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.
Slide 5: 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