A

Project Report On
A study on the cross-cultural relations
AT
WIPRO LIMITED, PUNE

SUBMITED TO
Savitribai Phule Pune University
In Partial Fulfillment of the Requirement for Award of the Degree of
BACHELOR OF BUSINESS ADMINISTRATION

By
DIVYA VANWARI
SEAT NO.

Under the Guidance of

Mr. JEEVAN KASABE

CHANAKYA EDUCATION SOCIETY’S

INDIRA COLLEGE OF COMMERCE & SCIENCE
PUNE - 411033 (2021-2022)

1
 DECLARATION

I hereby declare that the project titled “ A study on the cross-cultural relations at Wipro Limited,

Pune ” is an original piece of research work carried out by me under the guidance and supervision of

Prof. Jeevan Kasabe. The information has been collected from genuine & authentic sources. The

work has been submitted in partial fulfillment of the requirement of Bachelor of Business

Administration to Savitribai Phule Pune University.

Place: Pune Signature:

Date: 20-05-2022 Name of the student : Divya Vanwari

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 ACKNOWLEDGEMENT

I take this opportunity and privilege to express my gratitude to Honorable Dr. Tarita Shankar

(Founder Secretary & Chief Managing Trustee) & Professor Chetan Wakalkar (Vice – President) and

Chanakya Education Society, Pune, and Dr. Prakash Pandare (Principal), Dr. Janardan Pawar,

(VicePrincipal), Dr. Thomson Varghese (HOD) ICCS. They have been a source of inspiration to me,

and I am indebted to them for initiating me in the field of research.

I am deeply indebted to Faculty Member, Dr. Jeevan Kasabe, my research guide at Chanakya

Education Society’s Indira College of Commerce & Science, Pune without whose help completion of

this Project was highly impossible.

I take this opportunity and privilege to articulate my deep sense of gratefulness to the managing

director, and the staff of Wipro, for their timely help and positive encouragement.

I wish to express a special thanks to all teaching and non-teaching staff members of Indira College of

Commerce & Science, Pune for their continuous support. I would like to acknowledge all my family

members, relatives and friends for their help and encouragement.

Place:

Date: Name of the Student

3
 Date:

TO WHOMSOEVER IT MAY CONCERN

This is to certify that Mr/Ms.__________________________________________

Have successfully completed the project work in _________________ Specialization

entitled,_____________________________________________________________

In partial fulfillment for the award of BBA/BBA IB which is laid down by the

Savitribai Phule Pune University for the academic year ________________

Project Guide External Examiner

HOD Principal

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 INDEX

Sr.no Title Page no.

1 Declaration 2
2 Acknowledgement 3

3 Executive Summary 3

4 Introduction 5

5 Objectives 6
6 Theoretical Review 7

7 Company Profile 30

8 Research Methodology 35

9 Data Analysis and Interpretation 36

10 Conclusion 40
11 Findings and Suggestions 39

12 Bibliography 41

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INTRODUCTION

Human resources is used to describe both the people who work for a company or organization and
the department responsible for managing all matters related to employees, who collectively represent
one of the most valuable resources in any businesses or organization. The term human resources was
first coined in the 1960s when the value of labour relations began to garner attention and when
notions such as motivation, organizational behavior, and selection assessments began to take shape in
all types of work settings.
Human resource management is a contemporary, umbrella term used to describe the management and
development of employees in an organization. Also called personnel or talent management (although
these terms are a bit antiquated), human resource management involves overseeing all things related
to managing an organization’s human capital.
Human resource management is therefore focused on a number of major areas, including: Recruiting
and staffing, Compensation and benefits, Training and learning, Labour and employee relations,
Organization development
Due to the many areas of human resource management, it is typical for professionals in this field to
possess specific expertise in one or more areas. Just a few of the related career titles for HR
professionals include: Training development specialist, HR manager, Benefits specialist, Human
resource generalist, Employment services manager, Compensation and job analysis specialist,
Training and development manager, Recruiter, Benefits counsellor, Personnel analyst

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 OBJECTIVES

• To determine factors of Human resource.

• To study relationship between HR of the company and the employees.

• To understand different roles and responsibilities of Human Resource.

• To understand the difficulties faced during the process.

• To suggest methods to conduct smooth running and avoid conflicts.

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 THEORETICAL REVIEW

Human resource management involves developing and administering programs that are designed to
increase the effectiveness of an organization or business. It includes the entire spectrum of creating,
managing, and cultivating the employer-employee relationship.
For most organizations, agencies, and businesses, the human resources department is responsible for:

• Managing job recruitment, selection, and promotion

• Developing and overseeing employee benefits and wellness programs
• Developing, promoting, and enforcing personnel policies
• Promoting employee career development and job training
• Providing orientation programs for new hires
• Providing guidance regarding disciplinary actions
• Serving as a primary contact for work-site injuries or accidents

Human resource management is about:

Addressing current employee concerns: Unlike company managers who oversee the day-today work
of employees, HR departments deal with employee concerns such as benefits, pay, employee
investments, pension plans, and training. Their work may also include settling conflicts between
employees or between employees and their managers.
Acquiring new employees: The human resource management team recruits potential employees,
oversees the hiring process (background checks, drug testing, etc.), and provides new employee
orientation.
Managing the employee separation process: The HR management team must complete a specific set
of tasks if an employee quits, is fired, or is laid off. Paperwork must be completed to ensure that the
process was completed legally. Severance pay may be offered or negotiated, benefits must be settled,
and access to company resources must be severed via the collection of keys, badges, computers, or
sensitive materials from the employee.

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 Definitions

1. M. J. Jucious: “The field of HRM involves planning, organization, directing and controlling
functions of procuring, developing, maintaining and utilizing a labor force.”

2. Dale Yoder: “HRM is the provision of leadership and direction of people in their working or
employment relationship.”

3. Mathis and Jackson: “HRM is the effective use of Human resources and organization
through the management of people related activities.”

4. Ricky W. Griffin: “Human Resource Management is the set of organizational activities

directed at attracting, developing and maintaining an effective workforce.”

5. Gray Dessler: “The policies and practices one needs to carry out the people or human
resource aspects of a management position, including recruiting, screening, training, rewarding, and
appraising.”

6. Milkovich & Boudreau: “Human Resource Management is a series of decision that affect
the relationship between employee and employer: it affects many constituencies and is intended to
influences the effectiveness of employee and employer.

7. David A Decenzo and Stephen p. Robbins: “Human is made of four activities: a) Staffing,

b) Training and development,

c) Motivation and

d) Maintenance.

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Every organization is comprised of people acquiring their services, developing their skills,
motivating them to high levels of performance, and ensuring that they continue to maintain their
commitment to the organization are essential to achieving organization objectives. This is true
regardless of the type of organization Government, business, education, health, recreation or social
action. Getting and keeping good people is critical to the success of every organization.

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 Characteristics of Human Resource.

1. HRM recruits: Human resource management (HRM) recruits/hires people to fill up the vacant
positions of the organization.
2. Tests and interviews: HRM take various tests and interviews to select people.
3. Communicate with top management: HRM tries to communicate with top management in helping
to formulate strategies to achieve organizational goals.
4. Arranges training: HRM gives or arranges training programs to improve the skills of the
employees.
5. Evaluates the performance: HRM evaluates the performance of the employees. On this basis, he
gives the promotion.
6. Exit interview: HRM takes exit interviews when an employee quits his job.
7. Collect various suggestions: HRM tries to collect various suggestions from the employees.
8. Helps the organization’s top management to implement various techniques: HRM helps the
organizational top management in implementing various techniques to help the organization to go
ahead.
9. Arrange various workshops: HRM can arrange various workshops to increase the knowledge of the
employees.
10. Arranges meetings: HRM arranges various meetings and seminars to discuss the problems that the
employees face in the organization.
11. Takes various precautions: HRM takes various precautions to prevent negligent hiring.
12. Gives job specification of employee: HRM gives the job specification of every employee and the
requirements that an employee needs to do it.
13. Does job enrichment: HRM does various job enrichment, job rotation, job enlargement, and
motivates the employees.
14. Develop the relationship between labour and management: HRM gives support to develop and
maintain the cordial relationship it’s between labour and management.

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 Objectives of strategic human resource management

1. To set the goals: To set the goals of an organization with respect to human resources.

2. To utilize human resources: To identify the strategic needs of an organization & its utilization.

3. To select the type: To select the appropriate organ gram for the organization.

4. Compensation plan: To set the appropriate & suitable compensation system for the employees.

5. To set the evaluation standard: To set the performance evaluation method & the standard.

6. To identify the relationships: To identify the relationships among the different departments & setting
their duties & responsibilities.

7. To set strategies for future challenges: Organizations should set some strategies’ to survive in the
competition.

8. To formulate the HR policies: The HR manager is supposed to take action in this regard.

9. To review the existing HRM practices: Employee needs and workability of HRM policies are to be
reviewed regularly.

10. To develop guidelines: The last objective of SHRM is to develop guidelines for the human
resource manager.

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Advantages of Overcoming the Problems of SHRM

1. Effective Human resource planning: Organizational success largely depends on the human
aspects. For effective human resources, planning is a factor for organizational development. SHRM
deals with strategic planning activities in an organization and there is an emergence of skilled human
resources. We are a densely populated country. Most of our people are unskilled and semi-skilled and
the problems occurred when there is a huge lacking of efficient human resources. The only solution
to solve these SHRM problems in our country is to develop our human resources.

2. Proper establishment: SHRM is a very important means of all types of organizations for
Increasing the effectiveness of the organization. For this reason, it is very necessary to establish
SHRM in all types of organizations. Without it, organizations can not achieve their goals. So it is
important to take the necessary steps to establish proper SHRM in an organization.

3. Long time job as an HR manager: When the HR manager will remain in the same position for
a long time, his experience in this area will grow rich and richer. Therefore tenure of HR managers
should be increased.

4. Possibility of career planning and program: To overcome the problem of SHRM in

Bangladesh, the HR practitioner should properly plan and take programs for effective career
management. The HR office should also help the HR personnel to make proper plans and programs
for effective career management. If HR personnel has fixed career goals, they will develop the
activities of the HR department, which will ensure proper and sound SHRM practices in Bangladesh.

5. Positive relations between labor and management: One of the important and effective means
to overcome the problems of SHRM in Bangladesh is to create and maintain a positive relationship
between labor and management The major problem in our country that hampers the SHRM practice
of organization is the perpetual conflict between labor and management. So by developing a better

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relationship between labor and management in the organization, the problem of SHRM in
Bangladesh can be removed.

6. Proper job evaluation: Job evaluation is the method of evaluating a job on the basis of
different factors. For the success of an organization, proper job evaluation is mandatory. For
overcoming the problems of SHRM in Bangladesh, proper job evaluation is a must for any
organization. In this way, jobs can be measured.

7. Highly professional management: To overcome the problems, highly professional

management is vital in Bangladesh. In our country, managers are not fully involved in management
practice. So managers should take an interest in professional involvement to overcome the problem
of SHRM in Bangladesh.

8. Ability of Skilled HR Manager: A manager in any department has some supreme power and
authority to operate his/her departmental activities. In the HR department, the importance of a skilled
manager is crucial. He/she can change the organization by the supervision of his own with his/her
subordinates. The HR skilled manager can set up effective policies and procedures for starting a good
strategic HR practice in an organization. So, an efficient HR manager is one of the best solutions to
overcome the problems of SHRM

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The basic nature of human resource management

It is easier to apply all the Human Resource principles when you understand the profession’s nature
well. In a rapidly-shifting world towards digitizing Human Resource Management, maintaining this
field’s core nature provides the vital human touch. It helps in better workforce management and
interaction.

What are the principles of Human Resource Management?

Human Resource Management applies to all domains. There is no field of work that can function
without effective HRM.
It is a result-driven practice that makes employees more productive and helps create a more
conducive work environment.
The goal of all the cornerstones of Human Resource Management is to help employees develop in
various areas.
HRM aims at keeping employees motivated towards their goals.

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 Four c’s of human resource management

As per the Harvard model, managers should consider the four C’s of HRM while making decisions.
These C’s are –

A) Commitment

Ensuring commitment among employees is of the utmost importance to any HR department. Human
Resource principles help improve various factors that contribute to an environment that maintains
this commitment in employees. Factors like job security, job satisfaction, and appreciation are vital in
enhancing employees’ morale and keeping them motivated towards various organizational and
personal goals. Basic human resource principles are geared towards the welfare of each employee to
keep them committed.

B) Competence

The competence of employees directly influences business development. For an organization to be

successful, employees need to perform to the best of their capabilities. It is the role of the HR
department to communicate what the company expects from the employees and help them achieve
that. Every human resource principle aids in creating the right opportunities and the best environment
to help employees excel.

C) Cost Management

The HR department does not generate any revenue by itself. It is responsible for creating a competent
workforce that can deliver products and services to improve revenue. However, the HR department
must work within strict budget constraints and still achieve the expected results.

D) Compatibility
The HR department must check if the employee’s individual goals are compatible with the
company’s goals. Extensive training, research, and implementation of company guidelines can ensure
the recruitment of compatible individuals.

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 9 basic principles of human resource management

All basic principles of Human Resource Management are the result of extensive analysis, research,
and investigation. The cardinal principles of HR Management to be aware of are –

A) Principle Of Individual Growth

This factor is paramount in maintaining commitment and loyalty in employees. Any organization
providing employees with equal opportunities to grow on an individual level also provides job
satisfaction and security. It is the responsibility of the HR department to push employees to reach
their maximum potential.

B) Principle Of Right Selection

Recruitment is one of the most crucial responsibilities of the HR department. Nonetheless, they
should also ensure that they find the right people for every job. When there is a mismatch at this
fundamental level, all the other human resource principles fail.

C) Principle Of Allowing Equal Participation

All employees must feel like they have a voice within the organization. It gives them an immense
sense of ownership that automatically boosts performance and commitment.

D) Principle Of Fair Pay

In the end, it all comes down to the remuneration that employees get for their role in an organization.
The amount of work done and the responsibilities that the individual holds must determine the pay
scale.

E) Principle Of Incentives
Incentives drive employees to perform better. The HR department must review the performance of
the employees regularly and reward them for performing well.

F) Principle Of Dignity Of labor

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 Employees at all levels of Management should receive dignity and respect. It is among the
fundamental principles of Management.

G) Principle Of Labor-management

The HR Department is also responsible for adhering to labor laws and regulations. They must also be
prepared to take necessary action in case of breach of these laws.

H) Principle Of Teamwork

There should be regular activities and team-building workshops for employees of an organization.
Inculcating a feeling of team spirit and helping the team set common goals will benefit the
organization overall. It is the role of the HR department to keep a team motivated and also promote
feelings of mutual respect and camaraderie among them.

I) Principle Of National Prosperity

The HR department helps employees look at the bigger picture. In addition to contributing to an
organization’s goals, it must also contribute to the National prosperity. In simple terms, when
businesses do well, the economy does well. In the end, society benefits at large.

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International Human Resource Management (IHRM)

International HRM is concerned about managing human resources at MNC and it involves managing
different types of employees i.e.; Home Country employees, Host Country employees, and Third
Country employees.

International HRM is a broad term used for organizations that manage their HR activities at the
international level.

International human resource management involves a number of applications. For example,

1. A domestic company operating within the national boundaries employs some foreign employees/
expatriates in addition to nationals of the country.

2. Multinational company having a branch office in host country employs only the nationals of the
host country.

3. Multinational company employs exclusively its home country nationals in its home country office/
headquarters.

In addition, the HRM practices of a multinational or transnational company employing home country
nationals, host country nationals and third country nationals or any combination of these nationals
invariably come under the practices of IHRM.

Definition of International Human Resource Management

International HRM is the process of recruiting, allocating and effectively utilising the human
resource in multinational corporations across the national boundaries.

Definition of IHRM

IHRM is defined as "Performing HRM and its related activities and arranging for related and
necessary cultural and immigration facilities for prospective and current employees, by organisations
operating in domestic and foreign countries."

• Firms operating in international markets face different conditions and competitions.

• Multinationals are characterized by the interdependence of resources and responsibilities across all
business units regardless of national boundaries.

• These companies have to cope with large flows of components, products, resources, people and
information among their subsidiaries and this demands a complex process of coordination and

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cooperation involving strong cross-unit integrating devices, a strong corporate identity and a well-
developed worldwide management perspective.

National cultural traits also play a critical role in the conduct of business by influencing customer
preferences and the values, beliefs, and behavior of employees. Thus, culture affects both internal
and external perspectives of management, including the cost of doing business and its results.

• People play a key role in any type of business activity but their role has become very critical in the
new economy and service sector.

• Even those organizations who consider themselves immune to transactions across geographical
boundaries are now connected to the wider network globally. They are in one way or the other
dependent upon organizations that may even not have heard about.

• There is interdependence between organizations in various areas and functions. The preliminary
function of Global Human Resource Management is that the organization carries a local appeal in the
host country despite maintaining an international feel.

All HRM functions are carried out in a global context.

• For example, any multinational/international company would not like to be called local, however,
the same wants a domestic touch in the host country, and there lies the challenge. The field of
International Human Resource Management has been characterized by three broad approaches.

1. Firstly, it emphasizes the cross-cultural management approach and examines human behavior
within organizations from an international perspective.

2. Secondly, a comparative industrial relations and HRM literature seeks to describe. compare and
analyse HRM systems in various countries.

3. Thirdly, to focus on aspects of HRM in multinational firms.

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Scope of International Human Resource Management

1. Personnel Aspect

This is concerned with manpower planning, recruitment, selection, placement transfer, promotion,
training and development, layoff and retrenchment. remuneration, incentives, productivity etc.

2. Welfare Aspect

It deals with working conditions and amenities such as canteens, rest and lunchrooms, housing,
transport medical assistance, education, health, and safety. recreation facilities, etc.

3. Industrial Relations Aspect

This covers union-management relations, joint consultation, collective bargaining. grievance and
disciplinary procedures, settlement of disputes, etc.

The three main dimensions of international human resources management are as follows:

1. Human Resource Activities

2. Countries of Operation
3. Origin of Employees

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1. Human Resource Activities

HR activities in an IHRM context involve procurement, allocation and utilization of workforce.

• These functions in turn cover all the six activities of human resources management that is, human
resource planning, hiring, training and development, remuneration. performance management and
employee relations.

2. Countries of Operation

The countries of operation in an IHRM perspective involves the host country in which the overseas
operation is located, the home country that houses the headquarters of the company and other
countries that supply labour and finance.

3. Origin of Employees

The origin of the workforce of an international business can be classified into three types parent
country nationals, host country nationals and third country nationals

Objectives of International Human Resource Management

Within present business scenario, there are larger number of organisations conduct business beyond
national boundaries.

The differences in organisational environment across nations have encouraged to determine and
develop international HR staffing and practices.

At global scenario, it is needful to study about HR hiring, staffing, developing, compensating and
appraising HR for better utilisation of people.

International Human Resource Management is the process of managing people in international

ventures and involves activities in at least two nations. It is fact that the success of business and
trades are depends on the skills and quality of human resources and how effectively these resources
are managed and utilised at international level. The major objectives of International HRM are as
follows:

1. To develop managerial skills, organisational knowledge and technical abilities of HR managers

and employees.

2. To develop more and better handle of global business operations;

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3. To create a local appeal without compromising on the global identity.

4. To avoid regional disparities.

5. To avoid cultural risks.

6. To manage and secure the performance, compensation, and career path of employees.

7. To manage and organize cross-cultural counseling and language training programs.

8. To develop a more feasible understanding of work practices at global levels.

9. To raise and develop better and new performance management of human resources.

10. To get more and more opportunities within global HR scenario.

11. To develop better and competitive HR strategies in global competitive scenario.

12. To reduce the cultural differences as necessary for cultural environment.

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Understanding Culture

• Culture is a system of shared meaning and understanding held by the members of the
organisation/society that distinguishes from others.

• Culture is mostly determined by the economic level and conditions and climate of a region or a
country.

• Since economic level and conditions and climate differ from region to region and country to
country, culture also differs from region to region and country to country.

Certain needs of the people like physiological and sociological, viz., food, water, clothing, housing
and security are common irrespective of the region or country. Therefore economic and social
behaviour of people across the world have some common features though the presentation of the
general behaviour may vary.

• These variations are due to the availability of varied inputs for food, clothing, shelter and social
relations together with the variations in climatic conditions.

Example

• Scandinavian societies depend on sea food and trade with coastal cities as they are situated along
rocky shorelines.

• People in desert areas of Asia and Africa travel long distances in search of food and water as they
can't grow crops due to lack of water and non-suitability of soil to grow crops. People of deserts
emphasized on goat milk, dry grains and dehydrated meat. They avoid some foods like pork. This
culture is institutionalized and Islamic law prohibits the Muslims from eating pork..

• Like this, different religions suggest different types of food to be consumed and/or avoided.
Similarly, societies developed pattern of child rearing, husband-wife relations, family bondage,
taking care of old people etc. In fact, Government of India has been contemplating to enact a law to
impose the financial responsibility over the children to take care of their old parents.

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Definitions of Culture

1. Taylor defined culture as "that complex whole which includes knowledge, belief, art, morals, law,
customs and other capabilities and habits acquired by man as a member of society."

2. Pascale defines culture as "acquired knowledge the people use to interpret experience and generate
social behaviour. In turn this knowledge is used to form beliefs and values, create attitudes and
influence behaviour."

In fact, people learn a lot from the environment, viz., social environment. technological environment,
economic environment, political environment, international environment and natural environment.
Thus, culture is:

1. Learnt from the environment and interaction at workplace and social spheres.

2. Shared and exchanged between two people or among several people.

3. Trans-generational, in the sense that it is transferred from one generation to other generation.

4. Adaptive as individuals adapt the cultures of other persons or societies.

5. Descriptive as it defines boundaries between groups.

Cultural Factors

. Cultural factors influence the cultural formation and thereby behaviour as presented in figure below.

1. Knowledge

• People gain knowledge from the influence of environmental factors as well as interaction with the
environment.

• In addition, people gain knowledge from the readings of various books, journals. magazines and
news papers and interaction with the people at work as well as social spheres.

2. Beliefs

• Belief is a cognitive representation of one's relevant environment may be right or wrong, good or
bad and cause and effect relationships.

3. Value

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• Value is an "enduring belief that a specific mode of conduct or end state of existence is personally
or socially preferable to an opposite or converse model of conduct or end-state of existence."

Categories of Values

• Some studies have categorized values in the following hierarchy.

(a) Level-1: Reactive

• These people react only to basic physiological needs. Therefore, they are not really aware of
themselves or others as human beings.

(b) Level-2: Tribalistic

• These people are strongly influenced by tradition and are dependent upon others.

(c) Level-3: Egocentrism

• These people are aggressive, selfish and power-responsive..

(d) Level-4: Conformity

• These people can't tolerate ambiguity and are uncomfortable with people possessing values that are
different from those of them.

(e) Level-5: Manipulative

• These people prefer materialistic gains, seek status and manipulate others.

(f) Level 6: Socio-metric

• These people prefer to go along with others rather than differently from others.

(g) Level 7: Existential

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• These people tolerate ambiguity and also people with different values than those they possess to a
greater extent.

• They prefer flexible policies. They don't emphasise on status symbols and use of power.

4. Attitude

Attitude is defined as, "a learned predisposition to respond in a consistently favourable or

unfavourable manner with respect to a given object." Attitudes are evaluative statements either
favourable or unfavourable - concerning objects, people or events.

• They reflect how one feels about something.

Components of Attitude

Thus, components of attitudes include:

(a) Cognitive

• Cognitive component of an attitude is the opinion or belief segment.

(b) Affective

• Affective component of an attitude is the emotional or feeling segment.

(c) Behavioural

Behavioural component of an attitude is an intention to behave in a certain way towards someone or

something.

5. Behaviour

• Knowledge provides inputs to beliefs, values and attitude. In turn, belief influences values and
values influence attitudes.

• These three factors together form culture and which turn result in behaviour.

• People differ in values, belief and attitudes. Therefore, they also differ in culture which in turn
results in cultural diversity of people at the work place as well as in social spheres.

27
6. Culture and Behaviour

• Culture is made up of assumptions, values, beliefs and attitudes set by the society based on the
changing environment.

• Individuals set their minds, based on the society's culture in which they are brought up in addition
to their own psychological set up mostly shaped by the genetically characteristics, to react to and
interact with the environment in certain ways. Thus. culture provides a mental direction and traffic
signals to people.

• Individuals behave based on the mental direction and traffic signals provided by the culture.

• One should not forget that the cultural output of one's own being is the interactive outcome of
environmental influences including society and his/her genetically characteristics.

• People pursue their goals, behave and interact with others based on their cultural configuration.
Thus, the culture affects the behaviour.

Beliefs

KNOWLEDGE Values Culture

Attitudes

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Cross-Cultural Theory

• The term "cross-cultural emerged in the social sciences in the 1930s, largely as a result of the
Cross-cultural Survey.

• Cross-cultural may refer to:

1. Cross-cultural studies which is essentially a comparative tendency in various fields of cultural

analysis.

2. Any of various forms of interactivity between members of disparate cultural groups. This refers to
cross-cultural communication, inter-culturalism, etc.

3. The discourse concerning cultural interactivity. It is also referred to as cross culturalism and
includes multiculturalism, cultural diversity etc.

• The most important part of the cross-cultural studies is cross-cultural communication, as it gives
rise to another important process like cross-cultural negotiation.

• The study of cross-cultural communication was originally found within businesses and the
government both seeking to expand globally.

• Businesses began to offer language training to their employees. Businesses found that their
employees were ill equipped for overseas work in the globalizing market. Programs thus, developed
to train employees to understand how to act when abroad.

• Current cross-cultural training in businesses does not only focus on language training but also
includes focus on culture training.

• Cross-cultural communication tries to bring together such relatively unrelated areas as cultural
anthropology and established areas of communication.

• Its core is to establish and understand how people from different cultures communicate with each
other.

• Its focus is also to produce some guidelines with which people from different cultures can better
communicate with each other.

29
• The main theories for cross-cultural communication are based on the work done looking at value
differences between different cultures, especially the works of Edward T. Hall, Richard D. Lewis,
Geert Hofstede, and Fons Trompenaars.

• Edward Hall developed the concept of "High context culture" and "low context culture and wrote
several popular practical books on dealing with cross-cultural issues. Hall first created the concept of
"proxemics", or personal spaces. In his book, the Hidden Dimension, he describes the subjective
dimensions that surround each of us and the physical distances one tries to keep from other people,
according to subtle cultural rules.

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COMPANY PROFILE

Wipro Limited (NYSE: WIT, BSE: 507685, NSE: WIPRO) is a leading global information
technology, consulting and business process services company. We harness the power of cognitive
computing, hyper-automation, robotics, cloud, analytics and emerging technologies to help our
clients adapt to the digital world and make them successful. A company recognized globally for its
comprehensive portfolio of services, strong commitment to sustainability and good corporate
citizenship, we have over 220,000 dedicated employees serving clients across six continents.
Together, we discover ideas and connect the dots to build a better and a bold new future.

Wipro Enterprises (P) Limited

Wipro Enterprises (P) Limited (Formerly Azim Premji Custodial Services Private Limited), was
incorporated under the Provisions of Companies Act, 1956, is headquartered in Bangalore, India. The
Company primarily carries on the businesses of Consumer care products, Domestic & Commercial
lighting and Infrastructure engineering which were transferred pursuant to the Scheme of
Arrangement of Wipro Limited (“Wipro”) with effect from March 31, 2013, with the appointed date
as on April 1, 2012.
 
Wipro Enterprises (P) Limited comprises of two main divisions
1. Wipro Consumer Care and Lighting (WCCLG)

Wipro Consumer Care and Lighting (WCCLG) is among the top fastest growing FMCG companies
in India. It has a strong brand presence in personal care and skin care products in South-East Asia and
Middle-East apart from significant market share in identified segments. Today WCCLG has global

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workforce of 8300 serving over 40 countries. WCCLG business includes multiple product ranges
from Personal care (Soaps, Toiletries), Baby care, Wellness Electrical wire
devices, Lighting and Modular Office Furniture.
2. Wipro Infrastructure Engineering (WIN)
Wipro Infrastructure Engineering (WIN) is the largest independent hydraulic cylinder manufacturer
in the world, delivering around 2 million cylinders to OEMs in different geographies. WIN has global
workforce of over 1,700 committed and skilled people, and 14 state-of-the-art manufacturing
facilities across India, Northern Europe, Eastern Europe, US, Brazil and China.
WIN specializes in designing and manufacturing custom Hydraulic Cylinders (double acting, single
acting and telescopic cylinders), Actuators and Precision engineered components for infrastructure
and related industries such as Construction & Earthmoving, Material/Cargo Handling & Forestry,
Truck Hydraulic, Farm & Agriculture, Mining, and Aerospace & Defense.
Wipro Enterprises (P) Limited also has two associates

 Wipro GE Healthcare Private Limited

 Wipro Kawasaki Precision Machinery Private Limited

Inclusion And Diversity

Inclusion is a way of life at Wipro, evidenced by their steadfast commitment to integrating diversity
into all aspects of work and encouraging all Wiproites to be their authentic selves at all times. Wipro
recognize the immense talent and potential from all walks of life and create and nurture a sense of
belonging through equitable practices by embracing all forms of differences.

Wipro aspire to help their clients maximize the value of their businesses. And make Wipro an
employer of choice that attracts, develops, and retains a productive and diverse talent base of
230,000+ employees representing 134 nationalities across 67 countries.

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Services

Data Analytics & AI

In today’s digital world, data, analytics and AI play a key role in transforming native business
operations, creating new business models and unleashing process improvements.  Wipro’s data,
analytics and AI services, enable organizations to deliver value across the customers’ journey by
empowering users with more agile and intuitive processes.
Our services help organizations  use data and analytics to create new business models and revenue
streams – all while ensuring security, quality and regulatory compliance of data. Underpinned by
technologies such as cloud, Internet of Things (IoT), Artificial Intelligence (AI), Machine Learning
(ML) and advanced analytics, our solutions help enhance decision making while enabling augmented
intelligence and process automation. In addition, Wipro’s crowd-powered consulting helps secure
innovation and scale programs to deliver tangible results.
Our AI-First framework is designed to enable data monetization and encompasses:
Robust Processes
Imbibe the Sense-Think-Respond-Learn (STRL) system  to convert data to actionable intelligence.
Next-Gen Technologies
Leverage data engineering innovation for semantic architecture, knowledge graphs, and deep neural
networks to transform your business. Utilize data consumption approaches to bring data science to
life through workflow integration of analytics, visualization of information, and integrated processes
for decision-making.
Leading-Edge Capabilities
Take advantage of a world-class internal and external ecosystem comprising technology centers of
excellence, research-based solutions and  subject matter experts, to power innovation and deliver
solutions at scale.  

Applications
The best path to application development and management is to start in the future – and stay there
Wipro’s Application Services works at the intersection of cloud, mobility and analytics to create
simple, effective and future ready digital solutions. Our 80+ industry solutions and IPs, strategic
relationships with technology vendors and indisputable global experience lets us do what is best for
you:  firmly plant your business into the future. 

Digital Operations & Platform

Creating digital dominance—Leveraging best of technology and expertise to manage your business
operations
Wipro’s Digital Operations and Platforms (DOP) is a leader in providing next generation technology
to global enterprises. We combine our core business knowledge with leading technologies such as
digital, robotics process automation, cognitive technologies and analytics to offer powerful business

33
intelligence that helps in improving business visibility, allowing business leaders to respond quickly
to evolving market needs. Our technology and wide delivery footprint have created billions of dollars
in value for clients globally and has been widely recognized by industry experts and analysts. 

Consulting
Reimagine your business with a hands-on thought partner to help you define, design, and deliver
results 
New technologies and business models are driving companies to transform at lightning speed for a
digital, customer-first world. Wipro’s Consulting practice helps business leaders respond to their
customers’ needs by driving digital-first transformation: from operations to technologies to people.
Leading global analyst firms name us leaders in digital transformation strategy and consulting. And
global Fortune 500 companies work with us because we deliver integrated strategy, digital and
domain expertise, and apply analytics and insights to help them find hidden value.
With a strong heritage of innovation and entrepreneurship in technology services, we help companies
leverage the potential from digital technologies like AI, automation, and Cloud. And because we
understand that our clients’ business needs come first, our large global team of consultants work
flexibly to deliver results, be it advisory or end-to-end execution.

IT Infrastructure services
Maximize the value of Cloud and IT infrastructure with solutions that integrate deep industry
insights, leading technologies and best-in-class execution.
Wipro’s depth and breadth in IT Infrastructure and Cloud technologies make us the preferred partner
in many of our client’s digital transformation. Our investment in proprietary tools and technologies, a
comprehensive partner ecosystem, skills in emerging technologies like software-defined everything,
opensource, DevOps, IoT etc. ensure that we are a one stop shop for all Cloud and IT infrastructure
needs. Wipro’s Cloud and infrastructure services takes operational efficiency to a new level though
HOLMES™, our cognitive automation platform.
Our technology consulting and system integration services have helped our clients drive change
through datacenter transformation, Cloud migration, workplace transformation, network
modernization and system integration. Our transformation toolkit has helped our clients realize a
Cloud-first vision and even successful Cloud-only state in some organizations.
With over 700 clients, more than 30,000 infrastructure professionals, and integrated ServiceNXT™
operation centers, we are uniquely positioned to help our clients accelerate their digital journey.

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Wipro India

Wipro India Business, a part of Wipro Limited (NYSE: WIT, BSE: 507685, NSE: WIPRO) is a
leading global end to end IT transformation, consulting and business process services provider and a
pioneer in Indian Market with decades of experience. We harness the power of application, cognitive
computing, hyper-automation, robotics, cloud, analytics and emerging technologies to help our
clients adapt to the digital world and make them successful. 
A company recognized for its comprehensive portfolio of services, our strong quality processes, rich
experience in managing clients and great transformational capabilities across various business
verticals enable us to align IT strategies to your business goals. From simple process changes to
complex and innovative solutions, we help you harness the power of IT to achieve profitable growth,
market leadership, customer delight, and sustainability. We also help you with your IT infrastructure
needs in partnership with best of breed technology partners.

Our extensive IT services portfolio includes digital, analytics, consulting, systems integration,
application development & maintenance, technology infrastructure services, package implementation,
R&D services, and more. Wipro India has operational facilities in cities across India.

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RESEARCH METHODOLOGY

Definition of Research
Research is an organized and systematic way of finding answers to questions. Systematic because
there is a definite set of procedures and steps which you will follow. There are certain things in the
research process which are always done in order to get the most accurate results. Organized because
there is a structure or method in going about the research. It is a planned procedure, not a
spontaneous one. It is focused and limited to a specific scope.
Finding answers is the end of all research. Whether it is the answer to a hypothesis or even a simple
question, research is successful when we find answers. Sometimes the answer is no, but it is still an
answer.
Questions are central to research. If there is no question, then the answer is of no use. Research is
focused on relevant, useful, and important questions. Without a question, research has no focus,
drive, or purpose.

Characteristics of research

Research is directed towards the solution of a problem.

Research is based upon observable experience or empirical evidence.
Research demands accurate observation and description.
Research involves gathering new data from primary sources or using existing data for a new purpose.
Research activities are characterized by carefully designed procedures.
Research requires expertise i.e., skill necessary to carryout investigation, search the related literature
and to understand and analyze the data gathered.
Research is objective and logical – applying every possible test to validate the data collected and
conclusions reached.
Research involves the quest for answers to unsolved problems.
Research requires courage.
Research is characterized by patient and unhurried activity.
Research is carefully recorded and reported.

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Sample Size - Respondents - 40

Data collection method – Primary source of data collection

Source of data collection method

Primary source: Interview and Questionnaire

Q1] Are you perfectly comfortable with your workplace culture?

No. of respondents

30%
Yes
No
45%
Maybe

25%

Q2] On a scale of 0-10, how likely are you to recommend our organization to your friends and
relatives due to the culture?

No. of respondents
9
8
7
6
5
4
3
2
1
0
1 2 3 4 5 6 7 8 9 10

No. of respondents

37
Q3] Is your organization dedicated to diversity and inclusiveness?

No.of respondents

34% Yes
No
Maybe

66%
10%

Q4] Do you feel respected by your team and the organization?

Series 1

Yes
41% No
55% Maybe

4%

Q5] Do you think the organization adheres to a zero-tolerance policy against any kind of
discrimination?

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 No.of respondents

Yes
31% No
60% Maybe

9%

Q7] Have you ever felt bias of any kind from your colleagues or superiors?

No. of respondents

25%

Yes
No
50% Maybe

25%

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FINDINGS

1. 45% of employees are perfectly comfortable from the workplace culture & 25% say they are not.
2. On how likely to recommend to friends, 7 people have given 1 rating whereas 8 have given 10
rating to the company.
3. 34% people believe that their company is dedicated to diversity & inclusiveness
4. 50% of the person people are not completely satisfied in the case of biasness & 25% believe there
completely no bias around them
5. 31% say that their company has zero- tolerance against discrimination
6. 55% people feel they are respected by their team and colleagues.
7. Wipro reflects the Indian demographics. It has a young and experienced work force having
average age of 24 to 25 years.
8. 35% of the employees are having less than one year of work experience in Wipro.
9. Average tenure of top 100 managers in Wipro is 11 years.
10. Its workforce comprises of 66% of university graduates. 28% of employees are having master
degree.
11. Wipro takes following steps to keep its culture alive.
12. Selection: The selection is on the basis of person job match.
13. Top management: The top management is quite interactive and open and accessible to employees
and thus creates a culture of trust and proximity with the workforce
14. Socialization: The new employees are socialized into the culture of organization by taking
conscious measures like weekend get together, co-dining etc.
15. Wipro evolves its culture effectively with the changing values by relating the values with
business performance. Thus the formalization is a consequence of its culture and is quite
effective.

40
CONCLUSION

There are many rules and responsibilities which a HR needs to follow all his life starting of with
recruitment he or she has to make sure that they are on boarding a person who is not wrong and near
to the best for the company.
He or she needs to make sure that they are going under the on boarding process consistently and
rather not making it a downfall chart.
Moving on there are several roles are to be followed after this stage. Your comes the role of the mis
who needs to make sure that each and every person in rolling or has uploaded his or her resume is
being maintained in the data and been updated with each and everything he or she needs to make sure
that the mis has schedule the interview and his processing according to the comfort of the parties.
The mis needs to update the data now and then as the HR interview is done with his or her process.

After this the interview we are comes in the main lead and your he needs to make sure that he is
taking all the steps required and are the rule in his organisation most of the time the interview we
were goes with the abiot test at first then goes with the telephonic interview and then followed by by
a GD that is group discussion or a face to face interview.
And now if the person is selected the processing is done that is a processor HR processing partner
makes sure that he or she the person who is selected is getting proper induction and orientation is
getting added to all the WhatsApp groups is getting all the material required for his journey of the
following role he has got selected for.

Moving on there are many difficulties which an HR phase which might lead to some complications
or disturb the peace of the company earn it is the role of the assistant supervisor or the senior HR to
make sure that the disputes and conflicts are not maintain in the organisation and each and everything
is going with complete peace.

Nearby the conclusion is a HR is responsible for the joining process of the company employee his
salary and will be there a part till the employee has given his exit interview and complete the exit
formalities.

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REFERENCES

HR Recruiter

Proposed model for strategic human resource management (bankofinfo.com) Nine Basic Principles

Of Human Resource Management | Jigsaw Academy www.recruiter.com/i/hr-recruiter/

https://talentedge.com/articles/what-is-the-role-of-a-hr-recruiter

https://www.humanresourcesedu.org/hr-recruiter

https://www.wipro.com/about-us/

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