assessing managerial talent-the wipro way

7/27/2019 assessing managerial talent-the wipro way

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THE WIPRO WAY


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FACTS OF THE CASE Few years ago 850 top and middle level management

of Wipro Ltd were assessed with 11000 responses frompeople they interacted with

A 10 page report laden with graphs was prepared

The report commented on the ways of improvement ofemployee, his performance level and other related

factors along with leadership & teamwork abilitiesWipro tied up with Saville & Holdsworth, a leading

people consulting firm to adopt latest appraisaltechnology


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This tie up was made so that selection, promotions,compensations and training & development works areall put on workable matrix

This will also help employee to know how he is viewedby himself as well as his team members and superiorsto whom he reports

In 70s company used MBO to appraise people but nowhas shifted to 360 degree feedback system

Appraisal using 360 degree feedback in Wipro takesalmost a month to get completed


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Not all employees get appraised

Only 850 employees got the Wipro leaders qualitysurvey done

This method is adopted to retain best of talent-Corporate Executive Vice-President(HR)

Some of the brightest people do leave Wipro notbecause they are dissatisfied with company but

because they find better opportunities elsewhere Many people make a comeback and are accepted back

if everything had gone off fine at the time of their exitinterview


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Another interesting feature that emerges from theappraisals is the succession plan wherein about 3 goodpeople are prepared to take over when the personheading the team suddenly decides to leave

This type of appraisal also weeds out those who areunfit for the job

Apart from identifying the top 30% employees Wiproalso identifies bottom 30% employees who requiredevelopment inputs

If those employees show no sign of improvement for 2consecutive years they are asked to leave theorganization


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PERFORMANCE APPRAISAL OF ONLY LIMITED

EMPLOYEES BEING DONE USING 360 FEEDBACK

MECHANISM AS A TOOL


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ISSUE In Detail

In late 70s Wipro used MBO as a tool for performanceappraisal , but currently they are using 360 feedbackfor performance appraisal.

The main problem with this technique was that not allemployees were assessed using this technique, in factonly 850 employees were assessed.

This was done to retain to the best talent.

The whole process took about one month.


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360 FEEDBACK

In this approach feedback is given by each person withwhom the person interacts and not only to whom hereports .

This process is very time consuming and expensive. There must be at least 10-15 respondents and to avoid

baisedness large no. of respondents should be taken.


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ME

SUPERVISOR

EXTERNALCUSTOMER

INTERNALCUSTOMER

ME PEERS

OTHERS

DIRECTREPORTS

SKIPLEVEL

REPRTS


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SOLUTIONWipro should not just consider only a limited number

of employees for appraisal from top & middle level butperformance appraisal of all the employees should bedone

The appraisal was done with a purpose to retain thebest talent but even this particular purpose was notfulfilled as many bright employees still left thecompany

Instead of getting the 360 feedback done throughconsultancy firm the company can conduct in-houseappraisal saving extra cost being spent and theappraisal then can be conducted for larger number ofemployees at the same cost


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GROWING ATTRITION RATE AMONG THE

BEST EMPLOYEES


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ATTRITION RATEAttrition Rate is the measure of the number of

employees leaving the organization over a period oftime.

In general, many unskilled positions have a higherattrition rate.

A high attrition rate represents a higher cost of doingbusiness for the company.

Recruiting, Interviewing, and Hiring takes a certain

amount of time and usually requires the services ofhigher skilled and higher paid employees. Once hired,there are additional costs which can run into lakhs ofrupees. A high attrition rate can prove to be financially

draining for the company.


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Attrition in WIPRO Some of the best and the brightest of employees do

actually leave Wipro.

According to the Corporate Executive Vice President ofthe company, people leave their organization notbecause they are dissatisfied but because they seebetter opportunities elsewhere and would like toventure out on their own.

He also adds that, they take those employees back whohad left their organization and had returned, ifeverything had gone okay at the exit interview stage.


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SOLUTION Since the employees are leaving the organization due

to lack of opportunities then the management shouldfocus on creating more opportunities within theorganization.

Skill-Development may be another solution forcontrolling the employee turnover.

Frequent promotions and handsome incentives canalso motivate the employees to put in the best of their

abilities. Regular Employee-Engagement programmes can also

be conducted to make the employees feel that they arean essential part of the organization.


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assessing managerial talent-the wipro way