Example Answers for Tasks on Human Resource and Performance Management Essay Example

as follows:

A comprehension transition might be included for the campaigners to read. In terms of aptitude, this section contains 15 inquiries that cover subjects like Time & Work, Time & Distance, Puzzles, Calendars, Ratio proportions, Ages, Pipes, etc. On the other hand, the technical section is crucial and consists of 20 questions designed to assess the applicant's knowledge in C, C++, Java, Linux, UNIX, DBMS, SQL, Programming basics, Hardware, Software Engineering, Micro-Processors, etc. These questions will primarily be based on the technical aspects studied as part of the university curriculum.

Round 2: Technical Interview

The second phase of the recruitment process is the most important elimination phase. In this phase, candidates must demonstrate knowledge in basic technical skills to be cleared for further consideration. Therefore, candidates are advised to prepare in their academic subjects before attending this round.

Round 3: HR interview

This is considered the most challenging part of the recruitment process. Even the most competent candidates find this round to be a real test. Common questions asked in this round include discussing oneself, explaining why the company should hire the candidate, and why the candidate wants to join Wipro.

The emotional intelligence of the candidate is evaluated in this round to determine if they can handle the pressures of the job. Other skills being assessed include communication and vocabulary.

Round 4: Placement

After being selected, the candidate will be given an employee code by the HR director and a form to complete, officially transitioning them from candidate to employee. Approximately 40% of Wipro's employees are hired directly from campus recruitments.

Another way to enroll is through the NSR (National Skill Registry).

Wipro training model

The provided

illustration depicts the Wipro training model, which consists of seven consecutive phases. These phases include:

• Identify training requirements
• Specify the learning goals and objectives
• Conceive the training plan
• Develop training content
• Reviews by stakeholders
• Pilot training content
• Rollout training content

This model aids in identifying the specific training needs of candidates and offering them the most suitable training. The company is also involved in development initiatives. The company's Leadership Quality Survey, initiated in 1992, has greatly contributed to nurturing Wipro's finest business leaders.

Wipro has developed 8 qualities that effective leadership should possess, in line with their vision, values, and business strategy. To enhance the skills and knowledge of their leaders, the company has introduced a feedback system called 360 degree feedback. This process entails gathering input from relevant individuals and using it to formulate a Personal Development Plan (PDP). The PDP is created using a seven-step approach known as "Wings of Change," which assists individuals in recognizing their strengths and weaknesses while devising actionable strategies for self-improvement.

The Leadership Development Framework is crucial in strengthening the leadership abilities of Wipro employees. This framework aids in recognizing the key domains that leaders at Wipro need to have. Additionally, Wipro has devised a Life Cycle Stage Development Plan to delineate the precise job profiles and competencies needed for each position.

The success of each occupation function is determined by the required competencies. The LSDP includes different plans, such as:

• Entry-level plan (ELP) - This plan is specifically designed for entry-level employees, aiming to enhance their managerial skills. The target group for this plan includes campus recruits and candidates who joined through lateral entries.
• New Leaders' Program (NLP) - The second level of the LSDP, this plan is
  

higher than the Entry-level plan and focuses on potential candidates who are likely to become future leaders of the company.

The Strategic Leaders' Program (SLP) is the company's highest degree plan designed for current leaders or top management employees. The program focuses on key areas such as Vision, Values, Strategy, Global Thinking, and Customer Focus. Wipro collaborates with various leading management institutions in and outside India to conduct this program for its leaders.

Additionally, the company offers a unique program called Custom Content Development (CCD) that provides innovative and cost-effective learning content solutions.

This service aims to meet client needs and provide them with a strategic advantage. Wipro's CCD Service goes through a comprehensive development cycle to ensure that clients receive high-quality solutions on time.

The Custom Content Development Service includes:

• Application Training
• Process Training
• Compliance and Regulatory Training
• Product Training
• Rapid Training Solutions.

Human Resource Planning

Wipro is a pioneer in implementing strategic HR and IT services globally. This includes the People Capability Maturity Model (PCMM) Level 5, SEI Capability Maturity Model (CMM) Level 5, and version 1.1 of CMM. The company uses industry-leading practices in HR, knowledge management, and OD to equip employees with the necessary skills for a dynamic business environment.

Capability Maturity Model (CMM)

The expertise in Six-Sigma methodologies is applied to improve existing processes in organizations, ensuring decisions are based on metrics and measurements.

The main idea behind Six Sigma is that by determining the number of "defects" in a process, one can systematically reduce them and approach zero defects. This involves using numerical methods to analyze data from business operations and translate them into specifications for products or services being developed or manufactured. Therefore, it can be seen as both a business strategy and a philosophy of working smarter rather than harder. Wipro, as the first company in India to adopt the Six Sigma methodology, currently has the most advanced programs in the country.

This ensures that 91% of the plants are completed on schedule, surpassing the industry average of 55%. With over 10 years of experience in this field, the company has made significant efforts to improve the process. Additionally, the company has achieved success with the Six Sigma ladder, aiding in the completion of over 1000 projects. One notable aspect of this program is its ability to impact various areas, including project management, market development, and resource utilization.

It is clear that employee recruitment is a priority for Wipro.

Despite this, the HR maps have a specific flow that is the

main reason why the company is unable to be among the top 10 employers in India. Therefore, it is the responsibility of the HR department to bring about a change in the processes so that better employees are hired and retained.

Undertaking 2: Introduction

Performance management is an important function of any company's HR department. According to the Oxford English dictionary, performance can be defined as "achievement, execution, carrying out, and working out of anything ordered or undertaken". It can also be seen as how people achieve their goals rather than just what they achieve (Armstrong and Baron, 2005). Due to its multidimensional nature, performance cannot be measured based on a single factor.

A commonly held belief about public presentation is that it involves both the desired outcomes and the steps taken to reach those objectives.

Performance management at Wipro

The definition of performance management can be challenging, primarily because there is limited comprehension regarding measuring performance. Nonetheless, Armstrong (2000) offered a more concise explanation of this concept.

The text describes Wipro's approach to public presentation direction, which they define as a strategic and integrated process that improves the performance of individuals and teams in order to deliver sustained success to organizations. Wipro has developed its own Performance Management Solution, which is based on internationally recognized HR practices and helps organizations update and restructure their performance evaluation processes. The accompanying image illustrates the performance management solution used by Wipro.

This solution has multiple benefits for companies. It not only helps them in choosing the most appropriate performance management technique for their specific needs, but also reduces the time required to complete the Performance Management cycle. What sets Wipro's solution apart is that

it achieves all this while still allowing other HR sub-functions, such as Work Planning Conference, objective setting, interim reviews, feedback, overall evaluation, and recording and documentation, to function smoothly. Once the HR department conducts a review of the organization, the HR manager's assistant will update and record the score achieved by each employee in the company's database.

Importance of Performance Assessment in Wipro

Performance assessment holds significant importance in Wipro as the success of the company relies heavily on its employees' performance.

The importance of Performance Appraisal (PA) in Wipro can be better understood by first understanding its purpose. PA aims to help employees differentiate between their actual performance and the expected performance. However, this perspective is one-sided as it only benefits the rater. To ensure a more balanced view, both the evaluator and appraiser should benefit from the process. In contrast, Performance Management (PM) utilizes interconnected strategies and techniques to enhance the performance of individuals, teams, and organizations. A suitable performance management approach is vital for achieving organizational goals.

Therefore, it is crucial for Wipro to guarantee that the adopted performance management system can meet the organization and stakeholders' needs (Humphreys, 2008). As a result, public performance assessment is considered the main component or tool of performance management in Wipro. Consequently, performance management becomes a critical factor in promoting corporate governance (Bach; A; Sisson, 2000). Given its significant relevance in today's business landscape, performance management holds immense importance in Wipro.

Performance management is an essential component of the corporate governance model. It enables the company's management or boards to oversee and respond to the company's performance in relation to its goals, mission, and expected outcomes.

There are three areas where

performance management can benefit the company:

• Enhancing individual productivity
• Identifying training needs
• Allocating appropriate rewards

An effective performance management method should include a framework that encompasses both corporate and individual performance planning. Therefore, it is crucial for the HR department to ensure that this framework includes clear communication of performance objectives to employees.

The text emphasizes the importance of communicating job-related tasks, outcomes, behaviors, and values. The HR department plays a crucial role in ensuring that performance objectives align with business goals. Periodic assessments are conducted for individuals or teams to evaluate their performance against set objectives. Employees receive feedback based on these assessments. Appropriate recognition or rewards are given to acknowledge employees' performance and any improvement in their compensation. Both team and individual development are promoted to enhance skills and abilities. In case of poor performance, employees receive proper guidance to redirect them. It is important to establish a connection between capability development and corporate/business planning. This includes not only implementing plans but also having a feedback system that allows for upward communication. The ability to evaluate individual, team, and organizational contributions towards achieving objectives is also essential. Performance management systems can be used for various purposes such as auditing, evaluation, training, and succession planning (Randell, 1994).By implementing an effective system, both employees and teams can better comprehend their objectives and business goals. This system also allows them to assess their progress towards achieving corporate objectives effectively.

The attack mentioned assists parties in clearly stating their performance expectations, which is crucial for their job. When people, processes, and performance align with business goals, it leads to the improvement of both individual and organizational abilities, resulting in better performance. The performance

assessment process communicates the expected work standards, as well as the values and behaviors associated with a specific job, to the relevant individuals. As a result, performance management leads to improved performance that is more closely aligned with organizational objectives. Performance evaluation and feedback help employees understand their performance level and identify ways to enhance it. Consequently, research shows that some scholars emphasize achieving business goals as the primary motivation for implementing a performance management system, while others see it as a means of enhancing individual performance.

In an organization like Wipro, it is recommended to follow a system that satisfies both organizational and individual needs.

360 degree feedback

This technique of performance evaluation is widely accepted and used by many companies. It allows for the collection of both qualitative and quantitative information about an individual's performance. It takes a more comprehensive approach, where individuals are evaluated based on feedback from colleagues, superiors, subordinates, and others who work closely with them. Additionally, individuals are also required to assess themselves. This assessment method is well-suited to the work environment and job nature at Wipro and can yield positive results.

Uses of Performance Appraisal System in Wipro:

Wipro can benefit greatly from the effective implementation of a performance appraisal system. The system focuses on results rather than mere activities or behaviors, ensuring that individuals must achieve predetermined outcomes in order to receive an assessment or promotion. Additionally, performance management helps align business processes and operations with organizational objectives. Through the chain process in performance management, organizations can ensure that their operations are in line with their goals.

Raising a long-term position for the entire organization is key. An

effective approach to performance management should focus on the outcomes of business processes (Swanson, 1999). Sometimes, there may be errors in the outcome. Performance management will lead to meaningful measurements that can be used in various areas, such as benchmarking and setting standards to compare the company's practices with industry norms.

The text emphasizes the importance of public presentation direction in achieving successful development attempts. It highlights the various aspects involved, such as employee preparation, direction development, and quality plans. Public presentation direction ensures that employees are treated fairly and rewarded based on their actual performance. This allows employees to gain insight into their strengths and weaknesses (Brets et.al. 1992). It also helps them understand their responsibilities and enables them to perform according to their higher-up's expectations (Rees & Porter, 2008).

Decision

So, implementing a public presentation direction system in Wipro can help employees understand the company's goals and the effort needed to reach them. This allows them to assess their current performance and work towards improving it. Ultimately, this contributes to the overall growth of the employee.