HRM PROJECT INTERIM

REPORT
Group No:8

M027-13
M004/14
M009-14
M017-14
M027-14
M036-14
M045-14
M054-14
M063-14

JINSON CHACKO
ABHINAYA S.
ALAPATI MAHESH
ANKITA NAREDA
GOPINATH
VANGARI
MANISH KUMAR
PRASHANT
KUMAR
SHASHANK
KUMAR
SUMIT KUMAR

Table of Contents
1. TCS.................................................................................................................... 2
1.1 Human resources planning...........................................................................2
1.2 Recruitment and Selection........................................................................... 2
1.3 Performance Appraisal..................................................................................3
1.4 Training and Development............................................................................3
1.5 Coaching, Mentoring and Succession Planning.............................................3
1.6 Rewards and Recognition............................................................................. 4
1.7 Employee Engagement.................................................................................4
2. Infosys............................................................................................................... 4
2.1 Human Resource Planning............................................................................4
2.1 Recruitment and Selection........................................................................... 5
2.1.1 Recruitment and selection of freshers....................................................5
2.1.2 Recruitment and selection of experienced people..................................5
2.3 Training & Development...............................................................................6
2.4 Performance Appraisal..................................................................................6
2.5 Coaching, Mentoring and Succession Planning.............................................7
2.6 Rewards and Recognition............................................................................. 7
3. WIPRO................................................................................................................ 7

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This is an interim report for the Human Resource Management Project. The industry we
picked for the project is IT and the Companies we picked are TCS, Infosys and WIPRO. The
entire report is based on our interaction with the students who have an experience in the
chosen companies. We tried to collect the information regarding some of the important
functions handled by the Human Resource Management team in those companies and analyse
the importance of each function and understand the underlying process. This report is an
outline of our findings and understandings.

1. TCS
1.1 Human resources planning
It is a process that identifies current and future human resources needs for an organization to
achieve its goals. Human resources planning should serve as a link between human resources
management and the overall strategic plan of an organization.
The major factors that are taken into account while planning the human resource planning
are:

Schedule of available resources

Skills of available resources

Some of the minor factors which affect human resource planning are:

Personality conflicts among the employees

Attendance History of the employees
Team player
Willingness to work on given project
Production forecasting
Economic conditions which may cause the company to lay-off or cut-back, or increase
their workforce.

1.2 Recruitment and Selection

TCS mainly hires employees at 2 levels:
Entry Level Freshers (TCS Next Step): TCS Next Step is the first step connecting freshers
with Tata Consultancy Services (TCS), one of the leading IT service companies in the world.
The interactive platform helps students explore a dynamic career path with TCS and
transition from student to a world class IT professional.
The process mainly consists of an online test of the candidates aptitude and analytical ability
followed by few round of interviews with Technical Professionals and HR.
Experienced Professionals: TCS provides a wide range of industry verticals, technology
platforms, and business functions. This multifarious exposure provides employees with
growth opportunities at every step of their career. TCS believes in providing a multi-faceted
exposure across domains and roles that are equipped with a flexibility that allows the
employees to discover their ideal role, and thus helping them in achieving their true
potential. The selection process consists of multiple rounds of interviews with Subject Matter
Experts (SME) they provide ratings to the candidate based on their analysis and if the
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candidate has a decent score after the various rounds HR contacts the person and discusses
the remuneration.

1.3 Performance Appraisal

TCS conducts 2 appraisals:
1. At the end of the year
2. At the end of the project
Appraisals are based on Balanced Scorecard which tracks the achievement of employees on
the basis of targets at four levels:

Financial
Customer
Internal
Learning & Growth

Based on their individual achievements employees are rated on a scale of 1 to 5.

1.4 Training and Development

TCS recognises that investing in its people is a key to the sustainability of its delivery model by
generating employee satisfaction and minimising the attrition rate. One aspect of this is the culture of
learning throughout an employees development lifecycle and TCS invests around 6% of its profits in
T&D. For any fresh graduates joining TCS there is a 3 months Initial Learning Programme

(ILP).The employees there are trained on various languages and platforms as well as
communication skills.
For employees already working in a project or on bench regular training programmes are
taken by Subject Matter Experts. The employees are informed about these Training Sessions
through mails after which they need to register for the training by replying to the L&D
manager. There are also regular certification exams scheduled by the L&D Department.

1.5 Coaching, Mentoring and Succession Planning

Management quality is a key parameter to consider while evaluating any software company,
or for that matter any company. The ability to foresee future trends and lead the company
forward are major factors that determine the company's future in a highly competitive
industry.
For seamless transfer of management quality from one leader to other leader, the company
needs proper succession planning. The smooth continuation of a business depends on
effective succession planning. It is a proactive approach to create a talent pool of candidates
with the required potential and competencies to take the high positions in future and help in
the growth of the organisation. In fact, it determines how business will be run once the leader
or key person leaves.
TCS has a systematic process for succession planning. TCS leadership programs are focused
around 'practices' (industry verticals or services) and 'geographies' (for marketing). The top
management is involved in selecting the leadership teams at each 'practice' and 'geography.'
High performers are identified at the time of appraisals and their progress is monitored. Then
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these high performing employees are constantly moved across projects, practices and
geographies to ensure that a high performing individual does not only move in a narrow
hierarchical structure. The company also has a 'Think Tank', made up of people both at the
senior management and one level below, these people are carefully selected for their strategic
view and technology and domain competence. This 'Think Tank' plays a vital role in
succession planning. In fact, this is another mechanism for creating and nurturing leaders.

1.6 Rewards and Recognition

TCS provides rewards and recognition to employees for their special contribution in a project
or to the company. It has an interesting blend of monetary and non-monetary benefits. The
management appreciates the performance of its employees through various initiatives
/activities such as on-the-spot recognition, star of the month, super star for achievers,
customer first reward and valuable award, Long Service Award(for 5 or 10 years of
service).There is a Reward and Recognition Committee at circle and corporate level which
decides who should get the reward.

1.7 Employee Engagement

Employees in an organisation should feel they are being taken care of, TCS therefore
organises regular Town Hall Meetings and communicating to the employees where the
company is headed. These meetings also help in communicating any policy changes.
Employee Engagement also helps in understanding the needs of the employees about what
they aspire for and what kind of trainings can be scheduled for the employees.
The other aspects are non-work related engagements. For example, fitness, sports. TCS has
an arm within HR which is called Maitree, which does a lot of engagement activities outside
work, like photography clubs, dance clubs or adventure clubs. These are various things which
help to engage with the employees. The company also has CSR (corporate social
responsibility) initiatives in which there are several things that the company takes up and
provides volunteering opportunities for people.

2. Infosys
2.1 Human Resource Planning
Human resource planning plays an important role for a company like Infosys. As they have
projects involving different technologies at various locations in and outside India, it is very
important for them to have a proper Human resource planning to cater the current customers
efficiently and on time. It also plays an important role in winning the future contracts as the
clients will look into the available pool of talent.
Infosys does the resource planning using the following data:

Number of projects in pipeline in all the units and the number of employees required
with different skills to work on those projects.
Number of employees on bench with the matching skills who could work on the
upcoming projects.

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Feasibility of training the existing employees on bench on the required skills for the
upcoming projects if they dont possess them.
Number of employees who will be free by the time expected projects are started.
Expected attrition rate in the coming year.

Infosys collects the above information from all the units in different locations and prepares a
consolidate report. Based on the report Human Resource Planning is done for the year ahead.

2.1 Recruitment and Selection

Based on the requirements Infosys recruits freshers out of college at entry level and
experience people for various other levels.
2.1.1 Recruitment and selection of freshers
Infosys recruits the freshers in the following ways:
On-Campus recruitment and selection: Infosys visits the premium institutes to recruit the
final year students. Initially the interest form is floated and all the students with the
percentage greater than the minimum percentage required are shortlisted. A basic aptitude and
verbal test is conducted for the shortlisted candidates. Based on the performance in the test a
shortlist is prepared for the final round. In the final round an HR interview is conducted
wherein the candidates analytical and communication skills are tested. Candidates who
performed well in the interviews are selected for the job.
Off-Campus recruitment and selection: Infosys conducts the off-Campus drive wherein it
opens the application form for a set of colleges in a region. Final year students from many
colleges apply for the job. The recruitment and selection process is similar as the On-Campus
process.
Employee Referrals: Infosys uses this option to meet the short term demands. It asks its
employees to refer freshers who satisfy the certain parameters. It asks them to give the basic
details and contact details of the candidates. Infosys then contacts the candidates and asks
them to provide the required documents. A shortlist is prepared based on the provided details
who then are asked to take an online test which has the same pattern of questions as in OnCampus and Off-Campus process. Based on the performance candidates are selected for HR
interview. Candidates analytical and communication skills are tested in the interview.
Candidates who performed well in the interviews are selected for the job.
2.1.2 Recruitment and selection of experienced people
Infosys recruits the experienced people in the following ways:
Employee Referrals: Infosys asks its employees to refer experienced people who have the
required skills. It asks them to give the basic details and contact details of the candidates.
Infosys then contacts the candidates and asks them to provide the required documents. A
shortlist is prepared based on the provided details who then are asked to take technical and
HR interviews. Candidates are tested on the required technical things, analytical and

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communication skills. Candidates who performed well in the interviews are selected for the
job.
Online Application: Infosys keeps the openings in its website through which the experienced
candidates having the relevant skills and required years of experience can apply. A shortlist is
prepared based on the provided details who then are asked to take technical and HR
interviews. Candidates are tested on the required technical things, analytical and
communication skills. Candidates who performed well in the interviews are selected for the
job.

2.3 Training & Development

Infosys gives very high importance to training and development of its employees. Employees
recruited for entry level jobs undergo training and development for 4-6 months in Mysore.
Infosys has a huge training and development centre called as Global Education Centre at
Mysore which could accommodate 14000 trainees. First three days trainees have an induction
programme wherein a complete picture of Infosys Culture, rules and regulations and
organisational structure. After that they are trained for 2 months on the basics of the
important technologies. After that based on the requirements trainees undergo a complete
training in any one of the technologies for 2 more months. Trainees who successfully
complete the training are given the posting in any one of the locations in India based on the
requirements. Trainees who underperform in the training are given one more chance to
undergo the training and perform well. Entry level employees have a probation period of 1
year (excluding training period).
Experienced employees recruited have an induction programme for 2 days in their respective
locations after which they are assigned a project based on the skills and requirement at
various levels. They have a probation period of 6 months.

2.4 Performance Appraisal

Infosys has a rigorous Performance Appraisal process. Performance Appraisal is done for
every quarter and a consolidated rating is given to every employee at the end of the year
based on the ratings given in each quarter. The employee variable pay is directly linked to this
rating given at the end of the year.
Infosys does the Performance Appraisal using an internal application called Performagic.
Various Goals are set for each employee depending upon the responsibilities and the level of
employee at the beginning of each quarter. These goals will be common for the same level
employees working in the same unit. These goals are setup by the employee in agreement
with the immediate manager and the manager one level above. Once approved the goals are
freezed the employee works to achieve them. At the end of the quarter the employee is asked
to do the self-evaluation and give the ratings to each goal based on their evaluation. After this
the form is submitted to the manager who then evaluates the performance of the employee
and gives his/her own rating for each goal. After the evaluation, manager has a one on one
meeting with each employee and gives the feedback. The form is then sent back to the
employee. Employee can either accept or reject the rating give to him. If the rating is
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accepted the form gets submitted to the manger one level above who then finalizes the rating
and freezes the form. The frozen form is submitted to the respective HR manager who signs
off the appraisal. If the employee rejects the rating the form is resubmitted to the manager and
the employee has a right to ask for the rationale used for rating.

2.5 Coaching, Mentoring and Succession Planning

Infosys has an institute called Infosys Leadership Institute whose vision is to be a globally
respected institution committed to developing Infosys leaders of today and tomorrow. It
was started in 2001. It was in keeping with the vision that Infosys Founder N R Narayana
Murthy had for the creation of an advisory body that would take strategic decisions about the
company.
ILI offers a wide selection of individual and organizational interventions in different forums
using varied methodologies to ensure that Infosys has a pool of successful and ready leaders
to build tomorrow's enterprise:

To be valuable contributors to leadership science and practice

Create a leadership bench strength to progress to senior roles
Offer evidence-based globally accessible programs

2.6 Rewards and Recognition

Infosys recognizes the good work done by the employees and rewards them for the same
every quarter. Some of the awards given to the employees at each unit level are:
Rising Star Award: It is given to the entry level employees after their first year of work at
Infosys. Performance of all the entry employees is assessed by the managers and HR
managers of a unit and the outstanding performers are given this award.
Most Valuable Player Award: It is given to the employees at all the levels in the unit level.
Outstanding performers at each level in the unit are awarded this award.

3. WIPRO
We are in the process of collecting the information required for Wipro.

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