MMPH 003 2024 25 GSPH@9891268050 Jcing8

ASSIGNMENT
Course Code : MMPH – 003

Course Title : Human Resource Planning
Assignment Code : MMPH – 003/TMA/ JULY/2024
Coverage : All Blocks
Note: Attempt all the questions and submit this assignment to the Coordinator of your
study centre. Last date of submission for July 2024 session is 31st October, 2024 and
for January 2025 session is 30th April 2025.
Assignment Brief:
Case Study Analysis and Application of HRP Theories in Wipro Limited
Read the following case study carefully:
Wipro Limited: Strategic Human Resource Planning in a Global IT Services

Company
Wipro Limited, a leading global information technology, consulting, and business

process services company, is headquartered in Bangalore, India. With a workforce
exceeding 180,000 employees, Wipro faces significant HR planning challenges such as
managing a large and diverse workforce, aligning HR strategy with business goals,
addressing skill gaps, and forecasting future HR needs in a rapidly evolving industry. The
HR team at Wipro, led by Chief Human Resources Officer, has implemented several
strategic HR planning initiatives to ensure the company’s workforce is equipped to meet
future demands:
 Conducting workforce analytics to predict future HR needs.

 Implementing reskilling and upskilling programs.
 Developing leadership succession plans.
 Enhancing diversity and inclusion efforts.
Questions:
a. Workforce Analysis and Forecasting:
i. Evaluate the current workforce analysis and forecasting methods used by Wipro.
How effective are these methods in predicting future HR needs?
ii. Propose improvements to Wipro’s workforce analysis and forecasting processes.
Include specific tools and techniques that could enhance accuracy and
effectiveness.
b. Reskilling and Upskilling:
i. Assess the existing reskilling and upskilling programs at Wipro. How well do
these programs address skill gaps and prepare employees for future roles?
ii. Design a new reskilling and upskilling strategy that aligns with Wipro’s business
goals. Explain the types of programs, delivery methods, and how you would
measure their effectiveness.
c. Leadership Succession Planning:
i. Analyze Wipro’s leadership succession planning process. How does the company
identify and develop future leaders?
ii. Recommend enhancements to the leadership succession planning strategy.
Discuss how these changes can ensure a robust leadership pipeline and
organizational continuity.
d. Diversity and Inclusion:
i. Identify the key diversity and inclusion initiatives at Wipro. How do these
initiatives impact workforce planning and overall company performance?
ii. Suggest strategies to strengthen Wipro’s diversity and inclusion efforts. Consider
aspects such as recruitment, retention, and creating an inclusive work
environment.
Application of HRP Theories:
i. Select two HRP theories and explain how they can be applied to address the HR
planning challenges at Wipro.
ii. Discuss how these theories can help in developing effective HR planning
strategies and practices for the company.
Conclusion:
 Summarize the key findings from your analysis.

 Provide actionable recommendations for Wipro to enhance its HR
planning practices and support its growth.
Format:
 Your analysis should be 3,000 to 4,000 words in length.

 Use headings and subheadings to organize your content.
Evaluation Criteria:
i. Demonstration of understanding of HRP concepts and practices.

ii. Application of theories to the company’s context.
iii. Quality and depth of analysis.
iv. Clarity of communication and organization of content.
Note: You are encouraged to use additional resources and real-world examples to support your
analysis. Critical thinking and originality will be highly valued in your responses.
Grading Rubric:
Criterion (A) (B) (C) (D) (E)
Demonstrates
Demonstrates Demonstrates Lacks
thorough Shows limited
good basic understanding and
Understanding of understanding understanding
understanding understanding does not provide
HRP Concepts with clear, detailed with few or no
with relevant with some relevant
examples from the examples.
examples. examples. examples.
case study.
Skillfully applies Limited
theories to case Applies theories Applies theories application of Fails to apply
Application of
study with deep well with good with some theories with theories or does
HRP Theories
insight and relevance. relevance. minimal so inaccurately.
relevance. relevance.
Provides insightful
and well- Provides a well- Provides a basic Provides a weak Fails to analyze or
Analysis of
supported analysis supported analysis with analysis with little provides an
Company
of company analysis with some supporting supporting inaccurate
Practices
practices with good evidence. evidence. evidence. analysis.
strong evidence.
Proposes highly
effective and
Proposes Proposes Fails to propose
relevant Proposes effective
recommendations recommendations appropriate
Recommendations recommendations recommendations
with some with limited recommendations
for Improvement with clear, with good
relevance and relevance and or does so
relevant application.
application. application. inaccurately.
application to the
company.
Exceptionally
Clear and well- Satisfactory Unclear and
clear, well- Poorly organized
Communication organized writing writing with some disorganized
organized, and writing with
and Organization with minimal organization and writing with many
engaging writing several errors.
errors. few errors. errors.
with no errors.
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Course Code : MMPH – 003

Course Title : Human Resource Planning
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Read the following case study carefully:
IN
Wipro Limited: Strategic Human Resource Planning in a Global IT Services Company
S.
Wipro Limited, a leading global information technology, consulting, and business
50 NT
process services company, is headquartered in Bangalore, India. With a workforce
exceeding 180,000 employees, Wipro faces significant HR planning challenges such as
80 E
managing a large and diverse workforce, aligning HR strategy with business goals,
26 NM
addressing skill gaps, and forecasting future HR needs in a rapidly evolving industry.
The HR team at Wipro, led by Chief Human Resources Officer, has implemented
several strategic HR planning initiatives to ensure the company’s workforce is
91 IG
equipped to meet future demands:

98 S
 Conducting workforce analytics to predict future HR needs.


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Implementing reskilling and upskilling programs.

 Developing leadership succession plans.
 Enhancing diversity and inclusion efforts.
U
O
Questions:
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a. Workforce Analysis and Forecasting:

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i. Evaluate the current workforce analysis and forecasting methods used by Wipro.
How effective are these methods in predicting future HR needs?
Workforce Analysis and Forecasting at Wipro Limited
Wipro Limited, a prominent player in the global IT services sector, employs

comprehensive workforce analysis and forecasting methods to address its HR
challenges. The company's approach is grounded in data-driven strategies that
enable it to predict future HR needs effectively.
Current Methods:
Previous Year Paper, Guess Paper Solved, Project Help Whatsapp Us 9891268050 Cash On Delivery Available`
1. Workforce Analytics: Wipro utilizes advanced workforce analytics to assess

current employee skills, performance, and demographics. By analyzing this
data, Wipro can identify trends and patterns that inform its strategic HR
planning. This involves leveraging big data and predictive analytics tools to
anticipate future skill requirements and workforce demographics.
2. Skill Gap Analysis: The company conducts regular skill gap analyses to identify
areas where employees may need further development. This allows Wipro to
tailor its training and development programs to bridge these gaps and ensure
that the workforce remains competitive in a rapidly evolving industry.
IN
3. Scenario Planning: Wipro employs scenario planning to anticipate various
S.
future industry trends and their potential impact on workforce needs. This
method helps the company prepare for multiple possible futures, enabling
50 NT
flexibility and adaptability in its HR strategies.
4. Reskilling and Upskilling Programs: To address skill gaps and prepare for
80 E
future demands, Wipro has implemented robust reskilling and upskilling
26 NM
initiatives. These programs are designed to equip employees with the latest
skills and knowledge, ensuring they can meet the challenges of emerging
technologies and industry shifts.
91 IG
Effectiveness:
98 S
Wipro's workforce analysis and forecasting methods have proven effective in several
AS
ways:
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 Predictive Accuracy: By leveraging data analytics and scenario planning, Wipro

can accurately forecast future HR needs, enabling proactive strategies rather
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than reactive responses.

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 Skill Alignment: The focus on skill gap analysis and targeted reskilling
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programs ensures that Wipro's workforce remains aligned with current and
future business requirements, enhancing overall organizational agility.
 Strategic Adaptation: The use of scenario planning allows Wipro to adapt its
HR strategies to evolving industry dynamics, reducing the risk of skill
obsolescence and maintaining competitive advantage.
Overall, Wipro's workforce analysis and forecasting methods effectively support its
strategic HR planning initiatives, positioning the company to meet future challenges
with a skilled and adaptable workforce.
ii. Propose improvements to Wipro’s workforce analysis and forecasting processes.

Include specific tools and techniques that could enhance accuracy and
effectiveness.
Proposed Improvements to Wipro's Workforce Analysis and Forecasting Processes
To enhance the accuracy and effectiveness of Wipro's workforce analysis and

forecasting, several improvements can be proposed, integrating advanced tools and
techniques that leverage the latest technological advancements and strategic
approaches.
IN
1. Integration of AI and Machine Learning:
S.
 Predictive Modeling: Incorporating AI and machine learning algorithms can
significantly improve the predictive accuracy of workforce needs. These
50 NT
technologies can analyze vast datasets, identify patterns, and provide insights
into future skill requirements and workforce dynamics.

80 E
Natural Language Processing (NLP): Utilizing NLP can help analyze employee
26 NM
feedback, engagement surveys, and social media data to understand
workforce sentiment and emerging trends, aiding in more comprehensive
workforce planning.
91 IG
2. Advanced Workforce Planning Tools:

98 S
 HR Analytics Platforms: Implementing advanced HR analytics platforms like

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SAP SuccessFactors or Workday can offer integrated solutions for workforce

planning. These platforms provide real-time data analytics, scenario modeling,
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and predictive analytics capabilities, enabling more informed decision-making.

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 Digital Twin Technology: Creating digital twins of workforce scenarios allows

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Wipro to simulate different strategic HR scenarios and their potential

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outcomes. This technology helps test and refine HR strategies before actual
implementation.
3. Enhanced Data Integration and Visualization:
 Integrated Data Systems: Developing an integrated data management system

that consolidates data from various sources (HRIS, performance management
systems, etc.) ensures a holistic view of the workforce, leading to more
accurate forecasting.
 Data Visualization Tools: Utilizing data visualization tools like Tableau or

Power BI can help HR teams better understand complex data, identify trends,
and communicate insights effectively to stakeholders.
4. Continuous Learning and Development Framework:
 Personalized Learning Paths: Implement AI-driven learning platforms that

offer personalized learning paths based on employee skills, roles, and career
aspirations. This approach ensures continuous skill development aligned with
future organizational needs.
IN
5. Cross-Functional Collaboration:
S.
 Collaborative Platforms: Implement platforms that facilitate cross-functional
collaboration between HR, business leaders, and technology teams. This
50 NT
collaboration ensures that workforce planning aligns with overall business
strategy and technological advancements.
80 E
By adopting these improvements, Wipro can enhance its workforce analysis and
26 NM
forecasting processes, ensuring they remain at the forefront of industry trends and
equipped to meet future challenges.
91 IG
b. Reskilling and Upskilling:

98 S
i. Assess the existing reskilling and upskilling programs at Wipro. How well do
these programs address skill gaps and prepare employees for future roles?
AS
Assessment of Reskilling and Upskilling Programs at Wipro

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Wipro Limited has implemented robust reskilling and upskilling programs as part of
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its strategic human resource planning to address skill gaps and prepare employees for
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future roles. These programs are crucial in ensuring that Wipro's workforce remains
competitive and agile in the rapidly evolving IT industry.
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Current Reskilling and Upskilling Programs:
1. Wipro Digital Academy: Wipro Digital Academy is designed to provide

employees with the skills required for digital transformation. It offers courses
on emerging technologies such as artificial intelligence, machine learning,
cloud computing, and data analytics. This initiative helps employees acquire
the technical skills necessary to meet the demands of digital projects.
2. Technical and Soft Skills Training: Wipro provides a mix of technical and soft
skills training through various platforms. Employees are encouraged to
participate in online and offline courses that enhance their technical
proficiency and soft skills like communication, leadership, and problem-
solving.
3. Certification Programs: Wipro collaborates with leading educational

institutions and certification bodies to offer certification programs in relevant
technologies and business domains. These certifications ensure employees
have validated expertise in critical areas.
IN
4. Leadership Development: The company also emphasizes developing future
S.
leaders through structured leadership development programs. These
programs focus on nurturing managerial skills and strategic thinking abilities
50 NT
among high-potential employees.
Effectiveness of Programs:

80 E
Addressing Skill Gaps: The reskilling and upskilling programs at Wipro
26 NM
effectively address skill gaps by focusing on current industry demands and
emerging technology trends. By offering targeted training in digital and
91 IG
technical skills, these programs ensure employees remain relevant in their

roles.
98 S
 Future Preparedness: Wipro's emphasis on continuous learning and

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development equips employees for future roles by fostering a culture of

innovation and adaptability. Employees are encouraged to proactively upgrade
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their skills, aligning with the company's long-term strategic goals.

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 Employee Engagement and Retention: These programs enhance employee

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engagement and satisfaction, as they provide opportunities for career growth

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and development. This focus on skill development also contributes to higher

retention rates, as employees feel valued and invested in.
Overall, Wipro's reskilling and upskilling initiatives are well-aligned with its strategic
objectives, effectively preparing its workforce to meet the challenges of a rapidly
changing industry landscape. However, continuous evaluation and adaptation of
these programs are essential to keep pace with technological advancements and
evolving business needs.
ii. Design a new reskilling and upskilling strategy that aligns with Wipro’s business
goals. Explain the types of programs, delivery methods, and how you would
measure their effectiveness.
Proposed Reskilling and Upskilling Strategy for Wipro
To ensure Wipro's workforce remains competitive and aligned with its business goals,
a new reskilling and upskilling strategy must be designed to focus on emerging
technologies, adaptability, and leadership development. The strategy should
incorporate diverse programs, innovative delivery methods, and robust metrics to
evaluate effectiveness.
IN
Types of Programs:
S.
1. Technical Skill Development:
50 NT
o Advanced Technology Courses: Offer courses in cutting-edge
technologies such as artificial intelligence, blockchain, cybersecurity,
80 E
and Internet of Things (IoT) to prepare employees for future project
26 NM
requirements.
o Data Science and Analytics: Expand offerings in data science and

91 IG
analytics to enhance employees' ability to derive insights from data,

aligning with Wipro's focus on data-driven decision-making.
98 S
2. Soft Skill Enhancement:

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o Creative Problem Solving: Introduce programs focusing on critical

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thinking, creativity, and problem-solving to foster innovation and

adaptability.
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o Cross-Cultural Communication: Provide training on effective

communication and collaboration in a global work environment to
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support Wipro’s international operations.
3. Leadership and Management:
o Agile Leadership Programs: Develop agile leadership programs to

cultivate leaders who can drive change and lead teams effectively in
dynamic environments.
Delivery Methods:
 Blended Learning Approach: Combine online learning platforms, virtual

classrooms, and in-person workshops to cater to different learning preferences
and maximize accessibility.
 Microlearning Modules: Implement microlearning techniques to provide bite-

sized, focused content that employees can easily integrate into their daily
routines.
 Mentorship and Coaching: Establish mentorship and coaching programs to

facilitate knowledge transfer and personalized development.
IN
Measuring Effectiveness:
S.
 Performance Metrics: Track improvements in employee performance and
productivity through key performance indicators (KPIs) aligned with business
50 NT
goals.
 Skill Assessment Tests: Conduct regular skill assessments to measure the

80 E
increase in proficiency levels and identify areas for further development.
26 NM
 Employee Feedback and Engagement: Gather feedback through surveys and
focus groups to evaluate program satisfaction and impact on employee
91 IG
engagement.
98 S
 Business Impact Analysis: Analyze the correlation between training programs

and business outcomes, such as project success rates, innovation levels, and
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client satisfaction.
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By implementing this comprehensive strategy, Wipro can ensure its workforce is well-
prepared to meet future challenges and continue to drive the company's success in a
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rapidly changing industry landscape.

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c. Leadership Succession Planning:

IG
i. Analyze Wipro’s leadership succession planning process. How does the company
identify and develop future leaders?
Analysis of Wipro’s Leadership Succession Planning Process
Wipro Limited places significant emphasis on leadership succession planning to

ensure the sustainability of its business operations and maintain a competitive edge
in the global IT industry. The company’s approach to identifying and developing
future leaders involves a combination of structured programs, strategic initiatives,

and continuous assessment processes.
Identification of Future Leaders:
 Talent Identification Programs: Wipro employs systematic talent identification

programs that focus on recognizing high-potential employees (HiPos) within
the organization. This involves evaluating employees based on their
performance, potential, and alignment with the company’s values and
strategic goals.
IN
 Performance Management System: The company uses a comprehensive
performance management system to track employee achievements and
S.
identify those who consistently exceed expectations. This system helps in
recognizing individuals who demonstrate the capability to take on leadership
50 NT
roles.
80 E
 360-Degree Feedback: Wipro incorporates 360-degree feedback mechanisms
26 NM
to gather insights from peers, subordinates, and supervisors about an
employee’s leadership qualities and potential. This holistic view assists in
identifying candidates for leadership development programs.
91 IG
Development of Future Leaders:

98 S
 Leadership Development Programs: Wipro offers a range of leadership

AS
development programs designed to cultivate leadership skills at various

organizational levels. These programs include workshops, seminars, and
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training modules focusing on strategic thinking, decision-making, and people

management.
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 Mentorship and Coaching: The company emphasizes mentorship and

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coaching to facilitate knowledge transfer and personal development. Senior

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leaders mentor high-potential employees, providing guidance, support, and

insights into leadership challenges and opportunities.
 Cross-Functional Assignments: Wipro encourages cross-functional

assignments and job rotations to broaden employees’ perspectives and expose
them to different aspects of the business. This approach helps future leaders
develop a well-rounded understanding of the company’s operations and
strategic priorities.
 Leadership Competency Framework: The company has established a

leadership competency framework that outlines the key skills and attributes
required for leadership roles. Employees are assessed against this framework
to identify development needs and create personalized development plans.
Effectiveness of Succession Planning:
Wipro’s leadership succession planning process is effective in creating a pipeline of

capable leaders ready to step into critical roles. By integrating talent identification
with targeted development initiatives, Wipro ensures that its leadership remains
strong and adaptive to industry changes. Continuous evaluation and refinement of
IN
the succession planning process further enhance its alignment with Wipro’s strategic
S.
objectives and evolving business environment.
50 NT
ii. Recommend enhancements to the leadership succession planning strategy.
80 E
Discuss how these changes can ensure a robust leadership pipeline and
26 NM
organizational continuity.
Recommended Enhancements to Wipro’s Leadership Succession Planning Strategy

91 IG
To further strengthen Wipro’s leadership succession planning and ensure a robust

pipeline of future leaders, several strategic enhancements can be implemented.
98 S
These recommendations focus on expanding talent identification processes,

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integrating advanced technologies, and fostering a culture of continuous leadership

development.
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1. Expand Talent Identification Processes:

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 Diverse Talent Pools: Broaden the criteria for identifying potential leaders by
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considering diverse talent pools. This includes recognizing leadership potential

IG
in underrepresented groups and ensuring diversity in leadership roles, which

can enhance creativity and innovation.
 Early Career Identification: Implement programs to identify leadership

potential early in employees' careers. This can include special assessments and
development plans for recent graduates or entry-level employees, allowing
them to cultivate leadership skills from the start.
2. Integrate Advanced Technologies:
 AI and Data Analytics: Leverage AI and data analytics tools to analyze

employee performance, engagement, and career progression data. These tools
can identify patterns and predict leadership potential with greater accuracy,
offering insights into candidates who may not be immediately visible through
traditional methods.
 Virtual Reality (VR) and Simulations: Use VR and simulation-based training to

assess and develop leadership skills in realistic scenarios. This technology
provides a safe environment for future leaders to practice decision-making
and problem-solving under pressure.
IN
3. Foster Continuous Leadership Development:
S.
 Leadership Development Ecosystem: Create a comprehensive leadership
development ecosystem that offers ongoing learning opportunities, such as
50 NT
workshops, seminars, and online courses. Encourage a growth mindset and
continuous improvement among potential leaders.

80 E
Peer Learning and Collaboration: Facilitate peer learning and collaboration
26 NM
through leadership forums, networking events, and communities of practice.
These platforms enable leaders to share experiences, insights, and best
91 IG
practices.
4. Enhance Succession Planning Transparency:

98 S
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 Clear Communication: Clearly communicate the succession planning process

and criteria to employees, fostering transparency and trust. Employees should
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understand how leadership potential is assessed and how they can progress in
their careers.
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 Feedback and Adaptation: Regularly solicit feedback from participants in

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leadership development programs and make necessary adjustments based on

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their input. This ensures that the programs remain relevant and effective in
meeting organizational needs.
Impact of Changes:
Implementing these enhancements will create a more dynamic and inclusive

leadership succession planning process at Wipro. By expanding talent identification,
utilizing technology, and fostering continuous development, Wipro can build a
diverse and capable leadership pipeline that ensures organizational continuity and
competitiveness in the global IT market. These changes will also cultivate a culture of
leadership excellence, preparing the company for future challenges and

opportunities.
d. Diversity and Inclusion:
i. Identify the key diversity and inclusion initiatives at Wipro. How do these
initiatives impact workforce planning and overall company performance?
Diversity and Inclusion Initiatives at Wipro
Wipro Limited has made diversity and inclusion (D&I) a central component of its
strategic workforce planning, recognizing that a diverse and inclusive workplace
IN
drives innovation, enhances performance, and improves employee engagement. Key
S.
initiatives undertaken by Wipro to foster diversity and inclusion include:
50 NT
1. Gender Diversity Initiatives:
 Women of Wipro (WoW): This initiative aims to empower and support women
80 E
employees through mentorship, leadership development programs, and
26 NM
networking opportunities. WoW focuses on increasing female representation
in leadership roles and addressing gender-specific challenges.
 Diversity Hiring Goals: Wipro sets specific hiring targets to increase the
91 IG
representation of women and other underrepresented groups within the

98 S
workforce. The company actively recruits from diverse talent pools to ensure
balanced representation across all levels.
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2. Inclusive Workplace Policies:

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 Equal Opportunity Policies: Wipro has implemented policies that promote

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equal opportunities for all employees, regardless of gender, ethnicity,

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disability, or sexual orientation. These policies ensure that everyone has access
to the same resources and opportunities for advancement.
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 LGBTQ+ Inclusion: Wipro is committed to creating an inclusive environment

for LGBTQ+ employees. The company provides awareness programs, ally
networks, and supportive workplace policies to ensure LGBTQ+ individuals feel
valued and respected.
3. Cultural and Ethnic Diversity:
 Global Talent Integration: With a presence in numerous countries, Wipro

emphasizes integrating global talent by fostering cross-cultural collaboration
and understanding. This approach enhances innovation by bringing diverse

perspectives to problem-solving and decision-making.
 Cultural Sensitivity Training: The company conducts cultural sensitivity

training to promote understanding and respect among employees from
different cultural backgrounds, reducing biases and fostering a more inclusive
environment.
Impact on Workforce Planning and Company Performance:
 Enhanced Innovation: Diverse teams bring varied perspectives, leading to
IN
more creative solutions and innovation. This diversity of thought is crucial in
the IT industry, where constant innovation is necessary to stay competitive.
S.
 Improved Talent Acquisition and Retention: A strong focus on diversity and
50 NT
inclusion enhances Wipro's employer brand, making it an attractive workplace
for top talent. Inclusive policies and practices contribute to higher employee
80 E
satisfaction and retention rates.
26 NM
 Increased Market Competitiveness: By reflecting the diversity of its global
client base within its workforce, Wipro can better understand and meet the
needs of its customers, increasing market competitiveness and expanding its
91 IG
global reach.
98 S
Overall, Wipro’s diversity and inclusion initiatives positively impact workforce

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planning and company performance by fostering a dynamic, innovative, and

adaptable workforce that aligns with the company's strategic goals.
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ii. Suggest strategies to strengthen Wipro’s diversity and inclusion efforts. Consider
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aspects such as recruitment, retention, and creating an inclusive work environment.

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Strategies to Strengthen Wipro’s Diversity and Inclusion Efforts
To enhance its diversity and inclusion (D&I) efforts, Wipro can adopt a multi-faceted
approach that addresses recruitment, retention, and the creation of an inclusive
work environment. These strategies can help the company build a more diverse and
inclusive workforce, ultimately contributing to improved performance and
innovation.
1. Recruitment Strategies:
 Diverse Talent Sourcing: Expand partnerships with diverse educational

institutions and organizations that focus on underrepresented groups to
increase the pipeline of diverse candidates. Engage in targeted recruitment
campaigns to reach candidates from various backgrounds.
 Blind Recruitment Processes: Implement blind recruitment techniques by

removing identifiable information from resumes during the initial screening
process. This helps reduce unconscious bias and ensures candidates are
evaluated solely on their skills and qualifications.
 Inclusive Job Descriptions: Craft job descriptions that use inclusive language
IN
and highlight the company’s commitment to diversity. This approach
S.
encourages a broader range of candidates to apply and ensures that diverse
candidates feel welcome and valued.
50 NT
2. Retention Strategies:
 80 E
Employee Resource Groups (ERGs): Support and expand ERGs to provide a
sense of community and belonging for employees from different backgrounds.
26 NM
ERGs can offer networking, mentorship, and professional development
opportunities, contributing to higher retention rates.
91 IG
 Career Development Programs: Implement personalized career development

programs that address the specific needs and aspirations of diverse
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employees. This can include leadership training, mentorship programs, and

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succession planning tailored to underrepresented groups.

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3. Creating an Inclusive Work Environment:

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 Bias Training and Awareness Programs: Conduct regular bias training and
awareness programs to educate employees about unconscious biases and
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their impact. Encourage open discussions about diversity and inclusion to

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foster a more inclusive culture.
 Flexible Work Arrangements: Offer flexible work arrangements, such as

remote work options and flexible hours, to accommodate diverse needs and
preferences. This flexibility can improve work-life balance and contribute to
higher employee satisfaction and retention.
 Inclusive Leadership Development: Train leaders to prioritize diversity and

inclusion in their teams. Encourage inclusive leadership practices, such as
active listening, empathy, and equitable decision-making, to create a

supportive and inclusive work environment.
Impact of Strategies:
By implementing these strategies, Wipro can strengthen its D&I efforts, leading to a
more diverse and engaged workforce. A focus on recruitment, retention, and
inclusivity will enhance employee satisfaction, drive innovation, and position Wipro
as a leader in diversity and inclusion within the global IT industry.
Application of HRP Theories:
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i. Select two HRP theories and explain how they can be applied to address the HR
S.
planning challenges at Wipro.
50 NT
Application of HRP Theories to Address HR Planning Challenges at Wipro
To effectively address HR planning challenges at Wipro, such as managing a large and

80 E
diverse workforce, aligning HR strategy with business goals, and addressing skill gaps,
26 NM
two HR planning (HRP) theories can be particularly beneficial: Human Capital Theory
and Resource-Based View (RBV) Theory.
1. Human Capital Theory:

91 IG
 Theory Overview: Human Capital Theory posits that employees are valuable
98 S
assets whose skills, knowledge, and experiences contribute to organizational

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performance. Investing in human capital through education, training, and

development is essential for enhancing productivity and competitiveness.
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 Application at Wipro:
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o Investment in Training: Wipro can further apply Human Capital Theory

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by continuing to invest in reskilling and upskilling programs to enhance

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employee capabilities. This will ensure that the workforce is equipped

with the necessary skills to adapt to technological advancements and
industry changes.
o Employee Engagement: By recognizing employees as valuable assets,

Wipro can focus on creating a supportive work environment that fosters
engagement and retention. Initiatives such as career development
plans and personalized learning paths can help maximize the potential
of employees, thereby driving organizational success.
2. Resource-Based View (RBV) Theory:
 Theory Overview: RBV Theory suggests that a firm’s competitive advantage is

derived from its unique resources and capabilities that are valuable, rare,
inimitable, and non-substitutable. Human resources are considered a critical
component of these capabilities.
 Application at Wipro:
o Strategic Workforce Planning: Wipro can leverage RBV Theory by

identifying and nurturing core competencies within its workforce that
IN
align with strategic business goals. This involves focusing on developing
and retaining key talent that provides a competitive edge in the IT
S.
industry.
50 NT
o Talent Differentiation: By identifying the unique skills and expertise
within its workforce, Wipro can differentiate itself in the marketplace.
80 E
This differentiation can be achieved by creating specialized teams with
rare and inimitable capabilities that enhance service offerings and client
26 NM
satisfaction.
Impact on HR Planning Challenges:

91 IG
By applying these HRP theories, Wipro can better manage its workforce, align HR
98 S
strategies with business objectives, and address skill gaps. Human Capital Theory
AS
emphasizes the importance of continuous investment in employee development,

while RBV Theory focuses on leveraging unique human resources for competitive
U
advantage. Together, these theories provide a comprehensive framework for effective

HR planning at Wipro, ensuring the company remains agile and competitive in the
O
global IT landscape.
N
IG
ii. Discuss how these theories can help in developing effective HR planning
strategies and practices for the company.
Developing Effective HR Planning Strategies with HRP Theories
The application of Human Capital Theory and Resource-Based View (RBV) Theory can
significantly enhance Wipro’s HR planning strategies and practices, addressing key
challenges and aligning with the company’s strategic objectives.
1. Human Capital Theory:
 Focus on Skill Development: By viewing employees as critical assets, Human

Capital Theory emphasizes the importance of investing in training and
development. Wipro can develop HR strategies that prioritize continuous
learning, ensuring employees are equipped with the latest skills and
knowledge needed to excel in a rapidly changing IT environment.
 Enhancing Employee Engagement: Implementing initiatives that improve job

satisfaction and engagement can lead to higher productivity and retention.
Wipro can leverage this theory to create HR practices that focus on employee
well-being, career development, and recognition programs, fostering a
IN
motivated and committed workforce.
S.
 Alignment with Business Goals: Investing in human capital aligns employee
capabilities with the company’s strategic goals. Wipro can use this approach to
50 NT
ensure that workforce skills and competencies directly contribute to achieving
business objectives, driving organizational growth and innovation.
80 E
2. Resource-Based View (RBV) Theory:
26 NM
 Strategic Talent Management: RBV Theory highlights the importance of
unique resources for competitive advantage. Wipro can identify and cultivate
91 IG
key talents and capabilities that differentiate the company in the market. HR
strategies can focus on recruiting, developing, and retaining individuals who
98 S
possess rare and valuable skills.

AS
 Leveraging Core Competencies: By identifying and enhancing core

competencies within the workforce, Wipro can create specialized teams that
U
provide unique solutions to clients. This approach ensures that HR practices

O
support the development of capabilities that are difficult for competitors to

replicate, reinforcing the company’s market position.
N
IG
 Adaptability and Innovation: RBV Theory encourages leveraging unique

human resources to drive innovation. Wipro can foster a culture of creativity
and adaptability by developing HR practices that promote cross-functional
collaboration and the exchange of ideas, ensuring the company remains agile
and responsive to market changes.
Impact on HR Planning Strategies:
By integrating these theories into HR planning, Wipro can develop strategies that
focus on developing and leveraging human capital as a strategic asset. This leads to
more effective workforce planning, better alignment with business goals, and a
sustained competitive advantage in the global IT industry.
Conclusion:
 Summarize the key findings from your analysis.

 Provide actionable recommendations for Wipro to enhance its HR planning
practices and support its growth.
Key Findings
From the analysis of Wipro Limited's HR planning practices, several insights have
IN
emerged:
S.
1. Workforce Analysis and Forecasting:
50 NT
o Wipro effectively uses workforce analytics and scenario planning to
anticipate future HR needs. However, integrating advanced
80 E
technologies like AI and machine learning could further enhance
26 NM
predictive accuracy.
2. Reskilling and Upskilling Programs:

91 IG
o Wipro's current reskilling and upskilling initiatives are aligned with

industry demands, focusing on technical and soft skills. Expanding these
98 S
programs to include personalized learning paths and leveraging digital

AS
learning platforms can address future skill gaps more effectively.
3. Leadership Succession Planning:

U
O
o Wipro has robust processes for identifying and developing future

leaders through mentorship, leadership development programs, and
N
performance management systems. Enhancing transparency and

IG
incorporating diverse talent pools could strengthen these efforts.
4. Diversity and Inclusion Initiatives:
o Wipro's commitment to diversity and inclusion is evident through

initiatives like Women of Wipro and inclusive workplace policies.
However, expanding recruitment efforts and fostering an inclusive
culture can further enhance these initiatives' impact.
5. Application of HRP Theories:
o Human Capital Theory and Resource-Based View (RBV) Theory provide

a strong foundation for developing HR strategies that align with Wipro's
business goals, emphasizing skill development and leveraging unique
human resources.
Actionable Recommendations
To enhance its HR planning practices and support its growth, Wipro should consider
the following recommendations:
1. Leverage Advanced Technologies:
IN
o Integrate AI and machine learning into workforce analytics for more
S.
accurate forecasting and decision-making. Utilize data analytics tools to
identify trends and skill gaps proactively.
50 NT
2. Expand Reskilling and Upskilling Initiatives:
o 80 E
Develop personalized learning paths using digital learning platforms to
26 NM
cater to individual employee needs and career aspirations. Implement
microlearning and virtual reality (VR) simulations to enhance
engagement and retention.
91 IG
3. Enhance Leadership Succession Planning:

98 S
o Broaden talent identification criteria to include diverse talent pools and

AS
early career professionals. Increase transparency in the succession

planning process and offer clear pathways for career advancement.
U
4. Strengthen Diversity and Inclusion Efforts:

O
o Implement blind recruitment processes to reduce biases and attract

N
diverse candidates. Foster an inclusive culture through regular bias

IG
training, flexible work arrangements, and inclusive leadership practices.
5. Align HR Strategies with Business Goals:
o Continuously evaluate and refine HR strategies to align with Wipro’s

strategic objectives. Focus on developing unique human resources and
competencies that provide a competitive edge in the market.
By implementing these recommendations, Wipro can enhance its HR planning

practices, ensuring a skilled, diverse, and agile workforce that supports the
company's growth and maintains its competitive advantage in the global IT industry
IN
S.
50 NT
80 E
26 NM
91 IG
98 S
AS
U
O
N
IG

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ASSIGNMENT

Course Code : MMPH – 003

Read the following case study carefully:

Wipro Limited: Strategic Human Resource Planning in a Global IT Services

Wipro Limited, a leading global information technology, consulting, and business

 Conducting workforce analytics to predict future HR needs.

a. Workforce Analysis and Forecasting:

b. Reskilling and Upskilling:

c. Leadership Succession Planning:

d. Diversity and Inclusion:

Application of HRP Theories:

 Summarize the key findings from your analysis.

 Your analysis should be 3,000 to 4,000 words in length.

i. Demonstration of understanding of HRP concepts and practices.

Course Code : MMPH – 003

Read the following case study carefully:

equipped to meet future demands:

 Conducting workforce analytics to predict future HR needs.

Implementing reskilling and upskilling programs.

a. Workforce Analysis and Forecasting:

Workforce Analysis and Forecasting at Wipro Limited

Wipro Limited, a prominent player in the global IT services sector, employs

1. Workforce Analytics: Wipro utilizes advanced workforce analytics to assess

 Predictive Accuracy: By leveraging data analytics and scenario planning, Wipro

than reactive responses.

ii. Propose improvements to Wipro’s workforce analysis and forecasting processes.

Proposed Improvements to Wipro's Workforce Analysis and Forecasting Processes

To enhance the accuracy and effectiveness of Wipro's workforce analysis and

2. Advanced Workforce Planning Tools:

 HR Analytics Platforms: Implementing advanced HR analytics platforms like

SAP SuccessFactors or Workday can offer integrated solutions for workforce

and predictive analytics capabilities, enabling more informed decision-making.

 Digital Twin Technology: Creating digital twins of workforce scenarios allows

Wipro to simulate different strategic HR scenarios and their potential

3. Enhanced Data Integration and Visualization:

 Integrated Data Systems: Developing an integrated data management system

 Data Visualization Tools: Utilizing data visualization tools like Tableau or

4. Continuous Learning and Development Framework:

 Personalized Learning Paths: Implement AI-driven learning platforms that

b. Reskilling and Upskilling:

Assessment of Reskilling and Upskilling Programs at Wipro

Current Reskilling and Upskilling Programs:

1. Wipro Digital Academy: Wipro Digital Academy is designed to provide

3. Certification Programs: Wipro collaborates with leading educational

technical skills, these programs ensure employees remain relevant in their

 Future Preparedness: Wipro's emphasis on continuous learning and

development equips employees for future roles by fostering a culture of

their skills, aligning with the company's long-term strategic goals.

 Employee Engagement and Retention: These programs enhance employee

engagement and satisfaction, as they provide opportunities for career growth

and development. This focus on skill development also contributes to higher

Proposed Reskilling and Upskilling Strategy for Wipro

o Data Science and Analytics: Expand offerings in data science and

analytics to enhance employees' ability to derive insights from data,

2. Soft Skill Enhancement:

o Creative Problem Solving: Introduce programs focusing on critical

thinking, creativity, and problem-solving to foster innovation and

o Cross-Cultural Communication: Provide training on effective

support Wipro’s international operations.