HR Policies at Wipro Spectramind

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By: NaveenkumarMallur (121 month(s) ago)

contents are good and meaning full ppts, and simple and clarity

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HR Policies at Wipro Spectramind : 

HR Policies at Wipro Spectramind Mohit Malviya

INTRODUCTION : 

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.

Criteria for selection and benefits : 

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

Working environment was open and transparent……. : 

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.

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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

Questions for discussion…. : 

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

What would be aneffective recruitment strategy for identifying suitable candidates? : 

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

What methodology can WSM adopt toretain its employees and bring down its attrition rate? : 

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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