HR Activities in WIPRO

Human Resource Management in WIPRO

1. HR ACTIVITIES IN WIPRO

2. PRESENTED BY:
AVINASH CHANDRA AEIE 6
th
SEM 12/EI/27
DEBAYON SAHA AEIE 6
th
SEM 12/EI/28
DEEPAK KUMAR SINGH AEIE 6
th
SEM 12/EI/29
DEEPTI VARDHAN AEIE 6
th
SEM 12/EI/30
DIBYA DHAR AEIE 6
th
SEM 12/EI/31
DIKSHA RAJ AEIE 6
th
SEM 12/EI/32
KALLOL BALA AEIE 6
th
SEM 12/EI/33
KUMARI AKANKSHA RANI AEIE 6
th
SEM 12/EI/34
KUMAR GYANDEEP AEIE 6
th
SEM 12/EI/35
KUSHAGRA KRISHNA AEIE 6
th
SEM 12/EI/36
MADHUMONTI SAMADDAR AEIE 6
th
SEM 12/EI/37

3. WIPRO – Western India Products Ltd.
Founded by HASHAM PREMJI in December 1945.
Started as a vegetable oil company from an old mill.
AZIM PREMJI, took on the leadership of Company at the age of 21.
He repositioned Wipro into a consumer goods company that
produced cooking oils, laundry soap, wax and tin containers.
In 1977, it entered the Information Technology Centre under
leadership of AZIM PREMJI.
In 1979, it began developing its own Computers.
In 1980, it moved in software development and started developing
customized software packages for their hardware customers.

4. Spirit of Wipro
Intensity to Win
Act with Sensitivity
Unyielding Integrity
Spirit of Wipro is the core of Wipro. It is the
contemporary articulation of the never changing
values that Wipro Practices and is rooted in
current reality.

5. HR Practices…
Systematic analysis of HR needs in order to ensure that correct number
of employees with the necessary skills are available when they are
required.

6. Evolution of Six Sigma at WIPRO
•Enabled decision making based on metrics and measurement.
•If you know how many “defects” are there, you can solve them one
by one to have “zero defect”.
•Statistical method to translate information and makes analysis
easy.
•Work Smart and not Hard.
•Wipro achieved: 91% scheduled project delivery.
•10+ years of experience with six sigma.

7. Six Sigma Methodology

8. Model of HR Policy System

9. Employee Relationship
Management

10. Recruitment And Selection Sources

11. Employee Selection Process

12. Training and Development Model

13. Leadership Development ProgramLeadership Development Program

14. PerformancePerformance appraisal appraisal
Giving Feedback to employees.
Identify employee training needs.
Form a basis for personal decisions: Increments, Set Backs,
Promotions.
Provide opportunity for organizational diagnosis.
Facilitate communication between employer and administrator.

15. Promotion
On the basis of :
•Seniority.
•Merit.
Employee Welfare
•Education to employee’s children.
•Nobody Should die without funds
•Housing in own township
•Canteen facility or allowance
•Sports
•Recreation activities
•Club membership
•Insurance policy