Hr presentation on WIPRO AS A LEARNING ORGANIZATION

WIPRO AS A LEARNING ORGANIZATION
ABOUT THE COMPANY
WHAT IS A LEARNING ORGANIZATION
BENEFITS OF LEARNING ORGANIZATION
WIPRO AS A LEARNING ORGANIZATION
LEARNING AN DEVELOPMENT
TRAINING AND DEVELOPMENT
MAINTAINING SOCIAL RESPONSIBILITIES
CONCLUSION /LEARNING

1. WIPRO AS A LEARNING ORGANIZATION YOGESH SINGLA  160MBAGEN027

2. CONTENTS ABOUT THE COMPANY WHAT IS A LEARNING ORGANIZATION BENEFITS OF LEARNING ORGANIZATION WIPRO AS A LEARNING ORGANIZATION LEARNING AN DEVELOPMENT TRAINING AND DEVELOPMENT MAINTAINING SOCIAL RESPONSIBILITIES CONCLUSION /LEARNING

3. ABOUT THE COMPANY Wipro Ltd is a global information technology, consulting and outsourcing company with 145,000 employees serving over 900 clients in 61 countries Mr. Azim Prem ji , the Chairman of Wipro Limited, guided the company through four decades of diversification and growth to emerge as one of the Indian leaders in the software industry. From soap to software,  Wipro today is considered one of the brightest success stories in India. Mr. Azim Premji , is known as one of the wealthiest (owns 79 % of Wipro) and powerful Indian in the global sphere.  The company has set standards in ensuring best in class learning and development opportunities for its employees. Wipro, has bagged the American Society for Training and Development (ASTD) BEST award on sixth consecutive occasions (most by any company across the globe), for its learning and development practices.

4. WHAT IS A LEARNING ORGANIZATION • An organization that learns and encourages learning among its people. It promotes exchange of information between employees hence creating a more knowledgeable workforce. This produces a very flexible organization where people will accept and adapt to new ideas and changes through a shared vision. • A Learning Organization is one in which people at all levels, individuals and collectively, are continually increasing their capacity to produce results they really care about."

5. BENEFITS OF LEARNING ORGANIZATION Maintaining levels of innovation and remaining competitive Being better placed to respond to external pressures Having the knowledge to better link resources to customer needs Improving quality of outputs at all level Improving corporate image by becoming more people oriented Increasing the pace of change within the organization

6. WIPRO AS A LEARNING ORGANIZATION Wipro was a FMCG giant which diversified into the world of Information Technology. Such is the success of this diversification that people know it more for information technology and software rather than FMCG. These organizations are standing all just because they always kept in touch with the changes happening around them whether the government policy , change of taste of people or change in technology. In short we can say that they followed the method of Systems Thinking

7. LEARNING & DEVELOPMENT ANNUAL RERORT (WIPRO) ACME (All round Capability Model of Excellence) framework was launched, which has a roadmap for competency development of employees on 5 axes – Technical, Domain, Functional, Quality and Behavioral. 19,100 employees were trained in these competencies. A new training program called UPSCALE, involving multiskilling employees around a cluster of high demand skills, was initiated in the year. They completed trainings for 19,000 employees in the year

8. Future Ready program was launched to build awareness on the latest Digital Technologies. 5000+ employees were trained. Over 30,000 employees were certified on various technical skills through the Unified Competency Framework (UCF) during the year, taking the total number of UCF certified employees to 52,305. Online Project Campus’ is a transformational e-learning initiative aimed at developing essential competencies of potential employees before joining Wipro. This cost effective and scalable e-learning solution for new hires, has benefitted more than 10,000 new hires. Growth Centers for Program Managers, Delivery Manager Academy and a new Career Framework for Architects are deployed towards capability building of middle managers. Manager Engagement Framework introduced to build Manager capability. The Distinguished Member of Technical Staff program was introduced in 2014 to identify, recognize and enable a pool of technical experts and specialists. The selection process for FY 14-15 concluded with the selection of 8 Distinguished Members and 53 Senior Members. Additionally, 6 specialists were identified for an enablement program towards Fellowship

9. LEARNING AND DEVELOPMENT Our leadership position, focus on training and compensation and fascination with leading-edge technologies enhances our ability to retain highly skilled personnel. Wipro offers a world of learning opportunities, including those aimed at up-skilling, cross-skilling or re-skilling to its employees through a slew of training programs in spheres of technical, domain, soft skills and leadership aspects. Through our tie-ups with premier institutions across the globe , we offer higher education/certification programs. 'The Integrated Talent Management System' provides anytime, anywhere learning. We continually strive to provide our employees with competitive and innovative Compensation& Benefits packages comprising of a combination of salary, stock options, pension, and health & disability insurance. Measuring our compensation offers against industry standards, we seek to match or exceed them. We have devised incentive programs linked to 'business segment performance' as well as 'individual performance' in order to strike the fair linkage between performance and compensation for each employee.

10. TRAINING AND DEVELOPMENT  Wipro spends almost one per cent of its total revenue on training. The company has ten dedicated state-of-art learning facilities across six cities where 5000 people can be trained on a given day. These centres impart training in HR, leadership skills, behavioural skills and cross-culture training. The Talent Transformation Team at Wipro comprises more than 110 trainers . TRAINING PROGRAM FOR NEW RECRUITS TRAINING PROGRAM FOR EXPERIENCED

11. TRAINING AND DEVELOPMENT            Training Program Aimed at new Wipro Recruits  Project Readiness Program [PRP] The PRP is a 68 day structured induction training program offered to all campus recruits coming from varied background (Engineers + Non-engineers) to be trained on essential behavioral and technical skills that prepare them to work in live customer projects. E-learning has been introduced in the Induction training for engineering campus new hires. About 25% of induction training duration has been adopted in E-Learning mode. 

12. TRAINNG AND DEVELOPMENT       Training Programs Aimed at Experienced Professionals (Examples)  Wipro BPOs SEED academic program The SEED academic program helps employees enhance their academic capability. The program offers a large spectrum of courses across a range of subjects in the field of Management and Information Technology. Courses are imparted via classroom, e-learning and self-study modes and are available in India and International Locations. A dedicated SEED online portal provides 24*7 access to employees and program administrators. Since 2004, SEED has enabled over 6000 WBPO employees shape and transform their careers.         Manager Excellence Framework  The Manager Excellence Framework was launched in Oct 12. The framework includes a set of resources available to managers to boost team performance, build process capability and chart out self-learning & developmental plan. Managers have access to a self-development feedback survey, workshops, online courses & mentors. 

13. MAINTAINING SOCIAL RESPONSIBILITIES         Azim Premji Foundation – Taking education to the masses    Focus to improve the Public Education System in India, beginning with Primary Schools.  The Foundation also includes a University in Bangalore (Azim Premji University) The goal of Azim Premji University is to develop future leaders in education and development. The Foundation currently has 800 people spread across the country, most in rural India to help contribute to the improvement of quality and equity of school education and plans to scale up to 4,000-5,000 people over the next 5 years. 

14. CONCLUSION/LEARNING Most managers today understand the value of building a learning organization. But in moving from theory into practice, managers must realize there's no one-size-fits-all strategy applicable to every company and every situation, so all ways try to learn new things according to the present trends.                      WIPRO BEING A GREAT EXAMPLE.

15. REFRENCES http://www.wipro.com/microsite/annualreport/2014-15/learning-development.html http://businesstoday.intoday.in/story/azim-premji-foundation-wipro-philanthrophy/1/192505.html http://www.azimpremjifoudnation.org/