Human Resource Management Project

Phase 1: Job Analysis and Selection

Group 7, Division C

Soham Biswas C024

Pranav Gupta C043
Ankita Dey C046
Riti Saha C055
Shubham Kanodia C056

Under the guidance of

Dr. Sateesh Shet

JOB DESCRIPTION FOR DIGITAL SALES MANAGER

Job Title: Digital Sales Manager Job Code: 100001

Department: Sales/Business Development Reports to: Associate Vice President

Reported by: HR Location: Mumbai

Prepared on: February 06th 2021 Valid Upto: March 16th 2021

Job Purpose / The role is responsible for supporting the sales team by acquiring business and

Summary generating opportunities related to Digital Transformation solutions in the form

of new or existing clients as per the Annual Business plan of the organization.

Key • Generate leads in the area of digital transformation solutions from new

Responsibilities or existing clients.

• To analyze business trends, understand customer requirements and

communicate them to the internal teams.

• To prepare a business case and create a business plan for the

opportunities/verticals/segments identified.

• To prepare end-to-end proposal and estimation based on Organizational

guidelines

• To Research, analyze, identify and execute new strategic initiative

projects in line with company goals.

• Plan the entire customer visit and coordinates with multiple

stakeholders to make the customer visit a success

• Provide solution to the requirements in the RFP under the guidance of

senior members
 • Prepare the Resource Loading Sheet (RLS)and costing

• Conduct Technical Workshops at customer locations as per need

Skills and • Ability to work collaboratively with multiple stakeholders in a global

Abilities business environment

• Exceptional analytical and quantitative problem solving skills

• Ability to communicate complex ideas effectively, both verbally and in

writing

• Strong record of leadership in academic, professional or extracurricular

setting

• Ability to drive sales independently

• Familiarity with data reporting languages like SQL

Qualification Min Qualification: Bachelor’s Degree

and Experience Pref Qual: Advanced Graduate Degree (e.g. MBA)

Experience: 2 years with advanced degree or 3-5 years of proven tech sales or

client acquisition experience

CAREERS
CAMPUS RECRUITMENT

Requirement (2+ exp in Tech/Sales)

1) Aptitude test: A multiple choice 30 mins online test including quantitative and logical

questions would be conducted to test the candidate’s ability to react and perform to

situational tasks at work. The details of the test would be shared on email with shortlisted

candidates.

2) Psychometric Test: An 20 min online psychometric test essentially which provide

insights into candidate’s cognitive abilities and indicate the potential to excel in a position or

a career would be the next step of the recruitment process. The details of the test would be

shared on email with shortlisted candidates.

3) Group Discussion / Case Discussion: Based on the pool size of the applicants, a group

discussion would be conducted to assess the communication skills of the candidate.

Additionally, they serve as excellent way to reduce the high number of applicants and hence

streamline the further recruitment process. Moreover, the topics for the discussion could be

deliberately chosen in the field of Technology to gauge the candidate’s cognizance of the tech

space. Few of the sample GD Topics could be:

• Is Technology making us less human?

• Is India ready for 5G?

• Impact of Artificial Intelligence and IoT on our lives

• Impact of Technology and automation on future jobs

LATERAL RECRUITMENT

Requirement (3-5 yrs work ex in relevant area), MBA

1) CV Screening + Reference verification: Applications could be scouted from various job

portals where the corresponding job is listed. Preferrably, the applications which referred by

the current employee of the organization is screened and reviwed by the HR department.

Further, as an additional measure a verification is done for the referring employee to assess

the credibility of the candidate.

2) Online Technical Test + Psychometric Test: Past the screening of the CVs, a

preliminary assessment in the form of a combined 60 min online proctored test would be

conducted. The format and the structure of the assessment would be same as discussed above

for the campus recruitment.

INTERVIEW PROCESS

Interviews will be common for both Campus and Lateral Recruitments. The Interview

Process has been divided into 3 segments:

1) Round 1: Technical

2) Round 2: Sales and People Management

3) Round 3: HR

Technical Interview Round 1

Initial Assessment: Assessing the initial knowledge and understanding of the candidate

towards coding and data driven technical Skills and gauging his extent of relevant experience

from the previous job.

Tentative Questions

What kind of Projects have you done in your previous job/ Internships and Briefly explain,

what was your role in that particular job/Internships?

Which coding languages are you familiar with, if any and how would you like to rate yourself

in SQL and other programming skills/toolset?

Do you have any familiarity with latest Digital technologies such as Hadoop, Big Data,

Machine learning and reporting tools like Tableau.

In depth Assessment: Based on the skillset of the candidate, questions should be asked with

the candidates. Technical questions pertaining to primary skills such as SQL could be asked.

If the candidate is unfamiliar with any coding language/tool, the questions could be asked in a

pseudocode manner to test his logical and analytical thinking skills.

Tentative Sample Questions

A question around SQL could be asked to check his understanding of the primary skill.

EmpId Project Salary Variable

121 P1 8000 500

321 P2 10000 1000

421 P1 12000 0

Table – Employee Details

 EmpId Full Name ManagerId DateOfJoining City

121 John Snow 321 01/31/2014 Toronto

Walter
321 986 01/30/2015 California
White

Kuldeep New
421 876 27/11/2016
Rana Delhi

Table – Employee Salary

Write an SQL query to fetch records that are present in one table but not in another

table.

Write a query to fetch employee names and salary records. Display the employee

details even if the salary record is not present for the employee.

Then a few questions around pseudocode can be asked to test logical and analytical skills

thinking of a candidate such as Questions arounds loops and sorting numbers, swapping two

numbers, etc.
Puzzle Based/On the spot Logical Questions: A few puzzle /riddles based questions could

be asked from the candidate to test his on the spot skills and level of patience. Few of the

sample questions could be:

Ant and Triangle Problem: Three Ants are sitting at the corners of an equilateral triangle.

Each Ant starts randomly picks a direction and starts to move along the edge of the triangle.

What would be the probability that none of the ants will collide?

Burning Rope Problem: A man has two ropes of varying thickness. Each rope burns in 60

minutes. He actually wants to measure 45 mins. How can he measure 45 mins using only

these two ropes given that he can’t cut the one rope in half because the ropes are non-

homogenous and he is unsure about how long they will actually burn?
Technical Interview Round 2

These are open-ended and situational questions that encourage candidates to speak at length

about their approach to planning, problem-solving, and decision-making. The best candidates

will be metrics-driven and will have exceptional communication skills. They will

demonstrate success through numbers and have strong work samples to share.

The following questions will also test the candidate’s knowledge about digital sales and will

give the interviewer insights regarding how well the candidate knows Wipro and his role, and

whether he/she will be able to do justice to it.

The following are a list of questions that the interviewer can ask in this round:

a. Why do you want to work in sales?

b. Explain your experience with sales management.

c. From what you know of our company, what partnerships do you think would

be beneficial?

d. What do you like and dislike about the sales process? How comfortable are

you with upholding it?

e. Tell me about a time you failed to meet your sales goals and how did you

handle it?

f. What’s your management style?

g. Tell me about a time you had to deal with a difficult employee or a colleague?

h. What strategies do you use to motivate a team?

i. What has been your biggest success so far in your career?

j. How do you manage stress among your team members?

k. Give an example of a tough decision you had to make.

l. What are your biggest management strengths and weaknesses?

HR Round (Cultural Fit)

The interview will start with some generic questions about the candidate to get to know the

candidate better. The questions asked here are:

a. Tell me something that is not there in your CV

b. Tell us some skills which you think are required for this job role

c. Strengths and areas where you should improve yourself (only for campus

recruitment)

Apart from these generic questions, it is important that we check that the candidate fits the culture of

Wipro. A successful candidate with just the right talents will not be able to match his or her beliefs

with the values of the company, and this is a disaster formula. There are high risks of leaving quickly

for a cultural misfit. The four values which Wipro believes in are:

• Be passionate about clients’ success

Wipro believes that its success depends on the success of its clients. The employees in

Wipro should value their clients above anything else and should be customer centric.

• Be global and responsible

Wipro wants its employees to take up responsibilities on their own. They are expected to

maintain a deep relationship with their teammates, clients and their communities.

• Treat each person with respect

Wipro values transparency which allows its employees to learn and grow. It ensures

diversity of thought of cultures and of people.

• Unyielding integrity in everything we do

Integrity is a value Wipro believes in. Integrity is not only about following the law but

also delivering on commitments. It is about honesty, fairness and being ethical even in the

toughest of circumstances.

The candidate needs to be evaluated on the basis of the above values. The table below will

help us assess the candidate against Wipro’s value system during the HR Round of the

selection process.

Values Questions

Passionate about clients’ success What are two or three qualities a person needs

to deliver strong client relationship?

Global and responsible As the IT companies are 24×7, would you like to

overwork in the projects at the required times?

Do your work in any shifts? Morning, night, etc.

What are two or three qualities a person needs

to deliver strong client relationship?

Treat each person with respect If you are not able to complete some task

assigned by your friend ( who is boss now) how

will you tell him that it is difficult to complete in

given time?

how will you work under pressure when you

have a lot of dependencies?

If You Have Staff That Reports to You, How

Would They Describe You?

When You've Started a New Job, How Did You

 Build Relationships?

Unyielding integrity What do you do when you need to admit your

mistakes?

How have you dealt with failure in the past?

Tell me about a time when you paid the price to

maintain integrity.

3) Interview:

1. Technical Round 1 (Role related technological skills)

2. Technical Round 2 (Sales and people management skills)

3. HR Round (Cultural Fit)

PLAGIARISM CHECKER

https://searchenginereports.net/view-plag-

report/7110f2e2ae573a0d25150590fa465126.html