A

COMPERHENSIVE PROJECT

ON

BEST HR PRACTICES AT TECH MAHINDRA

Submitted To:

(Chaudhari Technical Institute, MBA)

IN PARTICULAR FULFILLMENT OF THE

REQUIREMENT OF THE AWARDS FOR THE DEGREE OF

MASTER OF BUSINESS ADMINISTRATION

IN

GUJRAT TECHNOLOGICAL UNIVERSITY

UNDER THE GUIDANCE OF

Faculty Guide:

Miss. Bhumika Raval

(Assistant Professor)

Submitted by:

Khyati Patel (127080592015)

Neelam Patel (127080592031)

MBA SEMESTER-III

(Chaudhari Technical Institute)

MBA PROGRAMME Affiliated to Gujarat Technology University, Ahemadabad

PREFACE

The grand project will help us to understand practical aspects of business management in a better way, as part of M.B.A program.

Research regarding Best HR Practices At Tech Mahindra Company related with IT Industry.

To be student of MBA is a matter of pride because we are in a field, which helps to develop from a normal human being into a disciplined, and dedicated professional .one has to be a good learner to sharpen knowledge in the particular field to achieve and attain the desired goals and heights.

We had learned a lot during the grand project on Best Hr Practices at Tech Mahindra Company and we hope this will be helpful to find out the awareness of customers.

ACKNOWLEGDEMENT

It is our pleasure to place on record my sincere gratitude towards our guide Assist. Prof. Bhumika Raval.

Who spent her precious time providing continuous ideas and expert guidance to our Project Work.

We are also thankful to our Director MR. Amit Patel to give us such opportunity.

It was her direction and encouragement at every moment and step that motivated us to accomplish the research work confidently and successfully.

We are also thankful to our Venerable Gujarat Technology University which encouragement, moral support and provide the valuable guidance, which has been a source of inspiration to me.

We are indebted to our respected parents because of whose blessing we have been able to carry out this work successfully.

EXECUTIVE SUMMARY

It gives us the great pleasure to present this Project report on BEST HR PRACTICES.

The main objective of the project was to study and to get knowledge about BEST HR PRACTICES at company.

We can get the Work knowledge about the HR Practices in the company.

One of the major developments in the HR Practices in IT Industry over the last years has been grow our knowledge.

Literature Review

Human Resource is the most important asset for any organization and it is the source of achieving

competitive advantage. Managing human resources is very challenging as compared to managing

technology or capital and for its effective management, organization requires effective HRM system.

HRM system should be backed up by sound HRM practices.

HRM practices refer to organizational activities directed at managing the pool of human resources and

ensuring that the resources are employed towards the fulfillment of organizational goals. This paper has

been designed to review the existing literature available on HRM Practices. The purpose of this paper is

to develop an understanding of HRM Practices and to examine the unique HRM practices implemented

by different companies.

After reviewing the existing literature on HRM practices, we have found that HRM practices get

affected by external and internal factors and directly or indirectly affect other variables such as

employee’s attitude, employee employer relations, financial performance, employee productivity etc.

and ultimately contribute to overall corporate performance. On the basis of the literature reviewed, a

normative framework has been developed showing how HRM practices leads to overall corporate

performance.

The review of the literature on HRM practices have shown that to effectively manage the human

resources the organizations have to implement innovative HRM practices.

The organizations which implements such practices with dedication, remains ahead of their competitors

because such practices affects other variables such as competitive advantage, job satisfaction, financial

performance, employee turnover, service quality, employee commitment etc. in a positive manner and

leads to overall corporate performance.

While designing and implementing such practices, one important thing is to be kept in mind that the

HRM practices should be analyzed from time to time and it should be updated accordingly. Line

managers should be involved in designing HRM practices and survey should be conducted among

employees to know their opinion about HRM practices. This will help the organization to take

corrective actions at the right time.

Objectives

Human Resource Management (HRM) is a planned approach to managing people effectively for

performance.

It aims to establish a more open, flexible and caring management style so that staff will be motivated,

developed and managed in a way that they can give of their best to support departments missions.

Good HRM practices are instrumental in helping achieve departmental objectives and enhance

productivity. For the purpose of sharing experience and providing reference in launching HRM

initiatives, we have gathered in this booklet some good examples introduced by departments.

To study and understand the Human Resource Practices at IT Industry in Tech Mahindra.

To understand the Recruitment, selection and hiring policies at the company.

To understand how the different HR Practices and Policies Works at Company in practical.

Introduction About The Tech Mahindra

Tech Mahindra Limited is an Indian multinational provider of information technology (IT), networking

technology solutions and business support services (BPO) to the telecommunications industry.[3] Tech

Mahindra is a part of the Mahindra Group conglomerate. It is headquartered at Mumbai, India.

Tech Mahindra is ranked #5 in India's software services firms and overall #111 in Fortune India 500 list

for 2012.

Its executive management team consists of,

Anand Mahindra (Chairman), 

Vineet Nayyar(Vice Chairman), 

C. P. Gurnani (CEO and MD), 

Manoj Chugh (Global Head sales),

Sujit Baksi (President – Corporate Affairs & Business Services Group),

Milind Kulkarni (Chief Financial Officer),

L. Ravichandran (President - IT Services),

Amitava Roy (Chief Operating Officer) and

Sujitha Karnad (Senior Vice President - HR & QMG for IT Services).

Tech Mahindra, on June 25, 2013 announced the completion of Mahindra Satyam’s merger with itself.

Post-merger, the new entity will become the fifth largest IT Company in the country with revenues of

$2.7 billion.

Milind Kulkarni would be the CFO of the combined entity which would have a team of 83,000

professionals, servicing 540 customers across 49 countries.

It will have 15 overseas offices for BPO (business process outsourcing) operations and software

development. Its revenue for 2012-13 was put at $2.7 billion (Rs. 16,000 crore).

History About Tech Mahindra

1986 - Incorporation in India

1987 - Commencement of Business

1993 - Incorporation of MBT International Inc., the first overseas subsidiary

1994 - Awarded the ISO 9009 certification by BVQI

1995 - Established the UK branch office

2001 - Incorporated MBT GmbH, Germany incorporated. Re-certified to ISO 9001:1994 by

BVQ

2002 - Assessed at Level 2 of SEI CMM by KPMG. Incorporated MBT Software Technologies

Pte. Limited, Singapore

2005 - Merged MBT with Axes Technologies (India) Private Limited, including its US and

Singapore subsidiaries. Assessed at Level 3 of SEI CMMI by KPMG

2006 - Name changed to Tech Mahindra Limited. Assessed at Level 4 of SEI People-CMM (P-

CMM) by QAI India. Raised Rs46.5 million ($1 million) from a hugely successful IPO to build

a new facility in Pune, to house about 9,000 staff. Formed a JV with Motorola Inc. under the

name CanvasM.

2007 - Acquired iPolicy Networks Private Limited. Launched the Tech M Foundation to

address the needs of the underprivileged in our society. Assessed at Level 5 of SEI CMMI by

KPMG

2009 - Tech M wins bid for fraud-hit Satyam Computer Services at Rs 58.90 per share outdoing

Larsen & Toubro, the other player in the fray, which bid at Rs 45.90. Rebrands the company to

Mahindra Satyam.

2010 - Tech Mahindra expands footprint in Latin America

2012 - Tech Mahindra acquires Hutchison Global Services for $87.1 million

2012 - Tech Mahindra buys 51% stake in Comviva

2013 - Tech Mahindra acquires Sweden-based Type Approval Lab. The lab was part of Sony

Mobile Communication's internal test function and after acquisition it has become first

European test lab of Tech Mahindra.

2013 - On June 24, Tech Mahindra and Mahindra Satyam merging process completed and the

name of the parent company was retained for the merged entity with a new logo and motto.

Tech Mahindra Offices

Tech Mahindra has offices in more than 30 countries.

Tech Mahindra has its BPO presence in Kolkata, Chennai, Chandigarh, Pune, and Noida. It also

has overseas office locations in Belfastand Newcastle.

Tech Mahindra has operations in more than 30 countries with 17 sales offices and 13 delivery

centers. Assessed at SEI CMMi Level 5, Tech Mahindra employs over 42,000 workers. The

total headcount of the company at the end of December 31, 2011 stood at 42,746 out of which

software professional headcount stood at 25,218, BPO at 16,419 and support staff at 1,109.

May 2012, Tech Mahindra reported a 3% increase in its revenue for the year ended March 31, to $1.15

Billion. Its activities spread across a broad spectrum, including Business Support Systems (BSS),

Operations Support Systems (OSS), Network Design & Engineering, Next Generation Networks,

Mobility Solutions, and Security consulting and testing. The "solutions portfolio" includes Consulting,

Application Development & Management, Network Services, Solution Integration, Product

Engineering, Infrastructure Managed Services, Remote Infrastructure Management and BSG

(comprises BPO, Services and Consulting).

Tech Mahindra has implemented more than 15 Greenfield Operations globally and has over 128 active

customer engagements mostly in the Telecom sector. The company has been involved in about 8

transformation programs of incumbent telecom operators. With an array of service offerings for TSPs,

TEMs and ISVs, Tech Mahindra serves.

Tech Mahindra Corporate Overview

Incorporated in 1986 as a JV of Mahindra Group & BT

• IPO in 2006, rechristened to “Tech Mahindra”.

• Revenue has grown 108 % and profits have grown 200 % on a quarterly basis since IPO in

August 2006.

• Global systems integrator and business transformation consulting firm focused on the

communications industry.

• Largest IT services and Solutions provider from India offering end-to-end services to global

telecom operators.

Values:

● Customer first

● Good corporate citizenship

● Professionalism

● Commitment to quality

● Dignity of the individual

Vision:

●To be the most respected solution provider in the communications ecosystem

● Anticipating and enabling change

● Admired for technology, agility, innovation, business models and the quality of its talent

MISSION:

To be the global leader in Outsourcing Services to the Telecom industry, building on our technologies,

competencies and customer interests, and creating value for our shareholders and customers.

Different HR Practices:

Various HR Practices at Company:

• Recruitment

• Selection

• Hiring

• Training and Development

• Employee Remuneration/compansation and Benefits Administration

• Performance Management/Appraisal

Recruitment: It aims at attracting applicants that match a certain Job criteria.

Selection: The next level of filtration. Aims at short listing candidates who are the nearest match in

terms qualifications, expertise and potential for a certain job.

Hiring: Deciding upon the final candidate who gets the job.

Training and Development: Those processes that work on an employee onboard for his skills and

abilities up-gradation.

Employee Remuneration and Benefits Administration: The process involves deciding upon

salaries and wages, Incentives, Fringe Benefits and Perquisites etc. Money is the prime motivator in

any job and therefore the importance of this process. Performing employees seek raises, better

salaries and bonuses.

Performance Management: It is meant to help the organization train, motivate and reward

workers. It is also meant to ensure that the organizational goals are met with efficiency. The process

not only includes the employees but can also be for a department, product, service or customer

process; all towards enhancing or adding value to them.

Recruitment process:

• Goal is to attract the best talent for the job either from within the Group or outside

• Sources of recruitment –

– Internal Search

– Employee referrals/Recommendations

– External Searches

– Alternatives

1. Identify vacancy

• Identify various vacant job positions

2. Prepare job description and person specification

• Includes position, desired skills and technologies and roles and responsibilities

3. Advertising vacancy and managing response

4. Short-listing

5. Conducting interview and decision making

• It’s a three stage procedure –

– Online Aptitude test

– Technical Interview

– GD + HR

Selection Process:

1. Written Test :- 

In Written test there are total 80 questions which you have to complete in 1 hour and there is negative

marking of 1/4 so attempt those question on which you are sure.

In written test you will get 3 section and these are:-

Section 1:- 25 General English Questions.

Section 2:- 25 Number series and Pie charts Questions.

Section 3:- 30 Aptitude Questions.

2. H.R Interview:-

In HR Interview questions are basically asked to check your personality ,spontaneity , Behavior etc

if you are good in english and you have good communication skills then you can easily Crack it.

Some H.R Interview Question:-

Introduce Yourself.

Why you want to Join Tech Mahindra

Tell me any two reasons to hire you.

What are your goals in life

Are you trained for Interview

Rate me as an interviewer.

3. Technical Interview:-

In Technical Interview questions are basically asked from the projects , Languages known which

you have mentioned in your Resume so Candidates are required to go through the Resume and

Technical Interview is not that much tough in this also some H.R Interview Questions are asked which

you can easily crack if you are having positive attitude.

Training and Development:

Our Training Methods include

On-the-job training is delivered to employees while they perform their regular jobs.

Off-the-job techniques include lectures, special study, films, television conferences or

discussions, case studies, role playing, simulation, programmed instruction and

laboratory training.

Orientations are for new employees.

Training Programs include:

harassment training

communication skills training

computer and technical skills training

management and leadership training

diversity training

safety training

conflict management

workplace wellness

supervisor skills development

team building skills training

Objective:

– To attract, recruit, induct and groom young talent for future leadership roles in the group

Training happens in three phases –

– Induction training

– Distance training program

– Behavioural training

• Assessments -

– Periodic evaluations at end of trainings

– Appraisals and feedbacks for management trainees

– Post training –

– Confirmed trainees to be assigned to specific projects as per business needs

• Development –

– Bodhivriksha – in house management development centre to promote business values

– Global Managers Program

– Customer-centric Corporation

– Leadership Development

– E-Lab Program

Compensation process:

• Compensation to employees includes payments made in cash or kind by a company to or on

behalf of all its employees

• This data field is a sum total of the following items:

– Salaries, bonus, contribution to provident fund and gratuities

– Staff welfare and training expenses

– ESOP

– VRS

– Arrears paid, reimbursements and other expenses on employees

Performance Appraisal Process:

• Goal setting

• Self evaluation based on goals

Vision

Performance Planning/

Goal setting

Performance Review

Performance Monitoring

Coaching & mentoring, Feed back & Developmental actions

Mission

Performance Outcomes

• Evaluation by direct supervisor based on goals

• Performance review discussion with the manager

• Grading

• Revised compensation

HR Best Policies:

• Whistleblower Policy: A whistleblower is a person who exposes misconduct, alleged dishonest or illegal activity occurring in an organization.

• Shadow Boards: A shadow board contains outlines of designated tools to show where they should be stored. 

• JOSH

• Women’s Network

• Free Voice

Characteristics of HR Practices:

1) Individual level

Motivation

Perception

Decision making

Values

2) Group level

Group structure

Power& politics

Leadership

Conflict &conflict resolution

3) Organization system level

Technology

Organization design& structure

Behavior at strategic level

Elements of HR Strategy

• Organization Structure & Head Count Modeling

• Capability Building

• Performance Management

• Employee Engagement

• Employer Branding

• HR Service Excellence

– Compensation & Benefits

– Shared Services Model

– Transactional Excellence

Organization Structuring & Head Count Models

Key Challenge is to manage the current performance and facilitate Innovation for future growth

How does your Organization Structure facilitate both these aspects?

How do you pay premium salaries and remain cost competitive at the same time?

Does your Head count Model address these issues?

Capability Building

What is the Process for early identification of Talent and Developing the

Leadership Pipeline?

How do you facilitate Learning in the Organization?

How do you develop Professional Skills?

Competency Based Approach…

Competencies are a clear specification of individual knowledge, skill and attitude requirements

which will help an individual do well on a job leading to the attainment of short term and long

term business objectives for the organization. They define the “HOW” part of performing any

task in the organization

Conclusion

These are the different HR Practices which applied at the Tech Mahindra in practical and its give us the

knowledge about the practices works in actual life.

This project helps us to understand the meaning of different HR Practices and how it works in company

and how the HR manager manages the employees of the company by different practices applied on the

employees.

BIBLIOGRAPHY

http://en.wikipedia.org/wiki/Tech_Mahindra

http://www.slideshare.net/suchetpajni/tech-mahindra-ppm

http://www.iobm.edu.pk/PBR/PBR_1201/120103_HRM%20Practices%20Tiwari%2037.pdf

http://www.freedoit.com/tech-mahindra-selection-procedure-2013-eligibility-criteria/

THANK YOU