Wipro helps customers do business better by leveraging our industry-wide experience, deep technology expertise, comprehensive portfolio of services and vertically aligned business model. Wipro also gives high importance to Human Resource Management. The company is India’s 6th top employer. But the company is not even in the top 20 best employers of the country while their competitors like TCS, Infosys etc. are always in the top ten . Therefore it can be judged that the HR functions in the company need to be thoroughly reviewed.Wipro also gives high importance to Human Resource Management. The company is India’s 6th top employer. But the company is not even in the top 20 best employers of the country while their competitors like TCS, Infosys etc. are always in the top ten . Therefore it can be judged that the HR functions in the company need to be thoroughly reviewed.

2. Introduction
 Wipro Ltd (NYSE:WIT) is a global information
technology, consulting and outsourcing
company with 147,452 employees serving clients
in 175+ cities across 6 continents. The company
posted revenues of $7.3 billion for the financial
year ended Mar 31, 2014.
 Wipro helps customers do business better by
leveraging our industry-wide experience, deep
technology expertise, comprehensive portfolio
of services and vertically aligned business
model.

3.  Wipro is globally recognized for its innovative approach
towards delivering business value and its commitment to
sustainability. Wipro champions optimized utilization of
natural resources, capital and talent. Today we are a
trusted partner of choice for global businesses looking to
‘differentiate at the front’ and ‘standardize at the core’
through technology interventions.
 In today’s world, organizations will have to rapidly
reengineer themselves and be more responsive to
changing customer needs. Wipro is well positioned to be a
partner and co-innovator to businesses in their
transformation journey, identify new growth opportunities
and facilitate their foray into new sectors and markets.

4. Why Wipro ?
•Imagine no more job searches. Imagine this as the last job search you will ever make.
Because, an inspiring combination of growth prospects, continuous innovation, fair play
and a great work culture makes Wipro an exhilarating place to be in. Wipro is a place
you'll want to come back to each morning for the rest of your life, with a sense of
achievement and a smile of job satisfaction. Indeed, it is the smartest career move you
could ever make, because Wipro careers are for life.
Careers for life
•Wipro offers challenging assignments, world-class working environment, professional
management and ample opportunities to train, learn, and execute the most demanding
projects, and in turn, get recognition in the form of exceptional rewards. As you scale
newer peaks of achievements, we provide you with many benefits. At every step of
success there is a special incentive awaiting you.
Benefits & Growth Prospects
•A career at Wipro means a life long opportunity to explore your potential, continuous
growth, and the joy of working on the latest technologies alongside the finest minds in the
industry.
Innovation

5. Wipro and Management
 Wipro is India’s largest IT services provider with
gross revenue of $6.03 billion in the past financial
year. The company is into integrated business,
technology and process solutions at a universal
basis. The company employs more than 115000
people and is headquartered in Bangalore, India
(Web 01). The company is also in other sectors
like consumer care, lighting, engineering and
healthcare. The company was established in
1945 by M.H Premji. But it was his son and current
chairman, Azim Premji who transformed the
company into one of the most reputed brands in
India.

6. Human resource planning
according to WIPRO
 Human resources planning is an important component of securing future operations.
For sustainability, plans must be made to ensure that adequate resources are
available and trained for all levels of an organization.
 Although organizations are stretched to meet current service requirements, it is
important that they also spend time to create plans to ensure there will be officials to
fill future positions. These plans must be prepared well in advance, with targets set
for the short, mid and long term. Not only must adequate resourcing be
considered for the bulk of the workforce but special consideration must be given for
the leadership of each organization. This requires developing specialized
succession plans for identifying and grooming potential future leader s. The
leader candidates must receive management, leadership, and all relevant
knowledge and skills training.
 Plans should also be created to leverage the knowledge of those leaving today’ s
leadership roles so that future leaders are fully informed. Securing future
policing operations requires careful planning and a clear implementation strategy.

7. “When I look at where we
have come, what gives me
tremendous satisfaction is
not so much the success, but
the fact that we achieved
this success without
compromising on the value
we defined for ourselves?
Values combined with a
powerful vision can turbo-
charge a company to
scale new heights and
make it succeed beyond
one’s wildest expectations.”
-Azim Premji
The basic purpose of having
a manpower plan is to
have accurate estimate
of required manpower
with matching skills
requirements. The main
objectives are:
 . Forecast manpower
requirements.
 . Cope with changes –
environment, economic,
organizational.
 . Use existing manpower
productively.
 . Promote employees in a
systematic way.

9. RECRUITMENT & SELECTION
Internal Sources:-
 A.
. Promotions and Transfer
. Job postings
. Employee Referrals
External Sources:-
 B.
.Advertisement
. Employment Agencies
. On campus Recruitment
. Employment exchanges
. Education and training institute
 Recruitment refers to the
process of screening, and
selecting qualified people f or
a job at an organization or firm,
or for a vacancy in a volunteer
-based organization or
community group. While
generalist managers or
administrators can undertake
some components of the
recruitment process, mid- and
large-size organizations and
companies often retain
professional recruiters or
outsource some of the process
to recruitment agencies.
External recruitment is the
process of attracting and
selecting employees from
outside the organization.

11. WIPRO recruitment process:-
Placement Tips There was 3 selection
processes in WIPRO:-
 Three sections: you have to clear each section separately
15-verbal,15- aptitude,20-technical time 50 minutes.
Verbal type: word pair, analogy, fill in the blanks with
appropriate Words, Aptitude type: people, n
chairs/chambers/parking etc all questions of this type
and also a paragraph was given and the logical
deduction was to be done. 4 questions were common
from barons Tech type: general knowledge of computers
(no programming language questions) 4 options for each.
 Interview was in 2 stages , technical was mainly
concentrated on data structure and C .. DBMS and CPP
was also asked but stress was mainly upon the former, linux
was asked too if it was mentioned in the CV it was grilling
and easy for some (ther e were 7 panels) for the non -IT
branch the interview was mainly on their project. HR was
also an easy cake, we had to prepare for 2 questions:
 What you know about Wipro and your strong points, weak
point, hobbies nothing else but the most surprising part was
that they eliminated more than 50 % of the candidates in
the HR only whereas in others HR eliminates only 5-10%.
 1. APTITUDE TEST
 2. TECHNICAL
INTERVIEW
 3. HR INTERVIEW

12. Round 1: APTITUDE TEST
 Total no of question: 50
 Marks: 50 (each question carrying 1 marks )
 Time duration: 60 minutes
Section:
 1) VERBAL (20 QUESTION)
 2) QUANTITATIVE (20 QUESTION)
 3) TECHNICAL (10 QUESTION)
There was sectional cut-off , question paper was not very much tough. There was no negative
marking.
 VERBAL:-
 You have to practice it from R S AGARWAL verbal & non verbal book & GRE barons.
QUANTITATIVE:-
 This portion was easiest portion. If you practice it from R S AGARWAL- quantitative aptitude
book then you can find most of them are same type.
 TECHNICAL:-
 You hav to brush up your C, C++, OS, Data structure thoroughly. ECE guys also will give their
importance on digital electronics & microprocessor.

13. Round 2: TECHNICAL TEST
 You have to brush up your C, C++, OS, Data structure
thoroughly. ECE guys also will give their importance
on digital electronics & microprocessor. Some
questions I mentioned here-
1)binary digit of 172
2)excess 3 code of 32
3)Which is the volatile memory- a)RAM b)ROM c)Flash
memory d)non of these
4)Marc Anderson is famous for which invention:
a)Napster b)Netscape browser c)Microsoft
messenger d)Scur virus. Ans:-b)
5)’show the o/p’ related three problem.
 165 students cleared apti test. After that they called
us for technical interview & I’m 2nd person in my
panel.

14. Round 3: HR INTERVIEW
 Candidates can expect basic HR interview questions like Tell me about
your self, Why should I hire you, Why only WIPRO, What is SIX sigma level.
Candidates will be tested in their communication and vocabulary during
technical and HR interviews.
 These are the recently asked questions in HR round for Wipro non-voice
process please help me in answering this questions:
1. Tell me about yourself?
2. What do you know about our company?
3. What will you do in the leisure time?
4. Who is the person whom you are admired of?
5. What is investment banking?
6. What is the happiest movement in your life?

15. HR Interview Questions for Wipro
How do you run
payroll?
How do you correct
payroll?
What is meant by
payroll area? What
are the uses of
payroll area?
What are data
types? How many
data types exist?
What are they?
Where do you
configure them?
What is a counting
rule?
What is absence
type?
How many health
plans have you
configured, what are
they?
What are the most
important ITs in
benefits?
What is the feature
used for Personnel
Administrator. What
group should you use
in that?
What is the technical
code for
authorizations?

16. Round 4: Placement
 Upon Joining, the incumbent shall be given
an employee code number by Manager(HR)
and he shall fill up the joining forms and shall
submit the same to the Manager (HR) for
further course of action.
 Final HR - just a formality (They will explain you
the salary structure, etc.)
 Wipro recruit 40% employees from campus
recruitment. Another popular Wipro’s
Recruitment is the Online Placement
through NSR (National source for Skill
Registry).

17. Selection
 It is the process of putting right men on right job. It is a procedure of
matching organizational requirements with the skills and qualifications
of people. Effective selection can be done only when there is effective
matching. By selecting best candidate for the required job, the
organization will get quality performance of employees.
 Moreover, organization will face less of absenteeism and employee
turnover problems. By selecting right candidate for the required job,
organization will also save time and money. Proper screening of
candidates takes place during selection procedure. All the potential
candidates who apply for the given job are tested. But selection must
be differentiated from recruitment, though these are two phases of
employment process.
 Recruitment is considered to be a positive process as it motivates more of
candidates to apply for the job. It creates a pool of applicants. It is just
sourcing of data. While selection is a negative process as the
inappropriate candidates are rejected here. Recruitment precedes
selection in staffing process. Selection involves choosing the best
candidate with best abilities, skills and knowledge for the require job

18. Employee selection Process takes
place in following order-
1.Preliminary Interviews-
 It is used to eliminate those candidates who do not meet the minimum eligibility
criteria laid down by the organization. The skills, academic and family
background, competencies and interests of the candidate are examined during
preliminary interview. Preliminary interviews are less formalized and planned than
the final interviews. The candidates are given a brief up about the company and the
job profile; and it is also examined how much the candidate knows about the
company. Preliminary interviews are also called screening interviews.
2. Application blanks-
 The candidates who clear the preliminary interview are required to fill application
blank. It contains data record of the candidates such as details about age,
qualifications, reason for leaving previous job, experience, etc.

19. 3. Written Tests-
 Various written tests conducted during selection procedure are aptitude
test, intelligence test, reasoning test, personality test, etc. These tests are used
to objectively assess the potential candidate. They should not be biased.
4. Employment Interviews-
 It is a one to one interaction between the interviewer and the potential
candidate. It is used to find whether the candidate is best suited for the
required job or not. But such interviews consume time and money both.
Moreover the competencies of the candidate cannot be judged. Such
interviews may be biased at times. Such interviews should be conducted
properly. No distractions should be there in room. There should be an
honest communication between candidate and interviewer.
5. Medical examination-
 Medical tests are conducted to ensure physical fitness of the potential
employee. It will decrease chances of employee absenteeism.

20. Conclusion
 Wipro also gives high importance to Human Resource
Management. The company is India’s 6th top employer.
But the company is not even in the top 20 best employers
of the country while their competitors like TCS, Infosys etc.
are always in the top ten . Therefore it can be judged that
the HR functions in the company need to be thoroughly
reviewed.
 The Wipro Management Team comprises highly
motivated individuals who anchor the
organization to relentlessly provide world class IT
and business solutions. The team includes global
leaders with excellent domain knowledge and
across-the-board cross-functional experience.

21. YAKSHIKA VATS
VIBHUTI AGGARWAL
ROHLOPUI RALTE
SHALINI PANDEY
PRACHI SHARMA