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An applied field, HRD focuses on solving individual and organizational
performance problems. Whether the organization is for-profit or non-profit, a
school or a family, the central processes of human relating and learning are applied
to elevate performance.
More precisely, HRD is systematic interventions designed to teach, empower and
free individuals to relate constructively and think productively for organizational
and social benefit.
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to develop new sources of capital that can be leveraged to enhance

organizational productivity, including the sources of potential competitive
advantage of human capital, information capital, organizational capital and
marketplace capital;
to help individuals, groups and organizations anticipate, adapt to and create
change;
to enhance the quality of life for individuals.

Ultimately, HRD enables the individual and the organization to generate maximum
outputs while investing a minimum of finite resources.

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Human resource development (HRD) is an essential component for growth and
economic development. It can occur at both the nationwide level and the firm-wide
level. The enhancement of HRD of a country is dependent on the government and
national policies, while at the firm or micro level HRD can happen through
training and efficient utilization of resources. Resources are efficiently utilized to
support HRD when the maximum benefit is created at the lowest possible cost.c
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As the human resources of a country develop, the country progresses and the
benefits spread all over the country. Better skilled and well-trained human
resources attract a larger foreign direct investment into the country and improve
the brand image of the country internationally.

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Human resource development may occur as a result of better education, training or
development of vocational skills for individuals. This activity results in an increase
in entrepreneurial activity due to the creative process that is encouraged by HRD.

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HRD leads to better and efficient utilization of the available resources. The same
numbers of individuals are able to improve their performance through training or
learning of more productive skills.
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HRD can lead to a change in social perception of many people and can result in the
development of the society. Better educated and skilled workers can think and act
more constructively and result in a change of the social environment. Improved
education leads to self-awareness and prevents individuals from embracing
superstitions.
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A better trained and educated workforce is well aware of its rights and is better
able to protect against human rights violations. Workplace environments improve
and workers rights are acknowledged with HRD.
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WIPRO is one of the largest IT services companies in India. Established in 1980 as
subsidiary of WIPRO limited listed on New York Stock Exchange. WIPRO was
initially set up in 1945 with main product of producing sunflower Vanaspati Oil
and different soaps. At that time Company was called Western India Vegetable
Products limited with representative offices in Maharashtra and Madhyapardhesh
states of India. During 1970s and 1980s it shifted its focus and begin to look into
business opportunities in IT and computing industry which was at nascent stages in
India at that time. WIPRO was the first company which marketed the first
indigenous homemade PC from India in 1975.
In 1966 Azim Premji, still the majority shareholder in WIPRO, took over as the
chairman of the company at the age of 21 and with the passage of time transformed
it into one of the finest and largest IT outsourcing services provider of the world. It
is now considered the world's largest independent R&D service provider. It offers
different technology driven services all over the globe with 46 development
centers. Azim Premji is still the Chairman of the WIPRO along with other top class
professionals heading different wings of the business Wipro Tech is an information
technology service company established in India in 1980.
It is the global IT services arm of Wipro Limited (in operation since 1945,
incorporated 1946). It is headquartered in Bangalore and is the third largest IT
services company in India. It has more than 78,000 employees as of September
2007, including its business process outsourcing (BPO) arm which it acquired in
2002.
Wipro Technologies has over 300 customers across U.S., Europe and Japan
including 50 of the Fortune 500 companies. Some of its customers are Nortel,
Boeing, BP, Cisco, Ericsson, IBM, Microsoft, Prudential, Seagate, Sony, Win
driver and ToshibaIt is listed on the New York Stock Exchange and is part of its
TMT (technology media telecom) index testing. With revenue in the excess of US
$3 billion, Wipro is one of India's major IT companies. It has dedicated
development centers and offices across India, Europe, North America, Latin
America and Asia Pacific.
The current Chairman, Managing Director and majority stake owner is Azim
Premji, who has headed the software and hardware divisions since Wipro's
inception. Examples of Wipro's product design work include developing an
Internet-browsing phone for a Japanese telecom company in 1998, helping
chipmaker Texas Instruments produce digital signal processing software, and
creating an automotive display unit for Italian manufacturer Magneti Marelli that
combined functions including cell phone capability, global position system
technology, a navigation system and a CD player. Wipro was set up in 1945.

Primarily an edible oil factory, the chief products were Sunflower Vanaspati and
787 laundry soap (a by-product of the Vanaspati operations).
The company was called Western India Vegetable Products Limited; it had a minor
presence in Maharashtra and Madhya Pradesh. In the 1970s and 1980s, it began to
expand and made forays into computing.
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Planning is very important to our everyday activities. Several definitions have been
given by different writers what planning is all about and its importance to
achieving our objectives. It is amazing that this important part of HR is mostly
ignored in HR in most organizations because those at the top do not know the
value of HR planning.
Organizations that do not plan for the future have less opportunities to survive the
competition ahead. This article will discuss the importance of HR planning; the six
steps of HR planning that is: Forecasting; inventory, audit, HR Resource Plan;
Actioning of Plan; Monitoring and Control.

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HR Planning involves gathering of information, making objectives, and making
decisions to enable the organization achieve its objectives. Surprisingly, this aspect
of HR is one of the most neglected in the HR field. The changes in composition of
workforce not only influence the appointment of staff, but also the methods of
selection, training, compensation and motivation. It becomes very critical when
Organizations merge, plants are relocated, and activities are scaled down due to
financial problems. Human resources planning is an important component of
securing future operations. For sustainability, plans must be made to ensure that
adequate resources are available and trained for all levels of an organization.
Although police organizations are stretched to meet current service requirements, it
is important that they also spend time to create plans to ensure there will be
officers to fill future positions. These plans must be prepared well
in advance, with targets set for the short, mid and long term. Not only must
adequate resourcing be considered for the bulk of the workforce but special
consideration must be given for the leadership of each organization. This requires
developing specialized succession plans for identifying and grooming potential
future leaders. The leader candidates must receive management, leadership, and all

relevant knowledge and skills training. Plans should also be created to leverage the
knowledge of those leaving todays leadership roles so that future leaders are fully
informed. Securing future policing operations requires careful planning and a clear
implementation strategy.






 

 








 



 
 







   

 
  

  
 


  





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Wipro is the first People Capability Maturity Model (PCMM) Level 5, SEI
Capability Maturity Model  cLevel 5 and version 1.1 of CMMi certified IT
Services Company globally. Wipros people processes are based on the current
best practices in human resources, knowledge management and organization
development, giving a great focus to match changing business needs with
development of employee competencies.
Wipro has expertise in "'" acmethodologies, which have been put in use to
streamline and enhance existing people processes in organizations, enabling
decision
making based on metrics and measurements.
The central idea behind Six Sigma is that if you can measure how many
defects
you have in a process, you can systematically figure out how to eliminate them and
get as close to zero defects as possible.

 
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ecru"t entcrefers to the process of screening, and selecting qualified people for a
job at an organization or firm, or for a vacancy in a volunteer-based organization or
community group. While generalist managers or administrators can undertake
some components of the recruitment process, mid- and large-size organizations and
companies often retain professional recruiters or outsource some of the process to
recruitment agencies. External recruitment is the process of attracting and selecting
employees from outside the organization.
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. Promotions and Transfer
. Job postings
. Employee Referrals
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. Advertisement
. Employment Agencies
. On campus Recruitment
. Employment exchanges
. Education and training institute
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Three sections: u have to clear each section separately 15-verbal,15- apti,20technical time 50 minutes. verbal type :word pair, analogy,fill in the blanks with
appropriate words Apti type:people,n chairs/chambers/parking etc all questions of
this type and also a paragraph was given and the logical deduction was to be
done.4 questions were common from barons Tech type:gk ofcomputers(no
programming language questions) 4 options for each Interview was in 2 stages ,
technical was mainly concentrated on data structure and C . DBMS and CPP was
also asked but stress was mainly upon the former ,linux was asked too if it was
mentioned in the CV it was grilling and easy for some (there were 7 panels)
for the non -IT branch the interview was mainly on their project . HR was also an
easy cake , we had to prepare for 2 questions:What u know abt wipro and ur strong
points ,weak point,hobbies nothing else but the most surprising part was that they
eliminated more than 50 % of the candidates in the HR only whereas in others HR
eliminates only 5-10%

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1. APTITUDE TEST
2. TECHNICAL INTERVIEW
3. HR INTERVIEW
BOUT APTITUDE TEST:Total no of question: 50
Marks: 50 (each question carrying 1 marks )
Time duration: 60 mins
Section: 1) VERBAL (20 QUESTION)
2) QUANTITATIVE (20 QUESTION)
3) TECHNICAL (10 QUESTION)
There was sectional cut-off , question paper was not very much tough. There was
no negative marking.
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You have to practice it from R S AGARWAL verbal & non verbal book & GRE
barons. I guessed the unknown answer. Synonyms, Antonyms, fill in the blanks,
sentence completion, punctuation, idioms, voice change, jumbled words, and
analogies. You have to practice it. Similar meaning of MAJESTIC.
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The term j
refers to the acquisition of knowledge, skills, and competencies
as a result of the teaching of vocational or practical skills and knowledge that relate
to specific useful competencies.
Training & Development of individuals is a key focus area at Wipro. Our Talent
Transformation Division handles this. For those with less than one year of
experience a
well-structured "n#uct"nctra"n"ncprogram is conducted. This will cover all
aspects of software development skills that are required.
As a PCMM Level 5 organization, there is also high focus on Competency
Development. Talent Transformation has a mandate to provide technical & busines
skill training based on the departmental and divisional need. All employees are
eligible to take training based on the competency gap identified or Project need.
In addition to class room training one can take e-Learning with out waiting for
class room training.
Compliance and Regulatory training is an important aspect in todays regulated
environment and is often implemented as part of corporat initiatives. All large

companies have mandatory trainings be it in the field of Environment, Health &

Safety,Ethics, Risk-Management, Finance, Law, etc.
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At Wipro, we know how critical time is for fulfilling training needs and hence we
have 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; the content delivery can be both synchronous as well as
asynchronous. Wipro has strategic partnerships with leading technology providers
to help you choose the tool that suits your requirement best. Based on research
conducted in this area, Rapid Content Development can be used for any of the
following content areas:
r"t"calcra"n"nc when the training requirement is critical and must be
addressed immediately.
"nrcchanec when the difference between what is known and what is new is
minimal
hrtchelcl"ec when the content in question has a very short shelf life
requentcu!#atec when the content needs to be update frequently.
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Large enterprises keep updating their processes to improve the efficacies of their
systems. Business process training is typically a part of any organizations overall
change management plan. Wipro provides Process Training in several fields
including HR,Quality, Operation, Payroll, Recruitment, and more. For a
meaningful transition of the process, quality training is extremely
critical.Understanding the complexities involved in rolling out these process
trainings, we bring you quick solutions that help deliver effective training for your
organization.
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1. Analyze
2. Inform
3. Involve
4. Support


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Wipro Leaders Qualities Survey,which started in 1992, is one of our oldest
leadership development initiatives. It has successfully contributed in our endeavor
to nurture top class business leaders in Wipro. We have 8 Wipro Leadership
Qualities, which are based on Wipro vision, values and business strategy. In order
to identify and help leaders develop these competencies we adopt a 360-degree
survey process. This is an end-to-end program, which starts with the obtaining of
feedback from relevant respondents and ends with each leader drawing up a
Personal Development Plan (PDP) based on the feedback received. The PDP is
developed through +W"n#cc hanecwhich is a seven-step program that helps
in identifying strengths and improvement areas, and determining the
action steps.
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err anceca!!ra"alcis a method by which the job performance of an employee
is evaluated in terms of quality, quantity, cost and time. Performance appraisals are
regular reviews of employee performance within organizations.
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Give feedback on performance to employees.
Identify employee training needs.
Document criteria used to allocate organizational rewards.
Form a basis for personnel decisions: salary increases,promotions,
disciplinary actions, etc.
Provide the opportunity for organizational diagnosis and
development.
Facilitate communication between employee and administrator.
Validate selection techniques and human resource policies to meet federal
Equal Employment Opportunity requirements.
Wipros solution aims at strategic value delivery in the least possible time
incorporating rich functional features, aided by smooth workflow, notification,
authorization, etc.
Align employee objectives to the business goals. Enable strategic Performance
Management through Management by Objectives (MBO)
Measure and Assess employee performance periodically and provide feedback
and support to achieve quantitative, qualitative and process targets
Evaluate and track Hi-Performance and achievers based on Competency driven
practices.
Enable online Reward and Recognition. Performance Appraisal

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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 stiff competition, if proper salary is not given then the employees will go to
those organization offering higher salaries. Jivraj Tea Ltd is actively involved in
retaining good manpower in the organization by providing proper salary and
incentive methods. W"!r runc,-c"cec"ncn#"acIt has a branch office in USA,
Canada, Europe, Middle east,Africa etc.
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You also have access to various job opportunities within Wipro itself. This would
enable you to pursue careers of your choice in the Organization. Your career at
Wipro is what you make of it. It is a tool that gives you flexibility to apply for the
job of your choice and map your own career. Very few organisations can match
Wipro's capability to offer the kind of flexibility and opportunity to pursue
multiple careers and unhindered growth,while you continue to work in the same
organisation.
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We not only groom your technical talents but also bring out the leader in you. Our
Leadership Program gears you up to take on the challenge for successfully heading
large and strong teams. The program is designed to identify the specific actions
and attitudes that constitute the Wipro leader's qualities. It examines how each
manager rates against these qualities, provide an understanding of how the required
skills and competencies can be developed and plan what each individual can do to
strengthen his or her leadership qualities.
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Your hard work and contribution never go unnoticed at Wipro. The size we have
grown to and the diversity of people has given rise for a need to introduce awards.
At every step of success there is an award awaiting you. The challenges we
encounter, motivates us to accomplish greater feats and the comforts of rewards
and recognition comes as a package.

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We at Wipro take pride in our long serving colleagues. They are a major force
behind our success. We recognize their contribution through a comprehensive
reward programme -Schemes include holiday packages with special facilities.
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The governing theme in our organization is the well being of employees. The
benefits we offer them are on par with the best available.
Our Compensation package is among the best in the industry and it is aimed at
retaining existing talent. The package caters to all positions across Wipro. A
reward for each position is based on performance, potential, criticality and market
value.We have a comprehensive medical assistance program that covers the whole
gamut of medical expenses you and your family incur.
Our reimbursement scheme provides you tax shelter on quasi-official expenses.
Your growth in the company will be complemented by your own selfdevelopment. Our educational assistance plan offers you all encouragement in
pursuing the course of your interest. Our leave policy also includes a sabbatical to
pursue higher studies related to your profession.
Our responsibility towards new employees doesn't stop at salaries and
compensation alone. We offer all possible help to facilitate their settling down. We
provide interest-free loan mainly intended to cover housing deposit or the purchase
of a two wheeler. We also provide contingency loans for your marriage, illness or
death of a close family member.As a part of employee empowerment, we offer
stock options to deserving employees.The Wipro Employee Stock Option Plan
(WESOP) allows us to make employees share with us the rewards of success.
Our other facilities include credit cards for all our employees as per the policy.
Monetary benefits apart, we take interest in the personal well being of our
employees. We have a facility wherein your domestic chores will be taken care of
through an external agency,ensuring that with us you don't need to worry about all
those boring routines like payment of bills, personal travel bookings etc. Not to
forget shuttle services to our development centers and canteen facility. ( We also
provide transport facilities to our development centers and cafetaria at our
facilities)All these in addition to a host of deferred benefits like provident fund,
gratuity and pension plan.
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