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

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

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

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

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

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

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

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

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

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

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

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. and . leadership.

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

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

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

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 one’s wildest expectatio ns.

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

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

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


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