MMPH 03 Solved Assignment MBA Ignou 2024-25 SELF GYAN

Description

MMPH 03 Solved Assignment MBA Ignou 2024-25 by SELF GYAN

Course : mba
Session 2024-25
Submission date : Last date of submission for July 2024 session is 31st October, 2024 and for January 2025 session is 30th April 2025.

NOTE- After payment download option will come and you can download assignment / guess paper. Or you will get a copy of assignment / guess paper in Email also.

Download Solved Assignment or guess paper by email or click download

MMPC 01 Solved Assignment MBA Ignou 2024-25

Course – MBA

Sesion – 2024-25

MMPH 03 Solved Assignment MBA Ignou 2024-25 by SELF GYAN IGNOU

Note: Attempt all the questions and submit this assignment to the Coordinator of your
study centre. Last date of submission for July 2024 session is 31st October, 2024 and
for January 2025 session is 30th April 2025.
Assignment Brief:
Case Study Analysis and Application of HRP Theories in Wipro Limited
Read the following case study carefully:
Wipro Limited: Strategic Human Resource Planning in a Global IT Services
Company
Wipro Limited, a leading global information technology, consulting, and business
process services company, is headquartered in Bangalore, India. With a workforce
exceeding 180,000 employees, Wipro faces significant HR planning challenges such as
managing a large and diverse workforce, aligning HR strategy with business goals,
addressing skill gaps, and forecasting future HR needs in a rapidly evolving industry. The
HR team at Wipro, led by Chief Human Resources Officer, has implemented several
strategic HR planning initiatives to ensure the company’s workforce is equipped to meet
future demands:
 Conducting workforce analytics to predict future HR needs.
 Implementing reskilling and upskilling programs.
 Developing leadership succession plans.
 Enhancing diversity and inclusion efforts.
Questions:
a. Workforce Analysis and Forecasting:
i. Evaluate the current workforce analysis and forecasting methods used by Wipro.
How effective are these methods in predicting future HR needs?
ii. Propose improvements to Wipro’s workforce analysis and forecasting processes.
Include specific tools and techniques that could enhance accuracy and
effectiveness.
b. Reskilling and Upskilling:
i. Assess the existing reskilling and upskilling programs at Wipro. How well do
these programs address skill gaps and prepare employees for future roles?
ii. Design a new reskilling and upskilling strategy that aligns with Wipro’s business
goals. Explain the types of programs, delivery methods, and how you would
measure their effectiveness.
c. Leadership Succession Planning:
i. Analyze Wipro’s leadership succession planning process. How does the company
identify and develop future leaders?
ii. Recommend enhancements to the leadership succession planning strategy.
Discuss how these changes can ensure a robust leadership pipeline and
organizational continuity.
d. Diversity and Inclusion:
i. Identify the key diversity and inclusion initiatives at Wipro. How do these
initiatives impact workforce planning and overall company performance?
ii. Suggest strategies to strengthen Wipro’s diversity and inclusion efforts. Consider
aspects such as recruitment, retention, and creating an inclusive work
environment.
Application of HRP Theories:
i. Select two HRP theories and explain how they can be applied to address the HR
planning challenges at Wipro.
ii. Discuss how these theories can help in developing effective HR planning
strategies and practices for the company.
Conclusion:
 Summarize the key findings from your analysis.
 Provide actionable recommendations for Wipro to enhance its HR
planning practices and support its growth.
Format:
 Your analysis should be 3,000 to 4,000 words in length.
 Use headings and subheadings to organize your content.
Evaluation Criteria:
i. Demonstration of understanding of HRP concepts and practices.
ii. Application of theories to the company’s context.
iii. Quality and depth of analysis.
iv. Clarity of communication and organization of content.