RECRUITMENT & SELECTION IN SOFTWARE COMPANY

GROUP MEMBERS: ROLL NO:

SANGITHA NADAR 15 SNEHAL NAIK 16 NISHA PAWAR 21 FARIN SAYED 26 RUKAIYA SHAIKH 31

INDEX 1. OVERVIEW 2. VISION & MISSION 3. HUMAN RESOURCE PLANNING 4. PEOPLE CAPABILITY MATURITY MODEL 5. SIX SIGMA 6. MODEL OF HRP SYSTEM 7. RECRUITMENT PROCESS OF WIPRO 8. SELECTION PROCESS OR WIPRO 9. TRAINING PROCESS OF WIPRO 10. DEVELOPMENT 11. PERFORMANCE APPRAISAL 12.
PROMOTION

13. TRANSFERS 14. COMPENSATION 15. HUMAN RESOURCE INFORMATION SYSTEM (HRIS) 16. EMPLOYEE WELFARE
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17. CONCLUSION

OVERVIEW
Wipro started as a vegetable oil company in 1947 from an old mill founded by Azim Premji's father. When his father died in 1966, Azim, a graduate in Electrical Engineering from Stanford University, took on the leadership of the company at the age 21. He repositioned it and transformed Wipro (Western India Vegetable Products Ltd) into a consumer goods company that produced hydrogenated cooking oils/fat company, laundry soap, wax and tin containers and later set up Wipro Fluid Power to manufacture hydraulic and pneumatic cylinders in 1975. At that time, it was valued at $2 million. In 1977, when IBM was asked to leave India, Wipro entered the information technology sector. In 1979, Wipro began developing its own computers and in 1981, started selling the finished product. This was the first in a string of products that would make Wipro one of India's first computer makers. The company licensed technology from Sentinel Computers in the United States and began building India's first mini-computers. Wipro hired managers who were computer savvy, and strong on business experience. In 1980 Wipro moved in software development and started developing customized software packages for their hardware customers. This expanded their IT business and subsequently invented the first Indian 8086 chip. Since 1992, Wipro began to grow its roots off shore in United States and by 2000 Wipro Ltd ADRs were listed on the New York Stock Exchange. With over 25 years in the Information Technology business, Wipro Technologies is the largest outsourced R & D Services provider and one of the pioneers in the remote delivery of IT services. Being a global provider of consulting, IT Services, outsourced R&D, infrastructure outsourcing and business process services, we deliver technology-driven business solutions that meet the strategic objectives of our Global 2000 customers. Wipro today employs 96,000 people in over 50 countries. A career at Wipro means to
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learn and grow continuously, opportunities to work on the latest technologies alongside the finest minds in the industry, competitive salaries, stock options and excellent benefits.

VISION & MISSION STATEMENT

Our Vision:
Contribute for global e-society, where a wide range of information is being exchanged beyond time and space over global networks, which breaks down the boundaries among countries, regions and cultures, allowing individuals to take part in various social activities in an impartial, secure way. Continous effort to enhance people's lifestyle and quality by means of developing new technology in wireless communication. Our Mission: Our mission is to be a RF System Solution Provider, through its innovative research and design works for a new world of broadband wireless communications. Our Goals:

To support customers who rely on our ability as an advanced RF System Solution Provider To build up core competencies through collaboration with technological partners To contribute to the Ubiquitous Networking Society by providing chip level RF system solutions

Our Values:

Outstanding Teamwork Challenge Spirit

HUMAN RESOURCE PLANNING

Human resources planning is an important component of securing future operations. For sustainability, plans must be made to ensure that adequate resources are available and trained for all levels of an organization. Although police organizations are stretched to meet current service requirements, it is important that they also spend time to create plans to ensure there will be officers to fill future positions. These plans must be prepared well in advance, with targets set for the short, mid and long term. Not only must adequate resourcing be considered for the bulk of the workforce but special consideration must be given for the leadership of each organization. This requires developing specialized succession plans for identifying and grooming potential future leaders. The leader candidates must receive management, leadership, and all relevant knowledge and skills training. Plans should also be created to leverage the knowledge of those leaving todays leadership roles so that future leaders are fully informed. Securing future policing operations requires careful planning and a clear implementation strategy. When I look at where we have come, what gives me tremendous satisfaction is not so much the success, but the fact that we achieved this success without compromising on the value we defined for ourselves. Values combined with a powerful vision can turbo-charge a company to scale new heights and make it succeed beyond ones wildest expectations. - Azim Premji

The basic purpose of having a manpower plan is to have accurate estimate of required manpower with matching skills requirements. The main objectives are: Forecast manpower requirements. Cope with changes environment, economic, organizational. Use existing manpower productively. Promote employees in a systematic way.

PEOPLE CAPABILITY MATURITY MODEL

Wipro is the first People Capability Maturity Model (PCMM) Level 5, SEI Capability Maturity Model (CMM) Level 5 and version 1.1 of CMMi certified IT Services Company globally. Wipros people processes are based on the current best practices in human resources, knowledge management and organization development, giving a great focus to match changing business needs with development of employee competencies.

Capability Maturity Model (CMM)

SIX SIGMA
Wipro has expertise in Six-Sigma methodologies, which have been put in use to streamline and enhance existing people processes in organizations, enabling decision making based on metrics and measurements. The central idea behind Six Sigma is that if you can measure how

many defects you have in a process, you can systematically figure out how to eliminate them and get as close to zero defects as possible.

 Six Sigma starts with the application of statistical methods for translating information from customers into specifications for products or services being developed or produced. Six Sigma is the business strategy and a philosophy of one working smarter not harder. Wipro is the first Indian company to adopt Six Sigma. Today, Wipro has one of the most mature Six Sigma programs in the industry ensuring that 91% of the projects are completed on schedule, mush above the industry average of 55%. As the pioneers of Six Sigma in India, Wipro has already put around ten years into process improvement through Six Sigma. Along the way, it has scaled Six Sigma ladder, while helping to roll out over 1000 projects. The Six Sigma program spreads right across verticals and impacts multiple areas such as project management, market development and resource utilization.

Evolution of Six Sigma at Wipro :Six Sigma at Wipro simply means a measure of quality that strives for near perfection. It is an umbrella initiative covering all business units and divisions so that it could transform itself in a world class organization. At Wipro, it means:
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Have products and services meet global benchmark Ensure robust processes within the organization Consistently meet and exceed customer expectations Make Quality a culture within. As timely reviews play a very crucial role to judge the success of a

project. Wipro had to develop a team of experts for this purpose. The task assigned was to see the timeliness, find out gap, week areas and to check the outcome as per the plan. Build the Culture: Implementation of Six Sigma required support from the higher level managers. It meant restructuring of the organization to provide the infrastructure, training and the confidence in the process. Wipro had to build this culture and that took time in implementation. Project selection: The first year of deployment was extremely difficult for Six Sigma success. They decided to select the project on the basis of high probability of their success and targeted to complete them in a short period to assess the success. These projects were treated as pilot projects with a focus to learn. For the selection of the right project the field data was collected, process map was developed and the importance of the project was judged from the eyes of customers. Training: After the set up, the first step of implementation was to build a team of professionals and train them for various stages of Six measuring, of statistics, sigma. The training was spread in five phases: Defining, analyzing, improving and controlling the process and lastly increasing customer satisfaction. These phases consisted bench marking and design of experiments. To find the right kind of people and train them was a difficult job. This motivated Wipro to start their own consultancy to train the people.

MODEL OF HRP SYSTEM

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Process of human resource planning at wipro is done by the top management executives of HRD. They formulate the different polices in reference to the Human Resource Planning.

Model Of HRP System

Human Resource Policies : Manpower Planning Recruitment & Selection Training & Development Performance Appraisal Promotion, Transfer, & Demotion Administration Section

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Grievance Handling Kaizen suggestion Welfare Activities

RECRUITMENT
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 volunteerbased 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.
A.

Internal Sources : Promotions and Transfer Job postings Job Rotation Re-employment of ex-employees Employee Referrals

B.

External Sources : Advertisement Employment Agencies On campus Recruitment

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 Employment exchanges Education and training institute The exciting world of Wipro Technologies, India is looking at hiring candidates with expertise in areas like
Human Resource / Recruitment / Training Finance/ Accounts / Auditing Marketing /Sales / Business Development Microsoft, Mainframe & Internet Technologies Functional & Domain Consultant CRM / SCM/ ERP / JDE Enterprise Security Testing Services Legal / Law Wireless Services / Switching Systems Independent Verification & Validation Enterprise Application Integration (EAI) Banking / Finance / Securities / Insurance TISP Solutions OSS / BSS

WIPRO recruitment process :-

WIPRO recruitment process consists of three rounds.

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 sections will have 15 questions related to aptitude

topics like Time & Work, Time & Distance, Blood Relations, Series Completion, Puzzles, Calendars, Clocks, Percentages, 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, Micro Processors etc. Candidates are informed to brush up their technical skills which were covered in their regular academic curriculum.

Round 2: Technical Interview

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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.

Round 3: HR Interview
Candidates can expect basic HR interview questions like Tell me about your self, 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.

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. Wipro recruit 40% employees from campus recruitment. Another popular source for Wipros Recruitment is the Online Placement through NSR (National Skill Registry).

SELECTION
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. 3. 4. 5. 6.

Nature of the labor market Union requirements Government requirements Composition of the labor force Location of the organization.
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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. The background verification is done to check the honesty and integrity of the candidate.

Back ground verification

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.

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Wipro largely follow a generic process that is common to all potential Wiproites. Once our profile has been received through any of the above mentioned sources/channels and shortlisted by their recruiters, we will be called for the interview process followed by selection. We are required to attend technical/functional interviews as well as final discussions with the Talent Acquisition Team (the recruitment team of Wipro IT Business). As part of the joining process we are required to submit various documents and be part of a background verification process. Document submission and background verification are conducted at different stages according to the recruitment process of a particular location. A successful selection process will result in an offer being made. On their acceptance and joining, we will commence our professional journey at Wipro with their induction programme.

TRAINING
The term training refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relate to specific useful competencies.

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 Training & Development of individuals is a key focus area at Wipro. Our

Talent Transformation Division handles this. For those with less than one year of experience a well-structured induction training program is conducted. This will cover all aspects of software development skills that are required. As a PCMM Level 5 organization, there is also high focus on Competency Development. Talent Transformation has a mandate to provide technical & business skill training based on the departmental and divisional need. All employees are eligible to take training based on the competency gap identified or Project need. In addition to class room training one can take e-Learning with out waiting for class room training. Compliance and Regulatory training is an important aspect in todays regulated environment and is often implemented as part of corporate initiatives. All large companies have mandatory trainings be it in the field of Environment, Health & Safety, Ethics, Risk-Management, Finance, Law, etc.

Wipro Training Model

Rapid Learning :18

At Wipro, we know how critical time is for fulfilling training needs and hence we have developed competency in the area of Rapid Learning. An emerging form of content development, Rapid Learning helps to develop content in a short span of time using various tools; the content delivery can be both synchronous as well as asynchronous. Wipro has strategic partnerships with leading technology providers to help you choose the tool that suits your requirement best. Based on research conducted in this area, Rapid Content Development can be used for any of the following content areas:
Critical Training when the training requirement is critical

and must be addressed immediately

Minor change when the difference between what is known and what is new is minimal

Short shelf life when the content in question has a very

short shelf life

Frequent updates when the content needs to be updated

frequently.

Process Training :Large enterprises keep updating their processes to improve the efficacies of their systems. Business process training is typically a part of any organizations overall change management plan. Wipro provides Process Training in several fields including HR, Quality, Operation, Payroll, Recruitment, and more. For a meaningful transition of the process, quality training is extremely critical. Understanding the complexities involved in rolling out these process trainings, we bring you quick solutions that help deliver effective training for your organization.

The components of process training are:

1. Analyze
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2. Inform 3. Involve 4. Support

DEVELOPMENT
Wipro Leaders Qualities Survey,which started in 1992, is one of our oldest leadership development initiatives. It has successfully contributed in our endeavor to nurture top class business leaders in Wipro. We have 8 Wipro Leadership Qualities, which are based on Wipro vision, values and business strategy. In order to identify and help leaders develop these competencies we adopt a 360-degree survey process. This is an end-to-end program, which starts with the obtaining of feedback from relevant respondents and ends with each leader drawing up a Personal Development Plan (PDP) based on the feedback received. The PDP is developed through Winds of Change which is a seven-step program that helps in identifying strengths and improvement areas, and determining the action steps.

The Leadership Development Framework

Leadership Lifecycle Programs

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Wipro has developed an approach for Life Cycle Stage Development Plan. Training and development programs at various stages have been designed by mapping the competencies to specific roles. Competencies specify the specific success behaviors at every role.

Entry-level

program

(ELP) - The program covers the junior

management employees with the objective of developing managerial qualities in the employee. The target group is campus hires and lateral hires at junior level.

New Leaders Program (NLP) - It is popularly known as NLP and aims at developing potential people managers, who have taken such roles or are likely to get into those roles in the near future.

Wipro Leaders Program (WLP) - This program is for middle level leader with people, process, business development and project management responsibilities. These leaders are like the flag bearers of Wipro values and Wipro way of doing business.

Business Leaders Program (BLP) - This is for senior leaders with business responsibility. At this level, people are trained up for revenue generation; and Profit & Loss responsibilities. The program covers commercial orientation, client relationship development, and team building and performance management responsibilities among other things.

Strategic Leaders Program (SLP) - This program covers top management employees. The focus is on Vision, Values, Strategy, Global Thinking and Acting, Customer Focus and Building Star Performers. Wipro ties up with leading business schools of international repute to conduct this program for Wipro leaders.

Custom Content Development

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As a part of the Custom Content Development Service, Wipro provides innovative and affordable learning content solutions. This service is customized specially to meet your requirements and help you get a competitive edge. Wipros Custom Content Development Service goes through a rigorous development cycle to ensure Quality and Timely Delivery of the solution.

Custom Content Development Service includes:

Application Training Process Training Compliance and Regulatory Training

PERFORMANCE APPRAISAL
Performance appraisal is a method by which the job performance of an employee is evaluated in terms of quality, quantity, cost and time. Performance appraisals are regular reviews of employee performance within organizations.

Aims of a performance appraisal : Give feedback on performance to employees.

Identify employee training needs. Document criteria used to allocate organizational rewards. Form

basis

for

personnel

decisions:

salary

increases,

promotions, disciplinary actions, etc. Provide the opportunity for organizational diagnosis and

development. Facilitate communication between employee and administrator.

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 Validate selection techniques and human resource policies to

meet federal Equal Employment Opportunity requirements. Wipros solution aims at strategic value delivery in the least possible time incorporating rich functional features, aided by smooth workflow, notification, authorization, etc. Align employee objectives to the business goals. Enable strategic Performance Management through Management by Objectives (MBO) Measure and Assess employee performance periodically and provide feedback and support to achieve quantitative, qualitative and process targets Evaluate and track Hi-Performance and achievers based on Competency driven practices. Enable online Reward and Recognition.

Appraisal System :-

Are your people developing and performing as fast as your business moves? Are you measuring the pace of your people and tracking it? In order to answer your Performance related questions, Wipro offers an integrated end-to-end Performance Management Solution. This solution is based on global people processes drawn from best practices and helps organizations streamline their performance evaluation processes.

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Wipros Performance Management solution not only helps you establish the best practices in Performance Management, like 360degree appraisal, MBO, etc, but enables reduced Performance Management cycle time without compromising on the sub-processes which are so critical to your HR values, like Work Planning Conference, Work Plan establishment, Development plans and Objective setting, Interim Review, Overall evaluation, detecting Performance deficiencies, Tracking, Documentation and Archiving. Once
reviewed by HR dept. Assistant (HR) updates the records for each employees score in the database.

PROMOTION Higher you go. Heavier you get

A promotion is the advancement of an employee's rank or position in an organizational hierarchy system. Promotion may be an employee's reward for good performance i.e. positive appraisal. Before a company promotes an employee to a particular position it ensures that the person is able to handle the added responsibilities by screening the employee with interviews and tests and giving them training or on-the-job experience. As per Guidelines for supervisory employees promotion/up gradation, applicable to the present year, Manager (HR) prepares the list of eligible
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employees. Simultaneously, V P (HR) also asks for recommendations from HODs. A comprehensive list is then prepared by Manager (HR) and submitted to the EPPP which is announced by the Site President, for Executive and Manager family, and by the Group President (MSD), for Leader Family.

Bases of Promotion :1. Seniority :Seniority simply depends upon how long the

employees is doing job with the company. The length of service and talent are both interrelated with each other. It is based on the tradition of respect for older people. It creates a sense of security among employees and avoids conflict arising from promotion decision.

2. Merit :-

Merit implies the knowledge, skill and performance

records of an employee. It helps to motivate competent employee to work hard and acquire new skills. It helps to attract and retain young and promising employees in the organization. On the above basis, promotion of employees is done in Wipro. Wipro also prompt employee by conducting different case studies on different aspects of Information Technology. Working at Wipro is very comparative & to get promotion required smart work and projection.

TRANSFERS
Transfers are generally effected to build up a more satisfactory work team and To meet the Organizational requirement / Employees request the employees has been transfer from one assigned job to another or one location to another location. A transfer is a horizontal or lateral movement of an employee from one job, section, department, shift, plant or position to another at the same or
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another place where his salary, status and responsibility are the same or may be vary. Generally does not involve a promotion, demotion or a change in job status other than movement from one job or place to another.

Purposes of Transfers : To satisfy needs of an organization To met employees own needs To utilize workforce To increase the versatility of employees To provide relief Transfers for the maintenance of a tenure system Every organisation should have a just and impartial policy which should

be known to each employee. The responsibility for effecting transfers is usually entrusted to an executive with power to prescribe the conditions under requests for transfers are to be approved. For successful transfer policies, it is necessary to have a proper job description and job analysis.
A good transfer policy should contain following.

i. Specifically clarify the type of transfers and the conditions under which these will be made; ii. Deciding the authorised person who may initiate and implement transfers iii. Indicate the basis of transfer iv. Decide the rate of pay to be given to the transferee v. Intimate the fact of transfer to the person concerned well in advance vi. Be in writing and duly communicated to all concerned

COMPENSATION

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Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. Compensation may achieve several purposes assisting in recruitment, job performance, and job satisfaction. Wages and salaries structure is very vital for the retention of the employees as due to stiff competition, if proper salary is not given then the employees will go to those organization offering higher salaries. Jivraj Tea Ltd is actively involved in retaining good manpower in the organization by providing proper salary and incentive methods. Wipro runs 50 offices in India. It has a branch office in USA, Canada, Europe, Middle east, Africa etc.

Payscal of Employee at Wipro

Employee Class A+ Class A Class B+ Class B Class Technician Zero level Total No of Employee 128 1240 33000 22000 4000 3440 63808 Salary (Rs/Month) 120000 U.S $ 150000 60000 40000 35000 10000

HUMAN RESOURCE INFORMATION SYSTEM

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In the present day scenario, in the corporate sector the companies have adopted hire and fire policy whereby any employees who creates trouble in the working of the organization is removed immediately from the job. The management in the Jivraj Tea is quite friendly with the employees and they always try to satisfy the demands of the employees. The relationship between the management and the workers are quite cordial and if any dispute is there it is sorted out mutually.

HRIS Objectives

Human Resources Information Systems (HRIS) is an integration of HRM and Information Systems (IS). HRIS or Human resource Information system helps HR managers perform HR functions in a more effective and systematic way using technology. It is the system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding an organization's human resources. A human resource information system (HRIS) is a
system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information about an organization's human resources.

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EMPLOYEE WELFARE
According to the Oxford dictionary, employee welfare or labour welfare means the efforts to make life worth living for workmen. Labour Welfare means anything done for the comfort and improvement, intellectual or social, of the employees over and governmental , which is not a necessity of the industry.

Welfare Activities :Wipro has its own institute, where the education is

1. Education

given to the employees children absolutely free. The school has classes from JR. kg to class-XII in English medium. Free transportation facility is also provided to them.

2. Medical
Companys philosophy is Nobody should die without fund. Company believes its responsibility towards health services to provide to the employees go beyond the statutory provision. Being the petrochemical industry and some of their process are considered Hazardous. Company recognises the importance of good occupational health services. Therefore, at the manufacturing sites, they have well equipped, full fledged medical centre, which are manned round the clock.

3. Housing
Company has its own township at different location in Bangalore. If house is available, the new employees are allotted the house otherwise the company can also hire house. All the maintenance in houses provided to employees by company is done by the company.

4. Canteen
The company gives canteen facility under which food is provided
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to the employees but it is not compulsory for them. They get the allowance in their salary. The Contract Cell at Wipro invites tenders and the Contract cell signs detailed agreement with the contractor. The operation of the canteen is given on the contract.

5. Sports - To motivate the employees of the company organises different

sports tournaments i.e. Cricket, Volleyball, Table Tennis, Badminton Etc.

6. Recreation activities -

For the recreation of the employee, company

organized gets to gather once in a year with their family. And also arranged short distance picnic. For picnic they get Rs. 100/- and free transportation once in a year.

7. Club membership - The purpose of the club membership is to meet the

other members of the industrial community and interact with them for relation personnel leisure. This facility is provided only to the SMC and above.

8. Insurance Policy Wipro provides personal accident insurance policy of

Rs 100000 for employees. Premium of the company is half pay by employee and other will pay by Wipro.

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CONCLUSION

The process of recruitment and selection in Wipro is excellent. 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 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.

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BIBLOGRAPHY 1. www.wipro.in 2. www.wikipedia.org 3. Bangalore 4. The

Tiger by Steve Hamm

Wipros Founder by N. k. Astana.

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ACKNOWLEDGEMENT

We are very thankful to everyone who all supported us, for we have completed our Human Resource Management project effectively and moreover on time. We are equally grateful to our teacher Mrs. GEETHA NARAYAN. She gave us moral support and guided us in different matters regarding the topic. She had been very kind and patient while suggesting us the outlines of this project and correcting our doubts. We thank her for her overall support.

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