A

PROJECT REPORT ON
“A STUDY OF RECRUITMENT
AND
SELECTION PROCESS”
TOWARDS FULFILMENT OF
BACHELOR OF BUSINESS ADMINISTRATION
ACADEMIC YEAR 2013-2014.
SUBMITTED BY:-
TEJASHRI PHAPALE
B.B.A (3RD YEAR)

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 DATE -15/2/2014

TO WHOMSOEVER IT MAY CONCERN

This is to certify that Miss. Tejashri Phapale, student of

Bachelor of Business Administration from Balaji College of Arts, Commerce &
Science , Pune has successfully completed her project work entitled “A Study
of Recruitment and Selection Process” in BPO department of WIPRO from
15-1-2014 to 15-2-2014. During the project tenure she was found to be very
punctual and his performance was also excellent.

We wish her all the very best for all his future endeavours.

Authorized Signature

Registered Office: BPO Solutions Ltd

Website:http://careers.wipro.com/bpo
FC Annex, 1215, Shivaji nagar.
Lane Opp Fergusson College Main Gate.
Next to Tata Capital. FC Road
PUNE,Maharashtra,India 411005

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 CERTIFICATE

This is to certify that the project entitled “A Study of Recruitment and

Selection Process” in “WIPRO BPO” has been submitted by Miss.
Tejashri Phapale in partial fulfilment of the Bachelor of Business
Administration from BALAJI COLLEGE OF ARTS, COMMERCE AND
SCIENCE, PUNE. The results embodied in the project have not been
submitted to any other University or Institution for the award of any
Degree or Diploma.

SIGNATURE SIGNATURE
(INTERNAL FACULTY) (EXTERNAL FACULTY)

SIGNATURE SIGNATURE
(PROJECT GUIDE) (PRINCIPAL)

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 DECLARATION

I Tejashri Phapale , a student of B.B.A.(BACHELOR OF BUSINESS

ADMINISTRATION) Of BALAJI COLLEGE OF ARTS ,COMMERCE
& SCIENCE , PUNE , respectively declare that the project report on
‘Recruitment and Selection’ is the outcome of my own work and the same
has not been submitted to any other university for the award of degree or
any professional diploma .
The project in “WIPRO BPO” is submitted in partial fulfilment of B.B.A.
(BACHELOR OF BUSINESS ADMINISTRATION) from
‘UNIVERSITY OF PUNE’ for period 2013-14.

SIGNATURE

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 ACKNOWLEDGEMENT

It’s a pleasure to have the opportunity to extend my

heartfelt thanks to all those who help me through the successful
completion of my project, which is a great source of learning and
experience for me. While learning the process of this extended and
professional managed organisation, I have realized the importance of
practical experience and also relate my theoretical knowledge with
practical knowledge.
“Recruitment process and Selection” is a segment of
human resource process , as such i have selected this topic to make it
clear.as a young intern in reputed organization like WIPRO BPO.I have
tried my best to go through there recruitment process .
The report starts with a general introduction WIPRO as
well as purpose ,scope and limitation. This report process onto the
preliminary talk about wipro.
i have shown the vision strategic goal and principle of
“wipro” then it carried on job which is done by me is discussed .i also
showed general information about recruitment and selection process. After
that i continued on to my main focus of the report of WIPRO BPO which
describes various steps of recruitment and selection process .
I would like to acknowledge and appreciate the support and patience of
Prof.Shikha Shubham who helped me throughout the making of this
project .Her guidance and suggestion and constant encouragement saved
me from many pitfalls through the time of my project.
I am indebted to our college who always inspires us towards achieving
goals through the practical experience.
My sincere thanks to all those who directly or indirectly helped me in the
completion of this project and all the particulars of the visit that extended
help willingly and highly interesting.

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PREFACE
HR is a company’s most important assets. They can make or break the
fortunes of a business. In today’s highly competitive business environment
placing the right people in the right position is very critical for the success
of any organization.
The recruitment and selection decision is of prime importance as it is the
vehicle for obtaining the best possible person fit for the job .This
contributes significantly towards the Company's effectiveness. It is also
becoming increasingly important, as the Company evolves and changes,
that new recruits show a willingness to learn, adaptability and ability to
work as part of a team. The Recruitment & Selection procedure ensures
that these criteria are addressed properly.
In this project I have studied Recruitment and Selection process of WIPRO
BPO and have attempted to provide ways to make recruitment more
effective by reducing the cost of hiring an employee.
I am privileged to be one of the students who got an opportunity to do my
training with WIPRO BPO. My involvement in the project has been very
challenging and has provided me a platform to leverage my potential in the
most constructive way.
This project however is an attempt to share my experience in corporate
world.
I would be delighted to receive reader’s comments which maybe valuable
lessons for my future projects.

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 EXECUTIVE SUMMARY

In today’s rapidly changing business environment, organizations need to

respond quickly to the requirements of people. The Financial market is
witnessing manifold growth for last few years.
Many private players have entered the economy thereby increasing the
level of competition. In the competitive scenario it has become a challenge
for each company to adopt practices that would help the organization stand
out in the market. Employer branding and competency mapping have also
come into practice.
The competitiveness of a company of an organization is measured through
the quality of products and services offered to customers that are unique
from others. Thus the best services offered to the consumers are result of
the genius brains working behind them. Human Resource in this regard
has become an important function in any organization. All practices of
marketing and finances can be easily emulated but the capability, the skills
and talent of a person cannot be emulated. Hence, it is important to have a
well-defined recruitment policy in place, which can be executed
effectively to get the best fits for the vacant positions. Selecting the wrong
candidate or rejecting the right candidate could turn out to be costly
mistakes for the organization. Therefore a recruitment practice in an
organization must be effective and efficient in attracting the best
manpower.

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 TABLE OF CONTENTS

SR. NO CONTENTS PAGE NO.

1 CHAPTER 1
1.1 INTRODUCTION
1.2 OBJECTIVES
1.3 RESEARCH METHODOLOGY
1.4 LIMITATIONS AND SCOPE

2 CHAPTER 2
2.1 RECRUITMENT
2.1.1 PURPOSES AND IMPORTANCE
2.1.2 RECRUITMENT PROCESS
2.1.3 FACTORS AND SOURCES
2.1.4 RECRUITMENT POLICIES
2.1.5 METHODS OF RECRUITMENT
2.1.6 RECRUITMENT STRATEGIES
2.2 SELECTION
2.2.1 STEPS INVOLVED IN SELECTION
PROCESS
2.2.2 SELECTION TECHNIQUES
2.2.3 TRENDS IN RECRUITMENT AND
SELECTION

3 CHAPTER 3
3.1 INDUSTRY PROFILE
3.2 COMPANY PROFILE

4 CHAPTER 4
4.1 DATA ANALYSIS AND
INTERPRETATION

5 CHAPTER 5
5.1 FINDINGS
5.2 RECENDATION
5.3 SUGGESTIONS
5.4 CONCLUSION
5.5 BIBLIOGROPHY
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1.1 INTRODUCTION

RECRUITMENT & SELECTION PROCESS:

Human Resource Management is concerned with human beings, who are

the energetic elements of management. The success of any organization or
an enterprise will depend upon the ability, strength and motivation of
people working in it.

The Human Resource Management refers to the systematic approach to

the problems in any organization. It is concerned with recruitment,
Selection, training and Development, Performance Evaluation, Wages and
salary of personnel. Human resource is the most important asset of an
organization. It ensures sufficient supply, proper quantity and as well as
effective utilization of human resources.

In order to meet human resource’s need, an organization will have to plan

in advance about the requirement and the sources etc. The organization
may also have to undertake recruiting selecting and training processes.
Human Resources Management includes the inventory of present
manpower in the organization. In case sufficient number of people is not
available in the organization then external sources are also identified for
employing them. Human Resources Management lays emphasis on better
working condition and also ensures the employment of proper work force.

A part of Human Resource Management is assigned to personnel who

perform some of the staffing function. The staffing process is a flow of
events, which result in a continuous managing of organizational position at
all levels from the top management to the operative’s level management.

Manpower’s planning is a process of analysing the present and future

vacancies as a result of Retirement, discharge, transfer, promotion,
absence or other reasons.

Recruitment is concerned with the process of attracting qualified and

competent personnel for different jobs. This includes the identification of
existing sources of the labour market, the development of new sources and

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the need for attracting large number of potential applications so that good
selections may be possible.

Selection process is concerned with the development of selection policies,

procedure, and the evaluation of potential employees in terms of job
specifications. This process includes the development of application
blanks, valid and reliable tests, interview techniques, evaluations and
selections of personnel in terms of jobs specifications, the making up of
final recommendations to the management for taking final hiring decision
and accordingly sending offers and rejection letters.

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1.1OBJECTIVES OF THE STUDY

‘WIPRO BPO’ is the organisation which got second ranking as per

NASSCOM. It creates huge employment in India in service sector which
is having annual growth rate of 50%.I’m keen to study specifically Wipro
Bpo.
My objectives to undertake this study relates -

• To study the present Recruitment Policies of “WIPRO BPO”

• To study the different methods of recruitment & selection.

• To study the level of job satisfaction in the organization.

• To study effects of changes in recruitment policy .

• To know the sources of company’s manpower requirements and

utilization .

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1.3 RESEARCH METHODOLOGY

SAMPLE SIZE:
The study was conducted with sample size of 60 employees
selected at random from both supervisory and management staff of
“WIPRO BPO”.

DATA COLLECTION:

Primary data:
A detailed and well-structured questionnaire was presented
to the managerial staff at “WIPRO BPO”. Copies of the questionnaire
were distributed to the employees at random to obtain their views. The
interview regarding the recruitment policies were held with the HRD
manager to have an in-depth knowledge.

Secondary data:
Secondary data was gathered from company literature,
website which gave me inputs on company profile and other related
policies which I used for inference.

Analysis:
Questionnaires were distributed to the employees and the data collected
was used for analysis and interpretation .interpretation was aided by using
the MS-EXCEL.

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1.4 LIMITATIONS

 The study conducted is restricted to the “WIPRO BPO” only.

 The accuracy of the study is based on the information given by the

respondents.

 Data collected cannot be asserted to be free from errors because of bias

on behalf of the respondents.

 As the sample size consists of only 60 employees, its accuracy has its
limitations.

 The time allotted for undertaking the study was only one month which
was a restriction to undertake in-depth analysis in every department.

SCOPE OF STUDY:

The study was confined to territorial division of “WIPRO BPO”

with special reference to its Recruitment policy.

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2.1. RECRUITMENT

INTRODUCTION:

Recruitment forms the first in the process, which continues

with selection and ceases with the placement of the candidate. It is the next
step in the procurement function, the first being the manpower planning,
Recruitment makes it possible to acquit the number and types of people
necessary to ensure the continued operation of the organization.”
Recruitment is the discovering of potential applicants for actual or
anticipated organizational vacancies”.
Recruitment has been regarded as the most important
function of personnel administration, because unless the right type of
people is hired, even the best plans, organization charts and control
systems would not do much good.

Definitions:
“Recruitment is a process to discover the sources of
manpower to meet the requirement of the staffing schedule and to employ
effective measures for attracting that manpower in adequate number to
facilitate effective selection of an efficient working force”.
- Dale Yoder

“Recruitment is the process of searching the candidates for

employment and stimulating them to apply for job in the organizations
recruitment is the activity that links the employers and the job seekers”.
- Edwin B.Flippo

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2.1.1 PURPOSES AND IMPORTANCE:

Determine the present and future requirements

Increase the pool of job candidates at minimum cost

Reduce the probability of employee turnover

Increase the success rate of the selection process

Increase organizational and individual’s effectiveness

EFFECTS:

Positive Recruitment Process –

Attract highly qualified and competent people

Ensure that the selected candidates stay longer with the company
Make sure that there is match between cost and benefit
Help the firm create more culturally diverse work-force

Negative Recruitment Process –

Failure to generate qualified applicants

There is no match between cost and benefit
Extra cost on training and supervision
Increases the entry level pay scales

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2.1.2 RECRUITMENT PROCESS:

• Planning
• Strategy development
• Searching
• Screening
• Evaluation and control

OBJECTIVES OF RECRUITMENT:

To attract people with multi-dimensional skills and experiences that

suit the present and future organizational strategies so as to obtain a pool
of suitable candidates for vacant posts.
To induct outsiders with a new perspective to lead the company
To infuse fresh blood at all levels of the organization.
To develop organizational culture that attracts competent people to the
company.
To use a fair process.
To ensure that all recruitment activities contribute to company goals.
To search for talent globally and not just within the company.
To conduct recruitment activities in an efficient and cost effective
manner.

EMPLOYEE RECRUITMENT:
In the working place is essential to a company’s long term
success. By hiring correctly, an organization adds the talent it needs and
can enjoy the benefits in increased productivity and morale. However this
process is not simple and if the careful process of selection is not
followed:-
you can be mired with poorly skilled, unmotivated and un-
loyal labour force which can impact future profits as well as other
employee behaviour. Recruitment, Quite often this word stands alone
when some gaming companies develop a human resources management
strategy. An organization cannot develop a recruitment strategy without
simultaneously for mulcting an employee retention plan.

FACTORS EFFECTING RECRUITMENT:

All organizations whether small or large, do engage in

recruiting activity, though not to the same extent.

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This differs with-
1) The size of the organization.
2) The employment conditions in the community where the organization is
located.
3) Working conditions, salary and benefit packages offered by the
organization.
4) The rate of growth of the organization.
5) Future expansion program of the organization. And
6) Cultural and legal issues.
7) Organization’s ability to find and retain good performing people.

2.1.3 FACTORS AND SOURCES

INTERNAL FACTORS:

Employees from within the organization are hired to fill a job vacancy.
It is normally used for higher level jobs.

The internal factors are:

1. Company’s pay packages

2. Quality of work life
3. Organization culture
4. Career planning and growth
5. Company’s size
6. Company’s products/services
7. Geographical spread of the company’s operations
8. Company’s growth rate
9. Role of trade unions
10. Cost of recruitment
11. Company’s name and fame

EXTERNAL FACTORES:

The external factors are:-

1 Socio-economic factors
2 Supply and demand factors
3 Employment rate
4 Labour market conditions

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5 Political, legal and governmental factors like reservations for SC/ST/BC
and sons of soil.
6 Information systems like employment exchanges /Tele-recruitment like
internet.

ADVANTAGES:
• Benefits of new skills, new talents and new experiences to organization
• Compliance with reservation policy is easy
• Scope for resentment, jealousies and heartburn are avoided

DISADVANTAGES:
• Better morale and motivation associated with internal recruiting is denied
to the organization
• It is costly
• Chances of creeping in false positive and fake negative errors
• Adjustment of new employees to the organizational culture takes longer
time.

EVALUATION & CONTROL:

• Salaries for Recruiters
• Management & professional time spent on preparing job description, job
specification advertisements, liaison etc..
• Cost of advertisement
• Cost of producing supporting literature
• Recruitment overheads & administrative expenses
• Cost of overtime & outsourcing

PHILOSOPHIES OF RECRUITING:
• Traditional philosophy – to get as many people to apply for a job as
possible
• Waiting in queues
• Job dissatisfaction & employee turnover
• Emphasis is on matching the needs of the organization to the needs of the
applicants
• Minimize employee turnover & enhance satisfaction

REALISTIC JOB PREVIEWS:

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• Provides complete job related information to the applicants so that they
can make right decision before taking up jobs
• Lower rate of employee turnover
• High level of job satisfaction & performance
• Beneficial for organizations hiring at the entry level

JOB COMPATIBILITY QUESTIONNAIRE:

• To determine applicants preference for work match the characteristics of

the job
• Greater the compatibility of applicants preferences & characteristics of
the job greater the probability of employee effectiveness & longer the
tenure
• 400 item instrument
• Measures job factor related to performance, satisfaction turnover and
absenteeism

SOURCES OF RECRUITMENT:
The various sources of external recruitment are:
1. Advertising
2. Employment agencies
3. Employee referrals
4. Schools, colleges and professional institutions
5. Labour unions
6. Casual applicants
7. Professional organizations or recruiting firms or executive
Recruiters
8. Indoctrination seminars for college professors
9. Unconsolidated applications
10. Nepotism
11. Leasing
12. Voluntary organizations
13. Computer data banks

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2.1.4. RECRUITMENT POLICIES

A recruitment policy is concerned with quantity and qualifications of

manpower. A well-considered and pre-planned recruitment policy, based
in corporate goals, study of environment and the corporate needs may
avoid hasty of ill-considered decisions and may go a long way to man the
organization with the tight type of personnel.
The most commonly adopted practice in an organization is to centralize
the recruitment and
selection function.

A “recruitment policy” in its broadest sense involves a commitment by the

employer to such general principles as:-

1 To find and employ the best qualified persons for each job.
2 To retain the best and most promising to those hired.
3 To offer promising opportunities for the life-time working careers.
4 To provide programs and facilitates for personal growth on the job.

The following factors should be taken into considerations in formulating

recruitment policy.
They are-

1. Government policies
2. Personnel policies of other competing organization
3. Organization personnel policies
4. Recruitment sources
5. Recruitment need
6. Recruitment costs
7. Selection criteria and preferences etc.

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2.1.5 METHODS OF RECRUITMENT

Recruitment can be broadly categorized under three heads. Namely,

Direct method, indirect method and Third method.

DIRECT METHOD:-
One of the widely used direct methods is that of sending of recruiters to
colleges and technical schools. Most college recruiting is done in co-
operation with the placement office of a college.

The placement office usually provides help in attraction students,

arranging interviews, furnishing space, and providing student resumes. For
managerial professional, and sales professional, campus recruiting is an
extensive operation. Persons reading for MBA or other technical diplomas
are picked up in this manner. Many companies have found employees
contact with the public a very effective method. Other direct methods
include sending recruiters to
conventions and seminars, setting up exhibits at fairs, and using mobile
offices to go to the desired centres.

INDIRECT METHOD:-
Indirect method usually involves advertising in news papers, on the radio,
in trade and professional journals, technical magazines and broachers.
Advertising in newspapers and magazines, is the most frequently used
methods, when qualified or experienced personnel are not available from
other sources. Senior posts are largely filled by such methods when they
cannot be filled by promotion from within.
Advertising is very useful for recruiting blue-collars and hourly workers as
well as scientific, professional, and technical employees. Local
newspapers can be a good source of blue-collar workers, clerical
employees, and lower level administrative employees.

THIRD PARTY METHOD:-

These include the use of commercial of private employment
agencies, placement offices of schools colleges and professional
associations, recruiting firms, management consulting firms, indoctrination
seminars for college for college professors and friends and relatives.

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PRIVATE EMPLOYMENT AGENCIES:-

They are the brokers who bring employers and employees

together. The specialization of these agencies enhances their capacities to
interpret the needs of their client, to seek out particular 27 types of
persons, and to develop proficiency in recognizing the talent of specialized
personnel.

STATE PUBLIC EMPLOYMENT AGENCIES:-

Also known as labour exchanges, they are the main agencies
of public employment. They provide a clearing housing for jobs and job
information. These agencies provide a wide range of services counselling,
assistance in getting jobs information about labour market, labour and
wage rates.

PROFESSIONAL ORGANIZATION OR RECRUITMENT FIRMS:-

They maintain complete information records about employed
executives. These firms are looked up on as ‘head hunters’, ‘raiders’ and
pirates by organizations which loose personnel through their efforts.
However, these same organizations may employ “executive search firms”
to help them find executive talent. These consulting firms recommend
persons of high calibre for managerial, marketing and production
engineer’s posts.

TRADE UNIONS:-
It also provide manual and skilled workers in sufficient numbers.

MODERN SOURCES AND TECHNIQUES OF RECURITMENT:-

A number of modern recruitment sources and techniques are
being used by the corporate in addition to traditional sources and
techniques. These sources and techniques include walk-in and consult–in,
head-hunting, body-shopping, business alliances, and Tele- recruitment.
1. WALK-IN:
2. CONSULT-IN:
3. HEAD-HUNTING:
4. BODY-SHOPPING:
5. BUSINESS ALLIANCES:

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 1. TELE-RECRUITMENT:

The technological revolution in telecommunication helped the

organization to use internet as a source of recruitment. Organization
advertise the job vacancies through the world wide web (WWW) internet.
The job seekers send their applications through email
or internet. Alternatively, job seekers place their CV’S in the world wide
web/internet, which can be drawn by the perspective employers depending
upon their requirements.

ALTERNATIVES TO RECRUITMENT:

OVERTIME
When demand for product peaks
additional income for employee
It results in Fatigue, increased accidents & more absenteeism
Need to pay double wages

EMPLOYEE LEASING
Often called Staff outsourcing
Useful to small & medium sized firms

TEMPORARY EMPLOYMENT
Low labour costs
Easy access to experienced labour
Flexibility in future
DISADVANTAGE- Do not know the work culture of the firm

REFERENCE CHECK

The reference of the person should be checked before making a final

decision.
Check through a personal visit or a phone call directly to the
applicant’s immediate former supervision, if possible.
Verify that the information given to you is correct.
Consider, with judgment, any negative comments you hear and what is
not said.
Checking references can bring to light significant information which
may save you money and future inconvenience.
2.1.6 Recruitment Strategies:
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Findings Overview-
Organizations were asked what strategies they use to recruit both
managerial/professional and non-management candidates. For recruiting
managerial/professional candidates, the Internet is the most popular
advertising medium, used by 76 per cent of the organizations surveyed.
Organizations regularly utilize internal resources (e.g., internal job
postings and employee referrals) when recruiting both internal and
external candidates. Different kinds of agencies are used to recruit for
positions at different levels.

— Temporary and government agencies are used mainly to recruit non-

management candidates
.
— Employment agencies, colleges, and professional organizations are
used more often to recruit managerial/professional candidates.

Organizational Offerings-
The quality of an organization’s offerings affects its ability to
attract job candidates. Organizations believe they offer candidates a strong
company reputation (69 per cent) and high-quality benefits packages (65
per cent) and learning opportunities (55 per cent). Many organizations do
not offer stock options (37 per cent) or child care options (36 per cent)
Best Practices-
Organizations with the most effective recruiting strategies were
15 to 19 per cent more likely to offer candidates high-quality options such
as:
Potential for advancement.
Company reputation.
Stocks.
Benefits package.
Corporate culture.
Salary scale.
Organizations offering candidates and employees a positive culture (e.g.,
innovative, diverse, potential to advance) and learning environment have
more satisfied employees and more successful at retaining them

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 SELECTION

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 2.2 SELECTION

“Selection is the process of examining the applicants with

regard to their suitability for the given job or jobs, and choosing the
best candidate and rejecting the others.”

Good recruitment practices are only one key to generating a

pool of top job candidates. Equally important is having a strong basis from
which to recruit. If an organization’s policies and practices are unattractive
to candidates, the organization’s ability to generate good candidates will
be limited regardless of he specific recruitment practices they employee.
But what policies and practice do “good” applicants find attractive?
Unfortunately, there is no easy answer to this question because not all
“good” applicants are alike, and research shows that organization’s
policies and the individual’s characteristics. Financial considerations,
supply and demand, and other variables impact the recruitment process.
Looking for a qualified person for the IT department is likely to
require a broader and possibly more expensive search. Recruitment
indicate that there is an increase in the use of the internet and interactive
employment websites, such as searching web databases, placing online ads
at various career sites, purchasing candidate information from resume
services, sending recruitment materials, to targeted individuals, and
placing ads in newspapers can all yield positive results.

Selection is the process in which candidates for employment

are divided in two classes-those application of these tools. Qualified
applicants go on to the next hurdle, while the unqualified are eliminated”.
Thus, an effective selection Programme is a non-random process because
those selected have been chosen on the bases of the assumption that they
are more likely to be “better” employees than those who have been
rejected.

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SELECTION PROCESS:

The organizations can make use of more than one source for carrying out
the recruitment procedure. Once the recruiting sources are identified,
suitable candidates are called for the selection process.

SIGNIFICANCE OF SELECTION PROCESS:

Definition:

“ It is the process of differentiation between applicants in

order to identify (and hire) those with a greater likelihood of success in a
job.”
Selection of personnel to man the organization is a crucial,
complex and continuing function. The ability of an organization to attain
its goals effectively and to develop in a dynamic environment largely
depends upon the effectiveness of its selection program.

If right personnel is selected the remaining functions of

personnel management becomes easier, the employee contribution and
commitment will be at an optimum level and employee- employer
relations will be congenial. In an opposite situation where the right person
is not selected, the remaining functions of personnel management,
employee, employer relations will not be effective.

If the right person is selected, he becomes a valuable asset to

the organization. In case of faulty selection, the employee will become a
liability to the organization, who are to be offered employment and those
who are not. The process might be called rejection, since more candidates
may be turned away than hired. For this reason, selection is frequently
described as a negative process, in contrast with the positive program of
recruitment.

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SCREENING:

Retention Survey found that nationally small agencies took an average

of 6.84 weeks to conduct the screening processes, while large agencies
took an average of 11.51 weeks (U.S. Department of Justice, Office of
Justice Programs, Hiring and Keeping Police Officers)

GOAL: reduce this time so that valuable candidates are still available.

PRINCIPLES OF THE SCREENING:

A fair set of screening criteria.

The criteria must be in line with the job content and appointment
as well as advertised requirements.
Applicants should be clear on the criteria that apply.
The criteria should apply to all applicants in a consistent manner.
Any waivers should be fully motivated and approved.
Declarations should be made of whether any candidate is related to or
friends of an official in the component where the vacancy exists
The various activities of the screening process should be documented
and put on record.

INITIAL REVIEWING AND TESTING:

Education And Experience Evaluation

Letters Of Recommendations
Elf-Assessment
Gratitude Trait Test
Performance Test for Specific Jobs

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2.2.1 STEPS INVOLVED IN SELECTION PROCESS:

A scientific selection procedure completes in 10 basic steps which are as

follows:
1. Application Form.
2. Written Examination.
3. Preliminary Interview.
4. Group Discussion.
5. Tests.
6. Final Interview.
7. Medical Examination.
8. Reference Checks.
9. Line Manager’s Decision, and
10. Employment

TESTING IN SELECTION:
Testing represents an additional tool in the kit of the
employment office. It supplements direct personal contracts in interviews
of various types with a wide range of tests. All operate on the general
theory that human behaviour can best be forecast by sampling it.
The test creates a situation in which the applicant reacts;
reactions are regarded as useful samples of his behaviour in the work he is
applying. Formal testing programs have becomes increasingly common in
modern selection. A major reason is their convenience. Another is their
relatively low cost. Perhaps unfortunately, test results appeal to many
managers because they provide quantitative measures of something. They ,
for this reason, more easily compared. They seem to bring the personalities
of applicants down to a common denominator. Another reason for the
growing use of tests is the fact that they have been and are the subject of
extensive research.

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TYPES OF EMPLOYMENT TESTS:
A simple classification of the tests used in selection would
distinguish five principal types, including achievement, aptitude, interest,
personality, and combination tests. Achievement Tests: sample and
measure the applicant’s accomplishments and developed abilities. They
are performance tests; they ask the applicant’s accomplishments and
developed abilities. They are performances tests; they ask the applicant to
demonstrate certain knowledge skills.

APTITUDE TESTS:
Measures an applicant’s capacity, his potential. Their
simples form is the intelligence test, which is intended to measure the
ability to learn, to remember, and to reason.

INTEREST TESTS:
Use selected questions or items to identify patterns of
interests-areas in which the individual shoes special concern, fascination
and involvement.

PERSONALITY TESTS:
Probe for the dominant qualities of the personality as
a whole the combination of aptitudes, interests, and usual mood and
temperament. Whole the combination of aptitudes, interests, and usual
mood and temperament.

GUIDES TO TESTING:

Dale s. Beach suggested the following guidelines for the employment test.
1. Tests should be taken in addition to other selection techniques as entire
can only provide information about a part of total behaviour of a
candidate.
2. Test information should be taken into consideration to find out
candidate’s weakness rather than strength.
3. Tests are helpful in pocking a most likely successful group from a larger
group rather than successful individuals.
4. A test should be tested in one’s own organization as “a valid test in one
that measures.
5. Tests can be held only in case of failure of other selection devices in
providing satisfactory.

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6. Test administrators should not heavily depend upon test score in making
decision regarding selection of a candidate.
Relationship between tests score and job success is not
always linear. Hence, decision-makers should use the test score
judiciously.

OUTCOMES OF SELECTION DECISION:

• Mainly four different types
• True positive
• True negative
• False positive error:
Results in cost for training, transfer or terminating the service of
employee. Costs of replacing an employee with a fresh one-hiring,
training, and replacement.
• False negative error:
Costs associated difficult to estimate.

ENVIRONMENTAL FACTORS:

• EXTERNAL
1. Supply and demand in labour market.
2. Unemployment rate.
3. Legal and political considerations.
4. Company’s image.

• INTERNAL
1. Company’s policy.
2. Cost of hiring.

.CONCEPTS OF TESTING:
1. Job analysis
2. Reliability
3. Validity

TYPES OF TESTS:
Intelligence tests include: sample learning, ability, the adaptability tests
etc.

(i) Aptitude Tests-

Page | 34
 Intelligence Test
Mechanical Aptitude
Psychomotor Tests
Clerical Aptitude Tests

(ii) Achievement Test-

Job Knowledge Test
Work Samples Test

(iii)Situational Test-
Group Discussion
In basket

(iv) Interest Test

(v) Personality Test-

(a) Objective Test
(b) Projective Test
(b) Mechanical aptitude tests
(c) Psychomotor tests
(d) Clerical aptitude tests

Page | 35
2.2.2 SELECTION TECHNIQUES:

1
• INTERVIEW INITIAL OR PRELIMINARY

2
• APPLICATIOn BLANK OR BLANKS

3
• CHECK OF REFERENCES

4
• PSYChOLOGICAL TEST

5
• EMPLOYMENT INTERVIEW

6
• APPROVAL

7
• PHYSICAL EXAMINATION

8
• INDUCTION OR ORIENTATION

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PRELIMINARY INTERVIEW:
This is a short interview and is used to eliminate unqualified
candidates.
Generally, there is no paper work at this stage.
If the applicant looks like he can qualify for existing job openings, he
or she is given the application blank to complete.

APPLICATION BLANK:
Application blank is used to get information from prospective
applicant to help management to make a proper selection.
It quickly collects the basic data about a candidate.
It is also useful to store information for future use.
An application forms consists of-
Biographical data
Educational achievements
Salary and work experience
Personal items
Names and addresses of previous employees

CHECK OF REFERENCES:
References are used in most selection processes.
During the selection process it is believed that former employers,
friends and professional personnel give reliable evaluation of applicant.
Reference checks are generally made by mail or telephone and
sometimes personally also.
PSYCHOLOGICAL TESTS:
Most organizations do not use psychological tests for selection.
But larger the size of the firm, more are the chances of using
psychological tests.
Larger companies that can afford to conduct psychological tests do so
to have a more
detailed and accurate selection procedure.
Smaller companies are more dependent on interviews.

INTERVIEWING:
Interview is the interaction between the interviewer and the applicant.
It is the most common method of selection.
It is a good method to get accurate information about the applicant.

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TYPES OF INTERVIEWS:
1. Informal interview
2. Formal interview
3. Planned interview
4. Patterned interview
5. Non-directive interview
6. Depth interview
7. Stress interview
8. Group interview
9. Panel interview

TYPES OF EMPLOYMENT INTERVIEW

(i)PRELIMINARY INTERVIEW
(a)Informal interview
(b)Unstructured interview

(ii)CORE INTERVIEW
(a)Background information
(b)Job and probing interview
(c)Stress interview
(d)The Group Discussion interview
(e)Formal and structured interview
(f)Panel interview
(g)Depth interview

(iii)DECISION-MAKING INTERVIEW
1. PRELIMINARY INTERVIEW
(a)Informal interview
(b)Unstructured interview
2. CORE INTERVIEW
(a)Background information interview
(b)job and probing interview
( c) Stress interview
(d)Group discussion interview
(e) Formal and Structured interview
(f)Panel interview
(g)Depth interview

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3. DECISION-MAKING INTERVIEW
After the candidates are examined by the experts including the line
managers of the organization in the core areas of the job, the head of the
department/ section concerned interviews the candidates once again,
mostly through informal discussion. The interviewer examines the interest
of the candidate in the job, organization, reaction/adaptability to the
working conditions, career planning, promotional opportunities, work
adjustment and allotment etc. the personnel Manager also interviews the
candidates with a view to find out his reaction/acceptance regarding salary,
allowances, benefits, promotions, opportunities etc. The head of the
department and the personnel manager exchange the views and then they
jointly inform their decision to the chairman of the interview board, who
finally makes the decision about the candidate’s performance and their
ranks in the interview.

INTERVIEW PROCESS:
Interview is not a single step. It is a process consisting of several steps.
The major steps are grouped into four categories.
Before starting the interview, the important areas for asking questions
should be worked out.
The candidate’s application form should be examined to find his/her
skills, incidents and experiences which are related to important areas for
asking questions.
The interviewer should make the candidate relaxed by starting with
questions that are not directly related with the job.
After the candidate is relaxed, the interviewer should ask the questions
related to the job.
Now the interviewer should make a tentative decision about the
candidate.

Approval by the Supervisor:

At this stage, we can reach the conclusion about which candidate
should be hired.

Physical Examination:
Physical examination is done to check whether the applicant’s physical
capabilities match
with the job requirements or not.
The three basic objectives of physical examination are:
o To determine the applicant’s physical capabilities.

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 o To protect the company from needless claims
under workers’ compensation laws.
o To stop communicable diseases from entering the
organization.

INDUCTION:
It is the process of introducing the new employee to the organization.
According to a report, more than half of voluntary resignations occur
within the first six months.
A good induction program helps to take care of this problem and
reduce the costs associated with it.
EVALUATION OF APPLICATION FORMS:-
The are two methods of evaluating an application form, viz., clinical and
method and weighted
method.
1. Clinical method
2. Weighted method
3. Biographical inventories

WRITTEN EXAMINATION:-
The organization has to conduct written examination for the qualified
candidates after they are screened on the basis of the application blanks so
as to measure the candidate’s ability in
Arithmetical calculations, the know the candidates attitude towards the
job’ to measure the candidates’ to know the candidates aptitude, reasoning,
knowledge in various disciplines, in various disciplines, general
knowledge and English language.

PRELIMINARY INTERVIEW:
The preliminary interview is to solicit necessary information from the
prospective applicants and
to assess the applicant’s suitability to the job.

GROUP DISCUSSION:
The technique of group is used in order to secure further information
regarding the suitability of the candidate for the job. Group discussion is a
method where groups of the successful applicants are brought around a
conference table and are asked to discuss either a case study of a subject
matter.

Page | 40
TEST:
The next stage in the selection process is conducting different tests as
given below. The objective of tests is to solicit further information to
assess the employee suitability to the job.

FINAL SELECTION:
Keep a list of all applicants considered for final selection.
Identify fair selection criteria for the final selection phase.
Ensure that the criteria are in line with the advertised requirements as
well as the job content.
Ensure that each selection committee member is provided with all the
relevant information pertaining to each short-listed applicant.
Ensure that the interviews are conducted in a fair and effective manner
and that each candidate is weighed comprehensively against the
requirements as advertised.

CLOSING SELECTION:
1. Phone call and further clarification
2. Letter of intent
3. Completing employment forms
4. Protocols may be available for interested individuals
5. Number of candidates
6. Names, surnames and addresses of 5 top candidates
7. Recruitment and selection criteria
8. Justification of the decision

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2.2.3 TRENDS IN RECRUITMENT AND SELECTION:
PROCEDURAL CHANGES:

Eliminating arbitrary rules and regulations that restrict the choices of

hiring managers and supervisors
Adopting flexible and appealing hiring procedures.
Screening applicants quickly
Validating entry requirements and examinations.
Instituting worker-friendly personnel policies.
Creating more flexible job descriptions

IMPROVEMENTS TO THE RECRUITMENT AND SELECTION

PROCESS:
The decentralization movement — "New Public Management" is known
in many quarters as devolution, often characterized by the decentralization
of HR responsibility.
Aggressive outreach efforts
Current employees as recruiters

USE OF TECHNOLOGY:
Many scholars believe that technology will be the most notable HRM
trend of the next few decades
Many large public organizations use computer bulletin boards and
electronic mail to improve recruitment process
Managers can have online access to applicants' test scores,
qualifications and contact information
Software programs: to administer online examinations, track
applicants, match resumes with skill sets, expedite background checks, and
shepherd job candidates through a
paperless staffing process.

Page | 42
Page | 43
3.1INDUSTRY PROFILE

The BPO Industry in India

In India, Business Process Outsourcing (BPO) is the fastest growing

segment of the ITES (Information Technology Enabled Services) industry.
Factors such as economy of scale, business risk mitigation, cost advantage,
utilization improvement and superior competency have all lead to the
growth of the Indian BPO industry. Business process outsourcing in India,
which started around the mid-90s, has now grown by leaps and bounds.
India is now the world's favoured market for BPO companies, among other
competitors, such as, Australia, China, Philippines and Ireland. The BPO
boom in India is credited to cheap labour costs and India's huge talent pool
of skilled, English-speaking professionals. Research by the National
Association of Software Services and Companies (NASSCOM) has
revealed that quality orientation among leading BPO companies, 24/7
services, India's unique geographic location and the investor friendly tax
structure in India have all made the BPO industry in India very popular.

What is business process outsourcing?

The term Business Process Outsourcing or BPO as it is
popularly known, refers to outsourcing in all fields. A BPO service
provider usually administers and manages a particular business process for
another company. BPOs either use new technology or apply an existing
technology in a new way to improve a particular business process. India is
currently the number one destination for business process outsourcing, as
most companies in the US and UK outsource IT-related business processes
to Indian service providers.

Services offered by Indian BPO companies

Indian BPO companies offer varied services, such as, customer support,
technical support, telemarketing, insurance processing, data processing,
forms processing, bookkeeping and internet / online / web research.

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1. Customer support services:
24/7 inbound / outbound call centre services that address customer
queries and concerns through phone, email and live chat.

2. Technical support services:

Installation, product support, running support, troubleshooting, usage
support and problem resolution for computer software, hardware,
peripherals and internet infrastructure.

3. Telemarketing services:
Interacting with potential customers and creating interest for the
customer's services/ products. Up-selling, promoting and cross selling to
existing customers and completing online sales processes.

4. IT help desk services:

Level 1 and 2 multi-channel support, system problem resolutions,
technical problem resolution, office productivity tools support,
answering product usage queries and performing remote diagnostics.

5. Insurance processing:
New business acquisition and promotion, claims processing, policy
maintenance and policy management.

6. Data entry and data processing:

Data entry from paper, books, images, e-books, yellow pages, web
sites, business cards, printed documents, software applications, receipts,
bills, catalogues and mailing lists.

7. Data conversion services:

Data conversion for databases, word processors, spread sheets and
software applications. Data conversion of raw data into PDF, HTML,
Word or Acrobat formats.

Page | 45
8. Bookkeeping and accounting services:
Maintenance of the customer's general ledger, accounts receivables,
accounts payables, financial statements, bank reconciliations and assets
/ equipment ledgers.

9. Form processing services:

Online form processing, payroll processing, medical billing, insurance
claim forms processing and medical forms processing.

10. Online research:

Internet search, product research, market research, surveys, analysis,
web research and mailing list research.

Interesting facts about the Indian BPO industry

The BPO sector in India is estimated to have reached a 54 per cent

growth in revenue. The demand for Indian BPO services has been
growing at an annual growth rate of 50%.The BPO industry in India has
provided jobs for over 74,400 Indians. This number is continuing to
grow on a yearly basis. The Indian BPO sector is soon to employ over
1.1 million Indians.70% of India's BPO industry's revenue is from
contact centres, 20% from data entry work and the remaining 10% from
information technology related work. Indian BPOs handle 56% of the
world's business process outsourcing.

Page | 46
 The top fifteen BPO companies in India
NASSCOM recently conducted a survey and evaluated the leading BPO
service providers across India. The top fifteen business process
outsourcing companies in India are:

WNS Group
Wipro Spectra mind
Daksh e-Services
Convergys
HCL Technologiess
Zenta
ICICI Onesource
MphasiS
EXL
Tracmail
GTL Ltd
vCustomer
HTMT
24/7 Customer
Sutherland Technologies

Page | 47
3.2 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.

Wipro Technologies is one of the largest global information technology

services. Wipro makes an ideal partner for organizations looking at
transformational IT solutions because of its core capabilities, great human
resources, commitment to quality and the global infrastructure to deliver a
wide range of technology and business consulting solutions and services,.
Wipro enables business results by being a ‘transformation catalyst’. It
offers integrated portfolio of services to its clients in the areas of
Consulting, System Integration and Outsourcing for key-industry verticals.

Wipro provides comprehensive IT solutions and services, including

systems integration, Information Systems outsourcing, package
implementation, software application development and maintenance, and
research and development services to corporations globally. Wipro has
various departments in that the Human Resource Department plays a vital
role comparatively than other departments.

The study has been taken on the topic “A Study on effectiveness of

Recruitment and Selection Process at Wipro Technologies Private Limited,
Chennai”, to analyse the effectiveness and various sources of recruitment
and selection process.

Page | 48
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 analysed. 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 analysing 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.

Page | 49
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 analyse the various
sources and the factors influencing the recruitment and selection process
of the organization.

Wipro BPO is a BPO arm of Wipro Ltd. International Association of

Outsourcing Professional (IAOP) has recognized Wipro BPO among the
top Third Party Services Provider (TPSP) providers for 2006. The Top
BPO Providers for 2006 is a sub-list of The Global Outsourcing 100 that
recognizes the world's top BPO service providers. This award is based o a
rigorous evaluation process involving criteria like size and growth of the
firm, customer experience, depth of competencies and management
capabilities.

NASSCOM also give it 3rd rank among the Indian BPO service providers
after Genpect and WNS. Wipro BPO recently won Outsourcing
Excellence Award for work done for Delta Air Lines Inc. Wipro was also
named a winner of the NASSCOM IT innovation awards recently.

VALUE CHAIN ANALYSIS:

Operation: Wipro BPO provides a diversified range of services:
(1) Banking And Financial Services
(2) Insurance services
(3) Health care and life science services
(4) Telecom Services
(5) Travel and Hospitality services
(6) Finance and Accounting services
(7) Procurement and Supply chain Operations

Page | 50
 (8) Loyalty services
(9) Human Resource Management services
Outbound Logistic: robust quality framework, Customized global offshore
/ near shore delivery model, which makes it a single point station for
clients and faster delivery.

Marketing and sales:

They have increased their sales team from 10-12 members to 300 strong
Wipro technologies team. Further, that team is supported by pre-sales
teams populated by domain specialists and BPR (business process re-
engineering) professionals whose job is to identify pain points within a
customer's business. Recently, a large European oil and gas company
needed a scalable back office model (procurement and contracts) to
support growth. Identifying the problems, Wipro BPO introduced an
automation solution, leading to 15-20 per cent savings on an annual spend
of $2.5 billion.
Driving Standardization and Differentiation in Outsourcing Services
With a tough economy putting pressures on margins and technology
empowered customers demanding best in class service, companies are
struggling to maintain profitability. Business Process Outsourcing (BPO)
is a strategic step for companies looking to improve service levels, reduce
costs, streamline processes, improve process efficiencies, and gain access
to best-in-class processes without investing in requisite technology and
skills.
Today, customers want to partner with BPO vendors who can add value to
their business and provide competitive differentiation. To meet this need,
BPO industry is evolving from a labour arbitrage "Lift and Shift" model
towards a value driven Utility model.

Wipro in Business Process Outsourcing -

 Pre-built Process Asset Based Solutions – With a focus on process
improvements and business outcomes we have developed over 25
productized solutions based on process assets through a dedicated
solution development organization.

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 Industry Focused & Platform Based Solutions - Leveraging Wipro
assets in Cloud, Mobility, and Alliances we provide integrated IT and
BPO SLAs and innovative pricing/commercial models for our key
clients.
 Driving Predictable Business Outcomes - Leveraging technology, tools,
and analytics we help customers transform operations onsite before
shifting to vendor. Our industry specialists along with the Wipro
consulting group enable this transformation.
 Investing in Industry Leading BPO Platform - Wipro Base)))™ is a
flexible, adaptable, and customizable BPO platform. It supports 320
unique processes to deliver business outcomes, institutionalize
knowledge, ensure transparency, controls, compliance, and drives down
cost of operations.
 Delivering Insights & Measurable Business Impact through Business
value meter – We have delivered over $ 1.1 B of value. Our one stop
shop tracks and reports the value delivered to customer through process
re-engineering.
 Standardized Processes across Expanding Global Locations – We
deliver 24X7 operations through one standardized global process and
provide support in all major languages in 11 countries.

HR Outsourcing Services
The emergence of services/products portfolio management has forced
organizations to rethink their service delivery strategy. This new thinking
comes in the backdrop of studies suggesting that HR related activities
generally take up to 25% of the company's time. Hence, companies are
looking for solutions which can assist in consolidating segmented HR
processes, maintaining quality and compliance. Supplier
consolidation/rationalization is being thoroughly analysed as a means to
gain economies of scale, reduce overall cost and speedily implement new
efforts to meet short term business needs.

Why Wipro?

Wipro's HR Outsourcing practice supports a full spectrum of HR service

offerings including payroll along with workforce, learning, recruitment
and benefits administration. These are delivered through a combination of
domain experts, proven transition methodology and quality driven
operational execution, integrated with apt technology enablers.

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 We can help customers attain speed to market, lower operating cost,
scalable and sustainable services and continuous improvement innovation.

WIPRO HR BPO provides:

 Transformation led and technology enabled Shared Service Centres
 Enhanced use of HR self-service in client organizations
 HR BPO portfolio
 Transformational engagements
 Language services
 Six-Sigma and Lean initiatives
 HR domain skills and process knowledge

Wipro's HR Outsourcing solutions are:

 Shared services: Local, regional and offshore services coupled with
captive local and remote shared services centres.
 HR Consulting Services: HEAT MAPPING, ability Analysis and Gap
Analysis etc.
 HR Transformation: Internal transformations, broad HR outsourcing or
point solution outsourcing reduce costs and enable resources to focus on
strategy and business customers, improving service, and enhancing
internal customer experience .

Operational excellence through Technology Enablers-

It’s propriety technology platform (BASE)))™ gives multi-level visibility
to the processes and integrates the outsourced services seamlessly with
customer's internal business processes. It helps enhance operational
efficiency, increase visibility and control, improve business agility and
process redesign, and build in automation.
Wipro Ltd (NYSE:WIT) is a global information technology, consulting
and outsourcing company with 145,000 employees serving over 900
clients in 61 countries. The company posted revenues of $6.9 billion for
the financial year ended Mar 31, 2013.

Wipro helps customers to do business better leveraging our industry-wide

experience, deep technology expertise, comprehensive portfolio of
services and a vertically aligned business model. Our 55+ dedicated
emerging technologies ‘Centres of Excellence’ enable us to harness the
latest technology for delivering business capability to our clients.

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 Wipro is globally recognized for its innovative approach towards
delivering business value and its commitment to sustainability. Wipro
champions optimized utilization of natural resources, capital and talent.
Today we are a trusted partner of choice for global businesses looking to
‘differentiate at the front’ and ‘standardize at the core’ through technology
interventions.
In today’s world, organizations will have to rapidly reengineer themselves
and be more responsive to changing customer needs. Wipro is well
positioned to be a partner and co-innovator to businesses in their
transformation journey, identify new growth opportunities and facilitate
their foray into new sectors and markets.

Milestones-
Wipro, one of the world's most trusted brands, is a name with a long
history. Here's a snapshot of our journey to date:
 Established in 1945 as Western India Vegetable Products Limited in
Amalner, Maharashtra
 IPO for capital in February 1946
 Ventured in to the fledgling IT industry in 1981
 Established software products and exports subsidiary, Wipro Systems
Ltd. in 1983
 Pioneers in marketing indigenous Personal Computers in 1985
 Established a Joint venture with GE in 1989
 Entered IT services in the 1990s - we were among the pioneers in
developing the ODC (Offshore Development Centre) concept
 Software business assessed at SEI-CMM Level 5 in 1998
 Listed on NYSE in 2000 (NYSE:WIT)
 The first company in the world to be assessed at PCMM Level 5 in 2001
 Entered the BPO business in 2002
 Entered the Eco-energy business in 2008
Recruitment Process Outsourcing
Wipro's HR solution entails end to end Recruitment Process Outsourcing
(RPO) model enveloping sourcing to position closure activities. Wipro’s
on-site and off-shore campus recruitment supports clients in US, India,
UK, Switzerland, Hong Kong and Singapore. We work with campus
placement coordinators to source and pre-screen candidates based on
required skills. We help clients on project hiring drives, job fairs, mapping
competing organizations, researching niche job boards etc. We service

Page | 54
 different verticals (retail, financial, IT) from entry-level to senior
management positions.
Wipro monitors operational metrics, such as, number of candidates
sourced, source to interview ratio, interview to offer ratio, offer to join
ratio, as well as business metrics like, average time to hire, ageing
requisitions and cost per hire. Our efficiency has reduced open
requirements to half and contributed 12% to new recruits, for last quarter.

Wipro’s Recruitment Process Outsourcing (RPO)

spectrum includes:
 Requisition development with hiring management
 Identification and implementation of sourcing strategy
 Employment brand development consulting and program management
 Advertisement strategy development
 Screening
 Interview scheduling
 Requisition management
 Offer management processes
 Staffing operations reporting and metrics
 Workforce planning support
 Staffing department budgeting support
 Background check
 Applicant tracking
 Employee on-boarding

HR Administration

Wipro’s HR solutions experts are proficient in supporting multilingual

employees globally and optimizing client HR administration through
technology and process innovations, such as, workflow technology,
knowledge management tools, HR portals and self-service applications.

Wipro HR Administration Hiring Management RPO service spectrum:

On-boarding:
We manage new contracts, offer letters, reference checking,
contract issues, joiner infrastructure set-up, notify third parties and update
client’s HRMS.

Probation:

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 We ensure our client’s line managers are kept informed of and
effectively manage probationary periods, as well as update their T’s & C’s
and notify employees.

Employee changes:
We process personal detail changes like appraisal ratings, profit
pool ratings, changes to T’s & C’s, personal information and Payroll on
clients HRMS.

Organizational structure changes:

We create a robust tiered authorization model, process and
authenticate all changes in the organization structure and update it on the
client’s HRMS.

Absence:
We process applications & absence returns, make referrals to
occupational health, return to work checklists, handle payments/deductions
related to maternity, paternity and special leave.

Leavers:
We send leaver confirmation emails and letters to individuals
such as pension administrators and share plan administrators.

Wipro's BS7799/ISO certification, dedicated security practice and

Business Continuity Planning (BCP) methodology ensures safety of
client's confidential employee information.

Wipro's state-of-the-art HRO services portfolio and COE HCM pool

builds technology enabled HR solutions, integrates ITO + BPO model to
enable operational transformation and provides valuable
recommendations, to optimize and meet short and long term HR business
objectives for our clients. Benefits

Administration service spectrum:

 Custom Benefit Plan Strategies and Design

 New Hire Payroll and Benefits Initiation
 Development of Employee Communications
 Eligibility and Enrolment Services

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 Employee Claims Resolution
 Monthly Invoice Audit and Reconciliation
 On-line Employee Access to Benefits Information
 Employee Health and Welfare Administration
 Defined Benefit & Contribution
 Human Resources Retirement and Financial Management
o Cleaning Up Legacy Pension Data
o Integrated Approach to Pension Plan Design

 Human Resources Group

o Benefits Orientation/Education
o Benefits Plan Descriptions
o Benefit Plan Communication
o Benefit Plan Continuation Administration
Wipro Recruitment Process Outsourcing – Payroll

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Page | 58
4.1DATA ANALYSIS AND INTERPRETATION

1.Employees were asked whether they were allocated the post opted
by them, for which the following responses were obtained.

options No. Of Respondents Percentage

Yes 48 80
No 12 20
Total 60 100
Table 1

RESPONSE

NO- 20%

YES-80%

Graph 1

INTERPRETATION:
Out of the 60 respondent whose opinion were asked for allocation of the
post, which they are holding currently , 80% of respondents said that they
were allotted the post opted by them whereas 20% of the respondents said
that they were not allotted the post opted by them.

CONCLUSION:
This combination gives inference related to their satisfaction and
dissatisfaction respectively.

Page | 59
2. Employees were asked about the method of recruitment used by the
company, against which the following responses were obtained.

Options No. Of Respondents Percentage

Open competition 45 75

Recommendations 0 0

Employment exchange 0 0

Trade union recommendations 0 0

Consultancy 6 10

Campus interviews 9 15

Total 60 100

Table 2

9
6
45
60

Graph 2

INTERPRETATION:
Only 75% of the respondents were recruited through open competition, 10% through
consultancy and 15% through campus interviews.

CONCLUSION:
The company seems to favour recruitment through external sources, most of the
employees feel that this is the way org observes clear and transparent recruitment
policy. Majority of the employees were recruited through open competition which is a
good sign of transparent recruitment policy in the company.

Page | 60
3. Employees were asked about the time period, for which they were
employed, for which following the responses were obtained.

Options No. Of Respondents Percentage

Short time period 6 10

Long time period 48 80

Daily wages 0 0

Particular project only 6 10

Total 60 100

Table 3

100
90
80
70
60
50 No. of respondance

40 percentage

30
20
10
0
Short time Long time Daily wages Particular Total
period period project only

Graph 3

INTREPRETAION:
Out of 60 employees who were asked about the time period for which they were
recruited, 80% of employees are recruited for long time period where as 10% of
employees are recruited only for particular projects.

CONCLUSION:
Majority of the employees have been recruited for long time periods and very
few employees are recruited for particular as well for short time periods. This
shows the stability of the organization and the satisfaction of the employees.
Page | 61
4. Employees were asked the reasons of joining the organisation , for
which the response was as follows.

Options No. Of Respondents Percentage

Good pay Scale 6 10

More benefits 6 10

Career growth 18 30

All the above 30 50

Total 60 100

Table 4

1 2 3 4 5

6
6

18

60

30

Graph 4

INTERPRETATION:
30% of the employees said that they took the job for all the reasons like
‘career growth’, ‘good pay scale’ as well as ‘more benefits’., the rest 10%
answered as ‘good pay scale’ was the main reason for taking up the job .

CONCLUSION:
We find different employees derive motivation and satisfaction on account
sdifferent reasons but mostly they look for cumulative benefits for
association.

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5. Is there a match between qualifications and the job profile?

Options No. Of Respondents Percentage

Yes 48 80

No 12 20

Total 60 100

Table 5

100

90

80

70

60
No. of respondents
50
percentage
40

30

20

10

0
Yes No Total

Graph 5

INTERPRETATION:
Out of 60 respondents who are asked whether they found any relation between
their qualification and the jobs offered to them, 80% of the respondents said that
they found a relation whereas 20% of the respondents said that they did not find
any relation.

CONCLUSION:
Most of the employees consider that it is easier to perform a job if they have
similar background and this background is provided by the qualification earned.

Page | 63
6 .What is the nature of decision making regarding recruitment ,
made in the organisation? The responses are in the following order
given below

Options No. Of Respondents Percentage

Centralized 12 20

Department Recruitment 48 80

Total 60 100

Table 6

100
90
80
70
60
50
40 No.of respondents
30 Percentage
20
10
0

Centralized
Department
Recruitment Total

Graph 6
INTERPRETATION:
The employees were asked about the type of recruitment methodology which is prevailing in
the organization for recruiting employees 80% of the employees said that departmental
recruitment is being followed where each department on realization of the need for
employees takes up the task of recruiting them. 20% of the employees said that a centralized
policy is being in the organization to recruit the employees.

CONCLUSION:
Majority of the employees are recruited though departmental recruitment which mean the
Methodology of departmental recruitment is being followed in WIPRO BPO.The requisition
based recruitment is done.

Page | 64
7. Employees were asked what was the type of selection test in their
company for which the following responses were Obtained.

OPTIONS NO.OF.RESPONDENTS PERCENTAGE

Aptitude test 29 48

Achievement test 0 0

Situation 6 10

Interest test 12 20

Personality test 13 22

TOTAL 60 100

Table 7

100
90
80
70
60
50 Series 1
40 Series 2
30
20
10
0
Aptitude test Achievement Interest test Personality Total
test Test

INTERPRETATION:
48% of the employees said that they took through aptitude test, 10% was told
that situation test, 20% answered that interest test and 22% employees given
the response like personality test so company was taken more employees
through aptitude test.

CONCLUSION:
Majority of the employees recruited through the aptitude test so this company
has to give the equality for the all the test which is mentioned in the above. The
method is objective and aptitude test was a measure criteria.

Page | 65
8. Employees were asked for type of interview they faced in their
company for which the following responses were obtained.

OPTIONS NO.OF.RESPONDENTS PERCENTAGE

Panel interview 20 33

Stress interview 1 2

Formal interview 25 41

Informal interview 10 17

If any other specify interview 4 7

TOTAL 60 100

Table-8

Response
2%
7%

41% 17%
4
1
2

33% 5
3

Graph-8

INTERPRETATION:-
Out of the 60 employees were respond like 33% panel interview, 2% through
stress interview, 41% through formal interview, and 17% through informal
interview 7% other kind of interview all the employees agreed for interview
important.

CONCLUSION:
All the employees agreed that it’s very important to conduct different types of
interviews for the all the employees as most of the employees .

Page | 66
 9.Employees were asked whether the planning of manpower
requirement is done in light of business plans of the company for
which the following responses were obtained.

Options No. Of Respondents Percentage

No 0 0

Yes 60 100

Total 60 100

Table 10

100
90
80
70
60
RESPONDENTS
50
PERCENTAGE
40
30
20
10
0
NO YES TOTAL

Graph 10

INTERPRETATION:-
Out of the 60 employees whose opinion was asked regarding the planning
of manpower requirement , all the employees agreed that the planning of
manpower requirement is being done in the light of the business plans of
the organization.

CONCLUSION:
All the employees agreed that the requirement of manpower planning is
done in the light of business plans of the company.

Page | 67
Page | 68
5.1. FINDINGS AND OBSERVATION

The most significant finding of the study on Recruitment strategy

prevailing in the organization is very effective. The employees are quite
satisfied with the current recruitment methods.

The study shows that 76% of the employees who have put in long
year of service have recruited via open competition. This shows the
transparency of the recruiting policies of the company.

92% of the employees have been working in the organization for

a long period which signifies the job security and satisfaction offered by
the company to its employees.

Our study shows that 44% of the employees have joined this
organization aiming for career growth, good pay scales, and more benefits
which the company offers. Thus the statistics shows that the company has
a positive outlook towards the career growth of its employees in addition
to the other existing benefits.

The company’s approach to its recruitment policy shows that the

right person is very essential for the right job, as nearly 88% of the
employees felt that they were offered jobs according to their qualification
and experience. Thus setting a relationship between qualification and job
offered. The study shows that 72% of the employees were of the opinion
that the recruitment policy of the company is decentralized with each
department recruiting its own employees as per their requirement from the
time to time.

The company gives utmost importance to its manpower

requirements by identifying it well in advance taking into consideration
the contingencies like retirement, budgetary plans, and attrition rate. The
planning of the manpower requirement is being done in the light of the
business plans of the company.

The company has been trying to infuse new blood in

by Appointing fresh graduates and technologists the organization, to set a
competitive so as to face the competitive world.

Page | 69
5.2 RECOMMENDATIONS

The outcome of the study illustrates that WIPRO BPO has a good
recruitment policy where the employees are recruited by each department
as per the requirement from time to time. But there is still a scope for
improvement of its recruitment policy. The following are some of the
suggestion which enables the company to enhance its recruitment
methodology.

The Company should focus its attention more on campus interviews to

attract young potential employees who have the zeal to achieve goal for
themselves and the company.

The company can take up short-term projects with new technologies

and fixed deadlines to bring out competitiveness and cutting edge
approach by the employees. This enables the company to recruit the
brightest and the best manpower for the jobs.

The company needs to further focus on talent auditions and job fairs.
Incentives and contest for employee referrals and the use of web based
resources such as job boards and job distribution services would go a long
way in enhancing the recruitment process.

The organization cannot develop a recruitment strategy without

simultaneously formulating an employee retention plan. It is one thing to
attract workers, but quite another to retain them.

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5.3. SUGGESTIONS

o H.R Department should be more practical and efficient so that the

recruitment and selection become more effective.

o Stress should be given on proper maintenance of database of application

for future recruitment in the organization.

o The company should follow new trends in the recruitment process.

o The stress should be given on knowledge and the experience should be

the major criteria for selection of employees.

o More stress should be given to recruit qualification & skills percentage

for scrutinizing the application of prospective candidates.

Page | 71
5.4. CONCLUSION

The following are the conclusions:-

o The source of recruitment in the organization is totally based in both the
factors i.e. internal and external.

o The recruitment of the prospective candidate for a particular post is

based in experience, age, qualification and percentage in the academic
year.

o The selection process is totally based on skills, communication and

technical qualities.

o The formal interview is conducted by the HRD.

o After selection the employees are inducted for 1-5 days or more than 15
days.

Page | 72
QUESTIONNAIRE ON RECRUITMENT AND SELECTION –

1. Have you been allotted the post opted by you?

a. Yes
b. No

2. How you recruited?

a. Open competition
b. Recommendations.
c. Employment exchange
d. Trade union recommendations.
e. Consultancy
f. Campus interviews

3. What kind of recruitment is it?

a. Short time period
b. Long time period
c. Daily wages
d. For a particular project only
4. What made you to join the organization?
a. Good pay scale
b. More benefits
c. Career growth
d. All the above

5. Do you find any relation between your qualification and the job offered
to you?
a. Yes
b. No

6. Have you observed any change in the recruitment policy in recent

times?
a. Yes
b. No

7. Is the recruitment policy centralized or Decentralized?

a. Centralized
b. Decentralized

Page | 73
8. Company were generated any new positions within the employees?
a. Yes
b. No
c. Don’t know

9. what is your manpower planning duration?

a. short term
b. long term

10. what is the basis of determining manpower requirement?

a. current need
b. project based

11. What are the criteria for selection of prospective employees?

A. Personal trait (attitude personality etc.)
B. Skills (communication & technical)
C. Both

12. What type of test do you conduct?

A. Aptitude test.
B. Achievement test
C. Situation
D. Interest test
E. Personality test

13.Do you followed Interview during selection?

A. Yes
B. No

14. What type of interview is conduct?

A. Panel interview.
B. Stress interview.
C .Formal interview.
D. Informal interview.
E. If any other specify interview.

Page | 74
5.5 BIBLIOGRAPHY

BOOKS REFERRED –

1. Ashwathappa, Human resource and personnel management, Tata McGraw

Hill,2003.

2.P. Jyoti, DN.Vankatesh, Human resource management, Oxford,2006.

3.Arora P.N. & Arora S, Statistic for management, Edition 2003.

WEBSITES VISITED –

1.www.google.com-

1.www.wiprobpo.com

2.www.wipro.com

3.www.hrcolumbia.org

4.www.allprojectreport.com

5.www.wikipedia.com

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