Company: WIT
Filing Date: 2025-05-22
Form Type: 20-F
Source: 0000950170-25-076303
Chunk: 113

Company: WIPRO LTD
Filing Date: 2025-05-22
Form: 20-F
Item: Item 6
Chunk 113
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 is kept simple, with ease of access and a focus on feedback and quality of conversations. Our Feed-Forward performance management module provides an opportunity for associates to seek or provide feedback throughout the year from or to any stakeholder. This feature enables recording comments for associates’ at critical career milestones such as Project Change, Manager Change or Manager Resignation. Feed-Forward is the fulcrum on which we have pivoted continuous development. Along with Feed-Forward, we encourage regular informal manager-team member sharing meetings to exchange inputs. There is an opportunity to have sit-down reviews bi-annually (October: mid-year review and April: annual review). Our annual performance review culminates in a calibrated performance rating, where managers provide feedback to their team members along with the rationale for the rating. Appropriate development plans and interventions are charted basis inputs. Processes are designed to equip line managers to own the career development and growth for their team members and are anchored on data and fairness.
Compensation
We continually strive to provide our employees with compensation packages that incentivize consistent and sustainable corporate performance and enable retention of high performing and high potential talent. Our compensation philosophy also aims to recognize individual performance while emphasizing team results and outcomes. We aim to conduct assessments of pay competitiveness vis-à-vis the identified peers, markets and geographies. We recognize the size and scope of the role and the market standing, skills and experience of incumbents while positioning them from a total rewards perspective.
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Our pay mix is comprised of cash-based components like fixed pay and short-term incentives (variable pay) and non-cash components that include benefits like retirals and health insurance. Our leaders are also granted long-term incentives (equity pay). Compensation for executives is tied to delivery of long-term, sustainable value to shareholders and other stakeholders. Accordingly, a meaningful portion of pay is subject to achievement of short and long-term corporate and business unit performance goals. We have adopted stock incentive plans over the years, like our employee stock purchase plan in 1984, employee stock option plans in 1999 and 2000, RSU option plans in 2004, 2005 and 2007, and the Wipro Equity Reward Trust employee stock purchase plan in 2013, as part of the Company’s compensation program.
In July 2024, we adopted a new scheme for the grant of employee stock options, performance stock units and/or restricted stock units to the eligible employees of the Company and Wipro Limited group companies.
Share Ownership
The following table sets