PROJECT ON H R PO L I CI ES OF I T COMPANIES SUBM I TTED 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 EDUCATION WING SYNDICATE HOUSE, HOUSE, MANIPAL-576 104 10 4
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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.
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Contents 1. Declaration ………………………………………………….. 4 2. Acknowledgement …………………………………………… 5 3. Objective ………………………………………………………6 4. Executive Summary …………………………………………...7 Policies…………………8 -27 5. Tata Consultancy Services & its HR Policies…………………8
6. Wipro InfoTech & its HR Policies…………………………...28 -35 7. CyberThink InfoTech Pvt. Ltd. & its HR Policies…………...36 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
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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:
MR.RAJIV RATAN BHATIA RNR EDUCATION RAMESH NAGAR
SUBMITED BY:
LALITA JOSHI REG NO-571015910
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Acknowledgement I want
to express my sincere thanks and gratitude to my real life project
guide
my fuclty
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.
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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.
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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.
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CHAPTER-1 HR POLICY AT TCS
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COM PANY PROFI L E
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:
o
Software R&D center in India
o
Software exporter in India
o
Indian software company to earn US $ 2 b in a fiscal
Represents high levels of excellence, integrity and ethical values.
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Global Wor kf orce
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
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Th e H R 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."
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H uman Resour ce 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: o Forecast Personnel Requirements o 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: o o
First clients requirements are collected at the central level Then they are considered Geography wise, Branch wise & Project wise respectively
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HR PLANNING PROCESS:
Project wise Branch wise
Geography wise
Client requirements are considered (Centrally inf. Is given)
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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 o o
To begin with, the company has mapped the educational streams to the hierarchy of job opportunities within its domain. o
o o
o
o
Activity to be performed Skills required for that job
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.
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H ier archical Structur e in TCS
National Head
Regional Head
Delivery Centre Head
Group Head
Project Lead
Team Lead
Module Lead (not necessary)
Team Members
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Recrui tment & Selection
Both internal as well as external
Depends on: o
Manpower cost
o
Effectiveness
o
Past data
External Recruitment can be on campus or off campus
Off Campus process includes recruitments from:
o
Advertisements
o
Associate referral process
o
TCS Job Portal
o
Consultants
Fresher o
Mainly Campus Placements
Experienced Professionals o
Mainly through Consultants
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Selection Procedur e
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.
Online Test
Technical Interview
HR Interview
Selection procedure for Experienced Professionals (EPs):
Technical Interview
HR Interview
Management Review Round (by Senior Mgmt)
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Tr aini ng & D evel vel opme opment nt
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
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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: o technical architecture o project management o business relationship/geography management o 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 tiered training program to create a better alignment between its expectations from employees and their knowledge and practical skills.
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Compen Compen sati on M anageme anagemen n t Sys System tem
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
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Per formance Appraisal
The major objectives of performance appraisal at TCS are: o
o
o
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
o
Quarterly Basis: Before confirmation by Speed 3 online tool
o
Half yearly Basis :After confirmation by Speed 4 online tool
Every new employee is confirmed only after 1 year
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Process of Performance Appraisalat TCS:
Associate
Supervisor
Reviewer
Associate
Accept
Reject
HR Department
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Retenti on Str ategies
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.
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Succession Plann ing
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
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Employee Benef its
Flexible Working Hours
It has an Adoption Leave Policy benefits which is extended to male associates also o
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 o
o
o
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
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Employee Welfare, Safety & H ealth
Safe computer screens
Quarterly fire drills
Grievance H andli ng
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.
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Organi zational Exi t
At TCS exit Interviews are conducted & purpose of them is mainly to know two things: o
Why people are leaving the organization
o
Why are they joining the other organization
They are conducted by PL & HR Person of the respective team. Also whole information is kept secret
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CHAPTER-2 HR POLICY AT WIPRO INFOTECH
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Company Pr ofi le
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.
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Spir it of Wi pr o
Intensity to Win o
Make customers successful
o
Team, Innovate, Excel
Act with Sensitivity o
Respect for the individual
o
Thoughtful and responsible
Unyielding Integrity o
Delivering on commitments
o
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.
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Recruitment and Selection L evels
Both for Services Level & Managerial Level
Source of Recruitment: 1. Campuses 2. Consulting firms 3. Internet as a resource 4. Advertisements 5. 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
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Compensati on M anagement 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.
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Tr aining 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
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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: o
Align employee objectives to the business goals. Enable strategic Performance Management through Management by Objectives (MBO) 34
o
o
o
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.
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CHAPTER-3 HR PRACTICES AT CYBERTHINK INFOTECH PVT. LTD
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Company Pr ofi le
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 Networking multimedia, search engine optimization , corporate identity and client-server applications of the highest quality.
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H ier ar chical Str ucture
Director HR-Manager, FinanceManager Administration Technical Staff (Testing, Designing)
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Job Analysis
Rank key jobs by factors: o
Mental Requirements
o
Skill
o
Physical Requirements
o
Responsibilities
o
Working Conditions
Example:
Job title: SAP Consultant o
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.
o
ROLES: ERP – SAP
o
EXPERIENCE: 3 – 10 years
o
KEY SKILLS: SAP
o
PREFERENCE: Overseas Experience & SAP Certified is preferable
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Recr ui tment & Selection Recruiting Infrastructure:
Recruiting managers with 10+ years experience
Senior technical recruiters (15)
o
Assigned to specific technologies
o
Round-the-clock recruiting
On-Line testing services o
Technical competency
o
Personality
Extensive interviewing & reference checking
Multiple sourcing resources
National
and international recruiting
Recruiting Metrics:
Only top 5% of applicants are accepted
100% reference checking
Hire people based on ACTI (Attitude, Communication, Technical and Industry knowledge) rating.
Most of consultants have post graduate degrees.
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Sources of Recruitment:
Employee Referrals o
High referral rate (Employee Satisfaction)
Internal Candidate Datab ase o
with over 75,000 resumes
1500+ Active candidates in the pipeline
Internet Providers such as: o
Net-temps
o
Monster
o
Dice
Advertisements
CyberThink Website Job Postings
Job Fairs
Open Houses
Cold Calling
Out of State Recruiting Trips
International Recruiting Trips
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Selecti on pr ocess
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
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I nduction Pr ogr am
General intro session
No
Special program is conducted
Tr aini ng & 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.
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Per formance Appr aisal
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.
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Employee H ealth and Safety M easur es
Provide Medical assessment if required.
Safety measures in term of fire or misconducts are taken.
Grievance H andli ng
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 Tr ade Uni ons
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Employee Benef its 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: o
Short Term Disability (company pays premium)
o
Long Term Disability (company pays premium)
o
Life Insurance (company pays premium)
o
Accidental and Death Disbursement (company pays premium)
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CHAPTER-4 HR PRACTICES AT PITNEY BOWES MAP INFO
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Company Pr ofi le
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.
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Hierarchical Structure
Vice President
Managing Director Engineering Manager/ Delivery Head Project Manager
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H R Planning
Approval by Engineering Manager
Approval by department Head
Approval by MD
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
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Recrui tment & Selection
Only external recruitment Recruitments are done through out the year Sources of Recruitment are: o Campus Placements o Employee Referral o Company Data Bank o Consultants o Advertisements o Direct Walking
Selection Procedur e
Resume shorlisting by Team Head
Technical Interview
Managerial Round
HR round
offer
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Tr aini ng & Development
The primary motive is to continually develop professional/educational skills of its employees. Provided on basis of need o Example: 2 months training (nov-dec) was given to the employees on their request Training Steering Committee o To identify the training needs of the employees at various levels o Design the framework of the training Trainers are professionals people especially called for this purpose Also sends its consultants overseas for further education programmes. o 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 : o Make new employees feel welcome and at ease. o Help them understand the organization in a broad sense. o Make clear to them what is expected in terms of work and behavior. Conducted first by HR Manager, then by Finance manager & Administration team
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Per formance 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
Compensati on M anagement 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: o 12.5% - Provident Fund o 50% - House Rent Allowance Conveyance o Rs.800 –
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Employee H ealth & 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 Benef its Employee Assistance Program: The Employee Assistance Program provides free and confidential assessment, short-term counseling, and information/referral services to all regular fulltime 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 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 taxfree. 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
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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: o Flexible Working Hours o Work from home facility for senior management o Sponsorship for higher education o Encourage employees to file Patent for their programs o Fun Committee to celebrate every festival in the office
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Grievance H andli ng
Open door policy Special committee of senior managers is formed to look all these matters
No Tr ade Uni ons
Ex it I nter views
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
Data
Survey
Pilot Study
Case Study
Descriptive
Experimental
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: 1. 2. 3. 4. 5. 6.
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
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
short
Interview
listing by
Managerial
HR Round
Job Offer
Round
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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