First day of wipro's jumpstart training was not so bad but also not so good as well. I am still unable to find what are they teaching us and what is the benefit of that . I hope in the later classes the answer to these questions will be cleared. First day was very tiring too... 

EXECUTIVE SUMMARY

Wipro started as a vegetable oil company in 1947 from an old mill founded by Azim Premji's father. When his father died in 1966, Azim, a graduate in Electrical Engineering from Stanford University, took on the leadership of the company at the age 21. He repositioned it and transformed Wipro (Western India Vegetable Products Ltd) into a consumer goods company that produced hydrogenated cooking oils/fat company, laundry soap, wax and tin containers and later set up Wipro Fluid Power to manufacture hydraulic and pneumatic cylinders in 1975. At that time, it was valued at $2 million.

TIMELINE: -

v  1945 - Incorporation as Western India Products Limited

v  1947 - Establishment of an oil mill at Amalner, Maharashtra, India

v  1960 - Manufacture of laundry soap 787 at Amalner

v  1970 - Manufacture of Bakery Shortening Vanaspati at Amalner

v  1975 - Diversification into engineering and manufacture of hydraulic cylinders as

WINTROL (now called Wipro Fluid Power) division in Bangalore.

v  1977 - Name of the Company changed to Wipro Products Limited

v  1980 - Diversification into Information Technology.

v  1988 - Crossed the $10 million mark in annualized revenues.

v  1990 - Incorporation of Wipro-GE medical systems

v  1992 - Going global with global IT services division

v  1993 - Busy to achieve the "TL9000 certification" for industry specific quality standards. Becomes world's first PCMM Level 5 Company. Wipro becomes only Indian company featured in Business Week’s 100 best-performing technology companies.

v  1995 - Established Wipro Academy of Software Excellence

v  2002 - Wipro acquires Spectra mind. (InfoTech 100, November 2002)

v  2003 - Wipro acquires Nerve wire.

v  2004 - Crossed the $1 Billion IDC rates Wipro as the leader among worldwide offshore service providers

v  2005 - Wipro acquires mPower to enter payments space and also acquires European System on Chip (SoC) design firm NewLogic.

v  2006 - Wipro acquires Enabler to enter Niche Retail market

v  2007 - Wipro acquires US's Info crossing for 600mn

v  2009 - Wipro acquires Gallagher Financial Systems to enter mortgage loan

Origination  space.

RECRUITMENT & SELECTION

Recruitment refers to the process of screening, and selecting qualified people for a job at an organization or firm, or for a vacancy in a volunteer-based organization or community group. While generalist managers or administrators can undertake some components of the recruitment process, mid- and large-size organizations and companies often retain professional recruiters or outsource some of the process to recruitment agencies. External recruitment is the process of attracting and selecting employees from outside the organization.

A. Internal Sources:-

·         Promotions and Transfer

·          Job postings

·          Employee Referrals

B. External Sources:-

·         Advertisement

·         Employment Agencies

·         On campus Recruitment

·         Employment exchanges

WIPRO recruitment process:-

There are 3 selection process in WIPRO

1. APTITUDE TEST

2. TECHNICAL INTERVIEW

3. HR INTERVIEW

Round 1: Written test

1. Verbal: This section will have 15 questions related to synonyms, antonyms, Analogies,    SC, Prepositions and reading comprehension.

2. Aptitude: This section will have 15 questions related to aptitude topics like Time & Work, Time & Distance, Blood Relations, Series Completion, Puzzles, Calendars, Clocks, Percentages, Ratio proportions, Ages, Pipes and Cisterns etc.

3. Technical: This section will have 20 questions related to basic technical concepts from C, C++, Java, Linux, UNIX, DBMS, SQL, Programming fundamentals, Hardware, Software Engineering, and Micro Processors etc. Candidates are informed to brush up their technical skills which were covered in their regular academic curriculum.

Round 2: Technical Interview

This is a major elimination round. Candidates should be thorough with their basic technical skills to clear this round. Candidates are here by informed to be prepared with their core subjects.

Round 3: HR Interview

Candidates will be tested in their communication and vocabulary during technical and HR interviews.

Wipro recruit 40% employees from campus recruitment. Another popular source for Wipro’s Recruitment is the Online Placement through NSR (National Skill Registry).

TRAINING & DEVELOPMENT

The term training refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies.

Ø  Training & Development of individuals is a key focus area at Wipro. Our Talent Transformation Division handles this. For those with less than one year of experience a well-structured induction training program is conducted. This will cover all aspects of software development skills that are required.

Ø  As a PCMM Level 5 organization, there is also high focus on Competency

Development. Talent Transformation has a mandate to provide technical &          business skill training based on the departmental and divisional need. All employees are eligible to take training based on the competency gap identified or Project need.

WIPRO TRAINING MODEL

Rapid Learning:-

At Wipro, we know how critical time is for fulfilling training needs and hence we have developed competency in the area of Rapid Learning. An emerging form of content development, Rapid Learning helps to develop content in a short span of time using various tools; the content delivery can be both synchronous as well as asynchronous.

Critical Training – when the training requirement is critical and must be addressed

Immediately.

Minor change – when the difference between what is known and what is new is minimal

Short shelf life – when the content in question has a very short shelf life

Frequent updates – when the content needs to be update frequently.

Process Training:-

Large enterprises keep updating their processes to improve the efficacies of their systems. Business process training is typically a part of any organization’s overall change management plan. Wipro provides Process Training in several fields including HR, Quality, Operation, Payroll, Recruitment, and more. For a meaningful transition of the process, quality training is extremely critical.

The components of process training are:

1. Analyze         2. Inform          3. Involve          4. Support

EMPLOYEE WELFARE

According to the Oxford dictionary, employee welfare or labour welfare means “the efforts to make life worth living for workmen.” Labour Welfare means anything done for the comfort and improvement, intellectual or social, of the employees over and governmental, which is not a necessity of the industry.

Welfare Activities:-

Education– Wipro has its own institute, where the education is given to the employees’ children absolutely free. The school has classes from JR. kg to class-XII in English medium. Free transportation facility is also provided to them.

Medical – Company’s philosophy is “Nobody should die without fund”. Company believes its responsibility towards health services to provide to the employees go beyond the statutory provision. Being the petrochemical industry and some of their process are considered “Hazardous”.

Housing – Company has its own township at different location in Bangalore. If house is available, the new employees are allotted the house otherwise the company can also hire house. All the maintenance in houses provided  to employees by company is done by the company.

Canteen – The company gives canteen facility under which food is provided to the employees but it is not compulsory for them. They get the allowance in their salary.

Sports - To motivate the employees of the company organizes different sports tournaments i.e. Cricket, Volleyball, Table Tennis, Badminton Etc.

Recreation activities - For the recreation of the employee, company organized gets to gather once in a year with their family. And also arranged short distance picnic. For picnic they get Rs. 100/- and free transportation once in a year.

Club membership - The purpose of the club membership is to meet the other members of the industrial community and interact with them for relation personnel leisure. This facility is provided only to the SMC and above.

Insurance Policy – Wipro provides personal accident insurance policy of Rs 100000 for employees. Premium of the company is half pay by employee and other will pay by Wipro.

BENEFITS GIVEN TO THE EMPLOYEE IN WIPRO

Very few organizations can match Wipro's capability to offer the kind of flexibility and opportunity to pursue multiple careers and unhindered growth, while you continue to work in the same organization.

Wipro Leaders Program

The program is designed to identify the specific actions and attitudes that constitute the Wipro leader's qualities. It examines how each manager rates against these qualities, provide an understanding of how the required skills and competencies can be developed and plan what each individual can do to strengthen his or her leadership qualities.

Recognition

Your hard work and contribution never go unnoticed at Wipro. The size we have grown to and the diversity of people has given rise for a need to introduce awards. At every step of success there is an award awaiting you. The challenges we encounter, motivates us to accomplish greater feats and the comforts of rewards and recognition comes as a package

Long Services Award 

We at Wipro take pride in our long serving colleagues. They are a major force behind our success. We recognize their contribution through a comprehensive reward programme - Schemes include holiday packages with special facilities.

Other Benefits

The governing theme in our organization is the well being of employees. The benefits we offer them are on par with the best available.

Our Compensation package is among the best in the industry and it is aimed at retaining existing talent. The package caters to all positions across Wipro. A reward for each position is based on performance, potential, criticality and market value. We have a comprehensive medical assistance program that covers the whole gamut of medical expenses you and your family incur.

Our reimbursement scheme provides you tax shelter on quasi-official expenses. Your growth in the company will be complemented by your own self-development. Our educational assistance plan offers you all encouragement in pursuing the course of your interest. Our leave policy also includes a sabbatical to pursue higher studies related to your profession.

WIPRO recruitment process:-

There are 3 selection process in WIPRO

1. APTITUDE TEST

2. TECHNICAL INTERVIEW

3. HR INTERVIEW

Round 1: Written test

1. Verbal: This section will have 15 questions related to synonyms, antonyms, Analogies,    SC, Prepositions and reading comprehension.

2. Aptitude: This section will have 15 questions related to aptitude topics like Time & Work, Time & Distance, Blood Relations, Series Completion, Puzzles, Calendars, Clocks, Percentages, Ratio proportions, Ages, Pipes and Cisterns etc.

3. Technical: This section will have 20 questions related to basic technical concepts from C, C++, Java, Linux, UNIX, DBMS, SQL, Programming fundamentals, Hardware, Software Engineering, and Micro Processors etc. Candidates are informed to brush up their technical skills which were covered in their regular academic curriculum.

Round 2: Technical Interview

This is a major elimination round. Candidates should be thorough with their basic technical skills to clear this round. Candidates are here by informed to be prepared with their core subjects. Technical test (Prepare networks, OS, basic computation).

Round 3: HR Interview

Candidates can expect basic HR interview questions like Tell me about yourself, Why should I hire you, Why only WIPRO, What is SIX sigma level.

Candidates will be tested in their communication and vocabulary during technical and HR interviews.

These are the recently asked questions in HR round for wipro.

1. Tell me about yourself

2. What do you know about our company?

3. What will you do in the leisure time?

4. Who is the person whom you are admired of ?

5. What is investment banking?

6. What is the happiest movement in your life?

Wipro recruit 40% employees from campus recruitment. Another popular source for Wipro’s Recruitment is the Online Placement through NSR (National Skill Registry).

TRAINING & DEVELOPMENT

The term training refers to the acquisition of knowledge, skills, and competencies as a result
of the teaching of vocational or practical skills and knowledge that relate to specific useful
competencies.Training & Development of individuals is a key focus area at Wipro. Our Talent
Transformation Division handles this. For those with less than one year of experience a
well-structured induction training program is conducted. This will cover all aspects of
software development skills that are required.
As a PCMM Level 5 organization, there is also high focus on Competency Development. Talent Transformation has a mandate to provide technical & business skill training based on the departmental and divisional need. All employees are eligible to take training based on the competency gap identified or Project need. In addition to class room training one can take e-Learning with out waiting for class room training.Compliance and Regulatory training is an important aspect in today’s regulated environment and is often implemented as part of corporat initiatives. All large companies have mandatory trainings be it in the field of Environment, Health & Safety,
Ethics, Risk-Management, Finance, Law, etc.

Rapid Learning:-

At Wipro, we know how critical time is for fulfilling training needs and hence we have
developed competency in the area of Rapid Learning. An emerging form of content
development, Rapid Learning helps to develop content in a short span of time using
various tools; the content delivery can be both synchronous as well as asynchronous.
Wipro has strategic partnerships with leading technology providers to help you choose
the tool that suits your requirement best. Based on research conducted in this area, Rapid
Content Development can be used for any of the following content areas:
Critical Training – when the training requirement is critical and must be addressed
immediately.
Minor change – when the difference between what is known and what is new is minimal
Short shelf life – when the content in question has a very short shelf life
Frequent updates – when the content needs to be update frequently.

 Process Training :-

Large enterprises keep updating their processes to improve the efficacies of their
systems. Business process training is typically a part of any organization’s overall change
management plan. Wipro provides Process Training in several fields including HR,
Quality, Operation, Payroll, Recruitment, and more. For a meaningful transition of the
process, quality training is extremely critical. Understanding the complexities involved in
rolling out these process trainings, we bring you quick solutions that help deliver
effective training for your organization.
The components of process training are:
1. Analyze
2. Inform
3. Involve
4. Support

Development

Wipro Leaders’ Qualities Survey,which started in 1992, is one of our oldest leadership
development initiatives. It has successfully contributed in our endeavor to nurture top
class business leaders in Wipro. We have 8 Wipro Leadership Qualities, which are based
on Wipro vision, values and business strategy. In order to identify and help leaders
develop these competencies we adopt a 360-degree survey process. This is an end-to-end
program, which starts with the obtaining of feedback from relevant respondents and ends
with each leader drawing up a Personal Development Plan (PDP) based on the feedback
received. The PDP is developed through “Winds of Change” which is a seven-step
program that helps in identifying strengths and improvement areas, and determining the
action steps.

                                               Human Resource Planning (HRP)

Wipro is the first People Capability Maturity Model (PCMM) Level 5, SEI
Capability Maturity Model (CMM) Level 5 and version 1.1 of CMMi certified IT
Services Company globally. Wipro’s people processes are based on the current best practices in human resources, knowledge management and organization development, giving a great focus to match changing business needs with development of employee competencies.


Wipro has expertise in Six-Sigma methodologies, which have been put in use to streamline and enhance existing people processes in organizations, enabling decision making based on metrics and measurements.The central idea behind Six Sigma is that if you can measure how many “defects”
you have in a process, you can systematically figure out how to eliminate them and get as close to “zero defects” as possible.Six Sigma starts with the application of statistical methods for translating information from customers into specifications for products or services being developed or produced. Six Sigma is the business strategy and a philosophy of one working smarter not harder.
Wipro is the first Indian company to adopt Six Sigma. Today, Wipro has one of the most mature Six Sigma programs in the industry ensuring that 91% of the projects are completed on schedule, mush above the industry average of 55%. As the pioneers of Six Sigma in India, Wipro has already put around ten years into process improvement through Six Sigma. Along the way, it has scaled Six Sigma ladder, while helping to roll out over 1000 projects. The Six Sigma program spreads right across verticals and impacts multiple areas such as project management, market development and resource utilization.

Evolution of Six Sigma at Wipro:-
Six Sigma at Wipro simply means a measure of quality that strives for near perfection. It is an umbrella initiative covering all business units and divisions so that it could transform itself in a world class organization. At Wipro, it means:
(i) Have products and services meet global benchmarks
(ii) Ensure robust processes within the organization
(iii) Consistently meet and exceed customer expectations
(iv) Make Quality a culture within.
Process of human resource planning at wipro is done by the top
management executives of HRD. They formulate the different polices in reference to the Human Resource Planning.

Wipro Limited is a global information technology (IT) services company headquartered in Bangalore, India. According to the 2011 revenue, Wipro is the third largest IT services company in India and employs more than 122,385 people worldwide as of March 2011. Wipro is ranked 31 globally in 2011 in the list of IT service providers. It is 9th most valuable brand in India according to an annual survey conducted by Brand Finance and The Economic Times in 2010. It provides outsourced research and development, infrastructure outsourcing, business process outsourcing (BPO) and business consulting services. The company operates in three segments: IT Services, IT Products, Consumer Care and Lighting.
Wipro Technologies, the global technology and consulting services division of Indian conglomerate Wipro Limited.
The company was established in 1980 as subsidiary of Wipro Limited listed on New York Stock Exchange. Wipro was founded in 1945 by M.H.Hasham Premji in Amalner, Maharashtra, producing sunflower Vanaspati Oil and soaps. At that time, the company was called Western India Vegetable Products Limited (later abbreviated down to Wipro, an acronym of Western India Palm Refined Oils). The company logo still contains a sunflower to reflect their original business. Over the years, Wipro diversified into several unrelated businesses on its own and through subsidiaries. These industries included soaps, wax, tin containers for packaging and crushing. Hasham Premji died in 1966, and was succeeded by his son Azim Premji.
During 1970s and 1980s it shifted its focus and began to look into business opportunities in IT and computing industry which was at nascent stages in India at that time. Wipro was the first company which marketed the first indigenous homemade PC from India in 1975. Wipro's entry into the IT business was helped by lack of competition from IBM, which was asked to leave India by the government in 1977, following a dispute over investment and intellectual property. With its name and brand established, in the early 1980s, Wipro began selling through a dealer network and began assembling products made by such well-known companies as Canon, Cisco Systems, Epson, Hewlett-Packard and Sun.
In 1966 Azim Premji, still the majority shareholder as the chairman of the company at the age of 21 and with the passage of time transformed it into one of the largest IT outsourcing services provider of the world.
By 2000, Wipro Technologies emerged as the largest publicly listed software exporter in India and the first software services provider to be assessed at SEI Level 5 in the world.

The company has the following reportable segments:
i) IT Services: IT Services segment provides IT and IT enabled services such as software application development and maintenance, research and development services for hardware and software design, business process outsourcing services etc.
ii) IT Products: IT Products segment sells a range of Wipro personal desktop computers, servers and notebooks.
iii) Consumer Care and lighting: Consumer Care and Lighting segment manufactures, distributes and sells personal care products, baby care products, lighting products, and hydrogenated cooking oils in the Indian and Asian markets.