Career Progression WIPRO vs TCS

Career Progression in
Presented by:
Shishir Ramkumar
Shoven Mohapatra
Shradha Rout
Shruti Bagchi
• Company Overview
• HR Policies in TCS
• HR Policies in WIPRO
• Performance Appraisal in
• Succession Planning
Company Overview - TCS
• Founded in 1968 by JRD Tata
• Began as a “Tata Computer Center” for Tata
• F C Kohli was the first General Manager
• Awarded the best HR award for its excellence in
HR practices by the Hangzhou National Hi-tech
zone in 2008
• Offices in 42 countries with more than 142
Company Overview - TCS
• One of the largest private sector
employers with a core strength of 186914
• It has the lowest attrition rate in Indian IT
Company Overview - WIPRO
• Founded by Azim Premji’s father under the
name Western India Vegetable Products
• Started as an edible oil producer in 1947
• Current Chairman Azim H Premji
• Entered the IT segment in 1977, currently India’s
third largest IT service provider
• Total number of employees 11941 as on
September 2010
Company Overview - WIPRO
• Rated third best HR management industry
in India
• First company in India to adopt Six Sigma
HR Policies in TCS
• Hiring policy: optimal mix of fresher and lateral
• Learning and development: TCS invests 4% of
its annual revenue on training, development and
other employee empowerment programs
• The three learning programs are: initial learning
program, continuous learning program, and
leadership training program
• Customer feedback: Customer Satisfaction
Survey is conducted at the end of the project
• Performance management: Appraisers review
performances on a quarterly basis and it is
pegged to a scale of 1 to 5
HR Policies in WIPRO
Internal and external recruitment
Intensive training and development
Performance appraisal
Promotions, transfers and demotions
Job rotation
Grievance handling
Wipro Employee Stock Option Plan (WESOP)
Performance Appraisal in
• Conducts two appraisals
– At the end of the year
– At the end of the project
• Appraisals track the achievement based on four
– Financial
– Customer
– Internal
– Learning and growth
• The appraisal system is supported by an online
Performance Appraisal in
• All associates are rated on a scale of 0 to 5, 5
being highest
• In the first year the associates are evaluated
every quarter
• After the first year, they are evaluated on an
yearly basis by the Project Leader
• The project leaders are evaluated by their
immediate managers so on and so forth
Performance Appraisal in
• Follows 360 degrees appraisal system
• Used to identify star performers
• Each individual is evaluated by
– Managers
– Subordinates
– Peers
– Internal and External customers
• After evaluation employee training needs are
Performance Appraisal in
• Evaluation is used for salary increments,
disciplinary actions and promotions
• Performance evaluation done once in 6 months
Succession Planning
• Succession planning is ensuring the right people
at the right time in the right place
• TCS:
– High performers are identified at the time of
appraisals and there is monitored
– These employees are constantly moved
across projects, practices and geographies
Succession Planning
– Called Talent Review and Planning (TRP)
– Conducts regular quarterly Talent
Engagement and Development (TED) reviews
– Action plans for each Strategic Business Unit
(SBU) and verticals are reviewed
– A talent pool of suitable candidates is

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