You are on page 1of 4

Training at wipro

Leadership Program
Wipro Leaders’ Qualities Survey
The Leadership Development Framework
Wipro Leaders’ Qualities Survey,which
started in 1992, is one of our oldest
leadership development initiatives. It has
successfully contributed in our endeavor to
nurture top class business leaders in Wipro.
We have 8 Wipro Leadership Qualities,
which are based on Wipro vision, values and
business strategy. In order to identify and
help leaders develop these competencies we
adopt a 360-degree survey process. This is
an end-to-end program, which starts with
the obtaining of feedback from relevant
respondents and ends with each leader
drawing up a Personal Development Plan
(PDP) based on the feedback received. The
PDP is developed through “Winds of Change” which is a seven-step program that helps in
identifying strengths and improvement areas, and determining the action steps.

Leadership Lifecycle Programs


Wipro has developed an approach for Life Cycle Stage Development Plan. Training and
development programs at various stages have been designed by mapping the competencies to
specific roles. Competencies specify the specific success behaviors at every role.

• Entry-level program (ELP) - The program covers the junior management employees
with the objective of developing managerial qualities in the employee. The target group is
campus hires and lateral hires at junior level.

• New Leaders’ Program (NLP) - It is popularly known as NLP and aims at developing
potential people managers, who have taken such roles or are likely to get into those roles
in the near future.

• Wipro Leaders’ Program (WLP) - This program is for middle level leader with people,
process, business development and project management responsibilities. These leaders
are like the flag bearers of Wipro values and Wipro way of doing business. They not only
walk the value talk but they also have a responsibility of assimilating new leaders with the
Wipro culture.

• Business Leaders’ Program (BLP) - This is for senior leaders with business
responsibility. At this level, people are trained up for revenue generation; and Profit & Loss
responsibilities. The program covers commercial orientation, client relationship
development, and team building and performance management responsibilities among
other things.

• Strategic Leaders’ Program (SLP) - This program covers top management employees.
The focus is on Vision, Values, Strategy, Global Thinking and Acting, Customer Focus and
Building Star Performers. Wipro ties up with leading business schools of international
repute to conduct this program for Wipro leaders.

Managing Performance
The Wipro philosophy has a clear thrust on performance enhancement. We have a systematic and
robust process for planning, implementing, reviewing, and evaluating performance of our
employees. The entire process is online, which ensures scalability and standardization. We ensure
that employees receive periodical feedback and that the Development Plan forms a significant part
of the entire performance management process.

Reward Philosophy
Exemplary performance is unquestionably rewarded at Wipro. There are various awards and
recognition programs, which have been institutionalized across businesses. We also constantly
endeavor to enhance our reward program to align it with changes in employee motivators and
business drivers.

Employee Feedback and Communication


• Wipro as an organization believes in Connecting and Listening to people. Channel W the
employee portal, has been creating a de facto ‘Wipro community’ by allowing Wiproites
to interact, disseminate information on things they most cherish. The intranet ensures that
the entire organization is wired and there is meaningful exchange of information / views
across domains and geographies. Key sections encourage employee participation and
communication through bulletin boards and chat rooms among other things.
Employee feedback and continuous improvement is a cornerstone of our progress. We
believe that the most worthwhile inputs for betterment of people practices come from
employees themselves, as they are the customers. We have various processes in place,
which ensure that employee feedback reaches senior management.
• W10 is a dipstick survey with 10 questions which checks the satisfaction level on issues,
which affect the health of the workplace and supervisory effectiveness. The feedback given
by employees is shared with management through scorecards.
• Employee Perception Survey: We conduct employee satisfaction surveys every two
years. Employees are encouraged to give comments and rank the organization on certain
areas /satisfaction drivers. Top management then prepares a timely action plan to address
the areas of concern and task forces are created to focus on improvement areas and
implement action.
• Action plan (Meet your people program) - The W10 scores provide the trigger to
managers /supervisors to meet their teams and resolve issues which create dissatisfaction
in the workplace.
• Skip Level: We believe that team feedback is an important parameter of leadership
development as well as team cohesiveness. A Skip level meeting is a formal team
feedback session facilitated by HR as well as the supervisor’s supervisor. This is an
institutionalized process in Wipro and managers see great merit in it as they get feedback
from the team that affects team performance and can make mid-course corrections to
improve effectiveness at work.

• New Managers Assimilation Program (NMA): Since teamwork is highly valued,


assimilation of a new manager in team play is a very critical part of his/her induction to
the company. It enhances team bonding and aims at consensus and collation of concerns,
the challenges ahead, "must-know-about-manager" etc. from the team.
Organization structure

Wipro board of directors

Azim H. Premji
Chairman
Wipro Limited

Executive Directors

Girish S. Paranjpe Suresh C. Senapaty Suresh Vaswani


Follow Suresh on twitter

Independent Directors

B.C Prabhakar Dr. Henning Kagermann Jagdish N. Sheth


Ashok S. Ganguly
N. Vaghul P. M. Sinha William Arthur Owens Shyam Saran