Hindusthan College of Engineering and Technology

Approved by AICTE, New Delhi and Accredited with ‘A’ Grade by NAAC
(An Autonomous Institution, Affiliated to Anna
University, Chennai), Coimbatore - 641032.

DEPARTMENT OF MANAGEMENT SCIENCES

COURSE CODE & COURSE NAME: 20BA4325 – HUMAN

RESOURCE AND FINANCIAL ANALYTICS

INTERNAL COMPONENT — 1

Case Analysis Report for Good Recruitment Process for a

Reputed Organization
SUBMITTED BY,

Student Name :AISWARYA A

Register Number :20206002
Submission Date :06-06-2022

Evaluation Criteria

Criteria Marks
Report (5 Marks)

Presentation (5 Marks)

Total (l O Marks)

Faculty In charge: Dr.S.Kamalasaravanan Faculty Signature:

RECRUITMENT

Recruitment is the process of finding, screening, hiring and eventually onboarding qualified job
candidates. The recruiting process can be relatively straightforward, but advances in technology, a
tight labor market and a workforce pool that might span five generations can make the first step --
finding potential candidates -- particularly challenging. Recruitment is a key part of human resource
(HR) management and supported by the hiring manager and others involved in the hiring process.
Skilled recruitment efforts will make a company stand out and be more attractive to potential
employees, a strategy that can directly impact a company's bottom line.

Why recruitment is important

Employees are the lifeblood of companies, so finding and attracting the best candidates possible is of
utmost importance. A poor recruitment effort can result in unfilled jobs and a loss of revenue, while
successful recruitment will bring in the right candidates on a timely basis, ensuring a business is able
to continue to move forward.

Also, in a competitive hiring market, employee retention can be tricky, but an effective recruitment
strategy can minimize that risk by ensuring the right people are hired into the right roles.

When recruiting is done well, your workforce is engaged, employees are in the most suitable position
for them to succeed, your organization thrives, you can attract better candidates, you have good ratings
on sites such as Glassdoor, you can reduce turnover, you can build a talent pipeline and more.

How recruitment works

To ensure an organization's recruitment activities are well thought out, effective and efficient, an
organization may develop a recruitment strategy. The recruitment strategy may cover items such as
the size of the organization, the overall economy, the competition for similar candidates, the
attractiveness of the organization, labor laws and other legal considerations.

Generally, the hiring process is similar across organizations; however, the number of steps in the
process and its associated tasks may vary. For example, one organization may ask candidates to do a
pre-hire assessment, whereas the next does not.

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The following are typical steps in a hiring process:

 Conduct a job analysis to determine what is needed in the position.

 Develop a job description, if one doesn't exist, based on the analysis, including the
following in it:

o necessary skills and competencies;

o experience;

o education; and

o position-specific requirements, such as the ability to lift heavy objects on a

regular basis.

 Evaluate the job by comparing it to other positions in the organization to determine the
overall value of the position. This can be done using a point system. The end goal is to
ensure the compensation is equitable, based on comparable positions.

 Get the job description approved.

 Develop a job posting, which is similar to the job description but written with a marketing
slant that takes advantage of the employer brand to help attract candidates.

 Using your applicant tracking system (ATS), post the job posting. It is often posted
internally on the company's Intranet or web portal to notify employees and on the
organization's external career site, job boards and social media.

 Educate everyone involved in the hiring process to ensure they are aware of the laws and
company guidelines they need to follow. Examples may include not asking candidates their
age, marital status or other personal information that is not directly related to the job they
will perform.

 Screen the resumes that have been submitted to your recruiting software.

 Perform a first interview, possibly by phone to confirm basic information and gauge the
interest of the candidate.

 Develop and share interview guides to help hiring managers conduct good interviews.
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  Perform a second interview with the hiring manager or hiring team. In small organizations,
interviewees may also meet with the CEO or executive director.

 Send a pre-hire assessment to the candidate. This can be a personality type test, a coding
test for software development roles and so on.

 Perform reference checks with current and former employers and personal references.

 Carry out background checks, such as validating the candidate's education, or do a criminal
history check.

 Have the candidate take a drug test, assuming it is legal in your jurisdiction and required
for the position.

 Negotiate the contract, including salary or hourly rate, number of vacation days, bonus
eligibility, and potential other items offered by the company or requested by the candidate.

 Send the offer to the candidate for review and sign-off.

 Hire the candidate, and move them to the onboarding process.

Sources of recruitment
When looking to fill open roles, employers have two options: Look internally, or hire from the outside.
Both have advantages and disadvantages.

Internal candidates need little to no onboarding as they are familiar with the company and you are
familiar with their past performance. However, moving an existing employee into a new role leaves
the old role to fill.

On the other hand, external candidates can bring fresh eyes, enthusiasm and skills to a company, but
it is vital to ensure new employees will be a good fit in the company culture.

Types of recruiting techniques

Although some companies still rely on a "We're Hiring" sign on the door, many companies tackle
recruitment the way they do marketing -- with a multi-tiered approach. Recruitment marketing can
include everything from promotion on social media to billboard ads, public relations (PR) campaigns
and even bonuses to current employees for successful candidate referrals.

Here are recruiting techniques to help your talent acquisition team attract qualified candidates:
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 Internal recruitment. Post open positions on your internal career site so current
employees can apply.

 Retained recruitment. Hire a third party to fill open positions. You pay an upfront fee for
the recruitment work and may pay an additional fee once a candidate is hired.

 Contingency recruiting. Similarly, this option involves using a third party to recruit on
your behalf, but you only pay a fee if a qualified candidate is hired.

 Staffing recruiting. This type of recruiting also involves a third-party recruiter but is often
used to fill short-term or temporary jobs.

 Outplacement recruiting. This type of recruiting is sometimes offered to employees who

have been involuntarily terminated. The service, in addition to other services offered by an
outplacement company, are there to support former employees with their job search.

 Recruitment process outsourcing (RPO). In this case, the organization completely

outsources its recruitment function to a third party. The primary goal is to reduce the cost
of the recruiting process.

 Temporary recruitment professional. You may want to hire a temporary employee or

consultant to help your recruitment team occasionally rather than hiring a full-time
recruiter.

 Career fairs. Whether in person or virtual, these events give your organization an
opportunity to meet qualified candidates and market your employer brand.

 Campus recruiting. Participating in campus recruiting events can help in recruiting new
grads or co-op students.

 Employee development and succession planning. Developing employees and preparing

them for a new role is an excellent opportunity for the employees and reduces the risks
associated with external candidates.

 Partnering with outside organizations. You might do this to attract a more diverse
workforce or support underrepresented communities, such as immigrants and minorities.

 Networking. Meeting other people in the community provides an opportunity to share

information about your organization.

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  Social media. Posting open positions on Twitter, Facebook and LinkedIn is a popular
choice. Search engine ads that pop up in response to a query are another option.

“ANALYSIS OF EFFECTIVE RECRUITMENT AND SELECTION POLICY OF WIPRO

LIMITED”

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.

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

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 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.
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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.

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  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.