Recruitment and Selection Process in Wipro

Wipro is India's largest IT services provider with gross revenue of $6. 03 billion before financial year. The company is into built in business, technology and process solutions at a general basis. The company employs more than 115000 people and it is headquartered in Bangalore, India (Web 01). The company is also in other sectors like consumer health care, lighting, engineering and healthcare. The company was proven in 1945 by M. H Premji. But it was his child and current chairman, Azim Premji who changed the business into one of the most reputed brands in India. Solely due to his efforts, the company now has more than 40 'Centers of Quality' and operates in 4 continents.

Like every successful company, Wipro also gives high importance to People Resource Management. The business is India's 6th top company. However the company is not in the most notable 20 best employers of the united states while their competitors like TCS, Infosys etc. are always in the most notable ten (Web 02). Therefore it can be judged that the HR functions in the company need to be thoroughly assessed.

In simple terms recruitment can be referred to as the process of looking and attracting experienced employees for a specific job (Aswathappa, 2005). Companies invest a lot on recruitment process to avoid incorrect selection. The recruitment process of Wipro is also set up in an in depth manner and includes three rounds

Round 1- Written test

1. Verbal: This is actually the first portion of the written test where 15 questions will be asked to the applicants to check their skills in English terminology you need to include questions related to synonyms, opposites, similes, prepositions etc. A understanding passage also might be included for the individuals to read.

2. Aptitude: This section likewise have 15 questions that are concerned with aptitude topics like Time & Work, Time & Distance, Puzzles, Calendars, Percentage proportions, Ages, Pipes etc.

3. Tech: This is quite an important part of the written test and includes 20 questions that are designed to test the complex understanding of the applicant in C, C++, Java, Linux, UNIX, DBMS, SQL, Development basic principles, Hardware, Software Anatomist, Micro-Processors etc. The questions will be mainly established upon the specialized aspects studied as part of university syllabus.

Round 2: Technical Interview

The second round is the most crucial elimination level in the recruitment process. In such a stage the prospects must have through knowledge in the basic technical skills to be able have them cleared from t here. Therefore the applicants are asked to get well prepared on their academic subjects before relaxing for this circular.

Round 3: HR interview

This is available to be the hardest area of the recruitment process. This round is found to be a real test for even the most competent candidates. The most frequent questions that re asked in this round include discuss oneself, why if the company employ the service of the candidate, why have he desire to join Wipro, etc. The emotional quotient of the applicant is examined in this round in order to check on whether he is able to withstand the pressures of the job. The other aspects that are being tested here involve communication and vocabulary of the applicant.

Round 4: Placement

Once the candidate is selected, he'll discover an employee code quantity by the HR manager and a subscribing to form will also be handed over to him which he has to fill up. This changes him from a prospect to a worker.

Almost 40% of the employees of Wipro are determined immediately from campus recruitments. Another source of recruitment is through the NSR (National Skill Registry).

Wipro training model

The above body illustrates the Wipro training model which involves seven periods. These periods happen in a consecutive process. The main stages are

Identify training requirements

Define the training goals and objectives

Conceptualize the training program

Develop training content

Reviews by stakeholders

Pilot training content

Rollout training content

This model assists with identifying the precise training needs of the individuals and them with appropriate training.

The company is also not behind in development initiatives. The Leadership Quality Study of the business started in 1992 has hugely added in nurturing Wipro's best business leaders. Wipro now has 8 characteristics for leadership which can be formulated on the basis of Wipro vision, beliefs and business strategy. As part of this development effort, the business has unveiled a 360 degree survey process which would allow in bettering the competencies and skills of the business leaders. This process begins with getting feedbacks from related people and coatings when every member structures an individual Development Plan (PDP) based on the responses received.

This Personal Development Plan evolves on the basis of a seven-step program that could help the individual to understand his advantages and weaknesses as well as determining the action steps. The program named "Wings of Change" to symbolize that it would bring up change or change in the individual.

The Management Development Construction of Wipro is also a crucial component for bettering the leadership characteristics of its employees. This construction is given below

This construction would assist in understanding the major areas that form in relation to a innovator in Wipro.

Leadership Lifecycle Programs: The Company has formulated a strategy for Life Pattern Level Development Plan. The program has been developed to be able to frame specific job profiles and map the competencies needed for each job role. The required competencies determine the success of each job role. The various programs under this LSDP are

Entry-level program (ELP) - This program as the name suggests is for basic level employees and intends to boost their managerial attributes. The main aim for group because of this program is campus recruits and also applicants who came into through lateral entries.

New Leaders' Program (NLP) - This is actually the second degree of the LSDP. This level is higher to Entry-level program which is focused for potential candidates who are likely to be the leaders of company in the foreseeable future.

Wipro Leaders' Program (WLP) - This program is supposed for medium level managers with the capability to be a leader in the near future. Through this program, the managers are anticipated to improve their way of handling employees, functions, business development and job management jobs. The professionals who come up from this program end up being the forerunners of Wipro ideals and Wipro's business businesses.

Business Leaders' Program (BLP) - This is actually the program designed for the real leaders of the business i. e the senior level executives who hold highly sensible positions. As of this level, these professionals need not learn for basic skills and therefore it targets techniques for revenue generation. The other areas covered in this section involve sales orientation, CRM, team development and performance management.

Strategic Leaders' Program (SLP) - This is actually the top level program and is developed for the already existing leaders or top management employees of the business. The main element areas included in the program will be Eye-sight, Beliefs, Strategy, Global Thinking, Customer Target etc. Wipro has ties numerous pioneer management establishments inside and outside India to execute this control program for the market leaders of the business.

1. 3 Custom Content Development (CCD)

This is a distinctive program provided by the company that provides new and cost-effective learning content solutions. This service would help in achieving customer requirements as well as help them get a strategic benefit. Wipro's CCD Service undergoes a thorough development cycle to make sure than the client gets quality solutions at correct time.

Custom Content Development Service includes: Program Training Process Training Conformity and Regulatory Training Product Training Fast Training Solutions.

1. 4 Human being Resource Planning

Wipro is the first company to execute many strategic HR and IT services internationally. A few of them include People Capacity Maturity Model (PCMM) Level 5, SEI Potential Maturity Model (CMM) Level 5 and version 1. 1 of CMM. People processes in the company are the best on the market and consists of most accepted techniques in HR, knowledge management and OD so the employees include the right skills to face the needs of vibrant business environment.

1. 5 Potential Maturity Model (CMM)

The expertise in Six-Sigma methodologies has been put to use to modify the prevailing procedures in the organizations so that the decisions are created on the basis of metrics and measurements.

The essential principle behind Six Sigma is the fact that if you can compute how many "problems" you have in a process, you can systematically work out how to reduce them and get as near to "zero problems" as you possibly can. It begins with the use of numerical options for translating information from clients into specifications for products or services that are being developed or produced. Hence this can be considered as a company strategy and a beliefs of one working smarter not harder.

Wipro is India's first company to look at the Six Sigma technique and at present it gets the most mature programs in the country. This makes certain that 91% of the works are completed on program which is quite above the industry average of 55%. Given that they have over a decade experience in this field, the business has made appreciable efforts to be able to increase the process. Apart from that the company in addition has scaled Six Sigma ladder which helped over 1000 job to reach completion. The main feature of this program is the fact it spreads exactly through the verticals and hence can influence lots of areas including job management, market development, learning resource utilization etc.

1. 6 Conclusion

Thus it is evident that Wipro is offering high importance to recruitment of employees. But even then your HR functions have certain stream which is the primary reason why the business struggles to get into the best 10 employers in India. Hence it is the responsibility of the HR department to effect a result of a big change in the procedures so that better employees are employed and retained.


2. 1 Introduction

Performance management is a key HR function of any company. Oxford British dictionary has described performance as "fulfillment, execution, undertaking, and working out of anything bought or undertaken". Performance is also defined as "A subject that not only people achieve, but also how they achieve it" (Armstrong and Baron, 2005). Hence it could be considered as a multidimensional principle and cannot be measured on the basis of a single factor. A and accepted idea about performance is that it's not merely concerned about final results but also with the activities performed for attaining these targets.

2. 2 Performance management in Wipro

Performance management is also a difficult to define notion. The main reason behind this is actually the ignorance over performance strategy issues. But a clearer explanation to this idea was given by Armstrong (2000). In his words, performance management is "A proper and integrated process that gives sustained success to organizations by increasing the performance of folks who work in them, and by expanding the capabilities of individuals and teams".

Wipro has a completely included end-to-end Performance Management Solution alone for carrying out this critical HR function properly. This solution is designed based after the universally accepted HR functions followed in the best organizations and thus helps those to update as well as restructure their performance evaluation processes.

The above figure depicts the performance management solution followed in Wipro. This solution helps the firms in many ways. It not only facilitates them in implementing the best option technique of performance management compared to that company but also reduces enough time used for the completion of Performance Management pattern. The initial feature of Wipro's solution is the fact it does all of this without compromising on the procedures of other HR sub-functions like Work Planning Seminar, objective setting, interim reviews, feedbacks, overall analysis and rating, saving and records etc. After the HR department makes a review of the organization, the helper of the HR manager will revise and record the credit score obtained by each employee in the database of the business.

2. 3 Importance of performance appraisal in Wipro

Performance management or appraisal retains considerable value in Wipro since its success will depend on the performance of employees to a huge extent. Before explaining at length about its importance in Wipro, it is advisable to comprehend its purpose. The main function behind PA is to make an employee differentiate between his genuine performance and the expected performance (Boice & Kleiner, 1997). But this supports a one-sided view since only the rater is benefited out of the. A more well balanced view of performance appraisal areas that only if both the functions i. e appraiser and appraise gets benefited can the process be looked at as positive (Fletcher, 2006).

Performance management on the other hands can be viewed as as use of interconnected strategies and techniques with an aim to enhance the performance of people, teams and organizations. A proper performance management can be regarded as the prime element in achieving the business enterprise goals from the point of view of corporation. Therefore performance appraisal is seen as the chief element or tool of performance management in Wipro. Hence the business must make sure that the performance management system adopted must be capable of achieving the needs of firm and the stakeholders (Humphreys, 2008). Thus performance management becomes a core aspect in promoting commercial governance (Bach & Sisson, 2000).

Since corporate governance is an problem of great relevance in today's business scenario, performance management becomes quite critical in Wipro. It sorts a vital element of the corporate governance construction which helps the management or boards to direct, observe and respond to what sort of company reacts to the goals, quest and results that is expected from it.

Performance management are a good idea to the company in three areas particularly

Enhancing the average person productivity

Identifying the training needs

Allocating the complete rewards

An effective method of performance management must inculcate a platform involving both corporate and individual performance planning. Therefore the HR must ensure that the construction involves

Clarification of performance targets to the employees. This must include conversing the specific jobs, outcomes, habits, and other value systems related to one's job. The HR must make sure that these performance aims are in positioning with the business objectives.

Individual or teams undertake periodical appraisals to be able to judge their performance from the objectives set for the coffee lover.

The worker or appraise will get the opinions about his/her performance from this appraisal.

Proper recognition or praise is provided to the appraises because of their performance as well as any improvement in their pay or salary predicated on the performance.

You will see team and specific development so the skills and skills of the team as well as customers are building.

In the event you can find poor performance, the worker is given proper counseling in order to steer him to the correct path.

To establish a link between the progress of functions with corporate and business and business planning. Which means there will not only be coming down from the results of business planning but also running a system which feeds backup.

To be able to measure the contribution made by individual, team and company for attaining its aims.

Performance management system can also be found in variety of purposes like auditing, analysis, training, succession planning etc (Randell, 1994). Thus an efficient system can be helpful for the employees and clubs to comprehend their objectives and the business enterprise goals as well as enables to recognize how effectively they may be achieving the organization goals. This approach thus helps these parties to recognize and clearly determine their performance objectives which are an essential part of their job. In the event the people, operations and performance are integrated with the business enterprise goals, it would lead to growing the abilities of the individual as well as group thus resulting in their better performance. It's the performance appraisal process which expresses the task benchmarks expected out of a particular job and the norms, beliefs and habits that are associated recover job and finally interacting this with the worried people. Performance management thus results better performance which is more carefully directed to the goals and needs of group. Performance appraisal and its feedback help the employees to comprehend the level of their performance and discover ways to boost them.

Thus studies expose that some research workers focus on accomplishment of business goals as the most important reason behind applying performance management system although some others notice as a level for improving performance of 1. In an firm like Wipro, it is suggested that a system which fulfills both business as well as individual needs must be implemented.

2. 4 360 level feedback

This is a widely accepted approach of performance appraisal followed by many companies. This technique can be utilized in obtaining both qualitative and quantitative data about a person's performance. Thus it includes a more all natural methodology and here the individual is rated predicated on the feedbacks from people who work near to him i. e peers, superiors, subordinates etc. Apart from that the individual has to experience a self-rating process also. This method of appraisal is quite ideal with the work environment and job aspect in Wipro and can produce positive results.

2. 5 Uses of Performance Appraisal System in Wipro:

Wipro can have numerous benefits out of the performance management system if applied properly. The major benefits derived out of it are

Performance management is more concerned about the outputs somewhat than mere activities or behaviors. Thus enacting that one person is busy wouldn't normally help him get an appraisal or promotion. He has to achieve the predetermined results in order to get appraised.

Performance Management helps in aligning the business processes and procedures to the targets of the organization. There's a string process in PM which is out there in order to make certain they are in agreement with the organizational objectives.

Nurture an organization-wide long-term view of the business. An effective method of performance management should choose a system-based strategy which is aimed at the results or outputs of the business techniques (Swanson, 1999). In other situations, the result is bound to have certain faults.

Performance management would lead to meaningful measurements which can be applied in various areas like benchmarking, framing requirements for comparing the company's practices with industry accepted criteria. They explain outcomes during development work, such as employee training, management development, quality programs, etc. Thus performance management makes sure that employees are similarly treated and they receive rewards based on true performance.

This way the employees will be able understand their strengths and weaknesses (Brets et. al. 1992). It would help them to be aware about the responsibilities they need to bear and so act corresponding to his superior's targets (Rees & Porter, 2008).

2. 6 Conclusion

Thus performance management system in Wipro can help the worker to have a deep knowledge about the corporate aims and effort necessary to attain them. This might help him to understand his present position compared to the expected level of performance so that he can try more to get to that level. This again brings about overall development of the employee.

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