PROJECT REPORT

ON

RECRUITMENT AND SELECTION PROCESS

IN HCL INFOSYSTEMS

By

SAURABH SHARMA

PG20112202

IILM Institute for Higher Education

GURGAON

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 ACKNOWLEDGEMENT

“Acknowledgement is an art, one can write glib stanzas without meaning a word,
and on the other hand one can make simple expression of gratitude”.

I take the opportunity to express my gratitude to all of them who in some way or
the other helped me to accomplish this challenging project in HCL Infosystems.
No amount of written expression is sufficient to show my deepest sense of
gratitude to them.

First of all, I express my sincere thanks to Ms. Rachna Madaan (faculty mentor) ,
IILM INSTITUTE FOR HIGHER EDUCATION, GURGAON for providing me day to day
assistance during my 6 weeks of training. I earnestly express my sincere thanks
and gratitude to Mr. Mohammad (industry mentor) HCL Infosystems for his
continuous support, cooperation, assistance, inspiration and confidence that he
showed in me. Finally I would like to thank all my colleagues in HCL Infosystems
and friends who extended their hearted support in the successful completion of
the project.

SAURABH SHARMA

PG20112202

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HUMAN RESOURCE MANAGEMENT-MEANING AND CONCEPT –
Human resource management (HRM) is a process of bringing people and organizations together
so that the goals of each are met. It is that part of the management process which is concerned
with the management of human resources in an organization. It tries to secure the best from
people by winning their wholehearted cooperation.

Thus it can be defined as the art of procuring, developing and maintaining competent
workforce to achieve the goals of an organization in an effective and efficient manner.

HUMAN RESORCE MANAGEMENT FUNCTIONS-

The various human resource functions are-:

 HUMAN RESOURCE PLANNING- In this function the number and type of employees
needed to accomplish organization goals are determined. Research is an important part
of this function.
 JOB ANALYSIS- Another important area of HRM is job analysis. Job analysis gives a
detailed explanation about each and every job in the company. Based on this job
analysis the company prepares advertisements.
 RECRUITMENT AND SELECTION- Based on information collected from job analysis the
company prepares advertisements and publishes them in the news papers. This is
recruitment. A number of applications are received after the advertisement is published,
interviews are conducted and the right employee is selected thus recruitment and
selection are yet another important area of HRM.
 ORIENTATION AND INDUCTION- Once the employees have been selected an induction
or orientation program is conducted. The employees are informed about the
background of the company, explain about the organizational culture and values and
work ethics and introduce to the other employees.
 TRAINING AND DEVELOPMENT- This function gives employees the skills and knowledge
to perform their jobs effectively. Training and development programmes provide useful
means of assuring that employees are capable of performing their jobs at acceptable
levels.
 PERFORMANCE APPRAISAL- Once the employee has put in around 1 year of
service, performance appraisal is conducted that is the HR department checks the
performance of the employee. Based on these appraisal future promotions, incentives,
increments in salary are decided.
 CAREER PLANNING- These activity involves assessing an individual employee’s potential
for growth and advancement in the organization.

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  INDUSTRIAL RELATIONS- Another important area of HRM is maintaining co-ordinal
relations with the union members. This will help the organization to prevent strikes
lockouts and ensure smooth working in the company.
 COMPENSATION- It is a major consideration in human resource planning since it is a
major cost to many organizations. It provides an important incentive in motivating
employees to higher levels of job performance.

SIGNIFICANCE OF HRM-

As the central subsystem, HRM interacts with all other subsytems of an organization. Its
importance can be discussed at 4 levels-corporate, professional, social, and national.

 Significance for an enterprise- HRM can help an enterprise in achieving its goals more
efficiently and effectively by attracting and retaining required talent, developing
necessary skills and by securing willing cooperation of the employees.
 Professional significance- It contributes to professional growth by providing maximum
opportunities to employees for personal development and by allocating work properly.
 Social significance- It helps to enhance the dignity of labour by providing suitable
employment that provides social and psychological satisfaction and by eliminating waste
of human resources through conservation of physical and mental health.
 National significance- it plays a vital role in development of a nation. The level of
development of a nation depends on the skills, attitudes and values of its human
resources. It also thus speeds up the process of economic growth.

HCL INFOSYSTEMS- INTRODUCTION-

VISION-
“A global corporation enriching lives and enabling business transformation for our customers,
with leadership in chosen technologies and markets. Be the first choice for employees and
partners, with commitment to sustainability”

MISSION-
“We enable business transformation and enrichment of lives by delivering sustainable world
class technology Products, Solutions & Services in our chosen markets thereby creating superior
shareholder value”

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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 Banking, Insurance, Retail &
Consumer, Aerospace, Automotive, Semiconductors, Telecom and Life Sciences. For the twelve
month period ended 30th June 2005, HCL Infosystems along with its subsidiaries had revenues
of $ 764 million and employed 24,000 professionals.

HCL Infosystems Limited (HCLI) has now become India’s one of the big technology integration
company. 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 Infosystems has undergone a metamorphosis
into becoming a complete IT solutions company.

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

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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 'Global' 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 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 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

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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 Infosystems 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 Infosystems focuses on the domestic products and software businesses and its main areas
of operations are:

-Products & System Integration: PCs, Phones, EPABXs, SI.

LEADERSHIP-

Shiv Nadar

Founder HCL, Chairman and CEO - HCL Technologies. He is one of "the original entrepreneurs" 

who has helped shape the development of the IT Industry in India. He is widely
acknowledged as a visionary by the industry, a man ahead of his times.He created a $ 3.30 billio
n global enterprise, through a vision that was born out of a Delhi 'garage' 30 years ago. With a ri
sk-taking ability that is by now almost legendary, he has made daring forays based on his
conviction of the future. He foresaw huge potential in the area of IT education and learning
(from which NIIT was born) during a period when the market was obsessed only with hardware;
yet again when software development was still in the nascent stage, Shiv Nadar took the lead
in this area and grew HCL into a serious force to reckon with, in the global markets. HCL is today
a leader in the IT industry, employing 34,000 professionals, a global presence in 15 countries
spanning locations in the US, Europe, Japan, ASEAN and the Pacific Rim. HCL's business today
spans IT Hardware, Manufacturing & Distribution, System Integration, Technology & Software
services, Business process outsourcing and infrastructure management.

 
Ajai  Chowdhry

Chairperson and founder- HCL Infosystems. An engineer by training, Ajai Chowdhry is one of the
six founder members of HCL, India's premier IT conglomerate. HCL, a start-up in 1976, touched
US$2 bn for the last 12 months. Ajai Chowdhry took over the reins of HCL Infosystems, the
flagship company of the Enterprise, as President and CEO in 1 9 9 4 . He was appointed the

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Chairman of HCL Infosystems in November 1999. Under his stewardship, the company's
turnover has grown to Rs. 4413 crores in2003-04 from Rs. 400.6 crores in 1994, almost ten-fold
growth. With employee strength of over 2500, it has emerged as country's information-
enabling powerhouse.

HCL’S OFFERINGS IN INFO-PROCESSING PRODUCTS-

Figure shows the various offerings HCL has in the market.

HCL’s Offerings in Info-Processing Products

HCL
Channel Sales
Home & Support Small Business

 Beanstalk Media Centre - Channel Sales & Support

Entertainment PC
NetManager - Intel
Beanstalk - India’s first Infiniti PCs- India’s
Servers
Home PC Largest installed PC
BusyBee -
Global Line - Intel Servers for India’s First
 EzeeBee - Desktop (‘86)
HCL’s Low Price PC Enterprise applications
 Networking
Excel Line - AMD Servers Products
 Indic PC Toshiba Laptops
Infiniti Storage products

Security products Monitors

Keyboards
Thin Clients Direct Sales & Support
Cabinets & Racks
Sun Servers &
Workstations Enterprise  Information Kiosks

INFOSYSTEMS-

 hardware
 System Integration
 Networking Solution
 Managed ISP Services
 Homeland Security
 ICT Distribution

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Global presence operation spanning 29 countries

Delivery facilities U.S.A, U.K, FINLAND, POLAND,

BRAZIL, CHINA, SINGAPORE, INDIA

India presence offices in 170 cities, 500 service centers

Sales and distribution network 93000 outlets in over 11000 towns

HCL’S 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-value-for-money offerings.

Using own R&D HCL has:

- Created own UNIX & RDBMS capability (in 80s).

- developed firewalls for enterprise & personal system security.

- launched its own range of enterprise storage products.

- launched its own range of networking products.

HCL Infosystems 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

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MANUFACTURING-
HCL's computer hardware manufacturing plant is strategically 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 Industries 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.

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 INFOSYSTEMS 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.

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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.

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.

Today for desktop PC, they have more than 8 lakh units installed. HCL enjoy considerable
market share in segments like Government, Banking & Finance and Education & research.

SUPPORT SERVICES-

HCL Infosystems Service Support infrastructure is one of the widest in the country. No matter
where you are, there's an HCL Service Centre nearby.

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.

COMPARISON OF HCL WITH OTHER IT PLAYERS IN DESKTOP MARKET-

It can be seen that HCL is struggling badly in the desktop market in India. The competitors are
doing much better and therefore HCL has only a market share of about 6%. Dell is doing the
best job with the market share of 14%. The reason why HCL is lagging behind can be due to the
preference of international brands over Indian brands by the Indian customers.

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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, Manager, Sr. Manager, Works Superintendent.

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

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CATEGORY V VP & above.

PURPOSE OF THE STUDY-

The objective of the study is to analyze the actual recruitment process in HCL, and to evaluate
how far this process confirms 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 organization? The study on recruitment highlights the need of recruitment in
HCL Info systems Limited.

ATTRACTING THE TALENT: RECRUITMENT-

Recruitment means to estimate the available vacancies and to make suitable arrangements for
their selection and appointment. Recruitment is understood as the process of searching for and
obtaining applicants for the jobs, from among whom the right people can be selected.

A formal definition states, “It is the process of finding and attracting capable applicants for the
employment. The process begins when new recruits are sought and ends when their applicants
are submitted. The result is a pool of applicants from which new employees are selected”. In
this, the available vacancies are given wide publicity and suitable candidates are encouraged to
submit applications so as to have a pool of eligible candidates for scientific selection.

In recruitment, information is collected from interested candidates. For this different source
such as newspaper advertisement, employment exchanges, internal promotion, etc. are used.

In the recruitment, a pool of eligible and interested candidates is created for selection of most
suitable candidates. Recruitment represents the first contact that a company makes with
potential employees.

Nowdays recruitment 3.0 and 4.0 are becoming popular which make use of technology to a
greater extent and the most common example is Linkedin.

NEED OF RECRUITMENT-

The need for recruitment may be due to the following reasons / situation:

-Vacancies due to promotions, transfer, retirement, termination, permanent disability, death

and labor turnover.

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-Creation of new vacancies due to the growth, expansion and diversification of business
activities of an enterprise. In addition, new vacancies are possible due to job specification.

Purpose and importance of Recruitment-

 Determine the present and future requirements of the organization on conjunction with
its personnel-planning and job analysis activities.
 Increase the pool of job candidates at minimum cost.
 Help increase the success rate of the selection process by reducing the number of visibly
under qualified or overqualified job applicants.
 Help reduce the probability that job applicants, once recruited and selected, will leave
the organization only after a short period of time.
 Meet the organization’s legal and social obligations regarding the composition of its
work force.
 Begin identifying and preparing potential job applicants who will be appropriate
candidates.
 Increase organizational and individual effectiveness in the short term and long term.
 Evaluate the effectiveness of various recruiting techniques and sources for all types of
job applicants.

RECRUITMENT PROCESS-

Recruitment refers to the process of identifying and attracting job seekers so as to build a pool
of qualified job applicants. The process comprises of various stages like-

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1. Getting recruitment request-

A recruitment request has the job specifications describing the job title, skills required,
responsibilities, location, start date, and approximate end date of the assignment.

2. Recruitment plan-

Based on recruitment requests, the human resource department makes recruitment plan and
sends to the Director for approval. Recruitment plan includes the number of employees to be
recruited, job description, recruitment sources, checklist for candidates and the budget of
recruitment. This also includes preparing job descriptions and person specifications.

3. Advertising the vacancy-

After getting the approval for the recruitment plan, the human resource department should
design the recruitment advertisement. After confirming the advertisement design with the
human resource manager, the advertisement must be given to recruiting agents or posted on
free recruitment channels.

4. Managing the response-

After seeing the advertisement, candidates often call or email to inquire about information
related to recruitment. The human resource department needs to build up information
channels to answer the requirements of candidates.

5. Short listing the candidates-

After receiving the CVs, human resource department performs the next step in the process of
selecting the suitable candidates for the posted job.

6. Arranging and conducting interviews and decision making-

After the CVs are shortlisted, the human resource managers conduct interviews to select the
best suitable candidate for the job. The decision whether to recruit the candidate or not
depends solely upon the total performance of the candidate in the interview.

SOURCES OF RECRUITMENT-

There are 2 sources of recruitment namely-

-internal sources

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-external sources

INTERNAL SOURCES-

 TRANSFERS- The employees are transferred from one department to another based on
their efficiency and experience. Transfer of employees from one place to another is
made considering the work, worker and the requirement of the organization.
 RECRUITMENT OF RETIRED EMPLOYEES- Sometimes, retired managers may be recalled
for a short period. This is done when the organization cannot find a suitable candidate.
 PROMOTIONS-   Promotion means to give a higher position, status, salary and
responsibility to the employee. So, the vacancy can be filled by promoting a suitable
candidate from the same organization.

EXTERNAL SOURCES-

 ADVERTISEMENT- The organization advertises the vacancies in newspapers,

employment news and magazines. The details of work and qualifications required are
given in the advertisement. Advertisements are the most common method of external
recruitment. They can be found in many places such as newspaper, job posting on job
sites and advertisements on websites related to positions recruited.
 EMPLOYEE REFERAL- The existing employees of the organization refer their family
members, friends, relatives and acquaintances and the organization recruits them. This

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 source is advantageous to all three parties – the organization, the referring employee as
well as the referred employee. The organization recruits with minimal effort since the
referring employee knows better than an outside source. The referring employee gets
paid for their service and the referred employee joins an organization which is a known
one.
 CAMPUS RECRUITMENT- The employers contact universities and technical institutes to
meet their employee requirement. The heads of the institutions prepare a list of
candidates fulfilling qualifications and send it to the employers. Eligible candidates are
selected after the interview.
 RECRUITMENT THROUGH PLACEMENT AGENCIES- Indian or foreign organizations
authorize certain institutions to recruit specific type of employees on their behalf. These
institutions offer paid recruitment services and are common external source of
recruitment.
 DATABASE SEARCH ON JOB SITES- Organizations can purchase data from job websites
for a certain period of time and recruit suitable candidates from the database of the job
sites.

SELECTION-
Selection is the process of differentiating between applicants in order to identify those with a
greater likelihood of success in a job. It is the process of picking individuals, out of the pool of
job applicants, with requisite qualification and competence to fill job in the organization.

The selection process consists of a series of steps. The selection process varies from one
organisation to another.

The steps involved in selection process are as follows:

1. Application form

2. Preliminary interview

3. Pre-employment tests

4. Interview by department head

5. Medical or physical examination

6. Reference checks

7. Final approval

8. Issue of appointment letter

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1. Application form

The job application form is one of the most vital tools for selection. It is used to supply sufficient
information about the candidates which helps to screen candidates for the vacant job position.
It helps to determine which candidates should fill the application forms for the further process
of selection.

2. Preliminary interview

The human resource manager does the initial screening in order to eliminate the unqualified
candidates.

The responsibilities of human resource manager are as follows:

-Screening the candidates based on the eligibility criteria given.

-Informing the candidates about the job details such as nature and hours of work, pay scale and
leave policies.

-Giving a brief description about the background of the hospital.

-Sorting out any differences between the expectations of both the hospital and the candidate.

3. Pre-employment tests

To ensure selection of the best suited candidates, pre-employment tests should be conducted
efficiently.

All or any of the following tests may be used as required:

- Intelligence test – Intelligence tests determine the general awareness of the candidates and
give the IQ level of the candidates. The candidates having IQ within a specified range are
selected for further selection processes.

-Aptitude tests – Aptitude tests are conducted to determine the learning ability of the
candidates for the new job.

-Trade tests – Trade tests are taken to determine the proficiency levels of the candidates.

-Personality tests – Personality tests are used to judge the personality characteristics of the
candidates.

4. Interview by department head

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After screening the candidates through pre-employment tests, the department head interviews
them.

The responsibilities of the department head are as follows:

-To analyse the job application form.

-To evaluate the applicant’s capability.

- To give a detailed description of the job to the applicant.

-To advise the human resource manager on the offer of salary, designation and location.

5. Medical examination

Applicants shortlisted in the above process are then sent for medical test to a competent
medical officer for a thorough knowledge of physical capabilities of the applicants. The medical
test eliminates the candidates having health below standard level.

The purposes of medical tests are as follows:

-To confirm if the job will suit the candidate from medical point of view.

-To protect the other employees of the organization in case the candidate suffers from an
infectious disease.

-To avoid selecting a medically unfit candidate for the job.

6. Reference checks

The applicant is asked to mention the names and addresses of two or more persons as
references. References are generally of professional associations, though in some cases, it may
even be personal associations. The human resource department cross checks these references
to obtain information about the candidate from the past employer in order to ascertain
employee’s professional competence.

The reference letters should contain the following information from the past employer:

-Date of joining and leaving the previous organization.

-Job title and last drawn salary.

-Upgrades or demotions.

-Reason for leaving the previous organization.

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-Capability to cooperate with others at work.

-Emotional stability and health conditions.

-Dependability.

-Other information related to the job and the candidate.

7. Final approval

Different hospitals adopt different selection policies but the final approval of selecting or
rejecting an applicant depends upon the head of the hospital. The head of the hospital is
generally the Medical Superintendent or Administrator or Business Manager or Chief Executive
who is legally termed as the ‘Occupier’.

8. Issue of appointment letter

Finally, employment is offered to the candidate in the form of an appointment letter

mentioning the post, the pay scale, the joining date and other terms and conditions of the
organization.

RECRUITMENT AND SELECTON PROCESS AT HCL INFOSYSTEMS-

 Sourcing resumes (Reference, direct contacts, job sites)

 Short listing the candidates (according to job description and requirement of
departments)
 Call the candidates
 Group discussion
 Technical round of interview
 HR round of interview
 If satisfactory offer to be made (otherwise rejected)
 Joining kit
 Induction
 Issue of appointment letter

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RESEARCH METHODOLOGY OF THE STUDY-
The study is carried on in a proper planned and systematic manner. This methodology includes

(i) Familiarization with the organization.

(ii) Observation and collection of data.
(iii) Analysis of data.
(iv) Conclusion and suggestion based on analysis.

SAMPLING-

The study covers 20 employees and 20 executives 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.

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 casual interview and questionnaire were used and in secondary source of
data collection relevant records, books, and magazines were used.

QUESTIONAIRE USED FOR EXECUTIVES-

Questionnaire circulated among 20 executives Yes No No Response

1. Are you in support of recruitment policy? 40% 60% nil

2. Whether the existing recruitment policy is linked to 50% 50% nil

productivity?

3. Whether the existing recruitment policy is getting will

70% 20% 10%
supports for the top management?

4. What are the benefits you are deriving from the

existing recruitment policy?
60% 30% 10%
a) Reduction on labor cost?
25% 65% 10%
b) Effective utilization of human resources?
60% 30% 10%

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 c) Maintaining timing in recruitment and staffing
schedule?
90% 10% nil
5. Do you feel that job evaluation and job analysis helps
in manpower recruitment in your organization?
10% 80% 10%
6. Do you think that the personal recruited from external
sources is more desirable than the internal sources?
30% 60% 10%
7. Whether cost benefit analysis is done before
recruitment?

8. Are you satisfied with the existing recruitment system 35% 55% 10%

of the organization? 65% 35% nil

9. Do you feel that performance appraisal helps in

recruitment process?
65% 25% 10%
10. Do you feel that training will effect to recruitment
process?
50% 40% 10%
11. Do you think job rotation will affect the recruitment
policy?

12. How are you controlling the shortage and excess of

manpower? 90% Nil 10%

A) By employing casual worker 90% Nil 10%

b) By employing extra hours Nil 90% 10%

c) By lay off / retrenchment

From the response indicated above it appears that the prevailing recruitment policy has
definite impact on the organization. Most of the executives showed positive response to
different questionnaires. The excess or shortage is being adjusted and hence misutilization 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 is only
interested for filling the vacancies of higher post from the internal sources. This attitude will

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seize the professional approach of the organization and may not be able to induct fresh brain.
From the answers of most of the managers it is observed that they want entry of new managers
to 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 organization and job rotation is also not followed properly in the organization.

QUESTIONAIRE USED FOR EMPLOYEES-

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- QUESTIONNAIRE CIRCULATED AMONG
20 EMPLOYEES: Yes No. No Response

1. Are you satisfied with the existing recruitment policy in 25% 65% 10%
your organization?
2. Do you feel work load in your department?
20% 70% 10%

3. Do you feel of your optimum utilization? 25% 65% 10%

4. Are you satisfied with your job? 25% 65% 10%

5. Do you feel that motivation is main factor for optimum
75% 15% 10%
utilization of existing manpower?

6. Do you feel that recruitment of lower level staff from 50% 40% 10%
external source is desirable than internal source?
7. Do you feel that training imparted by your organization
60% 30% 10%
helps in improving your performance?

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. The importance of training and development is getting neglected in the
organization. Their skill efficiencies are not recognized by the company and they are not
motivated enough to be efficient in their field of work.

LIMITATIONS:

Every scientific study has certain limitations and the present study is no more exception. These
are: -

 Some executives at top positions who are making recruitment are busy. So it is not
possible to contact all the executives.

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  Confidentiality of the management is the strongest hindrance to the collection of data
and scientific analysis of the study.

 Secondary data required was not easily available.

 Respondents were found hesitant in revealing opinion about supervisors and

management.

FINDINGS & SUGGESTIONS-

FINDINGS-
 Proper induction is not given to all the employees. It reserves to only a few levels.
 Salary comparison is not justified. Old employees are demoralized by getting less salary
than new employees.
 Importance of good communication skills is neglected.
 Recruitment procedure is not fully computerized.
 Manpower is mainly recruited from private placement consultancy, who are demanding
high amount of fees.
 Before recruitment cost benefit analysis is not done properly. It causes manpower
surplus which makes loss in the industry.

SUGGESTIONS-

 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.
 Salary comparison should be seriously done to retain the old employees.
 There should be a telephonic interview before calling a applicant for the selection
process to check if the applicant possesses the required level of communication skills or
not.
 Cost benefit analysis should be alone before creating a position or recruitment of
manpower.
 Recruitment process should be fully computerized.
 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.
 Manpower planning should be followed before recruiting.
 Proper inquiry should be done regarding previous employment of a candidate before
recruitment to avoid industrial disputes.

CONCLUSION-

Studying the recruitment procedures of HCL, analyzing the respondents answers and data
analysis it can be concluded that HCL is a growing Company. It has a separate personnel

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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. Management understands the business game very well. At the
time of difficulty it takes necessary action to solve the problem. The personnel department of
HCL 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. Although they should try and give equal importance to external source as
compared to internal source so that fresh brains can be hired to make the organization more
innovative and efficient and they should also lay importance on training & development and
motivation of employees.

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