 Good attrition: Less productive employees voluntarily leaving the organization. This means if the one who have left fall in the category of low performers, the attrition in considered being healthy or good attrition.  Bad attrition : In the performance analysis of the ones who have left, if the proportion of high performers leaving is higher, the attrition is bad attrition.

 All IT companies are facing problems in retaining their employees irrespective of the fact that they are providing an attractive compensation packages to their employees.  TCS, Infosys and Wipro faced high attrition rate as compared to Satyam.

Wipro having high attrition rate comparatively(19.7%)

Established on :1945 Headquarters :Bangalore Management:  Azim H Premji chairman  Girish S paranjpe Joint CEO & Member of Board  Dr A.L Rao Chief operating officer  Suresh vaswani Joint CEO & Member of Board

 Having already achieved the pinnacles of process and quality credentials, Wipro's Vision is focused on attaining leadership in the areas of business, customer and people.

SERVICES OFFEREDINDUSTRIES SERVED  Consulting  Package Implementation  Application development & Maintenance  Testing services  Technology infrastructure  Business Process Outsourcing  Product Engineering  Telecom Service provider  Financial Services  Retail  Energy & Utilities  Manufacturing  Technology, Media & Transporting Services

 America  Europe  Japan  India  Middle East  Asia Pacific

 Wipro becomes the first Indian IT Service Provider to be awarded Gold-Level Status in Microsoft’s Windows Embedded Partner Program  Wipro is the world’s largest independent R&D Services Provider  Worlds 1st PCMM Level 5 software company  Worlds 1st IT Services Company to use Six Sigma  The pioneers in applying Lean Manufacturing techniques to IT services

 World’s first SEI CMM/CMMI Level 5 IT services company  The first to get the BS15000 certification for its Global Command Centre  Functional RFID Enabled Concept Store and Global Data Synchronization Laboratory BS7799 and ISO 9000 certified  Among the top 3 offshore BPO service providers in the world  Wipro is a strategic partner to five of the top ten most innovative companies in the world* (*Technology Review Innovation Index 2005)  Over 50 industry facing ‘Centers of Excellence‘  53 development centers across globe  647 clients employees

The attrition rate of Wipro is 19.27% during April-June On annual basis, the attrition rate of Wipro BPO was 48 %. The main reasons being told are the odd working hours and the higher studies. Wipro’s attrition rate is the highest in the industry. Attrition rate for Wipro

 Direct impact: A high attrition indicates the failure on the company’s ability to set effective HR priorities. Clients and business get affected and the company’s internal strengths and weaknesses get highlighted. New hires need to be constantly added, further costs in training them, getting them aligned to the company culture, etc.,—all a challenge.  Indirect impact: Difficulty in the company in retaining remaining employees. Problem for the company in attracting potential employees. Typically, high attrition also leads to a chronic or systemic cycle—attrition brings decreased productivity, people leave causing others to work harder and this contributes to more attrition. All this has a significant impact on the company’s strength in managing their business in a competitive environment.

 Job or work place is not as expected  Mismatch between job and person  Less growth and advancement in career  Stress from overwork  Loss of trust and confidence in senior leaders  Feeling unrecognized  Plans for further studies

 Fair compensation package  Development and Training  Wipro Academy of Software Excellence (WASE)  Educational tie-ups  Performance based bonus  Wings within  Recognition  Credit cards to all the employees  Channel[w]  Interest group   Wipro cares

For any organization to be successful it need to retain its employees. If I were associated with HR of the company I would follow  Flexible working arrangements  Gifts at some occasions  Recreation programs  Retention bonus  Improving relations between managers and their subordinates.

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