Wipro Rec & Sel

AN ORGANIZATIONAL STUDY
&
RECRUITMENT AND SELECTION PROCESS
AT
Wipro Infrastructure Engineering

Submitted in Partial fulfillment of the requirement
For the award of
MASTER OF BUSINESS ADMINISTRATION
Bangalore University Submitted By
Mr. ROHITH.T.N
Register No: 08XQCM6073
Under the Guidance of
Prof. S.SATYANARAYANA
M.P.BIRLA INSTITUTE OF MANAGEMENT

ASSOCIATE BHARATIYA VIDYA BHAVAN
BANGALORE-560001
2ORGANISATION STUDY
PRINCIPALS CERTIFICATE
This is to certify that the report entitled study on organization study and
a microscopic study on Recruitment and selection process at Wipro
infrastructure has been prepared by Rohith.T.N bearing exam registration
no.08XQCM6073
under
the
guidance
and
supervision
of
S.Sathyanarayana of M.P.Birla institute of Management, Bangalore.
Place: Bangalore
Date:
Dr. NageshMalavalli
(principal)
M.P. Birla Institute of Management
professor
3ORGANISATION STUDY
GUIDES CERTIFICATE
This is to certify that the report entitled study on organization study and study on
recruitment and selection process at Wipro infrastructure limited done by
Rohith.T.N bearing exam registration no. 08xqcm6073 is a bonafide work done
carried under my guidance during the academic year 2008-2010 in a partial
fulfillment of the requirement for the award of MBA degree by Bangalore
University. To the best of my knowledge this report has not formed the basis for
the award of any other degree.
Place: Bangalore
Prof. S.Sathyanarayana
Date:
MPBIM
DECLARATION
4ORGANISATION STUDY
I Rohith .T.N, student of Master of
Business Administration(MBA),
M.P.Birla Institute of Management, Bangalore here by declares that this report

study on organization study in Wipro infrastructure limited is a record of
independent work carried out by me, towards partial fulfillment of requirement for
Master of Business Administration(MBA) course of Bangalore University at
M.P.Birla Institute of Management.
To the best of my knowledge this report has not formed the basis for the
award of any other degree.
Place: Bangalore
Rohith.T.N
Date:
08XQCM6073
ACKNOWLEDGEMENT
5ORGANISATION STUDY
Its my privilege in writing this acknowledgement to thank all those

who gave their views and suggestions for helping in the completion of my
internship at Wipro infrastructure ltd from 1.07.09 to 1.08.09. I would like to
take up this opportunity to convey my deep sense of gratitude to Prof.
S.Sathyanarayana my internal guide and principal Prof. Dr. Nagesh Malavalli for
providing an opportunity to do this project and internship.
I ardently thank Mr.Uma maheshwar rao, HR head for having devoted some of
their precious time and for their guidance. I also thank them for the rich
experience that I have derived by working on this project under their guidance.
This project would not have been successful without the constant guidance and
support of my institutional guide, Prof. S.Sathyanarayana who took keen interest
in my project to make it a beneficial exercise.
I also extend my thanks to all staffs of the company. Last but not the least, my
thanks to my beloved friends who have helped me a lot during the project for the
successful completion.
Place:
Rohith.T.N
Date:
6ORGANISATION STUDY
Contents:
S.no
Particulars
Page no
Part A
1
Chapter 1:Introduction
1-3
1.1 objectives of internship
1.2 limitations of study
1.3 methodology used for study
Primary data
Secondary data
1.4 research type
Chapter 2:Industry profile
4-10
2.1 Historical growth of industry
2.2 Applications of hydraulic components
2.3 Manufactures of hydraulic components & 8

foreign collaboration
3
Chapter 3: Company profile
11-21
3.1 Milestones
12
3.2 Acquisition &joint ventures
12
3.3 Corporate social responsibility
13
3.4 Company promoters
14
3.5 Business units
15
3.6 Time line of company
18
3.7 Manufacturing units
20
7ORGANISATION STUDY
Chapter 4: Vision & Mission
22-31
4.1 Customer support & distribution channel
22
4.2 Values of wipro infrastructure engineering
23
4.2(a)Intensity to win
23
4.2(b)Act with sensitivity
24
4.2(c)Unyielding integrity
24
4.3 Brand identity
25
4.4 Mission(quality)
26
Chapter 5: Organization structure

5.1 Product mix
27
5.2 Product specifications
27
5.3 Organization structure
31
Chapter 6: Functional Department
32-44
6.1Production Department
33
6.2 Marketing Department
37
6.3 Finance Department
40
6.4 Human resource Department
42
Chapter 7: SWOT Analysis
45-46
7.1 Strength & Weakness
45
7.2 Opportunities & Threats
46
Part B :: Recruitment & Selection process

8.1 Recruitment
Meaning & Definition
47-61
47
8ORGANISATION STUDY
Significance
48
Factors govern
49
Recruitment process
51
Sources
55
8.2 Selection
10
62-79
Meaning & Definition
62
Factors affecting
63
Selection procedure
64
8.3 Placement
80
8.4 Induction
81-84
About company
82
About department
82
Process
84
Chapter 9:
conclusion
Findings,
suggestions
& 85-87
9.1 Findings
85
9.2 Suggestions
86
9.3 Conclusion
87
Chapter 10: Annexure
88-90
10.1 Balance sheet
88
10.2 Bibliography
89
9ORGANISATION STUDY
EXECUTIVE SUMMARY
Wipro Infrastructure Engineering (formerly Wipro Fluid Power) provides

solutions ranging from Precision Engineered Products to value added Services for
customers in industries that serve the core infrastructure sector - ranging from
Construction, Mining, Agriculture and Power to Steel Plants and Ports.WIN
product and service offerings include high precision hydraulic cylinders, valves,
PTO's, complete tipping solutions and system solutions for a wide range of
applications. WIN is the largest Indian provider of precision engineered hydraulic
components and solutions.
The company chosen was WIPRO Fluid power during the internship period I got
an opportunity to understand the management process, the company structure, the
various products it offers, the various departments it owns, the expertise it has
developed and the skills it has owned and to know the approach for recruitment
and selection process.
The main objective of the internship was to imbibe a practical approach in the
students towards the knowledge gained at the classroom level. The internship at
Wipro has given me the right perception and has had a positive effect on the kind
of learning that I got at the M.P.BIRLA INSTITUTE OF MANAGEMENT,
Bangalore.
10ORGANISATION STUDY
INTRODUCTION
The internship program enables one to know the realities of a firm/companys business and
gives a chance to put into application, the theoretical knowledge that has been gathered. The
purpose of the training is to create managers with grater adaptability, which in turn, can provide
creative solutions to the organizations they work with. The document creates a report on the
understanding of the working environment and also the task undertaken during the training
period.
1.1 Objectives of internship training:
To know the organization structure of the company.
To know functions of various departments such as production, marketing,

human resource management, finance etc
To understand the work culture
To help student to develop necessary interpersonal and managerial skills
To gain well rounded view of management operations
To gain firsthand experience from industry
1.2 Limitations of the Study:
As the project is prepared for the academic purpose only, it suffers from the limitation of
time, due to which the detailed report about the operations of the organization was not
possible.
The information given by the persons may not be complete because of their busy work
schedules
The report suffers from the limitation of meeting only the departmental heads because of
lack of permission to interact with other people.
1.3 Methodology used for Organization study:

Primary Data
There was an interview session with each of the functional heads and that was followed as
questions which were asked depending upon situations.
There was a keen sense of observation followed during the study period to
follow the various functions of the company and how they are integrated
with each other.
Secondary Data
1. Internal Data-These are all the companies own data which they provided like Organization
structures, Annual reports etc.
2. External Data-These are all the data relating to the company or Organization derived from
external sources such as internet, and other types of media services that give a wide picture
of the Organization with respect to the external world.
1.4 Research Type:

It is an analytical research, already available facts and information are used to
analysis problem in other words, the main data used here in the secondary data.
The research typed adopted to analyze the topic the study is organizational study at
Wipro infrastructure engineering ltd.
Industry profile
The word "hydraulics" originates from the Greek word hydraulikos which means a water
organ.
Hydraulics is a topic of Science and engineering dealing with the mechanical properties
of liquids. Hydraulics is part of the more general discipline of fluid power. Fluid machines
provides the theoretical foundation for hydraulics, which focuses on the engineering uses of
fluid properties
2.1Historical Growth of Industry
The Indian hydraulic industry started in early sixties primarily with an objective of import
substitution of some of the hydraulic products being used by the industry in various applications.
Since most of the Indian industries have been set up, based upon the variety of technological
sources, the range of their specifications is very wide. Due to this the range of products in the oil
hydraulic industry is also quite wide resulting in a very small batch for each product. It is,
therefore, difficult to specify a minimum economically viable capacity for the industry. While
there has been a continued overall growth in the oil hydraulic products business due to large
variety of specialized products to meet specific individual applications, volume growth in
individual products has been very low. With low volumes and high development costs
concerning tooling, casting and forging, the industry has not been able to adopt modern
production methods. Current production technology in use is largely dictated by production
volume, quality requirements and costs. Since the Indian industry has to manufacture a large
variety of products with low volume, the industry is not able to use the modern high production
lines. Many manufacturers, with exception to some (who have installed dedicated Special
Purpose Machine (SPM) for the manufacture of components), are currently using general
purpose machines with special tooling and some special purpose machines for specialized metal
cutting operations.
In terms of turnover the hydraulic industry seems to have grown rapidly in the past ten years.
While the growth of turnover figures, which show a steep rise of average over 18% per annum,
the actual growth in terms of production has not increased beyond 6 to 7% from the turnover
figure, one may conclude that the drastic change is being occurred in resulting from appreciation
of Indian rupee against dollar.
2.2 APPLICATIONS OF HYDRAULIC COMPONENTS-
Hydraulic Components are classified into 4 types they are

Industrial
Mobile
Marine
Aerospace
The above major segments are further sub divided into different segments
Industrial
Plastic Processing machinery
Steel making and primary metal extraction industry
Machine tool industry
Others : cover in general, furnace equipment, rubber machinery,
textile machinery, general mechanical industry, etc.
Mobile hydraulics
Agricultural tractors
Earthmoving equipment
Material handling equipment
Others : cover general areas such as rail equipment, road
building and construction machinery, drilling rigs,
Commercial Vehicles, Tractors, etc.
Marine application
Ocean going vessels,
Fishing boats and
Naval equipment.
Aerospace application
The hydraulic equipments used in the aerospace are transmission & rudder control etc which are
used in aeroplanes, rockets and spaceships.
INTERNATIONAL SCENARIO:
In connection with oil hydraulic technologies, it is widely acknowledged that it is

undergoing revolutionary changes in its product designs in the recent years. According to
present indications some of the changes in technology in respect of designing materials &
manufacturing as under:
1. Increased powers/weight ratio
2. Increased system pleasures
3. Extensive use of manifold systems avoiding extensive pipe & relative leakage problems
4. Reduced noise levels
5. Increased use of proportional valve technology, interfacing with electronics & micro
processor systems.
Research and Development :The current set up of the industry in India is such that most companies are not
engaged in major R&D activities. Activities in this area are more in the form of development of
existing products, product modifications, and product applications to suit specific customer's
requirements and not in the area of new product development. It is felt that with most individual
companies, being small to medium in size, more of product development and re-engineering
than pure research will be the area of activity in future. Future R&D will have to be developed,
preferably, in a national laboratory or institute that can be established for this purpose.
Major breakthroughs and new concept development involve very large amounts of funds and it
is not foreseen in the near future, individual Indian companies in the country would be able to
undertake basic R&D.
2.3 Manufactures of Hydraulic Components and Foreign Collaboration
S.NO COMPANY
PRODUCTS
COUNTRY
MANUFRACTURED
BEML
Pumps
Motors
Bangalore,
India
Cylinders
Mobile Values
2
Dynamatics
Limited
Gear Pumps
Mobile Valves
Dowty, UK
Power Packs
3
Escorts
Herion Valves
Limited
4
Power Packs
G.L.
KG, Germany
Rexoth Pumps, Motors, Valves Ahmedabad,
Industries
Limited
5
Herion Werke
Cyclinders
India
Power Packs Accessories
Hagglunds
Dension Ltd
Pumps
Valves
Hyderabad,
India
Motors
Power Packs
6
L&TLtd.,
Earth
Pumps
Moving Motors
Machinery
& Hydraulic
Bangalore,
India
Cylinders
MobileVaks
Division.
7
Oscar
Equipment
Hydraulic
Calcutta, India
Cylinders
Pvt. Ltd.
8
Polyhydron
Pumps
Belgam, India
Pvt.Ltd.
Valves
Accessories
9
10
Sai
Industies Motors
Bangalore,
Limited
India
Vickers Systems Pumps, Motors,
Mumbai, India
International Ltd Valves

Cylinders
Power Packs
Steering Unit
Accessories
11
YukenlndiaLtd.,
Pumps, Motors,
Bangalore
Valves .
Bangalore,
India
Cylinders
Power Packs
Accessories
12
VelJan
Hydrair Cylinders,
Ltd.
13
L&T Limited
Chennai, India
Marine Hydraulics
Hydraulics
Bangalore
Marine
Company Profile
Wipro Ltd
Wipro Ltd was started in early 1940s. They started with vegetable oil. In the
year 1980s they went on for production of hydraulic equipment, soaps, lightning, PC & medical
equipment. Their revenues were 400 million.
In the year 1991 with new economic policy Wipro diversified in software,
Global R&D and Personal Products. As a result Companys Revenue has increased to $18
Billion; Net profit goes to $2 Billion.
Later in the year 1998 to 2008 Wipro entered FMCG. Company has
Acquired Acquisitions in seven countries. Wipro Revenues goes up by $200 billions and PAT
goes to $22 billion. There is an Consistent Growth of 25% in Revenues, 30% growth in Net
Income and 25% Market capitalization based on Compound Average.
Corporate brand:
Wipro Limited is a leading provider of IT solutions for customers across Americas, Europe,
Asia, Australia and the Middle East. Started as a ground nut crushing unit in 1947, Wipro has
grown into a multi business multi location conglomerate. Wipro have grown from a India
centric consumer products manufacturing company to a global company providing
comprehensive service portfolio, an adaptive, value-driven engagement model and quality
leadership in every aspect of service delivery. The depth and width of the services that company
provide
is
perhaps
unmatched
by
any
other
company.
In non-IT businesses, Wipro have a significant presence in Consumer Products and in

Infrastructure Engineering. Wipro have a significant presence in toiletries and lighting products
and solutions. Wipro are the preferred suppliers to OEMs supplying to the growing
infrastructure industry globally.
3.1 Milestones:
1945-1980: first diversification with hydraulic components and soaps
1980-1991: entry into IT ,health care equipment and R&D services
1991-2000:rapid globalization of R&D and IT services, lighting
2000-2005: went on global operations and portfolio expansion in consumer
products
2005-2009: acquisitions across 7 countries and journey towards Ecological
sustainability make Wipro a global leader
3.2 Acquisitions and Joint Ventures Wipro Acquired 100% share holding in unza Holdings Limited a Singapore
based Fast Moving Consumer Goods company together with its subsidiaries for
an all cash consideration of approximately 264 million.
Wipro Acquired Infocrossing Listed in NASDAQ US based Provider of IT
infrastructure management Expertise application of business process outsourcing
services for an acquisition price of about USD 600 $
Wipro Acquired OKI Techno center Singapore pte Ltd. In an cash deal of USD
2.5 million. This acquisition facilities a strategic partnership in the area of design
service for the semi conductor market
Wipro partnered with DAR AL-Riyadh holding Co. Limited from a joint Venture
namely Wipro Arabia Ltd. The purpose of this Venture is to Provide Software
application development implementation and maintains services. Systems
integration of data storage services in the Kingdome of Saudi Arabia.
R&D Activities:Wipro R&D focus has been to strengthen the portfolio of centers of excellence
and innovation projects. As a part of this projects over 600 people have been engaged across 40
Innovation projects. Wipro R&D efforts have contributed revenues of USD 368 million which
is approximately 11% of Wipro global IT service and products Revenue for the year.
Wipro have institutionalized the spirit of innovation through corporate
innovation initiative which began in 2000 & now driving business value from these investments.
Apart from solution that span across process, Delivery, Business and
Technology domains Wipro added portfolio of quantum innovation projects in financial year
2007-08. Wipro included talent supply chain management into the innovation initiative.
3.3 Corporate Social Responsibility :-
This is Wipro Corporations initiative to contribute towards improving

Indian education. Wipro work with a network of over 25 social organizations
across the country, and offer long-term developmental programs to teachers,
principal and schools. Till date, Wipro have engaged deeply with over 8,000
educators with 900 schools across 17 states of India.
THE WEIGHT OF WINGS

Wipro think progress is defined by the changing nature of issues that a society considers
topical. Wipro have made the transition from concern for just basic literacy to improvement of
the quality of education. Wipro
need to progress from a compulsion to mass-produce
stereotypes to creating independent thinkers and active learners. Wipro have to create the right
balance between our diverse subcultures and create an education system that caters to the need
of every one of them
COMPANY PROMOTERS
AZIM H PREMJI
CHIARMAN
BUSINESS
FUNCTION
3.5 Business units:
IT, BPO, R&D IT, BPO, R&D Consumer

Services,
Services,
Infrastructure
Consulting
Consulting
Services
Services
Wipro
Wipro Infotech
&
Intuitional
Market
Wipro Consumer Care
Technologies
Wipro
Infrastructure
Engineering
IT
&
Business IT Services &
Process
Personal Care, Baby
Products for India, Care & Wellness
Services for US,
US & Europe
Europe & Japan
Products; Domestic
& Institutional
Lighting; Furniture
Precision
Engineered
Hydraulic Products
&
Solutions for
Infrastructure &
related industries
Revenue
Revenue
Revenue
Revenue
contribution: 69%
contribution: 18
contribution: 7%
contribution: 6%
Wipro Technologies
Wipro Technologies is the global IT services business division of Wipro Limited.
Working in over 20 offices around the world, Wipro Technologies uses powerful technologies
to provide services for business transformation and product realization as well as

complete solutions for the service provider market.
Wipro InfoTech
Wipro InfoTech is a division of Wipro Limited and provides customers with high value
Information Technology Solutions, Infrastructure, Services and Platforms in India and is all set
to offer high end Technology Services and Solutions for the Asia Pacific and the Middle East
markets.
Wipro Consumer Care and Lighting

Wipro Consumer care and Lighting is the FMCG arm of Wipro Limited which
continuously introduces innovative products and adds value to existing brands, each of which is
the promise of good health and value for money. Its brands include Santoor, Wipro Shikakai,
Wipro Active and Wipro Baby Soft.
Wipro GE Medical Systems Limited

Wipro GE Medical Systems is a joint venture between Wipro and General Electric
Company. A part of GE Medical Systems South Asia, it caters to customer and patient needs
with a commitment to uncompromising quality .Wipro GE is the market leader with unmatched
distribution and service reach in South Asia and is Indias largest exporter of medical systems.
Wipro E-Peripherals Limited:Wipro E-Peripherals Limited (WeP) is a leading IT peripherals solutions and
services company in India. WeP commenced operations in 1986 as a Peripherals Division of
Wipro InfoTech, one of the largest IT companies in India and then became an independent
corporate entity in September 2000. WeP is India's largest employee owned company, best
known for innovation, e-enabled processes and customer focus
Wipro Infrastructure Engineering
Wipro Infrastructure Engineering, is a division of Wipro Limited, a USD 5 Billion

multi-business corporation. Wipro Infrastructure Engineering manufactures
precision-engineered hydraulic cylinders and truck hydraulic solutions for the infrastructure and
related industries.
Over 6 decades of experience coupled with deep engineering expertise, cross-continental
geographic presence, scalable manufacturing and consistent Quality make us a preferred source
to OEMs the world over.
Wipro Infrastructure engineering (formerly Wipro Fluid Power) Head office located at
Bangalore Started at 1976 have manufacturing facilities in india, Sweden and finland with
customers across india, asia-pacific and europe. In 2006 It become Second largest independent
Hydraulic Cylinder manufacturer in the world. it provides solutions ranging from Precision
Engineered Products to value added Services for customers in industries that serve the core
infrastructure sector - ranging from Construction ,earth moving equipment, truck tippers,
industrial equipment and special applications like Mining, Agriculture and Power to Steel Plants
and Ports.
Wipro Infrastructure Engineering delivers precision-engineered hydraulic
cylinders, components and solutions & truck hydraulics components to OEMs globally in the
infrastructure and related industries. In 2008 Company has entered into water treatment business
and provides Ultra pure water treatment systems and solutions for various industries.
Wipro EcoEnergy provides clean and sustainable energy solutions for all kinds
of spaces from factories to institutions and from office to home.
3.6 TIME LINE OF COMPANY

1976
Established as Wintrol, Wipro's first diversification from vegetable oil to

Engineering and Design of pneumatic cylinders in Bangalore, India.
1977
Pioneered hydraulic cylinders for the Industrial segment including Machine Tools, Steel
plants etc.
1981
Developed hydraulic cylinders for Mobile applications.
1986
Entry into Construction Equipment applications which has provided a rock solid
foundation to our Success.
1989
Launched Truck hydraulic components for Underbody tipping.
1995
Second manufacturing facility started in Hindupur (80 kms from Bangalore)

for cylinders and truck hydraulic components.
Commenced export of hydraulic cylinders to construction majors in Japan and Thailand.
Launched in India cartridge valves for mobile and industrial applications from SUN
Hydraulics, USA.
2001
Expanded hydraulic component offerings to customers in India through representation of
Kawasaki Precision Machinery, Japan - Hydraulic Pumps, Motors and

Valves.
Nabtesco Corporation, Japan - Travel solutions for tracked equipment.
2002
#1 Hydraulics solutions provider in India.
2006
Acquired Hydrauto Group, a leading supplier of hydraulic cylinders including Nummi

truck hydraulics components, in Europe, with manufacturing facilities in Sweden and
Finland.
Amongst the Top 3 hydraulic cylinder manufacturers in the world.
Commenced production at our 3rd manufacturing facility in Chennai.
2008
Entering ultra pure water treatment systems and solution business through the acquisition
of Aquatech Industries Pvt. Ltd. and its sister concerns.
3.7 Manufacturing Units:-
Domestic:-
Hindupur India
Bangalore India
Chennai India
International:-
Skelleftia, Sweden
Lujang, Swedan
Ostersund, Sweden
Bispgarden, Sweden
Pernio, Finland
VISIONGlobal Leadership in Hydraulic Cylinders.
Leadership in Engineering, Technology & Quality

Partnering customers across the globe
Leverage Global Delivery and Global Engineering model
Build the business for Ecological sustainability
4.1 Customer support & Distribution channel
Over 45 highly trained service personnel
28 customer support and distributor locations all across India
'State of the art' Diagnostic equipment
On the spot problem solving and complaint resolution
For customers outside India, Wipro infrastructure engineering provides customized engineering
& service.
4.2Values of WIPRO Infrastructure Engineering:-
Intensity to Win
Act with Sensitivity
Unyielding Integrity
4.2(a) Intensity to Win- Make customers successful, Team, Innovate, Excel
This is the desire to stretch, to achieve that which seems beyond our grasp. This is
aiming for maximum. This is the ardor to do our best, the hunger to be the best. This is
the devotion to challenging our limits, it is about realizing our potential, and about
expanding our potential.
It is not about winning at all costs. It is not about winning every time. It is not about
winning at the expense of others.
It is about working together to create synergy. It is realizing that I win when my team
wins, my team wins when Wipro wins and Wipro wins when its customers win, when
its stakeholders win.
It is about innovating all the time. It is a continuous Endeavour to do better than last
time.
It is the Spirit of fortitude, the Spirit of never letting go ever.
4.2(b) Act with Sensitivity:- Respect for Individual, Thought and Responsible
At its highest vision, respect for the individual is unqualified. The core of this sensitivity
lies in understanding that every being, however different, is equal. The spirit of
democracy underlies our notion of sensitivity Wipro infrastructure engineering believe
in a society where each citizen sees the ethic of equity, the essentiality of diversity, the
ethos of justice, and is thus driven to social action. It is seeing each of us is inextricably
embedded in the same social fabric.
The other source of respect is trust. Trusting that every individual is driven by learning,
that each individual would like to grow, that every individual strives for a meaningful
life and is intrinsically driven to do his/her best. Therefore, true respect means creating
conditions in which every individual grows to realize his/her promise and

potential.
Wipro infrastructure engineering is responsible for, and has an obligation to live in

harmony with ecological environment. Wipro should actively act to preserve nature, and
refrain from any action that harms ecology.
Thus, when Wipro act with thoughtfulness, act responsibly, act with empathy ultimately
it leads to act with sensitivity.
Unyielding Integrity- Delivering on commitments, Honesty and fair ness in action.
Integrity is a commitment to searching for and acting on the truth. Truth is a word with
many manifestations it means keeping ones word; it also means understanding and
realizing ones highest vision of oneself.
On integrity, there will be no compromise Wipro will always act to establish the
foremost standards of honesty and fairness.
Integrity is a beacon. It is what guides us, gives us direction it is not a laundry list of dos
and donts.
Integrity is being ethical beyond doubt. It is living the law of the land in spirit. It is what
will give us the confidence to stand up to any scrutiny.
4.3 Brand identity:

The 3 indivisible elements of the Wipro brand identity are
The Rainbow Flower as being -Youthful & Energetic, Multifaceted,

Innovative,Large & Vibrant
WIPRO being the name of the organization
Applying Thought as being Powerful,
Intellectual,
Futuristic,
Maturity
&Commitment to Innovation
RAINBOW FLOWER-Significance of the colours:
The rainbow flower symbolizes the energy of our diversity the dynamism of team Wipro
Green -- Fields, Prosperity, Freshness, Growth, Youth
Yellow - Sun, Warmth, Vitality, Aspirations
Red
-- Blood, Life giving, Dynamic, Auspicious
Violet -- Intelligence, Innovation, Mystery

Blue
-- Sky, Sea, Transparency, Natural
Wipro
A unique handwritten creation to reflect Wipro as a humane corporation

The typography is a scaled grid
Applying Thought
Wipros commitment & credo
Dimensions
Thinking for the customer
Application of Thinking
Continuous Application
Along with the Rainbow Flower, it is a commitment to uphold the Wipro values in our
quest to deliver Innovation, Quality and Superior Value to all our stakeholders.
4.4 Mission : Quality

Quality is fast becoming a word customers want to hear more often than they used to before. No
longer is Quality perceived to be just a buzzword in the corporate aisles, its touching customers
lives in more ways than imagine.
The term Six Sigma is synonymous with world-class quality. Sigma is a statistical expression
that indicates how defect free a process or a product is. It indicates the level at which the process
is performed. Higher the Sigma level, lower the number of defects. For Example: If our defect
rate is at Three Sigma level, we make 66,807 mistakes. At Six Sigma level, the
defect rate drops to 3.4 mistakes in a million, an improvement of more than 20,000
times.
Six Sigma, in broad terms, is the methodology to get breakthrough improvements in products
and processes, thereby ensuring Customer Satisfaction, Employee satisfaction and Business
financial success.
Six Sigma in Wipro is an umbrella initiative covering all Business Units and divisions. It was
adopted so that we could transform into a world-class organization. This means
Have our products and services meet global benchmarks

Ensure robust processes within the organization
Consistently meet and exceed customer expectations
Make Quality a culture within
The methodologies under Six Sigma covers all areas of the business such as Design &
development, Manufacturing, Service and all transactional processes. The Six Sigma
methodology brings in a strong data culture and statistical analysis at all levels of the
organization. It forces the organization to make decisions based on metrics and measurements
that are called Management by facts.Successful implementation of Six Sigma within Wipro has
taught us several aspects, which can help other organizations significantly if they decide to
embrace Six Sigma as their vehicle for change and transformation.
Product mix
Hydraulic Cylinders:Wipro infrastructure engineering produces a complete range of hydraulic cylinders
for Construction equipments, Earthmoving equipment, Material Handling equipment, Farm and
Agricultural equipments and Industrial equipments.
These cylinders are built to meet the stringent specifications of world renowned
equipment manufacturers.
5.2 Specification
Bore Diameter
40 - 425 mm
Max Stroke
up to 4600 mm
Working Pressure -
up to 400 bar
Applications:Material and Cargo Handling
Construction and earth moving

Equipment
Farm and agriculture Machinery
Industrial Applications
Special Appliances
PUMPS:-
Wipro infrastructure engineering manufactures Pumps for Trucks,

Industrial appliances etc. The customers for pumps are JCB, Tata motors, Mahindra &
Mahindra, Larsen & Turbo.
Specifications:
Axial Piston Pump (with 210 -280 bar pressure rating) designed for various truck
applications
Fixed deliveries with flow rates of 15 cc/rev to 120 cc/rev and speeds upto 2200 rpm
High volumetric efficiency
Interchangeable with other pumps as it meets DIN ISO mounting standards
Customized mounting to suit various PTO's and gearboxes
STANDARD AXIAL PISTON PUMPS

Model
cc/rev
Working pressure (bar)
WAP 330*11
21
210
WAP 430*11
28
210
WAP 330*17
34
210
WAP 430*17
44
210
WAP 331*17
48
250
WAP 531*13
60
250
WAP 531*17
80
250
WAP 325*11
15
280
WAP 325*17
23
280
WAP 525*11
25
280
WAP 525*17
40
280
WAP 525*19
44
280
WAP 625*17
50
250
5.3 Organization Structure:Organization structure defines the pattern of relationship among the components of the
organization. Organization is a diagrammatic representation of management positions or
departments.
The organization structure of WIPRO is chart which indicates the different departments,
divisions in to which the activities of the organization have been grouped and their relationships.
This structure shows the position held by different executives ands their subordinates in the
departments and divisions and it explains the authority and responsibility among them. The
organization charts also state the functions of each officer to whom he is responsible for his
work and the subordinate who is responsible to him.
Review of organization structure:Wipro Infrastructure engineering is maintaining their organization with centralized
authority, where many number of sub ordinates is managed. Where a chairman is the head of the
organization and followed by MD. Its function based structure is bounded to its
strategy, where its objectives and goals are aligned with its structure.
In Wipro infrastructure engineering, they can make quick decisions, co-ordinate, and
control and reduce problems in communication from top to bottom. Every post in the structure
has a clear role and added value to the way the organization works.
Presently the organization of
the WIPRO if following the line and staff
organization.
Functional Department
6.1 Production Department
Among all the function of management production is considered to be a very crucial
in any manufacturing organization. Production is the process by which raw material is converted
into finished goods.
The basic function of the production department is in producing goods which caters
the most vital need of marketing.
Structure of Production:-
FUCTIONS OF PRODUCTION:
The total staff working for the production department in Wipro infrastructure engineering
hindupur is 120. Mr.Subash is the production manager production head.
Maintenance Department:Wipro infrastructure engineering follows preventive form maintenance. All

machineries will be cleaned, oiled once in a month.
Imports:The major raw materials requirements for the Wipro infrastructure engineering are
CDC tubes, castings, forgings, alloy steels, non ferrous metals such as aluminum, copper, brass.
Some of the above materials are imported and others are available indigenously.
The total requirements of imported raw materials and components for
Current level of production is estimated to be:
Imported raw materials. . Rs. 4000 lacs
Imported Components. . Rs. 3200 lacs
Production Process-
Quality:M.P. Birla Institute of Management
The Wipro Infrastructure Engineering believes that the quality of

goods depends up on the two integral dimensions they are consistency and
continuous improvement. The company adopts the following strategies to improve the quality.
Carryout, undertake, and implement all its requirements for manufacture of safe goods
on on-going basis
Implement ISO9001 and ISO14001 fully in all aspects of operation.
Implementing of Six sigma concept.
Superior plating corrosion resistance - CASS 9.5
Cylinder level cleanliness-NAS level 7
Well-equipped metrology Lab and special-testing devices
Robust vendor Quality system and selection process
Technology :
Invested in Lean & Flexible manufacturing system
State-of-the-art technology for manufacturing across our facilities
Best-in-class machinery to produce Cylinders, Pumps and Valves for a wide range of
applications
6.2 Marketing Department:-
Marketing department is considered to be the one of the important

department in the organization. The marketing is the only department which will
interact with the customer and the marketers. Marketing department will transfer the goods from
plant to customer.
Marketing department performs many functions in the organization. The main
branches of the department are sales and service.
Business model:The company has wide verity of products it follows the principle of
continuous improvement. So the company performs many research activities on its products and
also has a customization in its products, in the modern world.
Marketing Channel:The availability of the products and services in the nearest place is one
of the important factors behind the successes of every business. The marketing channels are the
mediators of transfer of goods and services to the customer.
Wipro infrastructure engineering has very good marketing channels
and distribution. Wipro has both the direct marketing and indirect marketing. The company has
many sales outlets world wide.
Pricing strategies:Pricing plays a very important role in business activity. Wipro is basically
well known for its quality products. The company is also a leader, it stands first in India and
second place in the world. The company has good history as a price maker. Wipro has a good
pricing strategy for regular customer and also for new customers.
Exports:The bulk of the exports of the hydraulic cylinders products are taking place at Wipro
infrastructure engineering. Wipro used to sell products to the customers staying at Europe &
Asia. Some of the customers are Telcon, schwing, carraro, terex,Volvo, sandvik, terex &
caterpillar.
Basic Functions
Executive order:The department mainly executive order of the customers, when the order is
received by the company it is first processed by marketing department and then to various
department.
Obtain Approvals:-
The marketing department also should obtain approvals form

various departments regarding the execution of orders.
Issue of work order:The marketing department also should issue the work order regarding the
execution of order to respective department.
Arrange manufacturing order:The manufacturing order also been generated in this department, the
requirements of the customers are compiled accordingly. Then the order will be issued to
production department.
Billing:Billing will be done when the goods are about to dispatch then accordingly invoice is
prepared for the agreed price.
Payment:The payment made by the consumer is reviewed by the marketing department. If the
payment is not received on the date then the due date reminder has been issued.
Closure of the order:After the order has been dispatched and the payment is been received the order will
get closed after the settlement of the formalities of the company.
6.3 Finance Department:

Success of every organization lies on the management of the inflow and
outflow of finance. Over the year financial function in a business has assumed
greater significance. This reflects the fact that some businesses are now headed by
finance managers. The finance department has assigned the responsibilities of
managing the cash flow in such a manner that it would ensure that the organization
will have the means to carry out its objectives as satisfactorily as possible and at
the same time meet its obligation. Thus matters like cash budget,
forecasting is of great significance. In Wipro infrastructure engineering. Finance
department is headed by Mr. Sridhar,A.S he has vast experience in handling of that
department.
Mr. Sridhar.A.S
ACCOUNTANTS
Accounting Software:
Very organization is automated reaping the advantages of technology.
Even the Wipro Infrastructure engineering. is using SAP Package for its effective
accounting system.
Asset Accounting:
It is nothing but the total assets along with the depreciation along with them.
Depreciation of assets is done through Diminishing balance Method.
Taxes:
The company is enjoying the Tax benefits from 10years as Wipro
infrastructure engineering is located at industrial area.
Capital Structure:
Wipro infrastructure engineering is a subsidiary of Wipro ltd. Company
raised 86% of capital through equity shares owned by Wipro ltd. Remaining 14%
of capital raised through long term loans.
Sources of Short Term and Long Term Funds:

All the necessities of the funds are taken care by the corporate office located
in Bangalore.
Credit Period:Credit Period allowed to the customers depends on the customers good will. Normally
credit period allowed is 30 days, 45 days and 90 days. The payment period allowed for the
suppliers is 60 days.
Share Pattern:-
Foreign holdings
Govt/financial institution
Corporate bodies
Directors & their relatives
Other
8.03
1.81
2.45
79.58
7.59
6.4 Human resource Department:The Scope of human resources department is quite vast. All the major
activities or decision pertaining to employees are taken by that department such as
Planning, job design, job analysis, procurement, recruitment, selection, induction,
placement, training and development etc. In Wipro infrastructure engineering, this
department is also dealing with all activities of employees from entering into
organization to until he leaves, retires. This department is managed by Mr.
RAJASHEKAR.R.S
Mr. UMA MAHESHWAR RAO
EXECUTIVES
Recruitment and selection of employees:

In the company recruitment procedure is direct. Their recruitment process starts
from the ads in the newspaper in which they mention all requirements for particular job, through
consultants, campus recruitment, ITI, & employee reference. They fix the interview date and
venue. At the time of interview they check all documents and then interview on the basis of job.
Labor Union:There is no labor union in the organization. Here even the organization doesnt
encourage the labor unions.
Recruitment process:-
Collect information regarding candidates through advertisement.

Screening the application.
Short listing the candidates.
Interview date and time.
The candidates are give prior intimation regarding time and date of interview.
The methods used for interviewing are as follows.
Written test,
Personal interview.
Job test for technical job.
Confirmation orally or by writing.
Appointment order.
Induction programs;-
Induction program is conducted on the day of employee joins to the

company. The activities covered under the induction program are explaining the
history, introduction with top management, introduction with department wise. This induction
program will be conducted for 1-2days.
Safety and Security:Employees and workers are given proper training in handling up of the
machinery. Workers & employees are provided with helmets, bridges, gloves & goggles e.t.c.
Performance Appraisal:Wipro infrastructure engineering adopts the 180 degree of performance appraisal.
Where human resource manager will interacts with the employees and find his objectives later
on these objectives are discussed with the superiors and finally reviewed by head of the
department.
Uniform and identity cards:

All the staff wears uniforms as prescribed. The company supplies cloth Material for 2
sets of uniform once in 1years. The company also pays the stitching charge as may be decided
by the management.
Uniform should be maintained neat and clean.

Identity cards are given to each staff.
Uniform for the workers will be given with blue color and employees with the
combination of white and black.
Recreational Facilities:
Recreation helps to reduce tension from work and to relax for sometime. Tea &
snacks are provided twice a day to every employee at the table. This avoids idle time and makes
them fresh at work. Club is also provided to the employees.
Coordination among Departments:-
On observing the functions of each and every department we can

observe that each and every department activities are interrelated. In a nutshell to
sell a product we need to produce the product, hence the marketing department depends upon
the production department. To produce the product we need both monetary and non monetary
resources i.e. we need both money and laborers. Money management is done by the accounts
department and getting the necessary laborers to work is the activity of HR department.
The marketing department will govern the production department and see to it
production is done on time, so that selling takes place smoothly. The accounts department would
record the purchases, sales and see to it the production and sales are reaching the required target.
The personnel department acts as a grievance handler among the three departments and a
motivator making these employees work for the common goal of the country.
SWOT Analysis
The following is the SWOT analysis of Wipro Infrastructure Engineering

STRENGTHS
WEEKNESS
Supply of raw material is available
Non availability of the skilled labor &
throughout the year and production
employees because of location in rural
capacity is also fully utilized
areas.
Labor cost is relatively less as it is
Man power availability is seasonal during
located in rural area.
rainy season, Labor are more employed in
Company enjoys the benefit of tax

holiday and tax deferment of location at
agriculture.
Company
industrial area.
Adopting Japanese principles such as
six sigma and kaizhan to improve the
quality of products.
is
mainly
electricity for power.
depending
on
Cross
Continental
Geographical
Presence.
An
ISO
9001
&
ISO
14001
certification helps to strengthen its

brand Image
Opportunities
The market for hydraulic is growing at
Threats
The industry is developing and many
faster rate
new competitors are entering into the

sector, so that it could be considered as
Exports of hydraulic cylinders are
major threat for the industry
growing 15% yoy
Government policies in this sector are

Hydraulic products are also started
not stable they are changing regularly
using in agriculture sector

Market segments are very wide and it is
Public sector & private sector is
not possible for the company to enter

all segments
exclusively depending on hydraulic

equipment
Rise in inflection in manufacturing

New innovation products are using
hydraulic equipment
leads to increase in cost of production
RECRUITMENT AND SELECTION
RECRUITMENT:
EDWIN B FLIPPO
Defined recruitment as process of searching for prospective employees and
selection them to apply for jobs in the organization .
Recruitment represents the first contact that a company makes with potential employees. It is
through recruitment that many individuals will come to know a company, and eventually decide
whether they wish to work for it. A well-managed recruiting effort will result in high-quality
applicants. High-quality employees cannot be selected when better candidates do not know the
job-openings, are not interested in working for the company, and do not apply.
The recruitment process should inform qualified individuals about employment opportunities,
create a positive image of the company, provide enough information about the jobs so that
applicants can make comparisons with their qualifications and interests, and generate
enthusiasm among the best candidates so that they will apply for the vacant positions. Before
coming to the details of recruitment, it is useful to note that hiring contrary to

popular perception, is an ongoing process and not confined to the formative stages
of an organization. Employees leave the organization in search of greener pastures-some retire
and some die in the saddle. More importantly, an enterprise grows, diversifies, takes over other
units-all necessitating of new men and women. In fact hiring function stops only when the
organization ceases to exist.
For all companies the need to recruit or replace staff members with the right individuals is
essential. Thus the recruitment becomes an ongoing process. It is necessary to reduce the
recruitment cycle time to save the cost and time involved in the entire recruitment process.
Recruitment is an important activity in Wipro infrastructure ltd as it growing at a very fast rate
through diversification, mergers, acquisitions, and etcthus it is necessary to hire people
continuously in which recruitment becomes an ongoing process.
Because of extreme competition in todays world organization need to have a very efficient and
effective recruitment process, which should lead to reduction in time and cost involved in the
recruitment process. Longer the recruitment cycle time it leads to high cost tocompany.
Recruitment is a positive impact to an organization since it identifies and encourages applicants
to apply for the jobs. Additionally, many managers start recruiting only when someone is
leaving rather than establishing an ongoing recruiting program. Effective recruitment process
with the less time and increased effort results in success to the organization.
SIGNIFICANCE
In todays competitive world, organizations are growing at a very fast rate through
diversification, expansion, restructuring, mergers and acquisitions, takeover of other units It is
necessary to hire new men and women continuously. Henceforth recruitment is becoming very
important and more over an ongoing process. To increase the pool of qualified candidates at
minimum cost and to help organization to complete the process within a short time effectively
and efficiently. Longer the recruitment process it is a greater is the loss for an organization in
terms of costs like:
Leaving-Payroll and administration of leaver

Replacement-recruitment, interview time and associated fees.
Indirect cost-loss in productivity, loss in customer service/satisfaction.
Opportunity cost
Recruitment process is the foundation for any organization and this even leads to retention of the
employees. Hence it is necessary to reduce the time taken in an organization from the moment
an organization plans to put an advertisement about the job openings and till an organization
gives the offer letter .
Factors governing Recruitment

Recruitment is naturally subject to influence of several factors. These include internal
and external factors.
External Force:
Supply and Demand

Un-Employment
Rate
Labor Market
Political, Social &
Sons of Soil
Images
EXTERNAL FACTORS
Internal Forces
Recruitment
Recruitment Policy
HRP
Size of the Firm
Cost
Growth & Expansion
Of particular importance is the supply and demand of specific skills in the labor market. If the
demand for a particular skill is high relative to the supply, an extraordinary recruiting effort may
be needed. For instance, the demand for the programmers and the financial analysts is likely to
be higher than their supply, as opposed to the demand-supply relationship for non-technical
employees.
When the employment rate in a given area is high, the companys recruitment process may be
simpler. The number of unsolicited applicants is usually greater, and the increased size of the
labor pool provides better opportunities for attracting qualified applicants. On the other hand, as
the unemployment rate drops, recruiting efforts must be increased and new sources explored.
Labor market conditions in a local area are of primary in recruiting for most non
managerial, supervisory and middle management positions. So far recruitment for
executive and professional positions is concerned, conditions of all India market are important.
Another external factor is political-legal considerations. Reservation of jobs for SCs, STs,
minorities, and the other backward classes is a political decision. There is a strong case for
giving preference to people hailing from less-advantaged sections of the society. Reservation has
been accepted as inevitable by all sections of the society. The Supreme Court has agreed upon
50 per cent reservations of seats and jobs.
Preferences to sons of soil are another political factor. Political leaders clamors that preference
must be given to the people of their respective states in matters of employment.
The companys image also matters in attracting large number of job seekers. Blue chip
companies attract large number of applications. Often it is not the money is important. It is the
perception of the job seekers about the company that matters in attracting the qualified
employees.
INTERNAL FACTORS
One internal factor is the recruiting policy of the organization. Most organizations have the
policy on recruiting internally (from own employees) or externally (from outside the
organization). Generally, the policy is to prefer internal sourcing, as own employees know the
company well and can recommend candidates who fit are the organizations culture. Another
related policy is to have temporary and part-time employees. An organization hiring temporary
and part time employees is in a less advantageous position in attracting sufficient applications.
A major internal factor that can determine the success of the recruiting Programme is whether or
not the company engages in HRP .In most cases, a company cannot attract the prospective
employees in sufficient numbers and with required skills over night.
Size is the internal factor having its influence on the recruitment process .An organization with
one hundred thousand employees will find recruiting less problematic than an organization with
just one hundred employees.
Cost of recruiting is yet another internal factor that has to be considered.

Recruiting costs are calculated per new hire and the figure is considered nowadays.
Recruiters must, therefore, operate within budgets. Careful HRP and forethought by recruiters
can minimize recruitment costs.Finally, an organization registering growth and expansion will
have more recruiting on hand than one, which finds its fortune declining.
RECRUITMENT PROCESS:
The recruitment process comprises five interrelated stages, viz.
i.
ii.
iii.
iv.
v.
Planning,
Strategy development,
Searching,
Screening, and
Evaluation and control.
The ideal recruitment Programmed is the one that attracts a relatively larger number of
qualified applicants who will survive the screening process and accept positions with the
organization, when offered.
Recruitment Process
(i) Recruitment Planning

The first stage in the recruitment process is planning. Planning involves the translation of likely
job vacancies and information about the nature Of these jobs into a set of objectives that specify
the
Number and
Type of applicants to be contacted.
Number of contacts Organization, nearly, always, plan to attract more applicants than they will
hire. Some of those contacted will be uninterested, unqualified or both. Each time a recruitment
Programmed is contemplated, one task is to estimate the number of applicants necessary to fill
all vacancies with qualified people.
Type of Contacts This refers to type of people to be informed about the job
openings. The type of people depends on the tasks and responsibilities involved and
the qualifications and experience expected. These details are available through job description
and job analysis and person profile.
(ii) Strategy Development

Once it is known how many and what type of recruits are required, serious considerations needs
to be given to:
a.
b.
c.
d.
e.
Make or buy decisions;

Technological sophistication of recruitment and selection devices;
geographic distribution of labor markets comprising job seekers;
Sources of recruitment;
Sequencing the activities in the recruitment process.
Make or Buy Organization must decide whether to hire less skilled employees and invest on
training and education programmed, or they can hire skilled labor and professionals.
Technological sophistications The second in strategy development relates to the methods used
in recruitment and selection. This decision is mainly influenced by the available technology. The
advent of computers has made it possible for employers to scan national and international
applicant qualifications.
Where to look In order to reduce costs, organizations look into labor markets most likely to offer
the required job seekers. Generally, Companies look in to the national market for managerial
and professional employees regional or local markets for technical employees. And local
markets for clericals and blue-collar employees.
How to look How to look refers to the methods or sources of recruitment. These are several
sources and they may be broadly categorized into
Internal and
External.
Internal recruitment
Internal recruitment seeks, applicants for the positions those who are currently
employed. Internal sources include present employees, employee referrals, former
employees and former applicants.
The sources of recruitment are broadly divided in to internal sources and external
sources .internal sources are the sources within the organization pursuits. External sources are
sources outside organization pursuits.
INTERNAL SOURCE: internal sources include
Present permanent employees
Present temporary employees
Retrenched or retired employees
PRESENT EMPLOYEES: Usually organizations consider the candidates from this source for
higher level jobs due to:
Availability of most suitable candidates for jobs relatively or equally to the external
sources.
To meet the policy of the organization to motivate the present employees.

Due to utilize the above benefits Wipro also consider this sources
of recruitment for recruiting the candidates for higher level jobs at the company.
RETRENCHED OR RETIRED EMPLOYEES: The retirement age of the employees at
Wipro is 58 years. If the retired employees are most efficient the Wipro Company will appoint
them as a consultant for the company. It will utilize them as a source of company. It will utilize
them as a source of recruitment.
DEPENDENTS
OF
DECEASED,
DISABLED,
RETIRED
AND
PRESENT
EMPLOYEES: The organizations with a view to developing the commitment and loyalty of
not only the employee but also his family members and to build up image provide employment
to the dependents of deceased, disabled and present employees.
This source of recruitment is also implemented at Wipro company that is
if due to some reasons if the employee of the company dies it will not only provides a monetary
benefits to the employee but also it will provide a unique facility that is job for one
person of that family.
Evaluation of internal Recruitment

There are three major advantages of internal recruitment.
Firstly, it is less costly that external recruitment.
Secondly, organizations typically have a better knowledge of the internal candidates
skills and abilities than the ones acquired through external recruiting.
Thirdly, an organization policy of promoting from within can enhance employees orale ,
organizational commitment and job satisfaction.
Good performance is rewarded
There are few disadvantages of internal recruitment.
One theory is that the method simply perpetuates the old concept of doing things that
creative problem solving may be hindered by the lack of new talents.
Some organizations complain of unit raiding in which divisions compete for the same
people.
Thirdly, politics probably has a greater impact on internal recruiting and selection than
does external recruiting.
Candidates current work may be affected.
EXTERNAL SOURCES: External sources include

CAMPUS RECRUITMENT:
Companies realize that campus recruitment is one of the best sources for recruiting the cream of
the new blood.Wipro Company recruit the candidates at campus under indirect stream in order
to encourage the fresh blood and also creative knowledge at all the levels of the organization.
The techniques of campus recruitment includes:
Short listing the institutes based on the quality of students intake, faculty facilities and past
record .
From manpower
addition plan
Identify campus to
recruit on
Conduct preplacement talks
Secure place in
queue on each
campus
Check application forms of candidates
Conduct written
test for
knowledge
Interview
intensively for
competence
Cross check for

inconsistencies
Identify suitable
candidates
Stay in touch with

those who
Make job offers
Advise through
final years
specialization
M.P. Birla Institute of
Provide
support to
ease
stress
Management
Continue
informal
interactio
n
Selecting the recruiting team carefully.

Offering the smart pay rather than high pay package.
Presenting a clear image of the company and the corporate culture.
Present the company but do not over sell the company.
Getting in early .Make an early bird offer.
Focusing on career growth opportunities that the company offers to the
recruits.
Include young line managers and business school and engineering school
alumniin the recruiting team.
Build the relationships with the faculty, administrators and students to grab
them before the rivals do .
PRIVATE EMPLOYMENT AGENCIES: Consultants perform the recruitment functions on
behalf of a client company by charging fee. Line managers are relieved from recruitment
functions so that they can concentrate on their operational activities and recruitment functions is
entrusted to a private agency or consultants.
Wipro utilize this sources of recruitment for recruiting the candidates under
indirect stream. It will also recruit the candidates from training institutes like BHL, HAL etc.
PUBLIC EMPLOYMENT EXCHANGES: The Government set up public employment
exchanges in the country to provide information about vacancies to the candidates and to help
the organizations in finding out suitable candidates. The employment exchanges act 1959 makes
it obligatory for public sector and private sector enterprises in India to fill certain
types of vacancies through public employment exchanges.
In Wipro this source of recruitment is used under direct stream for recruiting the
candidates for non-management.
CASUAL APPLICANTS: Depending up on the image of the organization, its prompt response,
participation of the organization in the local activities, level of unemployment, candidates apply
casually for jobs through mail or hand over the applications in personnel department.
Wipro also utilize this source of recruitment depending up on its vacancies and
future requirements of the organization.
SIMILAR ORGANISATIONS: Generally, experienced candidates are available in
organizations producing similar products or are engaged in similar business. The management
can get most suitable candidates from this source. This would be the most effective source for
executive positions and for newly established organization or diversified or expanded
organizations.
Wipro utilize this sources of recruitment depending up on the employee
efficiency and also considering his personnel information, salary expectations and other benefits
expected by him.
WALK IN: The busy organizations and the rapid changing companies do not find time to
perform various functions of recruitment. Therefore, they advice the potential candidates to
attend for an interview directly and without a prior application on a specified date, time and at s
specified place. The suitable candidates from among the interviewees will be selected for
appointment after screening the candidates through tests and interviews.
This source of recruitment in Wipro utilize by giving advertisements through famous
newspapers to attend the interviews.
HEAD HUNTING: The companies request the professional organizations to search for the best
candidates particularly for the senior executive positions. The professional organizations search
for the most suitable candidates and advise the company regarding the filling up of the position.
Wipro utilize this source of recruitment under indirect stream for recruiting
the candidates for management posts.
BODY SHOPING: Professional organizations and the hi-tech training institutes develop the
pool of human resources for the possible employment. The prospective employers contact these
organizations to recruit the candidates. Otherwise, the organizations themselves approach the
prospective employees to place their human resources. These professional and training
institutions are called body shoppers and these activities are known as body shopping.
Wipro get the information about the candidates from professional
organizations and training institutions like BHL, HAL for recruiting the candidates under
indirect stream.
BUSINESS ALLAINCES: Business alliances like acquisitions, mergers and takeovers help in
getting human resources.
If any alliances take place at Wipro it get the human resources depending up
on the goals of organizations and also efficiency of the persons.
E-RECRUITMENT: The technological revolution in E-recruitment helped the organizations to
use internet as a source of recruitment. Organizations advertise the job vacancies through the
World Wide Web internet. The job seekers send their applications through E-mail or internet.
Under e-recruitment Wipro infrastructure ltd recruit only under indirect stream
that is recruiting the candidates for management posts in the company.
Evaluation of External Recruitment

External sources far outnumber the internal methods. Specifically sources external to an
organization are professional or trade associations, advertisements, employment exchanges,
college/university/institute placement services, walk ins and write ins, consultants, contractors,
displaced persons, radio and television, acquisitions and mergers and competitors.
Advantages of external recruitment are as follows

Benefits of new skills, new talents and new experiences to organizations.
Compliance with reservation policy becomes easy
Scope for resentment, jealousies and heart bum are avoided
Disadvantages of external recruitment are as follows;
Better morale and motivation associated with internal recruiting is denied to the
organization
It is costly
Chances of creeping in false positive and false negative errors.
Adjustment of new employees to the organizational culture takes longer time.
(iii) SEARCHING
Once a recruiting plan and strategy are worked out, the search process can begin. It involves two
steps
(a) Source Activation
(b) Selling
Source Activation Typically, Sources and search methods are activated by the issuance of an
employee requisition. This means that no actual recruiting takes place until line managers have
verified that a vacancy does exist or will exist.
Selling a second issue to be addressed in the searching process concerns

communications. Here, organizations walk a tightrope. On one hand, they want to
do whatever they can do to attract desirable applicants. On the other, they must resist the
temptation of overselling their virtues.
(iv) Screening
Screening of applications can be regarded as an integral part of the recruiting process, though
many view it as the first step in the selection process. The selection process will begin after the
applications have been scrutinized and short-listed. Applications received in response to
advertisements are screened and only eligible applicants for an interview. Interview is conducted
by a selection committee comprising the vice-chancellor, Registrar and subject experts. Here,
the recruitment process extends up to screening the applications. The selection process
commences only later.
(v) EVALUATION AND CONTROL

Evaluation and control is necessary as considerable costs are incurred in the recruitment process.
The costs generally incurred are:
Salaries for recruiters
Management and professional time spent on preparing job description, job
specifications, advertisements, agency liason, and so forth.
Cost of advertisements or other recruitment methods, that is, agency fees.
Cost of producing supporting literature
Recruitment overheads and administrative expenses.
SELECTION
MEANING AND DEFINATION: After identifying the sources of human resources, searching
for prospective employees and stimulating them to apply for jobs in the organization, the
management has to perform the function of selecting the right employees at the right
time. The obvious guiding policy in selection is the intention to choose the best
qualified and suitable job candidate for unfilled job. The objective of the selection decision is to
choose the individual who can most successfully perform the job from the pool of qualified
candidates .the section procedure is the system of functions and devices adopted in a given
company to ascertain whether the candidates ,Specifications are matched with the job
specifications and requirements or not. The selection procedure cannot be effective until and
unless:
Requirements of the job to be filled have been clearly specified.
Employee specifications have been clearly specified.
Candidates for screening have been attracted.
Thus the development of job analysis, human resources planning and recruitment
are necessary perquisites to the selection process. A break down in any of these processes can
make even the best selection system ineffective.
ESSENTIAL OF SELECTION PROCEDURE: The selection process can be successful if the
following requirements are satisfied:
Some one should have the authority to select. This authority comes from the employment
requisition, as developed by an analysis of work load and work force.
There must be some standard of personnel with which a prospective employee may be
compared that is a comprehension job description and job specification should be available
beforehand.
There must sufficient number of applicants from whom the required number of employees
may be selected.
FACTORS AFFECTING SELECTION DECISION: The goal of selection is to sort out are
eliminate those judged unqualified to meet the job and organizational requirements. Where as the
goal of recruitment is to create a large pool of persons available and willing to work. That it is said
that recruitment tends to be positive while selection tends to be positive.
A number of factors affect the selection decision of candidates. The important

among them are:
Profile matching
Organizational and social environment.
Successive hurdles.
Multiple correlations..
PROFILE MATCHING: Tentative decision regarding the selection of candidates is taken in
advance. The scores secured by these known candidates in various tests are taken as a standard to
decide a success or failure of other candidates at each stage. Normally, the decision about the
known candidates is taken at interview stage. Possible care is also taken to match the candidates
bio date with the job specifications.
ORGANISATIONAL AND SOCIAL ENVIRONMENT: Some candidates who are eminently
suitable for the job, may fail as successful employees due varying organizational and social
environment. Hence candidates specifications must match with not only job specifications but also
match with organizational and social environment.
SUCCESIVE HURDLES: In this method hurdles are created at every stage of selection Process.
Therefore, applicants must successfully each and every screening device in case of successive
hurdles.
MULTIPLE CORRELATIONS: Multiple correlations are based on the assumption that a
deficiency in factor can be counter balanced by an excessive amount of another. A candidate is
routed through all selection steps before a decision is made. The composite text score index is
taken in to accounting the selection tests. Hence for border lines cases multiple correlation method
is useful and for other successive hurdles method is useful.
SELECTION PROCEDURE:
Steps in selection procedure:
JOB ANALYSIS: Job analysis is the basis for selecting the right candidate. Wipro
infrastructure ltd finalize the job analysis, job description, job specification, and
employee specifications before proceeding to the next step of selection.
RECRUITMENT: Recruitment refers to the process of searching for prospective employees and
stimulating them to apply for jobs in an organization .It is the basis for remaining techniques of
the selection and the latter varies depending upon the former.
APPLICATION FORM: Application form is also known as application blank. The technique of
application blank is traditional and widely accepted for securing information from the prospective
candidates. It can also be used as a device to screen the candidates at the preliminary levels.
Wipro formulate their own style of their application forms depending up on the requirement of
information based on the size of the company, nature of the business, type and level of the job etc.
They also formulate different application forms for different jobs at different levels so as to solicit
the required information for each job. Information is generally required on the following items in
the application forms:
personal background information

educational attainment
work experience
salary
personal details and
references.
WRITTEN EXAMINATION: In Wipro they conduct written examination for the qualified
candidates after they are screened on the basis of the application blanks so as to measure the
candidates ability in arithmetical calculations, to know the candidates attitude towards the job, to
measures the candidates aptitude, reasoning, knowledge in various disciplines, general knowledge
and English language.
PRILIMINARY INTERVIEW: The preliminary interview is to solicit necessary information
from the prospective applicants and to assess the applicants suitability to the job. These may be
conducted by an assistant in the personal department. The information thus provided by the
candidate may be related to the job or personal specifications regarding education,

experience, salary expected, aptitude towards the job, age, physical appearance and
other physical requirements etc. thus, preliminary interview is useful as a process of eliminating
the undesirable and suitable candidates. If a candidate satisfied the job requirements regarding
most of the areas, he may be selected for the further process.
GROUP DISCUSSION: The technique of group discussion is used in order to secure further
information regarding the suitability of the candidate for the job. Group discussion is a method
where groups of the successful applicants are brought around a conference table and are asked to
discuss either a case study or a subject matter. The
Candidates in the group are required to analyze, discuss, find alternative solutions and
select the sound solution. A selection panel then observes the candidates in the areas of initiating
the discussion, explaining the problem, soliciting unrevealing information basing on the given
information and using common sense, and mediating arguments among the participants and
summarizing or concluding aptly.
TESTS: The most vital technique of selection which gained significance in the recent years is
testing. It would be difficult for the organization to evaluate the candidates performance only on
the basis of application blank and interviews. Employment tests help the management in
evaluating the candidates suitability to the job. The test are called psychological tests because
psychologists have contributed a lot in developing these tests.
GUIDES TO TESTING: Dale s.beach suggested the following guidelines for the employment
test.
Tests should be in addition to other selection techniques as entire tests can only provide
information about a part of total behavior of a candidate.
Tests information should be taken into consideration to find out candidates weakness
rather than strengths.
Tests are helpful in picking a most likely successful group from a large group rather than
successful individuals.
A tests should be tested in ones own organization as a valid test in one that
measures what it is supposed to measures.
Tests can be held only in case of failure of others selection devices in providing
satisfactory information.
Test administrators should not heavily depend upon the test score in making decision
regarding selection of a candidate.
CONCEPTS OF TESTING: Testing concepts include

JOB ANALYSIS
RELIABILITY
VALIDITY
JOB ANALYSIS: One of the important testing concepts is job analysis as it provide basic
information about the type of the candidate needed by the organization. Job specification and
job requirements provide information about the demands made by a job on the incumbent,
where as employee specification gives the information about the characteristics, qualities,
behavior of the employee needed to perform a job successfully. Thus, employee specification
is the basis to decide upon a particular test or tests and minimum acceptable score in order to
test whether the candidates possessed the required amount and degree of behavior and
qualities like intelligence, aptitude to perform the job successfully.
RELIABILITY: After identifying the tests the administrator of test should ensure the
reliability of test .Reliability of a test refers to the level of consistency of score or results
obtained throughout a series of measurements. If a person obtains same or similar score in the
tests conducted in first, second and third time, under the same conditions, it is said that the test
is reliable. The reliability of any selection technique refers to its freedom from systematic
errors of measurement or its consistency under different conditions.
VALIDITY: Any selection device should aim at finding out whether a candidate possessed the
skills or talents required by a particular job or not. Each selection test aims at finding out
whether a candidate possessed that particular skill or not. Each selection test
aims at finding out whether a candidate possessed that particular skill or not.
Each test aims at finding out whether a candidate possessed the nature and level of intelligence
essential to perform the job. If intelligence test is effective in measuring the level of
intelligence, then it can be said that test is valid.
After the tests reliability and validity are tested, the personal manager has to develop a testing
programme. The following steps can be followed in installing a testing programme.
Formulation of the objectives of testing programme.
Analysis of jobs to identify those characteristics that appears necessary for job
success.
Making of a tentative choice of test for a try-out.
Administering of that test to an experimental group of people.
Establishing of criteria for job success.
Analysis of results and making of decisions regarding test application.
TYPES OF TESTS:
Tests are classified in to five types. There are:
APTITUDE TEST: These tests measures whether an individual has the capacity or talent ability
to learn a given job if given adequate training. Aptitude can be divided in to general and mental
ability or intelligence and specific aptitudes such as mechanical, clerical, manipulate capacity etc.
1. Intelligence test: These tests in general measure intelligence of a candidate. In detail these tests
measure capacity for comprehension, reasoning, word fluency, verbal comprehension, numbers,
memory and space. Other factors such as digit spans both forward and backward,
information known, comprehension, vocabulary, picture arrangement, and object
assembly.
2. Mechanical aptitude test: These tests measure the capacities of spatial visualization, perceptual
speed and knowledge of mechanical mater. These tests are useful for selecting apprentices, skilled,
mechanical employees and technicians.
3. Psychomotor tests: These tests measure abilities like manual dexterity, motor ability and eyehand coordinator of candidates. These tests are useful to select semi skilled workers and workers
for repetitive operation like packing, watch assembly.
4. Clerical aptitude tests: Measure specific capacities involved in office work. Items of this
include spelling, computation, compression, copying, word measuring etc.
ACHEIVEMENT TESTS: These tests are conducted when applicants claim to know something
as these are concerned with what one has accomplished. These tests are more useful to measure
the value of specific achievement when an organization wishes to employee experienced
candidates. These tests are classified into:
1.Job knowledge test: under this test a candidate is tested in the knowledge of a particular job. For
example a junior lecture applies for a job of a senior lecture in commerce, he may be tested in job
knowledge where he is asked questions about accountancy principles , banking, law, business
management etc.
2.Work sample test: Under this test a portion of actual is given to the candidate as a test and a
candidate is asked to do it. If a candidate is applied for a post of lecture in a management he may
be asked to deliver a lecture on management information system as a work sample test.
SITUATIONAL TEST: This test evaluates a candidate in a similar real life situation .In this test a
candidate is asked either to cope with a situation or solve critical situations of a job.
1.Group discussions: This test is administered through group discussion approach to solve a
problem under which candidates are observed in the areas of initiating, proposing valuable ideas,
conciliating skills, oral communicating skills, co-ordinating and concluding skills.
2.In basket: situational test is administered through basket. The candidate in this test
is supplied with actual letters, telephone and telegraphic message, reports and
requirements by various officers ,adequate information about job and organization. The candidate
is asked to take decisions on various items based on the in basket information regarding
requirements in the memorandum.
INTEREST TEST: These tests are inventories of likes and dislikes of candidates in relation to
work, job, occupations, hobbies are recreational activities. The purposes of this test is to find out
whether a candidate is interested or disinterested in a job for which he is a candidate and to find
out in which area of the job the candidate is interested. The assumption of this tests is that there
is high correlation between interest of a candidate in a job and job success. Interest inventories are
less faked and they may not fluctuate after the age of 30.
PERSONALITY TEST: These tests prove deeply to discover clues to an individual value system
his emotional reactions and maturity and characteristic mood. They are expressed in such traits
like self confidence, tact, emotional control, optimism, decisiveness etc.
1. Objective tests: Most personality tests are objective test as are suitable for group testing
and can be scored objectively.
2. 2.Projective test :candidates are asked to project their own interpretation of certain
standard stimulus situations basing on ambiguous pictures , figures etc. under these test
FINAL INTERVIEW: Final interview is usually followed by testing .This is most essential
step in the process of selection. In this test the interviewer matches the information obtained
about the candidate through various means to the job requirements and to the information obtained
through his observation during interview.
TYPES OF INTERVIEWS: The types of interviews are as follows :
Informal interview: This is the interview which can be conducted at any place by any person to
secure the basic and non-job related information .The interaction between the candidate and the
personal manager when former
meets the latter to enquire about vacancies or additional
particulars in connection with the employment advertisement is an example of informal interview.
Unstructured interview: In this interview the candidate is given the freedom to

tell about himself by revealing his knowledge on various items , his background,
expectations, interest etc. Similarly the interviewer also provides information on various items
required by the candidate.
CORE INTERVIEW:
It is normally between the candidate and the line executive or experts on
various areas of job knowledge , skill, talent etc. This interview may take various forms like:
1.Back ground information interview: This interview is intended to collect the information which is
not available in the application blank and to check that information provided in the application
blank regarding education, place of domicile, family, health, interests, hobbies, likes, dislikes,
extracurricular activities of the applicant.
2.Job and probing interview: This interview aims at testing the candidates job knowledge about
duties, activities, methods of doing the job, problematic areas, methods of handling those areas
etc.
3.Stress interview: This interview aims at testing the candidates job behavior and level of
withstanding during the period of stress and strain. Interviews tests the candidates by putting him
under stress and strain by interrupting the applicant from answering, criticizing his opinions,
asking questions pertaining to unrelated areas, keeping silent for unduly long period after he has
finished speaking etc.
4.Group discussions interview: There are two methods of conducting group discussions
interviews. They are:
A. Group interview method
B. Discussion interview method
All the candidates are brought together into one room that is interview room and are
interviewed one by one under group interview. This method helps a busy executive to save
valuable time and gives a fair account of the objectivity of the interview the candidates.
Under the discussion interview method one topic is given for discussion to
the candidates who assemble in one room and they are asked to discuss the topic in
detail. This type of interview helps the interviewer in appraising, certain skills of the candidates
like initiative, inter personal skills, dynamism, presentation, leading, comprehension,
collaboration etc.
5.Formal and structured interview: In this type of interview, all the formalities, procedures like
fixing the value, time panel of interviewers , opening and closing, intimating the candidates
officially etc are strictly followed in arranging and conducting interview. The course of the
interview is preplanned and structured , in advance, depending on job requirements. The questions
items for discussion are structured and experts are allotted different areas and questions to be
asked. There will be very little room for the interviews to deviate from the questions prepared in
advance in a sequence.
6.Panel Interview: Interviewing of candidates by one person may not be effective as he cannot
judge the candidates indifferent areas owing to lack of knowledge and competence in multiple
areas and disciplines. Hence most organizations invite a panel of experts, specialized in different
areas to interview the candidate. A panel of experts interviews the each candidate, judges
individual and prepares consolidated judgment based on experts judgment and weightage of each
factor. This type of interview is known as panel interview. This type of interview is more effective
as each candidate is prepared by an expert in relevant areas. Experts should be cautioned against
over accuracy, excessive weightage to a particular factor, domination of other experts etc.
7.Depth interview: In this type of interview, the candidate would be examined extensively in core
areas of knowledge and skills of the job. Experts in that particular field examine the candidates by
posing relevant questions as to extract critical answers from them, initiating discussions regarding
critical areas of the job, and by asking the candidates to explain even minute operation of the job
performance. Thus the candidate is examined thoroughly in critical areas in the interview.
DECISION-MAKING INTERVIEW: After the candidates are examined by the
experts including the line managers of the organization in the core areas of the job,
the head of the department concerned interviews the candidates once again, mostly through
informal discussion. The interviewer
examines the interest of the candidate in the job,
organization, o the working conditions, career planning, promotional opportunities, work

adjustment and allotment etc. The personal manager also interviews the candidates with a view to
find out their reaction regarding salary, allowances, benefits, promotions, opportunities etc. The
head of the department and the personal manager exchange the views and then they jointly inform
their decision to the chairman of the interview board, who finally makes the decision about the
candidates performance and their ranks in the interview.
INTERVIEW PROCESS: Interview is not a single step. It is a process consisting of several

steps. The major steps are grouped in to four categories. They are
(a) Preparation for the interview
Appropriate type of interview

The areas to be tested
Type of and No. of Interviews
Review the Information
(b) Conduct the interview
Open the Interview

Get Complete & accurate information
Record Observation & impression
Guide the Interview
Check the Success of the Interview
Close the interview
(d) evaluate interview results
(a) PREPARATION FOR THE INTERVIEW: Advance preparation for interview is essential
as it permits focusing its coverage on the vital aspects and it helps the interviewer to
remember and absorb many impressions and facts. The following preparations have to be
made by the organization before starting an interview.
Choose the appropriate types of interviews based on the job requirements and the
nature of the interviews discussed earlier.
Identify the knowledge, skill areas to be examined through interviews based on job
requirements.
Determine the type and number of interviews :interviews should be selected based on
personnel characteristics , technical competence, initiative, common sense, general
smartness, ability to inspire confidence, capacity to work in a team and

potential for growth.
Interviews may be drawn from personal specialists, line managers concerned, experts in
the discipline concerned , from academics, practitioners and psychologist.
Review of the information collected in advance through other selection methods,

finding out the validity of those methods, the scores obtained etc. The information
available in the application blank should be thoroughly checking regarding.
Decide up on the administrative arrangements.
Finalize the physical setting including time which would be convenient to

interviewees and interviewers.
Determine the coverage of the interview: Generally the interview should cover the
areas like relevance of qualifications and experience to job requirements, gaps in
employment history and causes therefore, reasons for choosing course , school,
occupation etc., likes and dislikes, sense of humor, quickness of reaction, ability to
recognize thoughts, manner and poise, cultural level etc.
Find out the conditions under which the interview technique is effective.
(b) CONDUCTING THE INTERVIEW: The next major step in the interview process is
conducting the interview. To conduct the interview effectively is difficult and hence most of
the line managers avoid this task.
The interviewers should take much care in the process of conducting interview in view of
the scope for committing mistakes at various levels. Adequate information from the candidate can
be obtained by listening to and observing rather than talking too much. Further, interviewers very
often commit the following mistakes:
Indulging in discourtesy and rudeness.
Arriving at conclusions before the interview is over.
Asking questions mechanically.
Feeling shyness in asking questions.
Failing to observe the behavior and tap the unexplored areas.

However, such mistakes by interviewer can be avoided by selecting competent
interviewers, training and developing them.
The various sub-activities of conducting the interview are:

(a)Open the interview: The interviewer has to open the interview with a conscious effort and
with conducive voice, speech and appearance during the first few minutes of the interview.
This helps the interviewer to establish a rapport with and gain the confidence of the
interviewee.
(b)Get complete and accurate information: The interviewer should get full information
relating to skill, knowledge, aptitude, traits of the candidate. The best way of getting full
information is by structured interview.
(c)Recording of observations and impressions: The interviewer has to record his
observations and impressions in the course of interview with a view to manage the
information system for evaluating the candidates suitability at the later stage.
(d)Guide the interview: Guiding the interview is essential as:
To have sufficient discussion on a topic.
To lead the applicant tactfully and surely towards the interview goals.
Some applicants are talkative and some are intelligent in giving information which
they know and in avoiding others areas.
Applicant sometimes is reticent.
(e) Check the success of the interviewer: The success of the interviewer in
interview can be checked through the following items:
conducting the
Making favorable impression on the candidate on the beginning
of the interview.
Refraining from making judgement at the beginning.
Putting the candidate at ease.
Giving chance for further discussion.
Asking questions at right time, clearly and in appropriate language.
Avoiding unnecessary interference.
Avoiding expression of approval or disapproval of any attitude.
Talking to a minimum.
Guiding the interview.
Obtaining relevant and adequate information.
(C)CLOSING THE INTERVIEW: Closing of interview is as important as its

commencement and it should end pleasantly. The interviewer may show some signs of the close of
the interview at an appropriate time. Interview results should be evaluated after closing the
interview.
(D)EVALUATION OF INTERVIEW RESULTS: The interviewer evaluate the

candidates strengths and weakness against the job and organizational requirements. The
evaluation is generally based on the observations, impressions and information collected during
the course of interview. However, the final decision about the suitability of candidate to the job is
made on the basis of the results of all selection techniques. But the interview results influence the
selection decision much more than any other technique. The evaluation may be in descriptive from
or regarding from or rating form. The interviewer has to strike a fine balance between the job
requirements and employee values skills, knowledge etc.
REFERENCE
CHECKS: After completion of final interview and medical
examination, the personal department will engage in checking references.

Candidates are required to give the names of references in their application forms. This references
may be from the individuals who are familiar with the candidates academic achievement or from
the applicants previous employer, who is well versed with the applicants job performance , and
some times from co-workers. reference checks are taken as a mater of routine and treated casually
are omitted entirely in many organizations, but a good reference check used sincerely with fetch a
useful and reliable information to the organization.
FINAL DECESION BY THE LINE MANAGER CONCERNED: The line manger concerned
has to make the final decision whether to select or reject the candidate after soliciting the required
information through different techniques. The line manager has to take much care in taking the
final decision not only because of economic implications and of the decisions but also because of
behavioral and social implication. A careless decision of rejecting would impair the morale of the
people and they suspect the selection procedure and the basis of selection of this organization. A
true understanding between line manager and personal manager should be establish to take proper
decisions.
EMPLOYMENT: Thus, after taking the final decision the organization has to intimate this
decision to the successful as well as unsuccessful candidates. The organization sends the
appointment orders to the successful candidates either immediately or after sometime depending
upon its time schedule.
SELECTION PROCEDURE FOLLOWED AT WIPRO
The selection procedure followed at WIPRO as follows

Direct stream
Indirect stream
DIRECT STREAM
LEVEL1:In level one they will conduct the technical test for the period of 60min to the
fitter,Weldor,electrician, mechanist etc. according to their requirements they will set bench mark
for the selection of the candidates.
LEVEL2: The candidates who are selected in level 1 for them personal interview will be
conducted by the HR manager for the time period of 5to 10 minutes to know about the
candidates exceptions regarding company and their job etc.
LEVEL3: The candidates who are selected in the personal interview for them placement will be
allotted in the company after this induction program will be conducted according to the
candidates job requirements.
LEVEL4: Probation period for the candidates in direct stream will be for the period of 6
months. On the job training will be conducted for the period of 21 months. For every 6, 12, and
18 months appraisal will be conducted.
INDIRECT STREEM:
LEVEL 1: In level 1 the resumes will be get from the job consultants and these will be initialy
checked by the HR manager to know about the qualification, back ground and experience of the
candidates.
LEVEL2: The candidates who was selected in level 1 for them second round interview will be
conducted by the HR manager of the company to discuss about compensation rolls and
responsibilities etc.
LEVEL 3: In level 3 for the selected candidates medical test will be conducted in
Bangalore at APOLLO. After medical test internal check will be conducted
LEVEL4: After the candidates are placed in their post they will send to Bangalore unit to
understand the industrial culture. Probation and training period will be conducted for the period
of one year.
PLACEMENT
INTRODUCTION:
When once the candidate reports for duty, the organization has to place him initially in
that job for which he is selected. Immediately the candidate will be trained in various related jobs
during the period of probation of training or trail. The organization, generally, decides the final
placement after the initial training is over on the basis of candidates aptitude and performance
during the training period. Probation period generally ranges between six months and two years. If
the performance is not satisfactory, the organization may extend the probation or ask the candidate
to quit the job. If
the employees performance during the probation period
satisfactory, his services will be regularized and he will be placed permanently on a

job.
DEFINATION: Placement is the determination of the job to which an accepted candidates is to
be assigned and his assignment to that job. It is a matching of what the supervisor has reason to
think he can do with the job demands, it is a matching of what he imposes and what he offers in
the form of payroll, companionship with others, promotional possibilities etc. It is not easy to
match all the factors to the new employee who is still unknown to many. So the new employee is
placed as a probationer until the trail period is over.
Collect details about the employee
Construct the employees profile
Match between subgroup profile and individuals

profile
Compare sub group profile to job family profile
Match between
job family profiles and sub group
INDUCTION
profiles
Introducing the new employee who is designated as a probationary to the job, job
location, surroundings, organizational surroundings, various employees is the final step of
employment process. Some of the companies do not lay emphasis on this function as they view
that this function will automatically performed by the colleagues of the new employees. This is
more so in educational institutions. This process gain more significance as the rate of turnover is
very high among new employees compared to senior employees. This is mainly because of the
problem of adjustment and adoptability to the new surroundings and environment. Further
induction is essential as the newcomer may feel insecure, shy, nervousness and disturbing. This
situation leads to instability and turnover . Hence induction plays pivotal role in
acquainting the new employee to new environment, company rules and regulations.
DEFINATION: Induction is the process of receiving and welcoming of employee when he

first joins a company and giving the basic information he needs to settle down quickly and
happily and start work.
In Wipro infrastructure ltd Lecture, handbook, film, group seminar, are used to
impart the information to new employees about the environment of the job and the organization
on order to make the new employee acquaint himself with the following heads.
About the companies history, objectives, policies, procedures, rules and regulations,
codes etc.
About the department.
About the superiors, subordinates etc.
ABOUT THE COMPANY:
History, growth, organization, products, market, customers, etc of the company.
Basic conditions of employment- hours of work, shift, holidays, retirement benefits.
Pay, allowances, deductions.
Sickness rules, information pay-sick leave.
Leave rules casual, special, earned, -holidays, vacation.
Work rules, work load, use of materials, equipment, machine.
Disciplinary rules and procedure.
Grievance procedure.
Career path, promotion channel.
Unions negotiating machinery.
Education, training and development facilities.
Health, safety, medical care arrangements.
Canteen and restaurant facilities.
Social benefits and welfare measures.
Telephone calls and correspondence.
Traveling and subsistence expenses.
Uniforms, clothing.
ABOUT THE DEPARTMENT: The departmental head concerned introduces the new
employee to the important employees and describes briefly about the department and the job.
Then the supervisor concerned introduced the employee in the section describes in detail the job
or work, material, machine, equipment with which the worker has to work, process of the
production, his position in the departmental organization structure, work distribution,
assignment, working hours, shift, quality to be maintained, customers/users of the product or
service etc.
ABOUT THE SUPERIORS, SUBORDINATES ETC:
Introduce the new employee to the superior to whom he should report.
Introduce to other superiors with whom his work is indirectly related.
Introduce the new employee to his subordinates with whom he has to work.
Introduce the new employee to the subordinates who will report to him.
Introduce the new employee to his colleagues.
OBJECTIVES OF INTRODUCTION: While introducing the new employee, the supervisor or

manager should aim at:
Putting the new employee at his ease.
Creating interest in his job and the company.
Providing basic information about working arrangements.
Indicating the standards of performance and behavior expected of him.
Information him about training facilities.
Creating the feeling of social security.
Minimizing the reality shock which would be caused due to incompatibility caused
between the employee expectations and actually what the company provides
regarding pay, benefits, status, working conditions, responsibility etc.
INDUCTION PROCESS: The induction process is as follows:
Reporting for duty at a certain place to the head of the department concerned.
The head of the department welcomes the new employees.
Introduction to the organizational/branch head by the head of the department.
Organizational/branch head introduces to important employees and describes

about the organization.
Department head introduces to all employees of the department, describes the

department, total work of the department etc.
Supervisor concerned introduces to his co-workers in that section to the

work/job, material, machine.
Providing information about the duties, responsibilities, rights,

facilities, provisions welfare measures etc.
Supervisor clarifies the doubts of the new employee about the work.
Company gaining advantages of induction:
First impression matters a good deal and results is less turnover.
New comer adjusts himself to the work quickly, and it saves the time of
the supervisor.
Reduces employee dissatisfaction and grievances.
Develops a sense of belongingness and commitment.
Findings Recommendations & Conclusion
9.1Findings:
Organization culture of Wipro Infrastructure Engineering is informal, where every

person can directly meet to High authority without any systematic way.
All departments in the company work efficiently.
All the employees and laborers work very hard towards achieving the organization goal.
Plant manger of Wipro infrastructure engineering is very efficient and able to manage
the structure with different shifts in a day.
Security concerns in Wipro infrastructure engineering do not allow the

outsiders to enter into the factory without prior appointment.
The employee turnover in this industry is very less compared with IT & ITES services
this way organization benefits form employee attrition rate.
An ISO 9001 & ISO 14001 certification helps to strengthen its brand Image
Wipro infrastructure engineering follows different pricing strategies for its customers.
9.2 Suggestions:-
Wipro infrastructure engineering should focus on customers and it should continue

customer loyalty for long time, by maintaining proper quality for ever.
The hydraulic sector is booming towards exports, as Wipro is already export oriented it
should diversify its activities more towards exports.
Wipro Infrastructure Engineering should invest more in its infrastructure to expand its
production and business operations.
The R&D department should concentrate more efficiently in developing new

types of products.
The company has to take initiative of providing effective reward system in the
organization.
The company should concentrate more on its advertisement it helps to increase revenue.
Wipro Infrastructure Engineering should reduce its process time in the production
department.
Company should focus on increasing the interaction level among employees.
The
organization has to provide some team building activities in the organization which
could helps to improve quality of work force.
Forecasting the growth of hydraulic industry some more investment has to be invested
for expansion.
9.3 Conclusion:-
Wipro Infrastructure Engineering is one of the best companies to work with because of its
pleasant environment. The experience in the organization was great because I have learnt many
practical concepts and came to know how actually the organization works. I had good practical
exposure from all the departments. The study also helped me how the organization divided and
delegate the authority and also the responsibility to the various department.
As per the data collected about Wipro Infrastructure Engineering is expected to grow further in
providing employment opportunities & performing its social obligation. It can be seen there is a
good competition between the companies in this sector are focusing more on
customer satisfaction.
The export market is also booming in a wide span, so the organization can grow very soon as
this is also mostly concentrated on exports.
Balance sheet:
Consolidated balance sheet:
Sources of funds
2008
2007
Shareholders funds
Share capital
2923
2918
40
35
113991
93042
Shares issuable
Shares issuable to
controlled trust
Share application money
pending allotment
Reserves and surplus
116954
95995
2072
1489
42778
2338
44850
3827
116
30
161920
99852
Goodwill
42209
9477
Gross block
56280
37287
Less: accumulated
28067
18993
Net block
28213
18294
Capital work in progress
13370
10191
83792
37962
16022
33249
529
591
6664
4150
Loan funds
Secured loans
Unsecured loans
Minority interest
Application of funds
Fixed assets
depreciation
and advances
Investments
Deferred tax asset
Current assets,loans and
advances
Inventories
Sundry debtors
40453
Cash and bank balance
39270
19822
Loans and advances
29610
17454
115997
70433
Liabilities
39890
34350
Provisions
14530
8033
54420
42383
61577
28050
361920
99852
29007
Less: current liabilities

and provisions
Net current assets
BIBLIOGRRAPHY
BOOKS
K.Aswathappa (2003), Human Resources and Personnel

Management, 3rd edition, New Delhi: Tata McGraw-hill publishing
company Ltd.
Rao, V.S.P. (2006), Human resource management,2nd edition New

Delhi: Excel Books.
JOURNALS
Human capital
ICFAI HRM Review
Web sites
www.google.com
www.wipro.com
www.wiproinfra.com
www.scribd.com
www.wiprocorporate.com

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AN ORGANIZATIONAL STUDY

Wipro Infrastructure Engineering

M.P.BIRLA INSTITUTE OF MANAGEMENT

S.Sathyanarayana of M.P.Birla institute of Management, Bangalore.

M.P. Birla Institute of Management

I Rohith .T.N, student of Master of

M.P.Birla Institute of Management, Bangalore here by declares that this report

M.P. Birla Institute of Management

Its my privilege in writing this acknowledgement to thank all those

M.P. Birla Institute of Management

1.1 objectives of internship

1.2 limitations of study

1.3 methodology used for study

1.4 research type

Chapter 2:Industry profile

2.1 Historical growth of industry

2.2 Applications of hydraulic components

2.3 Manufactures of hydraulic components & 8

Chapter 3: Company profile

3.2 Acquisition &joint ventures

3.3 Corporate social responsibility

3.4 Company promoters

3.5 Business units

3.6 Time line of company

3.7 Manufacturing units

M.P. Birla Institute of Management

Chapter 4: Vision & Mission

4.1 Customer support & distribution channel

4.2 Values of wipro infrastructure engineering

4.2(b)Act with sensitivity

4.3 Brand identity

Chapter 5: Organization structure

5.2 Product specifications

5.3 Organization structure

Chapter 6: Functional Department

6.2 Marketing Department

6.3 Finance Department

6.4 Human resource Department

Chapter 7: SWOT Analysis

7.1 Strength & Weakness

7.2 Opportunities & Threats

Part B :: Recruitment & Selection process

M.P. Birla Institute of Management

Meaning & Definition

Chapter 10: Annexure

10.1 Balance sheet

M.P. Birla Institute of Management

Wipro Infrastructure Engineering (formerly Wipro Fluid Power) provides

M.P. Birla Institute of Management

1.1 Objectives of internship training:

To know the organization structure of the company.

M.P. Birla Institute of Management

To know functions of various departments such as production, marketing,

1.2 Limitations of the Study:

1.3 Methodology used for Organization study:

M.P. Birla Institute of Management

1.4 Research Type:

2.1Historical Growth of Industry

M.P. Birla Institute of Management

Wipro Rec & Sel

Wipro Rec & Sel

Wipro Rec & Sel