Hr Policies in It_rudra Sir

8/13/2019 Hr Policies in It_rudra Sir

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PROJECT

ONHR POLICIES OF IT

COMPANIES


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Objective

To study & understand the Human Resource Practices of

four IT Companies and to compare and understand the

overall HR practices implemented by different IT

companies in India.


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EXECUTIVE SUMMARY

The objective of my dissertation is to study & understand the HumanResource Practices of four IT Companies and to compare and

understand the overall HR practices implemented by different IT

companies in India. It is developed for understanding the different HR policies

adopted by different IT companies and to do the comparative study to better

understand the similarities and the differences.

In order to find out this, I went through HR policies of these IT

companies available as secondary source over the internet. The collecteddata was further analyzed and conclusions were generated with the help

of descriptive data analysiswith the help of Ms Excel and represented

through table.

The analysis would help us understand how these companies policies

differs or same in terms of application and how is it different or same in

reference to the context that we study in the MBA course.


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CHAPTER-1

HR POLICY AT TCS


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COMPANY PROFILE

Tata Consultancy Services (TCS) is a part of TATA group, Indiaslargest conglomerate with diverse business interests.

It is a global IT services, consulting and outsourcing company.It started its operations in 1968, as a provider of data processing

services to the other companies in the Tata Group.

In the early 1970s, TCS began providing IT applicationdevelopment and maintenance services to customers in developed

markets, such as the US and the UK.TCS currently offers IT services, consulting, business process

outsourcing (BPO), engineering services and IT infrastructureservices.

In addition, it also provides asset-based solutions in banking,financial services and insurance (BFSI), telecom, manufacturing,life sciences and healthcare, transportation, retail, etc.

First and largest:o Software R&D center in Indiao Software exporter in Indiao Indian software company to earn US $ 2 b in a fiscal

Represents high levels of excellence, integrity and ethical values.


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Global Workforce

Global presence operations in 47 countries, 160 offices worldwide

Employs about 85,600 people (by the end of December 2006)TCS has a huge percentage of overseas employees almost 10 per

cent

About 8,000 employees of our global workforce are from 65different nationalities including Chile, Brazil, China, Romania,

Australia, Mexico, and Hungary

TCS continues to have the lowest attrition rate in the industry 10.8per cent as against the industry attrition average of about 15 per

cent


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The HR Policies

TCS gave utmost importance to its human resource function.The company believed in the premise that"Good ideas can come from any level of the organization and

teams can do better than the individuals."

The mission statement of HR division at TCS states,"The role of HR is to provide the context for energizing and

developing people to play effective roles in ensuring that TCS

becomes one of the top global consulting firms. Towards achieving

this we will identify, develop, facilitate, and measure the human

and technological processes in the pursuit of excellence. We will

foster the values of the TATA group."


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Human Resource Planning

Human resource planning involves getting the right number ofqualified people into the right jobs at the right time so that an

organization can meet its objectives.

It is the system of matching the supply of people with the openingsthe organization expects over a given time frame.

At TCS, its main objectives are:o Forecast Personnel Requirementso Use Existing Manpower Productively

It is done at top level at the end of every quarter and for everyproject

Process of HR Planningat TCS:o First clients requirements are collected at the central levelo Then they are considered Geography wise, Branch wise & Project wise

respectively


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Job Analysis

IT software and services major TCS has attempted to create asegments solution to fit the needs of different layers of job

opportunities within its environs.

It is based ono Activity to be performedo Skills required for that job

To begin with, the company has mapped the educational streams tothe hierarchy of job opportunities within its domain.

o Typically, the company has found that non graduates need to be trainedin basic IT and deployed for the spectrum of jobs provided in the basic

level of ITES.

o Graduates in Arts and Science can fit into the programming profiles.o A sub-set from the engineering and management teams can get placed in

software engineering activities.

o The high performers in graduate level engineering and a subset from themasters level can be used in high end services.

o The high performers at the masters level and PhDs can get routed toresearch.By undertaking this mapping for its internal purposes, TCS is

ensuring that there is a constant supply of the right human resources

to the right career opportunities and that there is no mismatch

between the roles and the available skill sets.


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Hierarchical Structure in TCS

NationalHead

RegionalHead

DeliveryCentreHead

GroupHead

ProjectLead

TeamLead

ModuleLead(notnecessary)

TeamMembers


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Recruitment & Selection

Both internal as well as externalDepends on:

o Manpower costo Effectivenesso Past data

External Recruitment can be on campus or off campus

Off Campus process includes recruitments from:o Advertisementso Associate referral processo TCS Job Portalo Consultants

Freshero Mainly Campus Placements

Experienced Professionalso Mainly through Consultants


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Training & Development

The primary motive of this consulting firm is to make itsemployees knowledgeable about the on going practices in their

respective domains.

For this, it invests 4% of its annual revenue on training,development and other employee empowerment programs.

Its learning centersare at Tiruvnanthapuram & Bhubaneswar.Its learning centers have state of the art facilities coupled with all

modern day amenities to make learning fun.

It has in place a well-planned induction programme for newrecruits, which includes two months of intensive training at its

dedicated training facility.

This facility is equipped to train over 600 people simultaneously invarious software subjects and technologies and soft skills.

TCS also sends its consultants overseas for further educationprogrammes.

The company is also providing employees with Just -in-timetraining, which is more reactive in nature and caters to the skills

related to platform, technology, application domain, etc. specific to

a project.

It reinforces the concepts learnt during education/inductiontraining through on-the-job experience.

At TCS, the experience gained in handling projects is captured,encapsulated and disseminated through Continuing EducationPrograms.

These programs have been designed in such a way that they areconsistent with TCS strategic thrust areas, career opportunities


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available in the companys ladder and individual aspirations of

employees.

Under the umbrella of its HR policies, TCS has earmarked thefollowing career paths for employees:o technical architectureoproject managementobusiness relationship/geography managemento corporate functions such as Finance, HR, quality and R&D

Despite the vast size of TCS, the company is providing learningopportunities to its professionals so that they can move up the

value chain in terms of skill sets and across streams.

The company has developed a robust framework for careerprogression and professional development and created and

implemented a three tiered training program to create a better

alignment between its expectations from employees and their

knowledge and practical skills.


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Compensation Management System

TCS is reputed to be a world class employer which always caresfor its employees and maintains sound yet flexible HR policies.

Its pay packages are designed in a way to accommodate for boththe basic and incentive components.

The package is determined on the basis of the level (recruited for)and the amount of experience an employee has.

It is based on the EVA modeli.e. Economic Value Added Model.With the implementation of EVA based compensation, the salary

of employees comprised of two parts - fixed and variable in the

ratio of 70:30.

Fixed partincludes basics + bunch of benefits (cafeteria benefits,LTA, conveyance, etc.)

The variable partof the salary was arrived after considering Corporate EVA Business unit EVA Individual performance EVA

Also there is super augmentationafter every 5 years


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Performance Appraisal

The major objectivesof performance appraisal at TCS are:o Identifying employees for salary increases, promotion,

transfer and lay off or termination of services.

o Determining training needs for further improvement inperformance.

o Motivating employees by indicating their performance levels.Appraisal at TCS is done for both the Services & Managerial

Employees

It happens ono Quarterly Basis: Before confirmation by Speed 3 online toolo Half yearly Basis :After confirmation by Speed 4 online tool

Every new employee is confirmed only after 1 year


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Retention Strategies

TCS has been able to retain talent by offering softwareprofessionals a clear defined career growth path.

This includes ability to work in diverse geographies across TCS'network of 169 offices and development centres in 35 countries, as

well as on new technology platforms and domains like banking,

telecom, life sciences and retail.

This is facilitated by a promotion policy, which is performance-based.

Job Rotation

TCS offers its employees a flexibility of choices on career streamsacross domains, technologies and services.

It encourages job rotation and allows movement of associatesacross different job roles and functions.

For instance, employees can move from a technical role to HR,finance or learning and development to facilitate their professionalrequirements and individual aspirations.

But before that an employee must have worked in his or herpresent role for at least 2 years.


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Succession Planning

In an era of stiff competition for seasoned professionals, it hasbecome necessary to identify and develop leaders from within theorganisation and empower them with additional responsibility toassume increasing levels of leadership

Succession Planning strategy is also a critical part of TCSsbusiness planning process

It is done mainly for Key Roles to retain the Talent Pool

It is planned in each practice which happen to be the businessunits of the company

In each practice they have a systematic process for successionplanning

High-fliers are identified at the time of appraisals and theirprogress is monitored

When somebody gets identified as an exceptional performer bymore than one manager, he/she comes up for positioning in thesuccession planning system.

The process however just does not stop at identifying thesuccessors. The need is also to provide challenges and motivationto those who have been identified as successors. Therefore therehas to be an excellent career planning process and talent mindset.

For Example:At Project Level Module Lead whose role is to provide

back-up to Project Lead is considered as a successor of ProjectLead


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Employee BenefitsFlexible Working HoursIt has an Adoption Leave Policy benefits which is extended to

male associates also

o This means that associates of both genders are eligible tothree months paid leave after they adopt a child

TCS also has other add-ons such as sabbaticals, joining spouseoverseas, part-time or work from home facility, holiday homesacross the country and welfare trust facilitation for higher

education

Also, as employees of the Tata group, associates get discounts onproducts and services of other Tata Group companies

The other employee benefits which are offered here include Housebuilding loans, automobile loans, mentoring, career counseling,

stress development programs and many more

Medical Insurance to all employee & their immediate familyo Basic Cover of 7x24 hrs of hospital facilities Rs. 45,000&

day-to-day expenses Rs. 5000

o Additional cover of 5 lakhs is provided for dependents on3500Rs. Premium

o Further cover increases depending on the postMany of TCS branches also offer recreation facilities


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Employee Welfare, Safety & Health

Safe computer screensQuarterly fire drills

Grievance Handling

They have an Open door policy i.e. any employee can approach hissupervisor anytime for his or her problems.

They also have a special Organization Effectiveness Departmentfor this purpose.

Also an employee can approach the HR person online anytime.Every weak HR hour is there i.e. HR Person is available on the

floor to discuss the issues.

Group meetings are also held on regular basis.Also every associate must be covered at least by the HR personally

in every quarter.


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Organizational ExitAt TCS exit Interviews are conducted & purpose of them is mainly

to know two things:

o Why people are leaving the organizationo Why are they joining the other organization

They are conducted by PL & HR Person of the respective team. Also whole information is kept secret


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CHAPTER-2

HR POLICY AT WIPRO

INFOTECH


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Company Profile

Global provider of business and technology services.Wipro Infotech was the first global software company to achieve

Level 5 SEI-CMM, the world's first IT company to achieve Six

Sigma, as well as the world's first company to attain Level 5

PCMM Services cover sales & marketing analytics, supply chain

and aftermarket services, financial services, core operations &

collections, finance & accounting, information technology

services, and enterprise application services & program

management.

Currently, its presence extends to 9 regional offices in Indiabesides offices in the KSA, UAE, Taiwan, Malaysia, Singapore,Australia and other regions in Asia-Pacific and the Middle East.


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Spirit of Wipro

Intensity to Win

o Make customers successfulo Team, Innovate, Excel

Act with Sensitivityo Respect for the individualo

Thoughtful and responsible

Unyielding Integrityo Delivering on commitmentso Honesty and fairness in action

The Spirit of Wipro is the core of Wipro, the Spirit is rooted in currentreality, but it also represents what Wipro aspires to be, thus making itfuture active.


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Compensation Management System

The pay packages are designed in a way to accommodate for boththe basic and incentive components.

The package is determined on the basis of the level (recruited for)and the amount of experience an employee has.

Employees on the Services side are given the option to take the fulltime job or even a part-time job offer. Pay packages are thus

designed on the basis of the chosen option.


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Training and Development

2 training programmes a yearFor both services as well as managerial level employeesVary in nature and durationOn need basisServices: internally designed

Managerial: outside bodies & internal

Training stages at Wipro Infotech:

Induction

Posthalfyearlyappraisal

Postyearlyappraisal

Annualspecialtraining


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Additional Training is also provided on:1.Ethics and values2.Session on handling media3.Standard response


Wipro offers an integrated end-to-end Performance ManagementSolution.

This solution is based on global people processes drawn from bestpractices and helps organizations streamline their performanceevaluation processes.

Wipros e Performance Management solution not only helps youestablish the best practices in Performance Management, like360degree appraisal, MBO, etc, but enables reduced PerformanceManagement cycle time without compromising on the sub-

processes which are so critical to your HR values, like WorkPlanning Conference, Work Plan establishment, Development

plans and Objective setting, Interim Review, Overall evaluation,detecting Performance deficiencies, Tracking, Documentation andArchiving.

Wipro solution aims at strategic value delivery in the least possibletime incorporating rich functional features, aided by smooth

workflow, notification, authorisation, etc.It helps to:

o Align employee objectives to the business goals. Enable strategicPerformance Management through Management by Objectives(MBO)


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o Measure and Assess employee performance periodically and providefeedback and support to achieve quantitative, qualitative and processtargets

o Evaluate and track Hi-Performance and achievers based onCompetency driven practices.

o Enable online Reward and RecognitionAppraisal at Wipro Infotech happens on Half yearly Basis for both

the Services & Managerial Employees.

The half yearly appraisal is more from the point of view ofidentifying Training & Development needs whereas the year endAppraisal is for measuring the performance vis--vis the targets.


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CHAPTER-3

HR PRACTICES AT

CYBERTHINK INFOTECH

PVT. LTD


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Company Profile

CIPL is an ISO certified offshore development company, basedat Ahmedabad, Gujarat, India.

It has created a wealth of immensely satisfied clientele across theworld in 18 different countries, including USA, Canada, Australia,Greece, The Netherlands, United Kingdom, Dubai, South Africa,Japan and New Zealand to name just a few.

Quality is the trademark of their services as they follow ISO9001:2000 standards.

They offer Web designing, Ecommerce Solutions, Shopping cartsolutions, Mobile applications and synchronization, SocialNetworkingmultimedia, search engine optimization, corporateidentity and client-server applications of the highest quality.


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Job Analysis

Rank key jobs by factors:o Mental Requirementso Skillo Physical Requirementso Responsibilitieso Working Conditions

Example:Job title:SAP Consultant

o CANDIDATE PROFILE:Candidate should have an experience ofimplementing full life cycle. Candidate need to be involved as afunctional or technical consultant within the core SAP team (part ofImplementation Team). Any functional SAP consultant with one ofthe combination listed below can apply.SD, MM, PP, FI/CO.SD/MMMM/PP FI/CO MM/QM PP (Process planning)/PI (Process

integration) HR with Payroll, Employee Self Service (ESS) SAPCRM or mySAP SAP Techno consultant: Candidate should haveABAP certification. He/She should have experience on IDOCS, GapAnalysis, BEx Analyzer, BEx Browser, LSMP, EDI, SAP Scriptsalso. Experience in SEM, BPS (Business Process System), APO, BWmodules is preferable Oracle experience is plus.

o ROLES: ERP SAPo EXPERIENCE: 3 10 yearso KEY SKILLS: SAPo PREFERENCE: Overseas Experience & SAP Certified is preferable


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Recruiting Infrastructure:

Recruiting managers with 10+ years experienceSenior technical recruiters (15)

o Assigned to specific technologieso Round-the-clock recruiting

On-Line testing serviceso Technical competencyo Personality

Extensive interviewing & reference checkingMultiple sourcing resourcesNational and international recruiting

Recruiting Metrics:

Only top 5% of applicants are accepted100% reference checkingHire people based on ACTI (Attitude, Communication, Technical

and Industry knowledge) rating.

Most of consultants have post graduate degrees.


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Sources of Recruitment:

Employee Referralso High referral rate (Employee Satisfaction)

Internal Candidate Database with over 75,000 resumeso 1500+ Active candidates in the pipeline

Internet Providers such as:o Net-tempso Monstero

Dice

AdvertisementsCyberThink Website Job PostingsJob FairsOpen HousesCold CallingOut of State Recruiting TripsInternational Recruiting Trips


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Induction Program

General intro sessionNo Special program is conducted


CIPL is committed to train and retain the human resources that areengaged through a process of extensive research and scrutiny.

Main purpose of training at CIPL is to bridge the gap betweenwhat the employee has and what the job demands.

People regularly undergo training in technology and managementpractices which helps them to understand the business environment

and industry needs.

Ongoing training is provided to obtain maximum performance.Address deficiencies (if any) quickly & efficiently.


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Performance is appraised annually.Permanent record of consultants Annual performance review is

kept

CyberThink will pay overtime only if it is pre-approved. Normallyover 40 hours a week is considered overtime.

Awards bonuses based on overall company and employeeperformance.

Job Rotation

Job rotation is followed in the organization.But only in Technical Department.


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Employee Health and Safety Measures

Provide Medical assessment if required.Safety measures in term of fire or misconducts are taken.

Grievance Handling

Grievances are handled in the organization but it varies fromSituation to situation.

All things are documented irrespective of the fact steps are takenagainst it or not.

No Trade Unions


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Employee Benefits

CyberThink offers a comprehensive range of employee benefits,

including:

Paid Time Off (Includes - Vacation, Sick, Personal, Holidays,etc.): Full time employees are eligible for 20 paid days a yearincluding holidays.

Guest House Facilities: The company has guest houses, which areused to house new employees relocating to the USA. Thesefacilities are available for the employees for two weeks into the

first project.

Relocation for Project: The company provides two weeks ofaccommodation and car rental if needed, when an employee ismoved from one project to another out-of-state project. Allapproved luggage moving costs will be reimbursed when originalreceipts are provided. The company also reimburses the costassociated with changing car registration, driver's license andtransportation costs incurred for interviews when original receipts

are provided.

Health Care Coverage: Each employee is entitled to the medicaltreatment and prescription medicines as per the policy laid down

by the insurance company.

Other Benefitsoffered by CyberThink include:o Short Term Disability (company pays premium)o Long Term Disability (company pays premium)o Life Insurance (company pays premium)o Accidental and Death Disbursement (company pays premium)


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CHAPTER-4

HR PRACTICES AT

PITNEY BOWES MAP INFO


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Company Profile

Its the leading provider of location intelligence solutions,integrating software, data and services to provide greater valuefrom location-based information and drive more insightfuldecisions for businesses and government organizations around theworld.

Pitney Bowes MapInfo solutions are available in 20 languagesthrough a network of strategic partners and distribution channels in60 countries.

It employs nearly 1000 talented, motivated and creative associates.A fast growing global company and the flagship technology

company in New York State's Tech Valley Region, Pitney BowesMapInfo is a high energy, highly spirited workplace.


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HR Planning

After this, Jobs are posted on the Companys Website andcirculated to Employees & Consultants

ManpowerRequisitionform(raisedbyheadoftheTeam)

ApprovalbyProjectManager

ApprovalbyEngineeringManager

ApprovalbydepartmentHead

ApprovalbyMD


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Only external recruitmentRecruitments are done through out the yearSources of Recruitment are:

o Campus Placementso Employee Referralo Company Data Banko Consultantso Advertisementso Direct Walking

Selection Procedure

ResumeshorlistingbyTeamHead

TechnicalInterview

ManagerialRound

HRround offer


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The primary motive is to continually developprofessional/educational skills of its employees.

Provided on basis of needo Example: 2 months training (nov-dec) was given to the

employees on their request

Training Steering Committeeo To identify the training needs of the employees at various

levels

o Design the framework of the trainingTrainers are professionals people especially called for this purposeAlso sends its consultants overseas for further education

programmes.

o Example: HR people were sent to UK for Training of SAP

Induction

Employee induction program of 3 days in the respective branchMain Objectives of induction of this consulting firm is to:

o Make new employees feel welcome and at ease.o Help them understand the organization in a broad sense.o Make clear to them what is expected in terms of work andbehavior.

Conducted first by HR Manager, then by Finance manager &Administration team


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Employee Health & Safety

Safe computer screensFire alarms & fire extinguishersFirst Aid servicesDecentralized ACNo first pick or last drop of women by cabsSexual Harassment policy & special training is also given to the

employees in this regard

Employee Benefits

Employee Assistance Program: The Employee AssistanceProgram provides free and confidential assessment, short-term

counseling, and information/referral services to all regular full-

time and regular part-time associates.The 529 College Saving Program: This programs helps make

saving for a child's higher education easier. It's an investment plan

operated by a state designed to help families save for future

college. Your investment grows tax-free for as long as your money

stays in the plan. And when the plan makes a distribution to pay

for the beneficiary's college costs, the distribution is federal tax-

free.Referral Program: This program encourages MapInfo associates

to spread the news of company job openings to qualified friends,

relatives, neighbors, business associates, and alumni. Also reward


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them with a $500 referral bonus if their referral is hired and works

at MapInfo for 90 days.

Medical & Vision Insurance: To assist its employees in coveringthe cost of medical, prescription, and vision care expenses;MapInfo offers them and their eligible dependents coverage

through a nation-wide Exclusive Provider Organization ("EPO").

Other Employee Benefits offered here are:o Flexible Working Hourso Work from home facility for senior managemento Sponsorship for higher educationo Encourage employees to file Patent for their programso Fun Committee to celebrate every festival in the office


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Grievance Handling

Open door policySpecial committee of senior managers is formed to look all these

matters

No Trade Unions

Exit Interviews

Conducted by Assistant HR ManagerFinal report is sent to the concerned department head.


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CHAPTER: 5

RESEARCH

METHODOLOGY


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RESEARCH METHODOLOGY:

Research in common parlance refers to a search for knowledge. One canalso define research as scientific and systematic search for pertinent

information on a specific topic.Well, all possess the vital instinct of inquisitiveness for, when theunknown confronts, we wonder and our inquisitiveness makes us probeand attain full data and fuller understanding of the unknown, can betermed as research. Research comprises defining and redefining

problem, suggesting solutions, collecting, organizing and evaluatingdata, making deductions and reaching conclusion and at least carefullytesting the conclusion.

Research methodology is a way to systematically solve the problem.

RESEARCH DESIGN:

A research design is the arrangement of conditions for the collection andanalysis of data in a manner that aims to combine the relevance toresearch purpose with economy in procedure. In fact the research designis the conceptual structure within research is conducted, if it constitutesthe blueprints for the collection measurement and the analysis of thedata.

DATA COLLECTION:

Secondary data is been used to gather information about the HR policiesof different IT Companies.


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A Classification of Research Design:

In this Research, the Researcher has used Descriptive Research Designas a base of the research, as Descriptive researchis undertaken to

provide answers to questions of who, what, where, when, and how butnot why. In order to gain an insight of the problem and to know thenature of the research problem Exploratory Design is also used in theform of Secondary data. To get more information about the research

problem the researcher collected many secondary data and went through

many websites and researches that have been done by other researchers.

RESEARCHDESIGNS

EXPLORATORYRESEARCHDESIGN

DescriptiveDesign

ExperimentalDesign

CONCLUSIVERESEARCHDESIGN

CaseStudyPilotStudyExperienceSurvey

SecondaryData


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CHAPTER: 6

COMPARATIVE

ANALYSIS


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Comparative Analysis of different IT

companys HR Policies:

HR policies of these four can be compared on the different HR

functions:

1.Recruitment & Selection2.Selection Process3.Training & Development4.Performance Appraisal5.Employee Benefits6.Compensation Management System

These are the major HR functions on the ground of which thesefour companies can be compared and it can be found out how far

they resembles or differ with each other when it comes to the

application of these terms into actual practice in these companies.


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Recruitment & Selection:

Recruitment Process of these companies

TCS Both internal and external recruitment based on cost,effectiveness and past data.

Sources: campus placements, advertisements, TCS job

portals, consultants, Employee referrals

WIPRO Both internal & external recruitment based on the needs.Sources:campus placements, consulting firms, Internet,

advertisements, Associates referrals

CIPL Highly qualification based recruitment based on ACTI(Attitude, Communication, Technical and Industry

knowledge) rating.

Sources:Employee referrals, Internal candidate

database, Internet, CIPL job portals, Cold calling,

recruitment trips, advertisements, job fairs.

MAPINFO Only external recruitments.

Sources: Campus placements, Employee referrals,

advertisements, direct walk-ins, company data base.


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TRAINING & DEVELOPMENT

Companies T & D PRACTICES

TCS Prime Motive:make its employees knowledgeableabout ongoing practices in their respective domain.

-invest 4% of its annual revenue

-learning centers at Bhubneshwar & Tiruvanantpuram

-Well-planned induction program (fresher)

-Just-in-time training (Career Growth)

WIPRO Prime Motive:to meet the needs of changes bothinternally and externally.

-two training programs a year

- training conducted on need basis

- training, both externally and internally designed

CIPL Prime Motive:to bridge the gap between whatemployee has & what job demands.

-training, a process of extensive research & scrutiny

-regular, ongoing training programs

-addresses deficiencies quickly & efficiently

MAPINFO Prime Motive:continually develop professional andeducational skills in the employees.

-on need basis-Training Steering Committee

- send its consultants for special training to abroad


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PERFORMANCE APPRAISAL:

COMPANIES PERFORMANCE APPRAISAL

TCS -Conducted quarterly and half yearly to identify theemployee position, training needs and to motivate

them.

--It is an on-line process

-If associate rejects the review then it is taken care

by HR Department.

WIPRO -Integrated end-to-end performance appraisal- Half yearly for T & D and year-end appraisal for

measuring performance vis--vis the target.

- Enabling online rewards & recognition

CIPL -PA conducted annually-Award based on overall company and employee

performance.

-Completely target based

MAPINFO -PA conducted annually-Target based appraisal

- Based on rating system


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EMPLOYEE BENEFITS:

COMPANIES EMPLOYEE BENEFIT SCHEMES

TCS -flexible working hours-Sabbaticals

-Working from home

-facility for higher education

-Medical Insurance

-Recreation facilities

-Adoption Leave Policy Benefits

WIPRO -Work from home facility for sales and marketingemployees

-Medical Insurance

-Job sharing for working mothers

-option to take full-time or part-time job offer

CIPL -Paid time off-Guest house facility

-Relocation for project

-Health Care coverage

-Other benefits

MAPINFO -Employee Assistance Program

-The 529 College Saving Program-Medical & Vision insurance

-Other employee benefits


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COMPENSATION MANAGEMENT:

COMPANIES COMPENSATION MANAGEMENT

SYSTEM

TCS -Based on EVA model-Pay package comprises, basic and incentive

components

-Fixed/variable ratio is 70:30-Super augmented after every five years

WIPRO -Pay pack for both basic and incentives-Pay package determined on the basis of the level

and experience

-Pay package decided on the basis of chosen option

-fixed/variable ratio is 70:30

CIPL N/A

MAPINFO -Pay package for both basic and incentives-Ratio of fixed and variable is 60:40


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Conclusions

From the above information of the HR practices implemented bydifferent IT companies in India, I conclude that the HR practices in

different IT companies are more or less similar in nature. Some

policies of Human Resource are different technically, but the

overall HR practices, for example- Job analysis, Human Resource

Planning, Recruitment, Selection, Training and Development,

Retention strategies, Compensation Management and Performance

Appraisal, are almost same in all the IT companies in India.

Further adding to the conclusion part, I can say that some of the

HR practices are same as we learned in our PGDM programme,

but in real life situation of Human Resource Management every

thing does not resemble with the bookish theory and concepts.

Some of the concepts are theory based and some are more practical

in nature which can be learned through practical experience only.


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References

http://www.ibef.org/http://www.tcs.com

http://www.ciol.com

http://www.citehr.com/

http://www.wipro.com/bpo/hr

http://web.ebscohost.com

Hr Policies in It_rudra Sir

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