Wipro has strong HR policies that focus on diversity, training, career development, and work-life balance. Key aspects include: 1) A global and diverse workforce of over 170,000 employees across 6 continents. Extensive training programs help employees continuously develop skills. 2) A transparent recruitment process that considers both internal and external candidates without discrimination. Employees can refer friends and access internal job postings. 3) Competitive benefits like interest-free loans, long maternity leave, flexible work hours, and recognition programs that motivate high performance.

1. Rajdeep Saha (16BM61K09)
Nilabja Moitra (16BM61K12)
Rahul Banerjee (16BM61K16)
Bhabani Sankar Das Mohapatra (16BM61K18)
HR POLICIES OF
WIPRO

2. AGENDA
Introduction
Job Recruitment
Training
Differential Employee Benefits
Conclusion
1
2
3
4
5

3. Introduction
Applying Thought

4. ABOUT WIPRO
Wipro Ltd is a global information technology, consulting and outsourcing
company with 170,000+ workforce serving clients in 175+ cities across 6
continents. The company posted revenues of $8.1 Billion for the financial year
ended Mar 31, 2017.
Wipro is globally recognized for its innovative approach towards delivering
business value and its commitment to sustainability.
Source:www.wipro.com

5. HISTORYSource:www.wipro.com
1945 Established as Western India Vegetable Products Limited in Amalner, Maharashtra
1981 Ventured in to the fledgling IT industry
1983 Established software products and exports subsidiary, Wipro Systems Ltd.
1985 Pioneers in marketing indigenous Personal Computers
1990s Entered IT services – Among the pioneers in developing the ODC concept
1998 Software business assessed at SEI-CMM Level 5
2000 Listed on NYSE (NYSE:WIT)
2001 The first company in the world to be assessed at PCMM Level 5
2002 Entered the BPO business
2008 Entered the Eco-energy business
2013
Wipro Ltd. demerges its ‘Diversified Business’ into a separate company to be named ‘Wipro Enterprises Ltd’. Wipro Ltd. to focus
exclusively on IT Business.
2014
Wipro selected as Dow Jones Sustainability Index (DJSI), World member for the 5th consecutive year and recognized as the
Global Sector Leader for the Software & Service Industry.
2015
Carved out Wipro Digital business as a separate unit. Announced its intention to acquire Designit, global strategic design firm
specializing in designing transformative product-service experiences.
2016
Wipro Acquires HealthPlan Services, a Leading Technology and Business Process as a Service Provider in the US Health
Insurance Market

6.  Red: Life, Dynamism,
Auspiciousness
 Green: Nature, Freshness, Growth,
Prosperity, Youth
 Yellow: Sun, Warmth, Vitality,
Aspiration
 Violet: Intelligence, Innovation,
Smartness, Mystery
 Blue: Sky, Sea, Transparency,
SPIRIT OF WIPRO
Source: www.wipro.com
Spirit of Wipro is the core of Wipro. It
is the contemporary articulation of
the never changing values that Wipro
Practices and is rooted in current
reality.

7. LEADERSHIP TEAM 2017
Source:www.wipro.com

8. DIVERSITY AND ACCESSIBILITY
 Wipro value and respect the cultural contribution of all our
employees who are hired from over 40 nationalities.
 HR Departments are set up across all geographies to
understand and craft processes and policies appropriate
to the legal, social and business environment of the
geography we are present in.
 Wipro maintain an open system where employees can
requisition reasonable facilities for comfortable
working/interview environment.
 Wipro offer opportunities to all employees and interview
candidates to voice their concerns regarding accessibility.
 Wipro ensure that there is appropriate infrastructural or
process oriented changes made to make the Wipro

9. HR PANNING & ANALYSIS

10. Job Recruitment
Intensity to Win

11. Recruitment
s
Internal
Sources
Promotions &
Transfer
Job Postings
Employee Referrals
External
sources
Advertisement
Employment Agency
On Campus
Employment
Exchange
Education and
Training Institute
RECRUITMENT PROCESS
Wipro operates in over 50 countries and the
recruitment process differs from geography to
geography basis the laws of the land. However,
Wipro largely follow a generic process to invite
applications.
Source:www.wipro.com

12. RECRUITMENT PROCESS CONT..
While hiring Wipro do not regard race, colour, religion, national origin,
citizenship, age, sex, marital status, ancestry, physical or mental
disability, medical condition, socio-economic background or sexual
orientation.
All advertisements for posts give clear and accurate information to
enable potential applicants to assess their own suitability for the post.
Information about vacant posts will be provided in such a manner that it
does not restrict its audience in terms of sex, race, marital status, socio-
economic background, disability, age, sexual orientation or religion.
Recruitment literature will not imply a preference for one group of
applicants unless there is a genuine occupational qualification, which
limits the post to this particular group, in which case this will be clearly
stated.
All descriptions and specifications for posts will include only
requirements that are necessary and justifiable for the effective
performance of the job.
All selection procedures will be thorough, conducted against defined
criteria and will deal only with the applicant's suitability for the job.
Where existing employees acquire a disability while in employment, we

13. MY OPPORTUNITIES CAREER INSIDE WIPRO
There are 3 primary objectives of this policy:
 To provide a platform for employees to view and select internal jobs of their
choice
 To ensure business demands are fulfilled from an internal pool of eligible
applicants
POLICY ANALYSIS
Wipro encourages internal role movements for all employees. Keeping in mind
the company’s view of being transparent w.r.t. all internal opportunities, all
internal job openings are posted in the My Opportunities portal.

14. EMPLOYEE REFERRAL WIPRO TECHNOLOGIES
 Employees can refer Friends,
Relatives or Ex-colleagues.
 Wipro does not charge any fee at
any stage of the recruitment process
and has not authorized
agencies/partners to collect any fee
for recruitment.
 Wipro is an equal opportunities
employer.
POLICY ANALYSIS
Identifying and attracting competent
employees like yourself.

15. SELECTION PROCESS
Preliminary Interview
Written Tests
Employment Interviews
Medical Exams
Background Verification
Appointment letter

16. Training n Skilling
Unyielding Integrity

17. Talent
Management
Talent Transformation
Organizational
Need Analysis
top Gear
TReND.NXT
Future Ready
Person Need
Analysis
WASE
WISTA
NOTCH UP
Operational
Need Analysis
ACE
PM ACADEMY
TALENT MANAGEMENT
Wipro focuses on all three types of
trainings:
 Organizational Need Analysis
 Operational Need Analysis
 Person Need Analysis
•Wipro's employees are given opportunities to be trained on
appropriate systems, processes and modules regardless of sex, race,
marital status, socio-economic background, disability, age, sexual
orientation or religion.
•All employees will be encouraged to discuss their career prospects
and training needs with their Manager/Supervisor or the HR
Department

18. TALENT TRANSFORMATION
 These training sessions are
focused on people who need to be
reskilled to get competitive
according to requirement of
organizational/personal/operation
POLICY ANALYSIS
Talent Transformation team arranges
various trainings for continuous
enablement.

19. COMPETENCIES ENHANCEMENT
 Differentiate Wipro’s technology and
delivery capabilities from
competitors.
 Make this platform future-ready for
large-scale enterprises.
POLICY ANALYSIS
TopGear is an internal crowd-sourcing
platform to encourage our employees
to enhance their competencies by
getting hands-on experience in skills
on demand

20. HIGHER EDUCATION
Features of the NOTCH UP program:
 The fee is only Rs.1.2 Lakhs for the entire duration for all
the above course.
 We also made a provision for you to pay this fee in a
small monthly installments deducted throughout the 24
months from your payroll.
 Wipro reimburses the fees TWO YEARS after successful
completion of the program.
POLICY ANALYSIS
NOTCH UP is a unique higher education program for Wiproites who are in Career
groups A3 to D1. Employees in the eligible career groups shall possess minimum 2
years of work experience.

21. HIGHER EDUCATION CONT.
 By giving students the right kind of training, this program enables us to
prepare some of the best B.Sc, BCA, and BCM graduates to face the
challenges of the dynamic Information Technology world.
 Apart from equipping the students with necessary platform skills, behavioral
skills and providing live project exposure, this program provides an
opportunity to pursue an 8-semester (four years) off-campus collaborative
MS Program with BITS, Pilani.
POLICY ANALYSIS
Wipro Technologies, in line with its innovative culture, started a pioneering
initiative in the field of higher education through WASE - Wipro Academy of
Software Excellence in the year 1995.

22. TREND.NXT LAUNCHPAD TO SPECTACULAR CAREER
 It is a skill based, step-by-step
approach towards building expertise
in various technologies.
 It provides an end-to-end framework
for competency development from
trainings to certifications.
 It provides flexibility to choose skills
that are relevant to the employee's
practice.
 It aligns the employees to the trend of
the technology, project and individual
aspirations.
POLICY ANALYSIS
TReND.Nxt is the next generation
technical competency development
program

23. Employee
Act with Sensitivity

24. GLOBAL DIVERSE WORKFORCE

25. DIFFERENTIATED BENEFITS
 Interest Free Loan for marriage, medical treatment etc.
 Sabbatical leaves up to 2 years for higher study or other exceptional cases.
 Loss of Pay of 90days.
 Maternity Leave of 26 weeks.
 Flexible working hours; work from home facilities.
'Women of Wipro' (WoW) - Wipro’s Gender Equity Program
Persons with Disabilities (PwD) Program

26. APPRAISAL
Quarterly assessment help employees to create
clear and focused actionable towards achieving
individual career aspirations. Appraisal Rating is
a 5 point rating scale:
Outstanding
Contribution-
OSC
Consistently and significantly exceeds established standards of performance.
Achieves exceptional results which have an impact on overall performance of the
team. Continuously drives self, others and organization to set new standards of
excellence.
Excellent
Contribution-
ECC
Clearly exceeds required standards of performance. Consistently achieves
superior results even on complex and difficult areas of the job. Drives for
continuous improvement and delivers on stretch targets.
Highly Valued
Contribution-
HVC
Meets all or most expected standards of performance. Displays fully satisfactory
performance
Is a valued and contributing team member. Effectively achieves challenging
objectives with well channeled effort and direction normally required for the job.
More
Contribution
Expected-MCE
Meets some standards of performance. Scope for improvement in several areas.
Has the capability to become a good performer, with assistance.
Unsatisfactory Does not meet a number of objectives. Does not meet expected threshold level of

27. RECOGNITION AND REWARDS
Your hard work and contribution never go unnoticed at Wipro. At every step of
success there is an award awaiting you. The challenges we encounter, motivates
us to accomplish greater feats and the comforts of rewards and recognition
comes as a package.
Wipro provides dedicated portal called Winner Circle to recognition outstanding
performer. Different categories are like:
Inspiring
Performance
Award to an individual, in the giver's reporting structure, who has
shown exemplary performance in individual capacity and has gone
beyond their scope of work to accomplish a challenging assignment.
Round of Applause Recognize a peer for providing help and support beyond their scope of
work
Victory League Award to a team who has outperformed their deliverables as a team.
You Live The Tenets Award to be given to an employee who exhibits the Tenet behaviours
and lives the Wipro Values.
You Made a
Difference
Appreciate the efforts of a colleague
Long services award Wipro take pride in our long serving colleagues. Contribution through a

28. PROMOTIONS

29. VALUE

30. Conclusion
Milestones on the path to glory

31. PERCEPTUAL MAPPING INDIAN IT COMPANIES
 Among top 4 Indian MNC, Wipro stands first in Employee satisfaction.
 Wipro believes in Integrity of business, stand second best to TCS.
 Infosys registered an attrition of 21 percent, up around 3 percent
sequentially, while Wipro saw a marginal rise of 0.4 percent month-on-
month in IT services attrition.
 Wipro attrition rate for below 8 years experience is lowest among other IT
ANALYSIS
Organization Innovativeness CustomerSatisfaction Integrity EmployeeSatisfaction AttritionRate(Q3-2016)
Wipro 7.2 69 7.4 8 17%
Infosys 7.6 73 7.1 6.8 21%
TCS 6.4 77 9 7.8 15.50%
CTS 6 72 7.2 6.8 -

32. EMPLOYEE PERCEPTION SURVEY
 Opportunity for Wipro to gather employee perception & feedback on key
aspects of the organization, that shape the overall experience for all.
 It seeks feedback on aspects like organization & enabling environment,
leadership, manager, team & collaboration, role, career & opportunities,
rewards & recognition.
 It followed by evaluation and action planning to bring in long term changes.
ANALYSIS
 At Wipro, a comprehensive EPS survey is conducted every 2 years. This
feedback helps the organization to design further interventions and process
improvements.

33. CUSTOMER SATISFACTION SURVEY
FY2016/17
Wipro Conduct Customer Satisfaction survey (ACSAT/CSAT) by using
independent third party organization Nielsen Group. It reflects of all170,000+
wiproites efforts, CSAT can’t be driven by one role or function.
 Average score is 6.05/7 marginal improvement from 5.98
 Very satisfied and satisfied clients have gone up from 83% to 86%.
 Customers who think we are best in class moved up from 25% to 30%.
 40% customers said they are more likely to increase spend with Wipro.
 Record CSAT not only for Wipro, but for the industry.
 Delivery and execution is becoming Wipro’s strength and differentiator.
ANALYSISANALYSIS

34. CMMI-5
Wipro is the first People Capability Maturity Model (PCMM) Level 5, SEI
Capability Maturity Model (CMM) Level 5. Systematic analysis of HR needs in
order to ensure that correct number of employees with the necessary skills are
available when they are required
 Enabled decision making based on
metrics and measurement.
 If you know how many “defects”
are there, you can solve them one
by one to have “zero defect”.
 Statistical method to translate
information and makes analysis
easy.
 Wipro achieved: 91% scheduled
project delivery.
ANALYSIS

35. REWARD AND RECOGNIZATION
Wipro named as a 2017 World’s Most Ethical Companies by the Ethisphere
Institute for the 6th successive year.
Wipro won “Excellence in Diversity & Inclusion” award & “Employer with best
Employee Health and Wellness Initiative” award at SHRM India HR Awards 2016
Wipro was awarded a runners up in “Excellence in Talent Sourcing & Staffing” at
SHRM India HR Awards 2016
Wipro was awarded a runners Up in “Diversity & Inclusion” in the Corporate HR
Best Practices category at NHRD HR showcase 2016 event

36. WHAT MAKES WIPRO

37. Thank YouWhen I look at where we have come, what gives me tremendous
satisfaction is not so much the success, but the fact that we achieved
this success without compromising on the value we defined for
ourselves - AzimPremji