career progression wipro vs tcs - ningapi.ning.com/files/o15xg9ameg3sleiylvapwezl6d0nljx7… · ppt...
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Career Progression in WIPRO & TCS
Presented by:
Shishir RamkumarShoven Mohapatra
Shradha RoutShruti Bagchi
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AGENDA• Company Overview
– TCS– WIPRO
• HR Policies in TCS• HR Policies in WIPRO• Performance Appraisal in
– TCS– WIPRO
• Succession Planning
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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
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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
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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
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Company Overview - WIPRO• Rated third best HR management industry
in India• First company in India to adopt Six Sigma
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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
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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)
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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
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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
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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
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Performance Appraisal in WIPRO
• Evaluation is used for salary increments, disciplinary actions and promotions
• Performance evaluation done once in 6 months
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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
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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
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THANK YOU