentage are plotted in the

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

LE 100 100 100 100 100

Points 90

Grade

Percentage

90 A+ 30 B 55 A 75

99% 74% 83% 90%

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

PMS approaches at different level across organization:

Looking at this model we will discuss upon the 4 activities involved in the Performance appraisal system at any level in the hierarchy. The same type of process is

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.

Model of HRM & HRP for Skill Management and Utility

HRM & HRP decisions are taken by the senior level managers.

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).

Wipro Leadership Development Model

Objective Setting Lifecycle leadership programme Competecy based Pefomance appraisal

Early Oppurtunities

Wipro Leader

WLQ 360 degree

HR Preview and Planning Meet Your people Program

CSS Customer inputs

Leadership Lifetime Program

Wipro has designed a training and development program to locate the competencies to specific roles. The different types of programs under this leadership lifetime program are : Entry Level Program (ELP) The program is mainly intended to develop managerial qualities in the employees. The employee force mainly consists of employees who are at junior levels or are new to the managerial field. New Leaders Program (NLP) Under this program training is given to develop potential, managerial qualities to those employees who have already taken leadership roles & responsibility. Wipro Leaders Program (WLP) This program is mainly to develop the existing qualities in employees in the middle level management with process, business development and project management responsibilities. Business Leaders Program (BLP) In this program people mainly senior leaders with business responsibility are trained up for revenue generation. It makes them aware of Profit & Loss responsibilities. It teaches how to maintain good relationship with clients, team building techniques and various performance management responsibilities. Strategic Leaders Program (SLP) The employees are mainly top level management people. It focuses on Vision, Values, Strategy, Global Thinking and Acting and Customer Focus. Wipro has tie ups with leading business schools of international repute to conduct this program for Wipro leaders.

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

Amity Global Business School Pune

Application of HRM in WIPrO

Human Resource Management

Submitted by
Akash Bhatte S.Sujit Shams Ansari Ankita Rajnikant
MBA 1st year

Amity University

Amity Global Business School

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.

Date: 15th nov.2010

Mrs. Priyanka Mittal (faculty )