HUMAN RESOURCE PLANNING AT WIPRO

HUMAN RESOURCE PLANNING AT WIPRO

Overview of Wipro

Wipro started  as vegetable oil company in 1947 Azim Premji, a graduate in Electrical Engineering from Stanford University, at the age 21, repositioned and transformed Wipro (Western India Vegetable Products Ltd) into a consumer goods company Producing hydrogenated cooking oils, laundry soap, wax and tin containers.

• 1975 - Wipro Fluid Power to manufacture hydraulic and pneumatic cylinders. At that time, it was valued at $2 million.
• 1977 - Entry into information technology sector.
• 1979 - developing its own computers
• 1981 - selling the finished product.
• 1980 - moved in software development
• 2000 - Wipro Ltd ADRs were listed on the New  York Stock Exchange.

Employs more than 1,00,000 people in over 50 countries. A career at Wipro means to learn and grow continuously, opportunities to work on the latest technologies alongside the finest minds in the industry, competitive salaries, stock options and excellent benefits.

 Human Resource Planning 

          The basic purpose of having a manpower plan is to have accurate estimate of required manpower with matching skills requirements. The main objectives are:

Forecast manpower requirements.

• Cope with changes – environment, economic, organizational.
• Use existing manpower productively.
• Promote employees in a systematic way.

Capability Maturity Model (CMM)

Wipro is the first People Capability Maturity Model (PCMM) Level 5, SEI Capability Maturity Model (CMM) Level 5 and version 1.1 of CMMi certified IT Services Company globally.

Wipro’s people processes are based on the current best practices in

• human resources,
• knowledge management
• organization development.

SIX SIGMA

91% of the projects  are completed on schedule, mush above the industry average of 55% Six Sigma at Wipro simply means a measure of quality that strives for near perfection. It is  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)       Have products and services meet global benchmarks

(ii)      Ensure robust processes within the organization

(iii)     Consistently meet and exceed customer expectations

(iv)       Make Quality a culture within.

Model Of HRP System

Human Resource Policies

• Manpower Planning
• Recruitment & Selection
• Training & Development
• Performance Appraisal
• Promotion, Transfer, & Demotion
• Administration Section
• Grievance Handling
• Kaizen suggestion
• Welfare Activities

WIPRO recruitment process.

Round 1 : Written test

Verbal: synonyms, antonyms, Analogies, SC, Prepositions and reading comprehension.

Aptitude: Time & Work, Time & Distance, Blood Relations, Series Completion, Puzzles, Calendars, Clocks, Percentages, Ratio proportions, Ages, Pipes and Cisterns etc.

Technical: C, C++, Java, Linux, UNIX, DBMS, SQL, Programming fundamentals, Hardware, Software Engineering, Micro Processors etc. Candidates are informed to brush up their technical skills which were covered in their regular academic curriculum.

Recruitment process Cont.,

Round 2: Technical Interview

          This is 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.

Round 3: HR Interview

          Candidates can expect basic HR interview questions like Tell me about your self, Why should I hire you, Why only WIPRO, What is SIX sigma level. Candidates will be tested in their communication and vocabulary during technical and HR interviews.

Round 4: Placement

                   Upon Joining, the incumbent shall be given an employee code number by  Manager(HR) and he shall fill up the joining forms and shall submit the same to the Manager(HR) for further course of action. Wipro recruit 40% employees from campus recruitment. Another popular source for Wipro’s Recruitment is the Online Placement through NSR (National Skill Registry).

Training

Induction training

e-Learning  Training

Compliance and Regulatory training

Rapid Learning :-

v Critical Training – when the training requirement is critical and must be addressed immediately

v  Minor change – when the difference between what is known and what is new is minimal

v Short shelf life – when the content in question has a very short shelf life

v Frequent updates – when the content needs to be updated frequently.

Process Training :-

v Analyze

v Inform

v Involve

v Support

The Leadership Development Framework

Wipro has developed an approach for Life Cycle Stage Development Plan. Training and development programs at various stages have been designed by mapping the competencies to specific roles. Competencies specify the specific success behaviors at every role.

Custom Content Development Service

As a part of the Custom Content Development Service, Wipro provides innovative and affordable learning content solutions. This service is customized specially to meet your requirements and help you get a competitive edge. Wipro’s Custom Content Development Service goes through a rigorous development cycle to ensure Quality and Timely Delivery of the solution.

Custom Content Development 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 performance of an employee is evaluated in terms of quality, quantity, cost and time. Performance appraisals are regular reviews of employee performance within organizations.

v Aims of a performance appraisal :-

Ø  Give feedback on performance to employees.

Ø  Identify employee training needs.

Ø  Document criteria used to allocate organizational rewards.

Ø  Form a basis for personnel decisions: salary increases, promotions, disciplinary actions, etc.

Ø  Provide the opportunity for organizational diagnosis and development.

Ø  Facilitate communication between employee and administrator.

Ø  Validate selection techniques and human resource policies to meet federal Equal Employment Opportunity requirements.

Wipro’s solution aims at strategic value delivery in the least possible time incorporating rich functional features, aided by smooth workflow, notification, authorization, etc.

	Ø  Align employee objectives to the business goals. Enable strategic Performance Management through Management by Objectives (MBO)
	Ø  Measure and Assess employee performance periodically and provide feedback and support to achieve quantitative, qualitative and process targets
	Ø  Evaluate and track Hi-Performance and achievers based on Competency driven practices.
	Ø  Enable online Reward and Recognition.

Promotion & Transfers

“Higher you go. Heavier you get”

Bases Of Promotion

                   - Seniority 

                   -  Merit

Purposes of Transfers :-

1.   To satisfy needs of an organization

2.   To met employees own needs

3.   To utilize workforce

4.   To increase the versatility of employees

5.   To provide relief

6.   Transfers for maintenance of a tenure system

Transfer policy

Specifically clarify the type of transfers and the conditions under which these will be made;

Deciding the authorised person who may initiate and implement transfers

Indicate the basis of transfer

Decide the rate of pay to be given to the transferee

Intimate the fact of transfer to the person concerned well in advance

Be in writing and duly communicated to all concerned

Not be made frequent and not for the sake of transfer only.

Compensation

Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction.

          Wages and salaries structure is very vital for the retention of the employees as due to stiff competition, if proper salary is not given then the employees will go to those organization offering higher salaries. Jivraj Tea Ltd is actively involved in retaining good manpower in the organization by providing proper salary and incentive methods. Wipro runs 50 offices in India. It has a branch office in USA, Canada, Europe, Middle east, Africa etc

Information System

The management in the Jivraj Tea is quite friendly with the employees and they always try to satisfy the demands of the employees. The relationship between the management and the workers are quite cordial and if any dispute is there it is sorted out mutually.

Human Resources Information Systems (HRIS) is an integration of HRM and Information Systems (IS). HRIS or Human resource Information system helps HR managers perform HR functions in a more effective and systematic way using technology. It is the system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding an organization's human resources. A human resource information system.

Employee Welfare

1.    Education –                                                                        Wipro has its own institute, where the education is given to the employees’ children absolutely free. The school has classes from JR. kg to class-XII in English medium. Free transportation facility is also provided to them.

2.    Medical –                                                                          Company’s philosophy is “Nobody should die without fund”. Company believes its responsibility towards health services to provide to the employees go beyond the statutory provision. Being the petrochemical industry and some of their process are considered “Hazardous”. Company recognises the importance of good occupational health services. Therefore, at the manufacturing sites, they have well equipped, full fledged medical centre, which are manned round the clock.

3.    Housing –                                                                                 Company has it’s own township at different location in Bangalore. If house is available, the new employees are allotted the house otherwise the company can also hire 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 contract.

5.    Sports -                                                                           

        To motivate the employees of the company organises different sports tournaments i.e. Cricket, Volleyball, Table Tennis, Badminton Etc.

6.    Recreation activities -                                                                       For the recreation of the employee, company organized gets to gather once in a year with their family. And also arranged short distance picnic. For picnic they get Rs. 100/- and free transportation once in a year.

7.    Club membership -                                                                  

The purpose of the club membership is to meet the other members of the industrial community and interact with them for relation personnel leisure. This facility is provided only to the SMC and above.

8.    Insurance Policy – Wipro provides personal accident insurance policy of Rs 100000 for employees. Premium of the company is half pay by employee and other will pay by Wipro.