WIPRO

An enterprise which started as a small producer of cooking oil in 1945,

Wipro, is now one of India's most admired companies and today it has a
diverse set of portfolios by Indian standards. Wipro has built three new
businesses - enterprise solutions, infrastructure management and
business process outsourcing that together account for 30% of total
software revenues. These businesses are expected to be the company's
major growth drivers in the future.

CURRENT HR POLICIES

Annual Leaves : Every employee will get an annual leave of 30days and
if more than thirty days is taken than leave will be deducted from the
next year.

Annual Sick Days: In a year 5 days are given as leave for sick days, if
more than five days are taken a certain amount will be deducted from the
salary.

Training And Devlopment :A Person who join Wipro with less than one
year experience works as developer for a couple of project to learn and
develop the various developing software program.

Training is provided as per required.

EDUCATION

Learning through internet is provided.

Education tie-ups :

It provide (PGSM) Post Graduate Software Management program.

It also gives middle management course for 5 weeks.

It also provides distance learning.

Benefits Offered

 Medical assistance program.

 Interest free loan is also provided.
 It provides Wipro Employee Stock Option Plan( WESO)allows
wipro to make employee share with them and reward the success.

It provide credit cards for the employee as per the policy

WIPRO AS AN ENJOYABLE EXPERIENCE

 Right balance between work and fun.

 Formals and casuals dresses are allowed.
 Feedback are converted to action.

Equal employment opportunity policy

 Employment is based solely on qualification and competencies.

 It ensures that there is no discrimination on religion, caste, race,
color, national origin, marital status etc.

PEOPLE CAPABILITY MATURITY MODELS

It helps organizations to develop the maturity of their workforce, and to

address their critical people issues. Based on current best practices in
fields such as: human resources, knowledge management, and
organizational development, it can guide organizations in improving
their processes for managing and developing their workforces. It helps
organizations to establish a program of continuous workforce
development, to set priorities for improvement actions, to integrate
workforce development with process improvement, and to establish a
culture of excellence. People CMM provides a roadmap for
implementing workforce practices that continuously improve the
capability of an organization's workforce. A step by step approach is
taken. Each progressive level of the model produces a unique
transformation in the culture of an organization. People CMM
establishes an integrated system of workforce practices that grows
through alignment with the organization's business objectives,
performance, and changing needs.

Each maturity level is a well-defined process that institutionalizes new

capabilities for developing the organization's workforce. By following
the maturity framework, an organization can avoid introducing
workforce practices that its employees are unprepared to implement
effectively.
Five stages of the People CMM framework
1. Initial Level : Characterized by inconsistency in performing
practices, Displacement of responsibility, Ritualistic practices, and
Emotionally detached workforce.
2. Managed Level : characterized by work overload,
Environmental distractions, Unclear performance objectives or
feedback, Lack of relevant knowledge, or skill, Poor
communication, Low morale.
3. Defined Level. Although there are performing basic
workforce practices, there is inconsistency in how these practices
are performed across units and little synergy across the
organization. The organization misses opportunities to standardize
workforce practices because the common knowledge and skills
needed for conducting its business activities have not been
identified.
4. Predictable Level. The organization manages and exploits
the capability created by its framework of workforce
competencies. The organization is now able to manage its
 capability and performance quantitatively. The organization is
able to predict its capability for performing work because it can
quantify the capability of its workforce and of the competency-
based processes they use in performing their assignments.
5. Optimizing Level. The entire organization is focused on
continual improvement. These improvements are made to the
capability of individuals and workgroups, to the performance of
competency-based processes, and to workforce practices and
activities.

SOFTWARES IN IT INDUSTRIES

HRIS

The Human Resource Information System (HRIS) is a software or

online solution for the data entry, data tracking, and data information
needs of the Human Resources, payroll, management, and accounting
functions within a business. Normally packaged as a data base, hundreds
of companies sell some form of HRIS and every HRIS has different
capabilities HRIS needs to be picked carefully based on the capabilities
you need in your company.

Typically, the better The Human Resource Information Systems (HRIS)

provide overall:

• Management of all employee information.

• Reporting and analysis of employee information.
• Company-related documents such as employee handbooks,
emergency evacuation procedures, and safety guidelines.
• Benefits administration including enrollment, status changes, and
personal information updating.
• Complete integration with payroll and other company financial
software and accounting systems.
• Applicant and resume management

An effective HRIS provides information on just about anything the

company needs to track and analyze about employees, former
employees, and applicants. Each company has to select a Human
Resources Information System and customize it to meet its needs.

With an appropriate HRIS, Human Resources staff enables

employees to do their own benefits updates and address changes,
thus freeing HR staff for more strategic functions. Additionally,
data necessary for employee management, knowledge
development, career growth and development, and equal treatment
is facilitated. Finally, managers can access the information they
need to legally, ethically, and effectively support the success of
their reporting employees

HRMS

A Human Resource Management System (HRMS, EHRMS),

Human Resource Information System (HRIS), HR Technology or
also called HR modules, or simply "Payroll", refers to the systems
and processes at the intersection between human resource
management (HRM) and information technology. It merges HRM
as a discipline and in particular its basic HR activities and
processes with the information technology field. On the whole,
these ERP systems have their origin on software that integrates
 information from different applications into one universal
database.

The linkage of its financial and human resource modules through

one database is the most important distinction to the individually
and proprietary developed predecessors.

ACCERO CYBORG

Founded in 1974, Accero provides human capital management (HCM),

human resources management (HRM), and payroll software and services
to organizations with 2,500 or more employees. The company serves
customers in the United States (US), Canada, and the United Kingdom
(UK). Accero offers options for traditional licensing or software-as-a-
service (SaaS)-based subscription. Accero is headquartered in Lake
Oswego, Oregon (US), with offices in Chicago, Illinois (US), and
Cornwall, Ontario (Canada).
Accero Solutions are designed to handle employee and tax IDs, support
union rules and dynamic pay structures, and help ensure full regulatory
compliance for all states, provinces, or regions in the US, Canada, the
UK, Australia, and New Zealand.
Accero Human Resource Administration is designed to automate a
range of both tactical and strategic HR functions—from recruiting and
training to position administration and career planning. Accero Benefits
Administration can help simplify the enrollment, update, and
communication processes needed for a benefits program.
It supports benefits tasks and calculations—from premiums to pensions
to flexible spending accounts—for thousands or even tens of thousands
of participants.
The Accero Cyborg Self Service solution (formerly Cyborg Interactive
Workforce) consists of three modules, all fully integrated with the
Accero Cyborg HCM suite: Accero Employee Self Service (ESS),
Accero Manager Self Service (MSS), and Accero Benefits Self Service
(BSS). The Accero Cyborg Reporting solution offers reporting and
analytics tools that can help organizations uncover trends for workforce
planning. Accero On-Demand is a hosted, subscription-based service
that provides customers with Web access to the Accero Cyborg Human
Capital Management solution suite.