Department of Commerce,

Manipal University
Manipal, 576104

________________________________________

A study on
“HR Policies and its Procedures”
At
“WIPRO Infrastructure Engineering,
Bangalore”

Submitted in Partial Fulfillment of the Requirement

for the Award of degree of
Bachelor of Business Management
(E-Banking and Finance)

By:
Marina Ajitha Joseph
Reg No: 132601122
And
Rozmin Wangde
Reg No: 132601124
 Declaration

We hereby declare that we have completed the project titled ‘HR

Policies and Its Procedures’ at WIPRO Infrastructure Engineering,
Peenya-Bangalore under the guidance of Mr. H. Balakrishna and his
team in partial fulfillment of the requirement for the award of degree of
Bachelor of Business Management (E-banking and Finance) at
Department of Commerce, Manipal University, Manipal. This is an
original piece of work and we have not submitted it earlier elsewhere.
 Acknowledgement

We would like to thank our project guide Mr. H. Balakrishna and his
entire team for their constant support and guidance and for giving us the
opportunity to learn and complete the project.
We would also like to thank Mrs. E. Geetha from Department of
Commerce, Manipal University for her guidance which helped us to
complete the project from time to time.
Last but not the least; we would like to thank our parents for their
constant support and help.
CHAPTER 1
Introduction:
Human resource management deals with management of people in an
organization, who are assessed and considered to be its resources and
assets. The success or failure of the organization depends on how
effectively and efficiently the human resources of the company are
managed. The organization’s objectives and strategies are achieved, if
the personnel policies and procedures are well connected. It out beats
its competitors, if the climate, managerial behavior and corporate culture
have an impact on the organizational activities. The culture and
organization values have to be reinforced for which continuous efforts on
part human component of the organization is required from top to
bottom.

Growth Phase of HR:

HRM developed in 5 stages:
a. Welfare Stage (before 1987)
b. Industrial Relations Stage (1947 to 1960s)
c. Personnel Administration Stage (1970s)
d. Personnel Management Stage (1980s)
e. HRM Stage (1990s onwards)

HR in Present Scenario:
The 1990’s brought a revolutionary change in business. Post-
liberalization has been marked by a shift from command economy to
market driven economy, from sheltered market to competitive market,
from monopoly to competition. The present day managers use a
proactive approach which helps them to foresee events and take
appropriate actions before the events occur.
Responsibilities of HR Department:
• Employment and recruiting
• Training and development
• Compensation
• Benefits
• Employee services
• Employee and community relations
• Personnel records
• Health and safety
• Strategic planning

Objective:
To understand the HR Practices and Policies of “Wipro Infrastructure
Engineering”

Research Methodology and Data Collection:

The research methodology is exploratory and the data used is from
secondary sources.

Limitations:
The employees where not very comfortable sharing their experiences
with us as we were interns and there was limited time to carry out the
study.
CHAPTER 2
Company Profile of Wipro Infrastructure Engineering:
Wipro Infrastructure Engineering, a division of Wipro Enterprises Limited
a multi-business Corporation, headquartered in Bangalore, started its
business in the year 1995, the year of establishment being 1976. It is a
public limited company, with revenue of US $ 8.3 billion for the year 31st
March 2014. It is the world’s largest independent manufacturer of
hydraulic cylinder.

Having been known for its best engineering designs and advanced
manufacturing capabilities; Wipro has been successfully partnering the
infrastructure and engineering development across the globe.

The company has its manufacturing bases across India, Northern and
Eastern Europe, US, Brazil and China, with a global workforce of more
than 1700 committed and skilled people and 14 state of the art
manufacturing locations, which delivers over 2 million cylinders, 35000
pumps and valves in different geographical locations.

Wipro has precision-engineered hydraulic cylinders and truck hydraulic

solutions which are designed to meet different riders and according to
customer requirements. These cylinders are used in construction and
earth moving equipment’s, mining, truck hydraulics, material and cargo
handling, aerospace and defense.

Quality of products has made Wipro Infrastructure Engineering one of

the preferred hydraulic solution providers in the world. They partner with
customers at every step of their requirement by harnessing its leading
edge design, technologies and in-house talent pool to provide optimal
hydraulic solutions.

Nature of the Company:

Nature of Business:
Wipro Infrastructure Engineering was the company’s first diversification
in 1975 to meet the hydraulic equipment requirements in India. Over the
past 25 years, the business unit has become a leader in hydraulic
cylinders and truck tipping systems market in India.

Vision of the Company:

The vision is to achieve global leadership in hydraulic cylinders.
- Leadership in engineering Technology and Quality
- Partnering customers across the globe
- Leverage Global Delivery and Global Engineering model.

Mission of the Company:

“Quality is like integrity there can be no compromise”. Quality is fast
becoming a word customers want to hear more often they used to
before. No longer is quality perceived to be just a buzz word in the
corporate aisles, its touching our customer’s lives in more-ways than we
can imagine.
Objectives of the Company:
- To improve the capability of the organization by increasing the
capability of the staff.
- To ensure that development capability is an attribute of the
organization rather than of few individuals.
- Align the motivation of the staff with those of the organization and
retain people with extensive skill and capabilities within the
organization.
- Timely delivery of products to customers.
- To reduce the cost of production
- To improve the efficiency of labour.
- To maintain customer satisfaction.

Policies of the Company:

1. WIPRO is driven towards “QUALITY POLICY” where highest
quality production system is driven across various functions, such
as operations, sourcing, strategic outsourcing, supply chain
management, R&D, finance, HR, marketing.
1. Wipro has open organizational culture where in employees have
the freedom to express their ideas, feelings, views, perception to
the top level management of the organization. In the organization
all the category employees have a uniform code and each and
every employee has to follow it during the working hours. The
company also encourages employees to take part in green
initiatives like planting trees, using recycled products, etc.

2. The core organizational values include integrity, value of promise,

innovation, and customer satisfaction. Few of the organizational
 ethical values include code of business conduct, policy, conflict of
interest, spirit of Wipro, gifts and favor’s, integrity policy etc.
The company organizes various programs like: social welfare
programs, indoor and outdoor games, cultural programs, festival
programs, social gatherings etc., so that employees from different
family backgrounds and lifestyles can come together, share ideas
and have fun together where they learn a lot from each other.

3. They strive to create a clean environment in all their activities,

products and services by committing themselves to:
- Conserve natural resources through reuse, recycle and reduce
- Prevent pollution through effective control measures.
- Comply with all applicable legal and other requirements.
- To work towards continual improvements in our environmental
performance and periodically review the established system.
- Communicate the policies with all interested parties.

4. The pricing policy adopted in Wipro Infrastructure Engineering is

based on following factors:
- Cost of production
- Cost of selling expenses
- Interests, Depreciation
- Expected profit-margin mark

5. The product policy of Wipro Infrastructure Engineering is made

jointly by the marketing and research and development
departments. They make efforts in order to directly strengthen and
increase their market intelligence so as to see the right products
and introducing the right segment at the right place.
6. The promotion policy used is primarily based on promotional tools
like advertising. They advertise to create awareness and interest
and do sales promotion to provide incentives to buy.

7. The compensation function is taken care by wages and salary

administration section of the HR development. It is computerized
and calculated on the basis of attendance.

8. Motivational activities are also undertaken here. Awarding the best

performers of the week in each section of the departments is one
of the best motivating factors. It helps in motivating the employees
in operational and marginal level.

10. Safety and security of workers are given utmost importance here.
Employees and workers are given proper training in handling up of
the machinery. Workers and employees are provided with
helmets, gloves, goggles.

11. Recreational facilities are provided by the organization to reduce

the tension of work and give them some sort of relaxation. Tea
and snacks are provided twice a day and makes them fresh at
work.
Customer Profile:
Wipro Infrastructure Engineering has high profile customers, who are
satisfied with the services provided, which has earned them recognition
as well as unflattering loyalty from prominent buyers worldwide.
Customer satisfaction and loyalty have been the core components of
their success and business growth. Its expertise spanning over 3
decades in offering Total Solutions to various customer applications
across multiple geographies is the result of a focused strategy to provide
maximum customer satisfaction. The company’s success is clearly
attributable to the actions drawn through customer feedback. They seek
and reach out to all their customers in order to deliver the ‘Best in Class’
products and meeting the highest standards of excellence.

Tata, JCB, VOLVO, Toyota, Mahindra, Caterpillar, Komatsu, Terex are

some of its noted customers.
CHAPTER 3
Recruitment:
It refers to the attempt of getting interested applicants and providing a
pool of prospective employees, so that a right person can be selected for
the right job. Recruitment precedes selection. It is the process of
discovering potential applicants for the actual or anticipated
organizational vacancies, and is coming together of those who want jobs
and those who have jobs. Recruitment locates the sources of manpower
to meet job requirements and job specification.

Recruitment methods used by WIPRO:

Wipro Infrastructure Engineering uses three main sources of
recruitment:
1. Direct Methods:
- Campus interviews are conducted in Universities and Colleges.
- Placement officers of colleges contact the organizations.
- Online profiles

2. Indirect Methods:
- Newspaper advertisements
- Journals
- Magazines
- Special brochures or pamphlets
Indirect method of recruitment is often used for blue-collar jobs and
temporary workers.
 3. Third Party Methods:
- Commercial and private employment agencies
- State agencies
- Recruiting firms

Selection:
Selection succeeds recruitment. Selection process refers to securing
relevant information about an applicant, and the process of matching
people with the job. The quality of human force matters to the
organization, therefore it is essential to select quality men for placing
them in right positions to render quality service. Selection of men is a
very critical activity. It is a process of choosing among the candidates,
the most suitable one.

Selection process at WIPRO:

Round 1: Written test (3 sections, 50 minutes)
1. Verbal: This section contains 15 questions related to synonyms,
antonyms, analogies, prepositions and reading comprehension.
2. Aptitude: this section will also 15 questions related to aptitude
topics like time and work, time and distance, blood relations, series
completion, puzzles, calendars, clocks, percentage, ratio,
proportions, ages, pipes and cisterns
3. Technical: this section will have 20 questions related to basic
technical concepts from C, C++, Java, Linux, UNIX, DBMS, SQL,
Programming fundamentals, Hardware, Software
Round 2: Technical Interview
This is a major elimination round. Candidates should be thorough with
their basic technical skills to clear this round. Candidates are here by
informed to be prepared with their core subjects.

Round 3: HR Interview
Candidates can expect basic HR interview questions like: tell me about
yourself, why I should hire you, why only WIPRO Etc.

The selection process is completed with the interviews. The next step is
issuance of offer letter to the selected candidates and acceptance by
them.

Offer Letter:
An offer letter is given to a candidate once he has cleared all the rounds
of the interview and is selected. The candidate has the option of
accepting or rejecting the offer letter. The letter states the offered salary
package, designation, grade, department working in and number of days
entitled for leave.

Appointment Letter:
An appointment letter is given to the candidate once they accept the
offer letter. Date of Joining is mentioned confirming that the candidate is
an employee of the organization under the terms and conditions agreed.

Once the candidate has accepted the offer letter and has received the
appointment letter, with the date of joining, the next step is to go through
Induction and Training at the organization.
Induction:
This training program is meant to introduce a new employee and make
him comfortable with the new social setting of his work. The new
employee is introduced to his job situation and informed about the rules,
working-conditions, privileges, activities and other particulars relating to
the company.
Most of the information is embodied in a handbook, which is distributed
to all employees before the induction begins.

Training:
Training is a procedure by which the employees gain knowledge and
acquire skills that is required for a specific purpose. It is the activity that
develops the hidden talent of an individual, which is also a benefit for the
organization. The efficiency of the organization also depends on the
training given to the employees.

Training Schemes at WIPRO:

1. Apprenticeship Training:
Apprenticeship is a method of training new generation of practitioners of
a specific trade or profession with on-the-job training and often some
accompanying study (classroom work and reading). Apprenticeship also
enables practitioners to gain a license to practice in a regulated
profession. Apprentices build their careers from apprenticeships. A
major part of their training is done while working for an employer who
helps the apprentices learn their trade or profession, in exchange for
their continued labor for an agreed period after they have achieved
measurable competencies.
Apprenticeship Training has two sub categories, which are:
1. ITI
2. Diploma

2. Operative Training:
This advanced training prepares the trainee for accountability of middle
management and so the Operative Professional has available extended
know how and responsibility.

3. On-the-job Training:

On-the-job training is one of the earliest forms of training. It is a one-on-

one training located at the job site, where someone who knows how to
do a task shows another how to perform it. It is a frequently used
method of training because it requires only a person who knows how to
do the task, and the tools the person uses to do the task. It may not be
the most effective or the most efficient method at times, but it is normally
the easiest to arrange and manage. Because the training takes place on
the job, it can be highly realistic and no transfer of learning is required. It
is often inexpensive because no special equipment is needed other than
what is normally used on the job. One drawback is that OJT takes the
trainer and materials out of production for the duration of the training
time.
Confirmation Letter:
A confirmation letter is given to the employee on completion of the
probationary period, which is usually one year. The letter confirms that
he is now a permanent employee of the company.

Exit Interview:
In HR terms, an exit interview is a questionnaire which has a defined set
of questions, asked by a member from the HR department, to the person
leaving the organization. It is a survey that is conducted with an
employee when he or she leaves the company. The information from
each survey is used to provide feedback on why employees are leaving,
what they liked about their employment and what areas of the company
need improvement.
5S Management:

5S is a workplace organization method that uses a list of five Japanese

words: Seiri, Seiton, Seiso, Seiketsu, and Shitsuke.

When translated to English, they all start with the letter "S". It describes
how a work space must be organized for efficient and effective
identification and storing of items used, maintaining the area, and
sustaining the new order.

Seiton (Systematic Arrangement)

 "set in order", "straighten" or "streamline"

 All necessary items need to be arranged so they can be easily
selected for use
 Prevent loss and waste of time
 Easy finding and pick up of necessary items
 Ensure first-come-first-served basis
 Make workflow smooth and easy
 All above work should be done on regular basis

Seiri (Sort)

 Remove unnecessary items and dispose them properly

 Make work easier by eliminating obstacles
 The chance of being disturbed with unnecessary items is reduced
 Prevent accumulation of unnecessary items
 Evaluate necessary items with regard to cost or other factors
 Remove all parts not in use
 Segregate unwanted material from the workplace
 Skilled supervisor is required for checking on regular basis
 Don't put unnecessary items at the workplace & define a red-tagged
area to keep those unnecessary items

Seiso (Shine)

 "sweep", "sanitize", "shine", or "scrub"

 Clean your workplace completely
 Use cleaning as inspection
 Prevent machinery and equipment deterioration
 Keep workplace safe and easy to work
 Keep work place clean

Seiketsu (Standardize)

 Standardize the best practices in the work area.

 Maintain high standards of housekeeping and workplace organization
at all times.
 Maintain orderliness. Maintain everything in order and according to its
standard.
 Every process has a standard.

Shitsuke (Sustain)

 To keep in working order

 Also translates as "do without being told" (though this doesn't begin
with S)
 Perform regular audits
 Training and Discipline
CHAPTER 4
HR Policies and Benefits:
1. Annual leave: every employee will get paid annual leave of 30

days. If the limit of 30 days is exceeded, then the leave will be

deducted from the next year.

2. Annual sick days: in a year, every employee can avail 5 days as

sick leave. If it is more than 5 days, a certain amount will be

deducted from his salary.

3. The compensation function is taken care by wages and salary

administration section of the HR department. It is computerized
and calculated on the basis of attendance.

4. Motivational activities are also undertaken. The best performers of

the week are awarded and it is one of the best motivating factors.
It helps in motivating employees at all level.
Some of the recognition and rewards are:
- WIPRO hall of fame
- Mastermind
- Thanks a Zillion
- Dear boss

5. Medical assistance programs are offered to the employees.

6. Another benefit enjoyed by the employees is interest free loans

provided to them.

7. WIPRO also rewards their employees with WIPRO Employee

Stock Option Plans (WESOP).
 8. Safety and security of workers are given utmost importance here.
Employees and workers are given proper training on how to
handle the machinery. Workers and employees are provided with
helmets, gloves, goggles.

9. Recreational facilities are provided by the organization to reduce

the tension of work and give them some sort of relaxation. Tea and
snacks are provided twice a day and makes them fresh at work.

Methods of Performance Appraisal used at WIPRO:

1. Ranking Method:
Under this method, all the employees in a particular work group
are ranked one against the other. The most efficient employee is
given the highest rate and the inefficient is given the least. This
method is most suitable for the management staff.

2. Confidential Report:
It is a report prepared by the immediate supervisor/boss of the
employee. This contains the personal reviews of the superior
about the employee, hence known as a confidential report.

3. Grading:
This method is used for the shopfloor employees. A group of
employees for appraisal are identified amongst the others and are
then given grades.
4. Check List:
This is another method used to rate the shopfloor employees. In
this method performance is not evaluated, instead a set of
questions regarding behavior, body language, emotions, etc. are
provided with a “yes” or “no” column provided. This is then
submitted to the HR department for further processing.
CHAPTER 5
Conclusion:

Wipro believes that HR and its management are vital to the success of
its organization. The HR processes and systems at Wipro along with the
policies and procedures support the HR strategies to a large extent
which in turn leads to its success.

Wipro Infrastructure Engineering uses the three main sources of

recruitment which include direct, indirect and third party methods. All
these methods together used enable Wipro Infrastructure Engineering to
reach the right and potential job seekers/candidates and establish the
contacts with them.

The organization undergoes a rigorous Selection Process, where the

candidates have to pass 3 levels which are- written tests, technical
interview and HR interview. These levels test the candidates from all
aspects which lead to better selection of employees. Once the candidate
clears all the rounds, he/she is given the offer letter which has the
necessary details including salary package designation, leaves etc. An
appointment letter is given once the candidate accepts the offer letter.

The next step is to go through the induction and training programme.

This lightens up the employee to the working surroundings which are
new to him. The training programme is a process of imparting specific
skills that are required for the job by means of apprenticeship, operative
and on-the-job training. This training enhances the skills and knowledge
set of the candidates.
Wipro Infrastructure Engineering also follows the 5S methodology for its
better organizing. It is a way to organize the workplace the working
practices based on an overall philosophy on the way of working. These
are-
Seiri; Sort
Seiton; Systematic arrangement
Seiso; Shine
Seiketsu; Standardize,
Shitsuke; Sustain

The performance appraisal methods assess the employees performance

in a very systematic way. It is a tool which develops the employee on an
all-round basis. The assessment is confined to the past and potential
performance.

These strategies, policies and procedures adapted by Wipro

Infrastructure Engineering are impactful and contribute to a large extent
to the development of the human resources as well as to the success of
the organization.