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24-01-2011, 12:27 PM
Post: #1
A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS IN WIPRO TECHNOLOGIES



.doc  kutty project.doc (Size: 1.34 MB / Downloads: 671)

BY
JACKULIN.M



ABSTRACT

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 analyze the effectiveness and various sources of recruitment and selection process.

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 analyzed. 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 analyzing 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.

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 analyze the various sources and the factors influencing the recruitment and selection process of the organization.

INTRODUCTION

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.

Human Resources may set strategies and develop policies, standards, systems, and processes that implement these strategies in a whole range of areas. The following are typical of a wide range of organizations:
• Recruitment, selection, and outsourcing
• Organizational design and development
• Business transformation and change management
• Performance, conduct and behavior management
• Industrial and employee relations
• Human resources workforce analysis
• Compensation, rewards, and benefits management
• Training and development.

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.

Recruitment activities need to be responsive to the ever-increasingly competitive market to secure suitably qualified and capable recruits at all levels. To be effective these initiatives need to include how and when to source the best recruits internally or externally.

Recruitment refers to the process of attracting, screening, and selecting qualified people for a job at an organization.
Selection may be defined as the process by which the organization chooses from among the applicants, those people whom they feel would best meet the job requirement, considering current environmental condition.

The data has been collected by the researcher using questionnaire and it has been analyzed. 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 research design taken by the researcher is “descriptive design”. The respondents chosen by the researcher is 150. The non probability sampling technique is followed by the researcher. The researcher is highly dependent on the source of Primary data.

OBJECTIVES OF THE STUDY

Primary objective:
To study the effectiveness of recruitment and selection process in Wipro Technologies Private Limited.

Secondary objectives:
• To study the various sources of recruitment.

• To study the factors influencing the recruitment and selection procedure.

• To study the present and future manpower requirements of the organization.

NEED FOR THE STUDY

• To Increase the effectiveness of different recruiting techniques and sources for all types of job applicants in the organization.

• To identify the various sources of recruitment.

• To obtain the number and quality of employees that can be selected in order to help the organization to achieve its goals and objectives

SCOPE OF THE STUDY

• To understand the various sources of recruitment provided in the organization.

• It helps to analyze the recruitment policy of the organization.

• It enables us to evaluate the effectiveness of different recruiting techniques and sources for all types of job applicants in the organization.

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.

REVIEW OF LITERATURE

RECRUITMENT:
Placing the RIGHT PERSON in RIGHT PLACE at RIGHT TIME

DEFINITIONS:
Recruitment is defined as,” the process of discovering potential candidates for actual and anticipated organizational vacancies “.
- Yodel.
Recruitment is defined as,” the process of searching for prospective employees and stimulating them to apply for jobs in the organization”.
-Edwin B.Flippo

FACTORS INFLUENCING RECRUITMENT
• Strategic plans:
The steps most commonly used in developing an HR strategy:
 Setting the strategic direction
 Designing the Human Resource Management System
 Planning the total workforce
 Generating the required human resources
 Investing in human resource development and performance
 Assessing and sustaining organizational competence and performance.

• Organizational policies:
o Basic Overviews of Human Resource Management
o Getting the Best Employees
o Paying Employees (and Providing Benefits)
o Training Employees
o Ensuring Compliance to Regulations
o Ensuring Safe Work Environments
o Sustaining High-Performing Employees.

• Recruitment Criteria:
o Technical criteria, i.e. know-how, professional skills, and experience in your field.
o The candidate’s personality and charisma are the most influential criteria in the process of recruitment in France.
o Communication skills and the knowledge of foreign languages are also very important, to ensure the smooth flow of communication between the company and its subsidiary.

SOURCES OF RECRUITMENT

INTERNAL SOURCES
• Promotions:
The process of elevating a person to higher level job is what is known as promotion.

• Transfers:
Transfer of an employee may be either from one section to another or from one department to another.

• Job rotation:
Moving an employee to get specialized in various posts of the organization.

• Re-employment of ex-employees:
Re-employment of ex-employees is one of the internal sources of recruitment in which employees can be invited and appointed to fill vacancies in the concern. There are situations when ex-employees provide unsolicited applications also.


EXTERNAL SOURCES
External sources of recruitment have to be solicited from outside the organization. External sources are external to a concern. But it involves lot of time and money. The external sources of recruitment include – Employment at factory gate, advertisements, employment exchanges, employment agencies, educational institutes, labor contractors, recommendations etc.

o Employment at Factory Level – This a source of external recruitment in which the applications for vacancies are presented on bulletin boards outside the Factory or at the Gate. This kind of recruitment is applicable generally where factory workers are to be appointed. There are people who keep on soliciting jobs from one place to another. These applicants are called as unsolicited applicants. These types of workers apply on their own for their job. For this kind of recruitment workers have a tendency to shift from one factory to another and therefore they are called as “badli” workers.

o Advertisement – It is an external source which has got an important place in recruitment procedure. The biggest advantage of advertisement is that it covers a wide area of market and scattered applicants can get information from advertisements. Medium used is Newspapers and Television.

o Employment Exchanges – There are certain Employment exchanges which are run by government. Most of the government undertakings and concerns employ people through such exchanges. Now-a-days recruitment in government agencies has become compulsory through employment exchange.


o Employment Agencies – There are certain professional organizations which look towards recruitment and employment of people, i.e. these private agencies run by private individuals supply required manpower to needy concerns.

PREREQUISITES OF GOVERNMENT POLICY:
1. It should be in conformity with its general personnel policies.
2. It should be flexible enough to meet the changing needs of an organization.
3. It should be so designed as to ensure employment opportunities for its employees on a long term basis.
4. It should match the qualities of employees with the requirements of the work for which they are employed.
5. It should highlight the necessity of establishing job analysis.

[b]SELECTION PROCESS[/b]

Definition of selection:

According to Dale,” selection may be defined as the process by which the organization chooses from among the applicants, those people whom they feel would best meet the job requirement, considering current environmental condition”.

Factors influencing selection process:
1. Nature of the organization
2. Nature of the labor market
3. Union requirements
4. Government requirements
5. Composition of the labor force
6. Location of the organization.

Steps in selection procedure:
• Receiving application
The candidates mar be asked to submit their applications together with their bio data on a plain paper.
• Preliminary interview
The object of this interview is to see the candidate personally to ensure whether he is physically and mentally suitable for job.

• Application blank
The printed applications contain the details desired by the employer from the candidate with sufficient space for the candidate to furnish the particulars.

• Tests
A test is a sample measurement of a candidate’s ability and interest for the job.

• Final interview
An interview is a face to face oral examination of a candidate by an employer.

• Back ground verification
The background verification is done to check the honesty and integrity of the candidate.

• Final selection
If the employer is satisfied with the candidate, then the selection will be made.

• Physical examination
It is important that a person selected for the job must also be medically fit to perform it.

• Placement
If the employer is satisfied with the medical report of the candidate, he may place in the concern.

[b]RESEARCH METHODOLOGY[/b]

Introduction:
Research methodology is a systematic process of identifying and formulating by setting objective and method for collecting, editing and tabulating to find solution.

Research design:
The problem that follows the task of defining the research problem is the preparation of the design of the research project is called as research design.
The research design undertaken by researcher is Descriptive research design. This research design concerned with the research studies with a focus on the portrayal of the characteristics of a group of individual or a situation.

Sampling technique:
The non- probability sampling procedure has been used by the researcher because it does not give a representative sample of population.

Sampling method:
Convenience sampling method has been used by the researcher.

Sampling size:
The sample size chosen by the researcher is 150 respondents, which is 10 per cent of the total employees in the organization.
The targeted respondents are both middle level and lower level employees.

SOURCES OF DATA COLLECTION:
• Primary data
• Secondary data


PRIMARY DATA:
The Primary data used by the researcher is questionnaire.

SECONDARY DATA:
The secondary data used in this research are
• Books referred and
• websites

RESEARCH INSTRUMENT:
The instrument used for this study by the researcher is “questionnaire”.

STATISTICAL TOOLS:
In order to come out with the findings of the study, the following statistical tools are used by the researcher
• Percentage analysis method
• Chi- square method
• Weighted average method

DATA ANALYSIS AND INTERPRETATION

The data collected has to be processed and analyzed for the purpose of developing the research plan. This is essential for a scientific study and for ensuring that we have all the relevant data. Processing implies editing, coding, classification, and tabulation of collected data and so that they acquiescent to analyzes.

The term analysis refers to the computation of certain measures along with searching for patterns of relationship that exists among data groups. Thus,” In the process of analysis, relationships with original or new hypothesis should be subjected to statistical tests of significance to determine with that validity data can say as to indicate any conclusions.

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.

SUMMARY AND CONCLUSION

FINDINGS
By the way of collecting survey through Primary data and by applying statistical tools, the researcher analyzed some of the findings are:
 100 per cent of respondents are having awareness of recruitment and selection process of the organization.
 90 per cent of respondents preferred both sources of recruitment.
 100 per cent of respondents said that employee referral is the main source of internal recruitment.
 56 per cent of respondents came to know about vacancy through consultants.
 71.333 per cent of respondents feel that consultants play a vital role in recruitment process.
 70.67 per cent of respondents agreed that HR policies are the factor influences recruitment process.
 77.33 per cent of respondents believe that recruiter should be knowledgeable and experienced personnel.
 43.33 per cent of respondents are satisfied with the recruitment and selection process of the organization.
 5.33 per cent of respondents are disagreeing in saying that recruitment is a challenging task for the recruiter.
 30.67 per cent of respondents prefer technical interview in case of selection process.
 31.33 per cent of respondents prefer HR interview in case of selection process.
 52 per cent of respondents are highly satisfied with the candidate eligibility verification followed in the organization.
 94.67 per cent of respondents agreed that selection of candidates is strictly adherence to the HR policies of the organization.
 70.67 per cent of respondents said that no preference is given to female candidates.

SUGGESTIONS

The study proved that Wipro has an effective Human Resource Department
which meets all the manpower requirements of the company.

• The company can go for campus interview in order to get talented candidates to improve the organization effectiveness.

• Some changes can be implemented in recruitment policies as it stands as an obstacle of recruiting talented candidates.

• Intelligence test should be implemented in selection process to test the knowledge of the candidates.

• The organization can minimize the candidate eligibility verification process.


LIMITATIONS OF THE STUDY

• The duration of the study was limited and hence elaborate and comprehensive project survey was not undertaken.

• The personal biases of the respondents might have entered into their response.

• Because of a small period of time only small sample had to be considered which doesn’t actually reflect and accurate picture


CONCLUSION

The process of recruitment and selection in Wipro is awesome. The company sources of recruitment are very effective. The main source of internal recruitment is employee referral as rewards are provided to employee to encourage this kind of recruitment. Recruitment is a never ending process in the organization. Selecting the qualified and skilled candidate is the main motto of the organization.

The excellent pattern of interview is followed in case of selection process. Candidate eligibility verification program is a greatest merit to the organization to avoid unfaithful candidates in the organization. The systematic procedure is followed in recruitment and selection process.




24-01-2011, 10:02 PM
Post: #2
RE: A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS IN WIPRO TECHNOLOGIES
plz help me out in recruitment and selection process in wipro technologies project
25-05-2011, 11:12 PM
Post: #3
RE: A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS IN WIPRO TECHNOLOGIES
hey how to download this complete file....... i want reference from it
please help me......!!!!!!!!!!!!!!!!!!!!1
28-05-2011, 09:03 AM
Post: #4
RE: A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS IN WIPRO TECHNOLOGIES
Since you have already registered, you can directly download the file by simply clicking on it, and the download should begin.

Please Use Search http://seminarprojects.com/search.php wisely To Get More Information About A Seminar Or Project Topic
24-08-2011, 09:53 AM
Post: #5
RE: A STUDY ON EFFECTIVENESS OF RECRUITMENT AND SELECTION PROCESS IN WIPRO TECHNOLOGIES

.doc  HR-Project Recruitment & Selection.doc (Size: 481 KB / Downloads: 95)
Introduction to HRM
Evolution of HRM

Earlier references: In western countries HRM had its primitive beginning in 1930s. Not much thought was given on this subject in particular and no written records or documents interesting to note HRM concepts was available, in ancient philosophies of Greek, Indian and Chinese. This is not to suggest that industrial establishment and factories system, as it is known today, existed in ancient Greece, India or china. The philosophy of managing human being, as a concept was found developed in ancient literatures in general and in Indian philosophy in particular.
Personnel functions: Till 1930s, it was not felt necessary to have a separate discipline of management called “Personnel management”. In fact, this job was assigned as part of the factory manager. Adam Smith’s concept of factory was that it consists of three resources, land, labour and capital. This factory manager is expected to “procure,
Process and peddle” labour as one of the resources. The first time when such a specialist “person” was used; it was to maintain a “buffer” between employer and employee to meet the “legitimate need” of employees. However, it is the employer who decided what is “legitimate need” of employees. In fact, the specialist “person” was more needed to prevent “unionization” of employees. This was the case before 1930-s all over the world.
Environmental Influences on HRM: Since 1930s, certain developments took place, which greatly contributed, to the evolution and growth of Human Resources Management (HRM). These developments are given below:
 Scientific Management
 Labour Movements
 Government Regulations.
Need for the Study :
 Shortage of skills.

Skills and knowledge people are always on short supply. Alternatively they are too costly to hire from outside. The best alternative is to improve skill and knowledge of existing employees.
 Technological Obsolescence.
Growth of technology takes places very fast. This will render current technology obsolete in the future. There is a great need to upgrade technology. This needs suitable training.
 Personal Obsolescence.
At the time recruitment employees possess a certain of knowledge and skill. As time passes knowledge becomes obsolete, unless it is updated by proper training. This happens because of changes taking place in product technology, production methods, procurement of better machines, setting up of modern production lines, introduction of modern method of supervision and information processing through MIS and EDO..
 Organization Obsolescence.
Modern management has introduced a number of innovative steps in functions of management like planning, organizing, controlling, coordinating and directing. Organization which is impervious to such changes is bound to fail and become obsolete.
 Upgrading Ability of Threshold workers.
Public policy provides reservation to disadvantaged sections of the society like handicapped, minorities and dependents of deceased workers etc. All these are threshold workers having less than minimum prescribed level of knowledge and skill. They require extensive training to bring them up to the minimum level of performance standard.
 Coercive training by government.
In order to provide better employability chances of unemployed youth, certain governments taken initiative to mobilize resources available at pubic/government and private sectors to outside candidates. One such example is the “Apprentice Training ” conducted by govt. of India. A part of expenditure incurred for this by private sectors are reimbursed by government.
 Human capital
The latest thinking is to treat employees as “human capital”. The expenditure involved is training and developments are now being considered as an investment.
Scope of Human Resource Management
The Scope of HRM is in deed fast. All major activities in the working life of worker from time of his entry in an organization until he / she leaves, come under the preview of HRM. Specifically, the activities included are Human Resource planning, Job analysis and design, Recruitment, Selection, Orientation and placement, Training and development, Performance appraisal and Job evaluation, employee and executive remuneration and communication, employee welfare, safety and health, industrial relations and the like.
HRM is becoming a specialized branch giving rise to a number of specialized areas like :
Staffing
Welfare and Safety
Wages and Salary Administration
Training and Development
Labour Relations
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