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A

PROJECT REPORT
ON
RECRUITMENT AND SELECTION IN HCL
FOR THE PARTIAL FULFILLMENT OF THE REQUIREMENT
Of
THE AWARD OF

MASTER OF BUSINESS ADMINISTRATION

DEPARTMENT OF MANAGEMENT STUDIES


LLOYD INSTITUTE OF MANAGEMENT & TECHNOLGY
8, KNOWLEDGE PARK I, GREATER NOIDA- 201306

Summer Training Project Report


RECRUITMENT AND SELECTION IN HCL

At Noida

Submitted in partial fulfillment of the requirement for the


degree of Master of Business Administration (Session 2013-15).

Submitted to:

Submitted by:

Lloyd Institute of Management &Technology

Shweta sindhu

UNDER GUIDANCE

1317270077
M.B.A.

Dr.Kanak Lata
DIRECTOR

DECLARATION BY THE STUDENT


I Hereby declare the project Titled RECRUITMENT AND SELECTION IN HCL
b a s e d o n t h e o r i g i n a l w o r k c a r r i e d o u t b y m e under the supervision
of Project Guide
Dr.Kanak Lata is an original and bonafide work carried out in partial fulfillment
of the requirement of the award of the degree of Master of Business
Administration from Uttar Pradesh Technical University. This is my original
work and not submitted for any other diploma, fellowship, award or prizes. This
is my sole effort.
The information and data given in the report is authenticate to the best
of my knowledge.

Date:Signature:-

To Whom It May Concern

I, Shweta Sindhu Roll no. 1317270077, pursuing MBA from- Lloyd Institute of
Management and Technology, Greater Noida(UP), hereby declare that the Summer
project report entitled- RECRUITMENT AND SELECTION IN HCL done at
Noida- UP is an original work and the same has not been submitted to any other Institute
for the award of any other degree or diploma thereof.
To express candidly here, this project report is the result of forty five days, strenuous work
on the assignment provided to us by the company HCL. Hence the work is original on all
accounts and the findings thereof are the outcome of primary data as well as secondary
data, used for the literature on HCL.

Date:

Signature of the Student

Acknowledgement

Before we get into thick of the things, I would like to add a few hearty words for the people
who gave interminable support and guidance at each stage of the project.
I wish to express my deep sense of gratitude and honor toward CEO of HCL,Mr. Anant
Gupta for giving me chance to work with organization. His inspiring guidance and constant
encouragement help me for completion of my project. I also wish to thanks to all people in
the organization who help me during project development time to time.
I express my deep gratitude to Dr Kanak Lata (Director) at LIMT Greater Noida for
permitting me to do my Industrial Training at HCL.
I am especially thankful to my guide and mentor Mr.Rahul Mishra for helping me to
make a beginning in the projects. I am thankful to them for their kind guidance and advice
at various stages of the project and for sharing their expertise with me.

TABLE OF CONTENTS
EXCUTIVE SUMMARY.
INTRODUCTION...
LITERATURE REVIEW .....
OBJECTIVE OF STUDY.
RESEARCH METHODOLOGY.

UNIVERSE

SAMPLING UNIT

SAMPLE SIZE

METHOD OF SAMPLING

DATA COLLECTION...
LIMITATIONS.
CONCLUSION
SUGGESTION AND RECOMMENDATION .
BIBLIOGRAPHY

EXECUTIVE
SUMMARY

Executive Summary
This research is based on recruitment and selection procedure in HCL.
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The study is carried on in a proper planned and systematic manner. This research includes:
Familiarization with the organization.
Observation and collection of data.
Analysis of data.
Conclusion and suggestion based on analysis.
This research analysis the actual recruitment process in HCL and evaluate this process
confirmed the objective of the industry is this process accepted or not.
Recruitment represents the first contact that a company makes with the personnel having
potential to be employed. From the point of view of potential candidates, recruitment is the
process through which they come to know about the company and the nature of jobs that
are being offered.

INTRODUCTION

INTRODUCTION OF ORGANISATION
Recruitment is the process concern with the identification of sources from where the
personnel can be employed and motivating them to offer themselves for employment.
Whether and Davis has defined this as follows:

Recruitment is the process of finding and attracting capable applicants for


employment. The process begins when new recruits are sought and ends when their
applications are submitted. The result is a pool of applicants from which new employees
are selected.
Lord has defined recruitment in terms of its competitive nature. He views that:
Recruitment is a form of competition. Just as corporations compete to
develop, manufacture, and market the best product or service, so they must also compete to
identify, attract and hire the most qualified people. Recruitment is a business, and it is

a big business.

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 questions which are listed down in order to know how important HRM is
are:

How did these people come to be employees in an organization?

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 todays 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 dont know where you are going, any
road will take you there. The established goals 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.
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.

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Managers are those who work with and through other people, allocating scarce resources,
to achieve goals.
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 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.
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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

Selection and Staffing

Personnel Research and Information Systems

Compensation/Benefits

Employee Assistance

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Union/Labour Relations

The outputs of this model are :

Quality of Work Life

Productivity

Readiness to Change

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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

Organization
Development
Focus : assessing
healthy inter
relationship as bell
as intra

- Quality of work
life
- Productivity
- Readiness to
change

Compensation and
Benefit
Focus : Assessing
compensation and
benefits

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

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

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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 organizations objectives and plans into the number
of workers needed to meet those objectives. Without clear-cut planning, estimation of
organizations 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 cannot 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 organization.

If people of poor caliber are hired, nothing much can be accomplished and Grasisms 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.

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Effective utilisation of manpower resources is the key note of manpower management.


Ever since the factory system, production managers have devoted a 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.
Its 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.
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SCOPE OF THE STUDY :


At this point we are not concerned with desirability of recruitment process since it can not
be avoided. Instead our concern is focused 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 focusing the pattern of management, organization philosophy highlights on
achieving a surely where all citizens (employees) can lead a richer and fuller life. Every
organization, 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 Technologies Limited.

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18

LITERATU
RE
REVIEW

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Literature review
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 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. 1.83 lakhs.
HCL Technologies Limited (HCL) has now become Indias one of the big technology
integration company. Over the years, HCL Technologies has positioned its business
operations to fulfill its vision statement: Together we create enterprises of tomorrow. The
overarching theme for the companys 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 Technologies has undergone a metamorphosis
into becoming a complete IT solutions company.
The menu of HCL Technologies global 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
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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 JurongPort in Singapore and
Malaysians 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.

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INDIAN HARDWARE INDUSTRY AND HCL TECHNOLOGIES LTD.


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 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
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opportunities for Indian companies to increase their strength and grave these opportunities
for future growth. HCL Technologies Ltd is one of those companies which are working to
increase their network and making innovative new products.
HCL Technologies Ltd. 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, HCLs 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 companys 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.
In the domestic home PC organized sector, HCL Technologies is 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.

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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 Technologies emerged as the market leader with a share of 13.7
percent. The company registered a 91.4percent 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 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 commonthe PC
market is booming at double-digit growth rates. MAIT (Manufacturers Association of

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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, HCLs 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, HCLs margins, despite its sales tax advantages, may be
affected by the likely removal of duty protection on manufactured PCs from the year 2005.

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Current Market Share of various IT players in over all Desktop Market in 2004
Vendors

Units

Percentage of Units

Year-on-Year Growth

Shipped

(percent)

Market share(percent) Units (2004)


(2003)
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


Percentage of Units
Units (2003)

Percentage of Units

Year-on-Year

Shipped

Growth(percent)

Units (2004)
Shipped

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

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MARKET SHARE OF BRANDED PC


DURING CALENDER YEAR OF 2004

ZENITH
13%
WIPRO
8%

HCL
34%

HCL
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 13.7% 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
Technologies also became 1.3 Billion Dollar company in April 2006.

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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 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.
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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 Technologies .
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 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
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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, and maintain the equipment, the works And we had to do $1 million in orders out
of Singapore between August 1 and December 31, 1980. That was the make or break pointless than that and we wouldn't have the cash flow to run the company." In the nick of time
is how things worked out-HCL Singapore managed that figure on the morning of December
31.
HCL Group: How the Dream has Evolved
1975 Shiv Nadar and five colleagues start Microcomp
1976 HCL promoted with startup capital of Rs 1.83 lacs (US$ 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

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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 integration road. We created the
integration database, much before Intel... but we killed it! We were so nave, 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.

31

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 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

32

along the line, HCL Technologies was 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.

33

HCLS OFFERINGS IN INFO-PROCESSING PRODUCTS

HCLs Offerings in Info-Processing Products


Channel Sales
& Support

Home

Small Business

Beanstalk Media Centre -

Channel Sales & Support

Entertainment PC

Beanstalk - Indias first


Home PC

Infiniti PCs- Indias


Largest installed PC

NetManager - Intel
Servers
BusyBee Indias First
Desktop (86)

Global Line - Intel Servers for


Enterprise applications
HCLs Low Price PC
Networking
Excel Line - AMD Servers
Products
EzeeBee -

Indic PC
Infiniti Storage products
Security products
Thin Clients
Sun Servers &
Workstations

34

Toshiba Laptops

Monitors
Keyboards
Direct Sales & Support

Enterprise

Cabinets & Racks


Information Kiosks

HCL Advantage
HCL Technologies draws its 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 Technologies is 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 technology leaders.

35

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 Technologies has 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

36

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.
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.

37

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 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.

38

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 TECHNOLOGIES believes 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.
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 TECHNOLOGIES LTD.


The history of structured quality implementation in HCL Technologies began 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.

39

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 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
40

(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 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.
5Today 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 Technologies Service Support infrastructure is one of the widest in the country. No
matter where you are, there's an HCL Service Centre near by.

41

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.

42

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.
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.

43

DEFINITION

The success of an organization 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 organization.
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.

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

44

OBJECTIVE

45

OBJECTIVES

1. To structure the Recruitment policy of HCL Technologies Limited 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.

46

CATEGORICALLY CLASSIFICATION OF EMPLOYEES OF HCL

CATEGORY 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,

Superintendent.

CATEGORY IV

AGM, DGM, GM, SR. G.M.

CATEGORY V

VP & above.

47

Manager,

Sr.

Manager,

Works

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.

48

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 Recruitments,


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.

VP-BUSINESS DEVELOPMENT:
49

He is the main source of Business Procurement to MHD.

SR.GENERAL MANAGER

He is responsible for marketing, Design, Estimation and Projects Management.

50

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.

51

PROCEDURE OF RECRUITMENT
Recruitment is a process consisting of various activities, through which search of
prospective personnel- both in quantity and quality- as indicated by human resource
planning and job description and job specification is made. This process includes
recruitment planning, identification of recruitment sources, contacting those sources, and
receiving, application from prospective employees. These applications are, then passed on
to selection process as shown in figure.

Recruitment
Planning

Sourced of
recruitment

Contacting
Sources

Evaluation and control

52

Application
Pool

To Selection
Process

RESEARCH METHODLOGY

53

Research Methodology
The research involves the following steps:-

1. DEFINE THE PROBLEM AND RESEARCH OBJECTIVE:If the problem is clearly defined ,it is half solved .The problem Objective here to
assess the scope.

2. COLLECT THE INFORMATION :The information is collected from secondary sources- websites magazines ,
newspapers , and through primary source.

3. ANLAYZE THE INFORMATION :The next step in the research process is to exact findings from thecollected data .

4. PRESENT THE FINDINGS AND CONCLUSIONS :As the last step ,the findings and conclusion of whole research are presented
in the end.

HYPOTHESIS

The organisation follows a systematic recruitment process, which contributes towards


continuous flow of production without shortage or excess of labours.

54

SAMPLING

The study covers 30 samples(10 executive, 20 workers) 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 organisation.

UNIVERSE:

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.

55

DATA COLLECTION:

56

METHOD 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. Schedule

2. Books

3. Opinion Survey

3. 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.

57

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 analyzed and conclusion was drawn.

58

LIMITATIONS

59

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.

60

JOB ANALYSIS FORM OF HCL TECHNOLOGIES LTD.


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

61

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

62

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.
63

5. SUPERVISION : Routine checking and no close supervision required. Specific but no


detailed instructions.

INTERVIEW SCHEDULE
Date:
Venue:
Position:

NAME OF THE CANDIDATE

64

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.ata.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 1st / 2nd class for attending this interview.

We take this opportunity to thank for the interest you have shown in joining our
organisation.

Yours sincerely,
65

For HCL Technologies Ltd.

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.

66

HCL Technologies Ltd.

Address:

PERSONAL DATA FORM

POSITION
APPLIED FOR
SOURCE

Name_____________________________________________________________
Surname

First Name

Middle Name

Present Address
________________________________________________________________
____________________________Phone_______________________________

Permanent Address
_____________________________________________________________
__________________________Phone______________________________

67

Date of Birth:

Religion:

Nationality:

Marital Status:

Sex:

Date of Marriage:

Languages Known

Speak

_________________
__________________
Fathers Name
& Occupation

Spouse Name:
Occupation

68

No. of children:

Read

Write

Educational / Professional Qualification Start With Latest Degree/ Diploma

Degree/

Institution/

Diploma

University/Board

Publication &
Membership

69

Years
From

Main Subject
To

Division &
% of marks

Special Interest/Hobbies

Employment Record: (Starting from present to first one)


Period
From

70

To

Name of

Designati

Nature of Duties

Gross

Employer

on

Performed

Salary

Detail of Present Salary


Basic

HRA

Conveyance Bonus

LTA

Medical

Superan

P.F. Others

nuation

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

71

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.:___________

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 companys services without any notice
or compensation.

Date________________

72

Signature___________

FOR OFFICE USE ONLY

SALARY FIXATION SHEET

DESIGNATION

CATEGORY

LOCATION
ITEM

PRESENT
ACTUAL

73

OFFERED
P.M.

ACTUAL

P.M.

OTHERS:

Joining Date:

DATE

Probation Period:

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.

ACCOUNTS DEPARTMENT
OUTSTATION CANDIDATE
74

TRAVEL EXPENSES REIMBURSEMENT


NAME

: -------------------------------------------------------------------------

ADDRESS :-------------------------------------------------------------------------

INTERVIEW DATE :-------------------------- POSITION :----------------------

DATE

PLACE(FROM-TO)

FARE(AMOUNT RS.)

TOTAL :
DATE :
SIGNATURE OF THE CANDIDATE

75

HRD DEPARTMENT

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 Technologies Ltd.

Authorized Signatory
76

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 mean 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.

77

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.
78

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

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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.

7. UNSOLICITED APPLICATIONS:
An organization of repute draws a steam of unsolicited applications at the companys
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.
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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
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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.

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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 persons 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.

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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 persons 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.

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5
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

5. 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 candidates personality or leadership qualities
very well.
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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 companys
time and money.
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

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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.

4. 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.

5. APPLICATION BLANK

The application blank is a highly interview in which the questions are standardize and
determined in advance. It tests the applicants 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.
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B.EDUCATION AND PAST EXPERIENCE


This is concerned with grade point, average, division and percentage of marks as
prerequisites for a job.

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.

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CONCLUSION

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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.

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SUGESSTION & RECOMENDATION

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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.

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RECOMMENDATION: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. MENTAL SKILL: Requires reasoning to interpret instructions and drawings and
productions orders. Must be able to concentrate when operating.
4. SUPERVISION : Routine checking and no close supervision required. Specific but
no detailed instructions.

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