Wipro HRM Strategic Practices
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Introduction
Wipro Ltd., the flagship company of the Azim H. Premji group, was incorporated in 1945 and started as a soap and vegetable oil manufacturer as Western India Vegetable Products Ltd (NDTV, 2015). During that period, the company had a presence in Madhya Pradesh and Maharashtra. The 1970s and 1980s would be the defining decades for Wipro, moving away from the traditional consumer products business and entering the early days of information technology in a major way. This was a transformative decision for Wipro, which launched the first indigenous developed personal computer in India in 1975 (Soni, 2015).
Wipro has evolved into a leading global IT success story, providing complete technology-driven solutions to organizations that allow them to achieve their business goals with the best possible cost-effectiveness. By leveraging the industry’s strictest quality frameworks and globally ethnically diverse professionals, Wipro can quickly deliver projects, foster innovation, help increase productivity, and ensure quantifiable business value. The Operations of Wipro consist of custom application design, IT consulting, re-engineering and maintenance, application software development, systems integration, business process outsourcing (BPO), infrastructure management, hardware and software engineering, and research and development. Wipro also creates products in IT storage, computing, network security, and enterprise software, such as operating systems and databases (Reuters, 2015).
Human Resource Management (HRM) policies set a degree of standardization for organizations’ success as they normalize functions, improve performance, enhance relationships within the organization, and channel effective workforce planning. HRM philosophies are based on the different and unique contexts of organizations but are developed as strategies that relate to the essence of the organization’s vision and goals while recognizing the aspirations of employees. Well-designed HRM policies can also help organizations remain compliant with employment law, reduce risks, and promote a balance between organizational aspirations and employees’ growth aspirations (Chavan, 2011).
In the case of Wipro, a new HRM policy was implemented that included employee attrition rates as well as customer satisfaction as criteria used to assess senior leaders. This was a creative approach, but it raised concerns. Many of the influences that can lead to the return of employees are commonly beyond the control of senior leadership in organizational settings—such as workplace culture, compensation, opportunities for career development, or personal/individual influences (Joshi, 2011). Therefore, if leaders are evaluated primarily based upon attrition rates, they may be assessed falsely and unfairly.
This paper explores the new HRM model at Wipro and considers the issues which may arise from it. This includes whether senior managers are evaluated based on employee retention rate and customer satisfaction, but whether these factors eliminate any influence of external variables on the perceptions of retention and experience. Ultimately, it gives conclusions and recommendations for Wipro about improving the HRM system, fairness and efficiency and finally, long-term organizational success.
The research demonstrated a strong and significant relationship between knowledge transfer and the factors of teamwork, collaboration, solidarity, organizational culture change, and communication channels. Whereas trust and centralization had a moderate association. In addition, it demonstrated that knowledge transfer was an important predictor of team performance demonstrated significant benefits of knowledge transfer to team performance.
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APA
PhDAssistance. (n.d.). Example Dissertation Introductions
. Retrieved September 22th, 2025, from https://www.phdassistance.com/introduction/wipro-hrm-strategic-practices/
MLA 9
Jalolova, M., and Musawwir, M. “Example Dissertation Introductions
for PhD Scholars.” PhDAssistance, https://www.phdassistance.com/introduction/wipro-hrm-strategic-practices/ Accessed 22th September 2025.
MLA 7
Jalolova, M., and Musawwir, M. “Example Dissertation Introductions
for PhD Scholars.” PhDAssistance, PhDAssistance, Web. 22th September 2025.
Harvard
Jalolova, M., and Musawwir, M., n.d. Example Dissertation Introductions
for PhD scholars. [online] Available at: https://www.phdassistance.com/introduction/wipro-hrm-strategic-practices/ [Accessed 22th September 2025].
Vancouver
Jalolova M., Musawwir M. Example Dissertation Introductions
for PhD scholars [Internet]. PhDAssistance; [cited 2025 September 22th]. Available from: https://www.phdassistance.com/introduction/wipro-hrm-strategic-practices/
Wikipedia
Jalolova, M., and Musawwir, M. (n.d.). Example Dissertation Introductions
for PhD scholars. Retrieved 22th September 2025, from https://www.phdassistance.com/introduction/wipro-hrm-strategic-practices/
OSCOLA
Jalolova, M., and Musawwir, M., Example Dissertation Introductions
n.d.) https://www.phdassistance.com/introduction/wipro-hrm-strategic-practices/ accessed 22th September 2025.
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