wipro selection

8/3/2019 Wipro Selection

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Wipro Technologies is one of the largest global information technology services. Wipro makes an

ideal partner for organizations looking at transformational IT solutions because of its core

capabilities, great human resources, commitment to quality and the global infrastructure to deliver a

wide range of technology and business consulting solutions and services,. Wipro enables business

results by being a transformation catalyst. It offers integrated portfolio of services to its clients in the

areas of Consulting, System Integration and Outsourcing for key-industry verticals.

Wipro provides comprehensive IT solutions and services, including systems integration, Information

Systems outsourcing, package implementation, software application development and maintenance,

and research and development services to corporations globally. Wipro has various departments in

that the Human Resource Department plays a vital role comparatively than other departments.

The study has been taken on the topic A Study on effectiveness of Recruitment and Selection

Process at Wipro Technologies Private Limited, Chennai, to analyze the effectiveness and various

sources of recruitment and selection process.

Human resources are a term used to describe the individuals who comprise the workforce of anorganization. The use of the term 'human resources' by organizations to describe the workforce

capacity available to devote to the achievement of its strategies has drawn upon concepts

developed in Organizational Psychology.

Recruitment forms a major part of an organization's overall resourcing strategies, which identify and

secure people needed for the organization to survive and succeed in the short to medium-term.

Selection is the process in which candidates for employment are divided into two classes, those who

are offered employment and those who are not to be.

The data has been collected by the researcher using questionnaire and it has been analyzed.

Analysis of data in a general way involves a number of closely related operation that are performed

with the purpose of summarizing the collected data and organizing them in such a manner that

answer the research questions.

The whole chapter of analysis and interpretation is based on the responses of 150 respondents who

were administered with a questionnaire which contain the personal data their views about

the recruitment and selection process and procedure.

By analyzing the data the researcher came to the findings that 100 per cent of the respondents are

aware of the recruitment and selection process and 70.67 per cent of the respondents says that HRpolicies is a major factor influencing the recruitment and selection process.

As recruitment and selection process is a major issue in any organization, the researcher

recommends the following measures such as the company can go for interview campus

for recruitment and intelligence tests can be conducted in the selection test process.

The excellent pattern of interview is followed in case of selection process. Candidate eligibility


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verification program is a greatest merit to the organization to avoid unfaithful candidates in the

organization. The systematic procedure is followed in recruitment and selection process.

The main objective of the study is to understand and analyze the various sources and the factors

influencing the recruitment and selection process of the organization.

INTRODUCTION

Human resources are a term used to describe the individuals who comprise the workforce of an

organization. The use of the term 'human resources' by organizations to describe the workforce

capacity available to devote to the achievement of its strategies has drawn upon concepts

developed in Organizational Psychology.

Human Resources may set strategies and develop policies, standards, systems, and processes that

implement these strategies in a whole range of areas. The following are typical of a wide range of

organizations: Recruitment, selection, and outsourcing

Organizational design and development

Business transformation and change management

Performance, conduct and behavior management

Industrial and employee relations

Human resources workforce analysis

Compensation, rewards, and benefits management

Training and development.

Recruitment forms a major part of an organization's overall resourcing strategies, which identify and

secure people needed for the organization to survive and succeed in the short to medium-term.

Recruitment activities need to be responsive to the ever-increasingly competitive market to secure

suitably qualified and capable recruits at all levels. To be effective these initiatives need to include

how and when to source the best recruits internally or externally.

Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at

an organization.

Selection may be defined as the process by which the organization chooses from among the

applicants, those people whom they feel would best meet the job requirement, considering current

environmental condition.

The data has been collected by the researcher using questionnaire and it has been analyzed.

Analysis of data in a general way involves a number of closely related operation that are performed

with the purpose of summarizing the collected data and organizing them in such a manner that

answer the research questions.

The research design taken by the researcher is descriptive design. The respondents chosen by the

researcher is 150. The non probability sampling technique is followed by the researcher. The


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researcher is highly dependent on the source of Primary data.

OBJECTIVES OF THE STUDY

Primary objective:

To study the effectiveness of recruitment and selection process in Wipro Technologies PrivateLimited.

Secondary objectives:

To study the various sources ofrecruitment.

To study the factors influencing the recruitment and selection procedure.

To study the present and future manpower requirements of the organization.

NEED FOR THE STUDY

To Increase the effectiveness of different recruiting techniques and sources for all types of job

applicants in the organization.

To identify the various sources ofrecruitment.

To obtain the number and quality of employees that can be selected in order to help the

organization to achieve its goals and objectives

SCOPE OF THE STUDY

To understand the various sources ofrecruitment provided in the organization.

It helps to analyze the recruitment policy of the organization.

It enables us to evaluate the effectiveness of different recruiting techniques and sources for all

types of job applicants in the organization.

COMPANY PROFILE

Wipro Technologies is a global services provider delivering technology-driven business solutions.

Wipro is the No.1 provider of integrated business, technology and process solutions on a global

delivery platform. Azim Premji is the Chairman of Wipro Technologies. It was founded in the year1945.It has 108 071 employee.

He took over the mantle of leadership of Wipro at the age of 21 in 1966. Under his leadership, the

fledgling US$ 2 million hydrogenated cooking fat company has grown to a US$1.76 billion IT

Services organization serving customers across the globe. Wipro is presently ranked among the top

100 Technology companies in the world.


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REVIEW OF LITERATURE

RECRUITMENT:

Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME

DEFINITIONS:Recruitment is defined as, the process of discovering potential candidates for actual and anticipated

organizational vacancies .

- Yodel.

Recruitment is defined as, the process of searching for prospective employees and stimulating

them to apply for jobs in the organization.

-Edwin B.Flippo

FACTORS INFLUENCING RECRUITMENT

Strategic plans:

The steps most commonly used in developing an HR strategy:

Setting the strategic direction Designing the Human Resource Management System

Planning the total workforce

Generating the required human resources

Investing in human resource development and performance

Assessing and sustaining organizational competence and performance.

Organizational policies:

o Basic Overviews of Human Resource Management

o Getting the Best Employees

o Paying Employees (and Providing Benefits)

o Training Employeeso Ensuring Compliance to Regulations

o Ensuring Safe Work Environments

o Sustaining High-Performing Employees.

Recruitment Criteria:

o Technical criteria, i.e. know-how, professional skills, and experience in your field.

o The candidates personality and charisma are the most influential criteria in the process of

recruitment in France.

o Communication skills and the knowledge of foreign languages are also very important, to ensure

the smooth flow of communication between the company and its subsidiary.

SOURCES OF RECRUITMENT

INTERNAL SOURCES

Promotions:

The process of elevating a person to higher level job is what is known as promotion.

Transfers:


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Transfer of an employee may be either from one section to another or from one department to

another.

Job rotation:

Moving an employee to get specialized in various posts of the organization.

Re-employment of ex-employees:

Re-employment of ex-employees is one of the internal sources of recruitment in which employees

can be invited and appointed to fill vacancies in the concern. There are situations when ex-

employees provide unsolicited applications also.

EXTERNAL SOURCES

External sources of recruitment have to be solicited from outside the organization. External sources

are external to a concern. But it involves lot of time and money. The external sources of recruitment

include Employment at factory gate, advertisements, employment exchanges, employment

agencies, educational institutes, labor contractors, recommendations etc.

o Employment at Factory Level This a source of external recruitment in which the applications for

vacancies are presented on bulletin boards outside the Factory or at the Gate. This kind of

recruitment is applicable generally where factory workers are to be appointed. There are people who

keep on soliciting jobs from one place to another. These applicants are called as unsolicited

applicants. These types of workers apply on their own for their job. For this kind of recruitment

workers have a tendency to shift from one factory to another and therefore they are called as badli

workers.

o Advertisement It is an external source which has got an important place in recruitment

procedure. The biggest advantage of advertisement is that it covers a wide area of market andscattered applicants can get information from advertisements. Medium used is Newspapers and

Television.

o Employment Exchanges There are certain Employment exchanges which are run by

government. Most of the government undertakings and concerns employ people through such

exchanges. Now-a-days recruitment in government agencies has become compulsory through

employment exchange.

o Employment Agencies There are certain professional organizations which look towards

recruitment and employment of people, i.e. these private agencies run by private individuals supplyrequired manpower to needy concerns.

PREREQUISITES OF GOVERNMENT POLICY:

1. It should be in conformity with its general personnel policies.

2. It should be flexible enough to meet the changing needs of an organization.

3. It should be so designed as to ensure employment opportunities for its employees on a long term

basis.


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4. It should match the qualities of employees with the requirements of the work for which they are

employed.

5. It should highlight the necessity of establishing job analysis.

[b]SELECTION PROCESS[/b]

Definition of selection:

According to Dale, selection may be defined as the process by which the organization chooses from

among the applicants, those people whom they feel would best meet the job requirement,

considering current environmental condition.

Factors influencing selection process:

1. Nature of the organization

2. Nature of the labor market

3. Union requirements

4. Government requirements5. Composition of the labor force

6. Location of the organization.

Steps in selection procedure:

Receiving application

The candidates mar be asked to submit their applications together with their bio data on a plain

paper.

Preliminary interview

The object of this interview is to see the candidate personally to ensure whether he is physically and

mentally suitable for job.

Application blank

The printed applications contain the details desired by the employer from the candidate with

sufficient space for the candidate to furnish the particulars.

Tests

A test is a sample measurement of a candidates ability and interest for the job.

Final interview

An interview is a face to face oral examination of a candidate by an employer.

Back ground verificationThe background verification is done to check the honesty and integrity of the candidate.

Final selection

If the employer is satisfied with the candidate, then the selection will be made.

Physical examination

It is important that a person selected for the job must also be medically fit to perform it.


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Placement

If the employer is satisfied with the medical report of the candidate, he may place in the concern.

[b]RESEARCH METHODOLOGY[/b]

Introduction:

Research methodology is a systematic process of identifying and formulating by setting objective

and method for collecting, editing and tabulating to find solution.

Research design:

The problem that follows the task of defining the research problem is the preparation of the design of

the research project is called as research design.

The research design undertaken by researcher is Descriptive research design. This research design

concerned with the research studies with a focus on the portrayal of the characteristics of a group of

individual or a situation.

Sampling technique:

The non- probability sampling procedure has been used by the researcher because it does not give

a representative sample of population.

Sampling method:

Convenience sampling method has been used by the researcher.

Sampling size:

The sample size chosen by the researcher is 150 respondents, which is 10 per cent of the total

employees in the organization.

The targeted respondents are both middle level and lower level employees.

SOURCES OF DATA COLLECTION:

Primary data

Secondary data

PRIMARY DATA:

The Primary data used by the researcher is questionnaire.

SECONDARY DATA:

The secondary data used in this research are Books referred and

websites

RESEARCH INSTRUMENT:

The instrument used for this study by the researcher is questionnaire.

STATISTICAL TOOLS:


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In order to come out with the findings of the study, the following statistical tools are used by the

researcher

Percentage analysis method

Chi- square method

Weighted average method

wipro selection

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