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Human resource management

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HR PRACTICES OF WIPRO

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Human resource management

  1. 1. ASSIGNMENT OF HUMAN RESOURCE MANAGEMENT SUBMITTED TO: MRS NISHA AGGARWAL SUBMITTED BY: NAVNEET KAUR MBA(2nd semester) SSIMT DINANAGAR
  2. 2. CONTENT 1. Introduction to Wipro 2. HR practices in Wipro 3. Human resource planning Recruitment & Selection 4. Training & Development 5. PerformanceAppraisal 6. Promotion 7. Compensation 8. Employee structure 9. Benefits given to employee at Wipro Bibliography
  3. 3. INTRODUCTION TO WIPRO Wipro started as a vegetable oil company in 1947 from an old mill founded by Azim Premji's father. When his father died in 1966, Azim, a graduate in Electrical Engineering from Stanford University, took on the leadership of the company at the age 21. He repositioned it and transformed Wipro (Western India Vegetable Products Ltd) into a consumer goods company that produced hydrogenated cooking oils/fat company, laundry soap, wax and tin containers and later set up Wipro Fluid Power to manufacture hydraulic and pneumatic cylinders in 1975. At that time, it was valued at $2 million. In 1977, when IBM was asked to leave India, Wipro enteredthe informationtechnologysector.In1979, Wiprobegandevelopingitsowncomputers and in 1981, started selling the finished product. This was the first in a string of products that wouldmake Wiproone of India'sfirstcomputermakers.The companylicensedtechnologyfrom Sentinel Computersinthe UnitedStatesandbeganbuildingIndia's first mini-computers. Wipro hired managers who were computer savvy, and strong on business experience. In 1980 Wipro movedinsoftware developmentandstarteddevelopingcustomizedsoftware packagesfortheir hardware customers.ThisexpandedtheirITbusinessandsubsequentlyinventedthe first Indian 8086 chip. Since 1992, Wipro began to grow its roots off shore in United States and by 2000 Wipro Ltd ADRs were listed on the New York Stock Exchange. With over 25 years in the InformationTechnologybusiness, Wipro Technologies is the largest outsourced R & D Services providerandone of the pioneersinthe remote deliveryof ITservices.Beingaglobal provider of consulting, IT Services, outsourced R&D, infrastructure outsourcing and business process services,we delivertechnology-driven business solutions that meet the strategic objectives of our Global 2000 customers. Wipro today employs 96,000 people in over 50 countries. A career at Wipro means to learn and grow continuously, opportunities to work on the latest technologiesalongside the finestmindsinthe industry, competitive salaries, stock options and excellent benefits. HR PRACTICES IN WIPRO HUMAN RESOURCE PLANNING Planningisveryimportanttoour everydayactivities. Several definitions have been given by different writerswhatplanningisall about and its importance to achieving our objectives. It is amazing that this important part of HR is mostly ignored in HR in most organizations because those at the top do not knowthe value of HR planning.Organizations that do not plan for the future have fewer opportunities to survive the competitionahead.Thisarticle will discussthe importance of HRplanning;the six stepsof HR planningthatis:Forecasting; inventory, audit, HR Resource Plan; Actioning of Plan; Monitoring and Control.
  4. 4. DEFINITION OF HR PLANNING It is define asasystematicanalysisof HRneedsinorderto ensure thatcorrect numberof employees withthe necessaryskillsare available whentheyare required. HR Planninginvolvesgatheringof information,makingobjectives,andmakingdecisionstoenable the organizationachieve itsobjectives.Surprisingly,thisaspectof HRisone of the most neglectedinthe HR field.WhenHRPlanningisappliedproperlyinthe fieldof HRManagement,itwouldassisttoaddress the followingquestions: 1. How manystaff doesthe Organizationhave? 2. What type of employeesasfaras skillsandabilitiesdoesthe Companyhave? 3. How shouldthe Organizationbestutilize the availableresources? 4. How can the Companykeepitsemployees? Human Resource Planning(HRP) in WIPRO Wipro isthe firstPeople CapabilityMaturityModel (PCMM) Level 5,SEICapabilityMaturityModel (CMM) Level 5 and version1.1 of CMMi certifiedITServicesCompanyglobally.Wipro’speople processes are basedonthe currentbestpracticesinhumanresources,knowledge managementandorganization development,givingagreat focusto match changingbusinessneedswithdevelopmentof employee competencies. Human Resource Policies:-  ManpowerPlanning  Recruitment&Selection  Training& Development  Performance Appraisa  Promotion,Transfer&Demotion  AdministrationSection  Grievance Handling  Kaizensuggestion  Welfare Activities Human ResourcesOutsourcing: Wipro’sHR BusinessProcessOutsourcingthroughleadership Buildingtransformationledandtechnology enabledSharedServiceCentersPromoting enhanceduse of HR self-serviceinclientorganizationsExpandingthe HRBPO portfolio, geographicallyandfunctionallyEngagingwithmore transformational engagementsExpanding language services(Wroclaw,Shanghai,Cebu,andBucharest) ContinuouslyimprovingviaSix- Sigmaand LeaninitiativesLeveragingHRdomainskillsandprocessknowledge HRO Services SharedServices:Ourglobal service deliverymodel includesamix of local,regional andoffshore servicescoupledwithcaptive local andremote sharedservicescenters. HR ConsultingServices
  5. 5. We deliverbusinessprocessefficienciesthroughacombinationof processtransformation, outsourcing,andusage of technologyplatforms.These servicesincludeProcessHEATMAPPING, Gap Analysis,Performance MetricAnalysis&Benchmarking,ProcessControlsReviewandRisk Management,ImprovementbenefitsummaryandRoadmapDesign,BusinessCase Development,ProcessConsolidation,Change Management,etc . HR Transformation: This isa plannedexecutionof completelychangingthe wayHRis organizedandthe way servicesare deliveredtoHRcustomers.These changesincludeinternal transformations,Broad HR Outsourcingor PointSolutionOutsourcing.Thishelpsemployersreduce costs,free up resourcestofocuson strategyand businesscustomers,andtoimprove service. RECRUITMENT & SELECTION Recruitmentreferstothe processof screening,andselectingqualifiedpeople forajobat an organizationorfirm,or fora vacancy ina volunteer-basedorganizationorcommunitygroup.While generalistmanagersoradministratorscanundertake some componentsof the recruitmentprocess, mid- andlarge-size organizationsandcompaniesoftenretainprofessional recruitersoroutsource some of the processto recruitmentagencies.External recruitmentisthe processof attractingandselecting employeesfromoutsidethe organization. A. Internal Sources:- .PromotionsandTransfer.Jobpostings.Employee Referrals B. External Sources:- .Advertisement.EmploymentAgencies.OncampusRecruitment. Employment exchanges.Educationandtraininginstitute WIPRO recruitment process: There was3 selectionprocessesinWIPRO:- 1. APTITUDE TEST 2. TECHNICALINTERVIEW 3. HR INTERVIEW ABOUT APTITUDE TEST:- Total no of question:50 Marks: 50 (eachquestioncarrying1 marks ) Time duration:60 minutesSection: 1) VERBAL(20 QUESTION) 2) QUANTITATIVE(20 QUESTION) 3) TECHNICAL(10 QUESTION) There was sectional cut-off ,questionpaperwasnotverymuchtough.There was no negative marking Round 1: Writtentest 1. Verbal:This sectionwill have 15questionsrelatedtosynonyms,antonyms,Analogies,SC, Prepositionsandreadingcomprehension. 2. Aptitude:Thissectionwill have 15 questionsrelatedtoaptitude topicslike Time &Work,Time & Distance,BloodRelations,SeriesCompletion,Puzzles,Calendars,Clocks,Percentages,Ratio proportions,Ages,PipesandCisternsetc.
  6. 6. 3. Technical:Thissectionwill have 20 questionsrelatedtobasictechnical conceptsfromC,C++, Java,Linux,UNIX,DBMS, SQL, Programmingfundamentals,Hardware,Software Engineering,and Micro Processorsetc.Candidatesare informedtobrushuptheirtechnical skills whichwere covered intheirregularacademiccurriculum. Round 2: Technical InterviewThisisamajoreliminationround.Candidatesshouldbe thorough withtheirbasictechnical skillstoclearthisround.Candidatesare here byinformedtobe prepared withtheircore subjects.Technical test(networks,OS,basiccomputation) Round 3:HR Interview CandidatescanexpectbasicHR interview questionslikeTell me aboutyour self,WhyshouldIhire you,WhyonlyWIPRO,What is SIXsigmalevel.Candidateswill be testedin theircommunicationandvocabularyduringtechnical andHR interviews. HR InterviewQuestionsforWipro 1. What isthe difference betweenPCRandCAP? 2. How do yourun payroll? 3. Howdo you correct payroll? 4. If I want to include some more wage types,saybonusfromtoday.How shouldIdo that? 5. What ismeantby payroll area?What are the usesof payroll area? 6. What ismeantby a control record? 7. What is meantby retroactive accounting? 8. How do youcreate customizedITs? Whatisthe no. range for customerspecificITs? 9. What are data types?Howmanydata typesexist?Whatare they?Where do youconfigure them? 10. What is a countingrule? Round 4: PlacementUponJoining,the incumbentshall be givenanemployee code numberby Manager(HR) and he shall fill upthe joiningformsandshall submitthe same tothe Manager(HR) for furthercourse of action.Final HR - justa formality(Theywill explainyouthe salarystructure etc.) Wiprorecruit40% employeesfromcampusrecruitment.Anotherpopularsource forWipro’s Recruitmentisthe Online PlacementthroughNSR(National Skill Registry). Selectionisthe processof puttingrightmenonrightjob.It isa procedure of matching organizational requirementswiththe skills andqualificationsof people.Effective selectioncanbe done onlywhenthere iseffectivematching.Byselectingbestcandidateforthe requiredjob,the organizationwill getqualityperformance of employees.Moreover,organizationwillface lessof absenteeismandemployeeturnoverproblems.Byselectingrightcandidate forthe requiredjob, organizationwill alsosave timeandmoney.Properscreeningof candidatestakesplace during selectionprocedure.Allthe potential candidateswhoapplyforthe givenjobare tested The Employee selectionProcesstakesplace infollowingorder- 1. PreliminaryInterviews- Itisusedto eliminate those candidateswhodonotmeetthe minimum eligibilitycriterialaiddownbythe organization.The skills,academicand familybackground, competenciesandinterestsof the candidate are examinedduringpreliminaryinterview. Preliminaryinterviewsare lessformalizedandplannedthanthe final interviews.The candidatesare
  7. 7. givena brief upaboutthe companyand the job profile;anditisalsoexaminedhow muchthe candidate knowsaboutthe company.Preliminaryinterviewsare alsocalledscreeninginterviews. 2. Applicationblanks- The candidateswhoclearthe preliminaryinterview are requiredtofill applicationblank.Itcontainsdatarecordof the candidatessuchas detailsaboutage,qualifications, reasonfor leavingpreviousjob,experience,etc. 3. WrittenTests- Variouswrittentestsconductedduringselectionprocedure are aptitude test, intelligence test,reasoningtest,personalitytest,etc.These testsare usedtoobjectivelyassessthe potential candidate.Theyshouldnotbe biased. 4. EmploymentInterviews- Itisa one to one interactionbetweenthe interviewerandthe potential candidate.Itisusedto findwhetherthe candidate isbestsuitedforthe requiredjobornot.But such interviewsconsumetime andmoneyboth.Moreoverthe competenciesof the candidate cannot be judged.Suchinterviewsmaybe biasedattimes.Suchinterviewsshouldbe conducted properly.Nodistractionsshouldbe there inroom.There shouldbe anhonestcommunication betweencandidateandinterviewer. 5. Medical examination- Medical testsare conductedtoensure physical fitnessof the potential employee.Itwill decrease chances of employee absenteeism. 6. AppointmentLetter- A reference checkismade aboutthe candidate selectedandthenfinallyhe isappointedbygivingaformal appointmentletter TRAINING & DEVELOPMENT  The term trainingreferstothe acquisitionof knowledge,skills,andcompetenciesasa resultof the teachingof vocational orpractical skillsandknowledge thatrelate tospecificuseful competencies.  Training& Developmentof individualsisakeyfocusareaat Wipro.OurTalentTransformation Divisionhandlesthis.Forthose withlessthanone yearof experienceawell-structuredinduction trainingprogramis conducted.Thiswill coverall aspectsof software developmentskillsthatare required.
  8. 8.  As a PCMM Level 5 organization,there isalsohighfocusonCompetencyDevelopment. Talent Transformationhasa mandate to provide technical &businessskilltrainingbasedonthe departmental anddivisionalneed.All employeesare eligible totake trainingbasedonthe competencygapidentifiedorProject need.  In additiontoclassroom trainingone cantake e-Learningwithoutwaitingforclassroom training.  Compliance andRegulatorytrainingisanimportantaspectintoday’sregulated environment and isoftenimplementedaspartof corporate initiatives.Alllarge companieshave mandatory trainingsbe itinthe fieldof Environment,Health&Safety,Ethics,RiskManagement,Finance, Law, etc  RapidLearning:- AtWipro,we know how critical time isfor fulfillingtrainingneedsandhence we have developed competencyinthe areaof RapidLearning.Anemergingformof content development,RapidLearninghelpstodevelopcontentinashortspan of time usingvarious tools;the contentdeliverycanbe both synchronousaswell asasynchronous.Wiprohas strategicpartnershipswithleadingtechnologyproviderstohelpyouchoose the tool thatsuits your requirementbest.Basedonresearchconductedinthisarea,RapidContentDevelopment can be usedforany of the followingcontentareas:  Critical Training– whenthe trainingrequirementiscritical andmustbe addressedimmediately. Minor change – whenthe difference betweenwhatisknownandwhatisnew isminimal Short shelf life–whenthe contentinquestionhasa veryshortshelf life Frequentupdates –whenthe contentneedstobe update frequently. ProcessTraining:- Large enterpriseskeepupdatingtheirprocessestoimprove the efficaciesof theirsystems.Businessprocesstrainingistypicallyapart of any organization’soverall change managementplan.WiproprovidesProcessTraininginseveral fieldsincludingHR,Quality, Operation,Payroll,Recruitment,andmore.Fora meaningful transitionof the process,quality trainingisextremelycritical.Understandingthe complexities involvedinrollingoutthese processtrainings,we bringyouquicksolutionsthathelpdelivereffectivetrainingforyour organization. The componentsof processtrainingare: 1. Analyze 2.Inform3. Involve 4.Support Development Wipro Leaders’QualitiesSurvey,whichstartedin1992, isone of our oldestleadership developmentinitiatives.Ithassuccessfullycontributedinourendeavortonurture topclass businessleadersinWipro.We have 8 WiproLeadershipQualities,whichare basedon Wiprovision, valuesandbusinessstrategy.Inordertoidentifyandhelpleadersdevelop these competencieswe adopta360-degree surveyprocess.Thisisanend-to-endprogram, whichstarts withthe obtainingof feedbackfromrelevantrespondentsandendswitheach leaderdrawingupa Personal DevelopmentPlan(PDP) basedonthe feedbackreceived.The PDP isdevelopedthrough“Windsof Change”whichisaseven-stepprogramthathelpsin identifyingstrengthsandimprovementareas,anddeterminingthe actionsteps. PERFORMANCE APPRAISAL Performance appraisal isamethodbywhichthe jobperformance of an employee is evaluatedintermsof quality,quantity,costandtime.Performance appraisalsare regular reviewsof employeeperformance withinorganizations.
  9. 9. Aimsof a performance appraisal:- Give feedbackonperformance toemployees. Identifyemployee trainingneeds. Documentcriteriausedtoallocate organizational rewards. Forma basisfor personnel decisions:salaryincreases,promotions, disciplinary actions,etc. Provide the opportunityfororganizational diagnosisanddevelopment. Facilitate communicationbetweenemployeeandadministrator. Validate selection techniquesandhumanresource policiestomeetfederal Equal EmploymentOpportunity requirements. Wipro’ssolutionaimsatstrategicvalue deliveryinthe leastpossibletime incorporatingrichfunctional features,aidedbysmoothworkflow,notification, authorization,etc. Alignemployeeobjectivestothe businessgoals.Enable strategic Performance ManagementthroughManagementbyObjectives(MBO) Measure and Assessemployeeperformance periodicallyandprovide feedbackand supporttoachieve quantitative,qualitativeandprocesstargets Evaluate andtrack Hi-Performance and achieversbasedonCompetencydriven practices. Enable onlineRewardandRecognition Performance Appraisal. APPRAISAL SYSTEM :-  Are your people developingandperformingasfastas your businessmoves?  Are you measuringthe pace of yourpeople andtrackingit? In orderto answeryour Performance relatedquestions,Wiprooffersanintegratedend- toendPerformance ManagementSolution.Thissolutionisbasedonglobal people processesdrawnfrombestpracticesandhelpsorganizationsstreamline theirperformance evaluationprocesses. Wipro’se-Performance Managementsolutionnotonlyhelpsyouestablishthe best practicesinPerformance Management,like 360degree appraisal,MBO,etc,but enables reducedPerformance Managementcycle time withoutcompromisingonthe subprocesses whichare socritical to your HR values,like WorkPlanningConference,WorkPlan establishment,DevelopmentplansandObjectivesetting,InterimReview,Overall evaluation,detectingPerformance deficiencies,Tracking,DocumentationandArchiving. Once reviewedbyHRdept.Assistant(HR) updatesthe recordsforeachemployee’sscore in the database. PROMOTION “Higheryou go. Heavier you get” A promotionisthe advancementof anemployee'srankorpositioninanorganizational hierarchy system.Promotionmaybe anemployee'srewardforgoodperformance i.e. positive appraisal.Beforeacompanypromotesanemployee toaparticularpositionit ensuresthatthe personisable to handle the addedresponsibilitiesbyscreeningthe employeewithinterviewsandtestsandgivingthemtrainingoron-the-jobexperience.As perGuidelinesforsupervisoryemployees’promotion/upgradation,applicable tothe presentyear,Manager(HR) preparesthe listof eligibleemployees.Simultaneously,V P(HR) alsoasks forrecommendationsfromHODs.A comprehensivelististhenpreparedby Manager (HR) and submittedtothe EPPPwhichisannouncedbythe Site President,for Executive andManagerfamily,andbythe Group President(MSD),forLeaderFamily
  10. 10. Bases Of Promotion:- 1. Seniority:- Senioritysimplydependsuponhow longthe employeesisdoingjobwiththe company.The lengthof service andtalentare bothinterrelatedwitheachother.Itisbased on the traditionof respectforolderpeople.Itcreatesa sense of securityamongemployees and avoidsconflictarisingfrompromotiondecision. 2. Merit:- Meritimpliesthe knowledge,skillandperformance recordsof anemployee.It helpstomotivate competentemployeetoworkhardand acquire new skills.Ithelpsto attract and retainyoungand promisingemployeesinthe organization.Onthe above basis, promotionof employeesisdone inWipro.Wiproalsopromptemployeebyconducting differentcase studiesondifferentaspectsof InformationTechnology.WorkingatWiprois verycomparative &to get promotionrequiredsmartworkandprojection. COMPENSATION Compensationisasystematicapproachtoprovidingmonetaryvalue toemployeesin exchange forworkperformed.Compensationmayachieveseveral purposesassistingin recruitment,jobperformance,andjobsatisfaction. Wagesand salariesstructure isveryvital forthe retentionof the employeesasdue to stiff competition,if propersalaryisnotgiventhenthe employeeswill gotothose organization offeringhighersalaries.Jivraj TeaLtdis activelyinvolvedinretaininggoodmanpowerinthe organizationbyprovidingpropersalaryandincentive methods.Wiproruns50 officesin India.Ithas a branchoffice inUSA,Canada, Europe,Middle east,Africaetc. PAY SCALE OF EMPLOYEE AT WIPRO EMPLOYEE CLASS NO.OFEMPLOYEE SALARY PER MONTH A+ CLASS 128 120000 US $ A CLASS 1240 150000 B+ CLASS 33000 60000 B CLASS 22000 45000 TECHNICIAN 4000 35000 ZERO LEVEL 3440 10000 EMPLOYEE WELFARE Accordingto the Oxforddictionary,employee welfare orlabourwelfare means“the efforts to make life worthlivingforworkmen.”LabourWelfare meansanythingdone forthe comfortand improvement,intellectual orsocial,of the employeesoverandgovernmental, whichisnot a necessityof the industry . Welfare Activities:- Education:- Wiprohas its owninstitute,where the educationis giventothe employees’childrenabsolutelyfree.The school hasclassesfromJR.kg to class- XIIIn Englishmedium.Free transportationfacilityisalsoprovidedtothem. Medical – Company’sphilosophyis“Nobodyshoulddie withoutfund”.Companybelieves itsresponsibilitytowardshealthservicestoprovidetothe employeesgobeyondthe statutoryprovision.Beingthe petrochemical industry andsome of theirprocessare
  11. 11. considered“Hazardous”.Companyrecognizesthe importance of goodoccupational health services.Therefore,atthe manufacturingsites,theyhave well equipped,full fledged medical centre,whichare mannedroundthe clock. Housing –Companyhas it’sowntownshipatdifferentlocationinBangalore.If house is available,the newemployeesare allottedthe house otherwisethe companycanalsohire house.All the maintenance inhousesprovidedtoemployeesbycompanyisdone by the company. Canteen– The companygivescanteenfacilityunderwhichfoodisprovidedtothe employeesbutitisnotcompulsoryforthem.Theygetthe allowance intheirsalary.The Contract Cell atWipro invitestendersandthe Contractcell signsdetailedagreementwith the contractor. The operationof the canteenisgivenonthe contract. Employee Welfare Sports - To motivate the employeesof the companyorganizesdifferentsportstournaments i.e.Cricket,Volleyball,Table Tennis,BadmintonEtc. Recreationactivities- For the recreationof the employee,companyorganizedgetsto gatheronce ina year withtheirfamilyandalsoarrangedshortdistance picnic.Forpicnic theygetRs. 100/- and free transportationonce inayear. Club membership- The purpose of the club membershipistomeetthe othermembersof the industrial communityandinteractwiththemforrelationpersonnel leisure.Thisfacility isprovidedonlytothe SMC and above. Insurance Policy –Wipro providespersonalaccidentinsurance policyof Rs100000 for employees.Premiumof the companyishalf paybyemployee andotherwillpaybyWipro. BENEFITS GIVENTO THE EMPLOYEE IN WIPRO WingsWithin You alsohave access to variousjobopportunitieswithinWiproitself.Thiswouldenable you to pursue careersof your choice inthe Organization.Yourcareerat Wipro iswhat youmake of it.It isa tool that givesyouflexibilitytoapplyforthe jobof your choice andmap your owncareer.VeryfeworganisationscanmatchWipro'scapability toofferthe kindof flexibilityandopportunitytopursue multiplecareersandunhinderedgrowth,whileyou continue toworkin the same organisation. WiproLeaders Program We not onlygroomyour technical talentsbutalsobringoutthe leaderinyou. Our LeadershipProgramgearsyouup to take on the challenge forsuccessfullyheadinglarge and strongteams.The program isdesignedtoidentifythe specificactionsandattitudesthat constitute the Wiproleader'squalities.Itexamineshow eachmanager ratesagainstthese qualities,provideanunderstandingof how the requiredskillsandcompetenciescanbe developedandplanwhateachindividualcandoto strengthenhisorher leadership qualities.
  12. 12. Recognition Your hard work andcontributionnevergounnoticedatWipro.The size we have grownto and the diversityof people hasgivenrise foraneedtointroduce awards.Ateverystepof successthere isan award awaitingyou.The challengeswe encounter,motivatesusto accomplishgreaterfeatsandthe comfortsof rewardsand recognitioncomesasa package Long ServicesAward We at Wipro take pride inour longservingcolleagues.Theyare a majorforce behindour success.We recognize theircontributionthroughacomprehensive rewardprogramme - Schemesinclude holidaypackageswithspecialfacilities. Benefits The governingtheme inourorganizationisthe well beingof employees.The benefitswe offerthemare on par withthe bestavailable.OurCompensationpackage isamongthe best inthe industryanditis aimedatretainingexistingtalent.The package catersto all positions across Wipro.A rewardforeach positionisbasedonperformance,potential,criticalityand marketvalue.We have a comprehensive medical assistance programthatcoversthe whole gamut of medical expensesyouandyourfamilyincur. BIBLIOGRAPHY  www.wipro.com  www.wipro.in  www.wipro.net

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