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ctors are:

Level of Education of employees

Training to represent in company's desired profile

Customer contact

The nature of actually performed by the employees and their awareness to customer response

Selection of HR policies
Therefore we can filter out the recruitment and selection policies as one of the important policy since they are aimed at different types of employees possessing knowledge in different arenas. Secondly kind of work done is different training and development with the next policy we would consider for our study. Performance evaluation is also a major criterion since the parameters for each sector will be quite different. Lastly we would discuss the employee welfare practices. At least the primary study reveals to us that above policies might be different. However further analysis and probing would make the picture clearer.

Survey Design
Referring to whitepapers 'Cognitive Issues in the Design of Web Surveys Roger Tourangeau. Mick P. Couper, Robert Tortora, and Darby Miller Steiger (2000)' and other guidelines present at the hr-survey.com we developed our survey design. (Attached as Appendix). Key influencers to the survey design were the HR policies that we filtered out in step one of literature review.

Interviews
Interview with the employees were our primary data sources of information. The focus was generally on employees who have worked for more than two years in the organization. Most of the interviewed were the engineers and MBA's. The questions were designed to get complete insight of the policies applicable at their organizations. The target number of employees to be interviewed was decided to be 20 each but we had to limit ourselves to almost 10-12 employees per company.

HR POLICIES: WIPRO AND TATA MOTORS
RECRUITMENT
Recruitment is defined as the process to identify the sources of the talent pool to meet the requirements of the company and to follow effective measures for attracting the manpower in adequate numbers to facilitate effective selection and there by create an efficient workforce. It determines the current and future manpower requirements and provides methods to meet them. It helps in identifying the sources that would help in meeting the requirements and helps the organization in a global talent search and thereby infuse fresh blood in the organization. It also helps in determining the effectiveness of the various recruiting techniques and sources. FACTORS AFFECTING RECRUITMENT:

RECRUITMENT IN IT INDUSTRY:
The skill requirement in IT industry is changing due to the dynamic nature of the industry. It has transformed from a mere option for back end operations to value addition and Knowledge processing activities.

The need of requirement arises due to acquisition of projects or scarcity of the required skill set in the current pool of employees. The main sources of recruitment are:

Internal promotion and internal introductions

University appointment boards

Agencies for the unemployed

Advertising or the use of other local media

CASE ON WIPRO
The need of requirement arises when there is skill scarcity or when there is addition of new projects. The skill requirements are determined by the Project manager and the Technical leader and a本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。