Career Progression in

WIPRO & TCS

Presented by:

Shishir Ramkumar
Shoven Mohapatra
Shradha Rout
Shruti Bagchi

AGENDA
Company Overview
TCS
WIPRO
HR Policies in TCS
HR Policies in WIPRO
Performance Appraisal in
TCS
WIPRO
Succession Planning

Company Overview - TCS

Founded in 1968 by JRD Tata
Began as a Tata Computer Center for Tata
Group
F C Kohli was the first General Manager
Awarded the best HR award for its excellence in
HR practices by the Hangzhou National Hi-tech
zone in 2008
Offices in 42 countries with more than 142
branches

Company Overview - TCS

One of the largest private sector
employers with a core strength of 186914
individuals
It has the lowest attrition rate in Indian IT
industry

Company Overview - WIPRO

Founded by Azim Premjis father under the
name Western India Vegetable Products
Started as an edible oil producer in 1947
Current Chairman Azim H Premji
Entered the IT segment in 1977, currently Indias
third largest IT service provider
Total number of employees 11941 as on
September 2010

Company Overview - WIPRO

Rated third best HR management industry
in India
First company in India to adopt Six Sigma

HR Policies in TCS
Hiring policy: optimal mix of fresher and lateral recruits
Learning and development: TCS invests 4% of its annual
revenue on training, development and other employee
empowerment programs
The three learning programs are: initial learning program,
continuous learning program, and leadership training
program
Customer feedback: Customer Satisfaction Survey is
conducted at the end of the project
Performance management: Appraisers review
performances on a quarterly basis and it is pegged to a
scale of 1 to 5

HR Policies in WIPRO

Internal and external recruitment

Intensive training and development
Performance appraisal
Promotions, transfers and demotions
Job rotation
Grievance handling
Wipro Employee Stock Option Plan (WESOP)

Performance Appraisal in TCS

Conducts two appraisals
At the end of the year
At the end of the project
Appraisals track the achievement based on four levels
Financial
Customer
Internal
Learning and growth
The appraisal system is supported by an online
system

Performance Appraisal in TCS

All associates are rated on a scale of 0 to 5, 5
being highest
In the first year the associates are evaluated
every quarter
After the first year, they are evaluated on an
yearly basis by the Project Leader
The project leaders are evaluated by their
immediate managers so on and so forth

Performance Appraisal in
WIPRO
Follows 360 degrees appraisal system
Used to identify star performers
Each individual is evaluated by
Managers
Subordinates
Peers
Internal and External customers
After evaluation employee training needs are
identified

Performance Appraisal in
WIPRO
Evaluation is used for salary increments,
disciplinary actions and promotions
Performance evaluation done once in 6 months

Succession Planning
Succession planning is ensuring the right people
at the right time in the right place
TCS:
High performers are identified at the time of
appraisals and there is monitored
These employees are constantly moved
across projects, practices and geographies

Succession Planning
WIPRO:
Called Talent Review and Planning (TRP)
Conducts regular quarterly Talent
Engagement and Development (TED) reviews
Action plans for each Strategic Business Unit
(SBU) and verticals are reviewed
A talent pool of suitable candidates is
prepared

THANK YOU