Wipro Hrm Policy

Topics: Human resource management, Employment, Recruitment Pages: 5 (1103 words) Published: November 20, 2012
Wipro is an Indian multinational, provider of information technology services, consulting, outsourcing services and research and development services. It is headquartered in Bangalore, Karnataka, India. As of 2012, the company has over 1,30,000 employees and a worldwide presence with global centers across 54 countries.

Human resource management may be defined as a set of policies, programmes and practices designed to maximize both personal and organizational objectives.

* Effective utilization of the available human resources. * Organizational structure of relationship.
* Development of human resource and rewarding them.
* Compatibility of individual goals with those of the organization. * Maintain high morale of the employees.
* Recruitment.
* Selection.
* Placement.
* Training.
* Performance Appraisal.
* Compensation.
* Maintenance.

Wipro’s recruitment consists of three rounds.
* Written test.
* Verbal test.
* Aptitude test.
* Technical test.
Round 2 is a technical test.
Round 3 is the final stage of the recruitment process and it concludes with the HR meeting.

Wipro Recruitment Drive organized by IPSR career center on Thursday, 7th October 2010 was another accomplishment in a long line of others. The venue - BVM College, Cherppunkal, Kottayam was teeming with candidates from all over the state. More than 600 job seekers attended the event, with a good 312 candidates having been shortlisted

Upon 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 Wipro’s Recruitment is the Online Placement through National Skill Registry (NSA).
Wipro’s campus placement for the year 2010-2011


At Wipro, The HR department knows how critical time is for fulfilling training needs and hence 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. Wipro has strategic partnerships with leading technology provider to help employees choose the tool that suits their requirement best. Based on research conducted in this area, Rapid Content Development can be used for any of the following content areas: * Critical training.

* Minor change.
* Short shelf life.
* Frequent updates.


Are people developing as fast as the business is moving? In order to answer performance related questions, Wipro offers an integrated end-to-end performance management solutions. This solution is based on global people processes drawn from best practices and helps organization steam line their performance and evaluation process. Wipro’s Performance Management solution not only helps you establish the best practices in Performance Management like 360degree appraisal, MBO, etc, but enables reduced Performance Management cycle time without compromising on the sub-processes which are so critical to HR values, like Work Planning Conference, Work Plan Establishment, 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’s score in the database.


Compensation 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...
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