ROLE OF HR

PERSONNEL WORKING
IN IT INDUSTRY
Course Facilitator- Prof. Jyoti Verma

Presenting By
Aman Kumar
Gautam Kumar
Md Saquib Umar &
Saket
TABLE OF CONTENT

 Objective of the study

 HR role in IT industry
 HR practices in TCS
 HR practices in Wipro
 Findings and recommendations
OBJECTIVE OF THE STUDY
 To identify traditional HR practices.
 To identify responsible factors for HR innovativeness.
 To evaluate relationship between high tech culture and
innovative HR practices.
 To investigate scope for innovations available in HR practices.
 To evaluate whether Organizational Citizenship Behaviour
(OCB) plays an important role for innovations or not.
 To identify whether leadership style encourages innovations in
HR practices or not.
HR ROLE IN IT INDUSTRY
 To build a high-performance workplace and maintain an
environment for quality excellence to enable employees and the
organization to achieve strategic objectives and adapt to change.
 Recruit, select, train & develop, counsel, motivate, and reward
employees.
 Design, organize, and manage work and jobs to promote
cooperation, initiative, empowerment, innovation, and
organizational culture.
 Develop effective performance management systems,
compensation, and reward and recognition approaches.
CONTINUED..
 Effective processes for hiring and career progression.
 Maintain a work environment conducive to the well-being and
growth of all employees.
 Monitor extent and effectiveness of HR practices and measure
employee satisfaction.
 Make extensive investments in training and education and
motivate employees to develop and use their full potential.
HR PRACTICES IN TCS
 The TCS-HR group operates with technical experts to create a
synergy which is enviable.
 1,40,000 employees are Herculean task but the smoothness of
operations are intriguing.
 Basic function as given below:
 Recruitment Policy and Process
 Training and Development
 Compensation and Salary Structure
 Performance Management
 Talent Retention
CONTINUED..
 The Company has employees from 130 nationalities and is one of
the largest employers of women, who constitute 34.7% of our
global workforce.
 The Company had 387,223 employees across 55 countries, as on
March 31, 2020.
 Programs like Fit4life, Safety First, Employee Assistance Program,
and Purpose4Life are part of the total employee experience,
helping to promote individual wellness while balancing the
needs of work, family and society.
RECOMMENDATIONS
 TCS must provide diverse service store rain from being over-
dependent and increasing exposure to the vulnerabilities of few
sectors(BFSI)/geographies (USA).
 Consolidation and strategic acquisitions are essential for future
growth of revenues. We feel that a big wave of consolidation in
IT industry has just started.
 TCS should shift focus from low-cost advantage to high quality
services commanding a premium being the pioneer in the
industry.
 The HP-EDS merger(one of the biggest ever merger in this
industry)is testimony to this. TCS should gear up for such
opportunities which are strategic fit for them
HR PRACTICES IN WIPRO
 Spirit of WIPRO
 Intensity to Win
 Act with Sensitivity
 Unyielding Integrity
 There are two major sources in Wipro

 Internal sources
 Promotions and Transfer
 Job postings
 Employee Referrals

 External sources
 Advertisement
 Employment Agencies
 On campus Recruitment
 Employment exchanges
 Education and training institute
COMPENSATION MANAGEMENT
SYSTEM IN WIPRO
 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.
 But, Nowadays Wipro has modified it’s compensation plan,
Incentives for Wipro’s sales executives will be linked to the
growth in incremental revenue, real sales introduced via way of
means of a employer in a positive period, that is more and more
turning into the brand new benchmark for gauging marketplace
percentage boom with inside the IT offerings industry.
 Training and Development at Wipro
 Training Program Aimed at new Wipro Recruits
 Project Readiness Program [PRP]

 Training Programs Aimed at Experienced Professionals

 Wipro BPOs SEED academic program
 Manager Excellence Framework

 Building a Skilled Resource Pool

 Wipro Academy of Software Excellence (WASE)
 Wipro Info-tech Master of Science (WIMS)