A MINI PROJECT ON HUMAN RESOURCE MANAGEMENT IN

WIPRO TECHNOLOGIES

Human resource management (HRM) is

the strategic and coherent approach to the management of an organization's most
valued assets - the people working there who individually and collectively
contribute to the achievement of the objectives of the business. The terms "human
resource management" and "human resources" (HR) have largely replaced the
term "personnel management" as a description of the processes involved in
managing people in organizations. In simple sense, HRM means employing
people, developing their resources, utilizing, maintaining and compensating their
services in tune with the job and organizational requirement.

INTRODUCTION:
Wipro Technologies is a global IT services company that provides
Consulting, Business Process Outsourcing, Business Technology Services,
Enterprise Application Services, Infrastructure Management, Testing, Product
Engineering, Engineering Design and Product Support. Our services are spread
across a range of strategic domains.

We are the first CMMi Level 5 certified software services company and
the first outside USA to receive the IEEE Software Process Award. However,
when Wipro was formed as a vegetable oil refining company in 1947 the dramatic
change in the company’s industry dynamics could only have been predicted
considering the fact that it was always reinventing itself.

Now, after three decades in the IT industry, backed with unmatched

technical expertise and insights, we have maintained the highest levels of
compliance and quality that go with the changing times and technologies. Our
knowledge investments are backed by years of R&D and have led to the creation
of labs and ‘Centers of Excellence’ that have produced innovative solutions.
ORGANIZATION CHART:

CHIEF EXECUTIVE
OFFICER

CHIEF OPERATION
CHIEF TECHNICAL CHIEF FINANCIAL
OFFICER/Joint CEO
OFFICER OFFICER
CEO

VICE PRESEIDENT VICE PRESIDENT

ASSOCIATE VICE
ASSOCIATE VICE PRESIDENT
PRESIDENT
CHIEF
CHIEF OPERATION
OPERATION /GROUP HEAD
/GROUP HEAD
OPERATION
MANAGERS
OPERATION
MANAGERS
ASSISTANT ASSISTANT
PROJECT PROJECT
MANAGERS MANAGERS

SENIOR EXECUTIVE
SENIOR EXECUTIVE

EXECUTIVE
EXECUTIVE

EMPLOYEES IN THE ORGANIZATION:

 There are totally 95000+ Employees

 There are 61196 Employees in the Organization, which excludes

subsidiary and Indian IT operations

 60% of male and 40% of female employees are in the Organization

FUNCTIONS OF HR DEPARTMENT:
Some of the functions of the HR department are

RECRUITMENT:

Recruitment is the process of attracting qualified applicants for a

specific job. The process begins when applications are brought in and ends when the
same is finished. The result is a pool of applicants, from where the appropriate candidate
can be selected.

Wipro is based on dual recruitment process. The first one is

Proactive Hire where certain % of resources are recruited to meet the future demands of
the customers (E.g.-Campus Recruits). The second one is the Reactive Hire where the
resources are recruited based on the adhoc requests from the customers (Niche Skill –
PL1 – One critical skill in Mainframe Family)

COMPENSATION AND BENEFITS:

Compensation is a tool used by management for a variety of purposes to

further the existence of the company. Compensation may be adjusted according the
business needs, goals, and available resources.

Some of the compensation provided are Variable Pay once in 3 months, Incentive
Scheme, Reimbursement plans, Paid Time Off (Annual, sick Leave, ML)

Compensation may be used to:

• Recruit and retain qualified employees.

• Increase or maintain morale/satisfaction.
 • Reward and encourage peak performance.
• Achieve internal and external equity.
• Reduce turnover and encourage company loyalty.
• Modify (through negotiations) practices of unions.

BENEFITS:

• Base Pay
• Commissions
• Bonuses, Profit Sharing, Merit Pay
• Stock Options
• Travel/Meal/Housing Allowance
• Benefits including: dental, insurance, medical, vacation, leaves, retirement,
taxes...

EMPLOYEE RELATION:

Wipro has a well-organized structure to deal with employee management.

It has developed few models to manage these processes, which include, EPM, BPO,
SaaS, Employee Contact Center, etc.

Wipro typically offers flexible Employee Performance Management

(EPM) solutions delivered in either a Business Process Outsourcing (BPO) or Software as
Service (SaaS) model that makes assessment and development easy, more accurate and
economical for our client’s HR function. The EPM process includes goal management,
performance appraisals, multi-rater/360 feedback, workforce & succession planning,
development planning and training, etc.

TRAINING AND DEVELOPMENT:

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 program is conducted. This will
cover all aspects of software development skills that are required. As a PCMM Level 5
organization, there is also high focus on Competency Development. 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. In addition to classroom training one can take
e Learning with out waiting for classroom training.

REWARDS AND RECOGNITION:

Our best practices in recognition include:

 Encore Awards- which is our instant recognition framework

  Best People Manager Award – for managers who achieve business results through
people
 Club Premiere – To recognize people who achieved the milestone of 5/10/15
years in Wipro
 BU specific reward programs to recognize individuals and teams at BU levels.

RETENTION/APPRAISALS:

 OUTSTANDING (OS) - Consistently and significantly exceeds established

standards of performance
 EXCEEDS EXPECTATIONS (EE) - Consistently achieves superior results
even on complex and difficult areas of the job
 MEETS EXPECTATIONS (ME)- Effectively achieves challenging objectives
with well channeled effort and direction normally required for the job
 NEEDS IMPROVEMENT (NI) - Does not meet expected threshold level of
performance

MIS:

MIS enables the management and departmental user to retrieve information from
the database in a user-defined format.

PAYROLL:

Wipro’s HRO team understands that payroll is the key HR service, as it directly
impacts the employee and the organization and is one of the leading payroll
administration service providers. Currently, Wipro’s internal Shared Service Center
(Wividus,) established in 2003, services over 100,000 Wipro employees’ payroll.

The team also handles salary queries, debt queries, final settlement checks,
manual checks, stop payments/recalls, payroll funding with the banking institutions and
provides daily payroll tax balancing and cash funding information to the client.

HUMAN RESOURCE PLANS:

 Retention of employees in the organization

 Being the first source of information related to the company and the employee
development

 People development in terms of training and progressions

SOURCES OF RECRUITMENT:
 Internal referrals

 Campus recruits

 Job portals

FREQUENCY OF RECRUITMENTS:
 On a need base depending on the industry and the Business Development

 Proactive hire to enhance the business

PROCESS OF SELECTION:
 Screening

 Technical evaluation (primary and secondary)

 Fitness assessment

 Human resource round

 Background verification

 Email offer/acceptance by employee (softcopy)

 Appointment letter

 Medical examination*

• Differs company to company

APPLICATION FORM FORMAT:
1. Is medical examination necessary in selection?

2. Do you have group insurance for your employees?

3. How many training program has been conducted for the employees?

Employees are to go through nominated hours of training in an appraisal cycle

(basically once in a year)

4. How frequently training is conducted?

 Training days vary from half day trainings to two days trainings
 Trainings are conducted on a quarter basis

5. What are the types of training program

Types of training:

 Behavioral training

 Competency based training

 Process/technical trainings

6. Job description and Job specification samples.

JOB DESCRIPTION:

 C / VB.NET - L1 - Should be aware of the following concepts of C. - Basic

Programming Knowledge, Language keywords - Declarations, Initializations
and Scoping - Data Structures, Control Structures, Collections like Hash table,
Sorted List, Arrays, Indexers, Stacks, Queues, Dictionary - Assignments,
Expressions, Operators - Basic GC concepts, Heap, Stack concepts -
Formatted outputs for data structures like String, Date, number types, etc; -
 Implementing Basic OOAD concepts, Classes, Property, Method, Event,
Interface, Multiple Inheritance, Structures - Access modifiers, scope and
lifetime of a variable, object casting, type conversion utilities - Object creation
and destruction, Finalize and Dispose, concepts of NULL, NULL objects,
declaration and instantiation.
  Flow Control - Basic Error Handling: Managing Errors, Propagating Errors,
Error Handling in Events

 Working knowledge in Visual Studio.NET IDE, Compile, Debug, Run an

application, Project types, compiler flags. - RDBMS concepts and ADO.NET
basics and ADO object model, read and write to database, ADO.NET data
providers,

 Creating NDOC, API Help, - Coding Standards, Naming conventions; access

modifiers, readable v/s efficient coding - .NET Framework architecture, CLR,
Runtime basics, .NET assemblies, MSIL concepts, Framework languages,
Assemblies and Manifests - .NET 2.0 Concepts, Generics - Data Validation
for data types - Tool based Unit Testing concepts - Basics of Threading -
Error handling

JOB SPECIFICATION:

 Development - Responsible for development, support, maintenance and

implementation of small to medium non-complex components of a project
module.

 Works on problems of limited scope, through usage of standard programming

concepts and principles.

 Works under high supervision/ guidance with frequent review of

accomplished objectives.

 Requires theoretical knowledge of programming languages.

 Expected to learn on the job towards developing domain knowledge along

with technical/ proprietary skills.

7. Do you have performance appraisal system in your organization? How often you do?

8. What are the benefits and services offered to your employees? (Financial / non financial)

Hard Benefits (Financial):

 Re-imbursements

 Cash coupons
  Vouchers

 Medical Insurance

 Interest free Loans

Soft Benefits (Non Financial):

 Goodies

 Higher educational Programs (WASE)

9. Is there any grievance cell in the organization?

 Risk Management
 Catering/food committee

 Housekeeping

 Harassment

10. Does the company have any employee association?