Wipro Presentation

HRM Perspective
Aashish Doshi 10BM60002

Amu Prabhjot Singh 10BM60011
Lavanya R 10BM60042
About WIPRO
WIPRO started as vegetable oil manufacturer
company in 1947 and diversified to IT in 1980.
Now it is one of the largest IT services company in
India.
Headquarters is located in Bangalore.
Azim H Premji – Chairman
More than 100,000 associates from over 70
nationalities and 72 plus global delivery centres in over
55 countries.
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Performance
The company's revenue grew by 450% from 2002 to 2007
Earned revenue of $1.56 billion in Q4 2010, representing
an increase of 16% over the same period last year.
 About 57% of the company's revenue came from the US
in Q4 2010.
Wipro has pursued inorganic growth more aggressively
than its peers, with over a dozen small and large
acquisitions in the last 10 years.
The latest acquisition is the US-based SAIC's oil and gas
business.
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Strategic Initiatives
Wipro is the first PCMM Level 5 and SEI
CMM(Capability Maturity Model) Level 5 certified IT
services company globally.
Wipro IT Services business was assessed at Level 5 for
CMMI V 1.2 across Offshore and Onsite developmental
centers.
World's first IT Services Company to use Six Sigma.
Wipro won the Asian MAKE 2009 Award, seventh
time in a row, for excellence in Knowledge
Management
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Strategic Initiatives
Wipro undergoes major restructuring in an attempt to
create a leaner and more focused organization.
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HR Planning
Wipro’s people processes are based on the current best
practices in human resources, knowledge management
and organization development, giving a great focus to
match changing business needs with development of
employee competencies.
Employment is based solely on qualification and
competencies.
It ensures that there is no discrimination on religion,
caste, color, nation origin, marital status etc.,
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Components of HR Planning
Recruitment & Selection
Training & Development
Performance Appraisal & Feedback
Pay & Rewards
Employee Relations
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Selection & Recruitment
Internal Sources :  WIPRO recruitment process
consists of three rounds:-
➢Promotions and Transfer Round 1 : Written test
• Verbal
➢Job postings
• Quantitative
➢Employee Referrals • Technical
External Sources : Round 2: Technical Interview
Round 3: HR Interview
➢Advertisement  Wipro recruit 40%
➢Employment Agencies employees from campus
recruitment.
➢On campus Recruitment  Another popular source for
➢Employment exchanges Wipro’s Recruitment is the
Online Placement through
➢Education and training
NSR (National Skill Registry).
institute
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Training & Development
 Training & Development of individuals is a key focus area at Wipro.
Wipro’s 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.
High focus on Competency Development – Wipro 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.
e-Learning facilities
Compliance and Regulatory trainings on Environment, Health &
Safety, Ethics, Risk-Management, Finance, Law, etc.
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To identify and help leaders develop competencies we adopt a 360-degree
survey process.
Accelerated Leadership Development Program (ALDP), 2009-10
Focus is on transforming employees by engaging them in multi-pronged
Learning & Development initiatives.
10-week long Induction Training Program and the Spirit of Wipro (Intensity to
win, Act with Sensitivity, Unyielding Integrity) evangelization for fresh campus
recruits.
Wipro Academy of Software Excellence (WASE), an integrated learning course.
Certified Talent Transformer program.
 Integrated Talent Management System (ITMS)
Leadership development programmes at various stages
They have the capacity to train 5,000 employees every day
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11-04-2011
1. Customer orientation
2. Strategic thinking
3. Aggressive commitment
4. Self-confidence
5. Commitment to excellence
6. Global thinking and acting
7. Problem solving
8. Building star performers and
teams
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Performance Appraisal
Wipro aim’s at strategic value delivery in the least possible
time incorporating rich functional features , aided by
smooth work flow, notification, authorization etc.
Align employee objectives to the business goals. Enable
strategic Performance management by MBO
Measure and assess employee performance periodically
and provide feedback and support
Evaluate and track Hi-performance and achievers based
on competency driven practices.
Enable online Reward and Recognition.
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Performance Appraisal
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Rewards and Recognition
Wipro Hall of Fame
Master mind
Thanks a zillion
The Best People Manager [BPM]
PROMOTION is based on Seniority and Merit.
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Employee Welfare
Comprehensive medical assistance program
Leave policy which includes a sabbatical leave
Welfare schemes
o Education
o Medical
o Housing
o Sports
o Recreation activity
o Club membership
o Insurance policy
Contingency loans
Interest-free loan
Wipro Employee Stock Option Plan (WESOP)
Facility of external agency for taking care of domestic chores
Deferred benefits like provident fund, gratuity and pension plan
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Findings
Wipro has 2 appraisal cycles (April and September) in
a year
High attrition rate (15-16%)
Wipro pays a lot of focus on training & development
with special focus on leadership development
Most of the HR practices are same as its competitors
Wipro is undergoing restructuring currently & is
expected to focus increasingly on emerging verticals
like travel and publishing and media.
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Conclusion & Recommendations
• With over 120,000 employees, Wipro needs to ensure
proper implementation of its policies, especially at the
ground level
• Most of the policies are similar to the rest of the IT
companies, so in order to attract fresh and talented
people they need to make a few innovations in their
policies
• Wipro needs to put a check on its high attrition rate and
thus we recommend them to install a new way of
employee retention focusing on those employees who are
thinking to leave the company
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THANK YOU

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How did Wipro start and evolve over time?

What are some of Wipro's strategic initiatives and certifications?

HRM Perspective

Aashish Doshi 10BM60002

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PROMOTION is based on Seniority and Merit.

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