A Summer Internship Project Report On
A Summer Internship Project Report On
A Summer Internship Project Report On
Manipal University
Manipal, 576104
________________________________________
A study on
“HR Policies and its Procedures”
At
“WIPRO Infrastructure Engineering,
Bangalore”
By:
Marina Ajitha Joseph
Reg No: 132601122
And
Rozmin Wangde
Reg No: 132601124
Declaration
We would like to thank our project guide Mr. H. Balakrishna and his
entire team for their constant support and guidance and for giving us the
opportunity to learn and complete the project.
We would also like to thank Mrs. E. Geetha from Department of
Commerce, Manipal University for her guidance which helped us to
complete the project from time to time.
Last but not the least; we would like to thank our parents for their
constant support and help.
CHAPTER 1
Introduction:
Human resource management deals with management of people in an
organization, who are assessed and considered to be its resources and
assets. The success or failure of the organization depends on how
effectively and efficiently the human resources of the company are
managed. The organization’s objectives and strategies are achieved, if
the personnel policies and procedures are well connected. It out beats
its competitors, if the climate, managerial behavior and corporate culture
have an impact on the organizational activities. The culture and
organization values have to be reinforced for which continuous efforts on
part human component of the organization is required from top to
bottom.
HR in Present Scenario:
The 1990’s brought a revolutionary change in business. Post-
liberalization has been marked by a shift from command economy to
market driven economy, from sheltered market to competitive market,
from monopoly to competition. The present day managers use a
proactive approach which helps them to foresee events and take
appropriate actions before the events occur.
Responsibilities of HR Department:
• Employment and recruiting
• Training and development
• Compensation
• Benefits
• Employee services
• Employee and community relations
• Personnel records
• Health and safety
• Strategic planning
Objective:
To understand the HR Practices and Policies of “Wipro Infrastructure
Engineering”
Limitations:
The employees where not very comfortable sharing their experiences
with us as we were interns and there was limited time to carry out the
study.
CHAPTER 2
Company Profile of Wipro Infrastructure Engineering:
Wipro Infrastructure Engineering, a division of Wipro Enterprises Limited
a multi-business Corporation, headquartered in Bangalore, started its
business in the year 1995, the year of establishment being 1976. It is a
public limited company, with revenue of US $ 8.3 billion for the year 31st
March 2014. It is the world’s largest independent manufacturer of
hydraulic cylinder.
Having been known for its best engineering designs and advanced
manufacturing capabilities; Wipro has been successfully partnering the
infrastructure and engineering development across the globe.
The company has its manufacturing bases across India, Northern and
Eastern Europe, US, Brazil and China, with a global workforce of more
than 1700 committed and skilled people and 14 state of the art
manufacturing locations, which delivers over 2 million cylinders, 35000
pumps and valves in different geographical locations.
10. Safety and security of workers are given utmost importance here.
Employees and workers are given proper training in handling up of
the machinery. Workers and employees are provided with
helmets, gloves, goggles.
2. Indirect Methods:
- Newspaper advertisements
- Journals
- Magazines
- Special brochures or pamphlets
Indirect method of recruitment is often used for blue-collar jobs and
temporary workers.
3. Third Party Methods:
- Commercial and private employment agencies
- State agencies
- Recruiting firms
Selection:
Selection succeeds recruitment. Selection process refers to securing
relevant information about an applicant, and the process of matching
people with the job. The quality of human force matters to the
organization, therefore it is essential to select quality men for placing
them in right positions to render quality service. Selection of men is a
very critical activity. It is a process of choosing among the candidates,
the most suitable one.
Round 3: HR Interview
Candidates can expect basic HR interview questions like: tell me about
yourself, why I should hire you, why only WIPRO Etc.
The selection process is completed with the interviews. The next step is
issuance of offer letter to the selected candidates and acceptance by
them.
Offer Letter:
An offer letter is given to a candidate once he has cleared all the rounds
of the interview and is selected. The candidate has the option of
accepting or rejecting the offer letter. The letter states the offered salary
package, designation, grade, department working in and number of days
entitled for leave.
Appointment Letter:
An appointment letter is given to the candidate once they accept the
offer letter. Date of Joining is mentioned confirming that the candidate is
an employee of the organization under the terms and conditions agreed.
Once the candidate has accepted the offer letter and has received the
appointment letter, with the date of joining, the next step is to go through
Induction and Training at the organization.
Induction:
This training program is meant to introduce a new employee and make
him comfortable with the new social setting of his work. The new
employee is introduced to his job situation and informed about the rules,
working-conditions, privileges, activities and other particulars relating to
the company.
Most of the information is embodied in a handbook, which is distributed
to all employees before the induction begins.
Training:
Training is a procedure by which the employees gain knowledge and
acquire skills that is required for a specific purpose. It is the activity that
develops the hidden talent of an individual, which is also a benefit for the
organization. The efficiency of the organization also depends on the
training given to the employees.
2. Operative Training:
This advanced training prepares the trainee for accountability of middle
management and so the Operative Professional has available extended
know how and responsibility.
3. On-the-job Training:
Exit Interview:
In HR terms, an exit interview is a questionnaire which has a defined set
of questions, asked by a member from the HR department, to the person
leaving the organization. It is a survey that is conducted with an
employee when he or she leaves the company. The information from
each survey is used to provide feedback on why employees are leaving,
what they liked about their employment and what areas of the company
need improvement.
5S Management:
When translated to English, they all start with the letter "S". It describes
how a work space must be organized for efficient and effective
identification and storing of items used, maintaining the area, and
sustaining the new order.
Seiri (Sort)
Seiso (Shine)
Seiketsu (Standardize)
Shitsuke (Sustain)
2. Confidential Report:
It is a report prepared by the immediate supervisor/boss of the
employee. This contains the personal reviews of the superior
about the employee, hence known as a confidential report.
3. Grading:
This method is used for the shopfloor employees. A group of
employees for appraisal are identified amongst the others and are
then given grades.
4. Check List:
This is another method used to rate the shopfloor employees. In
this method performance is not evaluated, instead a set of
questions regarding behavior, body language, emotions, etc. are
provided with a “yes” or “no” column provided. This is then
submitted to the HR department for further processing.
CHAPTER 5
Conclusion:
Wipro believes that HR and its management are vital to the success of
its organization. The HR processes and systems at Wipro along with the
policies and procedures support the HR strategies to a large extent
which in turn leads to its success.