Job Analysis

Job analysis is a systematic approach to defining the job role, description, requirements, responsibilities, evaluation, etc. It helps in finding out required level of education, skills, knowledge, training, etc for the job position. It also depicts the job worth i.e. measurable effectiveness of the job and contribution of job to the organization. Thus, it effectively contributes to setting up the compensation package for the job position.

Importance of Job Analysis
Job analysis helps in analyzing the resources and establishing the strategies to accomplish the business goals and strategic objectives. Effectively developed, employee job descriptions are communication tools that are significant in an organization's success. The main purpose of conducting job analysis is to prepare job description and job specification which helps to hire right quality of workforce. Job Analysis can be used in training to identify or develop, training content, and assessment tests to measure effectiveness of training, equipment to be used in delivering the training and methods of training. Job Analysis can be used in compensation to identify or determine: skill levels, compensable job factors, work environment, responsibilities and required level of education. Job Analysis can be used in selection procedures to identify or develop job duties that should be included in advertisements of vacant positions, appropriate salary level for the position to help determine what salary should be offered to a candidate, minimum requirements for screening applicants, interview questions, selection tests/instruments (e.g., written tests; oral tests; job simulations), applicant appraisal forms and orientation materials for new hires. Job Analysis can be used in performance review to identify or develop goals and objectives, performance standards, evaluation criteria, length of probationary periods, and duties to be evaluated Organizations consist of positions that have to be staffed. Job Analysis is the procedure through which we determine the task, duties and responsibilities of these positions and the characteristics of the people to hire for the positions. Job
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analysis produces information used for writing, job description (a list of what the job entails) and job specification (what kind of people to hire for the job).

Purpose of job analysis:
1. Purpose of job analysis in Recruitment and Selection: Job analysis is very important for contents as: • Job duties that should be included in advertisements of vacant positions; • Appropriate salary level for the position to help determine what salary should be offered to a candidate; • Minimum requirements (education and/or experience) for screening applicants; • Interview questions; • Selection tests/instruments (e.g., written tests; oral tests; job simulations); • Applicant appraisal/evaluation forms; • Orientation materials for applicants/new hires 2. Purpose of job analysis in Job evaluation • Judges relative worth of jobs in an organization • Sets fair compensation rates 3. Purpose of job analysis in Job design • Reduce personnel costs, streamline work processes, • Increase productivity and employee empowerment, • Enhance job satisfaction and provide greater scheduling flexibility for the employee. • Simplify job with too many disparate activities • Identifies what must be performed, how it will be performed, where it is to be • Performed and who will perform it. 4. Purpose of job analysis in Compensation and Benefits: Job Analysis can be used in compensation to identify or determine: • Skill levels • Compensation job factors • Work environment (e.g., hazards; attention; physical effort) • Responsibilities (e.g., fiscal; supervisory) • Required level of education (indirectly related to salary level 5. Importance of job analysis in Performance Appraisal: Job Analysis can be used in performance review to identify or develop: • Goals and objectives
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computer-based. Importance of job analysis in Training and development: Job Analysis can be used in training needs assessment to identify or develop: • Training content • Assessment tests to measure effectiveness of training • Equipment to be used in delivering the training • Methods of training (i. small group. Importance of job analysis in Compliance with labour law: • Identify requirements in compliance with labour law. Job analysis increases productivity How a job analysis increases productivity? • Job analysis can use methods of time and motion study or micro-motion analysis in order to time and motion for job. • Job analysis also identify performance criteria so that it promote worker for best performance. • Compliance with Civil Rights Legislation in US.. 3|Page .• • • • Performance standards Evaluation criteria Length of probationary periods Duties to be evaluated 6. classroom…) 7. video.e. • EEO (Equal Employment Opportunity) compliance in US 8.

Components of Job analysis: Job analysis is a systematic procedure to analyze the requirements for the job role and job profile. Job Position: 4|Page . Job analysis can be further categorized into following sub components.

It is also known as job evaluation. skill. It also describes the roles and responsibilities attached with the job position. Job Worth: Job Worth refers to estimating the job worthiness i. Job Description: Job description refers the requirements an organization looks for a particular job position. the level of experience needed.etc required for the job. Once it is determined that how much the job is worth. level of education required. 5|Page . It is also known as job evaluation. The non-monetary benefits offered to two different levels in the organization also vary.e. The roles and responsibilities are key determinant factor in estimating the level of experience. Job description is used to analyze the job worthiness. it becomes easy to define the compensation strategy for the position. It also helps in benchmarking the performance standards.Job position refers to the designation of the job and employee in the organization. education. Job position forms an important part of the compensation strategy as it determines the level of the job in the organization. It states the key skill requirements. For example management level employees receive greater pay scale than non managerial employees. how much the job contributes to the organization. etc. Roles and responsibilities helps in determining the outcome from the job profile.

since this will determine the data you collect and how you collect them. if there is one. Instead. usually provides a starting point for building the revised job description. Other technique like the position analysis & questionnaire do not provide qualitative information for job description. The chart should show the title of each position and by means of interconnecting lines. In the figure below the quality control clerk is expected to review components from suppliers. In its simplest form a process chart shows the flow of inputs to and the outputs from the job you are analysing. process charts and job description. Finally. a. these can be used to compare jobs for compensation purpose. they provide numerical ratings for each job. 2) Review relevant background information such as organisation charts. A process chart provide more detailed picture of the work flow. and where the job fits in the overall organisation. 6|Page b. the existing job description. Organisation charts shows the organisation wide division of work.Steps in Job Analysis: There are six steps in doing a job analysis: 1) Decide how you’ll use the information. . who reports to whom and with whom the job incumbent communicates. how the job in question relates to other jobs. Some data collection techniques like interviewing the employee and asking what the job entails are good for writing job description and selecting employees for the job.

it is usually necessary to analyse the jobs of 200 assembly workers when a sample of 10 jobs will do. Why? Because there may be too many similar jobs to analyse. working condition. 5) Verify the job analysis information with the worker performing the job & with his or her immediate supervisor. For this step. 3) Select representative positions. The job description is a written statement 7|Page .check components going to the plan managers and give information regarding components quality to these managers. 4) Actually analyse the job – by collecting data on job activities. This review can also help gain the employee’s acceptance of the job analysis data and conclusions by giving that person a chance to review and modify your description of the job activities. This will help confirm that the information is factually correct and complete. required employee behaviours. use one or more of the job analysis methods. For example. 6) Develop a job description and job specification. These are two tangible products on the job analysis. and human traits & abilities needed to perform the job.

skill and background required for getting job done. In maybe in a separate document or in the same document as the job description. HR assistance need to devote “interviewing candidates” could end in misleading results. The supervisor and worker may then review and verify the job analysed conclusions regarding the job’s activities and duties. such as working conditions and safety hazards. we can use anyone of them. as well as its important features. responsibilities and activities of the job. 1) The Interview method: Managers use three types of interview to collect job analysis data – individual interview with each employee. traits. The HR specialist might observe and analyse the job and then develop a job description and specification. group interview with groups of employees who 8|Page . In practice. the worker. The problem is that employees who have the same job title but work in different departments may experience very different pressures. firm usually collects jobs analysis data from multiple “subject matter experts” using questionnaires and interviews. & the worker’s supervisor. Therefore. whereas the position analysis questionnaire may be more appropriate for quantifying the worth of a job for compensation purposes. say. The point is that we must understand the job’s departmental context – the way someone with a particular job title spends his or her time is not necessarily the same from department to department. The supervisor and worker may fill out questionnaires listing the subordinate’s activities. In practice.that describes the activities and responsibilities of the job. They then average data from several employees from different departments to determine how much time a typical employee spends on each of several specific tasks. The job specification summarises the personal qualities. Thus. Conducting the job analysis usually involves a joint effort by an HR specialist. an interview might be appropriate for creating a job description. simply adding up and averaging the amount of time that. Methods of collecting Job Analysis Information: There are various ways to collect information on the duties. or we can combine the techniques that best fit our purpose.

it so. developing any questionnaire an testing it can be expensive and time-consuming. They may then tend to exaggerate certain responsibilities while minimising others. Each employee gets an inventory of perhaps hundreds of specific duties or tasks (such as “change and splice via”). Whichever kind of interviews we use. rightly or wrongly. Distortion of the information is the main problem – whether due to outright falsification or honest misunderstanding. We have to decide how structured the questionnaire should be and what question to include. 9|Page . If so. And the employee can vent frustration that might otherwise go unnoticed by the management. Employees therefore may legitimately view the interview as the efficiency evaluation that may affect their pay. They use group interviews when a large number of employees are performing similar or identical work. However.” In practice. for instance. since it can be a quick and inexpensive way to gather information. At the other extreme. Some questionnaires are very structured checklists. interviewees may hesitate to describe their jobs accurately. as “efficiency evaluation”. how much time is normally spent on each. the best questionnaire often falls between these two extremes. we need to be sure the interviewee fully understands the reason for the interview since there is a tendency for such interviews to be viewed. Pros & Cons The interview is probably the most widely used method for identifying the job’s duties & responsibilities and its wide use reflects its advantages. He or she is asked to indicate whether or not he/she performs each tasks and. the questionnaire can be open-ended and simply ask the employee to “describe the major duties of your job. including information that might never appear on a written form.have the same jobs & the supervisor interviews with one or more supervisor who know the job. Job analysis is often a prelude to changing a job’s pay rate. The interview also provides an opportunity to explain the need for and function of the job analysis. its less costly than interviewing hundreds of workers. Pros & cons A questionnaire is a quick and efficient way to obtain information from a large number of employees. It is a relatively simple and quick way to collect information. 2) Questionnaire method: Having employees fill out questionnaires to describe their job-related duties & responsibilities is another good way to obtain job analysis information.

of course. such as a nurse who handles emergencies. specially when supplemented with subsequent interviews with the worker and the supervisor.3) Observation method: Direct observation is specially useful when jobs consist mainly of observable physical activities –assembly – line worker and accounting clerk are examples. observation is usually not appropriate when the job entails a lot of mental activities (lawyer. This can produce a very complete picture of the job. However. Ask the person to clarify points not understood and to explain what are the activities he or she performs that you didn’t observe. They give employees pocket dictating machines and pagers. Nor it is useful if the employee only occasionally engages in important activities. chronological nature of the log tends to mediate against this. This approach can avoid one pitfall of the traditional diary/log method: relying on workers to remember what they did hours earlier when they complete their logs at the end of the day. Then at random times during the day. who dictate what they are doing at that time. And reactivity – the workers changing what he or she normally does because you are watching – can also be a problem. the detailed. 4) Participant Diary/Logs method: Another approach is to ask workers to keep a diary/log of what they do during the day. Here you take notes of all job activities. might try to exaggerate some activities and underplay others. design–engineer). they page the workers. 5) Checklists method: 10 | P a g e . This method is easy and simple it produces best results when used with other methods of job analysis. One approach is to observe the worker on the job during a complete work cycle. The employee. Manager often use direct observation and interviewing together. Pros & cons The data collected are correct and reliable because of direct observation by analyst. the employee records the activity in a log. For every activity he or she engages in. A major drawback is the mental process involved in a job cannot be measured and unforeseen circumstances are not directly observed by this method. Some firms take a hi-tech approach to diary/logs. On the other hand. Then after accumulating as much information as possible. you interview the worker. This method is time consuming.

Job performance method is time consuming and job information will be available after some period of time. Here the response sheet contains fewer subjective judgements and tends to be either YES-OR-NO variety. This method is direct and practical in nature. It is not appropriate for jobs which require intensive training. Reasonably clear picture of actual job requirements can be obtained by distinguishing between effective and ineffective behaviour of worker on job. Checklist may cover as many as 100 activities and job holders tick only those tasks that are included in their jobs. Pros & cons 11 | P a g e . It provides factual information about the job under study. the incidents so collected are analysed and classified according to the job areas they describe. Pros & cons This method is simple and easy to use as it provides job information directly to the job analyst. The checklist answered will act as a basis of tabulation job related data. Well prepared checklist is sent to the job holder. 7) Critical incidents method: In critical incidents method. It is not suitable for small organizations with limited manpower. job holders are asked to describe incidents relating to the job on the basis of their past experience. Preparation of checklist is a challenging job. The work should preferable be given to specialists. It enables tabulation and recording on electronic data processing equipment. He is asked to check all the listed tasks and indicate the amount of time spent on each task as well as the training and experience required in order to be proficient in task. Pros & cons Checklist method is useful in large organisations that have a number of people assigned to one job. 6) Job performance method: In the job performance method of job data collection.A checklist method of collecting job data for analysis is similar to a questionnaire. the job analyst actually performs/conducts the job under study in order to obtain first hand experience of actual tasks. This method is costly and lengthy. physical and social demands and the enviournment of the job. He job holder may also be asked to write any additional tasks which he performs but is not mentioned in the checklist.

Fairly clear picture of actual job requirements is available by this method. In 1977. wax and tin containers and later set up Wipro Fluid Power to manufacture hydraulic and pneumatic cylinders in 1975. CASE STUDY INTRODUCTION Wipro started as a vegetable oil company in 1947 from an old mill founded by Azim Premji's father. Since 1992. took on the leadership of the company at the age 21. This was the first in a string of products that would make Wipro one of India's first computer makers. Wipro began to grow its roots off shore in United States and by 2000 Wipro Ltd ADRs were listed on the New York Stock Exchange. when IBM was asked to leave India. it was valued at $2 million. and strong on business experience. When his father died in 1966. In 1979. Wipro began developing its own computers and in 1981. Wipro hired managers who were computer savvy. a graduate in Electrical Engineering from Stanford University. In 1980 Wipro moved in software development and started developing customized software packages for their hardware customers. Wipro entered the information technology sector. In this method high degree of skill is required to analyse the contents of the descriptions given by workers. This expanded their IT business and subsequently invented the first Indian 8086 chip. Azim. At that time. laundry soap. 12 | P a g e . started selling the finished product. He repositioned it and transformed Wipro (Western India Vegetable Products Ltd) into a consumer goods company that produced hydrogenated cooking oils/fat company. The company licensed technology from Sentinel Computers in the United States and began building India's first mini-computers.

A career at Wipro means to learn and grow continuously. infrastructure outsourcing and business process services. 13 | P a g e .With over 25 years in the Information Technology business. outsourced R&D. opportunities to work on the latest technologies alongside the finest minds in the industry. IT Services. stock options and excellent benefits. Wipro today employs 96.000 people in over 50 countries. competitive salaries. we deliver technology-driven business solutions that meet the strategic objectives of our Global 2000 customers. Being a global provider of Consulting. Wipro Technologies is the largest outsourced R & D Services provider and one of the pioneers in the remote delivery of IT services.

Internal Sources:• Promotions and Transfer • Job postings • Employee Referrals B. and selecting qualified people for a job at an organization or firm.Employees at the Wipro Spectramind call center. External recruitment is the process of attracting and selecting employees from outside the organization. or for a vacancy in a volunteer-based organization or community group. A. which services customers of a USbased computer manufacturer and an Internet service provider in Britain PROCESS/STEPS Recruitment: Recruitment refers to the process of screening. External Sources:• Advertisement • Employment Agencies 14 | P a g e .

Linux. Pipes and Cisterns etc. Round 4: Placement Upon Joining. Candidates will be tested in their communication and vocabulary during technical and HR interviews. SQL.• On campus Recruitment WIPRO recruitment process:WIPRO recruitment process consists of 4 rounds. What is SIX sigma level. DBMS. Training: 15 | P a g e . Series Completion. Hardware. Micro Processors etc. Round 1: Written test 1. Software Engineering. Java. Candidates are informed to brush up their technical skills which were covered in their regular academic curriculum. Percentages. 3. Why only WIPRO. Why should I hire you. SC. Programming fundamentals. Ages. Calendars. Candidates should be thorough with their basic technical skills to clear this round. 2. the incumbent shall be given an employee code number by Manager(HR) and he shall fill up the joining forms and shall submit the same to the Manager(HR) for further course of action. antonyms. UNIX. Wipro recruit 40% employees from campus recruitment. C++. Puzzles. Round 3: HR Interview Candidates can expect basic HR interview questions like Tell me about yourself. Ratio proportions. Refer Annex I Technical: This section will have 20 questions related to basic technical concepts from C. Round 2: Technical Interview This is a major elimination round. Clocks. Verbal: This section will have 15 questions related to synonyms. Blood Relations. Candidates are here by informed to be prepared with their core subjects. Time & Distance. Analogies. Prepositions and reading comprehension Aptitude: These sections will have 15 questions related to aptitude topics like Time & Work. Another popular source for Wipro’s Recruitment is the Online Placement through NSR (National Skill Registry).

and more. Operation. 16 | P a g e . Business process training is typically a part of any organization’s overall change management plan. For a meaningful transition of the process. the content delivery can be both synchronous as well as asynchronous. Recruitment. Wipro provides Process Training in several fields including HR. Based on research conducted in this area. Quality. Wipro has strategic partnerships with leading technology providers to help you choose the tool that suits your requirement best. Understanding the complexities involved in rolling out these process trainings. Process Training:Large enterprises keep updating their processes to improve the efficacies of their systems. quality training is extremely critical. Rapid Content Development can be used for any of the following content areas: • Critical Training – when the training requirement is critical and must be addressed immediately • Minor change – when the difference between what is known and what is new is minimal • Short shelf life – when the content in question has a very short shelf life • Frequent updates – when the content needs to be updated frequently. we know how critical time is for fulfilling training needs and hence we have developed competency in the area of Rapid Learning. Rapid Learning helps to develop content in a short span of time using various tools. An emerging form of content development.Wipro Training Model Rapid Learning:At Wipro. Payroll.

and team building and performance management responsibilities among other things. The focus is on Vision. At this level. Strategy. client relationship development. We have 8 Wipro Leadership Qualities. In order to identify and help leaders develop these competencies we adopt a 360-degree survey process. people are trained up for revenue generation. which are based on Wipro vision.This is for senior leaders with business responsibility. is one of our oldest leadership development initiatives. Global Thinking and Acting. Wipro ties up with leading business schools of international repute to conduct this program for Wipro leaders. These leaders are like the flag bearers of Wipro values and Wipro way of doing business. 3. The components of process training are: 1. It has successfully contributed in our endeavor to nurture top class business leaders in Wipro.This program is for middle level leader with people. Business Leaders’ Program (BLP) . This is an end-to-end program. business development and project management responsibilities. Analyze 2. Customer Focus and Building Star Performers. Involve 4. The program covers commercial orientation. Inform 3. which started in 1992. which starts with the obtaining of feedback from relevant respondents and ends with each leader drawing up a Personal Development Plan (PDP) based on the feedback received. process. values and business strategy. and Profit & Loss responsibilities. Strategic Leaders’ Program (SLP) . and determining the action steps.This program covers top management employees. 2. The PDP is developed through “Winds of Change” which is a sevenstep program that helps in identifying strengths and improvement areas. Wipro Leaders’ Program (WLP) . 1.we bring you quick solutions that help deliver effective training for your organization. Values. Support Development: Wipro Leaders’ Qualities Survey. Performance Appraisal: 17 | P a g e .

but enables reduced Performance Management cycle time without compromising on the sub-processes which are so critical to your HR values. etc. Overall evaluation. Promotion: “Higher you go. Promotion may be an employee's reward for good performance i. like Work Planning Conference. Seniority:Seniority simply depends upon how long the employees is doing job with the company. Assistant (HR) updates the records for each employee’s score in the database. Tracking. This solution is based on global people processes drawn from best practices and helps organizations streamline their performance evaluation processes. It is based on the tradition of respect for older people. like 360degree appraisal. Bases of Promotion:1. The length of service and talent are both interrelated with each other. Interim Review.Appraisal System:Are your people developing and performing as fast as your business moves? Are you measuring the pace of your people and tracking it? In order to answer your Performance related questions. Heavier you get” A promotion is the advancement of an employee's rank or position in an organizational hierarchy system. Work Plan establishment. Once reviewed by HR dept. detecting Performance deficiencies. Development plans and Objective setting.e. positive appraisal. Documentation and Archiving. It creates a sense of security among employees and avoids conflict arising from promotion decision. 18 | P a g e . Wipro’s ePerformance Management solution not only helps you establish the best practices in Performance Management. Wipro offers an integrated end-to-end Performance Management Solution. MBO.

employee welfare or labour welfare means “the efforts to make life worth living for workmen. Pay scale of Employee at Wipro Employee Welfare: According to the Oxford dictionary. Compensation may achieve several purposes assisting in recruitment.” Labour Welfare means 19 | P a g e . Wipro runs 50 offices in India. It helps to attract and retain young and promising employees in the organization. Africa etc. It has a branch office in USA. Canada. promotion of employees is done in Wipro. Compensation: Compensation is a systematic approach to providing monetary value to employees in exchange for work performed. Wipro also prompt employee by conducting different case studies on different aspects of Information Technology. Middle East. Merit:Merit implies the knowledge. Jivraj Tea Ltd is actively involved in retaining good manpower in the organization by providing proper salary and incentive methods. Working at Wipro is very comparative & to get promotion required smart work and projection. if proper salary is not given then the employees will go to those organization offering higher salaries. On the above basis. skill and performance records of an employee. Wages and salaries structure is very vital for the retention of the employees as due to stiff competition. Europe. and job satisfaction. job performance. It helps to motivate competent employee to work hard and acquire new skills.2.

100/. The operation of the canteen is given on the contract. they have well equipped.anything done for the comfort and improvement. Medical Company’s philosophy is “Nobody should die without fund”. The school has classes from JR. Being the petrochemical industry and some of their process are considered “Hazardous”. at the manufacturing sites. If house is available. the new employees are allotted the house otherwise the company can also hire house. which is not a necessity of the industry. All the maintenance in houses provided to employees by company is done by the company. intellectual or social. Free transportation facility is also provided to them. Club membership 20 | P a g e . The Contract Cell at Wipro invites tenders and the Contract cell signs detailed agreement with the contractor. Therefore. kg to class-XII in English medium. full fledged medical centre. Canteen The company gives canteen facility under which food is provided to the employees but it is not compulsory for them. Welfare Activities:Education Wipro has its own institute. For picnic they get Rs. Company recognises the importance of good occupational health services. where the education is given to the employees’ children absolutely free. of the employees over and governmental. Recreation activities For the recreation of the employee. They get the allowance in their salary. which are manned round the clock. Company believes its responsibility towards health services to provide to the employees go beyond the statutory provision. and also arranged short distance picnic. Housing Company has its own township at different location in Bangalore.and free transportation once in a year. company organized gets to gather once in a year with their family.

Premium of the company is half pay by employee and other will pay by Wipro. Insurance Policy Wipro provides personal accident insurance policy of Rs 100000 for employees. 21 | P a g e .The purpose of the club membership is to meet the other members of the industrial community and interact with them for relation personnel leisure. This facility is provided only to the SMC and above.

1992 afternoon. I come once in a day. Any Ideas? 22 | P a g e 6. 8. 4. 3. Who am I? If 12+22=24 23+8=6 32+13=40 73+16=144 then 36+2=? Explain If 12+22=24 23+8=6 32+13=40 73+16=144 then 36+2=? Two planes take off at the same exact moment. 6 House-maid : i went to post office. One leaves New York and is flying to Paris at 800 km/hr. No. 3. Who is it? Two planes take off at the same exact moment. The other leaves Paris and is flying to New York at only 750 km/hr ( because of a strong head wind ).123. his wife called police 2.10. The husband is now twice as old as his wife was when he was as old as she is now. 1. twice in an hour thrice in a minute. 5 Gardner : I was picking vegetables. Police arrested the murderer immediately.ANNEX – I Wipro Aptitude Test S. .9. Which one will be closer to Paris when they meet? I want gropu2 question papers for my preparation 4. 7 Children : we went to play. when d murder took place. 8 Neighbour : We went to a marriage. One leaves New York and is flying to Paris at 800 km/hr. How to improve my communication skills? 2. 7. 9.5. police questioned everyone. 4. They are flying across the Atlantic Ocean. 10. The other leaves Paris and is flying to New York at only 750 km/hr ( because of a strong head wind ). Questions 1. 5. 11._ what is next number? A husband and wife have a combined age of 91. i was sleeping.27. They are flying across the Atlantic Ocean. How old is wife? Solve the case : a man was found murdered on 02. Which one will be closer to Paris when they meet? I Need Change For 100 Rs It Should Not Be 10 Rs Notes But It Should Contain 10 Notes. wife : sir.Cook: I was cooking.

. 14.Unlimited)/1+11+111+1111 SUGGESTIONS & RECOMMENDATIONS The main problem faced by IT companies in India is retaining talent.... 15... India does not have any dearth of smart minds but with poaching being rampant in the IT 23 | P a g e ... 13.... How many triangles are there in the following figure? Who is first Prime Minister of India? Arrange this letters in 3 words A F O T I G W I U Y N O R Find out the value of (7+77+777+7777.12.

industry.info 24 | P a g e . Wipro has been an important player in the IT & BPO industry & its employees have played an integral role in its success but increasing competition from multi-nationals has made it vulnerable. companies find it very difficult to keep their employees interested in the company. Wipro can introduce gaming centres at their offices which would not only help the employees de-stress but also stimulate their minds so as to work more effectively and efficiently.com b. www. Targets can be set for each level of employees to bring about a competitive spirit amongst them & the employee who is able to meet these targets in the shortest span of time should be generously compensated to appreciate his efforts. Internet a. carriers.wipro. In addition to this. BIBLIOGRAPHY 1. To counter these threats we would recommend Wipro to adopt a policy of PERFORMANCE-LINKED APPRAISAL.educationindiaonline. Added non-cash benefits can also be introduced like offering free tour packages for the entire family or a car or other such bonuses to motivate the employees.

Human Resource & Personnel Management by K. Principles of Personnel Management by Edwin B. Flippo 25 | P a g e . jobs.c.com 2. Reference Books a. Ashwathappa b.businessweek.

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