HR PRACTICES IN

By Group 4A INFOSYS & WIPRO

HRM REPORT

By Hustlers (4A)
Soumya Tiwary (140040)
Anurag (140007)
Monu Kumar (140024)
Sneha Anand (140039)
Shantanu Sinha (140034)
Monik (140087)
INTRODUCTION

Human resource management is a structured and holistic approach to managing a company's

most valuable assets: the people who work there and contribute individually and collectively

to the fulfilment of the business mission. As a description of the processes involved in

managing people in organisations, the phrases "human resource management" and "human

resources" have essentially supplanted the term "personnel management." HRM is defined as

the process of hiring people, developing their skills, employing, preserving, and awarding

their services in line with work and organisational requirements.

COMPANY PROFILE

Infosys Limited is an Indian IT company that specializes in multinational companies

consulting and information technology services. Infosys assists clients in 45 countries in

formulating and delivering various digital transformation initiatives. Infosys assists

organisations in upgrading and improving existing environments so that they might achieve

higher efficiencies and remain relevant in current economy. Infosys has over 200,000

personnel and has progressed to a US $10.9 billion (revenues FY18) company with a market

valuation of US $ 39 billion since for their hard work and commitment.

Wipro Limited is a market-leading IT, consulting, and business process outsourcing services

company. Wipro uses analytics, robots, cloud computing, and other cutting-edge technology

to help clients on six continents adapt to the current digital trend and succeed. Wipro employs
about 1,60,000 leaders who are dedicated to making the world a better place. The revenue of

Wipro for the fiscal year 2017 was roughly 848 crores USD.

HISTORY

In Pune, India, in 1981, N. R. Narayana Murthy and a group of six other engineers founded

Infosys Limited, formerly known as Infosys Technologies Limited, with an initial capital

commitment of only US $250.

Infosys developed an employee stock option plan when it went public in 1993; in 1994, it

relocated its headquarters from Pune to Bangalore, India; and in 1999, it became the first

Indian IT company to be listed on NASDAQ, making it India’s top stock at the moment.

Infosys was one of the top 20 NASDAQ companies by market capitalization in 1999.In the

year 1999 Infosys annual revenue touched US$100 million, US $1 billion in 2004 and US$10

billion in 2017.

Wipro Limited, previously Western India Products Limited, is an India information

Technology firn founded in 1945 by MD Hashem Premji as “Western Vegetable Product

Limited”,later abbreviated to Wpro. It was once a refined edible oil company based in

Amalner, Maharashtra. After his father passed away in 1966.

His son, Azim Premji took over the company in the age of 21 and In 1980, Wipro made its

first appearance in the information tech area.

ORGANIZATIONAL STRATEGY

HR practices of Infosys are envisioned by its founders and the culture that has been

predominant over the year. By maintaining the company's culture, the established to promote

simplicity. Employees are encouraged to talk about how they've learned. Infosys was the first

company to provide world-class training and working facilities towards its employees.

Workers are seen as capital assets, and businesses value their tenure by providing ongoing

innovation training. The significance of consistency in knowledge-based businesses is

rhetoric, and actions are required to empower people. The organization is dedicated to

"youth, creativity, and speed," and they are continuously innovating in terms of attracting the

next generation of workers.

Human Resources, as according Wipro, "struggles to realise its potential as a strategic

business partner." When it comes to balancing expensive in-house expertise with less

expensive external resources to design and provide a cohesive set of value-added services,

most firms are purely reactionary. For at least 20 years, HR transformation has been preached

and written about, and there have certainly been improvements in how the function performs

throughout that time. However, most attempts to acquire strategic business partner status

have ended in failure for reasons that are fairly common across various industries. One of the

most important reasons is that HR has not yet completed the transformation process.
Six Steps Toward Transformation

1. Differentiate among HR operations with HR strategy.

2. Customize your HR services and allocate appropriate HR investment.

3. Standardize lean operations and standardize Human resource policies.

4. Integrate HR systems, automate processes, and clean up your data.

5. Identify outsourcing opportunities and efficiently manage vendors.

6. Enhance managers' ability to manage their personnel and offer HR services to the

company.

SELECTION AND RECRUITMENT

According to Edwin Flippo, Recruitment: “It is a process of searching for prospective

employees and stimulating and encouraging them to apply for jobs in an organization”

Selection: “It is the process of collecting and evaluating information about an individual in

order to extend offer of an employment”

Recruitment planning is one of the most important components in new people management

organization. Infosys has to deal with human assets as it a knowledge-based organization

hence it becomes important to have the right person for the right job. Infosys believe have to

take the recruitment planning in very serious manner to ensure that we can get best talent in

the organization.
RECRUITMENT

1. STATEMENT OF INTENT

• Assist recruiters in examining the knowledge and abilities required for the

position •

• Assist recruiters in determining if prospects meet these requirements

• To put the organization's policy on equal opportunity in the workplace into

action.

RECRUITMENT OPPORTUNITY

  The line manager must justify the need for the function, and the relevant Director must

credit it.

• Prior to the establishment of the profession, the line manager must establish a job

description and job specification.

• A resulting of the position is required.

• The line manager must determine the whole cost of the position, including variable costs.

The necessity to keep management costs within set limitations must be recognised in this

procedure.
2. OPPORTUNITY ADVERTISING

Draft the advertisement and tailor made for the target audience ensuring it is non-

discriminatory and avoids any gender or culturally specific language. The factors will

include

the following:

  job title

  salary and other incentives

  brief summary of post

  brief person specification

  contact person for enquiries from applicants/informal visits

  closing date

  interview date

  a statement that disabled applicants who meet the minimum selection

criteria for the position will be guaranteed an interview

  arrangements for visits to the job location

 3. SELECTION PROCESS

The selection panel will examine how each skill within the candidate specification

will be most appropriately assessed. The method used will be determined by the

nature of the post, but may include a combination of the following

  Panel Interview

  Presentations

  Testing

  In-tray exercises

  Group exercises/discussions

4. DECISION GUIDELINES

• Prior to the decision-making process, the interview panel should have accessibility to the

tests used in the selection process.

• The talents of each candidate should be evaluated to the person specification. The supply of

professional and personal development may be taken into account.

• All panel interviewers should make a summary and record of their decisions at the interview

for each candidate, which should be kept by the Human Resources Department.

5. POST SELECTION PROCESS

 Communicate with the successful candidate.

  If the candidate declines the offer and other candidates were deemed by the

panel to be suitable using the same selection criteria offer the next most suitable

candidate the post.

  Communicate with all the unsuccessful candidates at the earliest opportunity

and offer feedback within two days.

6. EMPLOYMENT OFFER

 Acknowledge offer of post to successful candidate and at the same time, request

documentary evidence of their eligibility to work in the specified country

  Keep process managers informed of progress

   Issue written statements on the terms and nature of offer of employment in advance

of the commencement date.

7. RECRUITMENT AND SELECTION

ANALYSIS & PROCESS

The policies on recruiting and selection assist management in conducting a fair and clinical

recruitment and selection process. It aims to boost the morale of everyone who participates in

the recruitment and selection process. Every applicant that wishes to join their organisation,

according to the management, is a possible candidate to live within the organisation.

Infosys follows necessary steps to recruit people on the basis of various factors and to

choose the right candidate. The following are the main factors that are considered

while recruiting new employees.

Wipro Recruitment process includes a selection stage when decisions are made as to

the viability of a particular candidate's job application. It directly affects the overall

productivity of an organization. A right selection may increase the overall

performance of a company & a wrong one may lead to material and financial loss. A

perfect selection process can help to pick the most eligible candidates amongst all

applicants. The Process of selecting candidates focuses on abilities, knowledge, skills,

experience and various other related factors.

 INFOSYS WIPRO

Online Aptitude Test Written Exam

Infosys Interview Wipro Interview

Process Process

Technical Round Technical Interview

HR Round HR Interview

TRAINING AND DEVELOPMENT

“Imparting of specific skills and abilities and knowledge to an employee”

It is an attempt to improve current or future employee performance by increasing an

employee’s ability to perform through learning, which is determined by performance

deficiency”

OBJECTIVES of INFOSYS undertaking training and development are:

 Employee competency should be enhanced, and work performance should be

enhanced as well.

 Support learning and continuous improvement to help employees who are starting a

new job, assignment, or transfer become competent quickly.

  Help individuals evolve within the firm to meet changing technological, process, and

culture needs.

OBJECTIVES of WIPRO

undertaking training and development are:

• Avoid Obsolescence

• Adaptability to the company's changing requirements

• Continual improvement in the organisation

• Full utilisation of manpower's talent and growth of these resources

• The extent to which personnel should be taught to effectively administer the company's

system.

PERFORMANCE APPRAISAL AT INFOSYS & WIPRO

Performance appraisal is carried out half yearly at Infosys. A 360-degree appraisal is

carried out for all employees. Appraisals are required from peers, direct supervisors,

subordinates and customers. A minimum of six to seven appraisal reports are

collected for each employee, all of which completed are on-line and the data is

maintained in a central database. Also Wipro uses different techniques for

performance appraisal for it’s human assets. We will see those techniques further.
For Infosys

360 DEGREE PERFORMANCE APPRAISAL

 Identifying of performance

 Feedback on individual performance

 Basis for self-evaluation.

 Analysing Employee Development:

 Diagnosing training and career development requirements

 Maintains a basis for promotion, dismissal, job enrichment, job enlargement, job

transfer, probation

 Monetary and appreciation rewards.

For Wipro

TECHNIQUES FOR PERFORMANCE APPRAISAL

1.Rating Method: Under the ranking method, the rater must score his subordinates based on

their overall performance. Simply put, this entails placing a man in a rank order. In this
method, an employee's ranking in a work group is determined by comparing it to that of

another employee. Each employee's relative position is determined by his numerical rank. It

can also be done by comparing a person's job performance to that of another competitor in

the group.

2. Rating Scale : Several numerical scales describe job-related performance criteria

such as dependability, initiative, output, attendance, attitude, and so on. Each scale

has a range of good to mediocre ratings. The total numerical scores are added

together, and the final conclusions are drawn.

3. Checklist method This strategy involves creating a checklist of statements about

an employee's characteristics in the form of Yes or No questions. The rater is just

responsible for reporting and checking, while the HR department is in charge of the

actual evaluation.

4. Critical Incidents Method The strategy focuses on a few key employee

behaviours that can make or break a company's effectiveness. Supervisors keep track

of such instances as they happen.

5. Essay Method : This approach requires the rater to write down the employee's

description in detail under a number of broad categories such as overall impression of

performance, employee promotability, current capabilities and qualifications of

performing jobs, strengths and weaknesses, and training needs.

 COMPENSATION MANAGEMENT

Compensation is a systematic technique to providing employees with monetary and

non-monetary value in exchange for their labour. It can be described as money earned in the

course of labour, as well as a variety of advantages provided by a company to its employees.

Compensation refers to remuneration in the form of hourly earnings or annual

salaries, as well as benefits such as insurance, vacation, stock options, and other perks that

might influence an employee's work performance.

Both the companies compensates in following ways:

Infosys

  Adds learning through training and development and appraisal practices

  Adds significant emotional value through initiatives directed towards

sustaining employees with their work and personal needs

   Adds financial value by monetary compensation

Wipro

 Flexible benefits

 Medical assistance Plan and Medical claim benefits.

 Group Life Insurance Programme and Employees Deposit Linked Ins

Programme EDLI.

 Wipro cares “Miltr”.

 Kids @ fun (way of learning)

 Fit for Life

 Eco Eye.