Career Progression in WIPRO

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Career Progression in WIPRO TCS

• Presented by
• Shishir Ramkumar
• Shoven Mohapatra
• Shradha Rout
• Shruti Bagchi

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AGENDA

• Company Overview
• TCS
• WIPRO
• HR Policies in TCS
• HR Policies in WIPRO
• Performance Appraisal in
• TCS
• WIPRO
• Succession Planning

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Company Overview - TCS

• Founded in 1968 by JRD Tata
• Began as a Tata Computer Center for Tata Group
• F C Kohli was the first General Manager
• Awarded the best HR award for its excellence in
  HR practices by the Hangzhou National Hi-tech
  zone in 2008
• Offices in 42 countries with more than 142
  branches

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Company Overview - TCS

• One of the largest private sector employers with
  a core strength of 186914 individuals
• It has the lowest attrition rate in Indian IT
  industry

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Company Overview - WIPRO

• Founded by Azim Premjis father under the name
  Western India Vegetable Products
• Started as an edible oil producer in 1947
• Current Chairman Azim H Premji
• Entered the IT segment in 1977, currently Indias
  third largest IT service provider
• Total number of employees 11941 as on September
  2010

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Company Overview - WIPRO

• Rated third best HR management industry in India
• First company in India to adopt Six Sigma

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HR Policies in TCS

• Hiring policy optimal mix of fresher and lateral
  recruits
• Learning and development TCS invests 4 of its
  annual revenue on training, development and other
  employee empowerment programs
• The three learning programs are initial learning
  program, continuous learning program, and
  leadership training program
• Customer feedback Customer Satisfaction Survey
  is conducted at the end of the project
• Performance management Appraisers review
  performances on a quarterly basis and it is
  pegged to a scale of 1 to 5

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HR Policies in WIPRO

• Internal and external recruitment
• Intensive training and development
• Performance appraisal
• Promotions, transfers and demotions
• Job rotation
• Grievance handling
• Wipro Employee Stock Option Plan (WESOP)

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Performance Appraisal in TCS

• Conducts two appraisals
• At the end of the year
• At the end of the project
• Appraisals track the achievement based on four
  levels
• Financial
• Customer
• Internal
• Learning and growth
• The appraisal system is supported by an online
  system

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Performance Appraisal in TCS

• All associates are rated on a scale of 0 to 5, 5
  being highest
• In the first year the associates are evaluated
  every quarter
• After the first year, they are evaluated on an
  yearly basis by the Project Leader
• The project leaders are evaluated by their
  immediate managers so on and so forth

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Performance Appraisal in WIPRO

• Follows 360 degrees appraisal system
• Used to identify star performers
• Each individual is evaluated by
• Managers
• Subordinates
• Peers
• Internal and External customers
• After evaluation employee training needs are
  identified

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Performance Appraisal in WIPRO

• Evaluation is used for salary increments,
  disciplinary actions and promotions
• Performance evaluation done once in 6 months

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Succession Planning

• Succession planning is ensuring the right people
  at the right time in the right place
• TCS
• High performers are identified at the time of
  appraisals and there is monitored
• These employees are constantly moved across
  projects, practices and geographies

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Succession Planning

• WIPRO
• Called Talent Review and Planning (TRP)
• Conducts regular quarterly Talent Engagement and
  Development (TED) reviews
• Action plans for each Strategic Business Unit
  (SBU) and verticals are reviewed
• A talent pool of suitable candidates is prepared

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THANK YOU