Career Progression WIPRO vs TCS - Ningapi.ning.com/files/o15XG9Ameg3SlEiylVaPweZL6d0nLjX7… · PPT file · Web view2017-05-28 · AGENDA. Company Overview. TCS. WIPRO. HR Policies

Career Progression in WIPRO & TCS

Presented by:

Shishir RamkumarShoven Mohapatra

Shradha RoutShruti Bagchi

AGENDA• Company Overview

– TCS– WIPRO

• HR Policies in TCS• HR Policies in WIPRO• Performance Appraisal in

– TCS– WIPRO

• Succession Planning

Company Overview - TCS• Founded in 1968 by JRD Tata• Began as a “Tata Computer Center” for Tata

Group• F C Kohli was the first General Manager• Awarded the best HR award for its excellence in

HR practices by the Hangzhou National Hi-tech zone in 2008

• Offices in 42 countries with more than 142 branches

Company Overview - TCS• One of the largest private sector

employers with a core strength of 186914 individuals

• It has the lowest attrition rate in Indian IT industry

Company Overview - WIPRO• Founded by Azim Premji’s father under the

name Western India Vegetable Products• Started as an edible oil producer in 1947• Current Chairman Azim H Premji• Entered the IT segment in 1977, currently India’s

third largest IT service provider• Total number of employees 11941 as on

September 2010

Company Overview - WIPRO• Rated third best HR management industry

in India• First company in India to adopt Six Sigma

HR Policies in TCS• Hiring policy: optimal mix of fresher and lateral recruits• Learning and development: TCS invests 4% of its

annual revenue on training, development and other employee empowerment programs

• The three learning programs are: initial learning program, continuous learning program, and leadership training program

• Customer feedback: Customer Satisfaction Survey is conducted at the end of the project

• Performance management: Appraisers review performances on a quarterly basis and it is pegged to a scale of 1 to 5

HR Policies in WIPRO• Internal and external recruitment• Intensive training and development• Performance appraisal• Promotions, transfers and demotions• Job rotation• Grievance handling• Wipro Employee Stock Option Plan (WESOP)

Performance Appraisal in TCS

• Conducts two appraisals– At the end of the year– At the end of the project

• Appraisals track the achievement based on four levels– Financial– Customer– Internal– Learning and growth

• The appraisal system is supported by an online system

Performance Appraisal in TCS

• All associates are rated on a scale of 0 to 5, 5 being highest

• In the first year the associates are evaluated every quarter

• After the first year, they are evaluated on an yearly basis by the Project Leader

• The project leaders are evaluated by their immediate managers so on and so forth

Performance Appraisal in WIPRO

• Follows 360 degrees appraisal system• Used to identify star performers• Each individual is evaluated by

– Managers– Subordinates– Peers– Internal and External customers

• After evaluation employee training needs are identified

Performance Appraisal in WIPRO

• Evaluation is used for salary increments, disciplinary actions and promotions

• Performance evaluation done once in 6 months

Succession Planning• Succession planning is ensuring the right people

at the right time in the right place• TCS:

– High performers are identified at the time of appraisals and there is monitored

– These employees are constantly moved across projects, practices and geographies

Succession Planning• WIPRO:

– Called Talent Review and Planning (TRP)– Conducts regular quarterly Talent

Engagement and Development (TED) reviews– Action plans for each Strategic Business Unit

(SBU) and verticals are reviewed– A talent pool of suitable candidates is

prepared

THANK YOU