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Wipro Small and the Indian technology sector

Introduction:

Wipro Small is a $5 billion Indian conglomerate. Based on the 2008-09 income, Wipro is the second largest IT Company in India. Wipro Ltd has hobbies varying from information technology consumer care, light, engineering and healthcare businesses. Azim Premji is the Chairman of the panel. Wipro solutions provide included business, technology and process alternatives on a global delivery program. Wipro utilize 100, 000 people across 56 nationalities. Some of the offerings of Wipro Solutions are:-

Services

Industries

Consulting

Telecom Service Providers

Package Implementation

Financial Services

Application Development & Maintenance

Retail

Testing Services

Energy & Utilities

Technology Infrastructure

Manufacturing

Business Process Outsourcing

Technology, Multimedia & Travel Services

Product Engineering

Head Quarter: IndiaGeographical Locations:-

Performance management system:

Performance Management at Wipro is a continuous process and employees are observed over summer and winter for their performance. However on a much formal method Wipro practices three appraisal cycles viz. Annual, interim and confirmatory.

Annual - This is a yearly appraisal cycle. Normally the total annual appraisal routine is carried out through the month of Apr and could. The critical part measured in this appraisal is the performance of the staff during last year. This appraisal act as an signal for pay hikes.

Interim - This is an indicative appraisal, normally carried in the month of October and November. This appraisal works as a basis for gross annual appraisal. The appraisal evaluations act as type during gross annual appraisal. The main reason for having an interim appraisal is to appraise employee's performance half annually as Wipro being truly a tech services company, normal period of employee under a particular job/manager/client is shorter.

Confirmatory - This appraisal is completed to appraise new joiners for the duration of a year from the day of their signing up for. The primary reason behind this type of appraisal system is to eliminate unfairness to employees who miss out annual appraisal cycle due to getting started with at a new date. Being a technical services company Wipro is on a continuous hiring spree and confirmatory appraisal thus acts as an instrument to recognize joiner's performance and giving him verification.

A normal appraisal cycle

Goals of Performance management:

Performance management methodology:

Source of performance management system:

Administrative purpose:

Strategic Goal:

Developmental Goal:

Infosys:

Introduction:

Infosys can be an Indian IT company headquartered in Bangalore with total annual income of $4. 6 billion in 2009 2009. It uses around 1, 05, 000 employees. It's the third greatest IT Company in India after TCS and Wipro. It provide Information Technology, talking to and business solutions. Infosys is the first IT Company in India to earn CMM level 5 documentation (highest level in software quality rankings). It includes often been scored as the best companies to help in India.

Performance management system:

Performance appraisal is done twice yearly.

CRR system is used. CRR means cumulative relative ranks. The appraisal process is comparative in nature. The rankings are 1+, 1, 2, 3, 4 with 1+ being the best and 4 the cheapest.

A certain percentage of employees are designated to each score based on performance

The performance score is done based on following factors

Skill set

Timeliness of work delivery.

Certification.

Customer Feedback.

Knowledge gained through training.

Employees have a say along the way. A meeting is kept between director and staff before appraisal in which the employee can elaborate on his work and successes.

The process is kind of 360 degree approach since the views of administrator, peer and customer are considered into consideration

The employees who get bad ratings receive counselling so as to determine the reason of poor performance and improve upon the same.

Performance management approach:

The performance management methodology found in Infosys is pressured syndication which comes under comparative strategy. Here the employees are first graded among each other and based on the ratings, they are split into five levels. +1 is the highest level and 4 is the lowest quality. The salary increment is decided based on this grade as the employees in a particular grade are believed to be of equal value.

The qualities tested for performance appraisal are different at different levels in the company. As one goes the hierarchy, managerial skills like command and capacity to work in a team receive more importance than specialized skills.

Source of performance management system:

The sources of performance management system are employee, manager and consumer.

Self: First the info regarding work done before six months is filled up by the worker in appraisal form. This functions as primary way to obtain information.

Manager: Then your form is analysed by the manager to check on the authenticity of information. A meeting is organised between director and staff to clarify any concerns about the information stuffed.

Customers: The behaviour of staff towards your client is also taken into consideration since customer care and retention are extremely important.

Senior Supervisor: The worker can request an assessment of the appraisal by a senior manager if he's not satisfied.

Subordinate: If the appraisal of an manager is in mind, then your views of subordinate are also considered. This makes sure that the manager works well in personal relations apart from specialized skills and overall the employees are satisfied.

So we can see that information is accumulated by 360 strategy wherein the views of supervisor, employee, subordinate and consumer are considered.

Administrative goal:

The administrative purpose of the performance management deals with the regular working of the company. The performance management is used to award score which decides the salary of the individual. The procedure is transparent and fair so that the employee is not dissatisfied. The pay is commensurate to the performance of the average person. Awards and recognitions are given to boost the morale of the worker.

Strategic Purpose:

The strategic purpose of performance management is to web page link the staff goals with the goals of the organisation. The strategic purpose of performance management at Infosys is to evidently define the goals of a person and help him in obtaining them. Based on the performance and worker aspirations, different career options are given to them in order to develop highly effective resources. The company has been highly successful in its proper purpose and has been honored "the best places to work in India" name many times.

Developmental Purpose:

Performance management is also used for developmental purpose. It helps in finding the gaps between your skills group of employees and those required for the job. Predicated on the performance, different training programs receive to employees. The reason behind bad performance can be lack of interest or lack of skills. So proper counselling is provided so the employees can work upon the factors and improve after them by training. Infosys has dedicated training centre in Mysore for training of new as well as existing employees

Employee Feedback

Employee reviews on the performance appraisal process has been average. The salary levels are high as compared to federal sector or private sector careers in manufacturing sector. The growth rate is also high as compared to other sectors. But they think that their ratings do not necessarily reflect their level of skill. The employees are dissatisfied by allocation of permanent ratio allocation of employees to each rating level. So even if someone has advanced his performance than past year but everybody else proved helpful much harder than him, he may still land up with low evaluations. This has induced disappointment among employees. Also benched employees are not able to meet billability goal which really is a primary element of performance evaluation. So they are in the burning off end without any fault from their side.

POWER SECTOR:-

NTPC:

Introduction:

Performance management system:

Goals of Performance management:

Performance management way:

Source of performance management system:

Administrative goal:

Strategic Purpose:

Developmental Purpose:

AGRO Technology SECTOR:-

Shriram Bioseed Genetics India Ltd:

Introduction:

Performance management system:

Goals of Performance management:

Performance management approach:

Source of performance management system:

Administrative goal:

Strategic Goal:

Developmental Goal:

COMPARITIVE ANALYSIS:-

IT sector

Agro sector

Wipro

Infosys

Shriram Bioseed

Career Progression

Fast

Fast

Low

Pay Level

High

High

Low

Performance/Seniority based mostly appraisal

Performance based

Performance based

Performance based

Appraisal Cycle

Twice a year

Twice a year

Once a year

Strategic Congruence

High

High

High

Employee retention

Medium

Medium

High

Employee development

High

High

High

CONCLUSION:-

The IT sector provides fast career development and high pay levels. Because the appraisal is based on performance somewhat than seniority, It really is a favourite among young people. The appraisal cycle is twice per year because the common time of project completion is around twelve months. The performance management is final result focused and helps in reaching the overall goal of the business. The attrition rate in IT sector is high as people keep on switching jobs for better salary. IT companies like Wipro and Infosys emphasis a great deal on staff development through training and documentation programmes.

We researched Shriram Bioseed in the agro-tech sector. The company has low career progression because enough time of promotion is not fixed. The pay level is low for semi-skilled but high for skilled employees. So the difference between pay of director and labour is high. The appraisal pattern is once a year. The company is research and development established so the proper congruence is high. Since the competition in agro-tech sector is low when compared with software industry, the attrition rate is low. Training is provided to semi-skilled workers so employee development is high.

We have picked NTPC from ability sector. The profession progression is low but pay level is high. Campaign is based on performance-cum-seniority basis. So to be able to advance to next level, you need to have minimum service and then performance is known as. The appraisal review is double a year however the salary hike is given at the end of yr. The strategic congruence is medium since the management is very little concerned about reaching targets when compared to private sector. Employee retention is high because people choose the job security of government jobs. The employee development is medium since emphasis on training is not high credited to complacent attitude of professionals.

REFERENCES:-

APPENDIX:-

Performance Management @Wipro:

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