SYNOPSIS APPROVAL

ON
“RECRUITMENT AND SELECTION”
OF
With reference to WIPRO, VISAKHAPATNAM.
For the partial fulfillment of the degree of HRM
Submitted By
Ms. KOTTURTHI SIVANI
Reg No: A23MB0043

Under the Esteemed guidance of

Dr. D.N.NAVEEN KUMAR
MBA, Ph.D Professor
ALL SAINTS PG COLLEGE

CENTRE FOR DISTANCE AND ONLINE EDUCATION

ANDHRA UNIVERSITY
VISAKHAPATNAM
 INTRODUCTION

“Recruitment and Selection” The topic under study is concern not only to improve
recruitment and selection process in the organization. The Recruitment and Selection is
securing a capable person, utilization of human resources and their skills, Recruitment and
Selection Process is often success determining factor for an Organization. The study carried
out in WIPRO which is located at Visakhapatnam, Andhra Pradesh.

It is the primary duty of the Human Resource Department to procure and maintain
an adequate qualified working force of various personnel necessary for maintaining the
organization. It is a very important function even for the establishment and development of
the business. Procurement of efficient personnel leads the organization to success like other
elements as money, materials and markets.
Recruitment is the process of identifying the sources for prospective candidates and to
stimulate them to apply for the jobs. According to Dale. S. Beach, “Recruitment is the
development and maintenance of adequate manpower resources. It involves the creation of a
pool of available labour upon which the organization can depend upon if it needs additional
employees”. According to Edwin. B Flippo, “Recruitment is the process of searching for
prospective employees and stimulating them to apply for jobs in the organization”.
RECRUITMENT

Every organization, regardless of its size, product, or service, must acquire the right number
and types of people necessary to ensure the continued operations of organization.
Applications that are available and qualified are acquired through recruitment. Recruitment
includes all activities directed inward locating potential employees.

It is process of finding the sources, where required human resources will be available, and
attracting them towards the organization. The primary goal of recruitment program is to
ensure that the organizations has a pool of reasonably qualified acts as a liking activity,
bringing together those with jobs to fill and those seeking jobs.
Recruitment is process of searching prospective employees and stimulating them to apply for
jobs in the organizations. Recruitment and selections are two steps in the total employment
process. The recruitment and selection of suitable personnel is an integral part of every
manager's activity. Systematic recruitment policies and procedures can reduce costs by using
the most effective method for selecting suitable candidates for specific jobs and by reducing
unwanted labour turnover.

RECRUITMENT POLICY

The recruitment policy of an organization makes clear the objectives of recruitment and lays
down the procedure to be followed in implementing the recruitment program. A good
recruitment policy is based on the organization’s objectives, identification of the recruitment,
criteria for selection and preference, the cost of recruitment, and other financial implications.
The recruitment policy is concerned with quantity and qualifications of managers. A
recruitment policy must.

 Comply with the government policy on hiring.

 Provide the optimum employment security and avoid frequent lay-offs or lost time.
 Provide than open path and encourage each employ to develop his/her talents and
skills continuously.
 Assure the management's interest in the personal goals and employment objectives of
each employee assure fairness in all employment relations, including promotions and
transfers, for all employees.
 Employ handicapped workers and those from minority sections, in jobs that are
designed to match their qualifications.
 NEED FOR THE STUDY

People with friendly and outgoing personality, self discipline are mainly needed for this type of
industry because a customer sees a company through its employees. The employees are mainly
in contact with the customer depending upon the jobs they are performing. Recruitment and
selection has been regarded as the most important function of personal administration, because
unless the right people are hired, even the best plans of the organizations and control system
would not do much good to the organization. Human resources are the assets to the organization.
Any organization will get its recognition through its employee’s performance, skills,
innovativeness and their professional knowledge. Hence we can say selection and recruitment
plays major role in the organization. Because right people should be selected for the right job and
at the right time. Its the responsibility of the organization to hire that right personnel to increase
their productivity and overall performance of the organization. Human resource is playing major
role in the WIPRO industry. It is very important to select right person for the right job at the right
time, which can perform the job successfully with high standards.

Even for manual work situations the recruiter must know that the candidate has filled out
the application form personally and not a third party (their mum or spouse). If another unknown
person has completed it - what additional test will the recruiter use to ascertain if the candidate
can read and write? Is this a job requirement e.g. for health and safety purposes?

Processing applications involves data capture, storage, processing (updating, sorting,

ranking, evaluating, verifying against reference data such as the job criteria, summarizing),
outputting results into the next processing stage and communicating results to various system
users and back to candidates.
 OBJECTIVES OF STUDY

 To study the existing recruitment and selection in WIPRO

 To examine the drawbacks of present recruitment and selection process.
 To suggest the remedial measure for improvement in recruitment and selection
process in the organization.
 To prepare a guideline from on effective interviewing.
 To find procedural and practical implications of the recruitment & selection in human
resources utilization.
 SCOPE OF THE STUDY

This study proposes a group decision support system (GDSS), with multiple criteria to
assist in recruitment and selection (R&S) processes of human resources. A two-phase decision-
making procedure is first suggested; various techniques involving multiple criteria and group
participation are then defined corresponding to each step in the procedure.
A wide scope of personnel characteristics is evaluated, and the concept of consensus is
enhanced. The procedure recommended herein is expected to be more effective than traditional
approaches.
In addition, the procedure is implemented on a network-based PC system with web
interfaces to support the R&S activities. In the final stage, key personnel at a human resources
department of a chemical
 METHODOLOGY OF THE STUDY
The data for the study is collected from primary and secondary sources.
1. Primary Data:
The Primary data has been collected by administer a schedule to various employees
working at various levels in WIPRO.
 The research covers a major organization.

 This organization is well known for the best performance. Therefore, to lend a
comprehensive study to this research work WIPRO in Visakhapatnam was chosen.

 The performance appraisal levels of the employees at WIPRO in Visakhapatnam are

examined.

2. Secondary Data:
The Secondary Data has been collected from annual reports, company records, reports
presented to various committees, nationwide reports published in this area and various
journals and newspapers.
Responses collected with the help of the schedule administered to the employees and
management of the WIPRO is the main primary source of data for this research work.

The primary data are collected in three phases.

In the first phase, the purpose and objectives of study are explained to them and requested to
go through the schedule thoroughly. Doubts of the respondents about the contents of the
schedule, if any are clarified.

In the third phase,

The filled in schedules are collected from the respondents by holding further discussions
to elicit additional information.
 LIMITATIONS OF THE STUDY

 Time is the major constraints.

 As performance appraisal system was going on the employees did not show interest.
 There are chances that the employees fill the questionnaire only for the sake of filling
it and so the data obtained cannot be fully relied upon.
 Due to time constraint all the employees were not involved.