EXECUTIVE SUMMARY Wipro started as a vegetable oil company in 1947 from an old mill founded by A z i m Premji's father.

When his father died in 1966, Azim, a graduate in E l e c t r i c a l Engineering from Stanford University, took on the leadership of the company at the age21. He repositioned it and transformed Wipro (Western India Vegetable Products Ltd) into a consumer goods company that produced hydrogenated cooking oils/fat company,laundry soap, wax and tin containers and later set up Wipro Fluid Power to manufacturehydraulic and pneumatic cylinders in 1975. At that time, it was valued at $2 million.In 1977, when IBM was asked to leave India, Wipro entered the information technologysector.In 1979, Wipro began developing its own computers and in 1981, started sellingthe finished product. This was the first in a string of products that would make Wipro oneo f I n d i a ' s f i r s t c o m p u t e r m a k e r s . T h e c o m p a n y l i c e n s e d t e c h n o l o g y f r o m S e n t i n e l Computers in the United States and began building India's first mini-computers. Wiprohired managers who were computer savvy, and strong on business experience. In 1980W i p r o m o v e d i n s o f t w a r e d e v e l o p m e n t a n d s t a r t e d d e v e l o p i n g c u s t o m i z e d s o f t w a r e packages for their hardware customers. This expanded their IT business and subsequentlyinvented the first Indian 8086 chip. Since 1992, Wipro began to grow its roots off shore in United States and by 2000Wipro Ltd ADRs were listed on the New York Stock Exchange. With over 25 years in the Information Technology business, Wipro Technologies is the largest outsourced R &D Services provider and one of the pioneers in the remote delivery of IT services. Beinga global provider of consulting, IT Services, outsourced R&D, infrastructure outsourcingand business process services, we deliver technology-driven business solutions that meett h e s t r a t e g i c o b j e c t i v e s o f o u r G l o b a l 2 0 0 0 c u s t o m e r s . W i p r o t o d a y e m p l o ys 9 6 , 0 0 0 people in over 50 countries. A career at Wipro means to learn and grow continuously,o p p o r t u n i t i e s t o w o r k o n t h e l a t e s t t e c h n o l o g i e s a l o n g s i d e t h e f i n e s t m i n d s i n t h e industry, competitive salaries, stock options and excellent benefits. HR PRACTICES IN WIPRO HUMAN RESOURCE PLANNING Planning is very important to our everyday activities. Several definitions have been given b y different writers what planning is all about and its importance to a c h i e v i n g o u r objectives. It is amazing that this important part of HR is mostly ignored in HR in mosto r g a n i z a t i o n s b e c a u s e t h o s e a t t h e t o p d o n o t k n o w t h e v a l u e o f H R p l a n n i n g . Organizations that do not plan for the future have l e s s o p p o r t u n i t i e s t o s u r v i v e t h e competition ahead. This article will discuss the importance of HR planning; the six stepsof HR planning that is: Forecasting; inventory, audit, HR Resource Plan; Actioning of Plan; Monitoring and Control. DEFINITION OF HR PLANNING Quoting Mondy et (1996) they define it as a systematic analysis of HR needs in order toensure that correct number of employees with the necessary skills are available when they are required.When we prepare our planning programme, Practitioners should bear in mind that their s t a f f m e m b e r s h a v e t h e i r o b j e c t i v e t h e y n e e d t o a c h i e v e . T h i s i s t h e r e a s o n w h y employees seek employment. Neglecting these

needs would result in poor motivation thatmay lead to unnecessary poor performance and even Industrial actions.HR Planning involves gathering of information, making objectives, and making decisionsto enable the organization achieve its objectives. Surprisingly, this aspect of HR is one of the most neglected in the HR field. When HR Planning is applied properly in the field of HR Management, it would assist to address the following questions:1 . H o w m a n y s t a f f d o e s t h e O r g a n i z a t i o n h a v e ? 2.What type of employees as far as skills and abilities does the Company have?3.How should the Organization best utilize the available resources? 4 . H o w c a n t h e C o m p a n y k e e p i t s e m p l o y e e s ? HR planning makes the organization move and succeed in the 21 st Century that we arein. Human Resources Practitioners who prepare the HR Planning programme wouldassist the Organization to manage its staff strategically. The programme assist to directthe actions of HR department.

The programme does not assist the Organization only, but it will also facilitate the career planning

of the employees and assist them to achieve the objectives as well. Thisaugment motivation and the Organization would become a

good place to work. HR Planning forms an important part of Management information system.HR have an enormous task

keeping pace with the all the changes and ensuring that theright people are available to the Organization at the right time. It is changes to

thecomposition of the workforce that force managers to pay attention to HR planning. Thechanges in composition of workforce not

only influence the appointment of staff, but alsothe methods of selection, training, compensation and motivation. It becomes very criticalwhen

Organizations merge, plants are relocated, and activities are scaled down due tofinancial problems.Human resources planning is an

important component of securing future operations. For sustainability, plans must be made to ensure that adequate resources are

available andtrained for all levels of an organization. Although police organizations are stretched tomeet current service requirements, it is

important that they also spend time to create plansto ensure there will be officers to fill future positions. These plans must be prepared wellin

advance, with targets set for the short, mid and long term. Not only must adequateresourcin g be considered for the bulk of the workforce but

special consideration must begiven for the leadership of each organization. This requires developing specializedsucces

sion plans for identifying and grooming potential future leaders. The leader candidates must receive management, leadership, and

all relevant knowledge and skillstraining. Plans should also be created to leverage the knowledge of those leaving todaysleadership

roles so that future leaders are fully informed. Securing future policingoperation s requires careful planning and a clear

implementation strategy. When I look at where we have come, what gives me tremendous satisfaction is not somuch the success, but the

fact that we achieved this success without compromising on thevalue we defined for ourselves? Values combined with a powerful vision

can turbo-charge a company to scale new heights and make it succeed beyond ones wildest expectatio ns.

Azim Premji The basic purpose of having a manpower plan is to have accurate estimate of requiredmanpowe r with matching skills

requirements. The main objectives are:. Forecast manpower requirements.. Cope with changes environment, economic,

organizational.. Use existing manpower productively.. Promote employees in a systematic way.

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