 ABSTRACT

This study mainly deals with various methods of recruitment process and vital

problems faced in recruitment process in IT companies in Human resources

development.

Successful recruitment and selection strategies bring improved organizational

outcomes.

The main objective of this paper is to identify common practices that companies
follow to

recruit and select employees. In this paper focuses on the various methods of
recruitment

process adopted in IT companies with controlling the recruitment cost, choosing

right man

for the right job with effective interviewing for the best selection.

Key words: Recruitment, Selection Process, IT companies.

 INTRODUCTION
Recruitment and selection processes are vital practices for human resources
management.

Recruitment precedes selection and assist in selecting a right candidate for the right
job.

Recruitment makes in acquiring the number and the types of people necessary to
make sure

continued operations of the hiring organizations. Every company needs to ensure

of recruitment

and selection in the near beginning period and supplementary manpower needed
for development

of businesses.
In accordance with Edwin B. Flippo recruitment is the method of attract the
candidates and

making them to apply for the job. Recruitment process followed at many Indian IT
companies is

by framing the recruitment policy and then making the policy into action. Sources
of the

conventional recruitment are by employee referral, transfers and promotions, walk-

in and by

the advertisements. In the modern economy the recruitment process was

significantly changed

with the entry of social media. Many organizations are following the online
recruiting methods

for attracting the potential employees.

Selection is the second step in the in the process of manpower planning. Selection
is the

procedure of choosing the suitable candidate, which matches the candidate skills
and the job

requirements (Bhattacharya, 2010). Selection process will be a prolonged one for

large

organizations and will be wider for manufacturing organizations and it differs from
industry to

industry (Venkatesh, 2008). There are many factors that are to be measured while
selecting a

candidate those are like group discussions, employment environment,

recommendation

background, interviews, medical tests and etc.

 COMPANY PROFILE

 INTRODUCTION

Wipro Limited is a market leading Information Technology, consulting and

business process services company. Wipro utilizes the power of analytics, robotics,
cloud and other emerging technologies to help clients spread across six different
continents to adapt to the current digital trend and help them thrive to success.
Wipro has over 1,60,000 dedicated employees serving together and building a bold
and new future. The amount of revenue generated by Wipro in the financial year
2017 is 848 crores USD.

 Wipro History

Wipro Limited, also known as Western India Products Limited is an Indian

information technology company established by Mohamed Hashem Premji as
'Western India Vegetable Products Limited' in 1945 which was later abbreviated to
Wipro. It was previously set up as a refined edible oil manufacturer in Amalner,
Maharashtra. After Mohamed Premji's death in 1966 his son Azim Premji took in
charge of the company at a young age of 21. The year 1980 marked the arrival of
Wipro in the Information Technology domain.

Prepare For Free With Conduira's Job Prep Programme

Wipro Organization Heads

1) Azim Premji is the chairman of Wipro Limited.

2) Abidali Neemuchwala is the CEO of Wipro.

3) Rishad Premji is the Chief strategy officer in Wipro.

For more information, please check at ( https://www.wipro.com/leadership/ )

Wipro's Vision

"To earn our clients' trust and maximize the value of their business by providing
solutions that integrate deep industry insights, leading technologies and best in
class delivery process."

Headquarters of the company

Bangalore, Karnataka, India

Wipro Tagline
Wipro previously had a tagline “Applying thought” from (1998-2017) but now it
has been retired.

In 2017 Wipro Launched New Logo for new brand identity and rearticulated
"Spirit of Wipro" to underscore wipro's commitment to transformation & evolving
client expectation.

Wipro follow below principles

Be passionate about client's success

Be global and responsible

Treat each person with respect

Unyielding integrity in everything we do

Prepare For Free With Condor’s Job Prep Programme

Awards and Recognition

Wipro won the Quest Forum Global Sustainability Awards in the software
category for the year 2017.

Wipro won the Most Admired Knowledge Enterprise (MAKE) Award for the year
2017.

Wipro won the "Best Internet of Things Solution Partner Award" by Cisco.

Wipro’s Next Generation Customer Experience (NGCE) platform won the “Best
Innovation Practices for Science and Technology Service Industry in China”
award.

In the FTSE4Good Index Series in 2017, Wipro has been named a constituent.
  Objectives of Recruitment and Selection
The main objective of recruitment and selection is fairly obvious: to hire the
most-qualified candidate to fill an available position. Additional objectives
include:

 Creating a large talent pool of candidates to ensure the organization can hire the
best employee.
 Finding people who will fit in with the company culture and contribute to the
organization's goals.
 Reducing the likelihood that a candidate will leave after a brief time by finding
the right employee for the position the first time around.
 Meeting the organization's diversity and social commitments by selecting
candidates based solely on their merits and the way they fit in with the company
values, goals and culture.
 Improving the company's reputation through fair, unbiased and effective hiring
practices.
Expediting the future recruitment and selection process and reducing costs by
gathering a large pool of talented candidates who may be interested in future
vacancies.
 Improving and streamlining the recruitment and selection process, including
expediting future job analyses for similar positions.
 Evaluating the effectiveness of different recruiting and sourcing techniques and
sources for job applicants.
  The Scope of Recruitment and Selection
The scope of Recruitment and Selection is very wide and it consists of a variety of
operations. Resources are considered as most important asset to any organization.
Hence, hiring right resources is the most important aspect of Recruitment. Every
company has its own pattern of recruitment as per their recruitment policies and
procedures.
The scope of Recruitment and Selection includes the following operations −

 Dealing with the excess or shortage of resources

 Preparing the Recruitment policy for different categories of employees
 Analyzing the recruitment policies, processes, and procedures of the
organization
 Identifying the areas, where there could be a scope of improvement
 Streamlining the hiring process with suitable recommendations
 Choosing the best suitable process of recruitment for effective hiring of
resources
Any organization wants it future to be in good and safe hands. Hence, hiring the
right resource is a very important task for any organization.
 HYPOTHESIS OF THE STUDY

Thus the hypothesis is that the relationship between selected variables under
study and procedure to be carried out during recruitment does not hold
good. There is no significant relationship between variables under study and
procedure to be carried out during recruitment.
 Limitations
1. Process consumes a lot of time
Recruitment is a lengthy process, and the recruitment agency
might take a lot of time to find the correct candidates.
A recruitment team isn’t helpful when you want a candidate to
fill a vacant position immediately.

2. Communication gap
The only way to communicate with the recrui tment team is via
emails or telephones. There can be times where the team doesn’t
properly understand what the company wants and finds a wrong
candidate.

On the other hand, the company’s HR department is always

there, so they can proactively search accord ing to the company’s
need. They understand the business model in a better way as
well.

3. Not practical for temporary hires

Hiring a recruitment team for finding candidates for project
work isn’t ideal since the person is only going to work for a
limited time. So, you will only have to bear the load of finding
employees on a temporary basis.

In such circumstances, the cost of operation goes higher than the

benefits the company gets on by making the hire.
  Research Methodology
The research methodology is scientific and systematic for pertinent information on
specific topic. It is a careful investigation or inquiry especially through search for
new facts in any branch of knowledge. This research study is taken as a part of
educational curriculum. Research is a systematized effort to gain knowledge and
hence, it helps to practical knowledge in study various steps that are generated
adopted by a research in studying his research problem along with the logic behind
them.

RESEARCH DESIGN

The type of research is descriptive in nature; since an attempt was made to find out
inter relationship between variables.

ISSN: 2455-2631 © April 2018 IJSDR | Volume 3, Issue 4

IJSDR1804022 International Journal of Scientific Development and Research

(IJSDR) www.ijsdr.org 123

SOURCE OF DATA

Date is collected from both primary and secondary sources.

PRIMARY DATA

Primary data are collected through a structured questionnaire. A well structured

questionnaire has been prepared given to the respondents by the researcher.

SECONDARY DATA

Secondary data are collected from the published data available within the company
and also from the Internet and Intranet.

Sample Size
Sample size means the number of sampling units selected from the organization for
investigation. The total sample size that is taken for this study is 100.

SAMPLING UNIT

The design adopted for this study is descriptive research design. This design was
chosen as it hence choose accurately the characteristics of a particular system
helped to study the availability of the system as well as the constant that might
restrict as effectiveness.

SAMPLING METHOD

A sampling technique in which a simple is selected on the basis of convenience

and case.

Research Instrument

Structured questionnaire is used here as the instrument to collect the data, both
open ended and closed ended questions were used to possible.

Tools used

 Percentage Analysis

 Chi- Square test

  Bibliography
[1] Essential of human resource management and industrial relations, subbarao
Mumbai, Himalaya publishing house, 1996.

[2] Achieving Excellence in Human Resources Management: An Assessment of

Human Resource Functions Edward E. Lawler Iii; John W. Boudreau. Stanford
Business Books, 2009

[3] Reinventing Human Resources Management: Challenges and New Directions

,Ronald J. Burke; Cary L. Cooper. Routledge, 2005

[4] Understanding Human Resource Management ,Ken N. Kamoche. Open

University Press, 2001

[5] Organizational Success through Effective Human Resources Management

Ronald R. Sims. Quorum Books, 2002

[6] How to Develop Essential HR Policies and Procedures ,John H. McConnell.

AMACOM, 2005

[7] Strategic Human Resource Management: A Three-Stage Process Model and Its
Influencing Factors Krishnan, Sandeep K.; Singh, Manjari. South Asian Journal of
Management, Vol. 18, No. 1, January-March 2011

[8] A Balanced Approach to Understanding the Shaping of Human Resource

Management in organisations** Boselie, Paul. Management Revue, Vol. 20, No. 1,
January 1, 2009

[9] Strategic Human Resource Management in Small and Growing Firms: Aligning
Valuable Resources Hargis, Michael B.; Bradley, Don B.,, III. Academy of
Strategic Management Journal, Vol. 10, No. 2, July 2011

[10] Implementing Human Resource Management Successfully: A First-Line

Management Challenge** Nehles, Anna C.; van Riemsdijk, Maarten; Kok, Irene;
Looise, Jan Kees. Management Revue, Vol. 17, No. 3, July 1, 2006

[11] Globalizing Human Resource Management Paul Sparrow; Chris Brewster;

Hilary Harris. Routledge, 2004