PROJECT

ON
HR POLICIES OF IT
COMPANIES
SUBMITTED BY:
LALITA JOSHI
REG. NO.:571015910
2010-2012

A PROJECT REPORT SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENTS

FOR THE DEGREE OF

MASTER OF BUSINESS ADMINISTRATION

IN HUMAN RESOURCE MANAGMENT

SIKKIM-MANIPAL UNIVERSITY OF HEALTH,

MEDICAL AND TECHNOLOGICAL SCIENCES DISTANCE
EDUCATION WING
SYNDICATE HOUSE, MANIPAL-576 104

Certificate
The real life project on HR Policies of IT Companies
submitted by LALITA JOSHI, MBA (10-12), is a record of work
carried out by her under my guidance and supervision.

Contents
1 Declaration .. 4
2 Acknowledgement 5
3 Objective 6
4 Executive Summary ...7
5 Tata Consultancy Services & its HR Policies8-27
6 Wipro InfoTech & its HR Policies...28-35
7 CyberThink InfoTech Pvt. Ltd. & its HR Policies...36-46
8 Map Info & its HR Policies..47-56
9 Research Methodology 57-59
10.Analysis and Conclusion .60-69
11.References 70

DECLARATION

I hereby declare that dissertation report on HR Policy of IT Companies is factual

report of my project work undertaken practical fulfillment of the degree MBA from
SIKKIM MANIPAL UNIVERSITY, of health,medical& technological sciences.

The facts and figures presented here is correct and best of my knowledge and
effort.

SUBMITED TO:

MR.RAJIV RATAN BHATIA

RNR EDUCATION RAMESH NAGAR

SUBMITED BY:

LALITA JOSHI
REG NO-571015910

Acknowledgement
want to express my sincere thanks and gratitude to my
real life project guide my fuclty MIS CHANDANI. who has been of
immense support and guidance in enabling me to do this
project. His deep understanding and valuable insights
I

have been of great help in the successful completion of

my dissertation

I would also like to thank all those people, without whose

help and support I would not have been able to do justice
to the project.

Objective

To study & understand the Human Resource Practices of

four IT Companies and to compare and understand the
overall HR practices implemented by different IT
companies in India.

EXECUTIVE SUMMARY
The objective of my dissertation is to study & understand the Human
Resource Practices of four IT Companies and to compare and understand
the overall HR practices implemented by different IT companies in
India. It is developed for understanding the different HR policies adopted by
different IT companies and to do the comparative study to better understand the
similarities and the differences.

In order to find out this, I went through HR policies of these IT

companies available as secondary source over the internet. The collected
data was further analyzed and conclusions were generated with the help
of descriptive data analysis with the help of Ms Excel and represented
through table.
The analysis would help us understand how these companies policies
differs or same in terms of application and how is it different or same in
reference to the context that we study in the MBA course.

CHAPTER-1
HR POLICY AT TCS
8

COMPANY PROFILE
Tata Consultancy Services (TCS) is a part of TATA group, Indias
largest conglomerate with diverse business interests.
It is a global IT services, consulting and outsourcing company.
It started its operations in 1968, as a provider of data processing
services to the other companies in the Tata Group.
In the early 1970s, TCS began providing IT application
development and maintenance services to customers in developed
markets, such as the US and the UK.
TCS currently offers IT services, consulting, business process
outsourcing (BPO), engineering services and IT infrastructure
services.
9

 In addition, it also provides asset-based solutions in banking,

financial services and insurance (BFSI), telecom, manufacturing,
life sciences and healthcare, transportation, retail, etc.
First and largest:
o Software R&D center in India
o Software exporter in India
o Indian software company to earn US $ 2 b in a fiscal
Represents high levels of excellence, integrity and ethical values.

10

Global Workforce
Global presence operations in 47 countries, 160 offices world
wide
Employs about 85,600 people (by the end of December 2006)
TCS has a huge percentage of overseas employees almost 10 per
cent
About 8,000 employees of our global workforce are from 65
different nationalities including Chile, Brazil, China, Romania,
Australia, Mexico, and Hungary
TCS continues to have the lowest attrition rate in the industry 10.8
per cent as against the industry attrition average of about 15 per
cent

11

The HR Policies
TCS gave utmost importance to its human resource function.
The company believed in the premise that
"Good ideas can come from any level of the organization and
teams can do better than the individuals."
The mission statement of HR division at TCS states,
"The role of HR is to provide the context for energizing and
developing people to play effective roles in ensuring that TCS
becomes one of the top global consulting firms. Towards achieving
this we will identify, develop, facilitate, and measure the human
and technological processes in the pursuit of excellence. We will
foster the values of the TATA group."

12

Human Resource Planning

Human resource planning involves getting the right number of
qualified people into the right jobs at the right time so that an
organization can meet its objectives.
It is the system of matching the supply of people with the openings
the organization expects over a given time frame.
At TCS, its main objectives are:
o Forecast Personnel Requirements
o Use Existing Manpower Productively
It is done at top level at the end of every quarter and for every
project
Process of HR Planning at TCS:
o First clients requirements are collected at the central level
o Then they are considered Geography wise, Branch wise & Project wise
respectively

HR PLANNING PROCESS:

13

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Job Analysis
IT software and services major TCS has attempted to create a
segments solution to fit the needs of different layers of job
opportunities within its environs.
It is based on
o Activity to be performed
o Skills required for that job

To begin with, the company has mapped the educational streams to

the hierarchy of job opportunities within its domain.
o Typically, the company has found that non graduates need to be trained
in basic IT and deployed for the spectrum of jobs provided in the basic
level of ITES.
o Graduates in Arts and Science can fit into the programming profiles.
o A sub-set from the engineering and management teams can get placed in
software engineering activities.
o The high performers in graduate level engineering and a subset from the
masters level can be used in high end services.
o The high performers at the masters level and PhDs can get routed to
research.

By undertaking this mapping for its internal purposes, TCS is

ensuring that there is a constant supply of the right human resources
to the right career opportunities and that there is no mismatch
between the roles and the available skill sets.

15

Hierarchical Structure in TCS

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Recruitment & Selection

Both internal as well as external
Depends on:
o Manpower cost
o Effectiveness
o Past data
External Recruitment can be on campus or off campus
Off Campus process includes recruitments from:
o Advertisements
o Associate referral process
o TCS Job Portal
o Consultants
Fresher
o Mainly Campus Placements
Experienced Professionals
o Mainly through Consultants

17

nlOistTechaIrvwHR
Selection Procedure

Campus Placement procedure:

Tata Consultancy Services (TCS) usually conducts its campus

placements through a standard procedure.
The Selection Procedure consists of a written test.

Those who clear written test will face technical and HR Interview.
The HR Interview is very general to test your temperament.
General questions based on current affairs, general awareness,
trends in IT etc. may be asked.
The technical interview is based on subjects you have already
studied in your curriculum.

Selection procedure for Experienced Professionals (EPs):

18

Tc e a c l h n i HR RM e a v n i ae gw e R m o e u n n t d
In t e r v i ( b y S e n io r
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The primary motive of this consulting firm is to make its
employees knowledgeable about the on going practices in their
respective domains.
For this, it invests 4% of its annual revenue on training,
development and other employee empowerment programs.
Its learning centers are at Tiruvnanthapuram & Bhubaneswar.
Its learning centers have state of the art facilities coupled with all
modern day amenities to make learning fun.
It has in place a well-planned induction programme for new
recruits, which includes two months of intensive training at its
dedicated training facility.
This facility is equipped to train over 600 people simultaneously in
various software subjects and technologies and soft skills.
TCS also sends its consultants overseas for further education
programmes.
The company is also providing employees with Just -in-time
training, which is more reactive in nature and caters to the skills
related to platform, technology, application domain, etc. specific to
a project.
It reinforces the concepts learnt during education/induction
training through on-the-job experience.

19

 At TCS, the experience gained in handling projects is captured,

encapsulated and disseminated through Continuing Education
Programs.
These programs have been designed in such a way that they are
consistent with TCS strategic thrust areas, career opportunities
available in the companys ladder and individual aspirations of
employees.
Under the umbrella of its HR policies, TCS has earmarked the
following career paths for employees:
o technical architecture
o project management
o business relationship/geography management
o corporate functions such as Finance, HR, quality and R&D
Despite the vast size of TCS, the company is providing learning
opportunities to its professionals so that they can move up the
value chain in terms of skill sets and across streams.
The company has developed a robust framework for career
progression and professional development and created and
implemented a three tiered training program to create a better
alignment between its expectations from employees and their
knowledge and practical skills.

20

Compensation Management System

TCS is reputed to be a world class employer which always cares
for its employees and maintains sound yet flexible HR policies.
Its pay packages are designed in a way to accommodate for both
the basic and incentive components.
The package is determined on the basis of the level (recruited for)
and the amount of experience an employee has.
It is based on the EVA model i.e. Economic Value Added Model.
With the implementation of EVA based compensation, the salary of
employees comprised of two parts - fixed and variable in the ratio
of 70:30.
Fixed part includes basics + bunch of benefits (cafeteria benefits,
LTA, conveyance, etc.)
The variable part of the salary was arrived after considering
Corporate EVA
Business unit EVA
Individual performance EVA
Also there is super augmentation after every 5 years

21

Performance Appraisal
The major objectives of performance appraisal at TCS are:
o Identifying employees for salary increases, promotion,
transfer and lay off or termination of services.
o Determining training needs for further improvement in
performance.
o Motivating employees by indicating their performance levels.
Appraisal at TCS is done for both the Services & Managerial
Employees
It happens on
o Quarterly Basis: Before confirmation by Speed 3 online tool
o Half yearly Basis :After confirmation by Speed 4 online tool
Every new employee is confirmed only after 1 year

22

Process of Performance Appraisalat TCS:

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23

Retention Strategies
TCS has been able to retain talent by offering software
professionals a clear defined career growth path.
This includes ability to work in diverse geographies across TCS'
network of 169 offices and development centres in 35 countries, as
well as on new technology platforms and domains like banking,
telecom, life sciences and retail.
This is facilitated by a promotion policy, which is performancebased.

Job Rotation
TCS offers its employees a flexibility of choices on career streams
across domains, technologies and services.
It encourages job rotation and allows movement of associates
across different job roles and functions.
For instance, employees can move from a technical role to HR,
finance or learning and development to facilitate their professional
requirements and individual aspirations.
But before that an employee must have worked in his or her
present role for at least 2 years.

24

Succession Planning
In an era of stiff competition for seasoned professionals, it has
become necessary to identify and develop leaders from within the
organisation and empower them with additional responsibility to
assume increasing levels of leadership
Succession Planning strategy is also a critical part of TCSs
business planning process
It is done mainly for Key Roles to retain the Talent Pool
It is planned in each practice which happen to be the business
units of the company
In each practice they have a systematic process for succession
planning
High-fliers are identified at the time of appraisals and their
progress is monitored
When somebody gets identified as an exceptional performer by
more than one manager, he/she comes up for positioning in the
succession planning system.
The process however just does not stop at identifying the
successors. The need is also to provide challenges and motivation
25

to those who have been identified as successors. Therefore there

has to be an excellent career planning process and talent mindset.
For Example:
At Project Level Module Lead whose role is to provide
back-up to Project Lead is considered as a successor of Project
Lead

Employee Benefits
Flexible Working Hours
It has an Adoption Leave Policy benefits which is extended to male
associates also
o This means that associates of both genders are eligible to
three months paid leave after they adopt a child
TCS also has other add-ons such as sabbaticals, joining spouse
overseas, part-time or work from home facility, holiday homes
across the country and welfare trust facilitation for higher
education
Also, as employees of the Tata group, associates get discounts on
products and services of other Tata Group companies
The other employee benefits which are offered here include House
building loans, automobile loans, mentoring, career counseling,
stress development programs and many more
26

 Medical Insurance to all employee & their immediate family

o Basic Cover of 7x24 hrs of hospital facilities Rs. 45,000&
day-to-day expenses Rs. 5000
o Additional cover of 5 lakhs is provided for dependents on
3500Rs. Premium
o Further cover increases depending on the post
Many of TCS branches also offer recreation facilities

27

Employee Welfare, Safety & Health

Safe computer screens
Quarterly fire drills

Grievance Handling
They have an Open door policy i.e. any employee can approach his
supervisor anytime for his or her problems.
They also have a special Organization Effectiveness Department
for this purpose.
Also an employee can approach the HR person online anytime.
Every weak HR hour is there i.e. HR Person is available on the
floor to discuss the issues.
Group meetings are also held on regular basis.
Also every associate must be covered at least by the HR personally
in every quarter.

28

Organizational Exit
At TCS exit Interviews are conducted & purpose of them is mainly
to know two things:
o Why people are leaving the organization
o Why are they joining the other organization
They are conducted by PL & HR Person of the respective team.
Also whole information is kept secret

29

CHAPTER-2
HR POLICY AT WIPRO
INFOTECH
30

31

Company Profile
Global provider of business and technology services.
Wipro Infotech was the first global software company to achieve
Level 5 SEI-CMM, the world's first IT company to achieve Six
Sigma, as well as the world's first company to attain Level 5
PCMM Services cover sales & marketing analytics, supply chain
and aftermarket services, financial services, core operations &
collections, finance & accounting, information technology
services, and enterprise application services & program
management.
Currently, its presence extends to 9 regional offices in India
besides offices in the KSA, UAE, Taiwan, Malaysia, Singapore,
Australia and other regions in Asia-Pacific and the Middle East.

32

33

Spirit of Wipro
Intensity to Win
o Make customers successful
o Team, Innovate, Excel

Act with Sensitivity

o Respect for the individual
o Thoughtful and responsible

Unyielding Integrity
o Delivering on commitments
o Honesty and fairness in action

The Spirit of Wipro is the core of Wipro, the Spirit is rooted in current
reality, but it also represents what Wipro aspires to be, thus making it
future active.

34

Recruitment and Selection Levels

Both for Services Level & Managerial Level
Source of Recruitment:
1 Campuses
2 Consulting firms
3 Internet as a resource
4 Advertisements
5 Associate referral process
4 Stage Process:

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 Sales and marketing people can work from home

Job sharing for working mothers

36

Compensation Management System

The pay packages are designed in a way to accommodate for both
the basic and incentive components.
The package is determined on the basis of the level (recruited for)
and the amount of experience an employee has.
Employees on the Services side are given the option to take the full
time job or even a part-time job offer. Pay packages are thus
designed on the basis of the chosen option.

37

Training and Development

2 training programmes a year
For both services as well as managerial level employees
Vary in nature and duration
On need basis
Services: internally designed
Managerial: outside bodies & internal

Training stages at Wipro Infotech:

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 Additional Training is also provided on:

1 Ethics and values
2 Session on handling media
3 Standard response

Performance Appraisal
Wipro offers an integrated end-to-end Performance Management
Solution.

This solution is based on global people processes drawn from best

practices and helps organizations streamline their performance
evaluation processes.
Wipros e Performance Management solution not only helps you
establish the best practices in Performance Management, like
360degree appraisal, MBO, etc, but enables reduced Performance
Management cycle time without compromising on the subprocesses which are so critical to your HR values, like Work
Planning Conference, Work Plan establishment, Development
plans and Objective setting, Interim Review, Overall evaluation,
detecting Performance deficiencies, Tracking, Documentation and
Archiving.

39

 Wipro solution aims at strategic value delivery in the least possible

time incorporating rich functional features, aided by smooth
workflow, notification, authorisation, etc.
It helps to:
o Align employee objectives to the business goals. Enable strategic
Performance Management through Management by Objectives
(MBO)
o Measure and Assess employee performance periodically and provide
feedback and support to achieve quantitative, qualitative and process
targets
o Evaluate and track Hi-Performance and achievers based on
Competency driven practices.
o Enable online Reward and Recognition

Appraisal at Wipro Infotech happens on Half yearly Basis for both

the Services & Managerial Employees.
The half yearly appraisal is more from the point of view of

identifying Training & Development needs whereas the year end

Appraisal is for measuring the performance vis--vis the targets.

40

CHAPTER-3
HR PRACTICES AT
CYBERTHINK INFOTECH
PVT. LTD

41

Company Profile
CIPL is an ISO certified offshore development company, based at
Ahmedabad, Gujarat, India.
It has created a wealth of immensely satisfied clientele across the
world in 18 different countries, including USA, Canada, Australia,
Greece, The Netherlands, United Kingdom, Dubai, South Africa,
Japan and New Zealand to name just a few.
Quality is the trademark of their services as they follow ISO
9001:2000 standards.
42

 They offer Web designing, Ecommerce Solutions, Shopping cart

solutions, Mobile applications and synchronization, Social
Networkingmultimedia, search engine optimization, corporate
identity and client-server applications of the highest quality.

43

Hierarchical Structure

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44

Job Analysis
Rank key jobs by factors:
o Mental Requirements
o Skill
o Physical Requirements
o Responsibilities
o Working Conditions
Example:
Job title: SAP Consultant
o CANDIDATE PROFILE: Candidate should have an experience of
implementing full life cycle. Candidate need to be involved as a
functional or technical consultant within the core SAP team (part of
Implementation Team). Any functional SAP consultant with one of the
combination listed below can apply.SD, MM, PP, FI/CO.SD/MM
MM/PP FI/CO MM/QM PP (Process planning)/PI (Process
integration) HR with Payroll, Employee Self Service (ESS) SAP
CRM or mySAP SAP Techno consultant: Candidate should have
ABAP certification. He/She should have experience on IDOCS, Gap
Analysis, BEx Analyzer, BEx Browser, LSMP, EDI, SAP Scripts also.
Experience in SEM, BPS (Business Process System), APO, BW
modules is preferable Oracle experience is plus.
o ROLES: ERP SAP
45

o EXPERIENCE: 3 10 years
o KEY SKILLS: SAP
o PREFERENCE: Overseas Experience & SAP Certified is preferable

Recruitment & Selection

Recruiting Infrastructure:
Recruiting managers with 10+ years experience
Senior technical recruiters (15)
o Assigned to specific technologies
o Round-the-clock recruiting

On-Line testing services

o Technical competency

o Personality
Extensive interviewing & reference checking
Multiple sourcing resources
National and international recruiting

46

Recruiting Metrics:
Only top 5% of applicants are accepted
100% reference checking
Hire people based on ACTI (Attitude, Communication, Technical
and Industry knowledge) rating.
Most of consultants have post graduate degrees.

Sources of Recruitment:
Employee Referrals
o High referral rate (Employee Satisfaction)

Internal Candidate Database with over 75,000 resumes

o 1500+ Active candidates in the pipeline

Internet Providers such as:

o Net-temps
o Monster
o Dice

47

 Advertisements
CyberThink Website Job Postings
Job Fairs
Open Houses
Cold Calling
Out of State Recruiting Trips
International Recruiting Trips

48

Selection process

Role of HR and line managers in Selection Process:

Requirement are placed by- Line manger
Search for right fit is done by HR

49

Induction Program
General intro session
No Special program is conducted

Training & Development

CIPL is committed to train and retain the human resources that are
engaged through a process of extensive research and scrutiny.
Main purpose of training at CIPL is to bridge the gap between
what the employee has and what the job demands.
People regularly undergo training in technology and management
practices which helps them to understand the business environment
and industry needs.
Ongoing training is provided to obtain maximum performance.
Address deficiencies (if any) quickly & efficiently.

50

Performance Appraisal
Performance is appraised annually.
Permanent record of consultants Annual performance review is
kept
CyberThink will pay overtime only if it is pre-approved. Normally
over 40 hours a week is considered overtime.
Awards bonuses based on overall company and employee
performance.

Job Rotation

Job rotation is followed in the organization.

But only in Technical Department.

51

Employee Health and Safety Measures

Provide Medical assessment if required.

Safety measures in term of fire or misconducts are taken.

Grievance Handling

Grievances are handled in the organization but it varies from

Situation to situation.
All things are documented irrespective of the fact steps are taken
against it or not.

No Trade Unions

52

Employee Benefits
CyberThink offers a comprehensive range of employee benefits,
including:
Paid Time Off (Includes - Vacation, Sick, Personal, Holidays,
etc.): Full time employees are eligible for 20 paid days a year
including holidays.
Guest House Facilities: The company has guest houses, which are
used to house new employees relocating to the USA. These
facilities are available for the employees for two weeks into the
first project.
Relocation for Project: The company provides two weeks of
accommodation and car rental if needed, when an employee is
moved from one project to another out-of-state project. All
approved luggage moving costs will be reimbursed when original
receipts are provided. The company also reimburses the cost
associated with changing car registration, driver's license and
transportation costs incurred for interviews when original receipts
are provided.
Health Care Coverage: Each employee is entitled to the medical
treatment and prescription medicines as per the policy laid down
by the insurance company.
Other Benefits offered by CyberThink include:
o Short Term Disability (company pays premium)
53

o Long Term Disability (company pays premium)

o Life Insurance (company pays premium)
o Accidental and Death Disbursement (company pays premium)

CHAPTER-4
HR PRACTICES AT
PITNEY BOWES MAP INFO

54

Company Profile
Its the leading provider of location intelligence solutions,
integrating software, data and services to provide greater value
from location-based information and drive more insightful
decisions for businesses and government organizations around the
world.
Pitney Bowes MapInfo solutions are available in 20 languages
through a network of strategic partners and distribution channels in
60 countries.
It employs nearly 1000 talented, motivated and creative associates.

55

 A fast growing global company and the flagship technology

company in New York State's Tech Valley Region, Pitney Bowes
MapInfo is a high energy, highly spirited workplace.

56

Hierarchical Structure

57

HR Planning

58

 After this, Jobs are posted on the Companys Website and

circulated to Employees & Consultants

59

Recruitment & Selection

Only external recruitment
Recruitments are done through out the year
Sources of Recruitment are:
o Campus Placements
o Employee Referral
o Company Data Bank
o Consultants
o Advertisements
o Direct Walking

Selection Procedure

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Training & Development

The primary motive is to continually develop
professional/educational skills of its employees.
Provided on basis of need
o Example: 2 months training (nov-dec) was given to the
employees on their request
Training Steering Committee
o To identify the training needs of the employees at various
levels
o Design the framework of the training
Trainers are professionals people especially called for this purpose
Also sends its consultants overseas for further education
programmes.
o Example: HR people were sent to UK for Training of SAP

Induction
Employee induction program of 3 days in the respective branch
Main Objectives of induction of this consulting firm is to:
o Make new employees feel welcome and at ease.
o Help them understand the organization in a broad sense.
o Make clear to them what is expected in terms of work and
behavior.
Conducted first by HR Manager, then by Finance manager &
Administration team

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Performance Appraisal
Happens on annual basis.
Procedure of performance Appraisal:

Compensation Management System

Pay packages are designed in a way to accommodate for both the
basic and incentive components
Ratio of Fixed to Variable pay is 60:40.
Fixed part of every month includes:
o 12.5% - Provident Fund
o 50% - House Rent Allowance
o Rs.800 Conveyance
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Employee Health & Safety

Safe computer screens

Fire alarms & fire extinguishers
First Aid services
Decentralized AC
No first pick or last drop of women by cabs
Sexual Harassment policy & special training is also given to the
employees in this regard

Employee Benefits
Employee Assistance Program: The Employee Assistance
Program provides free and confidential assessment, short-term
counseling, and information/referral services to all regular fulltime and regular part-time associates.
The 529 College Saving Program: This programs helps make
saving for a child's higher education easier. It's an investment plan
operated by a state designed to help families save for future
college. Your investment grows tax-free for as long as your money
stays in the plan. And when the plan makes a distribution to pay for
the beneficiary's college costs, the distribution is federal tax-free.
Referral Program: This program encourages MapInfo associates
to spread the news of company job openings to qualified friends,
relatives, neighbors, business associates, and alumni. Also reward
them with a $500 referral bonus if their referral is hired and works
at MapInfo for 90 days.
63

 Medical & Vision Insurance: To assist its employees in covering

the cost of medical, prescription, and vision care expenses;
MapInfo offers them and their eligible dependents coverage
through a nation-wide Exclusive Provider Organization ("EPO").
Other Employee Benefits offered here are:
o Flexible Working Hours
o Work from home facility for senior management
o Sponsorship for higher education
o Encourage employees to file Patent for their programs
o Fun Committee to celebrate every festival in the office

64

Grievance Handling
Open door policy
Special committee of senior managers is formed to look all these
matters

No Trade Unions

Exit Interviews
Conducted by Assistant HR Manager
Final report is sent to the concerned department head.

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CHAPTER: 5
RESEARCH
METHODOLOGY

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RESEARCH METHODOLOGY:
Research in common parlance refers to a search for knowledge. One can
also define research as scientific and systematic search for pertinent
information on a specific topic.
Well, all possess the vital instinct of inquisitiveness for, when the
unknown confronts, we wonder and our inquisitiveness makes us probe
and attain full data and fuller understanding of the unknown, can be
termed as research. Research comprises defining and redefining
problem, suggesting solutions, collecting, organizing and evaluating
data, making deductions and reaching conclusion and at least carefully
testing the conclusion.
Research methodology is a way to systematically solve the problem.
RESEARCH DESIGN:
A research design is the arrangement of conditions for the collection and
analysis of data in a manner that aims to combine the relevance to
research purpose with economy in procedure. In fact the research design
is the conceptual structure within research is conducted, if it constitutes
the blueprints for the collection measurement and the analysis of the
data.
DATA COLLECTION:
Secondary data is been used to gather information about the HR policies
of different IT Companies.

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A Classification of Research Design:

RESEARCH DESIGNS

EXPLORATORY RESEARCH DESIGN

Secondary Experience
Data
Survey
Pilot Study Case Study

CONCLUSIVE RESEARCH DESIGN

Descriptive Design
Experimental Design

In this Research, the Researcher has used Descriptive Research Design

as a base of the research, as Descriptive research is undertaken to
provide answers to questions of who, what, where, when, and how but
not why. In order to gain an insight of the problem and to know the
nature of the research problem Exploratory Design is also used in the
form of Secondary data. To get more information about the research
problem the researcher collected many secondary data and went through
many websites and researches that have been done by other researchers.

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CHAPTER: 6
COMPARATIVE
ANALYSIS

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Comparative Analysis of different IT

companys HR Policies:
HR policies of these four can be compared on the different HR
functions:
1
2
3
4
5
6

Recruitment & Selection

Selection Process
Training & Development
Performance Appraisal
Employee Benefits
Compensation Management System

These are the major HR functions on the ground of which these

four companies can be compared and it can be found out how far
they resembles or differ with each other when it comes to the
application of these terms into actual practice in these companies.

Recruitment & Selection:

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Recruitment Process of these companies

TCS

Both internal and external recruitment based on cost,

effectiveness and past data.
Sources: campus placements, advertisements, TCS job
portals, consultants, Employee referrals

WIPRO

Both internal & external recruitment based on the needs.

Sources: campus placements, consulting firms, Internet,
advertisements, Associates referrals

CIPL

Highly qualification based recruitment based on ACTI

(Attitude, Communication, Technical and Industry
knowledge) rating.
Sources: Employee referrals, Internal candidate
database, Internet, CIPL job portals, Cold calling,
recruitment trips, advertisements, job fairs.

MAPINFO Only external recruitments.

Sources: Campus placements, Employee referrals,

advertisements, direct walk-ins, company data base.

SELECTION PROCESS:
TCS:

Online
Test
Technical
Interview

Technical
Interview
HR
Intervie

HR
Intervie
Managemen
t review

FOR71
FOR
FRESHE
EXPERI
ENCE

WIPRO:
Aptitude TestTechnical Interview
Application screening
Final: HR Interview

CIPL:

Applicant Job interest

Selection Test
Technical/HR Interview
Conditional OfferJob Placement

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MAPINFO:

Resume
short
listing
by team
heads

Technical/
HR
Interview

Manage
rial
Round

HR
Round

Job
Offer

TRAINING & DEVELOPMENT

Companies

T & D PRACTICES

TCS

Prime Motive: make its employees knowledgeable

about ongoing practices in their respective domain.
-invest 4% of its annual revenue
-learning centers at Bhubneshwar & Tiruvanantpuram
-Well-planned induction program (fresher)
-Just-in-time training (Career Growth)

WIPRO

Prime Motive: to meet the needs of changes both

internally and externally.
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-two training programs a year

- training conducted on need basis
- training, both externally and internally designed

CIPL

Prime Motive: to bridge the gap between what

employee has & what job demands.
-training, a process of extensive research & scrutiny
-regular, ongoing training programs
-addresses deficiencies quickly & efficiently

MAPINFO

Prime Motive: continually develop professional and

educational skills in the employees.
-on need basis
-Training Steering Committee
- send its consultants for special training to abroad

PERFORMANCE APPRAISAL:
COMPANIES

PERFORMANCE APPRAISAL

TCS

-Conducted quarterly and half yearly to identify the

employee position, training needs and to motivate
them.
--It is an on-line process
-If associate rejects the review then it is taken care
by HR Department.

WIPRO

-Integrated end-to-end performance appraisal

- Half yearly for T & D and year-end appraisal for
measuring performance vis--vis the target.
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- Enabling online rewards & recognition

CIPL

-PA conducted annually

-Award based on overall company and employee
performance.
-Completely target based

MAPINFO

-PA conducted annually

-Target based appraisal
- Based on rating system

EMPLOYEE BENEFITS:
COMPANIES EMPLOYEE BENEFIT SCHEMES
TCS

-flexible working hours

-Sabbaticals
-Working from home
-facility for higher education
-Medical Insurance
-Recreation facilities
-Adoption Leave Policy Benefits

WIPRO

-Work from home facility for sales and marketing

employees
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-Medical Insurance
-Job sharing for working mothers
-option to take full-time or part-time job offer

CIPL

-Paid time off

-Guest house facility
-Relocation for project
-Health Care coverage
-Other benefits

MAPINFO

-Employee Assistance Program

-The 529 College Saving Program
-Medical & Vision insurance
-Other employee benefits

COMPENSATION MANAGEMENT:
COMPANIES COMPENSATION MANAGEMENT
SYSTEM
TCS

-Based on EVA model

-Pay package comprises, basic and incentive
components
-Fixed/variable ratio is 70:30
-Super augmented after every five years

WIPRO

-Pay pack for both basic and incentives

-Pay package determined on the basis of the level
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and experience
-Pay package decided on the basis of chosen option
-fixed/variable ratio is 70:30

CIPL

N/A

MAPINFO

-Pay package for both basic and incentives

-Ratio of fixed and variable is 60:40

Conclusions
From the above information of the HR practices implemented by
different IT companies in India, I conclude that the HR practices in
different IT companies are more or less similar in nature. Some
policies of Human Resource are different technically, but the
overall HR practices, for example- Job analysis, Human Resource
Planning, Recruitment, Selection, Training and Development,
Retention strategies, Compensation Management and Performance
Appraisal, are almost same in all the IT companies in India.
Further adding to the conclusion part, I can say that some of the
HR practices are same as we learned in our PGDM programme,
but in real life situation of Human Resource Management every
thing does not resemble with the bookish theory and concepts.
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Some of the concepts are theory based and some are more practical
in nature which can be learned through practical experience only.

78

References
http://www.ibef.org/
http://www.tcs.com
http://www.ciol.com
http://www.citehr.com/
http://www.wipro.com/bpo/hr
http://web.ebscohost.com

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