HCL-Wipro (1)
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Focusing on growth by engaging staff in
unprecedented ways
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IT related services
` Systems integration
` Business process outsourcing,
` Software engineering` High-tech R&D
K
nown for its technical strengthsAn uncommon focus on internal transparency and
employee engagement
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` HCL Technologies is a leading global IT servicescompany with over $2 billion revenues.
` In February 2005, Vineet Nayar, CEO, HCLTechnologies announced a radical new philosophy,Employee First, Customer Second (EFCS).
` Through this philosophy the aim was to create aunique employee organization, drive an invertedorganizational structure, create transparency and
accountability within the organization, and encouragea value driven culture.
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` Verticalized approach to market in order to provideproducts and services tailored for the needs of specificindustries with the aim of building competitivedifferentiation
` Targeting a selected set of verticals and countries` Specializing on a number of markets where it aims to
provide high quality services
` "Enterprise Transformation Services" (ETS) that aimsat strengthening HCL's focus on value centricity
` Follows a mix of Best-fit and Best Practices strategy
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An Unusual Competitive Arena
Positions its offering directly against the big IT giants suchas IBM and Accenture
Increased flexibility, more control
Partnership relationship between HCL and its customer
Full Outsourcing
Full responsibility for an IT function, rather than applicationdevelopment or maintenance projects
Employees First
Improving employees' job satisfaction and their productivity
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` The idea of engaging employees resonates with thecompanys innovation strategy.
` Figuring out what types of innovation will be necessaryas content producers, telecom companies, and devicemanufacturers move into their next phase ofinterdependent business models
` Revenue-sharing approach
` Ongoing efforts to learn from customers and otheroutsiders as well as from employees
` Most important insights can come from anywhere
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An automated query resolution mechanism for employees. SSD enables employees raise their concerns for adequate
redressal in just three clicks. On an average 31,000 tickets are raised every month
Smart ServiceDesk
Employee performance portal which handles end to endappraisal process of all employees
i4excel transparently shares ratings and views ofmanagers manager (reviewer) with the employee.
i4excel
Annual company-wide event that takes strategic discussions outof closed-door meetings to all employees
CEO and the leadership team present at these meetings sharethe vision and strategy of the company as well as respond toquestions in interactive sessions
Directions
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A two way dialogue mechanism between CEO and theemployees
Questions answered by Vineet Nayar himselfU&I
The councils allow employees to unleash their creativetalent
Over 1,500 events were conducted by EFC councilsEFC
Focus on women development and to create an inclusive,supporting and caring environment
Launched a women exclusive website
Women FirstCouncil
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Comprehensive career planning and development program Framework where each employee is empowered to plan
desired career path.Career Power
A system created in HCL to recognize high performers The league constituted those employees who have been
outstanding performers since last 2 years
O2 league ofExtraordinary
Reward and recognition portal where all employees can seeextraordinary efforts & performances and appreciate them
To ensure timely and public instantaneous recognition ofemployees who have displayed exemplary performance
Xtramiles
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Helping hands to all HCLites and their familymembers by providing them expert counseling24X7 on any issue concerning them.
MITR
Synonymous with fun @ work at HCLTechnologies
F.U.N.D.O.O.F.R.I.D.A.Y
Polls are conducted on weekly basis to gatheremployee feedback on various issues.
The results are shared on the intranet and guidedecision making.
Weekly Polls
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Computer Based Training, Instructor Led Training,Web Based Training, On the Job Training andBlended Learning
Fivemethods
In-campus, Fresher, On-going, Re-skill
Four tracks
Technical Training, Domain Training, and BehavioralTraining
Threestreams
Leaders Teach (an internal training program), Talent Transformation and Intrapreneurship
Development Team.
Twochannels
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HCLs annual survey of 20,000 people across the company rates 1,500managers on 20 aspects of their performance
The results of the survey are aggregated and published online for every
employee to look at
For the manager, there is nowhere to hide if he or she
gets negative feedback
360-degree feedback is not linked to the annual appraisal or to thecompensation package. It is open for everyone to see, and that is enough toencourage changes in behavior.
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` In service industry the value gets created not in the back office butin face to face interaction between the customer and employees.
` HCLs attrition rate has dropped significantly for nineconsecutive quarters.
`
Employee utilization rate and revenue/employee has seen anincrease.
` Through Employee First initiative, HCL strives to provide excellenthuman resources leadership and expertise to the organization,and also attract and retain a workforce that is diverse, inclusiveand committed to creating quality customer service.
` 'Employee First, Customer Second, termed by Fortune as "Themost modern management idea".
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WIPRO No. 2 in Indian Domestic IT Services Provider Market
Net revenues for the year ended March 31, 2011 -- $6.98 billion
Over 120,000 employees across 70 nationalities
72 plus global delivery centres and 50 plus industry-specific Centres of Excellence' inover 54 countries
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Jessie Paul, Wipro CMO
` Innovation: For the last nine years Wipro has had an innovationcouncil. Any employee could say, I have a great idea, and Wiprowould fund it for three years.
`
Wipro has a target for revenues from innovation. Wipro had 7.5percent of their revenues generated by innovation in 2009.
` One-third of Wipros IT services revenues comes from R&Doutsourcing.
` Wipro follows applied innovation It is innovating for clients to cutcosts or reduce time to market or improve reliability. Since, qualityand repeatability are no longer differentiators. Theyre hygienefactors.
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` 1st Indian company to adopt Six Sigma. Today it has one of the most matureSix Sigma programs in the industry - 91% of the projects are completed onschedule, much above the industry average of 55%.
` Six Sigma is the business strategy and a philosophy of one working smarternot harder.
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` Wipros people processes are based on thecurrent best practices in human resources,
knowledge management and organizationdevelopment, giving a great focus to matchchanging business needs with development ofemployee competencies.
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First People Capability Maturity Model (PCMM) Level 5, SEI
Capability Maturity Model (CMM) Level 5 and version 1.1 of CMMicertified IT Services Company globally.
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`
Process of human resource planning at Wipro is done by the topmanagement executives of HRD. They formulate the differentpolices in reference to the Human Resource Planning
Implement, Monitor, Control & Review
Formulate HR Action Plan
Identify Gaps
HR Supply Forecast
HR Needs Forecast
Corporate Analysis
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WIPROs recruitment process consists of three rounds.` Round 1 : Written test
Verbal
Aptitude
Technical
` Round 2: Technical Interview
` Round 3: HR Interview` Round 4: Placement
Wipro recruits 40% employees from campus recruitment. Another popularsource for Wipros Recruitment is the Online Placement through NSR(National Skill Registry)
Human Resource / Recruitment /TrainingFinance/ Accounts / AuditingMarketing /Sales /Business DevelopmentMicrosoft, Mainframe & Internet TechnologiesFunctional & Domain ConsultantCRM / SCM/ ERP / JDEEnterprise Security
Testing ServicesLegal / LawWireless Services / Switching SystemsIndependent Verification &ValidationEnterprise Application Integration(EAI)Banking / Finance / Securities /InsuranceTISP Solutions OSS /B SS
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` T&D is a key focus area at Wipro. Talent Transformation Division handles this.
` As a PCMM Level 5 organization, there is also high focus on CompetencyDevelopment. Talent Transformation has a mandate to provide technical & businessskill training based on the departmental and divisional need. All employees areeligible to take training based on the competency gap identified or Project need.
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` Wipro has developed an approach for Life Cycle Stage Development Plan.Training and development programs at various stages have been designedby mapping the competencies to specific roles. Competencies specify thespecific success behaviours at every role.
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` Entry-level program (ELP) Junior Management
` New Leaders Program (NLP) Potential People Managers
` Wipro Leaders Program (WLP) Middle Level Leaders
` Business Leaders Program (BLP) Senior Level Leaders
` Strategic Leaders Program (SLP) Top Management
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` Wipro offers an integrated end-to-end Performance Management Solution.This solution is based on global people processes drawn from bestpractices and helps organizations streamline their performance evaluationprocesses.
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Employee Class No. of Employees Salary (Rs/Month)
A+ Class 128 120000 U.S $
A Class 1240 150000
B+ Class 53000 60000
B Class 32000 40000
Technician 4000 35000
Zero Level 3440 10000
Total 95808
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` Education Free education for employees children in Wipros ownschool
` Medical Health Insurance for Employees
` Housing - Company has its own township at different locations inBangalore.
` Canteen
` Sports - To motivate the employees, the company organizesdifferent sports tournaments
` Recreation - Company organizes an outing for employees wherefamily members are invited too.
` Club Membership
` Insurance Policy - Wipro provides personal accident insurancepolicy of Rs 1,00,000 for employees.
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` Need to create value for customers in terms of :
- Reduced time frame (reduced delivery schedule)
- Cost savings
` Hence the need to create a talent pool. Thus,recruitment from Top MBA & Engineering colleges inIndia
` Training Modules structured for employees as per theirproject needs
` Three year seed fund for employees undertakinginnovative research or innovations in processimprovement
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Thank You