Hr policies at wipro spectramind

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Hr policies at wipro spectramind

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

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