Recruitment and Selection Process in Wipro

Wipro is Indias 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 Indias 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, MicroProcessors 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 Reviews by stakeholders Pilot training content Rollout training content This model helps in identifying the exact training needs of the candidates and provides them with the most appropriate training. The company is also not behind in development initiatives. The Leadership Quality Survey of the company started in 1992 has immensely contributed in nurturing Wipros best business leaders. Wipro now has 8 qualities for leadership which are formulated on the basis of Wipro vision, values and business strategy. As a part of this development initiative, the company has introduced a 360 degree survey process which would enable in improving the competencies and skills of their business leaders. This process begins with receiving feedbacks from related people and finishes when every member frames a Personal Development Plan (PDP) on the basis of the responses received. This Personal Development Plan develops on the basis of a sevenstep program that would help the individual to understand his strengths and weaknesses as well as determining the action steps. This program named Wings of Change to symbolize that it would bring up change or transformation in the individual. The Leadership Development Framework of Wipro is also a critical component for improving the leadership qualities of its employees. This framework is given below: This framework would help in understanding the major areas that form in relation to a leader in Wipro. Leadership Lifecycle Programs: The Company has formulated a strategy for Life Cycle Stage Development Plan. This program has been developed in order to frame distinct job profiles and map the competencies needed for each job role. The required competencies

determine the success of each job role. The different programs under this LSDP are: Entry-level program (ELP) This program as the name suggests is for entry level employees and intends to improve their managerial qualities. The main target group for this program is campus recruits and also candidates who entered through lateral entries. New Leaders Program (NLP) This is the second level of the LSDP. This level is higher to Entry-level program and is oriented for potential candidates who are most likely to be the leaders of company in the future. Wipro Leaders Program (WLP) This program is intended for medium level managers with the capability of being a leader in the near future. Through this program, the managers are expected to improve their way of handling employees, operations, business development and project management tasks. The managers who come up from this program become the forerunners of Wipro values and Wipros business operations. Business Leaders Program (BLP) This is the program designed for the real leaders of the company i.e the senior level executives who hold highly responsible positions. At this level, these executives need not be trained for basic skills and hence it focuses on techniques for revenue generation. The other areas covered in this section involve sales orientation, CRM, team building and performance management. Strategic Leaders Program (SLP) This is the top level program and is developed for the already existing leaders or top management employees of the company. The key areas included in the program will be Vision, Values, Strategy, Global Thinking, Customer Focus etc. Wipro has ties with many pioneer management institutions inside and outside India to conduct this leadership program for the leaders of the company.

1.3 Custom Content Development (CCD)

This is a unique program offered by the company that provides new and economical learning content solutions. This service would help in meeting customer requirements as well as help them get a strategic advantage. Wipros CCD Service undergoes a thorough development cycle to make sure than the client gets quality solutions at precise time.

Custom Content Development Service includes: Application Training Process Training Compliance and Regulatory Training Product Training Rapid Training Solutions.

1.4 Human Resource Planning

Wipro is the first company to implement many strategic HR and IT services globally. Some of them include People Capability Maturity Model (PCMM) Level 5, SEI Capability Maturity Model (CMM) Level 5 and version 1.1 of CMM. The people processes in the company are the best in the industry and involves most accepted practices in HR, knowledge management and OD so that the employees are equipped with the right skills to face the needs of dynamic business environment.

1.5 Capability Maturity Model (CMM)

The expertise in Six-Sigma methodologies has been put to use to modify the prevailing processes in the organizations so that the decisions are made on the basis of metrics and measurements. The fundamental concept behind Six Sigma is that if you can compute how many defects you have in a process, you can systematically figure out how to reduce them and get as close to zero defects as possible. It begins with the application of numerical methods for translating information from clientele into specifications for products or services that are being developed or manufactured. Hence this can be considered as a business strategy and a philosophy of one working smarter not harder. Wipro is Indias first company to adopt the Six Sigma methodology and at present it has the most mature programs in the country. This makes sure that 91% of the works are completed on schedule which is quite above the industry average of 55%. Since they have over 10 years experience in this field, the company has made considerable efforts in order to improve the process. Apart from that the company has also scaled Six Sigma ladder which helped over 1000 project to reach completion. The main feature of this program is that it spreads exactly through the verticals and hence is able to influence a number of areas including project management, market development, resource utilization etc.

1.6 Conclusion
Thus it is evident that Wipro is giving high importance to recruitment of employees. But even then the HR functions have certain flow which is the main reason why the company is not able to get into the best 10 employers in India. Hence it is the duty of the HR department to bring about a change in the processes so that better employees are hired and maintained.