wipro

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

Reference: http://www.seminarprojects.com/Thread-a-study-on-effectiveness-
of-recruitment-and-selection-process-in-wipro-
technologies#ixzz1He2DaxDIresults 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 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.

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 HR policies 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 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.

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 year 1945.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.

OBJECTIVES OF THE STUDY

Primary objective:

To study the effectiveness of recruitment and selection process in Wipro

Technologies Private Limited.

Secondary objectives:

• To study the various sources of recruitment.

• 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 of recruitment.

• 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 of recruitment 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.

Reference: http://www.seminarprojects.com/Thread-a-study-on-effectiveness-
of-recruitment-and-selection-process-in-wipro-technologies#ixzz1He3IUoVz

DATA ANALYSIS AND INTERPRETATION

The data collected has to be processed and analyzed for the purpose of
developing the research plan. This is essential for a scientific study and for
ensuring that we have all the relevant data. Processing implies editing,
coding, classification, and tabulation of collected data and so that they
acquiescent to analyzes.

The term analysis refers to the computation of certain measures along with
searching for patterns of relationship that exists among data groups. Thus,”
In the process of analysis, relationships with original or new hypothesis
should be subjected to statistical tests of significance to determine with that
validity data can say as to indicate any conclusions.

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.

SUMMARY AND CONCLUSION

FINDINGS

By the way of collecting survey through Primary data and by applying

statistical tools, the researcher analyzed some of the findings are:

v 100 per cent of respondents are having awareness of recruitment and

selection process of the organization.

v 90 per cent of respondents preferred both sources of recruitment.

v 100 per cent of respondents said that employee referral is the main
source of internal recruitment.
v 56 per cent of respondents came to know about vacancy through
consultants.

v 71.333 per cent of respondents feel that consultants play a vital role in
recruitment process.

v 70.67 per cent of respondents agreed that HR policies are the factor
influences recruitment process.

v 77.33 per cent of respondents believe that recruiter should be

knowledgeable and experienced personnel.

v 43.33 per cent of respondents are satisfied with the recruitment and
selection process of the organization.

v 5.33 per cent of respondents are disagreeing in saying that

recruitment is a challenging task for the recruiter.

v 30.67 per cent of respondents prefer technical interview in case of

selection process.

v 31.33 per cent of respondents prefer HR interview in case of selection

process.

v 52 per cent of respondents are highly satisfied with the candidate

eligibility verification followed in the organization.

v 94.67 per cent of respondents agreed that selection of candidates is

strictly adherence to the HR policies of the organization.

v 70.67 per cent of respondents said that no preference is given to

female candidates.

SUGGESTIONS

The study proved that Wipro has an effective Human Resource Department

which meets all the manpower requirements of the company.

• The company can go for campus interview in order to get talented

candidates to improve the organization effectiveness.
• Some changes can be implemented in recruitment policies as it stands
as an obstacle of recruiting talented candidates.

• Intelligence test should be implemented in selection process to test the

knowledge of the candidates.

• The organization can minimize the candidate eligibility verification

process.

LIMITATIONS OF THE STUDY

• The duration of the study was limited and hence elaborate and
comprehensive project survey was not undertaken.

• The personal biases of the respondents might have entered into their
response.

• Because of a small period of time only small sample had to be

considered which doesn’t actually reflect and accurate picture

CONCLUSION

The process of recruitment and selection in Wipro is awesome. The company

sources of recruitment are very effective. The main source of internal
recruitment is employee referral as rewards are provided to employee to
encourage this kind of recruitment. Recruitment is a never ending process in
the organization. Selecting the qualified and skilled candidate is the main
motto of the organization.
The excellent pattern of interview is followed in case of selection process.
Candidate eligibility 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.

Reference: http://www.seminarprojects.com/Thread-a-study-on-effectiveness-
of-recruitment-and-selection-process-in-wipro-technologies#ixztheoretical

thheoretical topics which can be

used:-

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 researcher is highly dependent
on the source of Primary data

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of-recruitment-and-selection-process-in-wipro-technologies#ixzz1He56NsMC
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 Employees

o 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 candidate’s 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:

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 and scattered 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 supply required 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.

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 requirements

5. 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 candidate’s 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 verification

The 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.

• 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:

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

Reference: http://www.seminarprojects.com/Thread-a-study-on-effectiveness-
of-recruitment-and-selection-process-in-wipro-technologies#ixzz1He5IDK82