Career Progression WIPRO vs TCS

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Transcript Career Progression WIPRO vs TCS

Career Progression in WIPRO & TCS

Presented by: Shishir Ramkumar Shoven Mohapatra Shradha Rout Shruti Bagchi

AGENDA

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Company Overview

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TCS WIPRO HR Policies in TCS HR Policies in WIPRO Performance Appraisal in

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TCS WIPRO Succession Planning

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

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

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

Company Overview - WIPRO

• Rated third best HR management industry in India • First company in India to adopt Six Sigma

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

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)

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

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

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

Performance Appraisal in WIPRO

• Evaluation is used for salary increments, disciplinary actions and promotions • Performance evaluation done once in 6 months

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

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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