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Human Resource Development in ‘IT INDUSTRY’.
Prepared by:
D Alekhya – 151113
N Nandini - 151138
S .SaiRajesh - 151152
G Tharun - 151120
G Shanmukhsai - 151118

OBJECTIVE:
To study the HR functions in IT sector and strategies followed by the IT companies
(Accenture, Oracle, Wipro) in implementing functions of HR that is recruitment and
selection, training and development, performance management and compensation
management. The report studies about the achievement of employee engagement
through various ways using HR functions.

INTRODUCTION:
Enterprises all over the world are experiencing transformation in various business activities including
managing human capital, forging partnerships and increasing global competitiveness among others.
Employers have realized that an organization’s success relies on more than hiring good qualified
employees. These changing dynamics in organizational goal setting have highlighted the need for effective
‘Human Resource Planning’ and ‘Management’ across all stages of an employee’s corporate life cycle.
Adept recruitment and retention practices are cited as the key drivers for employee growth and
satisfaction.

Prominent HR areas of employee retention, employee engagement, talent acquisition & management,
rewards & benefits and training & development and will help to bridge the gap between employees and
employers, thus resulting in internal workplace transformation.
HR FUNCTIONS IN IT SECTOR:
RECRUITEMENT AND SELECTION:
 The ability to find and attract the right talent has always been important, but today, recruiting is more
critical than ever—and in some ways, more challenging. Globally, there is growing demand for highly
skilled workers, and companies often struggle to find the talent they need. That scarcity of skilled talent
is further complicated by the increasingly dynamic nature of business, and the fact that companies need
to access changing skill sets. That scarcity of skilled talent is further complicated by the increasingly
dynamic nature of business, and the fact that companies need to access changing skill sets.
 Recruiting needs to be sophisticated and it needs take advantage of sophisticated recruiting tools.
 Today, such tools are making it possible to leverage the wealth of available talent-market information to
proactively seek out talent, and work in a growing range of channels to find and hire the right
employees—quickly and cost-effectively.

Today’s technology also lets HR benefit from an increased focus on automation in recruiting.
Some solutions can automate many key aspects of recruiting campaigns. Oracle software, for
example, uses business intelligence-driven automation to help HR professionals manage
recruiting and prioritize and schedule the automatic posting of jobs. It also provides
comprehensive dashboards and reporting so that recruiters can keep close track of those
automated efforts. Such automation can be especially useful when dealing with the large
workloads and complexities of global talent sourcing.

 RECRUITEMENT AND SELECTION CRITERIA IN ACCENTURE,
ORACLE, WIPRO:

 “Hire the right employees—quickly and cost-effectively.”
 Facebook and LinkedIn
 Campus placements
 Online Registrations through own website
 Leveraging Social Connections
 Outsourcing
 Referral Recruitments

Training & Development
ACCENTURE
 New Hire Orientation
 Improvement in performance
 Employee satisfaction
 Increased productivity
 Technical training
 Mentoring

ORACLE
 Stanford Center for Professional Development has tie-up with Oracle
 The SCPD program is offered for Stanford's School of Engineering and all
ows students to participate via video conference classrooms
 Destination: Success: Oracle's Organization Talent and Development org
anization is focused on building organizational successthrough our people.
To do this, we have a range of tools, programs, and learning solutions avail
able to enable employees to
Maximize their personal performance and success.
 Oracle Academy

WIPRO
 Behavioral aspects play an important role in the successful execution of a
job. However, “excel worksheets” do not include this vital component.
Hence, all aspects of behavioral training/reinforcements need to be
emphasized during classroom as well as OJT phase.
 OJT durations should be defined based on the complexity of the process
and the expected competency & skill levels from the new hires

HR Policies
 Annual leaves
 Medical assistance program
 Education
 Appraisals
 Other Benfits:
Housing
Canteen
Insurance Policy

Performance and Compensation
Management
 Compensation plan design
 Compensation process re-engineering
 Compensation organization model design
 Compensation system design, build & run

SALARY STRUCTURE IN ACCENTURE,
ORACLE, WIPRO:

*Medical Allowance
*PF
*ESI
*Professional Tax
*Bonus

*HRA
*Conveyance
*Professional Tax
*Bonus

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