A  

Pro
oject 

E‐RECR
RUITMENT IN
N WIPR
RO
 Subm
mitted to

Univerrsity of Mumbai fo
or partial ccompletio
on of the 
Deggree of Baachelor in
n Manage
ement Sttudies 

Underr the Facu
ulty of Commerce
By 
LAXMII BHAGW
WAN SA O
AHAJRAO
Roll N
No.:- 32

Under the Guidance of 
PROF. SAYALI AMRUTE 

K.M.AG MERCE & SCIENCE,, KALYAN
GRAWAL COLLEGEE OF ARTS, COMM N 
2019
9‐2020 
 K.M.AG
GRAWAL COLLEGEE OF ARTS, COMM
MERCE & SCIENCE,, KALYAN
N 
9‐2020 
2019

 
 

CERTIIFICAT
TE

This is to certify
c that Ms/ Mr. LAXMI
L BH HAGWAN N SAHAJR RAO has word
w ked and
a
duly completed her/hiis project for
f the degrree of Bachhelor in Maanagement Studies undder
the Facultyy of Comm merce and her/his prooject is enttitled, "E - RECRUIITMENT IN
WIPRO“ under
u my Supervision.
S .
 
 

 
Nam
me and SSignature of Guidin
ng Teacher 
 
 
 
 
 

 
Date of submisssion:  ________________
 DECLARATION 

I, the under signed Miss/Mr.  LAXMI BHAGWAN SAHAJRAO  here by, declare  that 

the work embodied in  this project work titled “E-RECRUITMENT IN WIPRO”, forms my 
own contribute on to the research  work carried out under the guidance of  PROF. SAYALI
AMRUTE is a result of my own research work and has not been previously submitted to any 
other University for any other Degree/Diploma to this or any other University. 
Wherever reference has been made to previous works of others, it has been 
Clearly indicated as such and included in the bibliography. 
I,  here  by  further  declare  that  all  information  of  this  document  has  been  obtained  and 
presented in accordance with academic rules and ethical conduct. 

Name and Signature of the learner 

Certified by 

Name and Signature of the Guiding Teacher 
PROF. SAYALI AMRUTE 
 

ACKNOWLEDGEMENTS 
 
 
 
To list who all have helped me is difficult because they  are so numerous and 
the depth is so enormous. 

I  would l ike to acknowledge the following as being idealistic channels and fresh 
dimensions in the completion of this  proj ect. 

I take this opportunity to thank the University of Mumbai for giving me 
chance to do  this  proj ect. 

I would like to thank our Director ( Education) and Principal for providing 
the necessary facilities required for completion of this project. 

I  take  this opportunity  to thank  our  Coordinator,  for  his moral  support  and 
guidance. 

I would also like to ex press my  sincere gratitude towards my  project guide 

  Prof. Sayali Amrute whose guidance and care made the project  successful. 
 
 

I  would  like  to  thank  my   College Library , for having provided 
various reference books and magazines related to my  proj ect. 

Lastly , I would like to thank each and every person who directly or 
indirectly helped me in the completion of  the  proj ect especially my 
Parents and Peers who supported me through out  my  proj ect. 
 
 LIST OF PROJECT DETAILS
SNO. CONTENTS PAGE NO.
INTRODUCTION
1  INTRODUCTION 1-11
 OBJECTIVES 12
 METHODOLOGY 13-15
 CHAPTERISATION 16

2 COMPANY PROFILE
GENERAL PROFILE
 MISSION 18
 ORIGIN &HISTORY 19-24
 OBJECTIVES 25
 SWOT 26-28
 UNIQUE ACHIEVEMENTS 29-30
 FUTURE PLANS 31
FUNCTIONAL PROFILE
 PERSONAL DEPARTMENT 32-41

3 CONCEPTUAL PROFILE
 THEORETICAL ASPECTS OF THE CONCEPT 42-44
 APPLICATION OF THE CONCEPT IN THE 45-46
COMPANY

4 FINDINGS, DATA ANALYSIS, INTERPRETATION 47-54

AND CONCLUSION

5 SUMMARY AND SUGGESTIONS 55-60

6 BIBLIOGRAPHY 61

5
E-recruitment

7
 CURRENT PROCESS

e-work
post
request

Appointme New staff

Agresso HR Arrange
nt made e- members
HR Email applicant interviews
e- by work commencese
applicatio record mployment
workau n received created
email/pho
ne
ths
HR Contract Agresso
Candidate Application Shortlisting
issued (E- HR Record
e-work downloads forms agresso
from FP or work) Created
printed updated
advert packs sentout

Contract
AdveRt Agresso Equal opps Shortlisting Signed
section
pack
vacancy packs contract &
a gency numbered printed &
record produced personal
&wi pro job created removed & posted
entered in info sheet
website
agresso

WHY DO WE NEED E-RECRUITMENT

New staff 8
Identity
member
Vacancy
commences
employment
 ?

Nowadays, when talking about the different methods to find a job, no one would ignore the
internet. It is amazing how the internet has taken over the world in less than 20 years. But
how were the companies recruiting before that? How would that let people know about their
job opportunities? When Internet started to get big, a lot of “job boards” made their apportion
on the web. Many of them still exist today, and Monster.com, created in1999, is probably the
best example of how the business had grown since then, In 2012 the company generated over
a billion US dollars turnover. Thousands of online recruitment websites were born and died
during the last 15 years, as it is very competitive and aggressive market. Back in 1999, online
recruitment was basically the exact same announcements that in the newspapers, except that
they were accessible on the web.

Online recruitment uses the power of the internet to match people to jobs. Fundamentally, it
is about advertising vacancies on either job sites or corporate websites. At this very basic
level it is particularly effective at getting a high level of response. While it may generate
hundreds more applications than traditional print advertising, simply attracting more
candidates is only part of the job. The current view is that truly effective online recruitment
could be as low as 10% of the top blue-chip corporate companies.

The real strength and power of online recruitment, when done properly, lie in harnessing
internet technology to not just attract candidates but to deal with them too. In this sense it is
also about streamlining the recruitment process -so busy HR departments can give a better
recruitment service to their colleagues in finance, marketing, sales and manufacturing. Plus it
frees up more of their time for more value-added tasks.

A specialist software provider, such as HR Portal, can develop bespoke application programs
for recruiters that will save time, effort and money. They can automate the pre-selection
process by setting 'killer questions' (that only the top candidates will answer correctly),
profiling and scoring, psychometric tests and automatic CV scans to look for key words such
as qualifications and experience.

9
What is e-recruitment?

An online service for potential candidates to:

 Search for jobs

 View job details
 Apply for jobs
 Monitor progress of their application
 Arrange interviews
 Receive and accept offer
 On –boarding
 Give feedback

An online service for recruiters to:

 Build a vacancy
 Approve a vacancy
 Advertise a vacancy
 Links with job boards
 Facebook/ twitter etc
 Monitor applications
 Shortlisting
 Arranging interviews
 Making appointments

10
  On-boarding

Benefits of online recruitment over traditional recruitment

There are many benefits to be had by recruiting online: here area few.

1) Wide geographical reach

Advertising online opens up a much wider candidate pool than advertising in print. This gives
you a much better chance of finding the right candidate for the job. Note, however, this is
only a benefit if sifting, sorting and grading tools are applied to the applications coming in.
Otherwise you'll have hundreds to go through manually which becomes a liability. As we
said, the advertising is only part of the effective online recruitment.

2) Speed

Jobs posted online go live in literally minutes and candidates can - and do - respond
immediately. HR Portal has a great statistic fro m one of its clients HFC Bank: from the
vacancy appearing online to the candidate appearing in the interview room took just three
hours. While this was an exception, it proves it can be done.

For companies needing to recruit staff quickly to handle extra work, cover sickness, leave or
other staff shortages, the option to advertise, select and appoint people within (typically) 48
hours is a huge bonus.

3) Lower Cost

This may surprise you but technology in online recruitment is not expensive. By saving on
time, design and print costs and targeting precisely the best sites for the best candidates,
online recruitment is a very cost-effective option.

Not only that, but the hours saved through automating the pre-selection process represent a
considerable cost cut in terms of HR time needed to get candidates to the interview stage.
Suddenly, HR staff has time to do more productive things.

11
4) Automating the Process

The pre-selection process can be tailored to individual companies' needs. This way, you can
sift and sort candidates who meet your exact needs. Not only does this save time (and cost) it
also results in a better quality of candidate reaching the interview stage having already
established they meet certain key criteria.

Automating the application process also gives a level playing field to all candidates - whether
they come directly to your company's site, via a recruitment consultant or in response to a
print advertisement. For many larger organizations, achieving consistency of handling
candidates across many branches or regional offices can be a proble m: online recruitment
solves it

5) Interaction with candidates:

Working online via websites and email is the way of the future. It's not just the youngsters
who are logging on to find jobs either. Recent results from NORA’s shows 35% of all users
are over 35. It's quick, personal and direct. Questions are answered in seconds and
information is immediately accessible. What better way to establish whether the candidate is
right for you (and indeed that you are right for them)?

Another benefit is that candidate information can be held on file (your own searchable CV
database). So if someone is not quite right for the job for which they're applying, you can see
if their skills and profile match another job better. Working online opens up communication
channels and enables you to go directly to the candidate either immediately or at a later date
when an opportunity arises.

The online recruitment market is a jungle of jobs and job sites it's true. To attempt to walk
through it without falling down some holes, getting trapped or even swallowed up by less
scrupulous lions in the industry, you're best to seek professional advice.

HR Portal is a good start point (www.hrportal.co.uk) as it offers a unique combination of

skills where it marries unparalleled media knowledge (it posts more than 250,000 jobs a year
to sites) with software and web site design expertise. HR Portal knows the industry inside out
and is well aware that 'one size' does not fit all.

12
Every company has a different set of criteria and HR Portal tailors its services and products to
meet individual needs. First and foremost, you need to establish what you want.

There are three main points of entry into the market:

1. Media Buying

This is where you simply seek someone to place your adverts on the right job sites and
negotiate the media rates. Sounds easy but in fact it can be a hit and miss affair if your
adviser doesn't know the market particularly well.

Beware: there is a right and wrong way to buy online media advertising. There's a world of
difference between posting your ads to the sites you think are right (because you've heard of
them or their name sounds OK) and posting to sites you know are right (because hard
quantitative data has proven they yield the best candidates for given jobs).

HR Portal has been gathering this hard data for years and updates it daily. It is based on how
many candidates respond to each vacancy from each job site. They are now also measuring
candidate quality by job site. After all, it's better to target a smaller site that will yield a
handful of suitable candidates than a bigger player that throws you hundreds of unsuitable
people.

As a major player in media buying in its own right, HR Portal enjoys economies of scale with
the job sites. These cost savings are handed on to its clients, enabling them to buy online
media at a far reduced rate than they could achieve alone.

2. Media Buying with Pre-Selection/Sorting

It is advisable to supplement your intelligent media buying with a quick, effective candidate
handling process. This way, the true benefits of online recruitment will be realised.

A good Application Service Provider will develop and tailor such a programme to your
business: don't just accept the cheapest program - it is unlikely to be flexible. Make sure it
meets your needs. Insist it is tailored to your business and check there will be strong support
to get it up and running and maintained. HR Portal is very service and support orientated:

13
experience has shown that partnerships with its clients are far more fruitful than just selling
and leaving.

Furthermore, HR Portal finds that over time its clients' needs change: it is far easier to
accommodate any updates and upgrades within an on-going relationship.

3.The Full Monthly

Well not literally as in the film, but an impressive display of skills and expertise
nevertheless.HR Portal can take a job on from scratch: build the website, develop the
candidate assessment and management software, identify the best job sites and post ad s to
them. It's all part of its HRExtranet service (www.hrportal.co.uk/r63a11).HRExtranet blends
seamlessly into a corporate website, adding a new dimension to the company's public face.
As far as candidates are concerned, they are dealing with the company, not a consultant or an
IT specialist. And indeed they are: you, as the recruiter, have control of the system, can see
applications coming in and their progress. You can pick up the better candidates and fa st
track them to interview. You can see which sites and, if you're using them, which recruitment
consultants are bringing in the best quality people. Ultimately you can improve your service
to your functional colleagues and fill their vacancies more quickly at lower cost. Behind the
scenes, HR Portal works alongside you, tracks the site activity and offers necessary support.

Not so difficult after all, By now you should feel more confident about venturing online to
recruit staff. Once you've tried it out, you'll be unlikely to revert to print-only advertising.
Online recruitment can offer so much more in terms of value, efficiency and effectiveness. It
is the ultimate in flexible and responsive job advertising.

But remember, if a job's worth advertising, it's worth advertising properly. Take time to
research your options. Talk to some professionals in the marketplace and go for someone
who can prove they have the right combination of media knowledge, buying power and
software skills. Finally, make sure they will take time to understand your needs so you can
invest in a partnership rather than a simple buyer/seller agreement.

Advantages of e-recruitment:

14
  Lower costs to the organization. Also, posting jobs online is cheaper than advertising
in the newspapers.
 No intermediaries.
 Reduction in the time for recruitment (over 65 percent of the hiring time).
 Facilitates the recruitment of right type of people with the required skills.
 Improved efficiency of recruitment process.

Disadvantages of e-recruitment:

 Apart from the various benefits, e-recruitment has its own

 Share of shortcomings and disadvantages. Some of them are:
 Screening and checking the skill mapping and
 authenticity of millions of resumes is a problem and time
 Consuming exercise for organizations.
 There is low Internet penetration and no access and

15
  lack of awareness of internet in many locations across India.
 Organizations cannot be dependant solely and totally on
 The online recruitment methods.
 In India, the employers and the employees still prefer a
 Face-to-face interaction rather than sending e-mails.

Recruitment Strategies:
 A successful recruitment strategy should be well planned and practical to attract more
and good talent to apply in the organization.
 Identifying and prioritizing jobs
 Candidates to target
 Performance level required
 Experience level required
 Experience level required
 Sources of recruitment
 Trained recruiters
 How to evaluate the candidates
 Hr interview
 written tests
 technical tests
 Gives a 24*7 access to an online
 Collection of resumes.
 Online recruitment helps the
 organizations to weed out the unqualified
 Candidates in an automated way.
 Recruitment websites also provide
 valuable data and information regarding

 Recruiting Online:
 www.all-biz.com
 www.naukri.com
 www.timesjob.com

16
  www.careershop.com
 www.hr.com
 www.jobWeb.com
 www.monster.com
 www.recruitersonline.com

Flow chart of Automated Recruitment System:

Register

Login

Is Login Apply for a Upload CV

Valid
Position

Stop

17
OBJECTIVES:

The main objective of Online Recruitment System is to make applicants register themselves
online and apply for job and attend the exam. Online Recruitment System provides online
help to the users all over the world.

1. To design a cost effective solution suitable for personnel recruitment management

over the Internet.
2. To create a better way to interact with the labor market, do online screening and
shortlist prospective personnel online.
3. To establish a better and cost effective avenue to automate vacancy announcement,
position description, job analysis, and employment application without stress.
4. To provide a better way of screening prospective personnel online as a basis for oral
interview, and to communicate with prospective personnel.

OVERVIEW:

The overview of the project is to design an online tool for the recruitment process which
eases the work for the applicant as well as the companies. Companies can create their
company forms according to their wish in which the applicant can register

18
METHODOLOGY

In everyday life human being has to face many problems viz. social, economical, financial
problems. These problems in life call for acceptable and effective solutions and for this
purpose, research is required and a methodology applied for the solutions can be found out.
Research was carried out at WIPRO. Ltd to find out the “Recruitment and selection process”.

DATA COLLECTION:

Primary Data:
Primary data was collected through survey method by distributing questionnaires to
Branch manager and other sales manager. The questionnaires were carefully designed by
taking into account the parameters of my study.

Secondary Data:
Data was collected from books, magazines, web sites, going through the records of the
organization, etc. It is the data which has been collected by individual or someone else for the
purpose of other than those of our particular research study. Orin other words we can say that
secondary data is the data used previously for the analysis and there results are undertaken for
the next process

E-Recruitment Process& Methods of Employees: Job Portals and Resume

Scanners:
The buzzword and the latest trends in recruitment is the “E-Recruitment”. Also known as
“Online recruitment”, it is the use of technology or the web based tools to assist the
recruitment process. The tool can be either a job website like naukri.com, the organization’s
corporate web site or its own intranet. Many big and small organizations are using Internet as
a source of recruitment.

They advertise job vacancies through worldwide web. The job seekers send their applications
or curriculum vitae (CV) through an e- mail using the Internet. Alternatively job seekers place
their CV’s in worldwide web, which can be drawn by prospective employees depending upon
their requirements.

19
The internet penetration in India is increasing and has tremendous potential. According to a
study by NASSCOM – “Jobs is among the top reasons why new users will come on to the
internet, besides e- mail.” There are more than 18 million resume’s floating online across the
world.

The two kinds of e-recruitment that an organization can use is:

Job Portals:
Posting the position with the job description and the job specification on the job portal and
also searching for the suitable resumes posted on the site corresponding to the opening in the
organization.

2. Creating a complete online recruitment/application section in the company’s own website.

Companies have added an application system to its website, where the ‘passive’ job seekers
can submit their resumes into the database of the organisation for consideration in future, as
and when the roles become available.

Resume Scanners:
Resume scanner is one major benefit provided by the job portals to the organizations. It
enables the employees to screen and filter the resumes through pre-defined criteria’s and
requirements (skills, qualifications, experience, payroll etc.) of the job.

Job sites provide a 24 x 7 access to the database of the resumes to the employees facilitating
the just- in-time hiring by the organizations. Also, the jobs can be posted on the site almost
immediately and is also cheaper than advertising in the employment newspapers.

20
Sometimes companies can get valuable references through the “passers-by” applicants.
Online recruitment helps the organizations to automate the recruitment process, save their
time and costs on recruitments.

Online Recruitment Techniques:

A. Giving a detailed job description and job specifications in the job postings to attract
candidates with the right skill sets and qualifications at the first stage.

B. E-recruitment should be incorporated into the overall recruitment strategy of the

organization.

C.A well defined and structured applicant tracking system should be integrated and the
system should have a back-end support.

D. Along with the back-office support a comprehensive website to receive and process job
applications (through direct or online advertising) should be developed.

Therefore, to conclude, it can be said that e-recruitment is the “Evolving face of recruitment.

This fragment of research has been divided into five different chapters.

21
The 1st chapter comprises and starts with introduction. The introduction parts elicit the
development of E-Recruitment system. The next fragments are objectives and methodology
which has been used for conducting the study is clearly mentioned.

The 2ndchapter is company profile where we were required to conduct a research study on a
particular company. I choose WIPRO and the declaration of its Origin, Mission, Objectives,
Future Plans and SWOT analysis are discussed under the general profile of the company.

In 3rdchapter the conceptual profile of the present study “E-RECRUITMENT” is illustrated

in two different sections i.e.; Part A and Part B. In Part A the theoretical aspects of E-
RECRUITMENT have been discussed and in the Part B the application of E-
RECRUITMENT in WIPRO are put forward

In 4th chapter findings, Data Analysis, Interpretation and Conclusions have been presented
based on the second and third chapter.

The research study is completed with 5th chapter representing summary and suggestions.

CHAPTER-2

22
 COMPANY PROFILE

MISSION
 VISION:

23
 Having already achieved the pinnacles of process and quality credentials (through
SEICMM, PCMM and 6 Sigma), Wipro’s Vision is focused on attaining leadership in
the area of business, customer and people

Business Leadership: Among the top 10 information technology Services

companies globally and the No.1 Information Technology Company in india.

Custome r Leadership: The No.1 choice of customers through innovative soloutions

and Six Sigma processes.

People Leadership: Among the top 10 most preferrred employers globally by

ceating an environment of empowerment, intellectual challenge and wealth sharing.

Brand Leadership: Wipro to be among the 5 most admired brand in India.

 MISSION:
Wipro mission is the quality which they have (achived through 6 sigma)

6 SIGMA
 Focuses on customer, not to the product
 It indicates how much variations are there in a product.
 6 sigma- 3.4 defects per million
 5 sigma-230 defects per million
 4 sigma- 6,210
 3 sigma- 66,800
 2 sigma- 3,08,000
 1 sigma- 69,000

ORIGIN & HISTORY

24
Rainbow Colors:
Red : Life, Dynamsim
Green : Nature, Freshness
Yellow : Sun, Aspiration
Violet : Intelligence, Innovation
Blue : Sky, Sea, Transpiration

WIPRO is one of the largest IT services companies in India. Established in 1980 as

subsidiary of WIPRO limited listed on New York Stock Exchange. WIPRO was initially set
up in 1945 with main product of producing sunflower Vanaspati Oil and different soaps. At
that time Company was called Western India Vegetable Products limited with representative
offices in Maharashtra and Madhya Pradesh states of India. Its Head quarters in “Bangalore”.
During 1970s and 1980s it shifted its focus and begin to look into business opportunities in IT
and computing industry which was at nascent stages in India at that time. WIPRO was the
first company which marketed the first indigenous homemade PC from India in 1975.

In 1966 “AzimPre mji”, still the majority shareholder in WIPRO, took over as the
chairman of the company at the age of 21 and with the passage of time transformed it into
one of the finest and largest IT outsourcing services provider of the world. It is now
considered the world's largest independent R&D service provider. It offers different

25
ethnology driven services all over the globe with 46 development centers. AzimPremji isstill
the Chairman of the WIPRO along with other top class professionals heading different wings
of the business Wipro Tech is an information technology service company established in
India in 1980. It is the global IT services arm of Wipro Limited (in operation since 1945,
incorporated 1946). It is headquartered in Bangalore and is the third largest IT services
company in India. It has more than 78,000 employees as of September 2007, including its
business process outsourcing (BPO) arm which it acquired in 2002.
Wipro Technologies has over 300 customers across U.S., Europe and Japan
including 50 of the Fortune 500 companies. Some of its customers are Nortel, Boeing, BP,
Cisco, Ericsson, IBM, Microsoft, Prudential, Seagate, Sony, Win driver and ToshibaIt is
listed on the New York Stock Exchange and is part of its TMT (technology media telecom)
index testing. With revenue in the excess of US $3 billion, Wipro is one of India's major IT
companies. It has dedicated development centers and offices across India, Europe, North
America, Latin America and Asia Pacific.

WIPRO

The current Chairman, Managing Director and majority stake owner is Azim Premji,
who has headed the software and hardware divisions since Wipro's inception. Examples of
Wipro's product design work include developing an Internet-browsing phone for a Japanese
telecom company in 1998, helping chipmaker Texas Instruments produce digital signal
processing software, and creating an automotive display unit for Italian manufacturer
26
Magneti Marelli that combined functions including cell phone capability, global position
system technology, a navigation system and a CD player.

LEADERSHIP OF WIPRO:

With more than 100,000 associates from over 70 nationalities and 72 plus global delivery
centers in over 55 countries, Wipro’s services span financial services, retail, transportation,
manufacturing, healthcare services, energy and utilities, technology, telecom and media.
Wipro’s unwavering focus has been on business transformation with matchless innovation in
service delivery and business models. More than800 active clients that include governments,
educational institutes, utility services, and over 150 Global Fortune 500 enterprises have
benefited from this approach.

Wipro is at the forefront of technological and business co- innovation with 136patents and
invention disclosures. With enhanced business performance at the core of its deliveries due to
its strong R&D and Innovation focus, Wipro gets an enviable 95 percent repeat business. We
make our clients business more efficient through a combination of process transformation,
outsourcing, consulting and technology products and services. As the world’s first SEI CMM
Level 5 Company, Wipro endeavors to deliver reliability and effectiveness to its customers
by maintaining high standards in service offerings through robust internal processes and
people management systems

HUMAN RESOURCE MANAGEMENT:

27
MEANING OF HUMAN RESORCE MANAGEMENT

Human Resource plays a crucial role in the development process of the modern economics.
ARTHUR LEWIS observed “There are great differences in development between countries
which seem to have roughly equal resources, so it is necessary to enquire into the difference
in human behaviors”
Human resource management is the management of employee’s skill, knowledge, abilities,
talent, aptitude, creativity, ability etc. Different terms are used for denoting Human Resource
Management they are labor management, labor administration labor management
relationship, employee–employer relationship, industrial relationship, human capital
management, human assent management etc. Though these term sca n be used differently
widely, the basic nature of distinction lies in the scope or coverage and evolutionary stage. In
simple since, human resource management means employing people, developing
their resources, utilizing, maintaining and compensating their services in tune with the job
and organizational requirements

FUNCTIONS OF HUMANRE SOURCE MANAGEMENT ADMINISTRATION:

Strategic planning, organizational evaluation, County Board relations, policy
recommendations, supervision of department staff

Benefits:

28
Health insurance, dental insurance, life insurance, disability insurance, retirement benefits,
vacation, sick leave, paid holidays, section 125 plan, donor program, educational incentive,
uniform allowance, and others.

Compensation:
Salary and benefit surveys, job evaluation, job descriptions evaluation, job descriptions

Employee relation:
Disciplinary processes, incident investigations, complaint/grievance procedures, labor-
management relations.

Employee services:
Enrollment in benefits, employee discounts for recreational spots, resolution of enrollment or
claim problems, employee newsletter. Educational assistance, employee service awards

Fiscal:
Staffing budgets, departmental budget, accounts payable, insurance receivables, insurance
fund management, total package costing. Insurance receivables, insurance fund management,
total package costing.

Health and safety:

Employee assistance, workers compensation claims, drug testing, safety compliance and
training.

Leaves of absence:
State and/or Federal Family and Medical Leave rights, County approved leaves of absence,
rights upon return to work, light duty assignments for temporary periods.

Payroll administration:
Computer-based or manual evaluation systems, supervisory training, compliance with
timeliness standards

Performance appraisal:
29
Employee files, litigation files, payroll records, safety records and other administrative files

Record-keeping:
Job posting, advertising, testing administration, employment interviews, background
investigations, post-offer employment testing.

Importance of Human Resource Management

1: Attract highly qualified and competent people
2: Ensure that’s the selected candidate stays longer with the company.
3: Make sure that there is match between cost and benefit.
4: Helps the organization to create more culturally diverse workforce

Whereas, the poor quality of selection means extra cost on training and supervision. Further
on more, when recruitment fails to meet organizational needs for talent, atypically response is
to raise entry level pay scales. This can distort traditional wages and salary relationship in
organization, resulting in unavoidable consequences. Thus the effectiveness of the
recruitment process can play a major role in determining their sources that must be expended
on other HR activates and their ultimate success

WIPRO CUSTOMERS:

30
 Objectives represent a managerial commitment to achieve specified results in a

specified period, of time.

 They clearly spell out the quantity and quality of performance to be achieved, the time

period, the process and the person who is responsible for the achievement of the

objective.

 Highly qualified and experienced candidates.

 Right people to match corporate goals.

 Spread awareness of Amoco.

 Find the best recruiting channels in Finland.

 To study the recruitment and selection procedure followed in WIPRO

 To study the various sources of recruitment followed in WIPRO.

 To learn what the process of recruitment and selection is that shouldbe followed.

 To search or headhunt people whose skill fits into the company’s values

31
32
SWOT ANALYSIS:-

S STRENGTH
W WEAKNESS
O OPPORTUNITES
T THREATS

STRENGTHS

 Flexibility in adopting innovative technology.

 There is a whole year of supply of raw material throughout the year and also
production capacity is also full utilized.

 This organization enjoys getting the labor at cheap cost located at village area.

 Wipro Infrastructure engineering also enjoys the benefits of tax holiday and tax
deferment of location at industrial.

 Quality certified company.

 Well established infrastructure.

 Planned layout of process house and stitching plant.

 Willingness to invest and re-invest.

 Multi skilled labor at low cost.

 Eco-friendly business.

 Adopting Japanese principle such as SIX SIGMA, KAIZEN, 5’S HOUSING to

improve the quality of product.

33
WEAKNESS

 Low operating margin of the group

 Free floating stock is very less
 Domestic market was huged but was under developed
 Small player in global market
 Limited domain

OPPORTUNITIES

 Rising exports from the industry.

 Promotion of new brands effectively with introducing new varieties. The research &
development team can work effectively in introducing new brand varieties with
coming with.

 Scope for expansion.

 Increasing demand.
 Explored options in SEZ Industrial area.
 Tax exemptions and Governmental subsidies.

THREATS

 Cut throat competition from rival companies.

 Ever changing demand
 New entrants
 Language barrier and misunderstandings.
 Change of Government Policies in Export and Import.
 Increasing cost of human capital.

34
35
 Ranked 23rd in the top companies for leaders global list announced by Aon Hewitt,
The RBL Group and Fortune.
 ASTD BESTAward for training and development
 IT Outstanding Project of the year 2011 award for innovation and achievement in
outsourcing industry
 NASSCOM Corporate Award for Excellence in Diversity and Inclusion
 National Telecom Award for Excellence in Infrastructure for Application Services
 SAP ACE Award for Customer Excellence
 The Outsourcing Excellence Award for Outstanding Work in utilities Company in
UK
 Awarded with DL Shah National Quality Award.
 Wipro has been included in the Dow Jones Sustainability Index (DJSI) – World and
Emerging Markets for the eighth time in succession
 Wipro has been named a constituent of the FTSE4Good Index Series in 2017

 Wipro won 7 awards, including Best Managed IT Services and Best System Integrator
in the CIO Choice Awards 2015, India
 Wipro won Gold Award for ‘Integrated Security Assurance Service (ISAS)’ under the
‘Vulnerability Assessment, Remediation and Management’ category of the 11th
Annual 2015 Info Security PG’s Global Excellence Awards.

36
FUTURE PLANS:

 Improve business focus

 Increasing efficiency

 Strong focus on clients

 Strong focus on strategic goals

 Wipro will go for 20 acquisitions in this year especially in USA

 Wipro to hire 25000 techies in karnataka

 Wipro has a strong target of increasing sales of fixed contracts by 10%

 Wipro is going to increase manpower in IT Sector up to 2000 for US Firms

37
PERSONAL DEPARTMENT

RECRUITMENT PROCESS:

Recruitment refers to the process of screening, and selecting qualified people for a job at an
organization or firm, or for a vacancy in a volunteer-based organization or community group.
While generalist managers or administrators can undertake some components of the
recruitment process, mid- and large-size organizations and companies often retain
professional recruiters or outsource some of the process to recruitment agencies. External
recruitment is the process of attracting and selecting employees from outside the
organization.

38
 A. Internal Sources:-
 Promotions and Transfer
 Job postings
 Employee Referrals

B. External Sources:-
 Advertisement
 Employment Agencies
 On campus Recruitment
 Employment exchanges
 Education and training institute

Wipro Recruitment Process:

Job Analysis (what is

Option to use
the job)?
Competency-based

Approach
Job Description Person Specification

Attracting & managing

applications

Selecting candidates- short

listing & assessment

Making the Appointment

Joining the organization/

induction 39
Placement Tips

Three sections:
You have to clear each section separately 15- verbal,15- apti,20-technical time 50 minutes.
Verbal type: word pair, analogy, fills in the blanks with appropriate Words, Aptitude type:
people, n chairs/chambers/parking etcall questions of this type and also a paragraph was
given and the logical deduction was to be done. 4 questions were common from barons Tech
type: general knowledge of computers (no programming language questions) 4 options for
each.
Interview was in 2 stages, technical was mainly concentrated on data structure and C.. DBMS
and CPP was also asked but stress was mainly upon the former, Linux was asked too if it was
mentioned in the CV it was grilling and easy for some (there were 7 panels) for the non -IT
branch the interview was mainly on their project. HR was also an easy cake; we had to
prepare for 2 questions: What you know about Wipro and your strong points, weak point,
hobbies nothing else but the most surprising part was that they eliminated more than 50 % of
the candidates in the HR only whereas in others HR eliminates only 5-10%.

40
There was 3 selection processes in WIPRO:-

1. APTITUDE TEST
2. TECHNICAL INTERVIEW
3. HR INTERVIEW

ABOUT APTITUDE TEST:-

Total no of question: 50 Marks: 50 (each question carrying 1 marks ) Time duration: 60
minutes Section:
1) VERBAL (20 QUESTION)
2) QUANTITATIVE (20 QUESTION)
3) TECHNICAL (10 QUESTION)
There was sectional cut-off , question paper was not very much tough. There was no
negative marking.

VERBAL:-
You have to practice it from R S AGARWAL verbal &non verbal book & GRE
barons. I guessed the unknown answer. Synonyms, Antonyms, fill in the blanks, sentence
completion, punctuation, idioms, voice change, jumbled words, and analogies. You have to
practice it. Similar meaning of MAJESTIC etc.

QUANTITATIVE:-
This portion was easiest portion. If you practice it from R S AGARWAL-
quantitative aptitude book then you can find most of them are same type. Problem on ages,
permutation, combination, train, work & time, mixture & allegation, simple & compound
interest, probability, pipes & cistern, speed, problem on series (A.P., G.P.), profit & loss etc
are important for WIPRO.

41
TECHNICAL:-
You have to brush up your C, C++, OS, Data structure thoroughly. ECE guys also
will give their importance on digital electronics & microprocessor. Some questions I
mentioned here-
1) Binary digit of 172
2) Excess 3 code of 32
3) Marc Anderson is famous for which invention:
a)Napster
b)Netscape browser
c) Microsoft messenger
d)Scur virus. Ans:-b)
4)’show the o/p’ related three problems. 165 students cleared aptitude test. After that they
called us for technical interview & I’m 2nd person in my panel.

Round 1: Written test

1. Verbal:
This section will have 15 questions related to synonyms, antonyms, Analogies, SC,
Prepositions and reading comprehension.
2. Aptitude:
This section will have 15 questions related to aptitude topics like Time & Work, Time
& Distance, Blood Relations, Series Completion, Puzzles, Calendars, Clocks,
Percentages, and Ratio proportions, Ages, Pipes and Cisterns etc.
3. Technical:
This section will have 20 questions related to basic technical concepts from C, C++,
Java, Linux, UNIX, DBMS, SQL, Programming fundamentals, Hardware, Software
Engineering, and Micro Processors etc. Candidates are informed to brush up their
technical skills which were covered in their regular academic curriculum.

Round 2: Technical Interview

This is a major elimination round. Candidates should be thorough with their basic
technical skills to clear this round. Candidates are here by informed to be prepared with their
core subjects. Technical test (networks, OS, basic computation) like:-

a. what is NIC?

42
b. define ping/ipconfig/dhcp etc. they can ask you to explain with a scenario.

c. Basic Computer knowledge (Like - how to locate LAN settings, how to get into internet or
hardware properties, how to check your domain and the computer name etc.)

d. Basic Internet knowledge.

e. How can you create a LAN?

f. Types of cables and which one is used where?

g. Network Layers/architecture. Types and related protocols (TCP/IP, FTP, SMTP..)
h. Basic file structure.
i. Win XP vs Win 98??
j. LAN / WAN / MAN.
k. Types of memory.
l. Router vs Hub vsSwitch.
m. What is MODEM?
n. Types of movie file formats.
o. Broadband vs Baseband. etc.

Round 3: HR Interview
Candidates can expect basic HR interview questions like Tell me about yourself, Why should
I hire you, Why only WIPRO, What is SIX sigma level.
Candidates will be tested in their communication and vocabulary during technical and HR
interviews.
These are the recently asked questions in HR round for Wipro non-voice processes please
help me in answering these questions:
1. Tell me about yourself?
2. What do you know about our company?
3. What will you do in the leisure time?
4. Who is the person whom you are admired of?
5. What is investment banking?
6. What is the happiest movement in your life?

43
HR Interview Questions for Wipro
1. What is the difference between PCR and CAP?
2. 2. How do you run payroll?
3. 3. How do you correct payroll?
4. 4. If I want to include some more wage types, say bonus from today. How should I do
that?

5. What is meant by payroll area? What are the uses of payroll area?
6. What is meant by a control record?
7. What is meant by retroactive accounting?
8. How do you create customized ITs? What is the no. range for customer specific ITs?
9. What are data types? How many data types exist? What are they? Where do you
configure them?
10. What is a counting rule?
11. What is absence type?
12. How do you configure absence? Give an example
13. What is absence quota type?
What are the features you used in benefits?
14. How many health plans have you configured, what are they?
15. What are the most important ITs in benefits?
16. List the applicant actions in recruitment.
17. What is the feature used for Personnel Administrator. What group should you use in
that?
18. What are the IT's used in NUMKR? (I said NUMKR is associated with Org.
Assignment.)
19. What is an applicant group?
20. What is an unsolicited applicant group?
21. What is the technical code for authorizations?
22. Differentiate between Payroll area and pay scale area?
Round 4:Placement
Upon Joining, the incumbent shall be given an employee code number by
Manager(HR) and he shall fill up the joining forms and shall submit the same to the
Manager(HR) for further course of action. Final HR - just a formality (They will explain you
the salary structure etc.) Wipro recruit 40% employees from campus recruitme nt.

44
Another popular source for Wipro’s Recruitment is the Online Placement through NSR
(National Skill Registry).

Selection is the process of putting right men on right job. It is a procedure of matching
organizational requirements with the skills and qualifications of people. Effective selection
can be done only when there is effective matching. By selecting best candidate for the
required job, the organization will get quality performance of employees. Moreover,
organization will face less of absenteeism and employee turnover problems. By selecting
right candidate for the required job, organization will also save time and mone y. Proper
screening of candidates takes place during selection procedure. All the potential candidates
who apply for the given job are tested.
But selection must be differentiated from recruitment, though these are two phases
of employment process. Recruitment is considered to be a positive process as it motivates
more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of
data. While selection is a negative process as the inappropriate candidates are rejected here.
Recruitment precedes selection in staffing process. Selection involves choosing the best
candidate with best abilities, skills and knowledge for the required job.

45
The Employee selection Process takes place in following order-

1. Preliminary Interviews-
It is used to eliminate those candidates who do not meet the minimum
eligibility criteria laid down by the organization. The skills, academic and family
background, competencies and interests of the candidate are examined during preliminary
interview. Preliminary interviews are less formalized and planned than the final interviews.
The candidates are given a brief up about the company and the job profile; and it is also
examined how much the candidate knows about the company. Preliminary interviews are also
called screening interviews.

2. Application blanks-
The candidates who clear the preliminary interview are required to fill application blank. It
contains data record of the candidates such as details about age, qualifications, reason for
leaving previous job, experience, etc.
3. Written Tests-
Various written tests conducted during selection procedure are aptitude test,
intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess
the potential candidate. They should not be biased.

46
 4. Employment Interviews-
It is a one to one interaction between the interviewer and the potential candidate. It is used to
find whether the candidate is best suited for the required job or not. But such interviews
consume time and money both. Moreover the competencies of the candidate cannot be
judged. Such interviews may be biased at times. Such interviews should be conducted
properly. No distractions should be there in room. There should be an honest communication
between candidate and interviewer.
5. Medical examination-
Medical tests are conducted to ensure physical fitness of the potential employee It will
decrease chances of employee absenteeism.
6. Appointment Letter-
A reference check is made about the candidate selected and then finally he is appointed by
giving a formal appointment letter

47
48
A. THEORETICAL ASPECT OF THE CONCEPT:

Theoretical concepts in the workplace determine the company culture of an office

or place of business. Concepts should be conscious decisions by company management and
executives, and should be clearly communicated to employees so there is no confusion.
Theoretical concepts in the workplace range from how employees work, dress or act, as well
as any other concept that affects the working environment in a workplace

Behavior

One workplace concept relates to the behavior of employees in the workplace. Some
aspects of this concept are determined by the law, such as sexual harassment policies and
other types of behavior that violate the law. Other aspects are determined by the company.
For example, some companies are conservative when it comes to socializing with other
employees, while other companies encourage frequent social interaction as the executives
believe that when you work with friends in a comfortable environment, you are more
productive.

Work Style

A company's work style is also a workplace concept. For example, one style might be
to assign individual tasks to people, who work on those tasks alone for the most part. Another
might be to group employees into small teams and give those teams projects to collectively
work together.

Dress and Appearance

The overall appearance of employees is another concept executives should discuss.

For example, some companies require employees to dress up for work, while others allow
shorts and flip flops. Business casual is a common style of dress for many companies, which
is slightly dressed up but still comfortable. The appearance of a company's employees should
reflect the overall company culture and be appropriate for the industry; financial and legal
institutions typically have more formal dress codes than small software companies.

49
Workplace Atmosphere

The appearance of the workplace is also a workplace concept to determine. For example,
some offices are divided into cubicles, while other companies prefer large, open spaces to
form more of a community feel. Also, some executives bring in games or recreational areas
for employees to unwind and take breaks from work, and make the workplace fun, while
others see those elements as distractions.

Communication

Communication is an important part of any workplace. Executives should decide how

employees will communicate with each other in the workplace. Technology has created a
number of ways to communicate by email, phone calls, instant messaging and online forums.
These methods often replace the most traditional form of communication -- face to face
conversation -- for many companies.

50
 B.APPLICATION OF THE WIPRO:

Fill in your details to apply.

Fields marked with * are mandatory

Area of Expertise

Technologies

Upload Your Resume

*(Attach only doc,docx,pdf,html, rtf,txt and size less than 2MB)

UPLOAD RESUME

First Name

Last Name

Email Id

Contact Number

Experience

0 0
*

51
Current Organization

Current Annual Salary (with currency)

Kenyan Shilling

Notice Period

Select Notice Period

Resident Country

Select Country

Preferred Location

Select Preferred Location

SUBMIT RESET

52
CHAPTER-4

53
FINDINGS

 Organization structure of Wipro is well formatted in which each and every

department plays important role.

 Organization culture of Wipro is informal, where every person directly meet to high
authority without any systematic way which I considered was good because it
encourages employees at work.

 Tax exemption up to five years is one of the advantages which the company is
enjoying.

 It has a separate HRD section for maintaining its manpower resources.

 Intensive measures have been undertaken for pollution control and environment.

 The major challenges faced by HR managers in recruitment of IT personnel are

adaptability to globalization, Lack of motivation, Process analysis and Strategic
prioritization.

 It is found that latest recruitment trend in IT Industry are outsourcing of recruitment

process, poaching/raiding and e-recruitment

 It is found that a majority of IT companies has preferred both internal and external
sources of recruitment the candidate for the job. The major external sources od
recruitment for IT companies are Press Advertisement, Educational Institutions,
Placement agencies, Outsourcing, Employee referrals, Walk-In, E-recruitment and
internal sources are through Transfer, Promotion and Upgrading.

 The interview process of TCS has three stages: Technical Interview, Management
Review and HR interview. Once the candidate clears all the three stages he is
prompted to complete his online application form for offer generation. The offer
initiation takes a minimum of 5 days from the day of complete online application.
After the offer has been rolled the candidate accepts the offer and then initiates the
Background Check (BGC) process and submits the relevant supporting documents. If
the BGC process is positive for the candidate, he/she is called for the induction
process at a date close to the joining date. The candidate is then redirected to the
specific ISU for project allocation.
54
 Wipro recruits fresh professionals only from the best educational institutions such as
Indian Institute of Technology and regional engineering colleges. Wipro don’t give
too much importance to assess candidates’ knowledge about the current IT
technologies. Instead Wipro attempts to find out whether the person being
interviewed the excellent learning capabilities and has shown consistent desire for
learning. The fresh graduates being interviewed for a job should have consistently
above average academic performance. Wipro also put greater emphasis to assess their
analytical and logical thinking capabilities through case problems. Further the
company also looks for creating a match between existing organizational culture and
the values of the person being interviewed.

 Wipro uses a referral scheme for induction of software professionals with experience.
They also give preference in recruitment to relatives of their existing employees. A
permanent employee of the company can recommend and experienced software
professional for an employment in the organization. If the person gets selected, the
person who recommends is given a monetary reward, which could be equivalent of
about on month salary.

 Wipro recruits 40% employees from campus recruitment. Another popular source for
Wipro’s Recruitment is the online placement through NSR (National Skill Registry)

 Wipro trains its managers in interviewing skills. Wipro has trained so far about 300
managers/software professionals who have been associated with the recruitment
process. As a policy, Wipro ensures that a professional who has not attended the
interviewing skill program, is not on any interview panel.

 The main sources of recruitment for HCL are database, employee reference,
consultant, E-groups etc. HR Executive use to validate resumes which are sourced
and interview people who are validated. While searching for fresher two tools are
predominantly used, 1. HCL Education, 2. Campus for hiring engineers and sales
personnel

 Selection of candidates is done through multi level interview by line manager, Head
HR. On selection roll out the offer made, conduct a medical test, and reference check
is done.

55
DATA ANALYSIS:

1. Identity the source from where you came to know about the
job?

SOURCES INTERNAL ADVERTISEMENT CONSULTANT OTHERS

RESOURCES

32 24 0 4

35

30

25
INTERNAL SOURCES
20
ADVERTISEMENT
15
CONSULTANT
10 OTHERS

0
SOURCE

INTERPRETATION:

From the chart above we find that 32 of the employees came to know about the job through
internal resources, 24 of the employees through advertisements, 4 from others and 0 came to
know from consultant.

It is evident that internal reference and advertisement were the prevailing sources of
Recruitment in reference of infrastructure.

56
 2. Which of the sources of recruitment a nd selection are used
in WIPRO?
a. Internal
b. External
c. Both
Options Internal External Both Total
Responses 2 7 11 20
Percentage 10 35 55 100%

DATA

INTERNAL
EXTERNAL
BOTH

Interpretation:

It was found that about 55% of the recruitment and selection is done both byinternal and
external sources, while as external sources are used more than the internal sources.
Employees are hired mostly from external sources like job portals, consultancy etc.

57
 3. Does your company follow different recruitment process for
different grades of employment?
1. Yes
2. No
Options Yes No Total
Responses 20 0 20
Percentage 100 0 100%

Sales

YES
NO

Interpretation:

It was found that from that different recruitment process is adopted for different grades of
employment. Like, for the recruitment of trainers in WIPRO theoretical knowledge is
considered more and for the developers technical knowledge is given importance.

58
CONCLUSION OF WIPRO:

From the above SWOT analysis it is clear that the strengths as well as opportunities of
company are more. It is due to the efforts made by all the levels-top level, managerial level,
and operational level of the organization. The ever expanding business every year is the
indicator of success and its bright future; it shows the company’s commitment to future
growth and improvement. The company’s opportunities need to be grabbed and for
improvement and further success. The company is not only has profit Human resources and
society. As per the data collected about is to expect to grow further. Moreover it can be seen
there is a good competition between the companies in this sector are focusing more on
customer satisfaction. Even year by year the export market is also booming in a wide span, so
the organization can grow very soon as this is also mostly concentrated on exports.
This project reports gives a viewed picture of how Wipro limited company has molded
itself into a well established company. Recruitment is the process of searching for prospective
employees and stimulating and encouraging them to apply for jobs in an organization. And
Selection is selecting the right candidate at the right time in the right place. It is my immense
pleasure to do my projects in such dynamic company which has reached great heights by
employing sound financial techniques and innovative marketing strategies. The story of the
company proves that great things are done with humble beginnings which are inspirational
for new entrepreneurs.
The study focus on selected Human Resource Practices in Certified level 5 IT
companies from this study there is a similarity in performing selected Human Resource
practices. The biggest challenges faced by Indian IT companies are employee retention and
acquisition of talent workforce. The traditional ways of gaining competitive advantage have
to be supplemented with organizational capability i.e. the firm ability to manage people
Organizational capability to relate to hiring and retaining competent employees and
developing competencies through effective human resource management practices .Indeed
sustainable competitive advantage. High performance work practices provide a number of
important sources of enhanced organizational performance. HR systems have important,
practical impacts on the survival and financial performance of firms and on the productivity
and quality of work life of the people in them.
Ultimately, the main objective of the company is to be the number one in producing
quality and to have a global presence.

59
CONCLUSION OF E-RECRUITMENT:

The use of an effective online recruitment facility such as the one presented in thiswork
provide efficient and accurate method of collecting and organizing relevant information and
documents such as CV’s, resume’s, etc. about interested job seekers or applicants. The use of
an online job recruitment facilities system will greatly enhance the organization effectiveness,
accuracy, speed, efficiency and convenience of its applicant and administrator. This software
has attempted to solve the problem of traditional recruitment system and to a large extent it is
successful.

E-Recruitment

60
CHAPTER-5

61
SUMMARY

 Wipro Limited (Western India Palm Refined Oils Limited or more

recently, Western India Products Limited) is an Indian Information Technology
Services corporation headquartered in Bangalore, India.

 In 2013, Wipro demerged its non-IT businesses into separate companies to bring in
more focus on independent businesses.

 Wipro has been ranked 1st in the 2010 Asian Sustainability Rating (ASR) of Indian
companies and is a member of the NASDAQ Global Sustainability Index as well as
the Dow Jones Sustainability Index.

 In November 2012 Guide to Greener Electronics, Greenpeace ranked Wipro first with
a score of 7.1/10.As per as an interview AzimPremji also stated that the Mithun
Chatterjee GL in the WIPRO BPS KDC can be elected as the CEO.

 At the end of December 31, 2015, its employee strength was 170,664. Abid Ali

 Neemuchwala was appointed as Wipro's CEO after T. K. stepped down in early 2016
E-recruiting, embracing the term web-based recruiting, can be described as any recruiting
processes that a business organisation conducts via web-based tools, such as a firm’s public
internet site or its corporate intranet.

62
  We use the terms online recruitment, internet recruitment, and e-recruitment
interchangeably.
This e-recruitment study set out to answer the following questions, using evidence-based
research:

 What are the overall trends in e-recruitment use and practice? Which parts of systems
are web-enabled and what are the related benefits and challenges?

 What is happening in practice? What are the e-recruitment methods that are being
used, and what are the real experiences from organisations attempting
implementation?

 Does it work? How do organisations evaluate the success of their e-recruitment

initiative?

There were four main phases to the project: a literature review, a survey, an IES Research
Network event on e-recruitment, and a series of case studies. The survey provided the
overview of use, while the case studies illustrated more in-depth analysis of some of the
issues organisations are facing.

There is growing evidence that organisations are using internet technology and the World
Wide Web as a platform for recruiting and testing candidates. The IES survey of 50
organisations using e-recruitment reported that the primary drivers behind the decisions to
pursue e-recruitment were to improve corporate image and profile

 reduce recruitment costs

 reduce administrative burden

 Employee better tools for the recruitment team.

Fifty- five per cent of respondents expected their organisation to reduce its use of other
recruitment methods in the future. The key limiting factors to e-recruitment most frequently
reported were the cultural approach of the organisation towards recruitment

 the lack of knowledge of e-recruitment within the HR community

 internet usage by target candidates

 commitment of senior management.

63
Issues raised as causing concern with e-recruitment included the quantity and quality of
candidates applying using web-based tools (egorganisations being inundated with CVs
attached by email, many of whom were not suitable for the post), the relevance of shortlisting
criteria (eg the validity and legality of searching by keywords), confidentiality and data
protection, and ensuring diversity of applicants.

The trends in e-recruitment use suggest a changing landscape whereby in future the candidate
is connected to the central system and there is involvement of the line manager in the process
(see figure). In addition to the reported benefits such as cost efficiencies, the role of HR in
this model is viewed as more of a facilitative role, in theory allowing time for recruiters to
become involved in the strategic issues within resourcing

REFERENCES:

1. ^"Company History of Wipro".

2. "Wipro: From a vegetable oil maker to an IT major" .

3. ^ "Wipro Financial Statements 2017" . Wipro Ltd.

4. ^ "Wipro Ltd. Share holding pattern" .

5. ^ "Wipro's bagful of ideas".

6. ^ "Wipro Ltd. - Company Information".

7. ^ "Wipro falls 12% as stock adjusts to demerger".

8. ^"Company History of Wipro" . Money Control.

9. ^ ""About Wipro"". wipro.com.

10. ^ "Billionaire Profile: AzimPremji" .

11. "Wipro: From a vegetable oil maker to an IT major" .

12. ^"Wipro Financial Statements 2017" . Wipro Ltd.

13. ^ "Wipro Ltd. Share holding pattern" .

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SUGGESTIONS
 Recommendation for the further research can be carried out on this work to improve
it functionality and increase its features.
 Recruitment must be done by analysing the job firstly which will make iteasier and
will be beneficial from the company’s point of view.
 More emphasis should be given on internet and advertisement so thatmore and more
candidates apply for the jobs and it will be easy to findthe right employee among
them.
 The recruitment and selection procedure should not be too lengthy andtime
consuming.
 Some recruiters work by accepting payments from job seekers, and in return help
them to find a job. This is illegal in some countries, such as in the United Kingdom, in
which recruiters must not charge candidates for their services (although websites such
as LinkedIn may charge for ancillary job-search-related services). Such recruiters
often refer to themselves as "personal marketers" and "job application services" rather
than as recruiters.

 Company should try to use the internal recruitment process first becauseit incurs less
cost and acts as a motivational factor to the employees.

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 Provide training to employees so that they get better knowledge, skillsand attitude.
 Company should amend some parts of their HR policies for bettereffectiveness.
 In situations where multiple new jobs are created and recruited for the first time or
vacancies are there or the naturein such documents as job descriptions and job
specifications. Often, a company already has job descriptions for existing positions.
 Where already drawn up, these documents may require review and updating to reflect
current requirements. Prior to the recruitment stage, a person specification should be
finalized.

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www.wipro.com

www.wipro.in

www.wipro.net

http://www.wiproerecruitment.com/about-us/company-profile.php

www.cipd.co.uk/subjects/recruitments/general

www.hr.com

http://www.linkedin.com

http://www.en.wikipedia.org

http://slideshare.com

Book Referred for the explanation of the concept

 E-Recruitment/
Author –
Edition-II

 Chris Duke,(2001) Recruiting the right staff

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