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384 a Study of Recruitment and Selection Process on Hcl

384 a Study of Recruitment and Selection Process on Hcl

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PROJECT REPORT

ON
RECRUITMENT AND SELECTION RECRUITMENT AND SELECTION
PROCESS IN AN IT ORGANIZATION PROCESS IN AN IT ORGANIZATION
w.s.r.t. to w.s.r.t. to HCL HCL
By
A project report submitted in partial fulfillment of the requirements
for the degree of master of Business Administration of
___________ University, INDIA
CONTENTS
+ INTRODUCTION
+ CONCEPTUAL FRAME WORK OF RECRUITMENT PROCESS
+ PROFILE OF HISTORICAL DEVELOPMENT AND STATUS QUO OF HCL

+ RECRUITMENT PROCEDURE IN HCL
+ DATA ANALYSIS INCLUDING OPINION SURVEY OF EXECUTIVES AND
EMPLOYEES /WORKERS REGARDING RECRUITMENT
PROCEDURE IN HCL.
+ CONCLUSION
+ FINDINGS AND SUGGESTIONS
+ ANNEXURES
+ BIBLIOGRAPHY
2
DECLARATON
Synopsis on “RECRUITMENT & SELECTION PROCESSIN IN
AN IT ORGANIZATION w.s.r.t. HCL” submitted in partial
fulfillment of the requirement for the degree of Masters of
Business Administration to Sikkim – Manipal University,
India, is my original work and not submitted for the award
of any other degree, diploma, fellowship, or any other
similar title or prizes.
Place: Noida
Date: _________
(NOOPUR SOOD)
Registration No. 520851050
3
CERTIFICATE
Project Report of Noopur Sood (Registration No.
520851050). Project Report on “RECRUITMENT &
SELECTION PROCESSIN IN AN IT ORGANIZATION w.s.r.t.
HCL” is approved and is acceptable in quality and form.
Internal Examiner External
Examiners
(Mr.
_________________)
4
ACKNOWLEDGEMENT
I am highly thankful to Mr. Israr Alam, Faculty Guide, Insoft,
Sec-10, Noida for the scholastic & kind advice and the
valuable time that he gave during my Report.
I shall be failing in my duty if I do not acknowledge my
thanks to Staff members of my institute, without their
guidance and cooperation this project would haven’t been
successfully accomplished.
I also express my gratitude to all those people who has
provided me all the necessary information providing me
throughout this infrastructure to carry out the project and
people who were directly and indirectly instrument in
enabling me to stay committed for the project
NOOPUR SOOD
5
PREFACE
The success of any business entity solely depends on how effectively
does it utilizes its optimum resources and how soon does it make
arrangements for the removal of the customer’s grievances. Moreover,
the company should always be ready to make necessary changes
according to the requirement in order to attract more customers so as to
maintain a substantial growth in the market. The topic given to me was:
“RECRUITMENT & SELECTION PROCESS”
I have tried to put my best efforts to complete this task on the basis of skill
that I have achieved during my studies in the institute.
I have tried to put my maximum effort to get the accurate statistical data. If
there is any error or any mistake in collecting the data, please ignore it.
6
INTRODUCTION
HCL Infosystems
HCL Infosystems(“HCL”) is one of India’s leading global IT Services Company,
providing software- led IT solutions, BPO and Remote Infrastructure
Management services. Making a foray into the services domain in 1997-98, HCL
Infosystems focuses on technology and R&D outsourcing, working with clients
in areas at the core of their business. Partnerships and risk-sharing have been
integral to company’s growth. Relationships have been cemented with partners in
diverse areas such as investment banking and telecom.
Keeping pace with the industry trend, HCL has applied itself to gaining
momentum in emerging business segments such as Infrastructure Management
Services & BPO, optimizing its business portfolio. About 25% of revenues now
coming from these high growth segments of tomorrow. Product Engineering and
Technology services along with Applications & Enterprise Consulting services
contribute equally to the revenues.
HCL also has a rapidly diversifying geographic mix with Europe and Rest of the
World yielding 25% and 15% revenue, respectively. North America revenues
continue to dominate with a share of about 60%.
The company leverages an extensive offshore infrastructure and its global
network in 15 countries to deliver solutions across select verticals including
7
Banking, Insurance, Retail & Consumer, Aerospace, Automotive,
Semiconductors, Telecom and Life Sciences. For the twelve month period ended
30th June 2005, HCL Infosystemsalong with its subsidiaries had revenues of $
764 million and employed 24,000 professionals. For more information, please
visit www.hcltech.com
WHY HUMAN RESOURCE MANAGEMENT IS IMPORTANT
An organization is nothing without human resources. What is IBM without its
employees? Same is in a hotel industry. It is totally based on managing people or
manpower in an efficient way.
When we think about the million of organization that provide us with goods and
services, any one of more of which will employ us during our lifetime, often do
we explicitly consider that these organization depend on people to make them
operate? It is only under unusual circumstances, such as when clerks go on strike
at our local supermarket, or the teachers walkout from our schools, colleges or
employees working in an hotel industry, that we recognize the important role
play in making organization work.
There are some question which are listed down in order to know how important
HRM is are :
• How did these people come to be employees in an organization?
8
• How were they found and selected?
• Why do they come to work on a regular basis?
• How do they know what to do on their jobs?
• How does management know if the employees are performing adequately? If
they are not, what can be done about it?
• Will today’s employees be prepared for the work the organization will require
of them in ten, twenty - thirty years?
Management : It is the process of efficiently getting activities completed with
and through other people. The management process includes the planning,
organizing, leading, and controlling activities that take place to accomplish
objectives.
With reference to our definition, Goals are the “activities completed”. Limited
resources are implied in “efficiently”. People are those in “through other people”.
⇒ First goals are necessary because activities must be directed toward some
end. There is a considerable truth in the observation that “if you don’t know
where you are going, any road will take you there”. The established goals
9
may not so explicit, but where there are no goals, there may be a need for a
new managers or no need for managers at all.
⇒ Second, there are limited sources. Economic resources are scarce therefore,
the manager is responsible for their allocation. This requires not only that
managers be effective in achieving goals that are established but they be
efficient in relating output to input. They must seek a given output with a
lower input that is now being used or, for a given input, strive for a greater
output. It again depends how much the manager knows about his capacity
and how he designs his planning structure and how efficiently he gives a
better picture and utilizes it accordingly.
Managers , then are concerned with the attainment of goals, which makes them
effective, and with the best allocation of scarce resources, which makes them
efficient.
10
⇒ The need for two or more people is third and last requisite for management. It
is with and through people that managers perform their work.
Managers are those who work with and through other people, allocating scarce
resources, to achieve goals.
11
HRM AND ITS FUNCTIONS
Human resource management is concerned with the “people” dimensions in
management. Since every organization is made up of people, acquiring their
services developing their skills, motivating them to high levels of performance,
and ensuring that they continue to maintain their commitment to the organization
are essential to achieving organizational goals.
To look HRM more specifically we suggest that it is a process consisting of four
function :-
Accusation, Development, Motivation and Maintenance - of Human Resource.
• ACQUISITION FUNCTION
The acquisition function being with planning. Relative to human resource
requirements, we new to know where we are giving and how we are giving to get
these. This includes the estimating demands and supplies of labour. Acquisition
also includes the recruitment, selection and socialization of employees.
• DEVELOPMENT FUNCTION
It can be seen along three dimensions. The first is employee training which
emphasizes skill development and the changing of attitudes among workers. The
second is management development, which concerns itself primarily with
knowledge acquisition and the enhancement of an executives conceptual abilities.
The third is career development, which is the continual effort to match long-
term individual and organizational needs. It also has a major function, it prepares
12
the employees to adopt change at any point of time. Since the scenario of the
market changes day by day it is very important for an organization to keep his
employees ready to face the change, and accordingly change in order to adapt the
change in order to sustain in this competitive market scenario.
13
• MANAGEMENT FUNCTION
The final function is maintenance. In contrast to the motivation function, which
attempts to stimulate performance, the maintenance function is concerned with
providing those working conditions that employees believe are necessary in order
to maintain their commitment to the organization.
• MOTIVATION FUNCTION
The motivation function begins with the recognition that individuals are unique
and that motivation techniques must reflect the needs of each individual. Within
the motivation function alienation, job satisfaction, performance appraisal
behavioral and structural techniques for stimulating worker performance, the
importance of linking regards to performance, compensation and benefits
administration and how to handle problem employees are renewed.
In recent years, more emphasis was given on manpower because of the change in
the society, attitude of an individual etc. etc. In a study ASID i.e. the
AMERICAN SOCIETY FOR TRAINING AND DEVELOPMENT recognized
nine are of HRM.
• Training and Development
• Organization and Development
• Organization/Job Design
• Human Resource Planning
14
• Selection and Staffing
• Personnel Research and Information Systems
• Compensation/Benefits
• Employee Assistance
• Union/Labour Relations
The outputs of this model are :
• Quality of Work Life
• Productivity
• Readiness to Change
15
HRM MODEL
Training and
Development
- Focus is on identifying
and assessing
Union/labour
Relation
Focus : Assessing
healthy
union/organization
relationship.
+
Organization
Development
Focus : assessing
healthy inter
relationship as bell
as intra
N v
Employee
Assistance Focus :
Providing personal
problem solving,
canceling to
individual
employees
¬
- Quality of work
life
- Productivity
- Readiness to
change
+
Organization/Job
Design.
Focus : defining
how tasks, authority
and system will be
organized
7 R
Compensation and
Benefit
Focus : Assessing
compensation and
benefits
q
Human Resource
Planning :
Determining the
origins major HRM
needs strategies and
policies
7
Personnel
research and
information
systems
Focus : assuring a
personnel
information base
Selection and Staffing :
Focus : Matching people
and their career needs
and capabilities with
join and career path
From the above introduction about Human Resource management, it has been
pretty clear that how important is human resource and its allocation. Again it
depends on human resource planning. So the next question which arises is what is
Human Resource Planning?
16
HUMAN RESOURCE PLANNING
It is one of the most important and essential programme of Human Resource
Management.
Human Resource Planning is the process by which an organization ensures that it
has right number of people, right kind of people, at the right places, at the right
time, capable of the right places, at the right time, capable of effectively and
efficiently completing those tasks which will help the organization to achieve its
overall objectives as well as goals. Human Resource Planning then, translation
the organization’s objectives and plans into the number of workers needed to
meet those objectives. Without clear-cut planning, estimation of organization's
human resource need is reduced to more guesswork.
Of all the “MS” in management (the management of materials, machines,
methods, money, motive power), the most important is “M” for men or
manpower. Manpower is a primary resource without which other resources like
money, machines materials can not be put to use. Even in the age of computer
and Robert it requires human resources to execute it and plan further
improvement. It is the most valuable asset of an organisation.
If people of poor caliber are hired, nothing much can be accomplished and
Grasism’s law will work the bad people will drive out the good car cause them to
deteriorate.
Organisation of men for managing a purpose is age-old, even though, this science
of management is yet in a developing stage especially in developing countries.
Effective utilisation of manpower resources is the key note of manpower
management. Ever since the factory system, production managers have devoted a
17
great deal of time and effort to the physical organisations of the industry. During
the nineteenth Century the average employer in their efforts to reduce costs
centralised their attention upon management of men and machines. Man
management is basically concerned with having right type of people available as
and when required and improving the performance of the existing people to make
them more productive on their job.
Recruitment forms the first stage in the process which continues with selection
and ceases with the placement of the candidates. It is the next step in the
procurement function, the first being the manpower planning. Recruitment makes
it possible to acquire the number and types of people necessary to ensure the
continued operation of the organisation. Recruiting is the discovering of potential
applicants for actual or anticipated organisational vacancies. In other words, it is
a linking activity bringing together those with jobs and those seeking jobs.
It’s purpose is to pave the way for the selection procedures by producing, ideally
the smallest number of candidates who appear to be capable either of performing
the required tasks of the job from the outset, or of developing the ability to do so
within a period of time acceptable to the employing organisation. The smallest
number of potentially suitable candidates can in theory, of course, be any
number. The main point that needs to be made about the recruitment task is that
the employing organisation should not waste time and money examining the
credentials of people whose qualification do not match the requirements of the
job. A primary task of the recruitment phase is to help would be applicants to
decide whether they are likely to be suitable to fill the job vacancy. This is clearly
in the interest of both the employing organisation and the applicants.
18
SCOPE OF THE STUDY :
At this point we are nor concerned with desirability of recruitment process since
it can not be avoided. Instead our concern is focussed of those questions like
recruitment for what purpose. On what basis should it be written down and saved
or not? If saved for ever or for a year or two? These are issue to be argued and
these are the elements that make manpower planning ground or bad, effective or
ineffective.
SIGNIFICANCE OF STUDY :
Without focussing the pattern of management, organisation philosophy highlights
on achieving a surely where all citizens (employees) can lead a richer and fuller
life. Every organisation, therefore, strikes for greater productivity, elimination of
wastes, lower costs and higher wages, so the industry needs a stable and energetic
labours force that can boast of production by increased productivity. To achieve
these objectives a good recruitment process is essential. By which industry strikes
right number of persons and right kind of persons at the right time and at right
places through and the planning period without hampering productivity.
PURPOSE OF THE STUDY :
The objective of the study is to analyse the actual recruitment process in HCL ,
and to evaluate how far this process confirm to the purposes underlying the
operational aspects of the industry. How far the process is accepted by it ? And
what are the options of the family members of the organisation? The study on
recruitment highlights the need of recruitment in HCL InfosystemsLimited.
19
METHODOLOGY :
The study is carried on in a proper planned and systematic manner. This
methodology includes
(i) Familiarization with the organisation.
(ii) Observation and collection of data.
(iii) Analysis of data.
(iv) Conclusion and suggestion based on analysis.
HYPOTHESIS
The organisation follows a systematic recruitment process, which contributes
towards continuous flow of production without shortage or excess of labours.
SAMPLING
The study covers 10 executive, 20 employees from different departments/
sections of HCL as sample in order to elicit relevant facts. Since it is not possible
to approach each and every manpower of the organization.
UNIT OF STUDY:
An executive and a worker irrespective of their position and placements in any of
the departments of the organization is considered as unit of study.
20
SOURCES OF DATA COLLECTION:
The primary as well as the secondary sources was used for collection of data. In
primary source of data collection the interview schedule and questionnaire and
opinion survey were used and in secondary source of data collection relevant
records, books, diary and magazines were used. Thus the source of data
collection were as follows:
SOURCE OF DATA COLLECTION
PRIMARY SECONDARY
1. Interview schedule 1. Diary
2. Questionnaire 2. Books
3. Opinion Survey 3. Other records
4. Magazines
The investigator used structural interview schedule, questionnaire and opinion
survey for collection of data from primary source. Interview schedules were used
for workers clerical, category and questionnaires were used for supervisory and
executive cadre and opinion survey was used to know the technology,
perceptions, thoughts and reactions of the executives, employees/workers and
trade union members of the organisation.
The investigator used the secondary source like diary, books, magazines and
other relevant records for collection of data to know about the industry as well as
the respondents.
21
TABULATION, ANALYSIS AND INTERPRETATION:
After completion of data collection the editing of the responses go obtained was
done. This edited data further codified and code book was prepared. On the
basis of these tables the data were interpreted and analysed and conclusion was
drawn.
LIMITATIONS:
Every scientific study has certain limitations and the present study is no more
exception. These are: -
1. Interviewing of the executive of top echelon position who are making
recruitment is busy in the Organisation State of affair. So it is not possible to
contact all of those every busy executives.
2. The terminology used in the subject is highly technical in nature and creates a
lot of ambiguity.
3. Confidentiality of the management is the strongest hindrance to the collection
of data and scientific analysis of the study.
4. All the secondary data are required were not available.
5. Respondents were found hesitant in revealing opinion about supervisors and
management.
In spite of all these limitations, the investigator has made an humble attempt to
present an analytical picture of the study with some suggestion for the long run
implementation.
22
ABOUT HCL
In the early 70s, a group of young, enthusiastic and ambitious technocrats
embarked upon a venture that would make their vision of IT revolution in India a
reality. Shiv Nadar and five of his colleagues got together and in 1975, set up a
new company called Micro comp. To start with they decided to capitalize on their
marketing skills. Micro comp marketed calculators and within a few months of
starting operations, company was outselling its major competitors. In 1976,
Micro comp approached UPSEC (Uttar Pradesh State Electronics Corporation)
for help to set up a computer company. Impressed by their technical and
marketing competence, UPSEC agreed to set up a joint venture.
On the 11
th
of August 1976 Hindustan computers Limited was incorporated as a
join venture between the entrepreneurs and UPSEC and with an initial equity of
Rs. 1.83 lakhs.
HCL InfosystemsLimited (HCL) has now become India’s one of the big
technology integration company. Over the years, HCL Infosystemshas positioned
its business operations to fulfill its vision statement: ‘Together we create
enterprises of tomorrow’. The overarching theme for the company’s swift
progression into the software and services arena, in India and globally, is
evolving. Signifying a state of constant growth, the evolve theme is visible in the
many ways that HCL Infosystemshas undergone a metamorphosis into becoming
a complete IT solutions company.
23
The menu of HCL Infosystemsglobal services broadly covers IT consulting and
professional services in the area of vertical applications, technology integration,
ERP implementation and software development. This also includes a complete
portfolio of systems and network services for development. This also includes a
complete portfolio of systems and network services for Facilities Management,
Helpdesks, Systems Supports and network and Internet Implementation. HCL
Infosystems’ global customers include Samsung, Government of Singapore, and
AMAL insurance Jurong Port in Singapore and
Malaysian’s BSN commercial bank, SIA, DBS bank, Maybank life assurance
charted semiconductors, Asia Matsushita and Shell Malaysia. Some of its global
customer in the government sector is Inland Revenue authority of Singapore,
civil aviation authority of Singapore, Singapore power, ministry of education,
health and national development, telecom authority of Singapore and penang
state govt.
HCL Infosystems’ chosen platform of total technology integration lends itself to
some very significant alliances with the global leaders. Among its partner are HP
for high end AISCE/UNIX services and workstation and HP Open view network
management solution; Intel for PC and PC server building blocks;
Microsoft,novell and SCO AG solutions; Red hat ;Linux; Samsung; Pivota for
CRM solution and ORACLE Sybase and Informix for RDBMS platform.
24
INDIAN HARDWARE INDUSTRY
AND
HCL INFOSYSTEMSLTD.
The Indian IT and Electronics market in 2004-05 was worth US$ 32.9 billion of
which US$ 19.7 billion consisted of software. Electronics and IT hardware
production stood at US$ 13.2 billion. Some 4,100 units are engaged in electronics
production manufacturing goods as diverse as TV tubes, test and measuring
instruments, medical electronics equipment, analytical and special application
instruments, process control equipment, power electronics equipment, office
equipment, components etc. Market researcher IDC estimates that the market-
value estimate over next 3 years for hardware products is Rs.79,000 crores
The Indian electronics and hardware industry has been lagging behind the
impressive performance of the software sector. Most of the hardware
requirements of the burgeoning software and telecom sectors are met by imports
which are about 25%.
The Ministry of Information Technology, Govt. of India has estimated that the
total requirement of hardware and components by 2008 would be in range of US$
160 billion and the investment required in the manufacturing facilities would be
US$ 16 billion. NASSCOM, the leading IT industry body estimates that to
achieve a software export target of US$ 87 billion in 2008, the hardware
requirement would be US$ 50 billion. By far the most comprehensive study was
carried out by Ernst & Young in association with MAIT, the hardware industry
body in 2002. It estimates that given the right incentives, India's electronic
25
i . ex e
hardware industry has the potential to reach US$ 62 billion by 2010, twelve times
its existing size with the domestic market accounting for US$ 37 billion and
exports of US$ 25 billion. The major export opportunities would be in the area of
innovative new products, contract manufacturing and design services. This shows
that there are large opportunities for Indian companies to increase their strength
and grave these opportunities for future growth. HCL InfosystemsLtd is one of
those companies which are working to increase their network and making
innovative new products.
HCL InfosystemsLtd. is currently engaged in selling manufactured hardware
(like PCs, servers, monitors and peripherals) and traded hardware (like
notebooks, peripherals) to institutional clients as well as retail channel partners.
Besides, it offers hardware support services to existing clients through annual
maintenance contracts, net work consulting and facilities management.
In 2002-03, HCL’s total hardware turnover was Rs. 10.97 billion, higher by
around 24% over the corresponding figure for 2001-02. Of this, manufactured
hardware constituted 60%, traded hardware 32% and hardware support services
9%. The company’s reported operating margins in 2002-03 (including six months
of OA, telecommunication and software businesses) increased to 6.7% from 5.9%
in 2001-02, primarily because of better margins in hardware. While average
material costs declined in 2002-03, the company was able to retain a part of the
margins in its product realizations. Better margins in hardware resulted in the
return on capital employed (ROCE) from hardware increasing from 11.9% in
2001-02 to 25.6% in 2002-03.
26
In the domestic home PC organized sector, HCL Infosystemsis the market leader.
Other players include Zenith Computers, IBM, Sun Microsystems, Wipro,
Hewlett Packard. Assembled personal computers have a large presence in the
domestic home PC market, accounting for a chunk of the total sales.
The overall market for desktop personal computers registered a 28.2 percent
growth during calendar year 2004 as compared to the previous year. What is
significant is that branded PCs continue to make impressive gains against the
gray market. According to IDC, the share of branded PCs grew from 36.2 percent
in 2003 to 49.2 percent in 2004, registering an impressive growth rate of 74.3
percent. Interestingly, the gray market remained flat, registering a growth of 2.2
percent, while the total desktop PC market registered a growth of 28.2 percent.
According to IDC, the recent re-surfacing of finance-based purchase options had
an accelerating effect on the consumer desktop market, which is already
witnessing a consistent drop in end-user prices for both the branded and
unbranded PC segments. Among the vendors, HCL Infosystemsemerged as the
market leader with a share of 13.7 percent. The company registered a 91.4
percent growth during 2004 as compared to the previous year. HP followed HCL
with a market share of 11.9 percent. HP too grew at a blistering pace registering a
growth rate of 73.03 percent. IBM is in the third place with a market share of 6.2
percent.
IDC is not the only research firm confirming the signs of robust growth. Gartner,
in a recent report, states that the Indian desktop market grew by 31.5 percent in
2004. Says Vinod Nair, Analyst, Computing Systems, Gartner India, “Peaking
27
business confidence based on strong economic growth catalyzed PC purchases in
both consumer and corporate segments throughout 2004.”
While every research firm has given different figures, one thing is common—the
PC market is booming at double-digit growth rates. MAIT (Manufacturers
Association of Information Technology) estimates that the desktop PC market
grossed 17.1 lakhs units in the first half of fiscal 2004-05, registering a growth of
37 percent over the same period
of the previous fiscal. With the Indian economy booming, MAIT estimates that
PC sales will touch the 40 lakhs mark in fiscal 2004-05.
The buoyancy in PC sales can be attributed to increased consumption by
traditional industry verticals such as telecom, banking, financial services and
insurance, BPO, manufacturing and government. Consumption also increased in
non-traditional sectors such as education, retail outlets and self-employed
professionals.
In future, HCL’s hardware sales to the institutional segment are likely to remain
stable, with sustained hardware spending by all the verticals, especially the
banking and financial services sector. Besides, in retail hardware sales, a
continued reduction of price points, facilitated in part by the recent reduction in
excise duties on PCs, is likely to reduce the price advantage of the small
assemblers, and augur well for branded PC manufacturers like HCL. In the
medium term, HCL’s margins, despite its sales tax advantages, may be affected
28
by the likely removal of duty protection on manufactured PCs from the year
2005.
Current Market Share of various IT players in over all Desktop Market in
2004
Vendors
Units
(2003)
Market share(percent) Units (2004)
Percentage of Units
Shipped
Year-on-Year Growth
(percent)
HCL 232,169 9.2 4,43,535 13.7 91.04
HP 221,964 8.8 3,84,058 11.9 73.03
IBM 132,582 5.3 1,98,973 6.2 50.8
Source : IDC India

Total desktop market
Units (2003)
Percentage of Units
Shipped
Units (2004)
Percentage of Units
Shipped
Year-on-Year
Growth(percent)
Branded 911,403 36.2 1,589,016 49.2 74.3
Grey 1,608,752 63.8 1,643,694 50.8 2.2
Total 2,520,155 100 3,232,710 100 28.2
Source : IDC India
29
From the above figure we can clearly see that HCL emerged as the clear winner
among the branded PC companies with 34% or 13.7% of market share followed
by 30% or 11.9 % of market share by HP. IBM was third in the race with only
15% or 6.2% of market share of branded PC computers. Along with becoming
the market leader in branded PC HCL Infosystemsalso became 1.3 Billion
Dollar company in April 2006.
MARKET SHARE OF BRANDED
PC DURING CALENDER YEAR OF
2004
HCL

34%
HP
30%
IBM
15%
WIPRO
8%
ZENITH
13%
HC
L
HP
IBM

WIPRO
ZENITH
30
SUCCESS STORY
Vision, bravado and grit have seen HCL evolve from a dream of eight youngsters
in 1977 to the country's top IT group today, with revenues closing in on Rs 5,000
crore
1975: Six young men get together over a cup of coffee and snacks. The
conversation veers from cars and travel to jobs, career and the future. Since they
all work together, its only natural that they talk shop. They also explore the
possibility of starting a company of their own-one rooted in values, directed at
creating a market for its products in a segment hitherto unexplored, hardware.
Microcomp is born. The initial investment-all their savings, making up seed
capital of Rs 1.87 lakh.
"Six of us, all with DCM, wanted to start a computer company. But we didn't
have enough funds. We decided, therefore, to settle for a close second-we set up a
calculator company, Microcomp. We were, of course, working our way upward,
towards creating a computer company, till someone informed us that we would
need a license for the same. The Uttar Pradesh government was offering an open
license of this nature around that time. We acquired it and created Hindustan
Computers Ltd (HCL). The name itself had a reason behind it-it denoted
largeness, it was Indian, it was patriotic, it was perfect… Two more of our friends
joined us later to set up Hindustan Computers in August 1976-that took the
number of people who started HCL up to eight," remembers Ajai Chowdhry, one
of that original group of eight and now President and Managing Director of HCL
31
Infosystems.
"We dreamt of working in an industry that would revolutionize businesses, an
industry that gave everyone an equal chance to succeed… We also knew we
wanted to dominate it. Through these years, we have retained our number one
position and sustained our growth. The one business strategy that has dominated
and been at the core of our business is constant adaptation and renovation. We
have also developed new paradigms for new opportunities," adds Shiv Nadar,
Chairman of HCL Infosystems.
A teething problem faced by the company-getting imports through. The
regulations and laws of the time did not allow the import of technology.
Components and sub-assemblies, however, could be imported. "The latter was a
very expensive affair. This led to a sharp focus on in-house design. The first
product we came out with was targeted at the engineering research market-Micro
2200, based on a 4-bit microprocessor from Rockwell," says Chowdhry. With
Micro 2200, orders poured in for HCL. "We had no products, and we couldn't
simulate them, so we had to create a bread-board model. We actually had people
coming to us and looking at these models and placing orders-they believed in
us!"
The deadlines were tough, but they had to be met, or the orders would fall
through. The first deadline was March 31, and everyone worked night and day for
weeks. The final delivery date-March 27. "I remember a particular instance. After
setting up of HCL (Chennai), we were flooded with orders, especially from IIT
32
Chennai. I personally went to the airport in my old Fiat and delivered the units
personally to the IIT professors," recalls Chowdhry.
When MNCs weren't popular
If we tabulate the history of Indian business, 1977 will go down as a "funny"
year. It was in 1977 that the Janata Party government came to power. Among
their first actions on the commerce front-asking IBM and Coke, among other
multinational companies, to either increase the component of Indian holdings or
move out. They moved out. "That was a stroke of luck for us," says Chowdhry.
"We created an eight-bit computer, our first usage of Intel architecture. We went
and sold that to lots and lots of companies, among them a cement company that
used four floppies to manage the payroll of all its 3,000 companies."
Three years later, in 1980, HCL became a Rs 2-crore company. "We decided to
expand overseas and entered the Singapore market, armed with some expertise in
hardware and targeting the SME market. However, once there, we realized that
the demand was more for solutions, not so much for boxes. We set up a software
factory in Chennai-we would go to customers and tell them we would do
everything-make the box, write the software, train the staff, maintain the
equipment, the works… And we had to do $1 million in orders out of Singapore
between August 1 and December 31, 1980. That was the make or break point-less
than that and we wouldn't have the cash flow to run the company." In the nick of
time is how things worked out-HCL Singapore managed that figure on the
morning of December 31.
33
HCL Group: How the Dream has Evolved
1975 Shiv Nadar and five colleagues start Microcomp
1976 HCL promoted with startup capital of Rs 1.83 lacs (US$ 3826.85)
1980 HCL's first transnational venture, Far east Computers, established in
Singapore
1981 Set up NIIT, India's first private sector IT education institution.
1985 HCL America established with headquarters at Sunnyvale, California
1991 HCL and HP, USA agree to enter into a partnership to form HCL HP
1994 HCL Tech formed as separate software company
1996 Joint venture with James Martin & Co. and Perot Systems Corporation
1997 HCL Tech incorporated in UK, Germany, France, Sweden, Belgium, Italy
and Switzerland
1998 Operations started in Japan, Hong Kong, Australia, and New Zealand
1999 Initial Public Offering made by HCL Tech Formation of Global Board of
Directors and Advisory Board. Audit, Compensation and Related Party
Transaction Committees set up Implementation of 'Glocal' Management Concept
2000 Large deals with Bankers Trust, KLA and GTech
2001 Acquisition of Deutsche Software Acquires Ireland-based BPO firm,
Apollo Contact Centre HCL Enterprise Solutions formed as a joint venture with
Computech Corporation, Inc, USA
The Singapore experience taught the founders a lesson-designing and
manufacturing products in India and selling them overseas was akin to walking a
tough and profit-less path. "This was when we decided to walk the software
34
integration road. We created the integration database, much before Intel... but we
killed it! We were so naïve, we killed a product line like that," says Chowdhry.
In 1984, the new computer policy was coined and standards were put in place.
This saw a major move by banks toward the Unix platform. "A few companies
approached us and we decided to launch the personal computer in India. We had
three weeks to do this. Our people flew all over the place, including Taiwan and
Bangkok, and brought back PCs. We took them apart, studied them and got into
manufacturing mode. We launched our PC in three weeks. And that, incidentally,
how Busybee was born," says Chowdhry.
A turning point came in 1989, just when the PC and software integration business
was chugging along smoothly. McKenzie & Company approached HCL and
offered to carry out a study for HCL, entitled HCL's Entry Into America. "We
told them we were too small and couldn't afford them. They did a project for us
anyway, and refused to charge us any money," says Chowdhry. When the
findings of the study were presented to the top brass at HCL, the company moved
into the US market-HCL America was born. "We marked the entry into the US
market with hardware. We had no environmental clearances and fell back. We
could not deliver as promised. Our entry strategy was right, but the product
wasn't. We were in big trouble-our overheads were high, we had no revenues…"
Unix to the rescue
It was the US reversal that made HCL look at newer avenues, and a path that
would lead to more revenues. "That is how our software strategy was born, and
we capitalized on our Unix strengths. Around this time, we were in talks with
35
Hewlett-Packard for a joint venture. We were also working on Apollo, and HP
bought out the product. About the same time as out foray into the US, we tied up
with HP. At that time, HP was smaller than the behemoth it is today, but it still
boasted global expertise. And that was something we wanted," says Chowdhry.
However, HP asked HCL to close down its RISC and Unix R&D setup.
Unwilling to down shutters on a going and profitable effort, HCL created a new
opportunity out of the situation-HCL Consulting was set up and the said works
were moved in to this new company. "We had our people working at the HP
research centers, taking in all of the technologies. This was a great learning
period and had a mushroom effect subsequently, when HCL Consulting turned
into HCL Technologies," says Chowdhry. And along the line, HCL
Infosystemswas also set up. Chowdhry remains upbeat on the company he runs
on a day-to-day basis, HCL Infosystems-despite the predicted flat growth in the
current year.
HCL Insys focuses on the domestic products and software businesses and its
main areas of operations are:
-Products & System Integration: PCs, Phones, EPABXs, SI.
36
HCL’S OFFERINGS IN INFO-PROCESSING PRODUCTS
37
Enterprise
Small Business Home
Beanstalk - India’s first
HomePC
EzeeBee -
HCL’s LowPricePC
BusyBee -
India’s First
Desktop ( ‘86)
NetManager - Intel
Servers
Infiniti PCs - India’s
Largest installed PC
Global Line - Intel Servers for
Enterpriseapplications
Networking
Products
InformationKiosks
Thin Clients
Monitors
Keyboards
Cabinets &Racks
IndicPC
Excel Line - AMDServers
Infiniti Storage products
Securityproducts
HCL’sOfferings in Info -Processing Products
Channel Sales
&Support
Channel Sales &Support
Direct Sales &Support
Beanstalk MediaCentre -
Entertainment PC
ToshibaLaptops
SunServers &
Workstations
HCL Advantage
HCL Infosystemsdraws it's strength from 27 years of experience in handling the
ever changing IT scenario , strong customer relationships , ability to provide the
cutting edge technology at best-value-for-money and on top of it , an excellent
service & support infrastructure.
Today HCL is country's premier information enabling company . It offers one-
stop-shop convenience to its diverse customers having an equally diverse set of
requirements, be it a large multi-location enterprise, or a small/medium
enterprise, or a small office or a home, HCLI has a product range, sales and
support capability to service the needs of the customers.
The last 27 years apart from knowledge and experience have also given
continuity in relationship with the customers, thereby increasing the customer
confidence in HCL.
Our strengths can be summarized as:
- Ability to understand customer's business and offer right technology
- Long standing relationship with customers
- Pan India support & service infrastructure
- Best-vale-for-money offerings
Technology Leadership
HCL Infosystemsis known to be the harbinger of technology in the country. Right
from our inception we have attempted to pioneer the technology introductions in
the country either through our R&D or through partnerships with the world
38
technology leaders.
Using own R&D HCL has:
- Created own UNIX & RDBMS capability (in 80s).
- developed firewalls for enterprise & personal system security.
- launched our own range of enterprise storage products.
- launched our own range of networking products.
HCLI strive to understand the technology from the view of supporting it post
installation as well. This is one of the key ingredients that go into strategic
advantage.
HCL Infosystemshas to its claim several technology pioneering initiatives.
Some of them are:
- Country's first DeskTop PC - BusyBee in 1985
- Country's first branded home PC - Beanstalk in 1995
- Country's first Pentium 4 based PC at sub 40k price point
- Country's first Media Center PC
MANUFACTURING
HCL's computer hardware manufacturing plant is strategicaly located in the
Union territory of Pondicherry. Situated 165 kms south of Chennai on the coast
of the Bay of Bengal with proximity to Chennai Air/Sea port, special policies for
Industises of local Govt, , Inland Container Depots, attractive power and labour
rates - makes Pondicherry an ideal place for business.
39
Started in 1996 - with only Unit 1 - it now has 3 Units (Unit 1,2,& 3) with a built
up area of 3,23,000 sq. ft., PMO has a monthly capacity to make 50,000 desktops
and 2000 servers. The infrastructure is state of the art , one of the best & largest
in India.
All 3 factories are ISO 9001:2000 and ISO 14001 certified. PMO was also
Awarded MAIT Level 2 - by European Foundation for Quality Management in
the year 2001 . HCL was also awarded ELCINA's (Electronic Component
Industries Association) Quality Award for the year 2002- 2003
PMO also has Product Engg Group (PEG) and R&D teams constantly engaged in
developing new products and solutions.
Driven by a strong Manufacturing Objective
"WE SHALL DELIVER DEFECT-FREE PRODUCTS, SERVICES AND
SOLUTIONS TO MEET THE REQUIREMENTS OF OUR EXTERNAL
AND INTERNAL CUSTOMERS, THE FIRST TIME, EVERY TIME."
All processes in the manufacturing are aligned to this guiding objective . A strong
emphasis of "Quality by Process" is ensured across all processes. The products
manufactured here undergo stringent tests that ensures their ruggedness &
durability , which may be deployed anywhere in India and may have to face
severe conditions like - heat , humidity , rough transportation & handling .Our
40
products undergo drop tests , hot & cold temperature chamber , client-site
simulation tests , reliability tests et al .
Computers are shipped to locations all over India with an extensive network of
professional logistic support partners.
There is also a Customer satisfaction cell, in plant, to take care of problems
reported from field.
Customers, sales & marketing, support personnel, dealers & distributors are
encouraged to visit the plant to see, for themselves, what all goes in making a
quality computer system.
Philosophy of Quality
"We deliver defect-free products, services and solutions to meet the
requirements of our external and internal customers, the first time, and every
time."
To exist as a market leader in a globally competitive marketplace, organizations
need to adopt and implement a continuous improvement-based quality policy.
One of the key elements to HCL's success is its never-ending pursuit of superior
quality in all its endeavors.
HCL INFOSYSTEMSbelieves in the Total Quality Management philosophy as
a means for continuous improvement, total employee participation in quality
improvement and customer satisfaction. Its concept of quality addresses people,
processes and products.
41
Over the last 20 years,HCL has adapted to newer and better Quality standards
that helped us effectively tie Quality with Business Goals, leading to customer
and employee satisfaction.
QUALITY AT HCL INFOSYSTEMSLTD.
The history of structured quality implementation in HCL Infosystemsbegan in
the late 1980s with the focus on improving quality of its products by using basis
QC tools and Failure Reporting and Corrective Active Systems (FRACAS).
And also employed concurrent engineering practices including design reviews,
and rigorous reliability tests to uncover latent design defects.
In the early 90s, the focus was not merely on the quality of products but also the
process quality systems. We were certified for ISO 9002 by BVQI in 1994 and
re-certified in 1997 to ISO 9001-2000 (for Design & Manufacture of Personal
Computers, Business Servers, Work Stations and their Associated Sub-
Assemblies).
In early 1995, a major quality initiative was launched across the company based
on Philip B. Crosby's methodology of QIPM (Quality Improvement Process
Management). This model was selected to because it considered the need and
commitment by an organization to improve but more importantly, the individual's
need towards better quality in his personal life.
Under our Quality Education System program, we train our employees on the
basic concepts and tools of quality. A number of improvement projects have been
undertaken by employees, whereby process deficiencies and bottlenecks are
identified, and Corrective Action Projects (CAPs) are undertaken. This reduces
42
defect rates and improves cycle times in various processes, including personal
quality.
HCL has received MAIT's 'Level II recognition for Business Excellence' for initiatives in
the Information Technology Industry, adding another commendation to progress.
MAIT's Level II recognition is based on the 'European Foundation for Quality
Management' (EFQM), for gaining quality leadership and business
competitiveness.
Our certifications / awards in 2003 include ISO 9001-2000 certification by BVQI for
Infostructure Services (for Consultancy, Implementation, Support, Audit &
Management Services for Information Technology Solutions in the domain of
Networking, Security, Facilities Management and System Integration) and award
of First Prize by ELCINA (Electronic Component Industries Association) for Quality,
2002-03. The ELCINA award criteria considers two aspects. (1) Enablers
(Leadership & Management commitment, Resource Management, Product
Realisation, Measurement Analysis & Improvement) and Results (Product
Quality, Customer / Stake holder satisfaction , Business results).
The tryst for continuous quality improvement is never-ending in HCL. HCL
always strive to maintain high quality standards, which help us fulfill mission to
provide world-class information technology solutions and services, to enable
customers to serve their customers better.
CUSTOMER SATISFACTION
One of the cornerstones of strategy has been a very strong customer focus. 27
years of experience in servicing a varied range of customer requirements has
given domain knowledge of customer's business. As a result of this it is able to
43
provide exact solution to customers' needs. During these years they have been
able to cement their relationship with customers and gaining their trust and
confidence as well.
Today for desktop PC, they have more than 8 lakh units installed units. HCL
enjoy considerable market share in segments like Government, Banking &
Finance and Education & research.
SUPPORT SERVICES
HCL InfosystemsService Support infrastructure is one of the widest in the
country. No matter where you are, there's an HCL Service Centre near by.
Products are backed by an extensive direct support infrastructure spread across
170 locations nationwide which offer 24 x7 support offering for critical sites.
Channel strength is a balanced mix of retail outlets, resellers & distributors. It
was strong focus on distribution network that led HCL in devoting few brands
exclusively for channel. They are - Beanstalk, BusyBee, Netmanager (servers),
and recently launched EzeeBee. Today distribution network helps it take a varied
product range to customers in every nook & corner of the country .The product
range includes DeskTop PCs, Servers, Laptops & Pocket PCs.
44
CONCEPTUAL FRAME WORK OF RECRUITMENT
PROCESS
Human resource Management classically pertains to planning; recruitment,
selection, placement, induction, compensation, maintenance, development,
welfare etc. of Human Resources of any organisation to enable the organization
to meet its objective while also enabling the human resources to attain their
individual goals.
As is evident from the definition of the concept the entire theme revolves
centrally around human resource and its role in enabling simultaneous
satisfaction of individual and organizational goals.
The immediate conclusion that follows from this is that the prime movers of the
organisation are the individuals. The process of bringing employees into the folds
of organisation is termed as recruitment and can be unambiguously treated as the
central pillar for foundation stone of the entire concept of human resource
management.
It is easy to see why recruitment has accorded such a high position out of the
various facets of human resource management. The reason is simply that unless
one has human resource in the organisation whom will the human resource
managers manage or whose energy will they channalise productively and
usefully.
45
Keeping this idea into mind this Projects is an attempt to study various options
that are available both theoretically as well as practically for an organisation to
launch itself into the task of recruitment.
The entire report is divided into various sub-sections which appear in a
chronology of events that are steps in the process.
DEFINITION
The success of and organisation largely depends upon the Team of the skilled and
qualified human resources who are chosen out of number of applicants for the
job. It is the primary duty of the HRD department to procure and maintain an
adequate qualified working force of various personnel necessary for manning the
organisation.
Procurement function of personnel Department includes three major sub-
functions- (A) Recruitment; (B) Selection: and (C) Placement on the job.
Recruitment is the positive process of employment. The process of Recruitment
is to identify the prospective employees, attract, encourage and stimulate them to
apply for the job, Interview the eligible and select them for a particular job in the
organisation.
46
Recruitment is a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for
attracting selection of an efficient working force.
------------Yoder
47
OBJECTIVES
1. To structure the Recruitment policy of HCL InfosystemsLimited for different
categories of employees.
2. To analyse the recruitment policy of the organisation.
3. To compare the Recruitment policy with general policy.
4. To provide a systematic recruitment process.
SCOPE OF RECRUITMENT
It extends to the whole Organisation. It covers corporate office, sites and works
appointments all over India.
It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management
and Senior Management cadres.
48
CATEGORICALLY CLASSIFICATION OF EMPLOYEES OF
HCL
C ATEGORY I All workmen, All Assistants (Accounts, Stores, Field),
clerk, Typist, Steno-Typist, Stenographer, Computer
Operator.
CATEGORY II Accountant, Store keeper, Supervisor up to the level of
Officers, Designer, Jr. Engineer, P.A, Sr. P.A, EDP
Programmer up to officer, Admin./ personnel / HRD
officer, Inspector.
CATEGORY III Secretary, Executive Secretary, Management Trainee,
Asst. Engineer, Engineer, Sr. Engineer, Sr. Programmer,
Sr. Officer, Asst. Manager, Dy. Manager, Manager, Sr.
Manager, Works Superintendent.
CATEGORY IV AGM, DGM, GM, SR. G.M.
CATEGORY V VP & above.
49
ORGANISATION STRUCTURE OF
HCL
A brief introduction to Divisional / Departmental heads.
CHAIRMAN AND MANAGING DIRECTOR:
CMD holds to most position in the organisation. He is the owner of the
Company. He guide the functional heads to smoothen their activities. It is the
key position in the organisation.
DIRECTOR OPERATIONS:
He is the overall incharge of P&A, HRD, Systems, TQM and Critical Issues.
GM-PRODUCTION:
He is the overall incharge of works. He is directly involved in production
planning. He formulates various policies for betterment of the product. He issues
guidelines to Production Department and Quality Control Department for
implementation of the policies.
VP-FINANCE:
He is directly involved in finance matters and finance policy. He is also involved
with personnel department for wages compensation, salaries and other financial
benefits.
AGM- PERSONNEL & ADMINISTRATION :
He is the overall incharge of personnel, Administration and Industrial Relations
of the group and also oversees the HRD activities.
SR.MANAGER-CORPORATE HRD:
HRD Department is responsible for better utilisation of manpower through
Recruitment’s, Selections, Training, Development, Retention and Welfare of the
group. It is involved in policy formation and its implementation.
VP-MHD:
He is the profit center head of the Material Handling Division. He is responsible
for Design and Projects Execution.
50
VP-BUSINESS DEVELOPMENT:
He is the main source of Business Procurement to MHD.
SR.GENERAL MANAGER
He is responsible for marketing, Design, Estimation and Projects Management.
51
RECRUITMENT PROCEDURE IN HCL
Human resource is a most valuable asset in the Organisation. Profitability of the
Organisation depends on its utilisation. If their utilisation is done properly
Organisation will make profit otherwise it will make loss. If a good dancer
appointed as a Chief Executive Officer of a Company, he may not run the
business. So right man should be procured at right place in right time, otherwise
their proper utilization may not be done. To procure right man at right place in
right time, some information regarding job and job doer is highly essential. These
information are obtained through Job Analysis, Job Descriptions, Job
Specifications. HCL procure manpower in a very scientific manner . It gets
information by use of these important documents like Job Analysis, Job
Descriptions and Job Specifications. Without these recruitment may be
unsuccess. Before recruit a person all information regarding job, working
conditions, duties and responsibilities of job doer, Skills experiences
qualifications of an employee to do the particular job is highly essential. To
obtain the pertinent information regarding job, duties, responsibilities, working
conditions, skill efficiency, education and experience of the employee, HCL, gets
the help of Job analysis, job description and job specifications.
52
JOB ANALYSIS FORM OF HCL INFOSYSTEMSLTD.
Job Title………………………………….…… Date……………………………
Code No…………………………… …… Location
………………………..
Department……………………………………
Analyst………………………….
Reason for the job …………………………… Supervised.. ……………………
Wage or salary range…………………………………………………
Relation to other jobs: Promotion from……….. Promotion to…………………..
Job summary:
Work performed:………………………………………………………
Major duties :……………………………………………………….
Other tasks :…………………………………………………………
Equipment/Machines used:…………………………………………….
Working Condition……………………………………………………
Skill Requirements:
Education: (Grade or Year)
Training :
Job experience : (a)Type of experience……………………..
(b) Length of experience……………………
Supervision : (a) Positions supervised…………………….
(b) Extent of supervision…………………..
Job knowledge : (a) General ……………………………
(b) Technical………………………………
(c) Special…………………………………………
Responsibility : (a) For product and material …………………….
(b) For equipment and machinery………………
(c) For work of others………………………….
(d) For safety of others……
Physical Demands : Physical efforts
Surroundings
Hazards
Resourcefulness
53
54
JOB SPECIFICATIONS FORM OF HCL
Job Title : Drill Operator Department………………………
Job Code …………………… Date……………………………..
REQUIREMENTS
1. EDUCATION : Ability to read and understand production orders and to
make simple calculations. Preferably High School Certificate.
2. TRAINING AND EXPERIENCE: No special training required . Requires one
month experience to learn job duties and to attain acceptable degree of
proficiency.
3. PHYCIAL EFFORT: No special physical effort is required.
4. MENTAL SKILL: Requires reasoning to interpret instructions and drawings
and productions orders. Must be able to concentrate when operating.
5. SUPERVISION : Routine checking and no close supervision required. Specific
but no detailed instructions.
6. Responsible for own work only. Only routine responsibility for safety of
others.
PROCEDURE OF RECRUITMENT
Following process of Recruitment has been followed in HCL .
1. REQUISITION
1) For new requirement or for replacement a manpower the given requisition
format is to be filled up by Head of the Division/Department and forwarded to
HRD after obtaining MD’s approval.
55
INTERVIEW SCHEDULE
Date:
Venue:
Position:
NAME OF THE CANDIDATE TIME REMARKS
INTERVIEW CALL LETTER
Date ----------------
Dear Sir,
“___________________________________________________”
This has reference to your application for the above mentioned position in our
organisation.
We are pleased to invite you for a meeting with the undersigned
on…………………….at………a.m./p.m. please confirm this appointment.
We have enclosed a blank personal Data Form. Please fill this in and bring with
you along with your educational and experience certificates / testimonials in
original for the meeting.
No TA/DA shall be admissible for attending this interview.
You will be reimbursed to and for train fare by 1
st
/ 2
nd
class for attending this
interview.
56
We take this opportunity to thank for the interest you have shown in joining our
organisation.
Yours sincerely,
For HCL InfosystemsLtd.
Authorized Signatory
Preliminary interview of the candidates is conducted by HRD based on Personal
Data Format given below filled up by the candidate with the help of technical
person along with the Dept. Head.
57
HCL Infosystems Ltd.
Address:
PERSONAL DATA FORM
POSITION
APPLIED FOR
SOURCE
Name____________________________________________________________
_
Surname First Name Middle Name
Present Address
________________________________________________________________
____________________________Phone_______________________________
permanent Address
_____________________________________________________________
__________________________Phone______________________________
Date of Birth: Religion: Nationality:
Marital Status: Sex: Date of Marriage:
Languages Known Speak Read Write
_________________
__________________
Father’s Name
& Occupation
Spouse Name:
Occupation
No. of children:
58
Educational / Professional Qualification Start With Latest Degree/
Diploma
Degree/
Diploma
Institution/
University/Board
Years
From To
Main Subject Division &
% of marks
Publication &
Membership
Special Interest/Hobbies
Employment Record: (Starting from present to first one)
Period
From To
Name of
Employer
Designati
on
Nature of Duties
Performed
Gross
Salary
59
Detail of Present Salary
Basic HRA Conveyance Bonus LTA Medical Superan
nuation
P.F. Others
Salary Expected:
Joining Time Required:
Are you ready work any where in India:
Relatives & Acquaintances in HCL
Name Designation Department Relation
Any other information which you think should be taken into account while
considering your candidature
References: please give name and address of two persons who knows you
professionally or under whom you have worked.
Name: _____________________________________
Nature of
Acquaintance : ______________________________
Position : __________________________________
Address : __________________________________
Tel .: Off.:____________ Res.:___________
Off.:_ __________ Res.:___________
60
Declaration:
I hereby authorised verification of all statements in the record and shall
agree to produce any documentary evidence in proof of above statements
as desired by NPL. I certify that all the above statements are true and
understand that misrepresentation or mission of facts called for in this from
will cause separation from the company’s services without any notice or
compensation.
Date________________ Signature___________
FOR OFFICE USE ONLY
Test Performance
INITIAL INTERVIEW NOTES
1. PERSONALITY
2. MATURITY
3. COMMUNICATION
4. SELFCONFIDENCE
5. JOB KNOWLEDGE
6. OTHERS
FINAL INTERVIEW RESULTS
SALARY FIXATION SHEET
DESIGNATION CATEGORY
LOCATION
ITEM PRESENT
ACTUAL P.M.
OFFERED
ACTUAL P.M.
61
OTHERS:
Joining Date: Probation Period:
DATE HOD
HRDDEPTT.
Final approval for Asst. Manager and above is after final interview by the MD.
Travel Expenses to outstation candidates are reimbursed as per the travelling
rules existing in the company, in format given below.
62
ACCOUNTS DEPARTMENT
OUTSTATION CANDIDATE
TRAVEL EXPENSES REIMBURSEMENT
NAME :
-------------------------------------------------------------------------
ADDRESS :-------------------------------------------------------------------------
INTERVIEW DATE :-------------------------- POSITION
:----------------------
DATE PLACE(FROM-TO) FARE(AMOUNT RS.)
TOTAL :
DATE :
SIGNATURE OF THE CANDIDATE HRD DEPARTMENT
63
After final selection Letter of Intent is issued in the following format

LETTER OF INTENT
With reference to your application and the subsequent interviews you had with
us, we are pleased to offer you the position of “______________” in our
organisation at mutually agreed terms and conditions based at _______________.
However you are liable to be transferred to any of our sites / sister concerns /
associates companies at the sole discretion of the management.
You will report for work on _____________at______________, failing which
this offer will stand automatically withdrawn. The detailed letter of appointment
will be issued to you on your joining.
Please submit the following documents at the time of joining :-
1. 3 passport size photographs.
2. Copy of last appointment letter, relieving letter & salary certificate.
3. Photocopies of educational and experience certificates.
Please sign you to our organisation and wish you a successful career with us.
Yours sincerely,
For HCL InfosystemsLtd.
Authorized Signatory
V) JOINING FORMALITIES
On the joining detailed appointment letters are issued as per below mentioned
levels:-
1) APPOINTMENT LETTER Language for below Asst. Manager level is given
in the following format .
64
‘BELOW ASSTT. MANAGER LEVEL’
___________________ Dated : ___________________
___________________
___________________
LETTER OF APPOINTMENT
Dear Mr. __________________________
With reference to the offer letter no.______________________dated
__________ we are pleased to appoint you as ____________________ on the
following terms and conditions:
1) Ordinarily your period of probation will be Six months which could be
further extended for a period not exceeding three months and during
probationary period/extended probationary period your services are liable
to be terminated without any notice or without assigning any reason or
compensation in lieu thereof.
2) EMOLUMENTS:
A) you will be paid following emoluments:
Basic Salary : Rs. __________ p.m.
House Rent Allowance : Rs. __________ p.m.
Local Travelling Expenses : Rs. __________ p.m.
You shall also be entitled to benefits like Bonus, Gratuity, PF, ESI &
L.T.C as per rules of the company.
B) Further increment will be based on efficient, satisfactory and loyal
discharge of duties and may be withheld in case the standard of work and
65
conduct is found subnormal of may be accelerated in case the same is
adjudged to be commercial at the discretion of the management.
3) Your place of posting will be at our _________________situated at
____________________. However, you are liable to be transferred to any
of our sites/factory/office at the discretion of the management.
4. During the period of your employment, you shall not secure or try to secure
any other post and undertake any course of study or work on part time basis
without the pronouncement or the Management in writing. You will also not
hold any office of profit outside the company or engage yourself in any other
trade or business either part time, or full time, whether for profit or gain, or
on honorary basis or otherwise, engage in an insurance agency or commission
agency etc. without the prior written permission of the management.
5. Your hours of attendance shall be regulated to suit the duties entrusted to you
from time to time, subject to the statutory provisions.
6. You shall be governed by the rules and regulations of the company in force
from time to time, that may be applicable to you.
7. In the event of your confirmation in writing, in addition to the terms and
conditions mentioned in this letter, except para (1):
66
a) You will be liable to be retired on your reaching the age of 58 years or
earlier if found medically unfit. The organization shall have the right to
have you medically examined as and when considered necessary by a
registered medical practitioner or by the Company’s medical officer.
b) The employment will be liable to be terminated on either by giving one
month’s basic salary in lieu thereof. However, no notice would be
necessary to be given by the organisation if in their opinion you are found
guilty of any gross misconduct as generally understood in employment,
particularly disobedience, insubordination, insolence and acts subversive
of discipline, habitual negligence of duties, distrust, dishonesty or
embezzlement, illegal strike, habitual late attendance, absence, go-slow
etc.
8. In case any misconduct is alleged against you, you are liable to be suspended
forthwith without any salary or allowance, pending such inquiry, if in an
inquiry you are exonerated of the charges, you will be entitled to full salary as
if you were on duty. In the event you are found guilty of the charges levelled,
irrespective of the punishment imposed, you shall not be entitled to any
payment for the period of suspension.
9. The above mentioned “terms and conditions of services” shall prevail so long
as the same are not either modified or they will also be subject to such other
67
and further rules and regulations which may be notified by us by putting a
notice in writing on the notice board put inside the premises.
10. Your date of joining the services in the organisation is
_________________________________
11. This letter is being offered to you in duplicate. In case the terms and
conditions expressly enumerated above are acceptable to you, please sign the
duplicate copy of this letter in token of your having read, understood and
accepted the terms and conditions mentioned above.
12. Please note that the court of jurisdiction shall be at New Delhi.
We welcome you to our organisation and wish you a successful career with us.
Yours sincerely,
For HCL InfosystemsLimited,
AUTHORISED SIGNATORY
ACCEPTANCE
I have clearly understood the terms and conditions mentioned in this letter of
appointment and I hereby accept the same.
NAME SIGNATURE DATE
68
2) Appointment letter language for asst. Manager to manager is given in the
following format.
FOR ASSISTANAT MANAGER TO MANAGER
Dear Mr……………………….
Date…………………..
APPOINTMENT LETTER
With reference to the offer letter no._________________
dated________________, we are pleased to appoint you in our
organisation on the following terms and conditions:-
1) Designation : Your position in the company will be
…………………………
2) Date of Joining: Your date of joining the services in the
organisation is ………………………………
3) Probation Period: Ordinarily your period of probation will be
Six months from the date of joining. Management may extends the
probation period depending upon your performance. On successful
completion of probation, you will be issued a confirmation letter.
During the probation period, your services are liable to be
terminated without assigning any specific reason, whatsoever
without giving any notice. After confirmation the notice period
will be one month or one month’s basic salary on either side.
4) Salary Details:
Your Basic Salary will be Rs. ………………./- p.m.
(Rupees ……………………………………………… only)
In addition you will be entitled to House Rent Allowance of Rs.
………………/- p.m.
(Rupees ………………………………………………only)
You will entitled to reimbursement of Local Travelling Expenses
upto a maximum limit of Rs. ………………/- p.m. (Rupees
……………………………………. only)
You shall also be entitled to benefits like ESI/Medical
Reimbursement, LTC, Bonus Exgratia, Gratuity & PF as per rules
of the company.
69
5) Place of Posting: ………………………………
However, you would be liable to be transferred/posted at any of
the existing or proposed locations of the company or its
sister/associates companies at the sole discretion of the
management.
6) The company normally does not permit employees to engage in
any other business or work, either directly on their own account or
indirectly and you will be expected not to do so without prior
consent of the management in writing.
7) You will be governed by the rules and regulations of the company
as applicable in force, amended or altered from time to time
during the course of your employment.
8) You will automatically retire from the services of the Company on
attaining the age of 58 years. You may be retired earlier if found
medically unfit.
Please sign the duplicate copy of this letter signifying your acceptance
and return it to us.
We welcome you to our organisation and wish you a successful career
with us.
With best wishes,
Yours sincerely,
For HCL InfosystemsLimited,
AUTHORISED SIGNATORY
I agree to accept employment on the terms and conditions mentioned
above and agree to abide by all the rules and regulations of the company.
NAME SIGNATURE DATE
70
3) Appointment letter language for sr. manager and above is given in the
following format.
FOR SR. MANAGER AND ABOVE
Dear Mr. …………………………. Date……………
APPOINTMENT LETTER
With reference to the offer letter no.____________________ dated
______________, we are pleased to appoint you in our organisation on the
following terms and conditions:-
1) Designation : Your position in the company will be ……………………
2) Date of Joining: Your date of joining the services in the organisation
is …………………………..
3) Salary Details :
Your Basic Salary will be Rs. ………………/- p.m.
(Rupees ………………………………………only)
In addition you will be entitled to House Rent Allowance of
Rs………………../- p.m.
(Rupees…………………………………………………… only)
You will entitled to reimbursement of Local Travelling Expenses upto a
maximum limit of Rs. ………………../- p.m. (Rupees
……………………………………….. only)
You shall also be entitled to benefits like Exgratia, Gratuity, PF etc. as per
rules of the company.
You will be entitled to reimbursement of Medical Expenses for yourself
and family, the total cost of which shall be a maximum of one month's
basic salary in a year.
You will be entitled to reimbursement of LTC equivalent to one month’s
basic salary per completed year of service. Your first entitlement for LTC
will be on completion of 12 month’s service with the Company.
71
4) Place of Posting: …………………………. However, you would be liable to
be transferred/posted at any of the existing or proposed locations of the
company or its sister/associate companies at the sole discretion of the
management.
b
5) Your services are liable to be terminated without assigning any specific
reason, whatsoever by giving you one month’s basic salary or one month’s
notice. Likewise you would be free to leave the services of thew company by
giving one month’s notice or basic salary to the company.
6) The company normally does not permit employees to engage in any other
business or work, either directly on their own account or indirectly and you
will be expected not to do so without prior consent of the company in writing.
7) You will be governed by the rules and regulations of the company as
applicable in force, amended or altered from time to time during the course of
your employment.
8) You will automatically retire from the services of the Company on attaining
the age of 58 years. You may be retired earlier if found medically unfit.
Please sign the duplicate copy of this letter signifying your acceptance and return
it to us.
We welcome you to our organisation and wish you a successful career with us.
With best wishes.
Yours sincerely,
For HCL InfosystemsLimited,
AUTHORISED SIGNATORY
I agree to accept employment on the terms and conditions mentioned above and
agree to abide by all the rules and regulations of the company.
NAME SIGNATURE DATE
72
Joining report to be filled by the new join in format given below and experience
certificate, Date of Birth Certificate, Relieving letter, Salary Certificate and
Educational Certificate etc. to be submitted to personnel Department.
73
HCL InfosystemsLimited
NEW DELHI
DATE:
HRD DEPARTMENT
NEW DELHI-110 020
JOINING REPORT
This is to inform you that I have joined the organisation as
On in
Department. My present address is
Telephone No.

And my Date of Birth is . Any change in my address will be
intimated to you.
NAME :
SIGNATURE:
DATE:
74
VI) DOCUMENTATION
1. Individual personal files are maintained.
2. Computerised Personal details are maintained.
3. After separation also the personal files are maintained of ex-employees.
4. Position wise Data Banks are maintained for future reference.
5. The following formats shall be generated as a result of implementation on this
procedure.
SOURCES OF RECRUITMENT
Sources of recruitment can be classified into two categories
(i) Internal Sources
(ii) External Sources
INTERNAL SOURCES:
Internal sources of recruitment means promotion of employees from the lower
rank to the upper rank. Majority of companies have established a policy of
promotion from within that is, vacancies other than at the lowest level are filled
up by promoting the personnel to the higher rank. Such practice leads the healthy
progressive atmosphere and the cost of training and the rage of labor turnover.
This source of recruitment is generally adopted to fill vacancies of middle and top
personnel.
EXTERNAL SOURCES:
It is always not possible to recruit the employees from within, especially
vacancies at lower level or recruitment at the time of expansion of the firm or
where job specification cannot be met by the present employees, the employer
has to go to external sources of manpower supply. Amongst the most commonly
used outside sources are as follows:
1. ADVERTISEMENT:
Advertisement in newspapers and journals is now an external popular source of
recruiting staff. For all types of types of vacancies employers resort to advertising
but it is the most suitable source for filling the vacancies of technical and senior
personnel. All particulars regarding the job and the qualifications of the
perspective candidate are given in their advertisement. Candidates processing the
requisite qualification apply for the job.
75
2. TECHNICAL INSTITUTIONS:
Campus interview is a very useful source of recruitment for a full range of jobs.
The employment managers of the enterprises maintain a close liaison with the
University and Technical institutions. This method is used for recruiting Officer,
Apprentices, Engineers or Management Trainees. Technical Institutions empanel
the promising young talents for employment and refer their names to the
prospective employers as and when asked for.
3. EMPLOYMENT EXCHANGE:
Employment exchanges are regarded as good source of recruitment for unskilled,
skilled or semiskilled operative jobs. The job seekers get their names registered
with employment exchanges managed and operated by the Central and State
Government. The employers notify the vacancies to be filled in by them to such
exchanges and the exchanges refer the names of prospective candidates to them.
4. PRIVATE AGENCIES:
Some private agencies are also doing a great service in recruiting technical and
professional personnel. They provide a nationwide service in attempting to match
the demand and supply of personnel. Many private agencies tend to specialize
supply of personnel. Many private agencies tend to specialize in a particular type
of jobs like Sales, Marketing, Technical Professional.
5. PERSONNEL CONSULTANTS:
Consultants who specialize in the recruitment of managers and other senior
officials are now being called upon to assist the management in filling of these
posts. Companies hire the services of these consultants at the time of recruitment
of the senior officials. These consultants agencies, on receiving requisition from
the client companies, advertise job description in leading newspapers and
periodicals without disclosing the names of the employers.
6. PROFESSIONAL BODIES:
Some professional institutions like Institute of Chartered Accountant , I.C.W.A.I.,
Institute of Company Secretary etc. maintain a register of qualified persons from
which they recommend the names of the job seekers to the employers when asked
for.
76
7. UNSOLICITED APPLICATIONS:
An organisation of repute draws a steam of unsolicited applications at the
company’s office. These applications are screened and places in the relevant Data
Banks. Whenever needed to locate suitable candidates for that particular skill
these are used.
8. RECRUITMENT AT THE GATE:
Sometimes direct recruitment of workers is made at the gate of the factory or
office. Generally, the number of vacancies, nature of work and time of interview
are notified by the Personnel Department on the blackboard at the gate.
Prospective candidates attend the interview at the appointed time and get the
appointment. This system of recruitment is generally used to recruit the unskilled
workers.
9. PART TIME EMPLOYEES:
Sometimes, persons are employed to dispose of the heavy seasonal work or the
areas of work of temporary nature on part time basis. These part time employees
form a good source of labours supply as and when vacancies occur. Vacancies
are filled up among them if they fulfil the requisite qualification to suit the jobs.
10. LEASING:

The short term fluctuations in personnel needs may be stabilized through leasing
of personnel for some specified period from other industries, offices and units.
This system of leasing has been well adopted by the public sector organizations.
With the rapid growth of public sector, the acute shortage of managerial
personnel, particularly at higher levels, they borrow the personnel of requisite
caliber from the Government Departments. At the end of their term they are
given an option to choose either their parent services or the present organizations.
11. TRADE UNION:
In some companies trade unions also assist in recruiting the staff. This sense of
cooperation helps in developing the better labor relations. This source of labor
supply cannot be relied upon on the ground that sometimes trade unions support a
candidate who in not fit for the job and is not acceptable to management. Such
view really worsens the labor relations.
However, this method is not being adopted by out organisation.
77
SELECTION TEST
Psychological tests are essentially an objective and standardized measure of a
sample of behavior. Objective of this definition refers to the validity and
reliability of measuring instruments. It also means the job relatedness of the test.
KINDS OF TEST
Following tests are adopted for selection:-
1. Achievement
2. Aptitude
3. Interest
4. Personality
5. Intelligence.
6. Leaderless Group Discussion
7. Interview
1. ACHIEVEMENT TESTS
This test measures a person’s potential in a given area. This test measure the skill
which involves performance of a sample operation requiring specialized skill and
believed to be satisfactorily answered by those who have some knowledge of the
occupation and trade.
2. APTITUDE TEST
This measures ability and skills. Specific aptitude tests have been designed for
jobs that require clerical, mechanical, and manual dexterity. Aptitude tests do not
measure motivation. Aptitude test is supplemented by interest and personality
test.
3. INTEREST TESTS
This test has been designed to discover a person’s area of interest, and do identify
the kind of work that will satisfy him.
4. PERSONALITY TESTS
Personality tests assess individuals motivation, predisposition and other pattern of
behavior. The personality tests, more often than the intelligence, achievement or
aptitude tests, predict performance success for jobs that require dealing with
people. Dimensions of personality such as interpersonal competence, dominance-
submission, ability to lead and ambition are more suitably measured by the
personality test.
78
5. INTELLIGENCE TEST
This tests generally aptitude ones. The scores on intelligence tests are usually
expressed as Intelligence Quotient (IQ), which are calculated by the following
formula.
Mental Age
IQ= --------------- x 100
Actual Age
6. LEADERLESS GROUP DISCUSSION
The essential feature of this technique is that instead of the candidates being
interviewed separately, they are brought together in gourp of six to eight for
informal discussion, and absolved and evaluated by the selectors. The two kinds
of group discussions are one, where the group is given a problem to discuss and
the individual member is free to choose his own approach to solving this
problem; and two, where each individual is allotted an initial position and
supplied with supporting information to defend his position.
The advantage of this method is that the decision to hire a person can be made
within a very short time, and the selector can evaluate the candidate’s personality
or leadership qualities very well.
7. INTERVIEW TECHNIQUES
The interview technique consists of interaction between interviewer and
interviewee (applicant).
Following are the methods of interview technique:-
1. PRELIMINARY INTERVIEW
These interviews are preliminary screening of applicants to decide whether a
more detailed interview will be worthwhile. The applicant is given job details
during the interview to afford him freedom to decide whether the job will suit
him. It is argued that preliminary interviews are unsatisfactory, first because they
might lead to the elimination of many desirable candidates, and second, because
interviews may not have much experience in evaluating candidates. The only
argument for this method is that it saves the company’s time and money.
79
2. DEPTH INTERVIEW
Depth interviews cover the complete life history of the applicant and include such
areas as the candidates work experience, academic qualifications, health,
interests, and hobbies. It is an excellent method for executive selection,
performed by qualified personnel. It is however. Costly and time consuming.
3. OATTERNED INTERVIEW
Patterned interviews are a combination of direct and indirect questioning of the
applicant. What is to be asked is already structured. The interviewer has certain
clues and guidelines to areas which should be probed deeply. The interview also
encourages the candidate to express the relevant information freely.
SELECTION METHODS
A variety of methods is used to personnel. The selection pattern, is not common
for all organizations. It varies from one to another, depending on the situation and
needs of the organization.
APPLICATION BLANK
The application blank is a highly interview in which the questions are standardize
and determined in advance. It tests the applicant’s ability to write, organize his
thoughts, and present facts. A number of application blanks give the impression
that “if you have seen one you have them all. Despite the diversity, all application
blanks essentially require three broad categories of information.
A. BIOGRAPHIC DATA
This is concerned with such variables as age, sex marital status and number of
dependents. This also have used items like the local address, age, previous salary
and age of children and have found no difference in long and short tenure
employees.
B. EDUCATION AND PAST EXPERIENCE
This is concerned with grade point, average, division and percentage of marks as
prerequisites for a job.
80
C. REFERENCES
References are letters of recommendation written by previous employees or
teachers. The general format is a paragraph or so on the person. Besides
inaccurate facts, this can be attributed to the referee'’ inability to assess and
describe the applicant, and his limited knowledge about him.
81
DATA ANALYSIS INCLUDING OPINION SURVEY OF
EXECUTIVES STAFF/EMPLOYEE REGARDINDING
RECRUTIMENT POLICY OF HCL
MANPOWER POSITION OF HCL.
IN THE LAST 10 YEARS
YEAR H.O
(CORPT)
FACTORY FIELD TOTAL
1995 80 200 104 414
1996 82 200 109 426
1997 82 202 109 428
1998 81 198 110 431
1999 81 195 120 440
2000 75 186 115 413
2001 76 190 118 439
2002 78 192 130 464
2003 76 188 134 464
2004 70 142 120 389
From the above table it is shown that increase in recruitment of manpower is
based on availability of Projects and diversification of business. At the saturation
point of one business it diversifies to another business which is highly required
for a business house. There is a little bit effect of non-availability of Projects and
diversification of business on manpower positions. In this way HCL, avoids
retrenchment and lay off and adjust the deficit and surplus manpower within the
organisation.
82
COMPARATIVE STATEMENT OF MANPOWER POSITION &
PROFITABILITY OF THE ORGANISATIONS SINCE LAST 10 YEARS
YEAR MAMPOWERST
RENGTH
PROFIT / LOSS
(RS. In Las)
P/ L BY RECRUITING
ONE EMPLOYEE
(In RS.)
1997 428 249.47 58287
1998 431 195.11 45269
1999 440 225.73 59302
2000 413 280.35 67881
2001 439 192.37 43820
2002 464 242.27 52213
2003 464 215.15 46362
2004 383 180.22 47054
It is clear from the above table that when recruitment of manpower increases
profitability of the organisation decreases and when recruitment of manpower
decreases profitability of the organisation increases. So it is clearly understood
that cost benefit analysis is not done properly before recruitment or creation of a
position in the organisation.
83
YEARWISE EXECUTIVES (VP AND MANAGERS) AND NON-
EXECUTIVES (SUPERVISORS AND STAFFS) STRENGTH OF M/S.
HCL.
YEARS EXECUTIVES NON-EXECUTIVES RATIO
1997
16 154 1:10
1998
16 154 1:10
1999
17 158 1:9
2000
15 150 1:10
2001
18 160 1:9
2002
20 165 1:8
2003
20 165 1:8
2004
16 155 1:10
From the perusal of the above table it is found that the ratio of span of control of
HCL, is approximately 1:10 which is very good for an organisation in increase in
the productivity for better cost control. But it may not leads to proper supervision
and quality of work. Optimum utilisation of non-executives staff may not be
achieved.
84
OPINION SURVEY:
Certain schemes yield more fruitful results in certain conditions and with some
specific objectives. Needless to say that management practices differ from
organisation to organisation. But the fact is that success does not follow
automatically, the people who implement the system that matters just as the
authority without acceptance have no meaning. Recruitment process without
trust of employees and organisation has no value how hobble the objective may
be so an attempt is made to study the attitude of those who are participating in
recruitment process before giving any suggesting and concluding remarks. For
this purpose research has taken opinion of 20 executives and 50 worker/employee
of different departments/sections of the organisation. The questionnaire prepared
and circulated may them is reproduced below indicating their responses to each
question.
Questionnaire circulated among 20 executives Yes No No R esponse
1. Are you in support of recruitment policy?
2. Whether the existing recruitment policy is linked
to productivity?
3. Do you feel that manpower recruitment has been
rationalised by way of automation?
4. Whether the existing recruitment policy is getting
will supports for the top management?
5. What are the benefits you are deriving from the
existing recruitment policy?
a) Reduction on labor cost?
b) Effective utilisation of human resources?
c) Maintaining timing in recruitment and staffing
schedule?
40%
40%
10%
70%
60%
25%
60%
50%
50%
80%
20%
30%
65%
30%
10%
10%
10%
10%
10%
10%
10%
85
6. Do you feel that job evaluation and job analysis
helps in manpower recruitment in your
organisation?
7. Do you think that the personal recruited from
external sources is more desirable than the internal
sources?
8. Whether cost benefit analysis is done before
recruitment?
9. Are you satisfied with the existing recruitment
system of the organisation?
10. Do you feel that performance appraisal helps in
recruitment process?
11. Do you feel that training will effect to recruitment
process?
12. Do you think job rotation will affect the
recruitment policy?
13. How are you controlling the shortage and excess of
manpower?
A) By employing casual worker
b) By employing extra hours
c) By lay off / retrenchment
85%
10%
30%
35%
65%
65%
50%
90%
90%
Nil
5%
80%
60%
55%
25%
25%
40%
Nil
Nil
90%
10%
10%
10%
10%
10%
10%
10%
10%
10%
10%
From the response indicated above it appears that the prevailing recruitment
policy has definite impact on the organisation. Most of the executives showed
86
positive response to different questionnaires by virtue of manpower planning they
used proposed deletion of manpower planning they used proposed deletion or
addition of man in the organisation for a planning period. The excess or shortage
are being adjusted and hence misutilisation is mere chance. The executives did
not respond to the lay off and retrenchment for reduction in available human
resources. Form the questionnaires it appears that the managerial staff are only
interested for filling of the vacancies of higher post from out of the internal
sources. This attitude will seize the professional approach of the organisation and
may not able to induct fresh brain. From the answers of most of the managers it is
observed that they want entry of new managers should be avoided and fresh
recruitment shall be limited up to only staff cadre and not above that. From the
answers of most of the executives it appears that cost benefit analysis is not
properly followed by the organisation and job rotation also not followed properly
in the organosation which make an employee all rounder in all respects. By
which, in the absence of an employee the work will not discontinue.
87
QUESTIONNAIRE CIRCULATED AMONG
20 EMPOLYEES/ WORKMEN: Yes No. No.
Respons
e
1. Are you satisfied with the existing recruitment policy
in your organisation?
2. Do you feel work load in your department?
3. Do you feel of your optimum utilisation?
4. Do you satisfied with your job?
5. Do you feel that motivation is main factor for
optimum utilisation of existing manpower?
6. Do you feel that recruitment of lower level staff from
external source is desirable than internal source?
7. Do you feel that training imported by your
organisation helps in improving your performance?
25%
20%
25%
25%
75%
50%
60%
65%
70%
65%
65%
15%
40%
30%
10%
10%
10%
10%
10%
10%
10%
From the response to the above questionnaires it is clearly indicated that most of
the workmen are dissatisfied about the existing recruitment policy. They are not
given chance for their development. Their skill efficincies are not recognized by
the company.
88
CONCLUSION
Studying the recruitment procedures of HCL, analysing the respondents answers,
opinion survey and date analysis the researcher came to a conclusion that HCL is
a growing Company. It has a separate personnel department which is entrusted
with the task of carrying out the various policies, programmes like recruitment
selection, training etc. effectively and efficiently. The business of HCL is carried
on in a very scientific manner. In the saturation point of business it need not
waste the time to diversify into the another business. Management understands
the business game very well. At the time of difficulty it takes necessary action to
solve the problem. Now the personnel department of HCL is in infancy stage. It
always try to modernize the department. It strongly believes in manpower
position of the organization because it knows in the absence of ‘M’ for man all
‘Ms’ like money, material, machines, methods and motivation are failure. It
always tries to develop the human resources. In the absence of right man,
material, money, machines all things will not be properly utilized. So it always
recruits manpower in a scientific manner.
89
FINDINGS & SUGGESTIONS
FINDINGS
1. Under recruitment Procedures Requisition System is incorrect because the
replacement does not require fresh approval, unless it is in place of
termination.
2. The data banks are not properly maintained.
3. The dead bio-data are never being destroyed.
4. Proper induction is not given to all the employees. It reserves to only a few
levels.
5. Salary comparison is not justifies. Old employees are demoralized by getting
less surely then new employee.
6. Salary fixation has a halo effect .
7. Recruitment procedure is not fully computerized.
8. Manpower’s are recruited from private placement consultancy, who are
demanding high amount of fees, where as HRD Department is not fully
utilised to recruit manpower by advertisement.
9. Before recruitment cost benefit analysis is not done properly. It causes
manpower surplus which makes loss in the industry.
10. Manpower is recruited from reliable source however efficiency does not
recognise.
90
SUGGESTIONS
1.Fresh requisition requires approval and not replacement.
2. The Data Banks should be computerised.
3. The dead CVs should be destroyed.
4. Each level of employee should be formally inducted and introduced to the
Departmental Head. If not all levels, at least Asst. Manager and above
category of employees.
5. Salary comparison should be seriously done to retain the old employees.
6. Proper salary structure to be structured to attract people and make it tax
effective.
7. Cost benefit analysis should be alone before creating a position or recruitment
of manpower.
8. Recruitment process should be fully computerised.
9. External source should be given equal importance with internal source. By
which new brain will be inducted in the company with skill, talent, efficiency
etc.
10. Manpower planning should be followed before recruiting.
11. Proper inquiry should be done regarding previous employment of a candidate
before recruitment to avoid industrial disputes.
91
ANNEXURE 1
QUESTIONNAIRE TO EXECUTIVE
1. a) Name of the respondent :
b) Date of joining:
c) Employment NO:
d) Designation:
e) Department:
2. Details of the Organisation:
a) Name :
b) Address:
c) Nature of Production:
d) Location;
e) (i) Are the organisational activities
concentrated anywhere? (Yes/No)
(ii)If yes, then where?
f) When started?
g) Production figure of last 10 years
YEAR TARGET ACTUAL PRODUCTION
1999
2000
2001
2002
2003
92
2004
2005
2006
2007
2008
h) Capital invested in the last 10 years:
YEAR CAPITAL INVESTED
1999
2000
2001
2002
2003
2004
2005
2006
2007
2008
i) (a) workforce strength (10 years)
i. 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008
Unskilled
ii. Semiskilled
iii. Skilled
iv. Highly skilled
93
(b) Employees strength (10 years)
Managerial No. 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008
Supervising No.
Clerical No.
Others No.
j) (a) Organisation Chart:
(b) Method of wage payment (%age of employee covered)
Time rate
Piece rate
Any other method
(C) Factors which influence wage determination for different categories
of workers.
(d) Method of wage determination
(i) Collective bargaining
(ii) Wage board
(iii) Any other method
3. Are you satisfied in your job? Satisfied/Not-Satisfied
i) Are you satisfied with the existing manpower position your department?
(Satisfied/Non-Satisfied)
ii) If not, do you need more manpower in your department? (Yes/No)
iii) Is it justified according to your workload? (Justified/Not Justified)
iv) Kindly give reasons for your answer in brief.
4. (i) How do you ascertain the need of manpower in your department? Mention
the technique of manpower assessment.
(ii)Whether the planning period is long range/Medium range/Short range.
94
(iii)Whether the process of recruitment is approved by top management.
5. (a) How the personnel are recruited?
(i) Through external source
(ii) Through internal source
(iii) Or the both
(b) Are you satisfied with the existing recruitment system of the organisation?
(Yes/No)
(c) Kindly give reasons foe your answer briefly.
6. While recruiting the new personnel:
(a) Is there any job evaluation or job analysis procedure adopted? (Yes/No)
(b) Is there rate of labours turn over exactly calculated? (Yes/No)
(c) What are the requisite sources to fill the vacancies
(i) Through employment exchange
(ii) Advertising through T.V, Radio, Magazines and other Journals.
(iii) Through campus interview.
(iv) Through management consultancy.
(v) At factory gate from any reliable source
7. while the selection procedure is going on
(A) Is the interview conducted in a special room?(Yes/No)
(b) Whether the organisation conducts written test/verbal test/the both
(c) Whether the interviewer are companymen/outsider/ the both
95
8. After selecting the candidate
(i) Is the induction programme being conducted? (Yes/No)
(ii) Is proper placement offered to the candidate?(Yes/No)
9. Is performance appraisal conducted for recognizing the efficiency in the
performance of employees? (Yes/No)
10. (a) Is there any provision for imparting training facilities to the employees?
(Yes/No)
c (b) Which type of training for imparting training facilities to the employees?
(Yes/No)
d (c) In present context which type of training you considered as appropriate?
(d) Do you feel that training helps in recruitment policy? (Yes/No)
11. (a) Is there any promotion facility provided to the employees in your
organisation ? (Yes/No)
(b) If yes, is it given on the basis of Efficiency/Seniority/the both
12. (a) What are the welfare amenities provided in your organisation?
Crèche Yes/No
Canteen Yes/No
Recreation Yes/No
Medical Yes/No
Conveyance Yes/No
Free education for children Yes/No
b) Is there any motivational technique adopted by the company?(Yes/No)
i) If yes, whether it is financial/Non-financial/the both
ii) Whether it is job enrichment/job enlargement/the both
iii) If no, kindly give your option
96
13. (a) How do your manage the shortage of manpower in your organisation?
By way of retrenchment/lay off/ the both/No one.
(b) How do you manage the shortage of manpower in your organisation?
Recruiting casual workers/Engaging overtime/Recruiting permanent
workers/the both
14. Since the technology follow by the organisation is not up-to-date. It needs
rationalisation is there any future plan to bring latest technological
know-how? (Yes/No)
15. If so how and it what way it is going to affect the overall manpower
recruitment in the organisation.
97
ANNEXURE – II
OUESTIONNAIRE TO EMPLOYEE/WORKER
1. a) Name of the respondent.
b) Designation :
c) Date of joining :
d) Token no :
e) Department :
2. a) Are you a workman / employee in the following category ? permanent /
Temporary / Casual.
b) Are you getting wages in piece rate / Time rate / any other method.
c) Is wages fixed by wage Board / Collective bargaining / Any other method.
d) Are you feeling any work load in your job? Yes/No.
e) If yes, do you need extra hands? Yes/No
3. a) How do you have recruited ?
Through a employment exchange / through union / Political pressure /
through relatives.

b) Do you like internal source of recruitment ? Yes/No.
e
f c) Do you feel that any extra manpower is needed for your organistaion?
g Yes/No
98
4. a) Is there any training facility for you? Yes/No
h b) If yes, is it on the job training loft the job training / off the job training?
i Yes/No.
j
c) Do you feel that training is inevitable for you? Yes /No
5. a) Are you satisfied with your job? Yes /No.
b) Is the job appraised by your superior authority? Yes/No.
6. a) Are you getting promotion? Yes/No.
k b) If yes, in which basis you have promoted? Efficiency / Seniority / The
l both.
7. Are you getting any motivational facilities? Financial / Non-financial / The
m both.
99
n
8. What types of facilities the company is extending for you?
Creche Yes/No
Canteen Yes/No
Recretion Yes/No
Medical Yes/No
Conveyance Yes/No
Free education for children Yes/No
9. Whether the organisation provides employment opportunity to the family
members in case of death of the worker / employee.
10
BIBLIOGRAPHY
× Principles of Management - by koontz o’ Donel.
× Principles and practice of Management –by C.B. Gupta.
× Human Resource Development – by U.B. Singh
× Principle and practice of Management –by L. M. Prasad.
× Personnel Management –by C.B. Mamoria.
× Management of human Resource.
× Dynamic of personnel administration by M.N. Rudrabasavaraj.
× Personal Management and industrial relation –by R.S Davar.
× World Resources –by M.S kar.
× www.hcl.com
× www.domain_b.com
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CONTENTS
 INTRODUCTION  CONCEPTUAL FRAME WORK OF RECRUITMENT PROCESS  PROFILE OF HISTORICAL DEVELOPMENT AND STATUS QUO OF HCL

 RECRUITMENT PROCEDURE IN HCL  DATA ANALYSIS INCLUDING OPINION SURVEY OF EXECUTIVES AND EMPLOYEES /WORKERS REGARDING RECRUITMENT PROCEDURE IN HCL.  CONCLUSION  FINDINGS AND SUGGESTIONS  ANNEXURES  BIBLIOGRAPHY

2

DECLARATON
Synopsis on “RECRUITMENT & SELECTION PROCESSIN IN AN IT ORGANIZATION w.s.r.t. HCL” submitted in partial fulfillment of the requirement for the degree of Masters of Business Administration to Sikkim – Manipal University, India, is my original work and not submitted for the award of any other degree, diploma, fellowship, or any other similar title or prizes. Place: Noida Date: _________ (NOOPUR SOOD) Registration No. 520851050

3

HCL” is approved and is acceptable in quality and form.t. & 520851050). Project SELECTION PROCESSIN IN AN IT ORGANIZATION w.s. Internal Examiner Examiners External (Mr. _________________) 4 .CERTIFICATE Project Report of Noopur Report Sood on (Registration “RECRUITMENT No.r.

without their guidance and cooperation this project would haven’t been successfully accomplished. Sec-10. Noida for the scholastic & kind advice and the valuable time that he gave during my Report.ACKNOWLEDGEMENT I am highly thankful to Mr. Israr Alam. I also express my gratitude to all those people who has provided me all the necessary information providing me throughout this infrastructure to carry out the project and people who were directly and indirectly instrument in enabling me to stay committed for the project NOOPUR SOOD 5 . Insoft. Faculty Guide. I shall be failing in my duty if I do not acknowledge my thanks to Staff members of my institute.

please ignore it. The topic given to me was: “RECRUITMENT & SELECTION PROCESS” I have tried to put my best efforts to complete this task on the basis of skill that I have achieved during my studies in the institute. If there is any error or any mistake in collecting the data. 6 . I have tried to put my maximum effort to get the accurate statistical data. Moreover.PREFACE The success of any business entity solely depends on how effectively does it utilizes its optimum resources and how soon does it make arrangements for the removal of the customer’s grievances. the company should always be ready to make necessary changes according to the requirement in order to attract more customers so as to maintain a substantial growth in the market.

North America revenues continue to dominate with a share of about 60%. HCL also has a rapidly diversifying geographic mix with Europe and Rest of the World yielding 25% and 15% revenue. HCL has applied itself to gaining momentum in emerging business segments such as Infrastructure Management Services & BPO. Making a foray into the services domain in 1997-98. working with clients in areas at the core of their business. About 25% of revenues now coming from these high growth segments of tomorrow. respectively. optimizing its business portfolio. Partnerships and risk-sharing have been integral to company’s growth. Product Engineering and Technology services along with Applications & Enterprise Consulting services contribute equally to the revenues.INTRODUCTION HCL Infosystems HCL Infosystems(“HCL”) is one of India’s leading global IT Services Company. BPO and Remote Infrastructure Management services. Relationships have been cemented with partners in diverse areas such as investment banking and telecom.led IT solutions. HCL Infosystems focuses on technology and R&D outsourcing. Keeping pace with the industry trend. providing software. The company leverages an extensive offshore infrastructure and its global network in 15 countries to deliver solutions across select verticals including 7 .

For the twelve month period ended 30th June 2005. Semiconductors. It is totally based on managing people or manpower in an efficient way. that we recognize the important role play in making organization work. There are some question which are listed down in order to know how important HRM is are : • How did these people come to be employees in an organization? 8 . Automotive. often do we explicitly consider that these organization depend on people to make them operate? It is only under unusual circumstances. HCL Infosystemsalong with its subsidiaries had revenues of $ 764 million and employed 24. such as when clerks go on strike at our local supermarket.000 professionals. Insurance. please visit www. What is IBM without its employees? Same is in a hotel industry.hcltech.com WHY HUMAN RESOURCE MANAGEMENT IS IMPORTANT An organization is nothing without human resources. Retail & Consumer. When we think about the million of organization that provide us with goods and services. For more information. any one of more of which will employ us during our lifetime. Aerospace. or the teachers walkout from our schools.Banking. colleges or employees working in an hotel industry. Telecom and Life Sciences.

The management process includes the planning. People are those in “through other people”. Limited resources are implied in “efficiently”. There is a considerable truth in the observation that “if you don’t know where you are going.• • • • How were they found and selected? Why do they come to work on a regular basis? How do they know what to do on their jobs? How does management know if the employees are performing adequately? If they are not. and controlling activities that take place to accomplish objectives. Goals are the “activities completed”. The established goals 9 . ⇒ First goals are necessary because activities must be directed toward some end. organizing. any road will take you there”. what can be done about it? • Will today’s employees be prepared for the work the organization will require of them in ten.thirty years? Management : It is the process of efficiently getting activities completed with and through other people. leading. twenty . With reference to our definition.

but where there are no goals. and with the best allocation of scarce resources. It again depends how much the manager knows about his capacity and how he designs his planning structure and how efficiently he gives a better picture and utilizes it accordingly. ⇒ Second. then are concerned with the attainment of goals. the manager is responsible for their allocation. Economic resources are scarce therefore. which makes them effective. 10 . which makes them efficient. Managers . for a given input. there may be a need for a new managers or no need for managers at all.may not so explicit. strive for a greater output. This requires not only that managers be effective in achieving goals that are established but they be efficient in relating output to input. there are limited sources. They must seek a given output with a lower input that is now being used or.

It is with and through people that managers perform their work. 11 . Managers are those who work with and through other people.⇒ The need for two or more people is third and last requisite for management. allocating scarce resources. to achieve goals.

The second is management development. Development. • DEVELOPMENT FUNCTION It can be seen along three dimensions. which is the continual effort to match longterm individual and organizational needs. Acquisition also includes the recruitment. acquiring their services developing their skills. It also has a major function. motivating them to high levels of performance. The first is employee training which emphasizes skill development and the changing of attitudes among workers. and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational goals. To look HRM more specifically we suggest that it is a process consisting of four function :Accusation. selection and socialization of employees. The third is career development.HRM AND ITS FUNCTIONS Human resource management is concerned with the “people” dimensions in management. which concerns itself primarily with knowledge acquisition and the enhancement of an executives conceptual abilities.of Human Resource. This includes the estimating demands and supplies of labour. • ACQUISITION FUNCTION The acquisition function being with planning. Since every organization is made up of people. Relative to human resource requirements. we new to know where we are giving and how we are giving to get these. it prepares 12 . Motivation and Maintenance .

Since the scenario of the market changes day by day it is very important for an organization to keep his employees ready to face the change.the employees to adopt change at any point of time. 13 . and accordingly change in order to adapt the change in order to sustain in this competitive market scenario.

the maintenance function is concerned with providing those working conditions that employees believe are necessary in order to maintain their commitment to the organization. attitude of an individual etc. the importance of linking regards to performance. • • • • Training and Development Organization and Development Organization/Job Design Human Resource Planning 14 . which attempts to stimulate performance. In contrast to the motivation function. • MOTIVATION FUNCTION The motivation function begins with the recognition that individuals are unique and that motivation techniques must reflect the needs of each individual. the AMERICAN SOCIETY FOR TRAINING AND DEVELOPMENT recognized nine are of HRM.e. more emphasis was given on manpower because of the change in the society. performance appraisal behavioral and structural techniques for stimulating worker performance. etc. compensation and benefits administration and how to handle problem employees are renewed. Within the motivation function alienation.• MANAGEMENT FUNCTION The final function is maintenance. job satisfaction. In a study ASID i. In recent years.

• • • • •

Selection and Staffing Personnel Research and Information Systems Compensation/Benefits Employee Assistance Union/Labour Relations

The outputs of this model are : • • • Quality of Work Life Productivity Readiness to Change

15

HRM MODEL Training and Development - Focus is on identifying and assessing Union/labour Relation Focus : Assessing healthy union/organization relationship.  Employee Assistance Focus : Providing personal problem solving, canceling to individual employees Compensation and Benefit Focus : Assessing compensation and benefits  Personnel research and information systems Focus : assuring a personnel information base Selection and Staffing : Focus : Matching people and their career needs and capabilities with join and career path - Quality of work life - Productivity - Readiness to change Organization Development Focus : assessing healthy inter relationship as bell as intra  Organization/Job Design. Focus : defining how tasks, authority and system will be organized  Human Resource Planning : Determining the origins major HRM needs strategies and policies

From the above introduction about Human Resource management, it has been pretty clear that how important is human resource and its allocation. Again it depends on human resource planning. So the next question which arises is what is Human Resource Planning?
16

HUMAN RESOURCE PLANNING It is one of the most important and essential programme of Human Resource Management. Human Resource Planning is the process by which an organization ensures that it has right number of people, right kind of people, at the right places, at the right time, capable of the right places, at the right time, capable of effectively and efficiently completing those tasks which will help the organization to achieve its overall objectives as well as goals. Human Resource Planning then, translation the organization’s objectives and plans into the number of workers needed to meet those objectives. Without clear-cut planning, estimation of organization's human resource need is reduced to more guesswork.

Of all the “MS” in management (the management of materials, machines, methods, money, motive power), the most important is “M” for men or manpower. Manpower is a primary resource without which other resources like money, machines materials can not be put to use. Even in the age of computer and Robert it requires human resources to execute it and plan further improvement. It is the most valuable asset of an organisation. If people of poor caliber are hired, nothing much can be accomplished and Grasism’s law will work the bad people will drive out the good car cause them to deteriorate. Organisation of men for managing a purpose is age-old, even though, this science of management is yet in a developing stage especially in developing countries. Effective utilisation of manpower resources is the key note of manpower management. Ever since the factory system, production managers have devoted a

17

18 . be any number. of course. This is clearly in the interest of both the employing organisation and the applicants. ideally the smallest number of candidates who appear to be capable either of performing the required tasks of the job from the outset. It’s purpose is to pave the way for the selection procedures by producing. the first being the manpower planning. In other words. It is the next step in the procurement function. During the nineteenth Century the average employer in their efforts to reduce costs centralised their attention upon management of men and machines. it is a linking activity bringing together those with jobs and those seeking jobs. Recruitment makes it possible to acquire the number and types of people necessary to ensure the continued operation of the organisation. The smallest number of potentially suitable candidates can in theory. Recruiting is the discovering of potential applicants for actual or anticipated organisational vacancies.great deal of time and effort to the physical organisations of the industry. Recruitment forms the first stage in the process which continues with selection and ceases with the placement of the candidates. The main point that needs to be made about the recruitment task is that the employing organisation should not waste time and money examining the credentials of people whose qualification do not match the requirements of the job. A primary task of the recruitment phase is to help would be applicants to decide whether they are likely to be suitable to fill the job vacancy. Man management is basically concerned with having right type of people available as and when required and improving the performance of the existing people to make them more productive on their job. or of developing the ability to do so within a period of time acceptable to the employing organisation.

On what basis should it be written down and saved or not? If saved for ever or for a year or two? These are issue to be argued and these are the elements that make manpower planning ground or bad. PURPOSE OF THE STUDY : The objective of the study is to analyse the actual recruitment process in HCL . 19 . strikes for greater productivity. How far the process is accepted by it ? And what are the options of the family members of the organisation? The study on recruitment highlights the need of recruitment in HCL InfosystemsLimited. lower costs and higher wages. Every organisation. so the industry needs a stable and energetic labours force that can boast of production by increased productivity. Instead our concern is focussed of those questions like recruitment for what purpose. effective or ineffective. To achieve these objectives a good recruitment process is essential.SCOPE OF THE STUDY : At this point we are nor concerned with desirability of recruitment process since it can not be avoided. SIGNIFICANCE OF STUDY : Without focussing the pattern of management. By which industry strikes right number of persons and right kind of persons at the right time and at right places through and the planning period without hampering productivity. elimination of wastes. organisation philosophy highlights on achieving a surely where all citizens (employees) can lead a richer and fuller life. therefore. and to evaluate how far this process confirm to the purposes underlying the operational aspects of the industry.

which contributes towards continuous flow of production without shortage or excess of labours. UNIT OF STUDY: An executive and a worker irrespective of their position and placements in any of the departments of the organization is considered as unit of study. This methodology includes (i) (ii) (iii) (iv) Familiarization with the organisation. Conclusion and suggestion based on analysis. HYPOTHESIS The organisation follows a systematic recruitment process. Since it is not possible to approach each and every manpower of the organization. 20 employees from different departments/ sections of HCL as sample in order to elicit relevant facts. SAMPLING The study covers 10 executive. Observation and collection of data. 20 .METHODOLOGY : The study is carried on in a proper planned and systematic manner. Analysis of data.

SOURCES OF DATA COLLECTION: The primary as well as the secondary sources was used for collection of data. Interview schedules were used for workers clerical. thoughts and reactions of the executives. books. Diary 2. perceptions. Thus the source of data collection were as follows: SOURCE OF DATA COLLECTION PRIMARY 1. magazines and other relevant records for collection of data to know about the industry as well as the respondents. Questionnaire 3. Interview schedule 2. Other records 4. The investigator used the secondary source like diary. Magazines The investigator used structural interview schedule. In primary source of data collection the interview schedule and questionnaire and opinion survey were used and in secondary source of data collection relevant records. diary and magazines were used. category and questionnaires were used for supervisory and executive cadre and opinion survey was used to know the technology. books. employees/workers and trade union members of the organisation. 21 . Opinion Survey SECONDARY 1. questionnaire and opinion survey for collection of data from primary source. Books 3.

TABULATION. 2. Interviewing of the executive of top echelon position who are making recruitment is busy in the Organisation State of affair. ANALYSIS AND INTERPRETATION: After completion of data collection the editing of the responses go obtained was done. This edited data further codified and code book was prepared. In spite of all these limitations. Respondents were found hesitant in revealing opinion about supervisors and management. The terminology used in the subject is highly technical in nature and creates a lot of ambiguity. the investigator has made an humble attempt to present an analytical picture of the study with some suggestion for the long run implementation. So it is not possible to contact all of those every busy executives. 3. All the secondary data are required were not available. These are: 1. Confidentiality of the management is the strongest hindrance to the collection of data and scientific analysis of the study. On the basis of these tables the data were interpreted and analysed and conclusion was drawn. 4. 5. LIMITATIONS: Every scientific study has certain limitations and the present study is no more exception. 22 .

set up a new company called Micro comp. 1. a group of young.ABOUT HCL In the early 70s. HCL InfosystemsLimited (HCL) has now become India’s one of the big technology integration company. To start with they decided to capitalize on their marketing skills. On the 11th of August 1976 Hindustan computers Limited was incorporated as a join venture between the entrepreneurs and UPSEC and with an initial equity of Rs. the evolve theme is visible in the many ways that HCL Infosystemshas undergone a metamorphosis into becoming a complete IT solutions company. UPSEC agreed to set up a joint venture. Micro comp marketed calculators and within a few months of starting operations. 23 . Over the years. Impressed by their technical and marketing competence. The overarching theme for the company’s swift progression into the software and services arena. HCL Infosystemshas positioned its business operations to fulfill its vision statement: ‘Together we create enterprises of tomorrow’. is evolving. Micro comp approached UPSEC (Uttar Pradesh State Electronics Corporation) for help to set up a computer company. in India and globally. Shiv Nadar and five of his colleagues got together and in 1975. enthusiastic and ambitious technocrats embarked upon a venture that would make their vision of IT revolution in India a reality. company was outselling its major competitors.83 lakhs. Signifying a state of constant growth. In 1976.

ERP implementation and software development. health and national development.novell and SCO AG solutions. telecom authority of Singapore and penang state govt. Helpdesks. SIA. Pivota for CRM solution and ORACLE Sybase and Informix for RDBMS platform. Red hat . DBS bank. ministry of education. Samsung. HCL Infosystems’ global customers include Samsung. Microsoft. civil aviation authority of Singapore. Systems Supports and network and Internet Implementation. Some of its global customer in the government sector is Inland Revenue authority of Singapore. Government of Singapore. 24 .The menu of HCL Infosystemsglobal services broadly covers IT consulting and professional services in the area of vertical applications. This also includes a complete portfolio of systems and network services for development.Linux. and AMAL insurance Jurong Port in Singapore and Malaysian’s BSN commercial bank. Intel for PC and PC server building blocks. Singapore power. Asia Matsushita and Shell Malaysia. technology integration. Among its partner are HP for high end AISCE/UNIX services and workstation and HP Open view network management solution. This also includes a complete portfolio of systems and network services for Facilities Management. HCL Infosystems’ chosen platform of total technology integration lends itself to some very significant alliances with the global leaders. Maybank life assurance charted semiconductors.

INDIAN HARDWARE INDUSTRY AND HCL INFOSYSTEMSLTD. power electronics equipment. The Indian IT and Electronics market in 2004-05 was worth US$ 32. the hardware industry body in 2002.e e x . By far the most comprehensive study was carried out by Ernst & Young in association with MAIT.79. Market researcher IDC estimates that the marketvalue estimate over next 3 years for hardware products is Rs. Most of the hardware requirements of the burgeoning software and telecom sectors are met by imports which are about 25%. medical electronics equipment.000 crores The Indian electronics and hardware industry has been lagging behind the impressive performance of the software sector. the hardware requirement would be US$ 50 billion. Electronics and IT hardware production stood at US$ 13. Some 4. It estimates that given the right incentives. test and measuring instruments. the leading IT industry body estimates that to achieve a software export target of US$ 87 billion in 2008.7 billion consisted of software. components etc.100 units are engaged in electronics production manufacturing goods as diverse as TV tubes.9 billion of which US$ 19. process control equipment. Govt. NASSCOM. office equipment. of India has estimated that the total requirement of hardware and components by 2008 would be in range of US$ 160 billion and the investment required in the manufacturing facilities would be US$ 16 billion. India's electronic 25 i . analytical and special application instruments. The Ministry of Information Technology.2 billion.

contract manufacturing and design services. The company’s reported operating margins in 2002-03 (including six months of OA. is currently engaged in selling manufactured hardware (like PCs. HCL’s total hardware turnover was Rs. it offers hardware support services to existing clients through annual maintenance contracts. The major export opportunities would be in the area of innovative new products. monitors and peripherals) and traded hardware (like notebooks. primarily because of better margins in hardware. peripherals) to institutional clients as well as retail channel partners. 10. Of this. This shows that there are large opportunities for Indian companies to increase their strength and grave these opportunities for future growth. the company was able to retain a part of the margins in its product realizations. HCL InfosystemsLtd. net work consulting and facilities management. servers. twelve times its existing size with the domestic market accounting for US$ 37 billion and exports of US$ 25 billion. HCL InfosystemsLtd is one of those companies which are working to increase their network and making innovative new products.hardware industry has the potential to reach US$ 62 billion by 2010.9% in 2001-02.6% in 2002-03. telecommunication and software businesses) increased to 6. manufactured hardware constituted 60%. Better margins in hardware resulted in the return on capital employed (ROCE) from hardware increasing from 11.7% from 5.9% in 2001-02 to 25. traded hardware 32% and hardware support services 9%. higher by around 24% over the corresponding figure for 2001-02. While average material costs declined in 2002-03.97 billion. 26 . Besides. In 2002-03.

7 percent. HP followed HCL with a market share of 11. accounting for a chunk of the total sales. IBM is in the third place with a market share of 6. registering a growth of 2. Gartner India. According to IDC.9 percent. Wipro. HP too grew at a blistering pace registering a growth rate of 73. states that the Indian desktop market grew by 31.2 percent growth during calendar year 2004 as compared to the previous year. while the total desktop PC market registered a growth of 28. Hewlett Packard. Other players include Zenith Computers.2 percent. the gray market remained flat. which is already witnessing a consistent drop in end-user prices for both the branded and unbranded PC segments.03 percent. Interestingly. The company registered a 91. Gartner. IBM. Says Vinod Nair.2 percent in 2003 to 49. registering an impressive growth rate of 74. Assembled personal computers have a large presence in the domestic home PC market.2 percent in 2004. Among the vendors. HCL Infosystemsis the market leader. in a recent report. According to IDC. “Peaking 27 . the recent re-surfacing of finance-based purchase options had an accelerating effect on the consumer desktop market.2 percent.3 percent.5 percent in 2004. the share of branded PCs grew from 36. Computing Systems.In the domestic home PC organized sector. What is significant is that branded PCs continue to make impressive gains against the gray market.4 percent growth during 2004 as compared to the previous year. Sun Microsystems. Analyst. The overall market for desktop personal computers registered a 28. HCL Infosystemsemerged as the market leader with a share of 13.2 percent. IDC is not the only research firm confirming the signs of robust growth.

especially the banking and financial services sector. a continued reduction of price points. facilitated in part by the recent reduction in excise duties on PCs. one thing is common—the PC market is booming at double-digit growth rates. retail outlets and self-employed professionals. Besides. in retail hardware sales. registering a growth of 37 percent over the same period of the previous fiscal. In the medium term. may be affected 28 . HCL’s hardware sales to the institutional segment are likely to remain stable. MAIT (Manufacturers Association of Information Technology) estimates that the desktop PC market grossed 17. With the Indian economy booming. is likely to reduce the price advantage of the small assemblers. In future.” While every research firm has given different figures. banking. manufacturing and government. financial services and insurance. MAIT estimates that PC sales will touch the 40 lakhs mark in fiscal 2004-05. with sustained hardware spending by all the verticals.business confidence based on strong economic growth catalyzed PC purchases in both consumer and corporate segments throughout 2004. HCL’s margins. Consumption also increased in non-traditional sectors such as education. and augur well for branded PC manufacturers like HCL. The buoyancy in PC sales can be attributed to increased consumption by traditional industry verticals such as telecom.1 lakhs units in the first half of fiscal 2004-05. BPO. despite its sales tax advantages.

9 6.608.3 2.8 132.752 Total 2.04 73.2 29 .589.98.403 Grey 1.232.694 50.3 Source : IDC I Units (2003) Branded 911.2 221.964 8.8 232.84.2 63.016 49.2 Year-on-Year Growth (percent) 91.155 Percentage of Units Shipped 36.43.2 28.8 100 Total desktop market Percentage of Units Units (2004) Shipped 1.8 3.582 5.710 100 Source : IDC India Year-on-Year Growth(percent) 74.973 Percentage of Units Shipped 13. Current Market Share of various IT players in over all Desktop Market in 2004 Vendors HCL HP IBM Units (2003) Market share(percent) Units (2004) 4.2 1.535 3.520.03 50.169 9.7 11.058 1.643.by the likely removal of duty protection on manufactured PCs from the year 2005.

30 . IBM was third in the race with only 15% or 6.7% of market share followed by 30% or 11. Along with becoming the market leader in branded PC HCL Infosystemsalso became 1.9 % of market share by HP.MARKET SHARE OF BRANDED PC DURING CALENDER YEAR OF 2004 ZENITH 13% WIPRO 8% HCL 34% HC L HP IBM WIPRO ZENITH IBM 15% HP 30% From the above figure we can clearly see that HCL emerged as the clear winner among the branded PC companies with 34% or 13.3 Billion Dollar company in April 2006.2% of market share of branded PC computers.

SUCCESS STORY Vision. making up seed capital of Rs 1. one of that original group of eight and now President and Managing Director of HCL 31 . it was Indian. bravado and grit have seen HCL evolve from a dream of eight youngsters in 1977 to the country's top IT group today. Microcomp. with revenues closing in on Rs 5. But we didn't have enough funds. it was perfect… Two more of our friends joined us later to set up Hindustan Computers in August 1976-that took the number of people who started HCL up to eight. till someone informed us that we would need a license for the same. hardware. therefore.000 crore 1975: Six young men get together over a cup of coffee and snacks. "Six of us. it was patriotic. its only natural that they talk shop. We decided. They also explore the possibility of starting a company of their own-one rooted in values. The initial investment-all their savings. working our way upward. to settle for a close second-we set up a calculator company. towards creating a computer company." remembers Ajai Chowdhry. wanted to start a computer company. all with DCM. We acquired it and created Hindustan Computers Ltd (HCL). We were. of course. The conversation veers from cars and travel to jobs.87 lakh. The Uttar Pradesh government was offering an open license of this nature around that time. career and the future. Since they all work together. The name itself had a reason behind it-it denoted largeness. Microcomp is born. directed at creating a market for its products in a segment hitherto unexplored.

or the orders would fall through. an industry that gave everyone an equal chance to succeed… We also knew we wanted to dominate it. This led to a sharp focus on in-house design. Through these years. Components and sub-assemblies. could be imported. "I remember a particular instance. The final delivery date-March 27. "We had no products. however. We have also developed new paradigms for new opportunities. and we couldn't simulate them.Infosystems. "The latter was a very expensive affair. A teething problem faced by the company-getting imports through. We actually had people coming to us and looking at these models and placing orders-they believed in us!" The deadlines were tough. especially from IIT 32 . With Micro 2200. so we had to create a bread-board model." says Chowdhry. The first product we came out with was targeted at the engineering research market-Micro 2200. The one business strategy that has dominated and been at the core of our business is constant adaptation and renovation. we have retained our number one position and sustained our growth. The first deadline was March 31. orders poured in for HCL. Chairman of HCL Infosystems. based on a 4-bit microprocessor from Rockwell. After setting up of HCL (Chennai). we were flooded with orders." adds Shiv Nadar. The regulations and laws of the time did not allow the import of technology. "We dreamt of working in an industry that would revolutionize businesses. and everyone worked night and day for weeks. but they had to be met.

"That was a stroke of luck for us. When MNCs weren't popular If we tabulate the history of Indian business. among other multinational companies. HCL became a Rs 2-crore company." says Chowdhry.000 companies. We went and sold that to lots and lots of companies." recalls Chowdhry. I personally went to the airport in my old Fiat and delivered the units personally to the IIT professors. However. "We created an eight-bit computer. write the software. the works… And we had to do $1 million in orders out of Singapore between August 1 and December 31. maintain the equipment. not so much for boxes. 1980. 33 . once there. we realized that the demand was more for solutions. train the staff." Three years later. to either increase the component of Indian holdings or move out. They moved out. in 1980. It was in 1977 that the Janata Party government came to power. among them a cement company that used four floppies to manage the payroll of all its 3. armed with some expertise in hardware and targeting the SME market. We set up a software factory in Chennai-we would go to customers and tell them we would do everything-make the box. Among their first actions on the commerce front-asking IBM and Coke. our first usage of Intel architecture.Chennai. That was the make or break point-less than that and we wouldn't have the cash flow to run the company. 1977 will go down as a "funny" year. "We decided to expand overseas and entered the Singapore market." In the nick of time is how things worked out-HCL Singapore managed that figure on the morning of December 31.

and Perot Systems Corporation 1997 HCL Tech incorporated in UK. Apollo Contact Centre HCL Enterprise Solutions formed as a joint venture with Computech Corporation. California 1991 HCL and HP. 1985 HCL America established with headquarters at Sunnyvale. Compensation and Related Party Transaction Committees set up Implementation of 'Glocal' Management Concept 2000 Large deals with Bankers Trust. KLA and GTech 2001 Acquisition of Deutsche Software Acquires Ireland-based BPO firm. and New Zealand 1999 Initial Public Offering made by HCL Tech Formation of Global Board of Directors and Advisory Board. Hong Kong. USA agree to enter into a partnership to form HCL HP 1994 HCL Tech formed as separate software company 1996 Joint venture with James Martin & Co. Italy and Switzerland 1998 Operations started in Japan. established in Singapore 1981 Set up NIIT. Far east Computers. Germany. "This was when we decided to walk the software 34 . USA The Singapore experience taught the founders a lesson-designing and manufacturing products in India and selling them overseas was akin to walking a tough and profit-less path. Audit. Inc.HCL Group: How the Dream has Evolved 1975 Shiv Nadar and five colleagues start Microcomp 1976 HCL promoted with startup capital of Rs 1. France.85) 1980 HCL's first transnational venture.83 lacs (US$ 3826. Belgium. Australia. India's first private sector IT education institution. Sweden.

just when the PC and software integration business was chugging along smoothly. the company moved into the US market-HCL America was born." says Chowdhry. We were in big trouble-our overheads were high. how Busybee was born.integration road. and a path that would lead to more revenues. A turning point came in 1989. We could not deliver as promised. We launched our PC in three weeks. incidentally. And that. Our entry strategy was right." says Chowdhry. In 1984. much before Intel. Our people flew all over the place. We had three weeks to do this. but the product wasn't. and refused to charge us any money. we were in talks with 35 . and brought back PCs. studied them and got into manufacturing mode. "A few companies approached us and we decided to launch the personal computer in India. We created the integration database. we had no revenues…" Unix to the rescue It was the US reversal that made HCL look at newer avenues. including Taiwan and Bangkok. and we capitalized on our Unix strengths." says Chowdhry. we killed a product line like that. McKenzie & Company approached HCL and offered to carry out a study for HCL. Around this time. We had no environmental clearances and fell back. When the findings of the study were presented to the top brass at HCL. "That is how our software strategy was born. the new computer policy was coined and standards were put in place.. entitled HCL's Entry Into America. but we killed it! We were so naïve. They did a project for us anyway. "We told them we were too small and couldn't afford them. "We marked the entry into the US market with hardware. This saw a major move by banks toward the Unix platform.. We took them apart.

we tied up with HP. HP asked HCL to close down its RISC and Unix R&D setup. We were also working on Apollo. About the same time as out foray into the US. taking in all of the technologies. HCL Infosystems-despite the predicted flat growth in the current year. when HCL Consulting turned into HCL Technologies. HCL created a new opportunity out of the situation-HCL Consulting was set up and the said works were moved in to this new company. Phones. And that was something we wanted." says Chowdhry. EPABXs. This was a great learning period and had a mushroom effect subsequently. 36 .Hewlett-Packard for a joint venture. Chowdhry remains upbeat on the company he runs on a day-to-day basis. SI. HP was smaller than the behemoth it is today. HCL Infosystemswas also set up. Unwilling to down shutters on a going and profitable effort. but it still boasted global expertise. However. HCL Insys focuses on the domestic products and software businesses and its main areas of operations are: -Products & System Integration: PCs." says Chowdhry. And along the line. At that time. "We had our people working at the HP research centers. and HP bought out the product.

Ine S r e f r l a ie o t l ev rs o E t rp ea p aio s ne ris p lic t n N t ok g ew r in E c l L e .Ine eMn g r tl S rv rs e e B s B e uy e In ia ’ F t d s irs D s t p( ‘ 6 e ko 8)  e u ypo u t S c rit r d cs T inC ns h lie t  u Sre & S n ev rs Wr saio s ok t t n C bn t &R c s a i es a k In r aio K s s fomt n io k Etr r e nepis 37 .In ia ’ firs e n t lk d s t Hm P o eC E e B e zee H L ’ L wP ic P C s o reC In it P s .A DS r e x e in M ev rs Po u t r d cs In icP d C T s i aL po s o hb a t p In it So g po u t fin i t ra e r d cs M n o s o it r K y o r s e b ad Dr c S l s&S p o t i e t ae up r N t a a e .In ia ’ fin i C d s L rg s in t lle P a e t sa d C G b l Ln .HCL’S OFFERINGS IN INFO-PROCESSING PRODUCTS H L ’ fe in sinIno C sOf r g f Hm o e C a n lS l s h n e ae &S p o t upr -P o e s gPo u t r c s in r d c s S a B sn s m ll u i e s C a n lS l s&S p o t h n e ae upr B a sa Md C nre e n t lk e ia e t E t rt in e tP ne a mn C B a sa .

Right from our inception we have attempted to pioneer the technology introductions in the country either through our R&D or through partnerships with the world 38 . thereby increasing the customer confidence in HCL. The last 27 years apart from knowledge and experience have also given continuity in relationship with the customers. It offers onestop-shop convenience to its diverse customers having an equally diverse set of requirements. or a small/medium enterprise.Pan India support & service infrastructure . HCLI has a product range. Our strengths can be summarized as: . an excellent service & support infrastructure. ability to provide the cutting edge technology at best-value-for-money and on top of it . sales and support capability to service the needs of the customers.HCL Advantage HCL Infosystemsdraws it's strength from 27 years of experience in handling the ever changing IT scenario . be it a large multi-location enterprise. or a small office or a home. Today HCL is country's premier information enabling company .Ability to understand customer's business and offer right technology . strong customer relationships .Best-vale-for-money offerings Technology Leadership HCL Infosystemsis known to be the harbinger of technology in the country.Long standing relationship with customers .

Country's first branded home PC . HCLI strive to understand the technology from the view of supporting it post installation as well. Some of them are: . HCL Infosystemshas to its claim several technology pioneering initiatives.launched our own range of enterprise storage products. Using own R&D HCL has: . This is one of the key ingredients that go into strategic advantage.Country's first DeskTop PC .developed firewalls for enterprise & personal system security. .Country's first Media Center PC MANUFACTURING HCL's computer hardware manufacturing plant is strategicaly located in the Union territory of Pondicherry.Created own UNIX & RDBMS capability (in 80s).BusyBee in 1985 . . . . attractive power and labour rates . Situated 165 kms south of Chennai on the coast of the Bay of Bengal with proximity to Chennai Air/Sea port.launched our own range of networking products. 39 .Beanstalk in 1995 . special policies for Industises of local Govt.technology leaders.makes Pondicherry an ideal place for business. Inland Container Depots.Country's first Pentium 4 based PC at sub 40k price point .

23.it now has 3 Units (Unit 1. The products manufactured here undergo stringent tests that ensures their ruggedness & durability . humidity . PMO has a monthly capacity to make 50. EVERY TIME. THE FIRST TIME.by European Foundation for Quality Management in the year 2001 . SERVICES AND SOLUTIONS TO MEET THE REQUIREMENTS OF OUR EXTERNAL AND INTERNAL CUSTOMERS.000 sq. one of the best & largest in India. Driven by a strong Manufacturing Objective "WE SHALL DELIVER DEFECT-FREE PRODUCTS. The infrastructure is state of the art ." All processes in the manufacturing are aligned to this guiding objective .000 desktops and 2000 servers.2.2003 PMO also has Product Engg Group (PEG) and R&D teams constantly engaged in developing new products and solutions. A strong emphasis of "Quality by Process" is ensured across all processes.heat . ft.Our 40 . All 3 factories are ISO 9001:2000 and ISO 14001 certified.Started in 1996 . rough transportation & handling . which may be deployed anywhere in India and may have to face severe conditions like .with only Unit 1 .& 3) with a built up area of 3. PMO was also Awarded MAIT Level 2 .. HCL was also awarded ELCINA's (Electronic Component Industries Association) Quality Award for the year 2002.

There is also a Customer satisfaction cell. Customers. support personnel. organizations need to adopt and implement a continuous improvement-based quality policy. services and solutions to meet the requirements of our external and internal customers. client-site simulation tests . sales & marketing. 41 . total employee participation in quality improvement and customer satisfaction. Its concept of quality addresses people. what all goes in making a quality computer system." To exist as a market leader in a globally competitive marketplace.products undergo drop tests . HCL INFOSYSTEMSbelieves in the Total Quality Management philosophy as a means for continuous improvement. Philosophy of Quality "We deliver defect-free products. Computers are shipped to locations all over India with an extensive network of professional logistic support partners. One of the key elements to HCL's success is its never-ending pursuit of superior quality in all its endeavors. and every time. in plant. reliability tests et al . for themselves. to take care of problems reported from field. the first time. hot & cold temperature chamber . processes and products. dealers & distributors are encouraged to visit the plant to see.

we train our employees on the basic concepts and tools of quality. In the early 90s. and Corrective Action Projects (CAPs) are undertaken. the focus was not merely on the quality of products but also the process quality systems. Business Servers. In early 1995. whereby process deficiencies and bottlenecks are identified.Over the last 20 years. a major quality initiative was launched across the company based on Philip B. We were certified for ISO 9002 by BVQI in 1994 and re-certified in 1997 to ISO 9001-2000 (for Design & Manufacture of Personal Computers. Under our Quality Education System program. Work Stations and their Associated SubAssemblies). A number of improvement projects have been undertaken by employees. the individual's need towards better quality in his personal life. And also employed concurrent engineering practices including design reviews. leading to customer and employee satisfaction. This reduces 42 . Crosby's methodology of QIPM (Quality Improvement Process Management). This model was selected to because it considered the need and commitment by an organization to improve but more importantly. QUALITY AT HCL INFOSYSTEMSLTD. and rigorous reliability tests to uncover latent design defects. The history of structured quality implementation in HCL Infosystemsbegan in the late 1980s with the focus on improving quality of its products by using basis QC tools and Failure Reporting and Corrective Active Systems (FRACAS).HCL has adapted to newer and better Quality standards that helped us effectively tie Quality with Business Goals.

including personal quality. Implementation. to enable customers to serve their customers better. 2002-03. Resource Management. As a result of this it is able to 43 . The tryst for continuous quality improvement is never-ending in HCL. which help us fulfill mission to provide world-class information technology solutions and services. Facilities Management and System Integration) and award of First Prize by ELCINA (Electronic Component Industries Association) for Quality. Business results). adding another commendation to progress. Measurement Analysis & Improvement) and Results (Product Quality. Support. Our certifications / awards in 2003 include ISO 9001-2000 certification by BVQI for Infostructure Services (for Consultancy. Security. for gaining quality leadership and business competitiveness. Customer / Stake holder satisfaction . Audit & Management Services for Information Technology Solutions in the domain of Networking. CUSTOMER SATISFACTION One of the cornerstones of strategy has been a very strong customer focus. HCL has received MAIT's 'Level II recognition for Business Excellence' for initiatives in the Information Technology Industry. Product Realisation. (1) Enablers (Leadership & Management commitment. 27 years of experience in servicing a varied range of customer requirements has given domain knowledge of customer's business. HCL always strive to maintain high quality standards.defect rates and improves cycle times in various processes. The ELCINA award criteria considers two aspects. MAIT's Level II recognition is based on the 'European Foundation for Quality Management' (EFQM).

Channel strength is a balanced mix of retail outlets. It was strong focus on distribution network that led HCL in devoting few brands exclusively for channel. Banking & Finance and Education & research. 44 . Laptops & Pocket PCs. No matter where you are.The product range includes DeskTop PCs. and recently launched EzeeBee. Servers. Products are backed by an extensive direct support infrastructure spread across 170 locations nationwide which offer 24 x7 support offering for critical sites. they have more than 8 lakh units installed units.provide exact solution to customers' needs. Today distribution network helps it take a varied product range to customers in every nook & corner of the country . Netmanager (servers). BusyBee. Today for desktop PC.Beanstalk. HCL enjoy considerable market share in segments like Government. there's an HCL Service Centre near by. SUPPORT SERVICES HCL InfosystemsService Support infrastructure is one of the widest in the country. During these years they have been able to cement their relationship with customers and gaining their trust and confidence as well. resellers & distributors. They are .

It is easy to see why recruitment has accorded such a high position out of the various facets of human resource management. placement. 45 . maintenance.CONCEPTUAL FRAME WORK OF RECRUITMENT PROCESS Human resource Management classically pertains to planning. welfare etc. The immediate conclusion that follows from this is that the prime movers of the organisation are the individuals. induction. selection. compensation. development. of Human Resources of any organisation to enable the organization to meet its objective while also enabling the human resources to attain their individual goals. The reason is simply that unless one has human resource in the organisation whom will the human resource managers manage or whose energy will they channalise productively and usefully. As is evident from the definition of the concept the entire theme revolves centrally around human resource and its role in enabling simultaneous satisfaction of individual and organizational goals. The process of bringing employees into the folds of organisation is termed as recruitment and can be unambiguously treated as the central pillar for foundation stone of the entire concept of human resource management. recruitment.

(B) Selection: and (C) Placement on the job. encourage and stimulate them to apply for the job. Procurement function of personnel Department includes three major sub- functions. The entire report is divided into various sub-sections which appear in a chronology of events that are steps in the process. Recruitment is the positive process of employment. It is the primary duty of the HRD department to procure and maintain an adequate qualified working force of various personnel necessary for manning the organisation. The process of Recruitment is to identify the prospective employees.(A) Recruitment. attract. 46 . Interview the eligible and select them for a particular job in the organisation.Keeping this idea into mind this Projects is an attempt to study various options that are available both theoretically as well as practically for an organisation to launch itself into the task of recruitment. DEFINITION The success of and organisation largely depends upon the Team of the skilled and qualified human resources who are chosen out of number of applicants for the job.

Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting selection of an efficient working force. ------------Yoder 47 .

OBJECTIVES 1. SCOPE OF RECRUITMENT It extends to the whole Organisation. Officers. To analyse the recruitment policy of the organisation. To structure the Recruitment policy of HCL InfosystemsLimited for different categories of employees. To compare the Recruitment policy with general policy. Clerical Staff. 3. Management. 48 . To provide a systematic recruitment process. 2. It covers corporate office. Jr. It covers workers. 4. sites and works appointments all over India. Middle Management and Senior Management cadres.

All Assistants (Accounts. P. Sr. DGM. AGM. Stenographer. Dy. Engineer. Sr. Sr. Manager. Steno-Typist. G. Stores. VP & above. Executive Secretary. Secretary.A. Manager. Engineer. Accountant. Admin. Manager.A. Manager./ personnel / HRD officer. Field). Works Superintendent. Management Trainee. SR.M. CATEGORY II CATEGORY III CATEGORY IV CATEGORY V 49 .CATEGORICALLY CLASSIFICATION OF EMPLOYEES OF HCL CATEGORY I All workmen. Asst. Designer. Officer. Asst. Inspector. Computer Operator. Sr. GM. Jr. Sr. P. Engineer. Typist. clerk. Engineer. Store keeper. Supervisor up to the level of Officers. Programmer. EDP Programmer up to officer.

He guide the functional heads to smoothen their activities. VP-MHD: He is the profit center head of the Material Handling Division.MANAGER-CORPORATE HRD: HRD Department is responsible for better utilisation of manpower through Recruitment’s. salaries and other financial benefits. Development. Selections. VP-FINANCE: He is directly involved in finance matters and finance policy. GM-PRODUCTION: He is the overall incharge of works. He issues guidelines to Production Department and Quality Control Department for implementation of the policies. He is also involved with personnel department for wages compensation. He is directly involved in production planning.PERSONNEL & ADMINISTRATION : He is the overall incharge of personnel. TQM and Critical Issues. He is the owner of the Company. It is the key position in the organisation. AGM. Administration and Industrial Relations of the group and also oversees the HRD activities. Retention and Welfare of the group. DIRECTOR OPERATIONS: He is the overall incharge of P&A. Systems. CHAIRMAN AND MANAGING DIRECTOR: CMD holds to most position in the organisation. It is involved in policy formation and its implementation. SR. HRD. He is responsible for Design and Projects Execution. Training. 50 .ORGANISATION STRUCTURE OF HCL A brief introduction to Divisional / Departmental heads. He formulates various policies for betterment of the product.

SR. Design. Estimation and Projects Management.GENERAL MANAGER He is responsible for marketing.VP-BUSINESS DEVELOPMENT: He is the main source of Business Procurement to MHD. 51 .

gets the help of Job analysis. HCL procure manpower in a very scientific manner . he may not run the business. If their utilisation is done properly Organisation will make profit otherwise it will make loss. Profitability of the Organisation depends on its utilisation. otherwise their proper utilization may not be done. To obtain the pertinent information regarding job. If a good dancer appointed as a Chief Executive Officer of a Company. job description and job specifications. duties and responsibilities of job doer. HCL. working conditions. To procure right man at right place in right time. Before recruit a person all information regarding job. working conditions. responsibilities. Job Specifications. These information are obtained through Job Analysis. 52 . duties. Skills experiences qualifications of an employee to do the particular job is highly essential. education and experience of the employee. Job Descriptions. It gets information by use of unsuccess. some information regarding job and job doer is highly essential. Job Without these recruitment may be Descriptions and Job Specifications. these important documents like Job Analysis. So right man should be procured at right place in right time. skill efficiency.RECRUITMENT PROCEDURE IN HCL Human resource is a most valuable asset in the Organisation.

(b) Extent of supervision…………………...…… Date…………………………… Code No…………………………… …… Location ………………………. (b) Length of experience…………………… Supervision : (a) Positions supervised……………………. …………………… Wage or salary range………………………………………………… Relation to other jobs: Promotion from………. Other tasks :………………………………………………………… Equipment/Machines used:…………………………………………….. Working Condition…………………………………………………… Skill Requirements: Education: (Grade or Year) Training : Job experience : (a)Type of experience…………………….JOB ANALYSIS FORM OF HCL INFOSYSTEMSLTD.. (b) For equipment and machinery……………… (c) For work of others…………………………. Promotion to…………………. Reason for the job …………………………… Supervised. Department…………………………………… Analyst…………………………. Job Title…………………………………. Job knowledge : (a) General …………………………… (b) Technical……………………………… (c) Special………………………………………… Responsibility : (a) For product and material ……………………. Job summary: Work performed:……………………………………………………… Major duties :………………………………………………………. (d) For safety of others…… Physical Demands : Physical efforts Surroundings Hazards Resourcefulness 53 ...

54 .

Department……………………… Date……………………………. Responsible for own work only. Must be able to concentrate when operating. Preferably High School Certificate. TRAINING AND EXPERIENCE: No special training required . 3. 1. Requires one month experience to learn job duties and to attain acceptable degree of proficiency. 4. SUPERVISION : Routine checking and no close supervision required. PROCEDURE OF RECRUITMENT Following process of Recruitment has been followed in HCL . Only routine responsibility for safety of others. Specific but no detailed instructions.JOB SPECIFICATIONS FORM OF HCL Job Title : Drill Operator Job Code …………………… REQUIREMENTS 1. REQUISITION 1) For new requirement or for replacement a manpower the given requisition format is to be filled up by Head of the Division/Department and forwarded to HRD after obtaining MD’s approval. 6.. EDUCATION : Ability to read and understand production orders and to make simple calculations. MENTAL SKILL: Requires reasoning to interpret instructions and drawings and productions orders. PHYCIAL EFFORT: No special physical effort is required. 2. 55 . 5.

Please fill this in and bring with you along with your educational and experience certificates / testimonials in original for the meeting.m.INTERVIEW SCHEDULE Date: Venue: Position: NAME OF THE CANDIDATE TIME REMARKS INTERVIEW CALL LETTER Date ---------------Dear Sir./p.m. We have enclosed a blank personal Data Form. We are pleased to invite you for a meeting with the undersigned on…………………….at………a. please confirm this appointment. No TA/DA shall be admissible for attending this interview. “___________________________________________________” This has reference to your application for the above mentioned position in our organisation. 56 . You will be reimbursed to and for train fare by 1st / 2nd class for attending this interview.

We take this opportunity to thank for the interest you have shown in joining our organisation. Head. For HCL InfosystemsLtd. Yours sincerely. Authorized Signatory Preliminary interview of the candidates is conducted by HRD based on Personal Data Format given below filled up by the candidate with the help of technical person along with the Dept. 57 .

of children: 58 .HCL Infosystems Ltd. Address: PERSONAL DATA FORM POSITION APPLIED FOR SOURCE Name____________________________________________________________ _ Surname First Name Middle Name Present Address ________________________________________________________________ ____________________________Phone_______________________________ permanent Address _____________________________________________________________ __________________________Phone______________________________ Date of Birth: Marital Status: Languages Known _________________ __________________ Father’s Name & Occupation Spouse Name: Occupation Religion: Sex: Speak Nationality: Date of Marriage: Read Write No.

Educational / Professional Qualification Start With Latest Degree/ Diploma Degree/ Diploma Institution/ University/Board Years From To Main Subject Division & % of marks Publication & Membership Special Interest/Hobbies Employment Record: (Starting from present to first one) Period From To Name of Employer Designati on Nature of Duties Performed Gross Salary 59 .

Detail of Present Salary Basic HRA Conveyance Bonus LTA Medical Superan nuation P. Name: _____________________________________ Nature of Acquaintance : ______________________________ Position : __________________________________ Address : __________________________________ Tel . Others Salary Expected: Joining Time Required: Are you ready work any where in India: Relatives & Acquaintances in HCL Name Designation Department Relation Any other information which you think should be taken into account while considering your candidature References: please give name and address of two persons who knows you professionally or under whom you have worked.F.: Off.:___________ Off.:____________ Res.:___________ 60 .:_ __________ Res.

M. 61 .M. COMMUNICATION 4. JOB KNOWLEDGE 6. PERSONALITY 2. SELFCONFIDENCE 5. Date________________ Signature___________ FOR OFFICE USE ONLY Test Performance INITIAL INTERVIEW NOTES 1. MATURITY 3.Declaration: I hereby authorised verification of all statements in the record and shall agree to produce any documentary evidence in proof of above statements as desired by NPL. OTHERS FINAL INTERVIEW RESULTS SALARY FIXATION SHEET DESIGNATION LOCATION ITEM CATEGORY PRESENT ACTUAL P. I certify that all the above statements are true and understand that misrepresentation or mission of facts called for in this from will cause separation from the company’s services without any notice or compensation. OFFERED ACTUAL P.

in format given below.OTHERS: Joining Date: DATE HRDDEPTT. Travel Expenses to outstation candidates are reimbursed as per the travelling rules existing in the company. Probation Period: HOD 62 . Manager and above is after final interview by the MD. Final approval for Asst.

POSITION :---------------------- DATE PLACE(FROM-TO) FARE(AMOUNT RS.) TOTAL : DATE : SIGNATURE OF THE CANDIDATE HRD DEPARTMENT 63 .ACCOUNTS DEPARTMENT OUTSTATION CANDIDATE TRAVEL EXPENSES REIMBURSEMENT NAME : ------------------------------------------------------------------------ADDRESS :------------------------------------------------------------------------INTERVIEW DATE :-------------------------.

64 . Yours sincerely. Please sign you to our organisation and wish you a successful career with us. For HCL InfosystemsLtd. failing which this offer will stand automatically withdrawn. Manager level is given in the following format . Photocopies of educational and experience certificates.After final selection Letter of Intent is issued in the following format LETTER OF INTENT With reference to your application and the subsequent interviews you had with us. Copy of last appointment letter. However you are liable to be transferred to any of our sites / sister concerns / associates companies at the sole discretion of the management. 2. The detailed letter of appointment will be issued to you on your joining. we are pleased to offer you the position of “______________” in our organisation at mutually agreed terms and conditions based at _______________. relieving letter & salary certificate. You will report for work on _____________at______________. Authorized Signatory V) JOINING FORMALITIES On the joining detailed appointment letters are issued as per below mentioned levels:1) APPOINTMENT LETTER Language for below Asst. Please submit the following documents at the time of joining :1. 3. 3 passport size photographs.

__________ p.m.T. satisfactory and loyal discharge of duties and may be withheld in case the standard of work and 65 . PF. Rs. B) Further increment will be based on efficient.C as per rules of the company. __________________________ With reference to the offer letter no. __________ p. MANAGER LEVEL’ ___________________ ___________________ ___________________ Dated : ___________________ LETTER OF APPOINTMENT Dear Mr.m. __________ p.m. Gratuity. ESI & L. 2) A) EMOLUMENTS: you will be paid following emoluments: Basic Salary House Rent Allowance Local Travelling Expenses : : : Rs.‘BELOW ASSTT.______________________dated __________ we are pleased to appoint you as ____________________ on the following terms and conditions: 1) Ordinarily your period of probation will be Six months which could be further extended for a period not exceeding three months and during probationary period/extended probationary period your services are liable to be terminated without any notice or without assigning any reason or compensation in lieu thereof. Rs. You shall also be entitled to benefits like Bonus.

In the event of your confirmation in writing. without the prior written permission of the management. During the period of your employment. You shall be governed by the rules and regulations of the company in force from time to time. 4. that may be applicable to you. Your hours of attendance shall be regulated to suit the duties entrusted to you from time to time. subject to the statutory provisions. you shall not secure or try to secure any other post and undertake any course of study or work on part time basis without the pronouncement or the Management in writing. 5. or full time.conduct is found subnormal of may be accelerated in case the same is adjudged to be commercial at the discretion of the management. You will also not hold any office of profit outside the company or engage yourself in any other trade or business either part time. except para (1): 66 . 7. in addition to the terms and conditions mentioned in this letter. 3) Your place of posting will be at our _________________situated at ____________________. 6. However. or on honorary basis or otherwise. whether for profit or gain. you are liable to be transferred to any of our sites/factory/office at the discretion of the management. engage in an insurance agency or commission agency etc.

8. b) The employment will be liable to be terminated on either by giving one month’s basic salary in lieu thereof. The above mentioned “terms and conditions of services” shall prevail so long as the same are not either modified or they will also be subject to such other 67 . if in an inquiry you are exonerated of the charges. you will be entitled to full salary as if you were on duty.a) You will be liable to be retired on your reaching the age of 58 years or earlier if found medically unfit. insolence and acts subversive of discipline. habitual late attendance. absence. pending such inquiry. However. In the event you are found guilty of the charges levelled. 9. no notice would be necessary to be given by the organisation if in their opinion you are found guilty of any gross misconduct as generally understood in employment. go-slow etc. particularly disobedience. you are liable to be suspended forthwith without any salary or allowance. irrespective of the punishment imposed. habitual negligence of duties. The organization shall have the right to have you medically examined as and when considered necessary by a registered medical practitioner or by the Company’s medical officer. In case any misconduct is alleged against you. dishonesty or embezzlement. insubordination. illegal strike. distrust. you shall not be entitled to any payment for the period of suspension.

In case the terms and conditions expressly enumerated above are acceptable to you. understood and accepted the terms and conditions mentioned above. We welcome you to our organisation and wish you a successful career with us. Please note that the court of jurisdiction shall be at New Delhi. 10. AUTHORISED SIGNATORY ACCEPTANCE I have clearly understood the terms and conditions mentioned in this letter of appointment and I hereby accept the same. Yours sincerely. Your date of joining the services _________________________________ in the organisation is 11. NAME SIGNATURE DATE 68 . please sign the duplicate copy of this letter in token of your having read. 12.and further rules and regulations which may be notified by us by putting a notice in writing on the notice board put inside the premises. This letter is being offered to you in duplicate. For HCL InfosystemsLimited.

whatsoever without giving any notice. APPOINTMENT LETTER With reference to the offer letter no. LTC. (Rupees ……………………………………. FOR ASSISTANAT MANAGER TO MANAGER Dear Mr………………………. On successful completion of probation. During the probation period.p. you will be issued a confirmation letter. 4) Salary Details: Your Basic Salary will be Rs. (Rupees ………………………………………………only) You will entitled to reimbursement of Local Travelling Expenses upto a maximum limit of Rs. 69 . Gratuity & PF as per rules of the company. your services are liable to be terminated without assigning any specific reason. ………………. (Rupees ……………………………………………… only) In addition you will be entitled to House Rent Allowance of Rs. After confirmation the notice period will be one month or one month’s basic salary on either side.p. Bonus Exgratia. Management may extends the probation period depending upon your performance.2) Appointment letter language for asst. ………………/. Date………………….p. we are pleased to appoint you in our organisation on the following terms and conditions:1) 2) 3) Designation : Your position in the company will be ………………………… Date of Joining: Your date of joining the services in the organisation is ……………………………… Probation Period: Ordinarily your period of probation will be Six months from the date of joining. Manager to manager is given in the following format./. only) You shall also be entitled to benefits like ESI/Medical Reimbursement._________________ dated________________. ………………/.m.m.m..

either directly on their own account or indirectly and you will be expected not to do so without prior consent of the management in writing.5) Place of Posting: ……………………………… However. With best wishes. amended or altered from time to time during the course of your employment. Yours sincerely. You may be retired earlier if found medically unfit. The company normally does not permit employees to engage in any other business or work. For HCL InfosystemsLimited. You will be governed by the rules and regulations of the company as applicable in force. We welcome you to our organisation and wish you a successful career with us. You will automatically retire from the services of the Company on attaining the age of 58 years. AUTHORISED SIGNATORY I agree to accept employment on the terms and conditions mentioned above and agree to abide by all the rules and regulations of the company. 6) 7) 8) Please sign the duplicate copy of this letter signifying your acceptance and return it to us. NAME SIGNATURE DATE 70 . you would be liable to be transferred/posted at any of the existing or proposed locations of the company or its sister/associates companies at the sole discretion of the management.

71 .p.3) Appointment letter language for sr.. manager and above is given in the following format. Salary Details : Your Basic Salary will be Rs. as per rules of the company.p.m.. …………………………. Your first entitlement for LTC will be on completion of 12 month’s service with the Company./. Gratuity.m. ……………….p.m. the total cost of which shall be a maximum of one month's basic salary in a year. You will be entitled to reimbursement of LTC equivalent to one month’s basic salary per completed year of service.. we are pleased to appoint you in our organisation on the following terms and conditions:1) 2) 3) Designation : Your position in the company will be …………………… Date of Joining: Your date of joining the services in the organisation is ………………………….. (Rupees ………………………………………. (Rupees…………………………………………………… only) You will entitled to reimbursement of Local Travelling Expenses upto a maximum limit of Rs.____________________ dated ______________. FOR SR. ………………/. only) You shall also be entitled to benefits like Exgratia./. MANAGER AND ABOVE Dear Mr. PF etc. (Rupees ………………………………………only) In addition you will be entitled to House Rent Allowance of Rs………………. You will be entitled to reimbursement of Medical Expenses for yourself and family. Date…………… APPOINTMENT LETTER With reference to the offer letter no.

either directly on their own account or indirectly and you will be expected not to do so without prior consent of the company in writing. Please sign the duplicate copy of this letter signifying your acceptance and return it to us. whatsoever by giving you one month’s basic salary or one month’s notice. Likewise you would be free to leave the services of thew company by giving one month’s notice or basic salary to the company.4) Place of Posting: …………………………. We welcome you to our organisation and wish you a successful career with us. You may be retired earlier if found medically unfit. However. 6) The company normally does not permit employees to engage in any other business or work. For HCL InfosystemsLimited. 8) You will automatically retire from the services of the Company on attaining the age of 58 years. With best wishes. AUTHORISED SIGNATORY I agree to accept employment on the terms and conditions mentioned above and agree to abide by all the rules and regulations of the company. b 5) Your services are liable to be terminated without assigning any specific reason. NAME SIGNATURE DATE 72 . 7) You will be governed by the rules and regulations of the company as applicable in force. Yours sincerely. amended or altered from time to time during the course of your employment. you would be liable to be transferred/posted at any of the existing or proposed locations of the company or its sister/associate companies at the sole discretion of the management.

to be submitted to personnel Department. Date of Birth Certificate. Relieving letter.Joining report to be filled by the new join in format given below and experience certificate. Salary Certificate and Educational Certificate etc. 73 .

NAME : SIGNATURE: DATE: . And my Date of Birth is intimated to you. Any change in my address will be in 74 . My present address is Telephone No.HCL InfosystemsLimited NEW DELHI DATE: HRD DEPARTMENT NEW DELHI-110 020 JOINING REPORT This is to inform you that I have joined the organisation as On Department.

Position wise Data Banks are maintained for future reference. DOCUMENTATION Individual personal files are maintained. 4. 5. Such practice leads the healthy progressive atmosphere and the cost of training and the rage of labor turnover. 75 . ADVERTISEMENT: Advertisement in newspapers and journals is now an external popular source of recruiting staff. vacancies other than at the lowest level are filled up by promoting the personnel to the higher rank. 2. The following formats shall be generated as a result of implementation on this procedure. 3. After separation also the personal files are maintained of ex-employees. SOURCES OF RECRUITMENT Sources of recruitment can be classified into two categories (i) Internal Sources (ii) External Sources INTERNAL SOURCES: Internal sources of recruitment means promotion of employees from the lower rank to the upper rank. Computerised Personal details are maintained. This source of recruitment is generally adopted to fill vacancies of middle and top personnel.VI) 1. For all types of types of vacancies employers resort to advertising but it is the most suitable source for filling the vacancies of technical and senior personnel. Majority of companies have established a policy of promotion from within that is. the employer has to go to external sources of manpower supply. especially vacancies at lower level or recruitment at the time of expansion of the firm or where job specification cannot be met by the present employees. All particulars regarding the job and the qualifications of the perspective candidate are given in their advertisement. EXTERNAL SOURCES: It is always not possible to recruit the employees from within. Amongst the most commonly used outside sources are as follows: 1. Candidates processing the requisite qualification apply for the job.

C. 3. TECHNICAL INSTITUTIONS: Campus interview is a very useful source of recruitment for a full range of jobs. 6. The employers notify the vacancies to be filled in by them to such exchanges and the exchanges refer the names of prospective candidates to them. I. Apprentices. PERSONNEL CONSULTANTS: Consultants who specialize in the recruitment of managers and other senior officials are now being called upon to assist the management in filling of these posts.. Many private agencies tend to specialize in a particular type of jobs like Sales. Technical Institutions empanel the promising young talents for employment and refer their names to the prospective employers as and when asked for. Institute of Company Secretary etc.A. skilled or semiskilled operative jobs. Marketing. These consultants agencies. EMPLOYMENT EXCHANGE: Employment exchanges are regarded as good source of recruitment for unskilled. Technical Professional. 4. The job seekers get their names registered with employment exchanges managed and operated by the Central and State Government. maintain a register of qualified persons from which they recommend the names of the job seekers to the employers when asked for. PROFESSIONAL BODIES: Some professional institutions like Institute of Chartered Accountant . The employment managers of the enterprises maintain a close liaison with the University and Technical institutions. They provide a nationwide service in attempting to match the demand and supply of personnel. 76 . 5. Engineers or Management Trainees.I. This method is used for recruiting Officer. PRIVATE AGENCIES: Some private agencies are also doing a great service in recruiting technical and professional personnel.2. Companies hire the services of these consultants at the time of recruitment of the senior officials. advertise job description in leading newspapers and periodicals without disclosing the names of the employers. Many private agencies tend to specialize supply of personnel. on receiving requisition from the client companies.W.

This source of labor supply cannot be relied upon on the ground that sometimes trade unions support a candidate who in not fit for the job and is not acceptable to management. particularly at higher levels. LEASING: The short term fluctuations in personnel needs may be stabilized through leasing of personnel for some specified period from other industries. At the end of their term they are given an option to choose either their parent services or the present organizations. 8. 9. RECRUITMENT AT THE GATE: Sometimes direct recruitment of workers is made at the gate of the factory or office. These applications are screened and places in the relevant Data Banks. PART TIME EMPLOYEES: Sometimes. This system of leasing has been well adopted by the public sector organizations. Generally.7. this method is not being adopted by out organisation. UNSOLICITED APPLICATIONS: An organisation of repute draws a steam of unsolicited applications at the company’s office. the number of vacancies. TRADE UNION: In some companies trade unions also assist in recruiting the staff. Prospective candidates attend the interview at the appointed time and get the appointment. 77 . they borrow the personnel of requisite caliber from the Government Departments. With the rapid growth of public sector. Vacancies are filled up among them if they fulfil the requisite qualification to suit the jobs. the acute shortage of managerial personnel. This sense of cooperation helps in developing the better labor relations. Such view really worsens the labor relations. 10. offices and units. These part time employees form a good source of labours supply as and when vacancies occur. persons are employed to dispose of the heavy seasonal work or the areas of work of temporary nature on part time basis. Whenever needed to locate suitable candidates for that particular skill these are used. This system of recruitment is generally used to recruit the unskilled workers. nature of work and time of interview are notified by the Personnel Department on the blackboard at the gate. 11. However.

ACHIEVEMENT TESTS This test measures a person’s potential in a given area. Objective of this definition refers to the validity and reliability of measuring instruments. predisposition and other pattern of behavior. Leaderless Group Discussion Interview 1. mechanical. predict performance success for jobs that require dealing with people. 3. and do identify the kind of work that will satisfy him.SELECTION TEST Psychological tests are essentially an objective and standardized measure of a sample of behavior. Specific aptitude tests have been designed for jobs that require clerical. 4. It also means the job relatedness of the test. 78 . INTEREST TESTS This test has been designed to discover a person’s area of interest. and manual dexterity. Dimensions of personality such as interpersonal competence. 7. Aptitude tests do not measure motivation. 2. APTITUDE TEST This measures ability and skills. 2. more often than the intelligence. Aptitude test is supplemented by interest and personality test. PERSONALITY TESTS Personality tests assess individuals motivation. 5. achievement or aptitude tests. Achievement Aptitude Interest Personality Intelligence. dominancesubmission. This test measure the skill which involves performance of a sample operation requiring specialized skill and believed to be satisfactorily answered by those who have some knowledge of the occupation and trade. The personality tests. KINDS OF TEST Following tests are adopted for selection:1. 6. ability to lead and ambition are more suitably measured by the personality test. 3. 4.

The scores on intelligence tests are usually expressed as Intelligence Quotient (IQ). first because they might lead to the elimination of many desirable candidates. 7. INTELLIGENCE TEST This tests generally aptitude ones. PRELIMINARY INTERVIEW These interviews are preliminary screening of applicants to decide whether a more detailed interview will be worthwhile. The only argument for this method is that it saves the company’s time and money.5. LEADERLESS GROUP DISCUSSION The essential feature of this technique is that instead of the candidates being interviewed separately. The applicant is given job details during the interview to afford him freedom to decide whether the job will suit him. where each individual is allotted an initial position and supplied with supporting information to defend his position. and the selector can evaluate the candidate’s personality or leadership qualities very well. and two.x 100 Actual Age 6. Following are the methods of interview technique:1. where the group is given a problem to discuss and the individual member is free to choose his own approach to solving this problem. It is argued that preliminary interviews are unsatisfactory. which are calculated by the following formula. Mental Age IQ= --------------. The two kinds of group discussions are one. and second. The advantage of this method is that the decision to hire a person can be made within a very short time. INTERVIEW TECHNIQUES The interview technique consists of interaction between interviewer and interviewee (applicant). because interviews may not have much experience in evaluating candidates. 79 . they are brought together in gourp of six to eight for informal discussion. and absolved and evaluated by the selectors.

division and percentage of marks as prerequisites for a job. It tests the applicant’s ability to write. BIOGRAPHIC DATA This is concerned with such variables as age. A number of application blanks give the impression that “if you have seen one you have them all. health. organize his thoughts. and present facts. all application blanks essentially require three broad categories of information. A. This also have used items like the local address. The selection pattern. The interviewer has certain clues and guidelines to areas which should be probed deeply. sex marital status and number of dependents. It varies from one to another. EDUCATION AND PAST EXPERIENCE This is concerned with grade point. The interview also encourages the candidate to express the relevant information freely. SELECTION METHODS A variety of methods is used to personnel. It is an excellent method for executive selection. 80 . 3. previous salary and age of children and have found no difference in long and short tenure employees. average. What is to be asked is already structured. B. depending on the situation and needs of the organization. and hobbies. Despite the diversity. academic qualifications. interests. OATTERNED INTERVIEW Patterned interviews are a combination of direct and indirect questioning of the applicant.2. performed by qualified personnel. age. Costly and time consuming. APPLICATION BLANK The application blank is a highly interview in which the questions are standardize and determined in advance. It is however. is not common for all organizations. DEPTH INTERVIEW Depth interviews cover the complete life history of the applicant and include such areas as the candidates work experience.

REFERENCES References are letters of recommendation written by previous employees or teachers. The general format is a paragraph or so on the person. this can be attributed to the referee'’ inability to assess and describe the applicant. 81 .C. and his limited knowledge about him. Besides inaccurate facts.

DATA ANALYSIS INCLUDING OPINION SURVEY OF EXECUTIVES STAFF/EMPLOYEE REGARDINDING RECRUTIMENT POLICY OF HCL MANPOWER POSITION OF HCL. In this way HCL. 82 . There is a little bit effect of non-availability of Projects and diversification of business on manpower positions. At the saturation point of one business it diversifies to another business which is highly required for a business house.O (CORPT) 80 82 82 81 81 75 76 78 76 70 FACTORY FIELD 200 200 202 198 195 186 190 192 188 142 104 109 109 110 120 115 118 130 134 120 TOTAL 414 426 428 431 440 413 439 464 464 389 From the above table it is shown that increase in recruitment of manpower is based on availability of Projects and diversification of business. IN THE LAST 10 YEARS YEAR 1995 1996 1997 1998 1999 2000 2001 2002 2003 2004 H. avoids retrenchment and lay off and adjust the deficit and surplus manpower within the organisation.

73 280. 83 .COMPARATIVE STATEMENT OF MANPOWER POSITION PROFITABILITY OF THE ORGANISATIONS SINCE LAST 10 YEARS YEAR 1997 1998 1999 2000 2001 2002 2003 2004 MAMPOWERST RENGTH 428 431 440 413 439 464 464 383 PROFIT / LOSS (RS.37 242.35 192.47 195.11 225.22 & P/ L BY RECRUITING ONE EMPLOYEE (In RS.15 180.27 215. In Las) 249.) 58287 45269 59302 67881 43820 52213 46362 47054 It is clear from the above table that when recruitment of manpower increases profitability of the organisation decreases and when recruitment of manpower decreases profitability of the organisation increases. So it is clearly understood that cost benefit analysis is not done properly before recruitment or creation of a position in the organisation.

HCL. 84 . But it may not leads to proper supervision and quality of work. is approximately 1:10 which is very good for an organisation in increase in the productivity for better cost control. YEARS 1997 1998 1999 2000 2001 2002 2003 2004 EXECUTIVES 16 16 17 15 18 20 20 16 NON-EXECUTIVES 154 154 158 150 160 165 165 155 RATIO 1:10 1:10 1:9 1:10 1:9 1:8 1:8 1:10 From the perusal of the above table it is found that the ratio of span of control of HCL. Optimum utilisation of non-executives staff may not be achieved.YEARWISE EXECUTIVES (VP AND MANAGERS) AND NONEXECUTIVES (SUPERVISORS AND STAFFS) STRENGTH OF M/S.

OPINION SURVEY: Certain schemes yield more fruitful results in certain conditions and with some specific objectives. Needless to say that management practices differ from But the fact is that success does not follow organisation to organisation.

automatically, the people who implement the system that matters just as the authority without acceptance have no meaning. Recruitment process without trust of employees and organisation has no value how hobble the objective may be so an attempt is made to study the attitude of those who are participating in recruitment process before giving any suggesting and concluding remarks. For this purpose research has taken opinion of 20 executives and 50 worker/employee of different departments/sections of the organisation. The questionnaire prepared and circulated may them is reproduced below indicating their responses to each question.

Questionnaire circulated among 20 executives 1. Are you in support of recruitment policy?

Yes 40%

No 50% 50%

No Response 10% 10%

2. Whether the existing recruitment policy is linked 40% to productivity? 3. Do you feel that manpower recruitment has been 10% rationalised by way of automation? 4. Whether the existing recruitment policy is getting will supports for the top management? 5. What are the benefits you are deriving from the existing recruitment policy? a) Reduction on labor cost? b) Effective utilisation of human resources? 60% 70%

80%

10%

20%

10%

30% 65% 30%
85

10% 10% 10%

c) Maintaining timing in recruitment and staffing 25% schedule? 60%

6. Do you feel that job evaluation and job analysis helps in manpower recruitment in your 85% 5% 10% organisation? 7. Do you think that the personal recruited from external sources is more desirable than the internal sources? 8. Whether cost benefit analysis is done before recruitment? 9. Are you satisfied with the existing recruitment 30% system of the organisation? 10. Do you feel that performance appraisal helps in recruitment process? 11. Do you feel that training will effect to recruitment process? 12. Do you think job rotation will affect the recruitment policy? 65% 25% 10% 65% 25% 10% 35% 60% 10% 10% 80% 10%

55%

10%

13. How are you controlling the shortage and excess of 50% manpower? A) By employing casual worker b) By employing extra hours c) By lay off / retrenchment 90% 90% Nil

40%

10%

Nil Nil 90%

10% 10% 10%

From the response indicated above it appears that the prevailing recruitment policy has definite impact on the organisation. Most of the executives showed
86

positive response to different questionnaires by virtue of manpower planning they used proposed deletion of manpower planning they used proposed deletion or addition of man in the organisation for a planning period. The excess or shortage are being adjusted and hence misutilisation is mere chance. The executives did not respond to the lay off and retrenchment for reduction in available human resources. Form the questionnaires it appears that the managerial staff are only interested for filling of the vacancies of higher post from out of the internal sources. This attitude will seize the professional approach of the organisation and may not able to induct fresh brain. From the answers of most of the managers it is observed that they want entry of new managers should be avoided and fresh recruitment shall be limited up to only staff cadre and not above that. From the answers of most of the executives it appears that cost benefit analysis is not properly followed by the organisation and job rotation also not followed properly in the organosation which make an employee all rounder in all respects. By which, in the absence of an employee the work will not discontinue.

87

They are not given chance for their development. Do you satisfied with your job? optimum utilisation of existing manpower? 6. e No. 88 .QUESTIONNAIRE CIRCULATED AMONG 20 EMPOLYEES/ WORKMEN: Yes No. Do you feel that recruitment of lower level staff from 50% external source is desirable than internal source? 7. Their skill efficincies are not recognized by the company. Do you feel work load in your department? 3. Do you feel of your optimum utilisation? 4. Are you satisfied with the existing recruitment policy 25% in your organisation? 2. Do you feel that training imported by your 60% organisation helps in improving your performance? 65% 10% 10% 10% 10% 10% 10% 10% 20% 70% 25% 25% 65% 65% 15% 40% 30% 5. Respons 1. Do you feel that motivation is main factor for 75% From the response to the above questionnaires it is clearly indicated that most of the workmen are dissatisfied about the existing recruitment policy.

It strongly believes in manpower position of the organization because it knows in the absence of ‘M’ for man all ‘Ms’ like money. opinion survey and date analysis the researcher came to a conclusion that HCL is a growing Company. Management understands the business game very well. In the absence of right man. So it always recruits manpower in a scientific manner. Now the personnel department of HCL is in infancy stage. At the time of difficulty it takes necessary action to solve the problem. It always try to modernize the department. training etc. analysing the respondents answers. It always tries to develop the human resources. The business of HCL is carried on in a very scientific manner. methods and motivation are failure. programmes like recruitment selection. material. In the saturation point of business it need not waste the time to diversify into the another business. material. machines. effectively and efficiently. machines all things will not be properly utilized. money.CONCLUSION Studying the recruitment procedures of HCL. It has a separate personnel department which is entrusted with the task of carrying out the various policies. 89 .

9. 7. 90 . 10. Under recruitment Procedures Requisition System is incorrect because the replacement does not require fresh approval. Old employees are demoralized by getting less surely then new employee. 2. It reserves to only a few levels.FINDINGS & SUGGESTIONS FINDINGS 1. It causes manpower surplus which makes loss in the industry. where as HRD Department is not fully utilised to recruit manpower by advertisement. unless it is in place of termination. Manpower is recruited from reliable source however efficiency does not recognise. Salary comparison is not justifies. 5. 3. Salary fixation has a halo effect . Proper induction is not given to all the employees. who are demanding high amount of fees. The data banks are not properly maintained. Before recruitment cost benefit analysis is not done properly. The dead bio-data are never being destroyed. 8. 6. 4. Recruitment procedure is not fully computerized. Manpower’s are recruited from private placement consultancy.

7. Salary comparison should be seriously done to retain the old employees. Cost benefit analysis should be alone before creating a position or recruitment of manpower. 11. 6.Fresh requisition requires approval and not replacement. The dead CVs should be destroyed. If not all levels. 5. talent. Manpower planning should be followed before recruiting. The Data Banks should be computerised. 8. Proper inquiry should be done regarding previous employment of a candidate before recruitment to avoid industrial disputes. 10. Manager and above category of employees. 91 . By which new brain will be inducted in the company with skill. at least Asst. efficiency etc. Recruitment process should be fully computerised. 4. 2.SUGGESTIONS 1. Proper salary structure to be structured to attract people and make it tax effective. External source should be given equal importance with internal source. 3. 9. Each level of employee should be formally inducted and introduced to the Departmental Head.

e) (i) Are the organisational activities concentrated anywhere? (Yes/No) (ii)If yes. then where? f) When started? g) Production figure of last 10 years YEAR 1999 2000 2001 2002 2003 TARGET ACTUAL PRODUCTION 92 .ANNEXURE 1 QUESTIONNAIRE TO EXECUTIVE 1. a) Name of the respondent : b) Date of joining: c) Employment NO: d) Designation: e) Department: 2. Details of the Organisation: a) Name : b) Address: c) Nature of Production: d) Location.

Semiskilled Skilled Highly skilled 93 . iv. iii. 1999 2000 Unskilled ii.2004 2005 2006 2007 2008 h) Capital invested in the last 10 years: YEAR 1999 2000 2001 2002 2003 2004 2005 2006 2007 2008 i) (a) workforce strength (10 years) 2001 2002 2003 2004 2005 2006 2007 2008 CAPITAL INVESTED i.

(i) How do you ascertain the need of manpower in your department? Mention the technique of manpower assessment. j) (a) Organisation Chart: (b) Method of wage payment Time rate Piece rate Any other method (C) Factors which influence wage determination for different categories of workers. 94 . Clerical No. Are you satisfied in your job? Satisfied/Not-Satisfied i) ii) iii) iv) Are you satisfied with the existing manpower position your department? (Satisfied/Non-Satisfied) If not. (d) Method of wage determination (i) (ii) (iii) Collective bargaining Wage board Any other method (%age of employee covered) 2001 2002 2003 2004 2005 2006 2007 2008 3. 4. do you need more manpower in your department? (Yes/No) Is it justified according to your workload? (Justified/Not Justified) Kindly give reasons for your answer in brief. Others No. (ii)Whether the planning period is long range/Medium range/Short range.(b) Employees strength (10 years) Managerial No. 1999 2000 Supervising No.

V. At factory gate from any reliable source 7. While recruiting the new personnel: (a) Is there any job evaluation or job analysis procedure adopted? (Yes/No) (b) Is there rate of labours turn over exactly calculated? (Yes/No) (c) What are the requisite sources to fill the vacancies (i) (ii) (iii) (iv) (v) Through employment exchange Advertising through T. Through campus interview. Through management consultancy. 5. (a) How the personnel are recruited? (i) (ii) (iii) Through external source Through internal source Or the both (b) Are you satisfied with the existing recruitment system of the organisation? (Yes/No) (c) Kindly give reasons foe your answer briefly. while the selection procedure is going on (A) Is the interview conducted in a special room?(Yes/No) (b) Whether the organisation conducts written test/verbal test/the both (c) Whether the interviewer are companymen/outsider/ the both 95 . Magazines and other Journals.(iii)Whether the process of recruitment is approved by top management. 6. Radio.

kindly give your option 96 . After selecting the candidate (i) (ii) Is the induction programme being conducted? (Yes/No) Is proper placement offered to the candidate?(Yes/No) 9. (a) Is there any provision for imparting training facilities to the (Yes/No) c d employees? (b) Which type of training for imparting training facilities to the employees? (Yes/No) (c) In present context which type of training you considered as appropriate? (d) Do you feel that training helps in recruitment policy? (Yes/No) 11. Is performance appraisal conducted for recognizing the efficiency in the performance of employees? (Yes/No) 10. whether it is financial/Non-financial/the both ii) Whether it is job enrichment/job enlargement/the both iii) If no. (a) Is there any promotion facility provided to the employees in your organisation ? (Yes/No) (b) If yes. is it given on the basis of Efficiency/Seniority/the both 12. (a) What are the welfare amenities provided in your organisation? Crèche Canteen Recreation Medical Conveyance Free education for children Yes/No Yes/No Yes/No Yes/No Yes/No Yes/No b) Is there any motivational technique adopted by the company?(Yes/No) i) If yes.8.

Since the technology follow by the organisation is not up-to-date. 97 . If so how and it what way it is going to affect the overall manpower recruitment in the organisation. (b) How do you manage the shortage of manpower in your organisation? Recruiting casual workers/Engaging overtime/Recruiting permanent workers/the both 14.13. (a) How do your manage the shortage of manpower in your organisation? By way of retrenchment/lay off/ the both/No one. It needs rationalisation is there any future plan to bring latest technological know-how? (Yes/No) 15.

b) Designation : c) Date of joining : d) Token no : e) Department : 2. do you need extra hands? Yes/No 3. e) If yes. b) Do you like internal source of recruitment ? Yes/No.ANNEXURE – II OUESTIONNAIRE TO EMPLOYEE/WORKER 1. c) Is wages fixed by wage Board / Collective bargaining / Any other method. d) Are you feeling any work load in your job? Yes/No. a) Are you a workman / employee in the following category ? permanent / Temporary / Casual. a) How do you have recruited ? Through a employment exchange / through union / Political pressure / through relatives. b) Are you getting wages in piece rate / Time rate / any other method. a) Name of the respondent. e f g c) Do you feel that any extra manpower is needed for your organistaion? Yes/No 98 .

4. a) Are you getting promotion? Yes/No. 7. a) Is there any training facility for you? Yes/No h b) i j c) If yes. a) Are you satisfied with your job? Yes /No. Are you getting any motivational facilities? Financial / Non-financial / The m both. in which basis you have promoted? Efficiency / Seniority / The both. Do you feel that training is inevitable for you? Yes /No 5. k b) l If yes. 99 . b) Is the job appraised by your superior authority? Yes/No. is it on the job training loft the job training / off the job training? Yes/No. 6.

n 8. Whether the organisation provides employment opportunity to the family members in case of death of the worker / employee. What types of facilities the company is extending for you? Creche Canteen Recretion Medical Conveyance Free education for children Yes/No Yes/No Yes/No Yes/No Yes/No Yes/No 9. 10 .

domain_b.BIBLIOGRAPHY  Principles of Management .  World Resources –by M.  www. M.  Personal Management and industrial relation –by R.  Dynamic of personnel administration by M.com  www. Gupta.S kar.  Human Resource Development – by U. Mamoria.  Management of human Resource.com 10 .by koontz o’ Donel.S Davar.  Principles and practice of Management –by C. Prasad.B.B. Rudrabasavaraj. Singh  Principle and practice of Management –by L.hcl.N.B.  Personnel Management –by C.

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