1.Human Resource Management1.1 Meaning.Human resource management
(HRM, or simply HR) is the management of an organization's
workforce, or human resources. It is responsible for the
attraction, selection, training, assessment, and rewarding of
employees, while also overseeing organizational leadership and
culture and ensuring compliance with employment and labor laws. In
circumstances where employees desire and are legally authorized to
hold a collective bargaining agreement, HR will also serve as the
company's primary liaison with the employees' representatives
(usually a labor union).1.2 HistoryHR spawned from the human
relations movement, which began in the early 20th century due to
work by Frederick Taylor (1856-1915). Taylor explored what he
termed "scientific management" (later referred to by others as
"Taylorism"), striving to improve economic efficiency in
manufacturing jobs. He eventually keyed in on one of the principal
inputs into the manufacturing processlaborsparking inquiry into
workforce productivity.[1]The movement was formalized[when?]
following the research of Elton Mayo and others, whose Hawthorne
studies (1924-1932) serendipitously documented how stimuli
unrelated to financial compensation and working conditionsattention
and engagementyielded more productive workers.[2] Contemporaneous
work by Abraham Maslow, Kurt Lewin, Max Weber (1864-1920),
Frederick Herzberg, and David McClelland (1917-1998) formed the
basis for studies in organizational behavior and organizational
theory, giving room for an applied discipline.
1.3 Birth and evolution of the disciplineBy the time enough
theoretical evidence existed to make a business case for strategic
workforce management, changes in the business landscape ( la Andrew
Carnegie, John Rockefeller) and in public policy (a l Sidney and
Beatrice Webb, Franklin D. Roosevelt and the New Deal) had
transformed the employer-employee relationship, and the discipline
was formalized as "industrial and labor relations". In 1913, one of
the oldest known professional HR associationsthe Chartered
Institute of Personnel and Developmentwas founded in England as the
Welfare Workers' Association, then changed its name a decade later
to the Institute of Industrial Welfare Workers, and again the next
decade to Institute of Labour Management before settling upon its
current name.[3] Likewise in the United States, the world's first
institution of higher education dedicated to workplace studiesthe
School of Industrial and Labor Relationswas formed at Cornell
University in 1945.[4]During the latter half of the 20th century,
union membership declined significantly, while workforce management
continued to expand its influence within organizations. "Industrial
and labor relations" began being used to refer specifically to
issues concerning collective representation, and many companies
began referring to the profession as "personnel administration". In
1948, what would later become the largest professional HR
associationthe Society for Human Resource Management (SHRM)was
founded as the American Society for Personnel Administration
(ASPA).[5]Nearing the 21st century, advances in transportation and
communications greatly facilitated workforce mobility and
collaboration. Corporations began viewing employees as assets
rather than as cogs in a machine. "Human resources management",
consequently, became the dominant term for the functionthe ASPA
even changing its name to SHRM in 1998.[5] "Human capital
management" is sometimes used synonymously with HR, although human
capital typically refers to a more narrow view of human resources;
i.e., the knowledge the individuals embody and can contribute to an
organization. Likewise, other terms sometimes used to describe the
field include "organizational management", "manpower management",
"talent management", "personnel management", and simply "people
management".
2.Human Resource DepartmentDepartments are the entities
organizations form to organize people, reporting relationships, and
work in a way that best supports the accomplishment of the
organization's goals. Departments are usually organized by
functions such as human resources, marketing, administration, and
sales.But, a department can be organized in any way that makes
sense for the customer. Departments can also be organized by
customer, by product, or by region of the world.
The forward thinking human resource department is devoted to
providing effective policies, procedures, and people-friendly
guidelines and support within companies. Additionally, the human
resource function serves to make sure that the company mission,
vision, values or guiding principles, the company metrics, and the
factors that keep the company guided toward success are
optimized.
The most common Human Resource jobs that are grouped in the
Human Resource Department are the Human Resources Director, Human
Resources Generalist, and Human Resources Assistant. Additionally,
some organizations have a Vice President of Human Resources and
employees who are organized around providing a specific component
of Human Resource services including compensation, training,
organization development, and safety.2.1 ObjectiveThere are also
some objectives for which HRM performs its aforesaid functions in
an organization. Some of the objectives are as follows:
1. To achieve the organizational goals and objectives.2. To
ensure employee satisfaction at every level.3. To instill team
spirit in employees.4. To explore employees capabilities for
performing a given job.5. To ensure maintaining the quality of work
life.6. To respect the employees as individuals and also respect
their individual career goals.7. To equip the employees with proper
resources.8. To keep the employees motivated.9. To encourage the
feeling of organizational loyalty in employees.10. To ensure a
positive environment of mutual trust and understanding in
theorganization.
2.2 ImportanceFor small businesses and large conglomerates
alike, the human resources or personnel function can be helpful for
much more than simply processing payroll or handling the open
enrollment season once a year. Human resources plays an essential
role in developing a company's strategy as well as handling the
employee-centered activities of an organization1.Human Capital
ValueHaving an in-house human resources function is important. An
in-house human resources staff or a human resources expert on staff
can increase the understanding of how important human capital is to
the company's bottom line. For small businesses, in particular,
human capital is critical because so many smaller firms have
employees who perform cross-functional duties. With a smaller
workforce, if just one person leaves, it leaves the company with a
huge gap to fill and a potential threat to the company's
profitability.
2.Budget ControlHuman resources curbs excessive spending through
developing methods for trimming workforce management costs, which
includes negotiating better rates for benefits such as health care
coverage. In addition, human resources ensures competitive and
realistic wage-setting based on studying the labor market,
employment trends and salary analysis based on job functions. As
some small businesses have budget constraints, this human resources
function is especially helpful.
3.Conflict ResolutionWorkplace conflict is inevitable, given the
diversity of personalities, work styles, backgrounds and levels of
experience among employees. A human resources manager or a staff
person specially trained to handle employee relations matters can
identify and resolve conflict between two employees or a manager
and employee and restore positive working relationships.
4.Training and DevelopmentHuman resources conducts needs
assessments for the organization's current workforce to determine
the type of skills training and employee development necessary for
improving skills and qualifications. Companies in the beginning or
growth phases can benefit from identifying training needs for
existing staff. It's much less expensive than the cost to hire
additional staff or more qualified candidates. In addition, it's a
strategy that also can reduce turnover and improve employee
retention.
5.Employee SatisfactionHuman resources specialists usually are
charged with the responsibility of determining the level of
employee satisfaction -- often an ambiguous measurement at best.
With carefully designed employee surveys, focus groups and an exit
interview strategy, human resources determines what underlies
employee dissatisfaction and addresses those issues to motivate
employees.
6.Cost SavingsThe cost to hire new or replacement workers,
including training and ramp-up time, can be exorbitant for
employers, especially small businesses. With a well-constructed
recruitment and selection process, the human resources function can
minimize expenses regarding advertising job postings, training new
employees and enrolling new employees in benefits plans.
7.Performance ImprovementHuman resources develops performance
management systems. Without a human resources staff person to
construct a plan that measures performance, employees can wind in
jobs that aren't suitable for their skills and expertise.
Additionally, employees whose performance falls below the
employer's expectations can continue on the payroll, thereby
creating wasted money on low-performing employees.
8.Sustaining BusinessThrough succession planning that human
resources develops, the company identifies employees with the
promise and requisite capabilities to eventually transition into
leadership roles with the company. This is an important function as
it can guarantee the organization's stability and future
success.
9.Corporate ImageBusinesses want to be known as the "employer of
choice." Employers of choice are the companies that receive
recognition for the way they treat employees; they are the
companies for whom people want to work. Becoming an employer of
choice means human resources balances recruiting the most qualified
applicants, selecting the most suitable candidates and retaining
the most talented employees.
10.Steadfast PrinciplesHuman resources ensures the workforce
embraces the company's philosophy and business principles. From the
perspective of a small business, creating a cohesive work
environment is imperative. The first opportunity human resources
has to accomplish this is through wise hiring decisions that
identify desirable professional traits, as well as orientation and
on-boarding programs.2.3 Functions of Human Resource Department A
typical Human Resource Department is carries out the following
functions: 1.Manpower PlanningIt involves the planning for the
future and finding out how many employees will be needed in the
future by the business and what types of skills manpower
planningshould they possess.It depends on the following factorsThe
number of people leaving the jobThe projected growth in sales of
the businessTechnological changesProductivity level of the workers
2.Job analysis and Job descriptionHR Department is also involved in
designing the Job analysis and Job description for the prospective
vacancies.A job analysis is the process used to collect information
about the duties, responsibilities, necessary skills, outcomes, and
work environment of a particular job.Job descriptions are written
statements that describe the:duties,responsibilities,most important
contributions and outcomes needed from a position,required
qualifications of candidates, andreporting relationship and
co-workers of a particular job. 3.Determining wages and salariesHR
Department is also involved in conducting market surveys and
determining the wages and salaries for different position in an
organization. These decision may be taken in consultation with top
management and the Finance department.4.Recruitment and
SelectionOne of the most important jobs HR department is to recruit
the best people for the organization. This is of crucial importance
as the success of any organization depend on the quality of its
workforce. Details regarding the recruitment and selection
procedure can be found here. 5.Performance ApprasialOnce the
employees are recruited , the HR Department has to review their
performance on a regular basis through proper performance
appraisals.Performance appraisal is the process of obtaining,
analyzing and recording information about the relative worth of an
employee. The focus of the performance appraisal is measuring and
improving the actual performance of the employee and also the
future potential of the employee. Its aim is to measure what an
employee does.On the basis of performance appraisal the HR
Department will set up an action plan for each employee. If the
employees needs any training then he provided that. 6.Training and
DevelopmentHR department is constantly keeping a watch over the
employees of the organisation. In order to improve the efficiency
level of the employees they traininghave go undergo regular
trainings and development programmes. All trainings and development
needs are carried out by this department. Training might include on
the job or off the job training. Find more information on training
here. 7.Employee welfare and motivationHappy employees mean a
healthy organization. HR Department conducts various employee
welfare activities which might include employees get together,
annual staff parties etc. HR department also reviews organizational
policies and its impact on the motivation of the employees.
8.Addressing employees grievancesHR department is the link between
the workers and the management. Employees grievances related work
environment are usually entertained and resolved by the HR
Department. 9.Labour management relations
For the smooth operation of any organization, it is crucial to
have good labour management relations. HR department has to ensure
that these labour_unrest relations are cordial. In case of any
labour-management conflict the HR Department will play a vital role
in bringing both management parties to the negotiation table and
resolving the issue. 10.Implementing organizational policiesHR
Department has to coordinate with line manager and see that the
organizational policies are being implemented in a proper manner.
Disciplinary action can be initiated against employees who are not
following organizational rules and regulations. All these actions
are conceived and implemented by the HR department. 11.Dismissal
and redundancyHR Department has to take firm actions against
employees who are not following the organizational code of conduct,
rules and regulations. This can result in the dismissal of the
employee.Sometimes, an organization may no more require the
services of an employee. The employee may be made redundant. HR
Department has to see that organizational and government
regulations are being followed in this process.
3.Advantages and DisadvantagesAs the owner of a small business,
the time might come when you face the decision of whether to add a
dedicated human resources department, either on an in-house or
outsourced basis. According to management consultant Ethan A.
Winning, as a general rule, when a company reaches 50 employees,
the HR role needs to be handled by more than one individual. Adding
an HR department offers advantages as well as possible
disadvantages.
3.1 Advantages1.Relieving BurdenAs your small business grows and
you continue to add employees and possibly even additional
locations, it becomes increasingly difficult to micromanage each
aspect of your business. By adding a human resources department,
you won't need to be as directly involved in time-consuming tasks
such as recruiting, benefits administration and developing and
implementing personnel policies and procedures. Instead, you can
focus more on big-picture items such as increasing revenues and
gaining market share.
2.Maintaining ComplianceBusinesses must ensure they are in
compliance with the large number of rules and regulations that
govern personnel relations and management. Human resources
professionals possess the expertise in areas such as discriminatory
practices and compensation laws. This prevents you from breaking
regulations that you might not have even known existed. In the
process, you can avoid costly fines and possibly even lawsuits
while preserving the good reputation of your business.
3.2 Disadvantages1.Relinquishing ControlA disadvantage of adding
a human resources department is that it requires you to relinquish
control regarding how your business operates. Other individuals now
have the responsibility for making important decisions in key
areas, including hiring and personnel relations. If you bring
outsiders into your organization or even outsource human resources
functions, you face the risk that these individuals will not fully
adapt to the nuances of your business and end up making decisions
that are not in your organization's best interests.
2.Time and MoneyIt takes time to successfully implement a human
resources department. It will likely take a while to hire the staff
or to locate the right firm if you prefer to outsource the
function. There is also likely to be a learning curve while the new
department gets up to speed, as well as a lengthy adjustment period
for you and your employees. Depending on how large an HR department
you add, it could represent a significant cost to your
business.
4.WIPRO4.1 HistoryWipro started as a vegetable oil company in
1947 from an old
millfoundedbyAzimPremji'sfather.Whenhisfatherdiedin1966,Azim,agraduateinElectricalEngineeringfromStanfordUniversity,tookontheleadership
of the company at the age 21. He repositioned it and transformed
Wipro (Western India Vegetable Products Ltd) into a consumer
goodscompanythatproducedhydrogenatedcookingoils/fatcompany,laundrysoap,waxandtincontainersandlatersetupWiproFluidPowertomanufacture
hydraulic and pneumatic cylinders in 1975. At that time, it was
valued at
$2million.In1977,whenIBMwasaskedtoleaveIndia,Wiproenteredtheinformationtechnologysector.In1979,Wiprobegandevelopingitsowncomputers
and in 1981, started selling the finished product. This was the
first in a string of products that would make Wipro one of India's
first computer makers. The company licensed technology from
Sentinel Computers in the United States and began building India's
first mini-computers. Wipro hired managers who were computer
savvy,and strong on businessexperience. In 1980 Wipro moved in
software development and started developing customized software
packages for their hardware customers. This expanded
theirITbusinessandsubsequentlyinventedthefirstIndian 8086
chip.Since 1992, Wipro began to grow its roots off shore in United
States and by2000 Wipro Ltd ADRs were listed on the New York Stock
Exchange.Withover25yearsintheInformationTechnologybusiness,WiproTechnologies
is the largest outsourced R & D Services provider and one ofthe
pioneers in the remote delivery of IT services. Being a global
provider
ofconsulting,ITServices,outsourcedR&D,infrastructureoutsourcingandbusiness
process services, we deliver technology-driven business solutions
that meet the strategic objectives of ourGlobal 2000 customers.
Wipro today employs96,000people
inover50countries.AcareeratWipromeansto learn and grow
continuously, opportunities to work on the latest technologies
alongside the finest minds in the industry, competitive salaries,
stock options and excellent benefits.4.2 Board of Directors
Jagdish N ShethP M SinhaB C PrabhakarWilliam Arthur OwensAshok S
GangulyIndependent DirectorsExecutive DirectorsSuresh VaswaniSuresh
S SenapatyGirish S ParanjapeAzim H PremjiChairman,Wipro Ltd.
5.HR Strategy of WIPRO5.1 RecruitmentRecruitment
referstotheprocessofscreening,andselecting qualified people for a
job at an organization or firm, or for a vacancy in a volunteer
basedorganizationorcommunitygroup.Whilegeneralistmanagersoradministratorscanundertakesomecomponentsoftherecruitment
process, mid- and large-size organizations and companies
oftenretainprofessionalrecruitersoroutsourcesomeoftheprocesstorecruitment
agencies. External recruitment is the process of attracting and
selecting employees from outside
theorganization.A.InternalSources:-Promotions and TransferJob
postingsEmployeeReferralsB.ExternalSources:-AdvertisementEmployment
AgenciesOn campusRecruitmentEmployment exchangesEducation and
training
instituteTheexcitingworldofWiproTechnologies,Indiaislookingathiringcandidates
with expertise in areas like--Human Resource / Recruitment/
Training,Finance/ Accounts / Auditing,Marketing /Sales / Business
Development,Microsoft, Mainframe &Internet
Technologies,Functional & Domain Consultant-CRM /SCM/ ERP/
JDE,EnterpriseSecurity-Testing Services,Legal/Law,Wireless Services
/ Switching Systems,Independent Verification
&Validation-Enterprise Application Integration (EAI)-Banking /
Finance / Securities/ Insurance,TISPSolutions OSS /BSS
WIPROrecruitmentprocess:-WIPRO recruitment process consists of
three rounds.Round 1 :Written
test1.Verbal:Thissectionwillhave15questionsrelatedtosynonyms,antonyms,
Analogies, SC, Prepositions and reading
comprehension.2.Aptitude:Thissectionswillhave15questionsrelatedtoaptitudetopicslikeTime&Work,Time&Distance,BloodRelations,SeriesCompletion,
Puzzles, Calendars, Clocks,Percentages, Ratio proportions,Ages,
Pipes and Cisterns
etc.3.Technical:Thissectionwillhave20questionsrelatedtobasictechnicalconceptsfromC,C++,Java,Linux,UNIX,DBMS,SQL,Programming
fundamentals,Hardware,SoftwareEngineering,MicroProcessorsetc.Candidatesareinformedtobrushuptheirtechnicalskills
which were covered intheir regular academic curriculum.Round 2:
Technical InterviewThis is a major elimination round. Candidates
should be thorough
withtheirbasictechnicalskillstoclearthisround.Candidatesareherebyinformed
to be prepared with their core subjects.Round 3: HR
InterviewCandidates can expect basic HR interview questions like
Tell me about yourself, Why should I hire you, Why only WIPRO, What
is SIX sigma level.Candidates will be tested in their communication
and vocabulary during technical and HR interviews. Round 4:
PlacementUpon Joining, the incumbent shall be given an employee
code number by Manager(HR) and he shall fill up the joining forms
and shall submit the same to the Manager(HR) for further course of
action.Wipro recruit 40%employees from campus recruitment. Another
popular source for Wipros Recruitment is the Online Placement
through NSR (National Skill Registry).
5.2 TrainingThe term training refers to the acquisition
ofknowledge,skills and competencies as a result of the teaching of
vocational or practical skills and knowledge that relate to
specific useful competencies.Training & Development of
individuals is a key focus area at Wipro. OurTalent Transformation
Division handles this. For those with less than one year of
experience a well-structured induction training program is
conducted. This will cover all aspects of software development
skills that
arerequired.AsaPCMMLevel5organization,thereisalsohighfocusonCompetencyDevelopment.TalentTransformationhasamandatetoprovide
technical & business skill training based on the departmental
and divisional need. All employees are eligible to take training
based on the competency gapidentified or Project need.In addition
to class room training one can take e-Learning with outwaiting for
class room training.Compliance and Regulatory training is an
important aspect in todays regulated environment and is often
implemented as part of corporate initiatives. All large companies
have mandatory trainings be it in the field of Environment, Health
& Safety, Ethics, Risk-Management, Finance, Law, etc.
Wipro Training Model
Components1.Rapid Learning :-At Wipro, we know how critical time
is for fulfilling training needs and hence we have developed
competency in the area of Rapid Learning. An emerging form of
content development, Rapid Learning helps to develop content in a
short span of time using various tools; the content delivery can be
both synchronous as well as asynchronous. Wipro has strategic
partnerships with leading technology providers to help you choose
the tool that suits your requirement best. Based on research
conducted in this area, Rapid Content Development can be used for
any of the following content areas:Critical Training when the
training requirement is critical and must be addressed
immediatelyMinor change when the difference between what is known
and what is new is minimalShort shelf life when the content in
question has a very short shelf lifeFrequent updates when the
content needs to be updated frequently.
2.ProcessTrainingLarge enterprises keep updating their processes
to improve the efficacies of their systems. Business process
training is typically a part of any organizations overall change
management plan. Wipro provides Process Training in several fields
including HR, Quality, Operation, Payroll, Recruitment, and more.
For a meaningful transition of the process, quality training is
extremely critical. Understanding the complexities involved in
rolling out these process trainings, we bring you quick solutions
that help deliver effective training for your organization.The
components of process training
are:1.Analyze2.Inform3.Involve4.Support
5.3 Performance AppraisalAppraisal SystemAre your people
developing and performing as fast as your business moves? Are you
measuring the pace of your people and tracking it? In order to
answer your Performance related questions, Wipro offers an
integrated end-to-end Performance Management Solution. This
solution is based on global people processes drawn from best
practices and helps organizations streamline their performance
evaluation processes.
WiprosePerformanceManagementsolutionnotonlyhelpsyouestablishthebestpracticesinPerformanceManagement,like360degreeappraisal,
MBO, etc, but enables reduced Performance Management cycle time
without compromising on the sub-processes which are so critical to
yourHRvalues,likeWorkPlanningConference,WorkPlanestablishment,Development
plans and Objective setting, Interim Review, Overall evaluation,
detecting Performance deficiencies, Tracking, Documentation and
Archiving.Once reviewed by HR dept. Assistant (HR) updates the
records for each employee score in the database.
5.4 PromotionHigher you go. Heavier you getA promotion is the
advancement of an employee's rank or position in an organizational
hierarchy system. Promotion may be an employee's reward for good
performance i.e. positive appraisal. Before a company promotes an
employee to a particular position it ensures that the person is
able to handle the added responsibilities by screening the employee
with interviews and tests and giving them training or on-the-job
experience.As per Guidelines for supervisory employees promotion/up
gradation, applicable to the present year, Manager (HR) prepares
the list of eligible employees. Simultaneously, V P (HR) also asks
for recommendations from HODs. A comprehensive list is then
prepared by Manager (HR) and submitted to the EPPP which is
announced by the Site President, for Executive and Manager family,
and by the Group President (MSD), for Leader Family.Bases of
PromotionSeniority :-Seniority simply depends upon how long the
employees is doing job with the company. The length of service and
talent are both interrelated with each other. It is based on the
tradition of respect for older people. It creates a sense of
security among employees and avoids conflict arising from promotion
decision.Merit :-Merit implies the knowledge, skill and performance
records of an employee. It helps to motivate competent employee to
work hard and acquire new skills. It helps to attract and retain
young and promising employees in the organization. Onthe above
basis, promotionofemployeesisdoneinWipro.Wipro also prompt employee
by conducting different case studies on different aspects of
Information Technology. Working at Wipro is very comparative &
to get promotion required smart work andprojection.
5.5 CompensationCompensation is a systematic approach to
providing monetary value to employees in exchange for work
performed. Compensation may achieve several purposes assisting in
recruitment, job performance, and job satisfaction.Wages and
salaries structure is very vital for the retention of the employees
as due to stiff competition, if proper salary is not given then the
employees will go to those organization offering higher salaries.
Jivraj Tea Ltd is actively involved in retaining good manpower in
the organization by providing proper salary and incentive
methods.Wipro runs 50 offices in India.It has a branch office in
USA, Canada, Europe, Middle east, Africa etc.
Payscale of Employee at WiproEmployee ClassNo of EmployeesSalary
(Rs/Month)
A+ class128150000
A class1240120000
B+ class3300060000
B class2200040000
Technician400035000
Zero Level344010000
5.6 Employee WelfareAccording to the Oxford dictionary, employee
welfare or labourwelfare means the efforts to make life worthliving
for workmen. LabourWelfare means anything done forthe comfort
andimprovement, intellectual or social, of the employees over and
governmental , which is not a necessity ofthe
industry.WelfareActivities:-1.EducationWipro has its own institute,
where the education is given to the employees children absolutely
free. The school has classes from JR. kg to class-XII in English
medium. Free transportation facility isalso provided to
them.2.MedicalCompanysphilosophyisNobodyshoulddiewithoutfund.Company
believes its responsibility towards health services to
providetotheemployeesgobeyondthestatutoryprovision.BeingthepetrochemicalindustryandsomeoftheirprocessareconsideredHazardous.Companyrecognisestheimportanceofgoodoccupationalhealthservices.Therefore,atthemanufacturingsites,
theyhavewellequipped,fullfledgedmedicalcentre,whichare manned round
the clock.3.HousingCompanyhasitsowntownshipatdifferentlocationin
Bangalore. If house is available, the new employees are allotted
the house otherwise the company can also hire house. All the
maintenance in houses provided to employees by company is done
bythe company.4.CanteenThe company gives canteen facility under
which food is provided to the employees but it is not compulsory
for them. They get the allowance in their salary. The Contract Cell
at Wipro invites tenders and the Contractcell signs detailed
agreement with the contractor. The operation of the canteen is
given on the contract.5.Sports-To motivate the employees of the
company organises different sports tournaments i.e. Cricket,
Volleyball, Table Tennis, Badminton Etc.6.Recreation
activities-Fortherecreationoftheemployee,companyorganized gets to
gather once in a year with their family. And also arranged short
distance picnic. For picnic they get Rs. 100/- and free
transportation once in a year.7.Club
MembershipThepurposeoftheclubmembershipistomeettheothermembersoftheindustrialcommunityandinteractwiththemforrelation
personnel leisure. This facility is provided only to the SMC and
above.8.InsurancePolicyWipro provides personal accident insurance
policy of Rs.100000 for employees. Premium of the company is half
pay by employee and other will payby Wipro.
6.Referencewww.wikipedia.orgsmallbusiness.chron.comwww.wipro.inThe
Wipros Founder by N. k. Astana