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Hr policies at wipro spectramind
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Hr policies at wipro spectramind

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  • 1. HR Policies at Wipro Spectramind
    MohitMalviya
  • 2. INTRODUCTION
    July 2002, Wipro had acquired Spectramind, renamed Wipro Spectramind
    WSM had an employee base of graduates, post-graduates and holders of doctorate degrees
    Initially, WSM had a target of recruiting 500 people per month, the demand for human resources went up to almost 1800 people per month.
  • 3. Criteria for selection and benefits
    Recruitments were outsourced to 45 companies
    After all process, 10% actually joined WSM
    WSM used employee referral method
    Employment agreement for 15 months
    Offered an incentive of Rs 15,000 to employees who stayed beyond 15 months.
    Employees compensation was linked to the values the follow
    Cost incurred Rs 30,000 per employee
  • 4. Working environment was open and transparent…….
    Initiated Skip level meetings: Access to higher authority, career plans etc.
    Town hall meetings: Interaction with senior management
    Various employee motivation programs were done in the company to reduce the attrition rate
    These schemes includes:
    STEP: Talent search program
    SEED: Encourage employees to take higher studies
    CONTACT: Employee referral program
    Other curricular activities: Movie, party etc.
  • 5. Parties on quarterly bases for teams with their clients
    WSM used counseling to find shortcomings
    WSM used application “manages agent productivity” who tracks productivity
    WSM had 360 degree appraisal
    Despite all the measures taken by the company, around 3473 employees left the company
  • 6. Questions for discussion….
    Limitations of the recruitment agencies ?
    Constant pressure
    Unable to deliver skilled labor
    Time line
    Selection process is tough as only 10% employees clear the final call
  • 7. What would be aneffective recruitment strategy for identifying suitable candidates?
    Some basic parameters
    People who are interested in BPO jobs
    Balance the youth who are under graduates
    Who want to stay longer with BPO
    One who want to earn more money with less work
    Targeting people who are of old age but want to work and are capable of
  • 8. What methodology can WSM adopt toretain its employees and bring down its attrition rate?
    The company should stop the SEED program
    Should keenly monitor post-graduates and doctorate degree holders
    Process of recruitment should be modified as only 10% of employees actually join WSM
    Stop the employee referral method because its causing damage
    There should be a balance between youth and people of other ages

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