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Focusing on growth by engaging staff in unprecedented ways

 IT
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related services

Systems integration Business process outsourcing, Software engineering High-tech R&D

Known for its technical strengths  An uncommon focus on internal transparency and employee engagement


HCL Technologies is a leading global IT services company with over $2 billion revenues. In February 2005, Vineet Nayar, CEO, HCL Technologies announced a radical new philosophy, Employee First, Customer Second (EFCS). Through this philosophy the aim was to create a unique employee organization, drive an inverted organizational structure, create transparency and accountability within the organization, and encourage a value driven culture.

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Verticalized approach to market in order to provide products and services tailored for the needs of specific industries with the aim of building competitive differentiation Targeting a selected set of verticals and countries Specializing on a number of markets where it aims to provide high quality services "Enterprise Transformation Services" (ETS) that aims at strengthening HCL's focus on value centricity Follows a mix of Best-fit and Best Practices strategy

An Unusual Competitive Arena


Positions its offering directly against the big IT giants such as IBM and Accenture Increased flexibility, more control Partnership relationship between HCL and its customer

Full Outsourcing
Full responsibility for an IT function, rather than application development or maintenance projects

Employees First
Improving employees' job satisfaction and their productivity

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The idea of engaging employees resonates with the companys innovation strategy. Figuring out what types of innovation will be necessary as content producers, telecom companies, and device manufacturers move into their next phase of interdependent business models Revenue-sharing approach Ongoing efforts to learn from customers and other outsiders as well as from employees Most important insights can come from anywhere

Smart Service Desk

An automated query resolution mechanism for employees. SSD enables employees raise their concerns for adequate redressal in just three clicks. On an average 31,000 tickets are raised every month

i4excel

Employee performance portal which handles end to end appraisal process of all employees i4excel transparently shares ratings and views of managers manager (reviewer) with the employee.

Directions

Annual company-wide event that takes strategic discussions out of closed-door meetings to all employees CEO and the leadership team present at these meetings share the vision and strategy of the company as well as respond to questions in interactive sessions

U&I

A two way dialogue mechanism between CEO and the employees Questions answered by Vineet Nayar himself

EFC

The councils allow employees to unleash their creative talent Over 1,500 events were conducted by EFC councils

Women First Council

Focus on women development and to create an inclusive, supporting and caring environment Launched a women exclusive website

Career Power

Comprehensive career planning and development program Framework where each employee is empowered to plan desired career path.

O2 league of Extraordinary

A system created in HCL to recognize high performers The league constituted those employees who have been outstanding performers since last 2 years

Xtramiles

Reward and recognition portal where all employees can see extraordinary efforts & performances and appreciate them To ensure timely and public instantaneous recognition of employees who have displayed exemplary performance

MITR

Helping hands to all HCLites and their family members by providing them expert counseling 24X7 on any issue concerning them.

F.U.N.D.O.O. F.R.I.D.A.Y

Synonymous with fun @ work at HCL Technologies

Weekly Polls

Polls are conducted on weekly basis to gather employee feedback on various issues. The results are shared on the intranet and guide decision making.

Five methods Four tracks Three streams Two channels

Computer Based Training, Instructor Led Training, Web Based Training, On the Job Training and Blended Learning

In-campus, Fresher, On-going, Re-skill

Technical Training, Domain Training, and Behavioral Training

Leaders Teach (an internal training program), Talent Transformation and Intrapreneurship Development Team.

HCLs annual survey of 20,000 people across the company rates 1,500 managers on 20 aspects of their performance

The results of the survey are aggregated and published online for every employee to look at

For the manager, there is nowhere to hide if he or she gets negative feedback 360-degree feedback is not linked to the annual appraisal or to the compensation package. It is open for everyone to see, and that is enough to encourage changes in behavior.

In service industry the value gets created not in the back office but in face to face interaction between the customer and employees. HCLs attrition rate has dropped significantly for nine consecutive quarters. Employee utilization rate and revenue/employee has seen an increase. Through Employee First initiative, HCL strives to provide excellent human resources leadership and expertise to the organization, and also attract and retain a workforce that is diverse, inclusive and committed to creating quality customer service. 'Employee First, Customer Second, termed by Fortune as "The most modern management idea".

WIPRO
No. 2 in Indian Domestic IT Services Provider Market Net revenues for the year ended March 31, 2011 -- $6.98 billion Over 120,000 employees across 70 nationalities 72 plus global delivery centres and 50 plus industry-specific Centres of Excellence' in over 54 countries

Jessie Paul, Wipro CMO ` Innovation: For the last nine years Wipro has had an innovation council. Any employee could say, I have a great idea, and Wipro would fund it for three years. ` Wipro has a target for revenues from innovation. Wipro had 7.5 percent of their revenues generated by innovation in 2009. ` One-third of Wipros IT services revenues comes from R&D outsourcing. ` Wipro follows applied innovation It is innovating for clients to cut costs or reduce time to market or improve reliability. Since, quality and repeatability are no longer differentiators. Theyre hygiene factors.

1st Indian company to adopt Six Sigma. Today it has one of the most mature Six Sigma programs in the industry - 91% of the projects are completed on schedule, much above the industry average of 55%. Six Sigma is the business strategy and a philosophy of one working smarter not harder.

Wipros people processes are based on the current best practices in human resources, knowledge management and organization development, giving a great focus to match changing business needs with development of employee competencies.

First People Capability Maturity Model (PCMM) Level 5, SEI Capability Maturity Model (CMM) Level 5 and version 1.1 of CMMi certified IT Services Company globally.

Process of human resource planning at Wipro is done by the top management executives of HRD. They formulate the different polices in reference to the Human Resource Planning Corporate Analysis HR Needs Forecast HR Supply Forecast Identify Gaps Formulate HR Action Plan Implement, Monitor, Control & Review

Human Resource / Recruitment /Training Finance/ Accounts / Auditing Marketing /Sales /Business Development Microsoft, Mainframe & Internet Technologies Functional & Domain Consultant CRM / SCM/ ERP / JDE Enterprise Security

Testing Services Legal / Law Wireless Services / Switching Systems Independent Verification &Validation Enterprise Application Integration(EAI) Banking / Finance / Securities /Insurance TISP Solutions OSS /B SS

WIPROs recruitment process consists of three rounds. ` Round 1 : Written test


Verbal Aptitude Technical
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Round 2: Technical Interview Round 3: HR Interview Round 4: Placement

Wipro recruits 40% employees from campus recruitment. Another popular source for Wipros Recruitment is the Online Placement through NSR (National Skill Registry)

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T&D is a key focus area at Wipro. Talent Transformation Division handles this. As a PCMM Level 5 organization, there is also high focus on Competency Development. Talent Transformation has a mandate to provide technical & business skill training based on the departmental and divisional need. All employees are eligible to take training based on the competency gap identified or Project need.

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 behaviours at every role.

Entry-level program (ELP) Junior Management New Leaders Program (NLP) Potential People Managers Wipro Leaders Program (WLP) Middle Level Leaders Business Leaders Program (BLP) Senior Level Leaders Strategic Leaders Program (SLP) Top Management

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.

Employee Class A+ Class A Class B+ Class B Class Technician Zero Level Total

No. of Employees 128 1240 53000 32000 4000 3440 95808

Salary (Rs/Month) 120000 U.S $ 150000 60000 40000 35000 10000

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Education Free education for employees children in Wipros own school Medical Health Insurance for Employees Housing - Company has its own township at different locations in Bangalore. Canteen Sports - To motivate the employees, the company organizes different sports tournaments Recreation - Company organizes an outing for employees where family members are invited too. Club Membership Insurance Policy - Wipro provides personal accident insurance policy of Rs 1,00,000 for employees.

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Need to create value for customers in terms of : Reduced time frame (reduced delivery schedule) Cost savings Hence the need to create a talent pool. Thus, recruitment from Top MBA & Engineering colleges in India Training Modules structured for employees as per their project needs Three year seed fund for employees undertaking innovative research or innovations in process improvement

Thank You

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