Section C Group 6 HRM in IT Sector PDF

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Notes for the Report Analysis - Group 8 Section C HRM project...

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A STUDY ON Human Resource Management in IT Sector in India A status report

PROJECT REPORT SUBMITTED AS COURSE PROJECT OF HUMAN RESOURSE MANAGEMENT Under the guidance of Dr. Mousumi Sengupta M.A. (TVU, U.K.), Gr GradIPD adIPD (IPD, U.K.), Ph.D. (IIT, Kharagpur) Ex-Chairperson - SDM Research Center for Management Studies (SDM RCMS) Ex-Editor-in-Chief- SDMIMD Journal of Management

By Section C, Group 6 (Batch 2021-2023) 21156 SANKET SHETTY 2157 SATYAPAL YADAV 21158 SAYOOJ M S 21159 SHAHAAN KHATRI 21160 SHARDUL VERMA

Date of submission 20/09/2021

21161 SHILPA SAWANT 21162 SHIPRA BHARDWAJ

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Table of Contents

Acknowledgement.....................................................................................................3 Introduction...............................................................................................................4 Literature Review.......................................................................................................5 Wipro.........................................................................................................................6 TCS...........................................................................................................................10 Infosys......................................................................................................................14 Conclusion...............................................................................................................18 References...............................................................................................................19

Acknowledgement We would like to express our special thanks of gratitude to our beloved guide and teacher Mrs. Mousumi Sengupta, who gave us the golden opportunity to work on this beautiful project with topic Human Resource Management in IT Sector in India. This project helped us to do quite a bit of Research and we could explore a lot of things. We are thankful to our Madam. Secondly, we would also like to thank our pals who helped us a lot in completing the project within the given timeframe. Initially, we started the project with an aim of securing good grades. However, in the process of completing the project, we could gain lot of knowledge that we did not expect. A final and a hearty note of thanks to all the people who are involved in completing the project, directly or indirectly.

Introduction Human resource management (HRM) is a function in businesses that aims to maximize employee performance in support of the company's strategic goals. HR is largely concerned with the management of people inside businesses, with an emphasis on policies and processes. Employee recruiting, training and development, performance assessment, and rewarding are generally the responsibilities of HR departments and units in businesses. Industrial relations, or the balance of organizational HR tasks may be done by skilled experts in startup firms. In bigger firms, an entire functional group is usually dedicated to HR, with personnel specialized in specific HR responsibilities and functional leadership participating in strategic decision-making across the organization. Institutions of higher education, professional organizations, and corporations have developed programs of study dedicated specifically to the tasks of the function to prepare practitioners for the profession. As shown by many topic-specific publications, academic and practitioner organizations both aim to engage and advance the subject of HR. HR is also a prominent research topic in the disciplines of management and industrial/organizational psychology, with research papers published in a variety of academic publications.

Literature Review Human resource management (HRM) is defined by Noe, Hollenbeck, Gerhart, and Wright (Noe, Hollenbeck, Gerhart, & Wright,) as the policies, procedures, and processes that influence employees' behavior, attitude, and performance. To make an effective contribution, people inside the organization should extend beyond the individual and workgroup levels to connect their goals with the organizational aspiration (Sheldon, 1971) [10]; (Porter et al., 1974) [11]; Romzek, 1989) [12]. The Indian IT sector is a rapid and ever-growing business, which is establishing new business standards. In 1900s, the IT industry had started with an export of approximately $100 million and around 5000 employees. In present time, it has become an industry that is thriving globally, and India’s output is around $180 billion, with more than 4 million IT sector employees. Despite the fact that the IT sector is one of India's fastest-growing industries, the Indian IT sector's human resource requirements are drastically different from those of previous industries. As a source of jobs and foreign exchange ideas, the Indian IT sector is expanding. However, the fundamental purpose is to determine organizational effectiveness, which was accomplished using three main strategy models for organizational development and global technology innovation: system strategy, organizational strategy, and personnel strategy. Organizational strategy was used to achieve high performance and implement on organizational culture, while system strategy was utilized to enable technology innovation through knowledge management. Everything began to be electronically automated, with the primary purpose of reducing administrative workload, through developing IT-oriented software programs. Human resource managers were able to improve the human resource management system's ability to supply data by utilizing information technology. The HR department and HR managers use a lot of technology to manage people's work performance in the organization so that their full potential can be realized for company productivity and competitive advantage. It helps us understand attrition by allowing us to examine attrition on a role-by-role, gender-by-gender basis. It also helps with recruiting predictions and HR cost-benefit analysis. Human resources are the lifeblood of the IT industry, as skilled talent is the source of competitive advantage. The IT/ITES industry is considered to be the most vibrant by nature since it embraces new work culture concepts such as virtual offices and virtual migration that are not present in other industries. High attrition, a lack of job satisfaction, employee job hopping, flexibility, and individualization, on the other hand, are all common occurrences in the industry and a major source of concern. Employee sourcing and human resource development in Indian IT companies differ significantly from those in the United States. Recruitment and selection techniques are being considered as a tool for accomplishing strategic objectives. Some of the most common recruitment strategies include ongoing recruitment, employee referrals, realistic job previews, and the formulation of clear-cut selection criteria. Employee development and training are essential for every organization's long-term success. Performance is a scale for evaluating an employee's performance that reflects their training. It's an objective system for determining a worker's ability to accomplish his or her responsibilities. The process of performance appraisal has become the heart of the HRM system in the Indian IT industry. These add up to the role of HR in IT industry.

WIPRO

HRM policies     

EQUAL OPPORTUNITY AND NON-DISCRIMINATION FREEDOM OF ASSOCIATION SAFE AND HEALTHY WORKPLACE INCLUSIVE WORKPLACE DATA PRIVACY

Recruitment Wipro uses three main sources of recruitment

[1] Direct methods   

Campus interviews are conducted in Universities and colleges Placement officers of colleges contact the organizations Online profiles

[2] Indirect Methods    

Newspaper advertisements Journals Magazines Special broachers or pamphlets indirect method of recruitment is often used for blue-collar jobs and temporary workers

[3] Third party methods   

Commercial and private employment agencies State agencies Recruiting firms

Selection: Selection succeeds recruitment. Selection process refers to securing relevant[ CITATION woo \l 1033 ] information about an applicant, and the process of matching people with the job. The quality of human force matters to the organization, therefore it is essential to select quality men for placing them in right positions to render quality service. Selection of men is a very critical activity. It is a process of choosing among the candidates the most suitable one.

Aptitude This part also includes 15 aptitude questions on time and work, time and distance, blood ties, series completion, puzzles, calendars, clocks, %, ratio proportions, ages, pipes and cisterns, and more.

Technical Interview This is a crucial round of elimination. To pass this stage, candidates must be comprehensive with their fundamental technical abilities. Candidates have been notified that they must be prepared in their main topics.

HR Interview Basic HR interview questions include: tell me about yourself, why I should recruit you, why just WIPRO, and so on. The selection process is completed with the interviews. The next step is issuance of offer letter to the selected candidates and acceptance by them.

Training &Development

RAPID LEARNINING AT WIPRO: Wipro understands the importance of meeting training demands on time, which is why we have established expertise in the field of Rapid Learning. Rapid Learning is a new type of content development that allows you to create material in short amount of time by using a variety of tools; the materials may be delivered both synchronously and asynchronously. Wipro has made strategic agreements with the premier tech companies to assist employees in selecting the optimal tools for employee’s needs. PROCESS TRAINING Large corporations are always upgrading their procedures in order to enhance the efficacy of the systems. Training for business process is usually included in a company's overall management strategy. Wipro offers Process Training in a variety of areas, including HR, Quality, Operations, Payroll, and Recruitment. Quality training is essential for a successful transition of the process[ CITATION htt6 \l 1033 ]. .

HR Compliance Audit Process Wipro HR auditing procedures have enhanced their staff services, efficiency and control systems. Process efficiency HR audits encompass the whole lifespan of the staff - all official audits are carried out from hiring to retiring covering compensation and pay, recruiting, learning, performance management systems and retirement. While procedures like as succession planning and leadership development are not explicitly audited, they look at processes to see whether they identify the proper candidates and whether they are supported by a roadmap for learning and growth. The aim of the audits is twofold: to assess whether they comply with statutory legislation and financial controls and to identify opportunities for improvement of long-term processes. The audit technique comprises cooperative conversations between the internal audit team and the process and leads topic specialists to understand the process at work. An yearly calendar is then outlined and the auditing areas and the persons responsible for this process are determined. The process selection that is auditable is based solely on the level of vulnerability and functional relevance.

Streamlining payroll Wipro operates in a number of countries and has a worldwide shared services organization. As a result, local suppliers helped them in their payroll operations, but soon they found that 43 separate suppliers were processing their payroll. Therefore, when the audit was carried out, there was no single platform – which opened up risks in terms of immigration, taxation and legal obligations. Thus, they found and outsourced a global resource expert programs (GRP) and guaranteed that the risk was reduced using the platform following testing.

Workplace Safety   • • • 

As organizations bring their employees back to work, Wipro provides its transformation process and implementation tools to quickly deploy a Safe Workplace application suite, managing critical needs and re-opening services. Key features Employee readiness survey Evaluate readiness to return to work and determine how you can make employees feel safe Employee screen screening staff before entering work to comply with admission requirements Occupational safety management to create a secure retrieval system, managed through remote controls, shift allocations and sanitation • Safe Workplace Dashboard Available for free, the dashboard displays data from all Safe Workplace applications so you can quickly check your current readiness status.[ CITATION wip \l 1033 ]

Personal Wellbeing Counter job insecurity with frequent communication.

HR must collaborate with management and foster conversation on sensitive topics including staffing problems and alternative work models to prevent employee anguish, fear, and anxiety. HR may assist managers in identifying and addressing such issues.

Engage with everyone (especially those who aren’t remote work–enabled). Collaborate with others to establish groups to ensure that each and everyone is properly engaged, especially those who do not have access to a laptop or desktop computer. Weekly games and quizzes might keep them interested. To share inspiring tales and raise co-worker morale, invite leaders to virtual team chats.

Consider even the smallest contributions. Collaborate with business units to acknowledge outstanding employee achievement. Public acknowledgement, gifts of appreciation, and other personal learning and growth opportunities are all examples of recognition. Virtual R&R sessions have grown in popularity recently and are a great motivator.

Encourage digital adoption. Leaders are focusing on digital engagement in a variety of ways, from conducting online assessments to discussing project deliverables via WebEx or any other virtual means of contact. HR can help with online transfers and virtual onboardings to ensure company continuity. Team-connects that focus on fun and happiness should be scheduled in addition to business-focused sessions.

Compensation benefits Internal Wings Employees can also apply for jobs at Wipro. Employees would be able to follow their desired vocations within the organization as a result of this. At Wipro, employees create their own careers. It's a programs that allows employees to apply for any job they want and to chart their own professional path. Few companies can match Wipro's ability to provide employees with the freedom and chance to pursue numerous careers while staying at the same company.

Wipro Leaders Program The company not only helps you build technical talents, but also your leadership ability. Employees who complete our Leadership Development Program are prepared to lead large, capable teams. The program's purpose is to determine the precise actions and attitudes that define the Wipro CEO's personality. It evaluates how each manager compares to these requirements, discusses how to build the necessary skills and competencies, and specifies what everyone can do to improve their leadership talents.

Recognition At Wipro, employees' efforts and contributions are rewarded. The expansion of the company and the diversity of its workforce have necessitated the introduction of rewards. There is a reward waiting for you at every stage of your success. Employees are motivated to do bigger accomplishments by the challenges that the organization faces, and the comforts of incentives and recognition come as part of the package.

Benefits Employee well-being is the company's guiding theme. The company's benefits are comparable to the best in the industry. company The company's compensation package is among the best in the industry, and it is designed to keep current employees. The company offers a comprehensive medical assistance package that covers all of your and your family's medical costs. Tax relief on quasi-official expenses is provided under a company reimbursement scheme. The corporation provides stock options to worthy employees as part of its employee empowerment programs. Wipro's Employee Stock Option Plan (WESOP) allows us to share the benefits of our success with our employees.

Reward Management 

  

[ CITATION poo \l 1033 ] Performance-based yearly increments - Wipro employees will see an

increase in their annual increment based on how well they perform in accordance with the company's needs. Performance-based pay - This is quite similar to profit-based pay. This bonus is determined by the amount of sales and overall revenue earned by the company. Job Rotation - Unlike job enrichment, job rotation is moving personnel from one role to another. They will gain greater experience and a sense of accomplishment as a result of this. Reward for Extra Hours - This is equivalent to overtime pay. Employees, on the other hand, are paid if they put in an extra hour of work for working during non-standard hours or working long hours on top of overtime hours.

TCS

HRM Policies      

Compensation policy Termination policy Leave policy Code of Conduct Drug and Alcohol Policy Grievance Policy

   

Privacy policy Overtime Policy Prevention of Sexual Harassment (POSH) Policy Whistle-blower Policy [1]

Recruitment Job analysis     

Determine which jobs to fill using personnel planning and forecasting. To develop a pool of candidates for these roles, recruit both internal and external individuals. Have applicants fill out application forms and perhaps go through preliminary interviews. To find suitable individuals, use selection techniques like as examinations, background checks, and physical exams. Interview the candidates with the supervisor and maybe others to choose who to make an offer to.

Screening and selection Abilities such as communication, typing, and computer skills are commonly used to determine job suitability. Qualifications can be demonstrated by résumés, job applications, interviews, educational or professional experience, reference testimonies, or in-house testing for software expertise, typing abilities, numeracy, and reading, as well as psychological assessments or employment testing.

Onboarding The act of assisting new employees in becoming effective members of a company is referred to as "onboarding." A well-planned introduction aids new employees in rapidly becoming fully operational and is frequently incorporated into a new organization and surroundings. For the aim of retention, onboarding is incorporated in the hiring process.

Internet recruitment and websites Job boards and a résumé/curriculum vitae (CV) database are the two primary elements of such sites. Member firms can post job openings on job boards. Candidates can also post their résumé to be featured in member company searches. Job advertisements and resume searches are both charged for.

Planning and forecasting: Employment personnel planning is the process of determining which roles the company will need to fill and how those positions will be filled. The employment or people planning process kicks off the recruiting and selection procedure. This is the procedure for determining which roles the company will need to fill and how they will be filled. All future roles, from maintenance clerk to CEO, are included in personnel planning.

Training and Development New TCS Recruits are given training programs to help them grasp their duties and responsibilities in the organization, with the goal of assisting the employee in acclimating to the new environment. The culture of the company TCS offers a number of employee development programs, some of which ar...