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Wipro Limited (formerly Western India Products Limited) is an Indian multinational information technology (IT), consulting and outsourcing service company headquartered in Bangalore, Karnataka, India. As of September 2013, the company has 147,000 employees serving over 900 clients with a presence in 61 countries. Wipro is the third largest IT services company in India. On 31 March 2013, its market capitalisation was INR 1.07 trillion ($19.8 billion), making it India's 13th largest publicly traded company.Azim Premji is a major shareholder in Wipro with over 50% of shareholding. To focus on core IT Business, it demerged its non-IT businesses into a separate company named Wipro Enterprises Limited with effect from 31 March 2013. The demerged company offers consumer care, lighting, healthcare and infrastructure engineering and contributed to approx. 10% of the revenues of Wipro Limited in previous financial year. The company was incorporated on 29 December 1945, in Mumbai by Mohamed Hasham Premji as 'Western India Products Limited', later abbreviated to 'Wipro'. It was initially set up as a manufacturer of vegetable ghee, vanaspati, and refined oils in Amalner, district Jalgaon, Maharashtra, under the trade names of Kisan, Sunflower and Camel. The company logo still contains a sunflower to reflect products of the original business. In 1966, after Mohamed Premjis death, his son Azim Premji returned home from Stanford University and took over Wipro as its chairman at the age of 21. During the 1970s and 1980s, the company shifted its focus to new business opportunities in the IT and computing industry, which was at a nascent stage in India at the time. On 7 June 1977, the name of the company changed from Western India Vegetable Products Limited, to Wipro Products Limited. The year 1980 marked the arrival of Wipro in the IT domain. In 1982, the name was changed from Wipro Products Limited to Wipro Limited. Meanwhile Wipro continued to expand in the consumer products domain with the launch of "Ralak" a tulsi-based family soap and "Wipro Jasmine", a toilet soap

In February 2002, Wipro became the first software technology and services company in India to be certified for ISO 14001 certification. Wipro also achieved ISO 9000 certification to become the first software company to get SEI CMM Level 5 in 2002.[24][25] Wipro Consumer Care and Lighting Group entered the market of compact fluorescent lamps, with the launch of a range of CFL, under the brand name of Wipro Smartlite. As the company grew, a study revealed that Wipro was the fastest wealth creator for 5 years (19972002). The same year witnessed the launch of Wipros own laptops with Intel's Centrino mobile processor. Wipro also entered into an exclusive agreement with the owners of Chandrika for marketing of their soap in select states in India. It set up a wholly owned subsidiary company viz. Wipro Consumer Care Limited to manufacture consumer care and lighting products. In 2004 Wipro joined the billion dollar club. It also partnered with Intel for i-shiksha. The year 2006 saw Wipro acquire cMango Inc., a US-based technology infrastructure Consulting firm Enabler, and a Europe based retail solutions provider. In 2007, Wipro inked a large deal with Lockheed Martin.[ It also entered into a definitive agreement to acquire Oki Techno Centre Singapore Pte Ltd (OTCS) and signed an R&D partnership contract with Nokia Siemens Networks in Germany. The year 2008 saw Wipros foray into the clean energy business with Wipro Eco Energy. In April 2011, Wipro signed an agreement with Science Applications International Corporation (SAIC) for the acquisition of their global oil and gas information technology practice of the commercial business services business unit. The year 2012 saw Wipro make its 17th acquisition in IT business when it acquired Australian analytics product firm Promax Applications Group (PAG) for $35 million. Wipro is the No. 1 employer of H1B visa professionals in the United States in 2012. In 2012 Wipro Ltd. announced the demerger of its Consumer Care & Lighting (incl. Furniture business), Infrastructure Engineering (Hydraulics & Water business), and Medical Diagnostic Product & Services business into a separate company to be named Wipro Enterprises Ltd. Wipro's scheme of arrangement for demerger turned effective from 31 March 2013.

Wipro Group of Companies

Wipro Ltd. Wipro Limited is a global provider of comprehensive IT solutions and services, including Systems Integration, Consulting, Information Systems outsourcing, IT-enabled services, and R&D services. It is also a value added reseller of desktops, servers, notebooks, storage products, networking solutions and packaged software for international brands. Wipro entered into the technology business in 1981 and has over 140,000 employees and clients across 54 countries today. IT revenues stood at $ 6.2 billion for the year ended 31 March 2013, with a repeat business ratio of over 95%. The business model at Wipro Technologies Ltd is an industry aligned customer facing model which gives greater understanding of customers businesses to build industry specific solutions. Wipro Enterprises Ltd. Wipro Consumer Care & Lighting Wipro Consumer Care and Lighting (WCCLG), a business unit of Wipro Limited operates in the FMCG segment offering a wide range of consumable commodities. Established in 1945, the first product to be introduced by WCCLG was vegetable oil, later popularised under the brand name "Sunflower Vanaspati". It offers personal care products, such as Wipro Baby Soft and Wipro Safewash, toilet soaps like Santoor and Chandrika as well as international brands like Yardley. Its portfolio of lighting solutions includes products like Smartlite CFL, LED, emergency lights and more. Through its customer-centric products and acquisitions, Wipro Consumer Care and Lighting has become a fast growing company in the FMCG segment. Wipro Infrastructure Engineering Wipro Infrastructure Engineering is the hydraulics business division of Wipro Limited and has been in the business of manufacturing hydraulic cylinders, truck cylinders, and their components and solutions since 1976. This division delivers hydraulic cylinders to international OEMs and represents the Kawasaki, Sun Hydraulics and Teijin Seiki range of hydraulic products in India. It has entered into partnerships with companies like Kawasaki and aerospace giant EADS. The commitment to quality has made Wipro Infrastructure Engineering the second largest independent manufacturer of cylinders in the world. The company has recently ventured into water treatment systems and solutions to cater to the needs of various industries.

Wipro GE Medical Systems Limited Wipro GE Medical Systems Limited is Wipros joint venture with GE Healthcare South Asia. It is engaged in the research and development of advanced solutions to cater to patient and customer needs in healthcare. This partnership, which began in 1990, today includes offerings like gadgets and equipment for diagnostics, healthcare IT solutions and services to help healthcare professionals combat cancer, heart disease, and other ailments. There is complete adherence to Six Sigma quality standards in all products



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 fewer 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.


Quoting Mondy et (1996) they define it as a systematic analysis of HR needs in order to ensure that correct number of employees with the necessary skills are available when they are required. When we prepare our planning program, Practitioners should bear in mind that their staff members have their objective they need to achieve. This is the reason why employees seek employment. Neglecting these needs would result in poor motivation that may lead to unnecessary poor performance and even Industrial actions. 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. When HR Planning is applied properly in the field of HR Management, it would assist to address the following questions:

1. 2. 3. 4.

How many staff does the Organization have? What type of employees as far as skills and abilities does the Company have? How should the Organization best utilize the available resources? How can the Company keep its employees?

HR planning makes the organization move and succeed in the 21st Century that we are in. Human Resources Practitioners who prepare the HR Planning program would assist the Organization to manage its staff strategically. The program assists to direct the actions of HR department. The programme does not assist the Organization only, but it will also facilitate the career planning of the employees and assist them to achieve the objectives as well. This augment motivation and the Organization would become a good place to work. HR Planning forms an important part of Management information system. HR have an enormous task keeping pace with the all the changes and ensuring that the right people are available to the Organization at the right time. It is changes to the composition of the workforce that force managers to pay attention to HR planning. 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.

When I look at where we have come, what gives me tremendous satisfaction is not so much the success, but the fact that we achieved this success without compromising on the value we defined for ourselves? Values combined with a powerful vision can turbo-charge a company to scale new heights and make it succeed beyond ones wildest expectations.-- Azim Premji

The basic purpose of having a manpower plan is to have accurate estimate of required manpower with matching skills requirements. The main objectives are: . Forecast manpower requirements. . Cope with changes environment, economic, organizational. . Use existing manpower productively. . Promote employees in a systematic way.

MODEL OF HRP SYSTEM Human Resource Policies:Manpower Planning Recruitment & Selection Training & Development Performance Appraisal Promotion, Transfer, & Demotion Administration Section Grievance Handling Kaizen suggestion Welfare Activities

Human Resources Outsourcing: Services/products portfolio management has driven organizations globally to rethink their service delivery strategy. They are looking at solutions to assist them in consolidating segmented HR processes of various branches, maintaining quality and compliance. Therefore, supplier consolidation/rationalization is being thoroughly analyzed as a means to gain economies of scale, reduce overall cost and speedily implement new efforts to meet shorter term business needs. Wipro Human Resources Outsourcing (HRO) practice has substantial capability to support the full spectrum of HR service offerings. These are delivered through a combination of certified domain experts, proven transition methodology and quality driven operational execution, which is integrated with apt technology enablers. Wipro understands that our partners need a provider who can attain Lower operating cost Speed to market Scalable and sustainable services Continuous improvement innovation Wipros HR Business Process Outsourcing through leadership Building transformation led and technology enabled Shared Service Centers Promoting enhanced use of HR self-service in client organizations Expanding the HR BPO portfolio, geographically and functionally Engaging with more transformational engagements Expanding language services (Wroclaw, Shanghai, Cebu, and Bucharest) Continuously improving via Six-Sigma and Lean initiatives Leveraging HR domain skills and process knowledge HRO Services Shared Services: Our global service delivery model includes a mix of local, regional and offshore services coupled with captive local and remote shared services centers. HR Consulting Services: We deliver business process efficiencies through a combination of process transformation, outsourcing, and usage of technology platforms. These services include Process HEAT MAPPING, Gap Analysis, Performance Metric Analysis & Benchmarking, Process Controls Review and Risk Management, Improvement benefit summary and Roadmap Design, Business Case Development, Process Consolidation, Change Management, etc. HR Transformation: This is a planned execution of completely changing the way HR is organized and the way services are delivered to HR customers. These changes include internal transformations,