WIPRO RECRUITMENT AND SELECTION PROCESS –

The first process for the candidate is to apply for the jobs at WIPRO that match the candidate's
profile through the job search engine, which is available at WIPRO.

If the candidate doesn't find the opening, they can upload their resume, and then WIPRO will notify
the exceptional candidates about the job opening when the vacancy arises.

Wipro recruiting process generally occurs in either Wipro or Wipro Turbo, for the position of the
project engineer. Students hired on Wipro Turbo are usually offered a salary, which is often higher
than usual.

Wipro carries out all its Talent Management on the Wipro Synergy network. If someone wants to take
a Wipro examination or wish to use their boarding pass on an off-campus drive or see their
examination score, they can do it on the Wipro Synergy website. Wipro Synergy platform using your
candidate login details.

Wipro, many times prefers the off-campus drive.

WIPRO Eligibility Criteria for Project Engineer -

Education -

 10th Standard: 60% or above

 12th Standard: 60% or above
 Graduation: 60% or above OR minimum 6.00 CGPA OR Equivalent
(as applicable by the university guidelines)

Qualification

B.E./B.Tech.

Branch of Study

 CS/ IT/ ECE/ EEE/ E&I/ Mechanical/ Automobile/ Production Engineering/ Aeronautical/
Mechatronics

Service Agreement

 Applicable for 15 months post joining @ INR 75,000 on pro-rata basis

Other Criteria

 Should be from a Full-time Degree course recognized by the Central/State Government of

India.
 All Arrears must be cleared at the time of the selection process.
 No pending attendance issue, Student should have completed all the viva and projects.

SELECTION PROCESS –

Every candidate must appear through the online assessment examination. The online assessment is
divided into three sections-
  Verbal & Analytical Aptitude Test (30 questions/ 45 minutes)
 Programming Test (45 minutes)

This test helps WIPRO to determine a candidate's skills set to detect and locate and address any
vulnerabilities in each code. The programming evaluation is based on questions/problems of the
following type:

Syntactic error correction, i.e., modification of the given code's syntax without changing its
meaning.
Logical error correction, i.e., correction of all logical errors in the code given.
Code reuse, i.e., reuse current functions/helper code to complete the provided code.

 Written Communication Test (20 minutes)

Upon clearing the online assessment examination, applicants will be expected to go through the
Technical Interview, followed by an interview with HR.

Once all the evaluation is completed, the selected candidates must go through a documentation
process. In the documentation process, the HR manager will ask for the chosen candidates to submit
all the academic certificates and extracurricular activities certificates for further verification.

The candidates will then have an active discussion with the recruiters and will receive the final offer.
The candidates then accept the proposal in the given time frame and provide their confirmation.

The candidates will start a new journey with the Special Induction Program in WIPRO.

A Diagrammatic view of WIPRO's Recruitment and selection process is given below

TRAINING AND DEVELOPMENT POLICIES -

Training & Employee growth is a key focus area at Wipro. This is managed by WIPRO's Talent
Management team. A well-structured induction training program is implemented for those with less
than one year of experience. This will cover all aspects of the required skills in software development.

Wipro spends nearly one percent of its overall revenues in employee training and development. The
organization has dedicated state-of-the-art learning centers in six cities that can educate 5000 people
on a single day. Such programs offer HR instruction, leadership skills, interpersonal competencies, and
cross-culture employee preparation. More than 110 trainers make up the Talent Development
Department at Wipro

Project Readiness Program [ PRP]

The PRP is a 68-day formal orientation training program given to all campus applicants from a variety
of backgrounds (Engineers + Non-Engineers) to be trained in critical interpersonal and technical skills
to ready them for live client projects. Approximately 25 percent of induction instructions were
implemented in E-Learning mode.

Entry-level Program (ELP)-

The program includes the staff of junior management to improve the employee's administrative skills.
Campus recruits and lateral hires at intermediate levels are the target group of this training program.

WIPRO Academy of Software Excellence (WASE)-

The first of its kind in India, Wipro Academy of Software Excellence (WASE) seeks to train some of the
best Bachelor of Science students for the application programming world. The course equips fresh
graduates with the necessary skills in the tech company to work in apps, instilling the need for reliable
operation and process.
WIPRO Infotech Master of Science (WIMS)-

The unique model of jobs delivered by Wipro, Wipro Infotech Master of Science (WIMS), seeks to train
fresh BCA and B.Sc. students for IT technology management services. It is an initiative in which IT /
System Engineering training is provided to students with realistic access to the network management
services industry.

Business Leaders ' Policy (BLP) —

This is a business training for senior leaders at mid-level of the corporate hierarchy. At this point,
people are trained to generate revenue; and responsibility for profit and loss. The training includes,
among other aspects, the tasks of company orientation, client relationship growth, team building, and
performance management.

Wipro is still finding new ways to develop and train the employee pool. In 2015 WIPRO introduced
three new programs: ACME, UPSCALE, and CUTTING EDGE.

ACME

"(ACME) has five dimensions of skills. Technology is one obviously. Second is domain. The third
dimension is functional areas. The quality processes, especially with Agile methodology coming in,
the Agile methodologies and those areas is a fourth dimension which we feel is very important for
an employee to learn. And the fifth is behavioral skills," said Santurkar, a vice president at Wipro.

UPSCALE

In addition to the existing specialization area of an employee, which fits into Wipro's new strategy of
linking incentives to the ability to cross-sell multiple service offerings, the Upscale program will focus
on learning new skills.

CUTTING EDGE

The third initiative, Cutting Edge, is related to the new digital approach of the company and will try
to identify the best technical talent of the industry and highly-skilled engineers who will be
promoted and supported differently from the rest of the employees.
Wipro has taken the special initiative in selection training and development of Women and PwD
employees

For women employees -

For PwD Employees –

PERFORMANCE MANAGEMENT POLICIES –

Performance management policies constitute an essential part of WIPRO's overall human resource
policies. Performance management helps WIPRO so that they can –

1. Give feedback to the personnel.

2. Identifying the needs of the employee.
3. Identify training requirements of employee
4. Decide the salary and promotion of an employee.
5. Decision on reprimanding and Firing of an employee.

Performance appraisal also helps to align the employee goals to that of management goals (MBO)

Till 2016 WIPRO applied the Bell Curve method for the performance appraisal-

Many employees complained about the bell curve method. They insisted that only a few employees
were given a higher rating, and the employees who performed exceptionally well were still put in the
average performers. In the Bell curve, more than 20 percent will always fall low performers category.
But in 2016, WIPRO ditched the bell curve method and brought the 360-degree feedback method.

In the 360- degree performance appraisal, the employee should have an all-round rapport with
customers, superiors, and immediate juniors alike. In 2017 Wipro let go of more than 600 employees
due to this performance appraisal method.

PROMOTION

Performance appraisal system also plays a vital role in the promotion of the employee In Wipro there
are two bases of promotion

1 Merit

It means the knowledge, performance records, and the required skill level of the employee. Because
of this, the employees are motivated to work hard for a longer duration. It helps in retaining old
employees and attracting new employees in the company.

2 Seniority

Seniority means that how long an employee is present in the company. Talent and seniority also
matter for the promotion. It creates a sense of loyalty among the employees.
REFERENCES –

 Careers.wipro.com. (2020). Wipro Hiring Process | Recruitment Procedure of Wipro. [online]

Available at: https://careers.wipro.com/hiring-process.aspx [Accessed 29 Feb. 2020].
 PlacementSeason. (2019). Wipro Off Campus - Wipro Elite National Talent Hunt 2020 -
Eligibility Criteria, Selection Process, New Test Pattern, & More | PlacementSeason. [online]
Available at: https://www.placementseason.com/blogs/placements-360/wipro-off-campus-
wipro-elite-national-talent-hunt-2020placementseason [Accessed 29 Feb. 2020].
 Wiprosustainabilityreport.com. (2016). Persons with Disabilities (PwD) Program. [online]
Available at: http://wiprosustainabilityreport.com/15-16/?q=persons-disabilities-pwd-
program [Accessed 29 Feb. 2020].
 Wiprosustainabilityreport.com. (2020). Women of Wipro (WoW) Program. [online] Available
at: http://wiprosustainabilityreport.com/15-16/?q=women-wipro-wow-program [Accessed
29 Feb. 2020].
 Sen, A. (2015). Wipro revamps internal training framework for tech reskilling, digital push.
[online] The Economic Times. Available at:
https://economictimes.indiatimes.com/tech/ites/wipro-revamps-internal-training-
framework-for-tech-reskilling-digital-push/articleshow/47226880.cms [Accessed 29 Feb.
2020].
 YourStory.com. (2017). Wipro's annual performance appraisal leads to pink slips for 600
employees. [online] Available at: https://yourstory.com/2017/04/wipro-fires-600-employees
[Accessed 29 Feb. 2020].
 OfficeChai. (2016). Wipro Ditches Bell Curve Method Of Performance Appraisal - OfficeChai.
[online] Available at: https://officechai.com/news/wipro-ditches-bell-curve-method-of-
performance-appraisal/ [Accessed 29 Feb. 2020].