“ANALYSIS OF EFFECTIVE RECRUITMENT AND SELECTION POLICY OF WIPRO LIMITED”
issue 3

“ANALYSIS OF EFFECTIVE RECRUITMENT AND SELECTION POLICY OF WIPRO LIMITED”

Madhuri Raju Kalhare

 Department of Business Management,

Jhulelal Institute of Technology.

Dr. Surekha Jichkar

Assistant Professor, Department of Business Management,

Jhulelal Institute of Technology, Nagpur

ABSTRACT:

Human Resource Management (HRM) is an approach to the manage people, based on four fundamental principles, recruitment, selection, training, compensation, first human resources are the most important asset of an organization and their effective management is the key to its success. Specifically, the activities included are – HR planning, job analysis and design, recruitment and selection, orientation and placement, training and development, performance appraisal and job evaluation, employee and executive remuneration, motivation and communication, welfare, safety and health, industrial relations and the like. In this study helps the organization to identify the vicinity of problem and suggest way to progress the recruitment and selection process, this study centre of attention on understanding recruitment and selection process. The research was done using both primary and secondary data.

KEYWORDS: Human Resource, Organization, Recruitment, Selection    

INTRODUCTION:

  • Recruitment policy-construed either as one specific policy or as the set of policies utilized-provides a framework for the sequencing, integration, management and oversight of recruiting efforts. Essential recruitment policy requirements include full compliance with governmental as well as in-house regulations and standards, some measures of policy effectiveness, a review and revision mechanism, clearly formulated objectives and awareness of the nature and scope of available recruitment resources.For the purposes of developing and evolving recruitment policies, keeping abreast of latest innovations or other changes in the field will strengthen the framework, just as making good use of feedback from all three sides of the recruitment equation—the organization, the recruiters and the applicants-will.
  • 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 Recruitment policy. 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

NATURE OF RECUIREMENT POLICY:

  • This policy and procedure cover all activities that form part of the recruitment and selection process. It is applicable to all staff recruitment except casual staff. In order for the policy and procedure to be effective it is essential that any employee who is involved in any aspect of the recruitment and/or selection of staff is aware of this document and follows it. Ultimately it is the responsibility of the Human resource management in the organization.

IMPORTANCE AND SIGNIFICANCE OF THE STUDY:

  • A recruitment policy should be based on the requirements of the business, the needs of the organization and the factors that are important to be considered when hiring a potential employee. The weight of the items within the metrics must also be assigned accordingly.
  • A recruitment policy shall protect the rights of the work candidates. It is important for this policy to develop a hiring process that is standardized to promote the consideration of the applicants well begin.
  • A recruitment policy should be empowering. Develop a recruitment policy that allows employees to realize how good they are and how their potential, skills, and professional work ethics can bring them to places
  • A recruitment policy should have the focus on providing the best metrics and measures that will allow the human resource department and the management to select the workforce that is true of value to the organization.

OBJECTIVES:               

  1. To study recruitment policy of Wipro.
  2. To study impact of effective recruitment policy on financial gain of the company and services provided by Wipro.

RESEARCH MYTHOLOGY:

Research is a common term refers to a search for knowledge. It is a scientific and systematic search for specific information on a specific topic. In fact, research is an art of scientific investigation research is also an academic activity and as such, the term should use in a technical sense. A research includes defining and re-defining problems, formulating hypothesis or suggested solution, collecting, organizing and evaluating data and making deduction and reaching conclusion and at last carefully testing the conclusion to determine whether they fit formulating hypothesis.

Research covers the search for and retrieval of information for a specific purpose. Research has many categories from medical research to literacy research. Research is essentially a fact finding process which influences decision making. It is a careful search or inquiry into any subject or subject matter, which is an endeavor to discover or find cut valuable facts, which would be useful for further application or research, is studies conducted towards long range questions or advancing scientific knowledge.

COLLECTION OF DATA:

Methods of Data collection

Data collection is the most important activity or process in research. Data collection plays a crucial role in finding the actual problem and solution to that problem. Generally there are two methods for finding the data.

  1. Primary Data
  2. Secondary Data

1.Primary Data:-

Primary data have been collected through questionnaires and by informal interaction with the Supervisors and heads of the Production & Administration Department.

Data have also been collected by visiting the actual line.  This gives the actual reason of job satisfaction and dissatisfaction. Since some workers were not ready to give their fair opinion while filling the questionnaires. Methods applied for collection of data:

  • Personal interview method:- In the personal interview method, we generally meet the person from whom we want information. In this method we generally ask some questions to the person so that we get information to our question. We can also call it as face to face data collecting method.
  • Face to face survey at responded:- in this method we go person to person for collecting information. Every person tells his different view about that particular topic. It is very good method of collecting primary data.
  • Written survey:- In this kind of method, we collect the information by writing the gated information on papers, making notes etc.
  • Questionnaire:- It is again a very important method of collecting the primary data. Through asking the number of questions we can collect good form of information.
  • Sample Size:- 50 Employees, 50 workers

2. Secondary Data:-

Secondary data is that data which is already existing in the organization. Some information will be collected in the past project reports of Wipro, some information is being collected from the website ofWipro.

  • Newspaper:- Through newspaper we can get information.
  • Magazines:- Through newspaper we can get information.
  • Internet:- Web browsing is also another useful tool for collecting secondary information. Internet provide us huge amount of data which help us to study the particular topic interestingly. It is again a very important tool for collecting secondary data.

1.2 SAMPLING FRAMEWORK:

  1. Population Definition:
    A statistical population in which each member of the subset has an equal probability of being chosen.
  2. Sample Size:
    The sample size of 50 employee and 50 workers
  3. Sampling technique: 
    By keeping in view, the limitations of time, resources, population, researcher has decided to apply Random sampling technique for the purpose of collecting experimental material. Face to face interview also conducts with Employee and worker.

Data interpretation and Analysis

Interpretation of the data collected: –

For getting the positive response from all the employees I have categorized the sample size of 50 employee and 50 workers.

Q.1: How would you rate the whole recruitment and selection process?

Interpretation: –

From the above graph it is clearly seen that the percentage of dissatisfaction with the recruitment and selection process is more in the line workers as compared with the back-office employees i.e.30% and 10% respectively. The percentage of satisfaction level is more in the back-office employees as compared to line workers i.e. 60% and 40% respectively.

Q.2. Do you feel that your job suits your educational qualification?

Interpretation:-

From the above graph it is observe that the employees who said yes because they are satisfied whatever the post provided by the company. And the employees who said no because they are not satisfied with their salary provided by company as per their education qualification From the above graph, it is clearly seen that 60% of the back office employees & 50% of the line workers feel that their job suits with their educational qualification

Q.3.What type of interview have you gone through?

Interpretation: –

At Wipro limited 88% of candidates gone through Job and Probing Interview.8% of candidate have to face group discussion.4% of candidate gone through unstructured interview and no candidates gone through panel Interview.

Q 4 : According to you, has the organization placed you at the right post and position according to your past experience and qualification?

Interpretation: –

From the above graph it is seen that 82% of back office employees & 70% of line workers are placed at the right position according to their past experience and qualification while others 18% employees & 30% workers responds in no.

Q 5) How do you view this job?

Interpretation:-

14% of the back-office employee 20% of the line workers said that their job is challenging one. 28% employees& 50% workers said that their job is responsible one. 18% employees & 20% workers feel that their job is motivating them to work efficiently. 40% employees & only 10% workers said that their respective job is secured one.

Q.6. Employee efficiency as a result of effective recruitment?

Interpretation:-

According to the above stats, it is observed that for 82 percent of employees efficiency increased as a result of effective recruitment. While 18 percent responses in negative. For workers 70 percent of the of the workers response in yes and other 30 percent in no. Hence it can be concluded that Adherence to such a policy will let you hire the best possible candidates for your organization

CONCLUSION:

  1. The Research has investigated or come to the point that the Recruitment and Selection processes used in the Organization (s) is varying in nature.
  2. As per the small firms are concerned the way of recruiting and selection is on a little scale and sometimes have impudence of others as well, but coming to large organizations the impudence is not there but the large scale of recruiting and selection is quite lengthy and time consuming.
  3. The available literature and discussion clearly supports that the importance of having and following a well-structured Recruiting and Selection policy should be used and followed by the HR personnel’s in order to gain the best of the staff and new recruits for the organization as the management of the organization or company depends upon its HR department and it should not let the company executives down, maximum benefits do also occur when these policies are developed and implemented in the company’s policies and memo’s.
  4. This study has revealed that the organization’s executives and line managers were a little satisfied with the recruitments and selection process but still there is very much to come in the future for the line managers and the personnel’s to tackle with, which they are not aware of. Another point to be concluded is that there is no vast way of recruiting the new staff as the large firm’s normally goes within the population of its internal manpower and does not go out to recruit as it has got a lot of many staff in their own organization to fulfil their needs. At the end the organization is more confident in their mature staff rather than going out for a new recruit who might take time to settle down and learn the outcomes. The line managers take a key responsibility in training the new recruits after their selection and have to go through this burden as the HR manager’s haven’t got anything to do with this, so it becomes a little more complicated then it is thought to be. If This study has revealed that the organization’s executives and line managers were little satisfied with the recruitments and selection process but still there is very much to come in the future for the line managers and the personnel to tackle with, which they are not aware of. Another point to be concluded is that there is no vast way of recruiting the new staff as the large firm’s normally goes within the population of its internal manpower and does not go out to recruit as it has got a lot of many staff in their own organization to fulfill their needs.
  5. At the end the organization is more confident in their mature staff rather than going out for a new recruit who might take time to settle down and learn the outcomes.
  6. If the Human Resource department is to be treated as the inimitable competencies for the organization, then the recruitment and selection has a critical and good role to play as it is the only job for the HR department but to convince for the best needs of the part too.

organization is their main role to play. Several new and interesting things did occurred

while going through the research and new findings were found as well too, but this

does not mean that the main problem solving was let down. The end came with a good

bang of knowledge and skills that the recruitment and selection in an organization

should be in measures to the policies made. The interviews and the questionnaire’s

feedback were good but it still did lack the knowledge of best and good judgment of

a new staff. Internal selections are widely held in a large organization and hence the

chance for new recruit to join the growing industry fails off and the selected personal

for the new post is already a member of the organization, but sometimes when his or

her post gets empty the chance for the new staff to join starts to grow up. The other

thing noticed in the research carried out was that the recruitment is done only on the

needs basis but still if there is an opportunity of a recruitment but the need is not

there, hence the HR would save the finance’s for the organization as the need is not

important then the financ

References:

Books:

  1. Essentials of Human Resource Management and Industrial Relations
    By-P. SubbaRao(Himalaya publishing)
  2. Human Resource Management
    By-Ashwathappa(New age International Publishers)
  3. Research Methodology
    By-C. R. Kothari(New age International Publishers)

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