Leadership lessions from Mother

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

Three Tips for Motivating Your Customer Service Team

Three Tips for Motivating Your Customer Service Team Scripting exactly what customer service employees should do in every situation drains the initiative out of even the most highly motivated workers ! But when you set up a system that enables you to trust your employees to exercise their own judgment and learn from their experience, they may well deliver a far better customer experience. (1) Establish guardrails ! People handling calls should understand where they have latitude and where they don’t. Within those guardrails, your team should be free to exercise judgment. (2) Seek feedback. Ask customers for feedback after each transaction. Circulate the comments to team leaders so they can see where they’re succeeding, where they still have work to do, and what, specifically, your customers point out. (3)Coaching and support. Free your supervisors and experienced customer care professionals from some tasks so they can devote time to coach

Create a Work Environment That Encourages Employee Engagement

Create a Work Environment That Encourages Employee Engagement Your Managers Are Key When You Want Engaged Employees BY SUSAN M. HEATHFIELD Does your workplace encourage employee engagement? Probably not. But, it should. It's a powerful factor in your business success. Engaged employees are more productive, customer-focused, and profit-generating and employers are more likely to retain them. According to the Gallup organization, employee engagement is a necessary strategy for companies that want to succeed in the marketplace. Employee engagement is not a Human Resources initiative that managers are reminded to do once a year. It's a key strategic initiative that drives employee performance, accomplishment, and continuous improvement all year long. It's the outcome from how your organization interacts with people to drive business results. Just as organizations cannot create employee empowerment, employee motivation, or employee satisfactio

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