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.

Industry profile
The word "hydraulics" originates from the Greek word hydraulics 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

Historical 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.

APPLICATIONS OF HYDRAULIC COMPONENTSHydraulic 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 airplanes, 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.

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.

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

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 million. Wipro Acquired Info crossing 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 an all cash consideration of approximately 264

 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. 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

GIRISH PARA
Executive director & joint CEO IT Business

VINEET AGARWAL
Presedint Wipro consumer care& lighting

SURESH VASWANI
Executive director & joint CEO IT Business

ANURAG BEHAR
Cheif executive Wipro Infrastructure Engg & corporate VP

T K KURIEN
Global programs& strategic initiatives

PARTIK KUMAR EXECUTIVE VP HR, CORPORATE BRAND & COMMUNICATION

SURESH SENAPATHY EXECUTIVE DIRECTOR & CFO

Business units:
IT, BPO, Services, Consulting Services R&D IT, BPO, Services, Consulting Services R&D Consumer Infrastructure & Intuitional Market

Wipro Technologies

Wipro InfoTech

Wipro Consumer Care

Wipro Infrastructure Engineering

IT

&

Business IT Services &

Personal Care, Baby

Precision Engineered Hydraulic Products &

Process Services for US, Europe & Japan

Products for India, Care & Wellness US & Europe Products; Domestic & Institutional Lighting; Furniture

Solutions for Infrastructure & related industries

Revenue contribution: 69%

Revenue contribution: 18

Revenue contribution: 7%

Revenue 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 precisionengineered 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.

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 Hydraulic to 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.

Manufacturing Units
Domestic:-

Hindupur India

Bangalore India

Chennai

International:-

Skelleftia, Sweden

Liang, Sweden

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

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.

Values of WIPRO Infrastructure Engineering:-

Intensity to Win Act with Sensitivity Unyielding Integrity

(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.

(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.

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 colors: The rainbow flower symbolizes the energy of our diversity the dynamism of team Wipro

Green Youth

-- Fields, Prosperity, Freshness, Growth,

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.

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. Specification Bore Diameter Max Stroke 40 - 425 mm up to 4600 mm up to 400 bar

Working Pressure -

Applications:Material Handling and Cargo

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 gearbox

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.

CHAIRMAN

MANAGING DIRECTOR

PRODUCTION DEPT

QUAILTY DEPT

MARKETING DEPT

FINANCE DEPT

HUMAN RESOURCE DEPT

MAINTAINANCE

SUPERVISORS

EXECUTIVES

ACCOUNTANTS

EXECUTIVES

Functional Department

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:

ASSEMBLY TESTING FINISHED GOODS LOGISTICS

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 lacks Imported Components. . Rs. 3200 lacks Imported Components. Rs. 7200 lacks

Production Process-

Quality: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

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. The company has many sales outlets worldwide. marketing and indirect

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 Talon, 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.

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

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.

Need for the study

An Organizational goal can be achieved when right people are recruited and placed in the right position of the organization . This is the fundamental reason for recruitment and selection to be consider as inevitable for the effective working organization. By placement the company gets fulfill desired candidates for the specific working condition. Induction is necessary to reduce reality shock and also it develops a since of belongingness and commitment. So a need was felt to conduct a study on recruitment selection and placement and induction which aim at finding the overall process of the recruitment, selection, placement, and induction conducted at the Wipro company.

SCOPE FOR THE STUDY

The present study aims at analyzing the recruitment, selection, placement, and induction policy in WIPRO. The study has a wide scope in generating good awareness levels, regarding recruitment, selection, placement and induction policy in both management and employees which helps a lot in planning and implementing the right and suitable policy in organization. The explores the views expressed by the respondents about the adequacy of existing system there by examine critically and providing solution in an attempt to better the system.

Objectives of the study:

To know the perception of the employees about the recruitment and selection procedure.

TO study the various methods of recruitment and selection process in WIPRO.

TO know the factors which affect recruitment.

To find out the effect of recruitment and selection process on organization success. TO study suitable techniques to attract the desirable candidates.

The obvious guiding policy in selection is the intention to choose the best qualified and suitable job candidate for un filled job.

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.

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.

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.

RECRUITMENT AND SELECTION OBJECTIVES OF RECRUITMENT:

To attract people with multi-dimensional skills and experiences that suit the present and future organization strategies.

To induct outsiders with a new perspective to lead the company. To infuse fresh blood at all levels of the organization.

To develop an organization culture that attracts competent people to the Company. To search or head hunt pouch people whose skills fit the companies Values. To devise methodologies for assessing psychological traits. To seek out non convectional development grounds of talent. To search for talent globally and not just within the company. To design entry pay that competes on quality but not on quantum.

PURPOSE AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potential qualified job candidates . specifically the purposes are to:

Determine the present and future requirement of the organization in Conjunction with its personnel planning and job analysis activities.

Increase the pool of job candidates at minimum cost.

Help increase the success rate of the selection process by reducing the number of visible under qualified or overqualified job applicants.

Help increase the probability that job applicants ,once recruited and selected , will leave the organization only after a short period of time.

Meet the organization s legal and social obligations regarding the Compensation of its workforce

Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase organizational and individual effectiveness in the short term and long term.

Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

RECRUITMENT POLICY:
Recruitment policy of any organization is derived from the personnel policy of the same organization. In other words the former is a part of the latter. The factors should be taken into consideration in formulating recruitment policy: Government policies Personnel policies of other competing organizations Organizations personnel policies Recruitment sources Recruitment needs Selection criteria & preference etc.

Impact of personnel policies on Recruitment policies:

Recruitment policies are mostly drawn from personnel policies of the organization. According to Dale Yoder & Paul D. Standohar general Personnel policies provide a variety of guidelines to be spelt out in recruitment policy. After formulation of the recruitment policies, the management has to decide whether the centralized the recruitment function. Recruitment practices vary from one organization to another. Some organizations like commercial banks resort to centralized recruitment while some organizations like the Indian Railway resort to decentralized recruitment practices.

CENTRALIZED Vs DECENTRALIZED RECRUITMENT

Recruitment practices vary from one organization to another. some organizations like commercial banks resort to centralized recruitment while some organizations like the Indian railway resort to decentralized recruitment practices.

Merits of centralized recruitment:

Average cost of recruitment per candidate /unit should be relatively less due to economies of scale. It would have more expertise available to it. It can ensure broad uniformity among human resources of various. Units/zones of education, skill, knowledge, talent etc It should generally be above malpractices, abuse of powers Favoritism, bias etc. It should facilitate interchangeability of staff among various units. It enables the line managers of various units and zones to concentrate on their operational activities by relieving them from the recruitment functions. It enables the organization to have centralized selection procedure o promotional and transfer procedure etc. It ensures the most effective and suitable placement to candidates. It enables centralized training programmers ,which further brings Uniformity and minimizes average cost of staff.

Merits of decentralized recruitment:

The unit concerned concentrates only on those sources/places. The unit gets most suitable candidates as it is well aware of the requirements of the jobs regarding cultural, traditional, family background aspects, local factors, social factors etc

 Units can recruit candidates as and when they are required Without any delay. The units would enjoy freedom in finding out, developing the Sources, in selecting and employing the techniques to stimulate the candidates. The unit would relatively enjoy advantage about the availability Of information, control and feedback and various functions of recruitment.

The unit would enjoy better familiarity and control over the employment it recruits rather than on employees selected by the central recruitment agency.

FACTORS GOVERNING RECRUITMENT

Given its key role and external visibility, recruitment is naturally subject to influence factors. These include external as well as internal forces:
External Force: Supply and Demand Un-Employment Rate Labor Market Political, Social & Sons of Soil Images Internal Forces Recruitment Recruitment Policy HRP Size of the Firm Cost Growth & Expansion

SUB SYSTEMS OF RECRUITMENT:

The recruitment consists of the following sub functions Finding out and developing the sources where the required number and kind of employees will be available. Developing suitable techniques to attract the desirable candidates employing the techniques to attract candidates.

 Stimulating as many candidates as possible and asking them to apply for jobs irrespective of number of candidates required. Management has to attract more candidates in order to increase selection ratio(i.e. number of applications per one job vacancy)in order to select the most suitable candidates out of the total candidates out of the total candidates. Recruitment is positive as it aims at increasing the number of applicants and selection somewhat negative as it selects the suitable candidates in which process the unsuitable are automatically eliminated. Though function of recruitment seems to be easy a number of factors make performance of recruitment a complex one. RECRUITMENT STRATAGIES:

1.In sourcing or outsourcing:

Companies recruit the candidate employ them train and develop them and utilize the Human Resource of these candidates is called in sourcing. Some organizations employ and develop the candidates with a view to provide the human resources to other organization .Some companies depend for their human resource requirements on such external whose core business is to provide human resource. This strategy is called out sourcing. 2. Vast and fast source: The fast developing IT industry and high technology oriented Industry invariably require vast human resource within the short period. The best strategy to get vast human resource immediately is interne

RECRUITMENT PROCESS:
Recruitment refers to the process of identifying and attracting job seekers so as to build a poll of qualified job applicants. The process comprises five interrelated stages, Planning Strategy development Searching Screening Evaluations and control. The ideal recruitment programmer is the one that attracts relatively larger number of qualified applicants who will survive the Screening process and accept positions with the organizations, when offered. Recruitment programmers can miss the ideal in many ways. By failing to attract an adequate applicant pool. By under/over selling the organization. By inadequately screening applicants before they enter the Selection process
Job Analysis Employee Requisition

Personal Planning

Screening

To Selection

Job Vacancy

Recruitment Planning s Types

Searching Activation Selling Massage Media Applicant Pool Potential Hires

Strategy Development Where How When Applicant Population Evaluation& Control

SOURCES OF RECRUITMENT 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 Dependents of deceased, disabled ,retired and present employees Present permanent employees: Organizations consider the candidates from this sources for higher level jobs due to: 1 availability of most suitable candidates for jobs relatively or equally to the external sources, 2. To meet the trade union demands 3. To the policy of the organization to motivate the present employees. Present temporary employees: Organizations consider the candidates from this Source to fill the vacancies relatively at the lower level owing to the availability of suitable candidates or trade and pressures or in order to motivate them on the Present job.` Retrenched or retired employees: Generally a particular organization retrenches The employees due to lay-off. The organization takes the candidates for employment from the retrenched employees due to obligation , trade union pressure and the like. Sometimes the organization prefer to reemploy their retired employees as a token of their loyalty to the organization or to postpone some inter-personal conflicts for promotion etc. Dependents of deceased, disabled, retired and present employees: some Organizations with a view to developing the commitment and loyalty of not only the employees but also his family members and to build up a image provide employment to the dependents

of deceased, disabled and present employees. Such organizations find this source as an effective source of recruitment. Importance of internal source : Organizations prefer this source to extent for the following reasons: Internal recruitment can be used as a technique of motivation. Morale of the employees can be improved. Suitability of the internal candidates can be judged better than the external candidates as, known devils are better than unknown angles. Loyalty, commitment, a sense of belongingness, and security of the present employees can be enhanced. Employees psychological needs can be met by providing an opportunity for Advancement. Employees economic needs for promotion, higher income can be satisfied. Cost of selection can be minimized. Cost of training , induction, orientation, period of adaptability to the Organization can be reduced. Trade unions can be satisfied. Social responsibility towards employees may be discharged. Stability of employment can be ensured. EXTERNAL SOURCE: External sources are those sources which are outside the Organizational pursuits. Organizations search for the required candidates from these sources for the following reasons. The suitable candidates with skill, knowledge , talent etc are generally available. Candidates can be selected without any pre-conceived notion or Reservations. Cost of employees can be minimized because employees selected from this Sources are generally placed in minimum pay scale.

Expertise, excellence and experience in other organizations can be easily brought into the organization. Human resources mix can be balanced with different background, experience, skills et Latest knowledge, skills, innovative or creative talent can also be flowed into the organization is thing will also broadens their personality Long-run benefit to the organization in the sense that qualitative human resources can be brought. 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. 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 Conduct preplacement talks Identify campus to recruit on 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 Stay in touch with those who

Conduct written test for knowledge

Identify suitable candidates Make job offers

accept Advise through final years specialization

Provide support to ease stress

Continue informal interaction

 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 alumni in the recruiting team. Build the relationships with the faculty, administrators and students to grab them before the rivals do . PRIVATE EMPLOYMENT AGENCIES: public employment agencies or consultants like ABC. Consultant in India performs the recruitment functions on behalf of a client company by charging fee. Line managers are relieved from recruitment function so that they can concentrate on their operational activities and recruitment functions is entrusted to a private agency or consultants .But due to limitations of high cost, ineffectiveness in performance ,confidential nature of this function ,managements sometimes do not depend on this source. However, these agencies function effectively in the recruitment of executives. Hence these are called executive search agencies. PUBLIC EMPLOYMENT AGENCIES: 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 exchange act, 1956 makes it obligatory for public sector and private sector enterprises in India to fill certain types of vacancies through public employment exchanges. These industries have to depend on public employment exchanges for specified vacancies. PROFESSIONAL ORGANISATION: professional organizations or associations maintain complete bio-data of their members and provide the same to various organizations on requisition. They also act as an exchange between their members and

recruiting firms in exchanging information, clarifying doubts etc. Organizations find this source more useful to recruit the experienced and professional employees like executives, managers, engineers.

DATA BANKS: The management can collect the bio-data of the candidates from different sources like employment exchanges, educational training institutes, candidates etc and feed them in the computer. It will become other sources and the company can get the particulars as and when it needs to recruit.

CASUAL ALLICANTS: Depending up on the image of the organizations, its prompt response, participation of the organization in the local activities, level of unemployment candidates apply for the jobs through mail or hand over the applicants to the personnel department. This would be a suitable source foe temporary and lower level jobs. SIMILAR ORGANISATION: Generally experienced candidates are available in organizations producing similar products or are engaged in similar business. The management can get suitable candidates from this source. This would be most effective source for executive positions and for newly established organizations or diversified or expanded organizations.

TRADE UNIONS: Generally, unemployed or underemployed persons or employees seeking change in employment put a word to the trade union leaders with view to getting suitable employment due to latters intimacy with management. As such the trade union leaders are aware of the availability of candidates .In the view of this fact and in order to satisfy the trade union leaders ,management enquire trade union for suitable candidates. Management decides about the sources depending candidates needed, time lapse etc. up on the types of the

MODERN SOUCES OF RECRUITMENT:A number of modern recruitment sources and techniques are being are being used by the corporate sector in addition to traditional sources and techniques. These sources include techniques

WALK-IN: The busy organizations and the rapid changing companies do not find time to perform various functions of recruitment. They advice potential candidates to attend for an interview directly and with out any prior applications on a specified date ,time and at a specified place. The suitable candidates from among the interviewees will be selected for appointment after screening the candidates through tests and interviews. CONSULT-IN: The busy and dynamic companies encourage the potential job seekers to approach them personally and consult them regarding the jobs .The companies select the suitable candidates from among such candidates through the selection process. 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 advice the company regarding the filling up of the positions. Head-hunters are also called search consultants.

BODY SHOPPING: Professional organizations and the hi -tech training institutions 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 called as body shopping. BUSINESS ALLIANCES: Business alliances like acquisitions, mergers, and takeovers help in getting human resources. In addition , the companies do also have alliances in sharing their human resources on ad-hoc basis. It does mean that , the company with surplus human resources offers the services of their employees to other needy organizations.

TELE RECRUITMENT: The technological revolution in telecommunication helped the organization to use internet as source of recruitment. Organizations advertise the job vacancies through word wide internet. The job seekers send their applications through email or internet .Alternatively job seekers place their CVs in the world wide internet , which can be drawn by prospective employees depending upon their requirements.

RECRUITMENT TECNIQUES: Recruitment techniques are the means or media by which management contracts prospective employees or provides necessary information or exchanges ideas or stimulates them to apply for the jobs. Management uses different types of techniques to stimulate internal and external candidates. Techniques useful to stimulate internal candidates are Promotions Transfers Techniques useful to stimulate external candidates: Present employees Advertising Scouting PROMOTIONS: Most of the internal candidates would be stimulated to take up higher responsibilities and express their willingness to be engaged in the higher level jobs if management gives them the assurance that they will be promoted to the next higher level. TRANSFERS: Employees will be stimulated to work in the new sections or places if management wishes to transfers them to the places of their choice. PRESENT EMPLOYEES: Management can contact, persuade the outsiders to apply for jobs in the organization through the recommendations to the candidates by the present employees, trade union leaders etc. SCOUTING: Scouting means sending the representations of the organizations to various sources of recruitment with a view to persuading or stimulating the candidates to apply for jobs. The representatives provide information about the company and exchange information and ideas and clarify the doubts of the candidates. ADVERTISING: Advertising is widely accepted technique of recruitment, though it mostly provides one way communication. It provides the candidates in different sources, the information about the job and company and stimulates them to apply for

jobs. It includes advertising through different media like newspapers, magazines of all kinds, radio, television etc. RECRUITMENT PRACTICES: Various surveys conducted in foreign countries reveal that various organizations use the following sources of recruitment in the order of the relative practice : employment referrals, casual applicants ,advertising, local educational institutions, public employment exchanges and unions. Industries in India depend on the following source Internal sources. Lists of a central pool of candidates from which vacancies are filled. Public employment exchange. Casual laborers. Lab our contractors. Candidates introduced by friends and relatives. Private employment agencies/consultants. Campus recruitment like Indian institutions of management, Indian institutes of technology, Indian institute of science, national institute for training industrial engineers. Sons of soil. Specified communities and categories

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: Someone 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. Whereas 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, 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: and

 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 CONCEPTS OF TESTING: Testing concepts include 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 program me. The following steps can be followed in installing a testing program me.

 Formulation of the objectives of testing programs me. 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 eye-hand 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 promotions, opportunities etc.

salary, allowances, benefits,

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

(c) 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 conducting the interview can be checked through the following items:

Making favorable impression on the candidate on the beginning of the

interview. Refraining from making judgment 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 sometimes from co-workers. reference checks are taken as a matter 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 profiles

Findings Recommendations & Conclusion

Findings:-

Recruitment and selection requires understanding the clients business requirements and parameters. It was noticed that the recruiters are looking for the experience candidates only. The recruiter will use technical test for selection procedure to select the candidates. The recruiters will source the resumes through portals and screen the resumes according to the client requirement. It was also found that job portals are using as a major source for recruiting the candidates. The recruiter will inform the interview date and time to the candidate through making calls to the candidate.

Suggestions:-

Information regarding any interviews and other openings at various platforms should be disclosed to the candidates earlier. It is better to maintain the update record of candidates whom do they come to You and drop their CV. Response is to be given to the candidates as early as possible. Candidates are to be perfectly routed while they have been attending the interviews in companies. You are supposed to receive their calls with out any failure in working hours. They should ask about the candidates expecting pay package in the initial screening itself. The recruiters will also consider the fresher and skilled persons. Train the employee to understand the client business.

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.

Questionnaire
1. What is your recruitment policy? What clauses does it contain? (a) Organizational objects (b) sources of recruitment (c) Need for the requirement (d) cost of recruitment 2. How your consultancy screen the resume? (a) Acc- to requirement (b) client requirement 3. What kind of sources are using to convey the vacancies? (a) job portal (b) news papers (c) personal network 4. What type of screening process will be run in your organization? (a) Face to face (b) Telephonic (c) mailing 5. Where the recruitment process will be done? (a) Vizag (b) Bangalore (c) Hindupur 6.I which department the recruitment process will takes place? (a) Concern department (b) HR department (c) Both 7. What factors affecting to attract the candidates? ( ) ( ) ( ) ( ) ( ) ( ) ( )

(a) Internal(b) External(c) Both 8.Basically what category of people preferred by your consultancy? (a) Fresher (b) work experienced (c) both 9How many members will involved in recruitment board panel? (a) Three members(b) four members(c) five members 10.What type of strategies are to scrutinize higher cadre level jobs? ------------------------------11.What is the time speed to recruit a candidate? (a)one week (b)three weeks (c) one month 12.What kind of selection process will be takes place? ( ) ( ) ( ) ( ) ( )

(a)scientific selection procedure(b) traditional selection procedure 13.What type of interview process is going on in your organization? -------------------------------------14.How many rounds will be there in the interview process? --------------------------------------15.What type of questions will be posted at the time of selection? (a) Sub-oriented (b) job-oriented (c) both ( )

16.How do you intimate the interview date and time to the applicants? (a) By making calls (b)Mailing (c)Both

( )

17..Is your consultancy allow the political & employees recommendations? ------------------------------------------18.Is your consultancy conducting In basket test? (a)Yes (b) No ( )

19.How the selection process will be end in your organization? ---------------------------20 .Finally who select the candidates? ( )

(a)Concern department (b) company HR manager (c) special panel

BIBLIOGRRAPHY
BOOKS

K.Aswathappa (2003), Human Resources and Personnel Management, 3 rd 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