A CASE OF WIPRO [COMPANY 

PROFILE]
Wipro  Technologies  is  the  No.1  provider  of integrated  business,  technology
and  processsolutions on a global delivery
platform.W i p r o   T e c h n o l o g i e s   i s   a   g l o b a l   s e r v i c e s   p r o v i d e r delivering
technology-driven business solutions thatmeet the strategic objectives of our clients.
Wiprohas  40+  ‘Centers  of  Excellence’  that  createsolutions around specific needs of
industries. Wiprod e l i v e r s   u n m a t c h e d   b u s i n e s s   v a l u e   t o   c u s t o m e r s through  a
combination  of  process  excellence,quality frameworks and service delivery
innovation.W i p r o   i s   t h e   W o r l d ' s   f i r s t   C M M i   L e v e l   5   c e r t i f i e d s o f t
w a r e   s e r v i c e s   c o m p a n y   a n d   t h e   f i r s t   o u t s i d e USA to receive the IEEE Software
Process Award.Wipro’s complete range of IT Services addresses theneeds of bothtechnology  and
business  requirements  to  helpo r g a n i z a t i o n s   l e v e r a g e   l e a d i n g -
e d g e   t e c h n o l o g i e s for business improvement.Wipro takes charge of
theI T   n e e d s   o f   t h e   e n t i r e   e n t e r p r i s e .   T h e   g a m u t   o f   services
extends  from  Enterprise  ApplicationServices (CRM, ERP, e-Procurement and SCM), to
e-Business solutions.

 
Wipro’s  enterprise  solutions  have  served  andcontinue to serve clients from a range of
industriesi n c l u d i n g   E n e r g y   a n d   U t i l i t i e s ,   F i n a n c e ,   T e l e c o m , and Media and
Entertainment.W i p r o ’ s   T I S   i s   t h e   l a r g e s t   I n d i a n   I T   i n f r a s t r u c t u r e s e r v
i c e   p r o v i d e r   a n d Wipro’s Technology Infrastructure
Services (TIS) isthe largest Indian IT infrastructure service
provideri n   t e r m s   o f   r e v e n u e ,   p e o p l e   a n d   c u s t o m e r s   w i t h more than 200
customers in US, Europe, Japan and o v e r 6 5 0 c u s t o m e r s i n I n d i a . I t i s p o w e r e d
b y t h e expert skills of over 6,500 technical specialists and state-of-the-art BS 15000
certified infrastructure foroperations support.Wipro BPO provides a broad range of services
fromcustomer  relationship  management,  back  officetransaction processing to industry-
specific solutions.The  key  element  of  services  delivery  is
anintegrated approach towards providing increasingvalue  over  the  entire  course
of  our  clientrelationships.  This  involves  a  phased  approach
 
t o w a r d s   p r o c e s s   s t a n d a r d i z a t i o n ,   p r o c e s s optimization and process re-
engineering.True value from technology requires an in-depthunderstanding of business
strategy.Today’s businesses need partners who can talkabout strategy and technology in
these ameconversation. At Wipro, we believe true value fromtechnology requires an in-depth
understanding of business strategy. Our cross-industry consultingservices help you craft a vision
for your organizationand then provide a specific, practical business andtechnology framework
that will make that vision areality. Our consulting competencies spread acrossbusiness, process,
quality and technologyconsulting.
 
WIPRO recruitment process
WIPRO recruitment process consists of three rounds
 Round 1: Written test consists three sections (50 Minutes)
Verbal:
 
T h i s s e c t i o n w i l l h a v e 1 5 q u e s t i o n s r e l a t e d t o synonyms,  antonyms,  Analogies,
SC,  Prepositions  andreading comprehension.
Aptitude:
 
This sections will have 15 questions relatedto aptitude topics like                            Time & Work,
Time& Distance, Blood Relations, Series Completion, Puzzles,Calendars, Clocks, Percentages,
Ratio proportions, Ages,Pipes and Cisterns etc.
Technical:
 
This section will have 20 questions related to basic technical concepts from C, C++, Java,
Linux, UNIX,DBMS,  SQL,  Programming  fundamentals,  Hardware,Software
Engineering, Micro Processors etc.,
Round 2: Technical Interview
T h i s   i s   a   m a j o r   e l i m i n a t i o n   r o u n d .   C a n d i d a t e s   s h o u l d   b e thorough with their
basic technical skills to clear this round.Candidates are here by informed to be prepared
with theircore subjects.
Round 3: HR Interview
 
Candidates can expect basic HR interview questions likeTell me about
y o u r s e l f , W h y s h o u l d I h i r e y o u , W h y o n l y WIPRO, What is SIX sigma
level.C a n d i d a t e s   w i l l   b e   t e s t e d   i n   t h e i r   c o m m u n i c a t i o n   a n d vocab
ulary during technical and HR interviews.
 
SELECTION
The  selection  procedure  is  concerned  with  securing
relevanti n f o r m a t i o n   a b o u t   t h e   a p p l i c a n t .   T h i s   i n f o r m a t i o n   i s   s e c u r e d  
i n number of steps. The objective of selection process is to determinewhether an
applicant meets the qualifications for a specific job and to choose the applicant who is
most likely to perform well in that jobThe hiring procedure is not a single act but it is
essentially a serieso f m e t h o d s b y w h i c h a d d i t i o n a l i n f o r m a t i o n i s s e c u r e d
about
thea p p l i c a n t .   A t   e a c h   s t a g e   f a c t s ,   w h i c h   c a m e   t o   l i g h t ,   m a k e  
t h e a c c e p t a n c e   o r   r e j e c t i o n s   o f   t h e   c a n d i d a t e   c l e a r .   S o m e   s e l e c t i o n processes
are  quite  easy  and  some  with  many  hurdles  thisi n c r e a s e s w i t h t h e l e v e l a n d
r e s p o n s i b i l i t y o f t h e p o s i t i o n s t o b e filled.
Essentials of Selection Procedure
The selection process can be successful if the
following requirements aresatisfied:1. Someone should have the authority to select.
This authority comesfrom the employment requisition as developed by an analysis
of thework-load and work force.2. There must be some standard of personnel with which a
prospectiveemployee may be compared i.e., a comprehensive job description andjob specification
 should be available beforehand.3. There must be sufficient number of applicants from whom the
requirednumber of employees may be selected.

 
BIBLIOGRAPHY 

The challenges of HRM- Dr Alvin Chanwww.zeromillion.com/business/HRM

C.B.GUPTA HUMAN RESOURCESMANAGEMANT(2006)sultan chand & sons:NEW
DELHI

Newspapers

D e s s l e r , G . ( 2 0 0 5 ) .
H u m a n   R e s o u r c e M a n a g e m e n
t
( 1 0 t h E d i t i o n N e w J e r s e y : P e a r s o n
P r e n t i c e H a l l

w w w . g o o g l e . c o m  

B u s i n e s s T o d a y