recruitment and selection of wipro

Topics: Human resource management, Management, Performance appraisal Pages: 9 (3162 words) Published: March 31, 2014
Recruitment and Selection Process in Wipro
Wipro is India’s largest IT services provider with gross revenue of $6.03 billion in the past financial year. The company is into integrated business, technology and process solutions at a universal basis. The company employs more than 115000 people and is headquartered in Bangalore, India (Web 01). The company is also in other sectors like consumer care, lighting, engineering and healthcare. The company was established in 1945 by M.H Premji. But it was his son and current chairman, Azim Premji who transformed the company into one of the most reputed brands in India. Solely due to his efforts, the company now has more than 40 ‘Centers of Excellence’ and operates in 4 continents. Like every successful company, Wipro also gives high importance to Human Resource Management. The company is India’s 6th top employer. But the company is not even in the top 20 best employers of the country while their competitors like TCS, Infosys etc. are always in the top ten (Web 02). Therefore it can be judged that the HR functions in the company need to be thoroughly reviewed. In simple terms recruitment can be referred to as the process of searching and attracting competent employees for a particular job (Aswathappa, 2005). Companies invest a lot on recruitment process in order to avoid inappropriate selection. The recruitment process of Wipro is also structured in a detailed manner and involves three rounds: Round 1- Written test

1. Verbal: This is the first section of the written test where 15 questions will be asked to the candidates to test their proficiency in English language and include questions related to synonyms, opposites, similes, prepositions etc. A comprehension passage also might be included for the candidates to read. 2. Aptitude: This section also have 15 questions that are concerned with aptitude topics like Time & Work, Time & Distance, Puzzles, Calendars, Ratio proportions, Ages, Pipes etc. 3. Technical: This is quite an important part of the written test and involves 20 questions which are meant to test the technical knowledge of the applicant in C, C++, Java, Linux, UNIX, DBMS, SQL, Programming fundamentals, Hardware, Software Engineering, Micro-Processors etc. The questions will be mainly based upon the technical aspects studied as a part of university syllabus. Round 2: Technical Interview

The second round is the most important elimination stage in the recruitment process. In this stage the candidates must have through knowledge in the basic technical skills in order get them cleared from t here. Therefore the candidates are asked to get prepared on their academic subjects before sitting for this round. Round 3: HR interview

This is found to be the hardest part of the recruitment process. This round is found to be a real test for even the most competent candidates. The most common questions that re asked in this round include speak about oneself, why should the company hire the candidate, why did he wish to join Wipro, etc. The emotional quotient of the candidate is tested in this round in order to check 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 candidate.

Round 4: Placement
Once the candidate is selected, he will be provided with an employee code number by the HR manager and a joining form will also be handed over to him which he has to fill up. This turns him from a candidate to an employee. Almost 40% of the employees of Wipro are selected directly from campus recruitments. Another source of recruitment is through the NSR (National Skill Registry). Wipro training model

The above figure illustrates the Wipro training model which involves seven stages. These stages happen in a consecutive process. The main stages are: Identify training requirements
Define the learning goals and objectives
Conceptualize the training program
Develop training content
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