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PROJECT

ON
HR POLICIES OF IT COMPANIES

SUBMITTED BY:
LALITA JOSHI
REG. NO.:571015910
2010-2012

A PROJECT REPORT SUBMITTED IN PARTIAL


FULFILLMENT OF THE REQUIREMENTS FOR THE DEGREE
OF
MASTER OF BUSINESS ADMINISTRATION
IN HUMAN RESOURCE
MANAGMENT

SIKKIM-MANIPAL UNIVERSITY OF HEALTH,


MEDICAL AND TECHNOLOGICAL SCIENCES DISTANCE
SEDUCATION WING
SYNDICATE HOUSE, MANIPAL-576 104

1
Certificate

The real life project on “HR Policies of IT Companies” submitted by LALITA


JOSHI, MBA (10-12), is a record of work carried out by her under my guidance
and supervision.

2
Contents

1. Declaration ………………………………………………….. 4

2. Acknowledgement …………………………………………… 5

3. Objective ………………………………………………………6

4. Executive Summary …………………………………………...7

5. Tata Consultancy Services & its HR Policies…………………8-27

6. Wipro InfoTech & its HR Policies…………………………...28-35

7. CyberThink InfoTech Pvt. Ltd. & its HR Policies…………...36-46

8. Map Info & its HR Policies…………………………………..47-56

9. Research Methodology ………………………………………57-59

10.Analysis and Conclusion …………………………………….60-69

11.References ……………………………………………………70

3
DECLARATION

I hereby declare that dissertation report on “HR Policy of IT Companies” is factual


report of my project work undertaken practical fulfillment of the degree MBA
from SIKKIM MANIPAL UNIVERSITY, of health,medical& technological
sciences.

The facts and figures presented here is correct and best of my knowledge and
effort.

SUBMITED TO: SUBMITED BY:

MR.RAJIV RATAN BHATIA LALITA JOSHI

RNR EDUCATION RAMESH NAGAR REG NO-571015910

4
Acknowledgement

I want to express my sincere thanks and gratitude to my real life project guide my
faculty MIS CHANDANI. who has been of immense support and guidance in
enabling me to do this project. His deep understanding and valuable insights have
been of great help in the successful completion of my dissertation

I would also like to thank all those people, without whose help and support I
would not have been able to do justice to the project.

5
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.

6
EXECUTIVE SUMMARY

The objective of my dissertation is 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. 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 collected data was further
analyzed and conclusions were generated with the help of descriptive data
analysis with 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.

7
CHAPTER-1

HR POLICY AT TCS

8
COMPANY PROFILE

 Tata Consultancy Services (TCS) is a part of TATA group, India’s largest


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 application development 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 infrastructure services.

 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:

 Software R&D center in India

 Software exporter in India

 Indian software company to earn US $ 2 b in a fiscal

 Represents high levels of excellence, integrity and ethical values.

9
Global Workforce

 Global presence –operations in 47 countries, 160 offices world wide

 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 65 different


nationalities including Chile, Brazil, China, Romania, Australia, Mexico,
and Hungary

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

10
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."

11
Human Resource Planning

 Human resource planning involves getting the right number of qualified


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 openings the
organization expects over a given time frame.
 At TCS, its main objectives are:
 Forecast Personnel Requirements
 Use Existing Manpower Productively
 It is done at top level at the end of every quarter and for every project
 Process of HR Planning at TCS:
 First clients requirements are collected at the central level
 Then they are considered Geography wise, Branch wise & Project
wise respectively

12
HR PLANNING PROCESS:

Project wise

Branch wise

Geography wise

Client
requirements
are considered
(Centrally inf. Is
given)

13
Job Analysis

 IT software and services major TCS has attempted to create a segments


solution to fit the needs of different layers of job opportunities within its
environs.
 It is based on
 Activity to be performed
 Skills required for that job
 To begin with, the company has mapped the educational streams to the
hierarchy of job opportunities within its domain.
 Typically, the company has found that non graduates need to be trained
in basic IT and deployed for the spectrum of jobs provided in the basic
level of ITES.
 Graduates in Arts and Science can fit into the programming profiles.
 A sub-set from the engineering and management teams can get placed in
software engineering activities.
 The high performers in graduate level engineering and a subset from the
master’s level can be used in high end services.
 The high performers at the master’s level and PhDs can get routed to
research.
 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.

14
Hierarchical Structure in TCS

National
Head

Regional Head

Delivery
Centre Head

Group Head

Project Lead

Team Lead

Module Lead
(not necessary)

Team
Members

15
Recruitment & Selection

 Both internal as well as external

 Depends on:

 Manpower cost

 Effectiveness

 Past data

 External Recruitment can be on campus or off campus

 Off Campus process includes recruitments from:

 Advertisements

 Associate referral process

 TCS Job Portal

 Consultants

 Fresher

 Mainly Campus Placements

 Experienced Professionals

 Mainly through Consultants

16
Selection Procedure

Campus Placement procedure:

 Tata Consultancy Services (TCS) usually conducts its campus placements


through a standard procedure.

 The Selection Procedure consists of a written test.

 Those who clear written test will face technical and HR Interview.

 The HR Interview is very general to test your temperament. General


questions based on current affairs, general awareness, trends in IT etc. may
be asked.

 The technical interview is based on subjects you have already studied in


your curriculum.

17
Online Technical HR
Test Interview Interview

Selection procedure for Experienced Professionals (EPs):

Management
Technical HR Review Round
Interview Interview (by Senior
Mgmt)

18
Training & Development

 The primary motive of this consulting firm is to make its employees


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 centers are 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 new recruits,
which includes two months of intensive training at its dedicated training
facility.
 This facility is equipped to train over 600 people simultaneously in various
software subjects and technologies and soft skills.
 TCS also sends its consultants overseas for further education programmes.
 The company is also providing employees with Just -in-time training,
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/induction training through
on-the-job experience.
 At TCS, the experience gained in handling projects is captured, encapsulated
and disseminated through Continuing Education Programs.
 These programs have been designed in such a way that they are consistent
with TCS’ strategic thrust areas, career opportunities available in the
company’s ladder and individual aspirations of employees.
 Under the umbrella of its HR policies, TCS has earmarked the following
career paths for employees:
19
 technical architecture
 project management
 business relationship/geography management
 corporate functions such as Finance, HR, quality and R&D
 Despite the vast size of TCS, the company is providing learning
opportunities 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 career progression 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.

20
Compensation Management System

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

 Its pay packages are designed in a way to accommodate for both the 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 model i.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 part includes basics + bunch of benefits (cafeteria benefits, LTA,


conveyance, etc.)

 The variable part of the salary was arrived after considering

 Corporate EVA

 Business unit EVA

 Individual performance EVA

 Also there is super augmentation after every 5 years

21
Performance Appraisal

 The major objectives of performance appraisal at TCS are:

 Identifying employees for salary increases, promotion, transfer and


lay off or termination of services.

 Determining training needs for further improvement in performance.

 Motivating employees by indicating their performance levels.

 Appraisal at TCS is done for both the Services & Managerial Employees

 It happens on

 Quarterly Basis: Before confirmation by Speed 3 online tool

 Half yearly Basis :After confirmation by Speed 4 online tool

 Every new employee is confirmed only after 1 year

22
Process of Performance Appraisalat TCS:

Associate

Supervisor

Reviewer

Associate

Accept Reject

HR
Department

23
Retention Strategies

 TCS has been able to retain talent by offering software professionals 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 streams across


domains, technologies and services.

 It encourages job rotation and allows movement of associates across


different job roles and functions.

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

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

24
Succession Planning

 In an era of stiff competition for seasoned professionals, it has become


necessary to identify and develop leaders from within the organisation and
empower them with additional responsibility to assume increasing levels of
leadership

 Succession Planning strategy is also a critical part of TCS’s business


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 business units of the


company

 In each ‘practice’ they have a systematic process for succession planning

 High-fliers are identified at the time of appraisals and their progress is


monitored

 When somebody gets identified as an exceptional performer by more than


one manager, he/she comes up for positioning in the succession planning
system.

 The process however just does not stop at identifying the successors. The
need is also to provide challenges and motivation to those who have been
identified as successors. Therefore there has 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 Project Lead.

25
Employee Benefits

 Flexible Working Hours.

 It has an Adoption Leave Policy benefits which is extended to male


associates also

 This means that associates of both genders are eligible to three months
paid leave after they adopt a child

 TCS also has other add-ons such as sabbaticals, joining spouse overseas,
part-time or work from home facility, holiday homes across the country and
welfare trust facilitation for higher education

 Also, as employees of the Tata group, associates get discounts on products


and services of other Tata Group companies

 The other employee benefits which are offered here include House building
loans, automobile loans, mentoring, career counseling, stress development
programs and many more

 Medical Insurance to all employee & their immediate family

 Basic Cover of 7x24 hrs of hospital facilities – Rs. 45,000& day-to-


day expenses – Rs. 5000

 Additional cover of 5 lakhs is provided for dependents on 3500Rs.


Premium

 Further cover increases depending on the post

 Many of TCS branches also offer recreation facilities

26
Employee Welfare, Safety & Health

 Safe computer screens.

 Quarterly fire drills.

Grievance Handling

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

 They also have a special “Organization Effectiveness Department” for 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.

27
Organizational Exit

 At TCS exit Interviews are conducted & purpose of them is mainly to know
two things:

 Why people are leaving the organization

 Why are they joining the other organization

 They are conducted by PL & HR Person of the respective team.

 Also whole information is kept secret

28
CHAPTER-2

HR POLICY AT
WIPRO INFOTECH

29
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 India besides offices


in the KSA, UAE, Taiwan, Malaysia, Singapore, Australia and other regions
in Asia-Pacific and the Middle East.

30
Spirit of Wipro

 Intensity to Win

 Make customers successful

 Team, Innovate, Excel

 Act with Sensitivity

 Respect for the individual

 Thoughtful and responsible

 Unyielding Integrity

 Delivering on commitments

 Honesty and fairness in action

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

31
Recruitment and Selection Levels

 Both for Services Level & Managerial Level.


 Source of Recruitment:
 Campuses
 Consulting firms
 Internet as a resource
 Advertisements
 Associate referral process
 4 Stage Process:

Application screening
& shortlisting

Interaction (further
shortlisting)

Interaction (additional
shortlisting)

Final interaction &


selection

 Sales and marketing people can work from home.


 Job sharing for working mothers.

32
Compensation Management System

 The pay packages are designed in a way to accommodate for both the 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 full time job
or even a part-time job offer. Pay packages are thus designed on the basis of
the chosen option.

33
Training and Development

 2 training programmes a year

 For both services as well as managerial level employees

 Vary in nature and duration

 On need basis

 Services: internally designed

 Managerial: outside bodies & internal

Training stages at Wipro Infotech:

Induction

Post half yearly appraisal

Post yearly appraisal

Annual special training

34
 Additional Training is also provided on:
1. Ethics and values
2. Session on handling media
3. Standard response

Performance Appraisal

 Wipro offers an integrated end-to-end Performance Management Solution.

 This solution is based on global people processes drawn from best practices
and helps organizations streamline their performance evaluation processes.

 Wipro’s e Performance Management solution not only helps you establish


the best practices in Performance Management, like 360degree appraisal,
MBO, etc, but enables reduced Performance Management cycle time
without compromising on the sub-processes which are so critical to your HR
values, like Work Planning Conference, Work Plan establishment,
Development plans and Objective setting, Interim Review, Overall
evaluation, detecting Performance deficiencies, Tracking, Documentation
and Archiving.

 Wipro solution aims at strategic value delivery in the least possible time
incorporating rich functional features, aided by smooth workflow,
notification, authorisation, etc.

 It helps to:

35
 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

 Appraisal 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 of identifying
Training & Development needs whereas the year end Appraisal is for
measuring the performance vis-à-vis the targets.

36
CHAPTER-3

HR PRACTICES AT
CYBERTHINK
INFOTECH PVT.
LTD

37
Company Profile

 CIPL is an ISO certified offshore development company, based at


Ahmedabad, Gujarat, India.

 It has created a wealth of immensely satisfied clientele across the world 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 ISO 9001:2000


standards.

 They offer Web designing, Ecommerce Solutions, Shopping cart solutions,


Mobile applications and synchronization, Social Networkingmultimedia,
search engine optimization, corporate identity and client-server
applications of the highest quality.

38
Hierarchical Structure

Director

HR-Manager, Finance-
Manager

Administration

Technical Staff (Testing,


Designing)

39
Job Analysis

 Rank key jobs by factors:

 Mental Requirements

 Skill

 Physical Requirements

 Responsibilities

 Working Conditions

 Example:

Job title: SAP Consultant

 CANDIDATE PROFILE: Candidate should have an experience of


implementing full life cycle. Candidate need to be involved as a
functional or technical consultant within the core SAP team (part of
Implementation Team). Any functional SAP consultant with one of
the combination listed below can apply.SD, MM, PP, FI/CO.SD/MM
MM/PP FI/CO MM/QM PP (Process planning)/PI (Process
integration) HR with Payroll, Employee Self Service (ESS) SAP
CRM or mySAP SAP Techno consultant: Candidate should have
ABAP certification. He/She should have experience on IDOCS, Gap
Analysis, BEx Analyzer, BEx Browser, LSMP, EDI, SAP Scripts
also. Experience in SEM, BPS (Business Process System), APO, BW
modules is preferable Oracle experience is plus.

 ROLES: ERP – SAP

40
 EXPERIENCE: 3 – 10 years

 KEY SKILLS: SAP

 PREFERENCE: Overseas Experience & SAP Certified is preferable

Recruitment & Selection

Recruiting Infrastructure:

 Recruiting managers with 10+ years experience

 Senior technical recruiters (15)

 Assigned to specific technologies

 Round-the-clock recruiting

 On-Line testing services

 Technical competency

 Personality

 Extensive interviewing & reference checking

 Multiple sourcing resources

 National and international recruiting

Recruiting Metrics:

 Only top 5% of applicants are accepted

41
 100% reference checking

 Hire people based on ACTI (Attitude, Communication, Technical and


Industry knowledge) rating.

 Most of consultants have post graduate degrees.

Sources of Recruitment:

 Employee Referrals

 High referral rate (Employee Satisfaction)

 Internal Candidate Database with over 75,000 resumes

 1500+ Active candidates in the pipeline

 Internet Providers such as:

 Net-temps

 Monster

 Dice

 Advertisements

 CyberThink Website Job Postings

 Job Fairs

 Open Houses

 Cold Calling

42
 Out of State Recruiting Trips

 International Recruiting Trips

43
Selection process

Applicant job interest

Selection Test

HR interview/ Technical interview (Varies as


per the job profiles/rank)

Conditional offer

Job placement

Role of HR and line managers in Selection Process:

 Requirement are placed by- Line manger


 Search for right fit is done by HR

44
Induction Program

 General intro session

 No Special program is conducted

Training & Development

 CIPL is committed to train and retain the human resources that are engaged
through a process of extensive research and scrutiny.
 Main purpose of training at CIPL is to bridge the gap between what the
employee has and what the job demands.
 People regularly undergo training in technology and management practices
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.

45
Performance Appraisal

 Performance is appraised annually.

 Permanent record of consultants Annual performance review is kept

 CyberThink will pay overtime only if it is pre-approved. Normally over 40


hours a week is considered overtime.

 Awards bonuses based on overall company and employee performance.

Job Rotation

 Job rotation is followed in the organization.


 But only in Technical Department.

46
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 from Situation to


situation.
 All things are documented irrespective of the fact steps are taken against it
or not.

No Trade Unions

47
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 year including holidays.

 Guest House Facilities: The company has guest houses, which are used to
house new employees relocating to the USA. These facilities are available
for the employees for two weeks into the first project.

 Relocation for Project: The company provides two weeks of


accommodation and car rental if needed, when an employee is moved from
one project to another out-of-state project. All approved luggage moving
costs will be reimbursed when original receipts are provided. The company
also reimburses the cost associated with changing car registration, driver's
license and transportation costs incurred for interviews when original
receipts are provided.

 Health Care Coverage: Each employee is entitled to the medical treatment


and prescription medicines as per the policy laid down by the insurance
company.

 Other Benefits offered by CyberThink include:

 Short Term Disability (company pays premium)

 Long Term Disability (company pays premium)

 Life Insurance (company pays premium)

 Accidental and Death Disbursement (company pays premium)

48
CHAPTER-4

HR PRACTICES AT
PITNEY BOWES
MAP INFO

49
Company Profile

 It’s the leading provider of location intelligence solutions, integrating


software, data and services to provide greater value from location-based
information and drive more insightful decisions for businesses and
government organizations around the world.

 Pitney Bowes MapInfo solutions are available in 20 languages through a


network of strategic partners and distribution channels in 60 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 Bowes MapInfo is a high
energy, highly spirited workplace.

50
Hierarchical Structure

Vice President

Managing Director

Engineering Manager/
Delivery Head

Project Manager

51
HR Planning

Approval by
Approval by
MD
department
Head
Approval by
Engineering
Manager
Approval by
Project
Manager

Manpower
Requisition
form (raised
by head of
the Team)

 After this, Jobs are posted on the Company’s Website and


circulated to Employees & Consultants

52
Recruitment & Selection

 Only external recruitment


 Recruitments are done through out the year
 Sources of Recruitment are:
 Campus Placements
 Employee Referral
 Company Data Bank
 Consultants
 Advertisements
 Direct Walking

53
Selection Procedure

Resume
shorlisting Technical Managerial
by Team Interview Round
HR round offer
Head

54
Training & Development
 The primary motive is to continually develop professional/educational skills
of its employees.
 Provided on basis of need
 Example: 2 months training (nov-dec) was given to the employees on
their request
 Training Steering Committee
 To identify the training needs of the employees at various levels
 Design the framework of the training
 Trainers are professionals people especially called for this purpose
 Also sends its consultants overseas for further education programmes.
 Example: HR people were sent to UK for Training of SAP

Induction

 Employee induction program of 3 days in the respective branch


 Main Objectives of induction of this consulting firm is to:
 Make new employees feel welcome and at ease.
 Help them understand the organization in a broad sense.
 Make clear to them what is expected in terms of work and behavior.
 Conducted first by HR Manager, then by Finance manager & Administration
team

55
Performance Appraisal

 Happens on annual basis.


 Procedure of performance Appraisal:

Goal are set up by every employee in


the beginning of every quarter

At the end of the quarter, scoring is


done by employee & managers
separatly

At the end of the year, managers &


employees together compile all
these ratings

56
Compensation Management System

 Pay packages are designed in a way to accommodate for both the basic and
incentive components.
 Ratio of Fixed to Variable pay is 60:40.
 Fixed part of every month includes:
 12.5% - Provident Fund
 50% - House Rent Allowance
 Rs.800 – Conveyance

Employee Health & Safety

 Safe computer screens.


 Fire alarms & fire extinguishers.
 First Aid services.
 Decentralized AC.
 No first pick or last drop of women by cabs.
 Sexual Harassment policy & special training is also given to the employees
in this regard.

Employee Benefits

 Employee Assistance Program: The Employee Assistance Program


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
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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 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 covering the 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:
 Flexible Working Hours.
 Work from home facility for senior management.
 Sponsorship for higher education.
 Encourage employees to file Patent for their programs.
 Fun Committee to celebrate every festival in the office

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Grievance Handling

 Open door policy


 Special committee of senior managers is formed to look all these matters

No Trade Unions

Exit Interviews

 Conducted by Assistant HR Manager


 Final 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 can also
define research as scientific and systematic search for pertinent information on a
specific topic.
Well, all possess the vital instinct of inquisitiveness for, when the unknown
confronts, we wonder and our inquisitiveness makes us probe and attain full data
and fuller understanding of the unknown, can be termed as research. Research
comprises defining and redefining problem, suggesting solutions, collecting,
organizing and evaluating data, making deductions and reaching conclusion and at
least carefully testing 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 and analysis
of data in a manner that aims to combine the relevance to research purpose with
economy in procedure. In fact the research design is the conceptual structure
within research is conducted, if it constitutes the blueprints for the collection
measurement and the analysis of the data.

DATA COLLECTION:

Secondary data is been used to gather information about the HR policies of


different IT Companies.

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A Classification of Research Design:

RESEARCH DESIGNS

EXPLORATORY CONCLUSIVE
RESEARCH DESIGN RESEARCH DESIGN

Secondary Experience Pilot Study Case Study Descriptive Experimental


Data Survey Design Design

In this Research, the Researcher has used Descriptive Research Design as a base of
the research, as Descriptive research is undertaken to provide answers to
questions of who, what, where, when, and how – but not why. In order to gain an
insight of the problem and to know the nature of the research problem Exploratory
Design is also used in the form 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.

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CHAPTER: 6

COMPARATIVE
ANALYSIS

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Comparative Analysis of different IT company’s HR Policies:

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

 Recruitment & Selection


 Selection Process
 Training & Development
 Performance Appraisal
 Employee Benefits
 Compensation Management System

These are the major HR functions on the ground of which these four 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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SELECTION PROCESS:

TCS:

Online Test Technical HR FOR


Interview Interview FRESHERS

Technical HR Management FOR


Interview Interview review round EXPERIENCE
HOLDER

WIPRO:

Application Aptitude Technical Final: HR


screening Test Interview Interview

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CIPL:

Applicant Selection Technical/HR Conditional Job


Job interest Test Interview Offer Placement

MAPINFO:

Resume Technical/HR Managerial Job Offer


HR Round
short Interview
Round
listing by
team heads

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TRAINING & DEVELOPMENT

Companies T & D PRACTICES

TCS Prime Motive: make its employees knowledgeable about


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 both internally


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 what employee 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 and


educational 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 the employee


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-à-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 marketing


employees
-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 by different 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

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