HRM Isha Yash Report
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Vrajesh PrajapatiHRM Isha Yash Report
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Vrajesh Prajapati omprehensive Reporton
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HR Practices OfWipro Company
Submitted To: Submitted By:
Dr.Deepa Nayak Isha Desai
Yash Shah
PREFACE
This report, titled "Wipro’s HR Practices," is acomprehensivestudyundertakentoexplorethe
humanresourcemanagementstrategiesofWiproLimited,agloballeaderinIT,consulting,and
business process services. The objective of this project is to analyze Wipro’s HR practices,
including recruitment, training,performancemanagement,employeeengagement,anddiversity
initiatives, to understand how they contribute to organizational success and employee
satisfaction.
ThereportdelvesintoWipro’sinnovativeuseoftechnology,commitmenttoethicalgovernance,
and focus on employee development, drawing insights from the company’s official resources,
industrypublications,andemployeefeedback.AsoneofIndia’spremierITfirms,Wiprooffersa
compelling case study for understanding HR practices in a dynamic, globalized industry.
Weacknowledgethat,despiteourbestefforts,theremaybelimitationsinthescopeofthisstudy
duetotheavailabilityofdata.Nonetheless,thisreportaimstoofferabalancedandinformative
perspective on Wipro’s HR practices.
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ACKNOWLEDGEMENT
We express our heartfelt gratitude to all who contributed to the completionofthisproject
report on Wipro’s HR Practices. We sincerely thank Wipro Limited for providing publicly
accessible information through their official website (https://www.wipro.com) and annual
reports, which offered valuable insights into their human resource strategies, policies, and
initiatives.
Special appreciation is extended to the online resources, including industry publications and
employeereviewsonplatformslikeGlassdoor,whichenrichedourunderstandingofWipro’sHR
practicesinaction.Wearedeeplygratefultoourfacultymentor,andTeacherDr.DeepaNayak,
for her invaluable guidance and support throughout the project. This report, submitted to her,
benefited immensely from her expertise and encouragement. We also thankourpeersfortheir
feedback, which helped refine this work.
This project would not have been possible without the collective support ofthesesourcesand
individuals,enablingustoexploreWipro’scommitmenttoemployeedevelopment,diversity,and
technological innovation in HR management.
Thank You.
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TABLE OF CONTENT:
PARTICULARS PG NO
Preface 2
Acknowledgement 3
Hrm Summary 5
Significance Of Hrm 6
Introduction Of Company 7
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WHAT IS HUMAN RESOURCE MANAGEMENT?
● HumanResourceManagement(HRM)isthestrategicprocessofmanaging
an organization’s workforce to achieve business goals while enhancing
employee well-being and productivity.
● Itinvolvesplanning,recruiting,developing,motivating,andretainingtalent
throughpoliciesandpracticesthatfosterapositiveworkenvironment.HRM
functions include recruitment, training, performance evaluation,
compensation,employeerelations,andcompliancewithlaborlaws,ensuring
alignment between organizational objectives and employee aspirations.
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SIGNIFICANCE OF HRM:
HumanResourceManagement(HRM)isvitaltoorganizationalsuccess,servingasthebackbone
formanagingthemostvaluableasset—people.Itssignificanceliesinaligningemployeeefforts
withbusinessgoalswhilefosteringaproductive,engaged,andethicalworkplace.Belowarethe
key reasons HRM is essential:
1. Strategic Alignment:
○ HRM ensures workforce strategies support organizational objectives, such as
growth, innovation, or customer satisfaction, by recruiting and developing talent
with relevant skills.
2. Talent Acquisition and Retention:
○ Effective recruitment and selection attract top talent, while fair compensation,
training, and engagement practices reduce turnover (e.g., 80% of employees stay
longer in organizations with strong HRM).
3. Employee Development and Productivity:
○ Training and development programs enhance skills, boosting performance and
adaptability in dynamic markets, leading to higher productivity and innovation.
4. Workplace Culture and Engagement:
○ HRM fosters a positive culture through core values, diversity initiatives, and open
communication, increasing employee morale and collaboration (e.g., 64% of
employees value inclusive workplaces).
5. Compliance and Ethics:
○ HRM ensures adherence to labor laws and ethical standards, minimizing legal
risks and promoting fairness through policies like anti-discrimination and
workplace safety.
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INTRODUCTION OF COMPANY:
Wipro Limited is a global leader in information technology (IT), consulting, and business
processservices,headquarteredinBengaluru,India.Establishedin1945byHashamPremjias
Western India Vegetable Products Limited, a vegetable oil manufacturer, Wipro pivoted to IT
services in the 1970s under the visionary leadership of Azim Premji, Chairman from 1966 to
2019. Today, Wipro is listed on the New York Stock Exchange (NYSE: WIT) and India’s
National Stock Exchange, recognized for its innovation, ethical governance, and global impact.
With a workforce of over 250,000 employees across 60+ countries, Wipro serves 1,100+
clients, including 50% of Fortune 500 companies, delivering solutions in digital
transformation, cloud computing, artificial intelligence, cybersecurity, and business process
outsourcing. In FY24, Wipro reported revenue of approximately $10.8 billion, reflecting its
financial strength and market presence. Guided by its core values—Intensity toWin,Actwith
Sensitivity,andUnyieldingIntegrity(collectivelytheSpiritofWipro)—thecompanyemphasizes
client success, employee welfare, and ethical practices.
Wipro’s robust human resource management (HRM) practices:
● Wipro’s robustHRM practicessupport its global operationsand competitive advantage.
● Technology-driven recruitment streamlines talent acquisition with efficiency and
precision.
● Comprehensivetraining programsenhance employee skillsand career development.
● Diversity initiatives foster aninclusive workplace,promoting equity and innovation.
● As a pioneer in India’s IT industry, Wipro drives technological innovation and
sustainable growth.
● Wipro’s dynamic, globalized context makes it an ideal case study for exploring HRM
practices.
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BRIEF INTRODUCTION OF WIPRO GROUP AND ITS
VALUES: During the late 1980s, Wipro entered the IT sector as a flagship
company of the Wipro group,
● providing various services as:
● Professional IT Services
● Product Engineering
● Technology Infrastructure Services
● Business process outsourcing
● Consulting Services &
● Business Solutions.
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HR Policies
● HR policies are structured guidelines that regulate employee conduct, organizational
processes, and compliance with legal and ethical standards. These policies ensure
consistency,fairness,andtransparencyinworkplaceoperations.Theycoverareassuchas
employee relations, workplace safety, diversity and inclusion, grievance redressal, and
codeofconduct.Well-definedHRpoliciesalignwithorganizationalobjectives,promote
a positive work culture, and mitigate risks byensuringcompliancewithlaborlawsand
regulations.Theyaretypicallydocumentedinanemployeehandbook,regularlyupdated,
and communicated to all staff to maintain clarity and accountability.
Core Values
● Core values represent the foundational principles that define anorganization’smission,
vision,andculture.Theyactasacompassfordecision-making,employeebehavior,and
interactions with stakeholders. Examples include integrity, teamwork, innovation,
respect, and customer focus. Core values are embedded in recruitment, training, and
performance evaluations to ensure alignment with the organization’s ethos.Theyfoster
employee engagement, buildtrust,anddifferentiatetheorganizationinthemarketplace.
Effective core values are authentic, consistently upheld by leadership, and reflected in
daily operations, creating a unified and purpose-driven workplace.
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Recruitment
Recruitmentisthestrategicprocessofattracting,sourcing,andengagingqualifiedcandidatesto
fill vacant positions. It begins with workforce planning to identify staffingneedsandinvolves
creating job descriptions, advertising vacancies, and leveraging multiple channels like job
boards,socialmedia,campusrecruitment,andemployeereferrals.Thegoalistobuildadiverse
and talented applicant pool while promoting the employer brand. Recruitment strategies may
include partnerships with recruitment agencies, job fairs, or talent pipelines for future needs.
Effective recruitment ensures a robust talent acquisitionprocessthatalignswithorganizational
goals and market demands.
WIPRO Recruitment Process:
Round 1: Written test
Verbal: synonyms, antonyms, Analogies, SC, Prepositions and reading comprehension.
Aptitude: Time & Work, Time & Distance, Blood Relations, Series Completion, Puzzles,
Calendars, Clocks, Percentages, Ratio proportions, Ages, Pipes and Cisterns etc.
Technical: C, C++, Java, Linux, UNIX, DBMS, SQL, Programming fundamentals, Hardware,
SoftwareEngineering,MicroProcessorsetc.Candidatesareinformedtobrushuptheirtechnical
skills which were covered in their regular academic curriculum.
Recruitment process Cont.,
Round 2: Technical Interview
Thisisamajoreliminationround.Candidatesshouldbethoroughwiththeirbasictechnicalskills
to clear this round. Candidates are here by informed to be prepared with their core subjects.
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Round 3: HR Interview
CandidatescanexpectbasicHRinterviewquestionslikeTellmeaboutyourself,WhyshouldI
hire you, Why only WIPRO, What is SIX sigma level. Candidates will be tested in their
communication and vocabulary during technical and HR interviews.
Round 4: Placement
UponJoining,theincumbentshallbegivenanemployeecodenumberbyManager(HR)andhe
shallfillupthejoiningformsandshallsubmitthesametotheManager(HR)forfurthercourseof
action. Wipro recruit 40% employees from campus recruitment. Another popular source for
Wipro's Recruitment is the Online Placement through NSR (National Skill Registry).
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Selection Practices
Selection practicesinvolveevaluatingandchoosingthebestcandidatesfromtheapplicantpool
based on job requirements and organizational fit. The process typically includes screening
resumes,conductinginterviews(structured,behavioral,orpanel),administeringaptitudeorskill
tests, and performing background and reference checks. Selection methods aim to assess
technicalcompetencies,softskills,andculturalalignment.Toolslikeapplicanttrackingsystems
(ATS) streamline the process, while diversity-focused practices ensure inclusivity. Transparent
and objectiveselectionpracticesenhancehiringquality,reduceturnover,andsupportlong-term
organizational success.
SELECTION PROCESS:
Everycandidatemustappearthroughtheonlineassessmentexamination.Theonlineassessment
a divided into three sections :
● Verbal & Analytical Aptitude Test (30 questions/45 minutes)
● Programming Test (45 minutes)
ThistesthelpsWIPROtodetermineacandidate'sskillssettodetectandlocate,andaddressany
vulnerabilitiesineachcode.Theprogrammingevaluationisbasedonquestions/problemsofthe
following type Syntactic error comection, ke, modification of the given code's syntax without
changing its meaning.
Logicalerrorcorrection,Le,corectionofalllogicalerrorsinthecodegiven.Codereuse,lereuse
current functions/helper code to complete the provided code.
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● Written Communication Test (20 minutes)
Uponclearingtheonlineassessmentexamination,applicantswillbeexpectedtogothroughthe
Technical Interview, followed by an interview with HR.
Once all the evaluation iscompleted,theselectedcandidatesmustgothroughadocumentation
process. in the documentation process, the HR manager will ask for the chosen candidates to
submit all the academic certificates and extracurricular activities certificates for further
verification
The candidates willthenhaveanactivediscussionwiththerecruitersandwillreceivethefinal
offer The candidates then accept the proposal in the given time frame and provide their
confirmation.
The candidates will start a new journey with the Special induction Program in WIPRO.
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Training and Development
Training and development initiatives are designed to enhance employee capabilities, improve
performance, and prepare staff for future roles. Trainingprogramsincludeonboardingfornew
hires,technicalskilldevelopment,softskillsworkshops,andcompliancetraining.Development
focuses on long-term growth throughleadershipprograms,mentoring,jobrotations,andcareer
planning. Organizationsmayusee-learningplatforms,in-housetrainers,orexternalconsultants
to deliver training. These programs boost employeeengagement,adaptability,andproductivity
while addressing skill gaps. A culture of continuous learning ensures employees remain
competitive in evolving business environments.
Training and placement process at Wipro:
● ThetrainingandplacementprocessatWiproisawell-structuredjourneydesignedto
identify, recruit, and develop talent for various roles within the organization. For fresh
graduates, the process usually begins through campus recruitmentdrivesoroff-campus
hiring initiatives. Wipro sets specificeligibilitycriteria,typicallyrequiringaminimum
of60%marksthroughout10th,12th,andgraduationwithnoactivebacklogs.Candidates
pursuingdegreessuchasB.E.,B.Tech,MCA,orMBAarecommonlyeligible,depending
on the role applied for. Alimitedgapineducation(usuallynotmorethan2–3years)is
also permitted.
● OnceeligiblecandidatesapplythroughtheircollegeplacementcellordirectlyonWipro's
career portal, they are invitedtoparticipateintheonlineassessmenttest.Thistestisa
keypartoftheselectionprocessandgenerallyincludessectionsonquantitativeaptitude,
logical reasoning, verbal ability, and sometimes an essay writing section to assess
communication skills.
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● Candidateswhocleartheonlinetestmoveforwardtothetechnicalinterviewstage.This
round is designed to evaluate the candidate’s knowledge of core subjects, academic
projects, programming skills, and problem-solving abilities. Questions may be asked
from data structures, algorithms, object-oriented programming, database management
systems,andsoftwareengineeringconcepts.Insomecases,candidatesmayalsobeasked
to write code or solve technical problems on a whiteboard.
● Following the technical interview, the shortlisted candidates attend the HR interview,
which focuses more on personality, attitude, communicationskills,andculturalfit.The
HR interviewer may ask questions about the candidate’s background, strengths and
weaknesses, career aspirations, and willingness to relocate or work in shifts. In some
cases, salary expectations and joining dates are also discussed at this stage.
● Successfulcandidatesarethenissuedanofferletter,whichoutlinestheirjobrole,salary
structure,andjoiningdetails.Beforeofficiallyjoiningtheirrespectiveteamsorprojects,
freshersundergoacomprehensivetrainingprogramconductedbyWipro.Thistraining,
often referred to as Wipro TalentNext or part of WILP (Work Integrated Learning
Program)forcertainroles,isdesignedtobridgethegapbetweenacademiclearningand
industryrequirements.Thetrainingtypicallycoverssoftskills,technicalmodules(based
on their domain), tools used in projects, and coding practices. The duration can range
from 3 to 6 months, depending on the program.
Training Process at Wipro
.1 Objectives of Training
● Enhance employee skill sets.
● Prepare fresh recruits for project assignments.
● Align employees with organizational goals and values.
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.2 Types of Training
● Induction Training:
○ Mandatory for all new employees.
○ Covers company policies, code of conduct, ethics, and work culture.
● Technical Training:
○ Domain-specific (e.g., software engineering, cybersecurity).
○ U
se of platforms like Wipro’s “TalentNext” and “SIM” (School for IT
Infrastructure Management).
● Soft Skills Training:
○ Communication, leadership, teamwork, client management.
● On-the-Job Training (OJT):
○ Real-time projects under supervision to gain hands-on experience.
.3 Training Methods
● Classroom sessions.
● E-learning modules.
● Simulated environments (labs).
● Mentorship and coaching.
2.4 Evaluation of Training Effectiveness
● Feedback forms.
● Online assessments.
● Performance tracking post-training.
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Performance Appraisal
Performanceappraisalisaformalprocesstoevaluateemployeecontributions,achievements,and
areas for improvement against predefined objectives. It typically occurs annually or
semi-annually and involves self-assessments, manager evaluations, and 360-degree feedback
from peers and subordinates. Methods include rating scales, goal-based evaluations, or
competencyframeworks.Appraisalsprovideconstructivefeedback,recognizeaccomplishments,
and identify training needs. They also inform decisions on promotions, salaryincrements,and
succession planning. Transparent and fair appraisals enhance motivation, accountability, and
alignment with organizational goals, while addressing underperformance constructively.
Performance appraisal at Wipro company
Performanceappraisalisamethodbywhichthejobperformanceofanemployeeisevaluatedin
termsofquality,quantity,costandtime.Performanceappraisalsareregularreviewsofemployee
performance within organizations .
Aims of a performance appraisal:
● Give feedback on performance to employees.
● Identify employee training needs.
● Document criteria used to allocate organizational rewards.
● Form a basis for personneldecisions:salaryincreases,promotions,disciplinaryactions,
etc.
● Provide the opportunity for organizational diagnosis and development.
● Facilitate administrator. communication between employee and
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● Validate selection techniques and human resource policies to meet federal Equal
Employment Opportunity requirements.
● Wipro's solution aims atstrategicvaluedeliveryintheleastpossibletimeincorporating
rich functional features, aided by smooth workflow, notification, authorization, etc.
● Align employee objectives to the business goals. Enable strategic Performance
Management through Management by Objectives (MBO)
● Measure and Assess employee performance periodically and provide feedback and
support to achieve quantitative, qualitative and process targets
● Evaluate and track Hi-Performance and achievers based on Competency driven practices
● Enable online Reward and Recognition.
Wipro, a leadingIndianITservicescompany,primarilyusesthe360-degreefeedbackmethod
for its performance appraisal system, supplemented by other methods like rating scales and
quarterlyappraisals.Belowisanoverviewofthemethodsused,theirimplementation,andthe
reasons for their adoption based on available information.
Performance Appraisal Methods Used by Wipro:
1. 360-Degree Feedback Method:
○ Description: This method involves collecting performancefeedback from
multiple sources, including peers, managers, subordinates, and clients, to provide
a comprehensive evaluation of an employee’s performance. It assesses various
competencies such as technical skills, teamwork, leadership, and client
satisfaction.
○ Implementation at Wipro: Wipro was an early adopterof the 360-degree
appraisal in the Indian IT industry. Employees, including project managers, are
evaluated based on feedback from clients and cross-functional teams. This
feedback is used to assess individual contributions, identify strengths, and
pinpoint areas for improvement. The process is facilitated by Wipro’s HR
department, which ensures feedback is collected systematically and confidentially.
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○ Appraisal Ratings: Wipro uses specific rating bands to categorize performance,
such as:
■ G2 P2: MC(Met Customer Expectations)
■ G3 P3: HVC(Highly Valued Contribution)
■ G4 P4: EC(Excellent Contribution)
■ G5 P5: OSC(Outstanding Contribution) Most employeesreceive HVC,
with only a few achieving EC or OSC.
○ Frequency: While traditionally annual, Wipro has shiftedtoward more frequent
feedback, withquarterly appraisalsto provide ongoingperformance insights.
This aligns with industry trends moving away from the traditional bell curve
model to continuous feedback systems.
2. Rating Scales:
○ Description: Employees are rated on predefined criteria(e.g., efficiency, client
satisfaction, project delivery) using a numerical or descriptive scale. This method
quantifies performance for easy comparison and decision-making.
○ Implementation at Wipro: Rating scales are integratedinto the 360-degree
feedback process to assign performance scores. These ratings influence salary
increments, promotions, and retention decisions. The HR department, along with
assistant vice presidents (AVPs) and supervisors, evaluates employees based on
overall proficiency and client feedback.
3. Quarterly Feedback and Continuous Evaluation:
○ Description: Instead of relying solely on annual reviews, Wipro has adopted a
system ofquarterly appraisalsto provide regularfeedback. This involves
assessing performance over each quarter and culminating in an annual review that
determines hikes and promotions.
○ Implementation at Wipro: Wipro’s quarterly feedbacksystem ensures
employees receive timely input on their performance, allowing them to address
shortcomings promptly. The annual appraisal, conducted between April and June,
finalizes merit salary increases based on quarterly ratings. This approach
enhances transparency and aligns employee performance with business
objectives.
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4. Other Methods (Supplementary):
○ Ranking Method: Occasionally used to rank employeesbased on overall
performance, though less emphasized compared to 360-degree feedback.
○ Behaviorally Anchored Rating Scales (BARS): Used toassess specific
behaviors and competencies, particularly for client-facing roles, but requires
expert knowledge and is less prevalent.
○ Human Resource Accounting: This method evaluates employees based on their
cost (e.g., recruitment, training) versus their contribution (e.g., value added to
projects). It is used selectively to assess the financial impact of employee
performance.
Reasons for Using These Methods:
1. Comprehensive Evaluation:
○ The360-degree feedback methodprovides a holisticview of an employee’s
performance by incorporating diverse perspectives. This is particularly valuable in
Wipro’s client-driven IT services model, where client feedback is critical for
assessing project success and employee effectiveness. It ensures that evaluations
are not solely dependent on a manager’s perspective, reducing bias and improving
fairness.
2. Alignment with Business Objectives:
○ Wipro’s appraisal methods are designed to align employee performance with the
company’s strategic goals, such as client satisfaction, project delivery, and
innovation. The use of client feedback in the 360-degree system ensures that
employees contributing to key business outcomes are recognized. Quarterly
appraisals further reinforce this alignment by providing regular checkpoints to
monitor progress.
3. Employee Development and Motivation:
○ The 360-degree feedback and quarterly appraisals facilitate continuous learning
by identifying training needs and areas for improvement. Employees have access
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to their previous performance reports, enabling them to work on weaknesses. This
transparency fosters motivation and supports career development, as employees
can see a clear link between performance and rewards like promotions or
increments.
4. Retention and Attrition Management:
○ Wipro’s appraisal system is structured to retain high-performing employees by
rewarding them with career advancement opportunities and salary hikes. The
360-degree method helps identify high-potential employees (e.g., those with
“dynamism” and “learnability”) for leadership roles. Conversely, the system also
identifies underperformers, enabling Wipro to address performance issues or
initiate separations, as seen in cases where employees rated “More Contribution
Expected” (MCE) faced job loss after a single poor rating.
5. Industry Trends and Competitiveness:
○ Wipro’s shift to quarterly feedback and away from the bell curve model reflects
industry trends adopted by peers like Infosys, Accenture, and TCS. The bell curve
was criticized for fostering competition over collaboration and stifling innovation.
By adopting continuous feedback, Wipro aims to create a more dynamic and
responsive appraisal system that supports teamwork and agility in a fast-paced IT
environment.
6. Client-Centric Focus:
○ In the IT services industry, client satisfaction is paramount. The heavy reliance on
client feedback in Wipro’s 360-degree appraisals ensures that employees are
evaluated based on their impact on client relationships and project outcomes. This
is particularly relevant for client-facing roles, where qualitative and quantitative
feedback from clients directly influences performance ratings.
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Compensation Practices:
Compensationpracticesencompassthedesignandadministrationofpaystructures,benefits,and
incentives to attract, retain, and motivate employees. Direct compensation includes salaries,
bonuses, and commissions, while indirect compensation covers health insurance, retirement
plans, and wellness programs. Practices are guided by market benchmarking, job evaluations,
andpayequityprinciplestoensurecompetitivenessandfairness.Performance-basedincentives,
stock options, or profit-sharing schemes align employee efforts with organizational success.
Compliance with minimum wage laws and regulations is critical. Effective compensation
practices enhance employee satisfaction, reduce turnover, and reinforce a performance-driven
culture.
Compensation Practices at Wipro:
Wipro’s compensation practices are designed to attract, retain, and motivate employees while
ensuring competitiveness in the IT industry and compliance with legal standards. Below is a
detailed overview of Wipro’s compensation practices, based on available information and
employee feedback:
1. Compensation Structure
Wipro’s compensation package includes both direct and indirect components:
● Direct Compensation:
○ Base Salary: Salaries vary significantly based onrole, experience, and location.
For instance:
■ Freshers in India typically earn between ₹3.5 LPA to ₹6.5 LPA, though
there have been instances where initial offers were reduced (e.g., from
₹6.5 LPA to ₹3.5 LPA for freshers awaiting onboarding).
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■ Mid-level roles, such as Software Engineers or Technical Leads, may earn
between ₹10 LPA to ₹22 LPA, depending on experience and band (e.g.,
B3 band Technical Lead).
■ Senior roles, like General Manager HR, can earn between ₹72 LPA to ₹80
LPA, with top 1% of employees earning over ₹34 LPA.
■ The average salary across roles in India is approximately ₹8.34 LPA in
2025.
○ Bonuses: Bonuses are limited and not consistentlyoffered. Some employees
report no bonuses or minimal performance-based incentives, with quarterly
bonuses occasionally amended to be less beneficial.
○ Stock Options: The Wipro Employee Stock Option Plan (WESOP) allows
employees to share in the company’s success, though participation may be limited
to higher bands or specific roles.
● Indirect Compensation:
○ Insurance: Wipro provides medical, dental, vision,life, and disability insurance,
which are standard across the industry.
○ Retirement Benefits: Includes provident fund contributionsand gratuity as per
Indian labor laws. Some employees note limited 401k matching for U.S.-based
roles.
○ Loans: Interest-free loans are offered for housingdeposits, two-wheeler
purchases, or contingencies (e.g., marriage, illness, or family emergencies), with
amounts up to ₹25,000.
○ Wellness Programs: Includes gym memberships, EmployeeAssistance Programs
(EAPs), and stress management workshops.
○ Emerging Benefits: Limited offerings like pet insurance, legal plans, or wellness
rewards, though not as extensive as some competitors.
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2. Salary Benchmarking and Pay Equity
● Wipro conducts market benchmarking to align salaries with industry standards, but
employee reviews suggest salaries are often lower than competitors like Accenture,
Infosys, or TCS. The average annual increment is reported at 6-7%, which is considered
low compared to other MNCs.
● Pay equity is a stated goal, but reviews highlight concerns about gender pay gaps and
disparities based on role or location.
● Salaries are influenced by factors such as:
○ Role and Band: Higher bands (e.g., C1, C2) and leadershiproles command
significantly higher pay.
○ Experience: Employees with 5+ years of experienceor niche skills (e.g., cloud,
AI) can negotiate better packages.
○ Location: Salaries in metro cities like Bengaluru or Hyderabad are higher, but
cost-of-living adjustments are minimal. Onsite roles (e.g., UK, US) offer better
pay but may require relocation.
3. Performance-Based Compensation
● Wipro’s performance appraisals influence salary increments and bonuses. However,
employees frequently cite:
○ Low increment rates (often below industry standards).
○ Delays in promotions, with some roles requiring 2+ years for advancement.
○ Bureaucratic processes for securing raises, requiring significant effort to showcase
contributions.
● Variable pay exists but is minimal, and some employees report no bonuses, especially in
lower bands or during bench periods.
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4. Challenges and Criticisms
● Low Pay Perception: Employees often describe Wipro’s salaries as “peanuts” compared
to industry peers, with limited growth in annual hikes.
● Bench Policy Impact: Employees on bench (unassigned to projects) face salary cuts after
45 days, with Loss of Pay (LOP) enforced for up to 90 days. This practice has drawn
significant criticism for financial instability.
● Negotiation Constraints: Freshers and mid-level employees report limited room for
salary negotiation, with counter-offers (e.g., 50% hike to retain talent) being rare and
project-dependent.
● Transparency Issues: Some employees note a lack ofclarity in compensation policies,
with sudden changes (e.g., reduced fresher offers) impacting trust.
● High CEO Compensation: The CEO’s reported salary (₹80crore in 2025, a 25% hike
from ₹64 crore) contrasts sharply with employee pay concerns, fueling discontent.
5. Positive Aspects
● Job Security: Wipro is perceived as offering stableemployment, with a “no termination”
policy under the current CEO, though project availability is critical.
● Benefits Package: The inclusion of loans, insurance,and wellness programs is valued,
particularly for freshers and lower-band employees.
● Global Exposure: Onsite opportunities and diverseprojects enhance earning potential
for select employees.
● Employee-Friendly Initiatives: Wipro’s focus on diversity,inclusion, and well-being
(e.g., EAPs, flexible work options) complements its compensation strategy.
6. Compliance and Governance
● Wipro’s compensation practices align with Indian labor laws (e.g., minimum wage,
provident fund) and global standards for onsite roles. The company emphasizes ethical
governance, with policies to prevent fraud or mismanagement in compensation processes.
● The Ombuds Process allows employees to raise concerns about pay disputes or unethical
practices, ensuring transparency.
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7. Employee Sentiment
● Employee reviews on platforms like Glassdoor and Indeed rate Wipro’s compensation
and benefits at 3.2-3.3 out of 5, reflecting mixed sentiment.
● Positive feedback highlights job security and benefits for freshers, while criticisms focus
on low increments, bench-related pay cuts, and bureaucratic appraisal processes.
● Posts on X reflect frustration with reduced fresher salaries and high CEO pay, indicating
broader dissatisfaction among some employees.
Conclusion
Wipro’s compensation practices aim tobalancecompetitivenesswithcostefficiency,offeringa
mix of salaries, benefits, and incentives. While the company provides job security and decent
benefits, challenges like low increments, bench-related pay cuts, and perceived paydisparities
compared to competitors remain significant concerns. Employees are encouraged to negotiate
based on skills and market rates, but systemic constraints maylimitoutcomes,particularlyfor
freshers and mid-level roles. For detailedsalaryinsights,employeescanrefertoplatformslike
AmbitionBoxorGlassdoor,andforspecificqueries,Wipro’sHRpoliciesareaccessibleviatheir
internal portal or Ombuds Process.
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Leave Policies
Leavepoliciesdefinetheframeworkforemployeetime-off,balancingpersonalwell-beingwith
organizational needs.Commonleavetypesincludeannualleave,sickleave,maternity/paternity
leave, bereavement leave, and public holidays. Policies specify eligibility, accrual rates,
application procedures, and approval processes. Some organizations offer flexible options like
unpaid leave, sabbaticals, orwork-from-homearrangements.Compliancewithlaborlaws,such
astheFamilyandMedicalLeaveAct(FMLA)intheU.S.,isessential.Clearandequitableleave
policies promote work-life balance, reduce burnout, and enhance employee morale, while
ensuring operational continuity through proper planning.
Wipro Leave Policies
Wipro’s leavepoliciesarestructuredtosupportemployeewell-being,ensurework-lifebalance,
and comply with applicable labor laws, particularly in India, where the company is
headquartered.Thesepoliciesaredesignedtocatertodiverseemployeeneedswhilemaintaining
operationalefficiency.BelowisadetailedoverviewofWipro’sleavepoliciesbasedonavailable
information and employee feedback:
1. Annual Leave (Earned/Privilege Leave)
● Entitlement: Employees typically receive 20–22 days of paid annual leave per year,
accrued at a rate of approximately 1.75 days per month.
● Usage: Annual leaves require manager approval, especially for durations exceeding one
day. Approval depends on project demands and manager discretion.
● Flexibility: Employees can buy additional leave or sell unused leave, providing flexibility
in managing time off.
28
● Carryover and Restrictions: Leaves generally cannot be carried forward beyond March 31
of the following year. In some cases, taking more than 2–3 paid leaves per month may be
restricted, and applications must be submitted at least 15 days in advance.
● Work-from-Office (WFO) Policy Impact: Since September 2024, Wipro mandates a
minimum of three days of office attendance per week for certain projects. Failure to
comply results in a deduction of one leave day for each missed office day, affecting leave
balances.
2. Sick Leave
● Entitlement: Employees are granted 5 paid sick leaves annually, which do not typically
require manager approval for short durations (1–2 days).
● Extended Sick Leave: If sick leave exceeds 5 days, a medical certificate is required, or
salary deductions may apply. For new employees, only 2 sick leaves can be taken at a
time without a doctor’s certificate.
● Purpose: Sick leaves cover personal illness or accidents, with provisions to prevent
misuse through documentation requirements.
3. Casual Leave
● Entitlement: Casual leaves are included within the 20–22 days of annual leave and are
available to new employees for personal matters.
● Usage: These leaves are subject to manager approval and are intended for short-term
personal needs, such as family events or emergencies.
4. Maternity and Paternity Leave
● Maternity Leave: Wipro offers 26 weeks (approximately 6 months) of paid maternity
leave for women who have worked at least 80 days in the 12 months preceding the
expected delivery date, in compliance with the Maternity Benefit Act of 1961. An
additional 8 weeks of unpaid maternity leave may be available.
29
● Paternity Leave: Paternity leave ranges from 2 days to 4 weeks, depending on the
employer’s discretion, and must be availed within a specific period (e.g., within 8 weeks
of the child’s birth).
● Employee Feedback: Employees generally view these policies positively, though
satisfaction varies based on project demands and manager support.
5. Adoption Leave
● Entitlement: Wipro provides adoption leave to support employees adopting children,
aiding in retention and work-life balance. Specific details on duration are not widely
publicized but are part of the company’s progressive benefits.
● Purpose: This leave facilitates bonding and adjustment periods for employees welcoming
adopted children.
6. Bereavement/Compassionate Leave
● Entitlement: Bereavement leave, also termed compassionate leave, is offered for 2–20
days, depending on the circumstances, such as the death of a close family member or to
care for a sick relative. This is not mandated by Indian law but is provided as a
progressive benefit.
● Purpose: Allows employees to grieve, attend funeral services, or manage personal matters
related to family emergencies.
7. Other Leave Types
● Family Medical Leave: Available for employees to care for family members with serious
health conditions, aligned with policies like the U.S. Family and Medical Leave Act
(FMLA) for U.S.-based employees.
● Military Leave, Sabbaticals, and Jury Duty: Wipro manages a broad range of leave
categories, including military leave, sabbaticals, and jury duty, each governed by specific
corporate policies and compliance with local laws.
● COVID-Recovery Leave: During the pandemic, Wipro introduced specific leaves for
COVID recovery, reflecting adaptability to global health crises.
30
● Paid Volunteer Time: Employees may receive paid time off for volunteering, supporting
Wipro’s commitment to social responsibility.
8. Leave of Absence (LOA) Management
● Unified Experience: Wipro leverages technology, such as the ServiceNow platform, to
streamline LOA processes, ensuring a consistent and personalized experience across all
leave types. This includes automation, location-based personalization, and compliance
with international, federal, and state regulations.
● Employee Experience: The LOA process is designed to be intuitive, accessible remotely,
and supportive, reducing frustration and enhancing retention. However, some employees
report challenges with complex workflows or inconsistent application.
31
References for WiproHR Practices Information
The information provided on Wipro’s HR practices, including HR policies, core values,
recruitment,selectionpractices,traininganddevelopment,performanceappraisal,compensation
practices, and leave policies, is compiled from a combination of publicly available sources,
employee reviews, and industry insights. Below is a comprehensive list of references used to
ensure accuracy and relevance as of May 03, 2025. These sources include web-based
information, employee feedback platforms, and posts on X, adhering to the instruction to use
real-time information when needed.
1. Wipro Official Website
○ URL:https://www.wipro.com
○ Description: Wipro’s official site provides insights into its mission, vision, and
core values (e.g., integrity, respect, and innovation), as well as overviews of HR
policies and organizational culture. Used for core values and general HR policy
framework.
2. Wipro Annual Report (2024-2025)
○ URL:https://www.wipro.com/investors/annual-reports
○ Description: The annual report details Wipro’s commitment to employee
engagement, diversity, and inclusion, which informs HR policies and core values.
Specific sections on human capital and governance were referenced.
○
3. LinkedIn – Wipro Company Profile
URL: https://www.linkedin.com/company/wipro
○ Description: Wipro’s LinkedIn page highlights its employer brand, core values,
and HR initiatives, such as diversity programs and employee well-being, used to
validate core values and HR practices.
32
4. Wipro Careers Portal
○ URL:https://careers.wipro.com
○ Description: The official careers portal outlines Wipro’s recruitment process,
including job postings, application procedures, and selection methods (e.g.,
aptitude tests, interviews). Used for recruitment and selection practices.
5. AmbitionBox – Wipro Recruitment Reviews
○ URL:https://www.ambitionbox.com/reviews/wipro-reviews
○ Description: Employee reviews on AmbitionBox provide insights into Wipro’s
recruitment process, including campus hiring, lateral recruitment, and selection
criteria. Used to corroborate recruitment and selection details.
6. Glassdoor – Wipro Hiring Process
○ URL:https://www.glassdoor.co.in/Reviews/Wipro-Reviews
○ Description: Glassdoor reviews detail employee experiences with Wipro’s hiring
process, including interview stages and assessment methods. Used for selection
practices and employee sentiment.
7. Wipro Learning and Development Page
○ URL:https://www.wipro.com/en-IN/careers/learning-and-development
○ Description: Wipro’s official page on learning and development outlines training
programs, onboarding, and career development initiatives, such as leadership
programs and e-learning platforms.
33
Key Learnings from Wipro HR Practices
● HR Policies:
○ Structured guidelines ensure compliance with labor laws and promote fairness.
○ Documented in employee handbook, covering conduct, safety, and diversity.
○ Regularly updated to align with organizational goals and legal standards.
● Core Values:
○ Integrity, respect, and innovation guide employee behavior and culture.
○ Embedded in recruitment, training, and performance evaluations.
○ Foster trust, engagement, and a unified organizational identity.
● Recruitment:
○ Strategic process using job boards, social media, and campus hiring.
○ Focus on diverse talent acquisition and employer branding.
○ Includes aptitude tests, interviews, and background checks for selection.
● Selection Practices:
○ Multi-stage evaluation with resume screening, interviews, and assessments.
○ Emphasis on technical skills, soft skills, and cultural fit.
○ Uses applicant tracking systems for efficiency and inclusivity.
● Training and Development:
○ Programs include onboarding, technical training, and leadership development.
○ E-learning platforms and mentoring support continuous learning.
○ Aims to bridge skill gaps and prepare employees for future roles.
34
● Performance Appraisal:
○ Annual/semi-annual evaluations using self-assessments and 360-degree feedback.
○ Informs promotions, increments, and training needs.
○ Challenges include low increments and bureaucratic processes.
● Compensation Practices:
○ Includes base salary (₹3.5–80 LPA), bonuses, and benefits like insurance.
○ Market benchmarking ensures competitiveness, but increments average 6-7%.
○ Bench policy and low bonuses are key employee concerns.
● Leave Policies:
○ Offers 20–22 annual leaves, 5 sick leaves, 26 weeks maternity leave, and 2–4
weeks paternity leave.
○ Work-from-office policy (2024) links attendance to leave deductions.
○ Streamlined via ServiceNow for LOA management, with compliance to laws.
35
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