A STUDY ON EMPLOYER AND EMPLOYEE RELATIONSHIP

1.1 INTRODUCTION:

When an employer hires a new employee, he is not just bringing a new member

of the workforce aboard, He is also starting a new relationship. Because employers and

employees often work in close quarters, they necessarily develop relationships.

Managing these relationships is vital to business success, as strong relationships can lead

to greater employee happiness and even increased productivity. To reap these benefits,

keep the dynamics of your employer-employee relationship in mind.

Employer/Employee relations refer to the communication that takes place

between representatives of employees and employers. Much of the employee relations

involve employees and employers working together. Indeed, part of the aim of the

European Union's social policy today is to create a system of shared responsibility of

employers and employees for working practices, conditions and other areas of working

life. This policy of shared responsibility is called co-determination.

Employee relations, industrial relations and labor relations are all terms that refer

to those aspects of HRM where employees are dealt with as group through collective

agreements with trade unions. It covers all the relations between employers and

employees in industry. Some scholars however see employee relations which are a more

recent term as broader and include employee participation in management decisions,

communications, policies for improving cooperation and control of grievances and

minimization of conflicts. The philosophy of HRM has led to a shift towards

individualism rather than collectivism due to increased competition hence leaner and

1
 more efficient organizations, restructuring, the market economy and free enterprise are

changing trade union legislation. This relationship is complex and multi-dimensional –

e.g. it is influenced by the economic, social, political, psychological, ethical and legal

factors.

Employee relations cover the following issues:

 Development, negotiation and application of formal systems of rules and procedures for

collective bargaining, handling disputes and grievances, and regulating employment.

 Concerned with the formal and informal processes, which take the form of continuous

interactions between managers and shop stewards, trade unions etc,.

 The bargaining structures, recognition of trade unions and procedural agreements and

practices, i.e. the collective relations between employers and trade unions.

Importance of employee relations

• Improves cooperation between employers and employees

• Minimize unnecessary conflict

• Enable employees to play a part in decision making

• Keep employees informed of decisions that concern them

Organizations interests – those things employees would rather avoid e.g.

 Meeting high output standards

 Accepting managerial decisions

 Disciplinary actions

 Working long hours

Employees’ interests – those which organizations are reluctant to provide e.g.

• Increased wages

• Safe working conditions

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• Time off with pay

• Shorter working hours per week

• Pay for overtime etc..

Discussions between employers and employees typically cover the following areas:

 Pay

 Bonuses

 The work environment

 Disputes

 Work schedules

 Grievances

 Health and safety

 Hours of work

 Production targets.

The Advisory, Conciliation and Arbitration Service (Acas) was set up in 1974 to

try and create more harmonious working relationships in this country. It negotiates in

disputes between employers and employees as well as establishing codes of practice and

principles for harmonious relationships. It has been tremendously successful in its work

because today there are relatively few major employment relations disputes in this

country. Where problems start to arise in a company, it is an easy process to consult with

Acas to find ways of improving relationships. Because Acas has experience of dealing

with so many workplaces it is able to suggest guidelines for harmonious relationships in

nearly all situations.

Successful employer/employee relations involve striking a balance of interests.

From the employer's point of view, industrial relations is about having the right to

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 manage - the ability to plan for the future so that a company can continue to be a

success, to make profits for its shareholders and to keep its employees motivated. From

the employee's point of view, it is all about securing the best possible conditions and

living standards for employees.

High labor turnover

Where employees are not happy with working conditions this frequently leads to

high labour turnover, bad timekeeping, and high levels of absenteeism. It may also occur

in the form of slackness by individuals, poor working, and deliberate time wasting and

similar practices. Other evidence of discontent will be revealed in complaints, friction,

ignoring rules and apathy. There are a number of forms of organized trade union action,

including:

 Withdrawal of goodwill

 A go slow

 Working strictly to the rules set out in work rulebooks and sticking rigidly to only doing

tasks set out clearly in a job description

 Refusing to work overtime

 Going on strike.

All of these actions are undesirable:

 They reduce company profitability, and its' ability to fulfill orders

 They harm employment prospects, and reduce wages of employees

 They lead to festering discontent

 They cause problems for customers and the economy as a whole.

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 Thus it is very important to create harmonious workplaces for the benefit of all

concerned. The work of Acas therefore is primarily concerned with outlining good

practice and models of harmonious working practice.

A trade union is an organized group of employees who have joined together in an

officially recognized organization to further their common interests. These employees

may have in common a skill, a trade, an industry, an employer or an occupation. Some

unions (general unions) are made up of workers in several industries. Trade unions are

formed, financed and run by their members.

Relationship Basics

Generally, employer and employee relationships should be mutually respectful.

The degree of closeness in these relationships will depend on both the employer and the

employee. Some employers opt to keep their employees at a distance and, in doing so,

ensure that there is no confusion as to the hierarchy that exists between them. Others

elect to become friendlier with their employees, seeing this as a way to amp up

employee happiness. While neither option is entirely right or wrong, it is wise to avoid

getting too close to employees, as doing so can cause the line between employer and

employee to become blurred.

Mutual Reliance

The employer-employee relationship should be one of mutual reliance. The

employer is relying upon the employee to perform her job and, in doing so, keep the

business running smoothly. Conversely, the employee is relying upon the employer to

pay her and enable her to support herself, and potentially her family, financially.

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Relationship Building

Just as with all relationships, the employer and employee relationship is one that

must develop over time. Employers can promote the building of relationships by

speaking candidly with their employees about their lives, asking them about their

families and learning about their interests. Similarly, employees can promote the

building of this relationship by being open with their employer and sharing information

about themselves and their lives.

Boundaries

Though the type of employee and employer relationship that is considered

appropriate varies from company to company, boundaries exist at almost all companies.

Generally, it is unwise for employers to develop romantic relationships with their

employees. Similarly, employers should exercise care to ensure that the relationship they

develop with one employee isn't notably closer than the relationships they develop with

others, as this can lead to concerns regarding favoritism or similar issues of unfairness

within the workplace.

Employer-Employee relationship identification:

Common law principles

Although the terms employer and employee are defined in the EHT Act, the Act

does not define the circumstances under which an employer-employee relationship

exists. It is necessary to establish whether the worker is hired under a contract of service

or a contract for service.

A contract of service, or employer-employee relationship, generally exists when

a worker agrees to work for an employer, on a full-time or part-time basis, for a

6
specified or indeterminate period of time, in return for wages or a salary. The employer

has the right to decide where, when and how the work is to be done.

A contract for service, or business relationship, generally exists when a worker

agrees to perform specific work for a player in return for payment. The self-employed

worker is not normally required to perform the services personally.

In order to determine whether a worker is an employee under a contract of

service or self-employed under a contract for service, reference must be made to

common law principles. The terms and conditions of the worker's employment are

examined and analyzed as they relate to the following four factors: (a) control (b)

ownership of tools (c) chance of profit/risk of loss and (d) integration. It is important to

note that one factor alone is not conclusive in the determination.

Control test

The control test is used to determine whether a person is in a position to order or

require not only what work is to be done, but also how it is to be done. Generally, in an

employer-employee relationship, the employer controls, directly or indirectly, the way

the work is to be done and the work methods used. The employer assigns specific tasks

that define the real framework within which the work is to be done. The payer exercises

control if he/she has the right to hire or fire, and decide where, when and how the work

will be done. If such is the case, then the hirer clearly exercises control over the worker,

who may then be considered to be an employee for EHT purposes. It is not necessary

that control actually be exercised, only that it can be exercised.

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 Ownership of tools

In an employer-employee relationship, the employer generally supplies the

equipment and tools required by the employee. In addition, the employer covers the

following costs related to their use: repairs, insurance, transport, rental, and operation.

The main points to consider are:

 The amount invested

 The value of equipment and tools

 The rental and maintenance of equipment and tools.

Ownership of the tools, however, is not always a determining factor. The fact

that a worker uses his or her own equipment when performing the work is not sufficient

to conclude that the person is self-employed, as all factors must be considered. In certain

occupations (e.g. auto mechanics, carpenters, photographers) it is customary for

employees to use their own tools.

Chance of profit/risk of loss

Generally, if an employer-employee relationship exists, the employer alone

assumes the risk of loss. The employer also generally covers operating costs, which may

include office expenses, employee wages and benefits, insurance premiums, and

delivery and shipping costs. The employee assumes little or no financial risk and is

entitled to his or her full salary or wages regardless of the financial health of the

business.

Integration or organization test

The integration or organization test examines whether the tasks performed by an

individual form an integral part of the business (i.e. an employer-employee relationship

exists) as opposed to merely being accessory to the business (i.e. the individual is an

independent contractor).

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The test will also determine whether the individual is in business in his or her own right

and provides services to another business as an independent contractor.

Part-time or casual workers

The fact that an individual may be employed on a part-time or casual basis has

no effect on whether the individual is considered to be an employee or a self-employed

individual for EHT purposes.

Duty of Employers

A person’s job, like a person’s business, is a highly valued possession that

pervasively affects the lives of the employee and his or her family. With stakeholders

everywhere, the relationship is laden with moral responsibilities.

In addition to the employer’s more obvious obligation to advance and protect the

reputation and financial well-being of the company, the employer has a moral obligation

to make business decisions in a manner that demonstrates concern for and seeks to

advance the welfare of employees.

This includes but goes beyond a duty to treat employees respectfully, to pay

them fairly and provide good working conditions. An ethical employer does not think of

employees only as a means to an end. Employees must be treated as a major stakeholder

group. Ethical employers consciously and consistently treat the promotion and

protection of the well-being of employees as an important business obligation and

objective.

Companies should be loyal to workers as well as shareholders. Layoffs, plant

closings, and other dramatic events of this nature should be handled with caring and

sensitivity and as acts of great moral significance. The use of euphemisms such as

9
“down-sizing” or “right-sizing” may make managers feel better about the decision to

terminate jobs, but it does not change anything from a moral perspective. There are, of

course, situations where such actions are justified but they must be implemented in a

way that demonstrates genuine concern for employees who will lose their jobs.

Employees should always be treated with respect and it is the company’s

obligation to see that individual managers do not abuse their power or mistreat their

subordinates. Kill-the-messenger behavior at any management level is improper, as is

any active or passive encouragement of dishonest reporting. Employees should feel free

to raise ethical or other issues without fear of retaliation.

Employees are entitled to count on the commitments of the employer especially

about central matters such as pay, raises, and promotions. Employers who chisel

employees, renege on promises, or treat them as if they were simply instrumentalities of

the organization’s interests rather than ends in and of themselves fail to meet their moral

responsibilities.

Duty of Employees

Employees also have moral obligations, and they go beyond giving a full day’s

work for a full day’s pay. Loyalty goes both ways.

Employees have moral duties to the organization, co-workers, and customers. If

an employer were secretly to look for a replacement for an employee by conducting

interviews behind the employee’s back, most employees would consider that an act of

betrayal. “Why didn’t you tell me my job was at risk?” “Why didn’t you tell me that you

were unhappy with my work so I had a chance to improve?” Does the employee owe the

employer less? When an employee, without any notice to an employer secretly looks for

10
a new job, often covering up interviewing time with deceptions or lies, is the conduct

any less untrustworthy?

When an employer decides to let an employee go, it is generally thought that the

employer should give the employee ample notice or severance pay. But what of the

ethics of the employee who walks into the boss’ office and says, “I have an opportunity I

can’t turn down and they need me to start this Friday”? Because of the disparity in

power, many employees adopt a double standard that gives them more leeway than they

afford the employer. One aspect of this attitude draws on the doubtful assertions of

necessity. Another is the implicit belief that if an offer is too good to refuse, there is no

moral obligation to refuse. It doesn’t take much scrutiny to see that these are self-serving

rationalizations. The moral obligations of an employee include loyalty, candor, caring

and respect. The mismatch in economic strength between the employer and the

employee does not change that.

People of character take into account their moral obligations to their employer

before they interview for another job. If they know that their departure will jeopardize

the organization, co-workers, or customers they should make it clear at the job interview

that they are not available until they have provided a reasonable transition. If we are not

certain how much hardship departure may cause, the principle of respect suggests that

the parties most affected be given an opportunity to participate in a discussion to suggest

the least harmful alternative. Because the employee-employer relationship operates in

the context of business, there is a tendency to play by different rules dictated by who has

the leverage, and principles of expediency — what you can get away with — rather than

moral principle.

11
 Employers are required to pay Employer Health Tax based on remuneration paid
to employees who report for work at a permanent establishment in Ontario, and to
employees who do not report for work at a permanent establishment but who are paid
from or through the employer's permanent establishment in Ontario.

In making a determination regarding the existence of an employer-employee

relationship, many factors have to be taken into consideration. In addition to considering
the terms and conditions of the worker's employment, the Client Services Branch will
consider rulings issued by Canada Revenue Agency (CRA) regarding Canada Pension
Plan and Employment Insurance, CRA's guidelines for specified industries, and
common law principles (based on precedents set by court decisions).

Although the terms employer and employee are defined in the EHT Act, the Act
does not define the circumstances under which an employer-employee relationship
exists. It is necessary to establish whether the worker is hired under a contract of service
or a contract for service.

A contract of service, or employer-employee relationship, generally exists when

a worker agrees to work for an employer, on a full-time or part-time basis, for a
specified or indeterminate period of time, in return for wages or a salary. The employer
has the right to decide where, when and how the work is to be done.

A contract for service, or business relationship, generally exists when a worker

agrees to perform specific work for a payer in return for payment. The self-employed
worker is not normally required to perform the services personally.

In order to determine whether a worker is an employee under a contract of

service or self-employed under a contract for service, reference must be made to
common law principles. The terms and conditions of the worker's employment are
examined and analyzed as they relate to the following four factors: (a) control (b)
ownership of tools (c) chance of profit/risk of loss and (d) integration. It is important to
note that one factor alone is not conclusive in the determination.

12
 1.1 INTRODUCTION
HCL Infosystems Ltd is one of the pioneers in the Indian IT market, with its
origins in 1976. For over quarter of a century, we have developed and implemented
solutions for multiple market segments, across a range of technologies in India. We have
been in the forefront in introducing new technologies and solutions.

HCL Infosystems ( HCLI) 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 & support capability to service the needs of the
customer.

Last 27 years apart from knowledge & experience have also given us continuity in
relationship with the customers, thereby increasing the customer confidence in us.

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

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 1.2 TECHNOLOGY LEADERSHIP

HCL Infosystems 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.
Using our own R&D we have

- Created our 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

We 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 our strategic advantage.

1.3 COMPANY GUIDING PRINCIPLES

VISION:

"Together we create the enterprises of tomorrow".

MISSION:

"To provide world-class information technology solutions and services to enable

our customers to serve their customers better".

QUALITY POLICY:

"We deliver defect-free products, services and solutions to meet the requirements
of our external and internal customers, the first time, every time"

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OUR MANAGEMENT OBJECTIVES

To fuel initiative and foster activity by allowing individuals freedom of action and
innovation in attaining defined objectives.

OUR PEOPLE OBJECTIVES

To help people in HCL Info systems Ltd. share in the company's successes, which
they make possible; to provide job security based on their performance; to recognize their
individual achievements; and help them gain a sense of satisfaction and accomplishment
from their work.

CORE VALUES

-We shall uphold the dignity of the individual.

-We shall honor all commitments.
-We shall be responsible corporate citizen.

1.4 COMPANY PROFILE

PHILOSOPHY QUALITY

HCL Infosystems Ltd. "We deliver defect-free products, services and solutions to
meet the requirements of our external and internal customers, the first time, 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 o HCL's success is its never-ending pursuit of superior quality in all its
endeavors. HCL NFOSYSTEMS believes in the Total Quality Management philosophy s
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 0 years, we have adapted to newer and better Quality standards that helped
us effectively i.e. Quality with Business Goals, leading to customer and employee
satisfaction.

15
QUALITY AT HCL INFOSYSTEMS

The history of structured quality implementation in HCL Infosystems began in the

late 980s with the focus on improving quality of its products by using basis QC tools and
failure Reporting and Corrective Active Systems (FRACAS). We also employed
concurrent engineering practices including design reviews, and rigorous reliability tests to
uncover latent design defects. In the early 90s, the focus was not merely on the quality of
products but also the process quality systems. Our manufacturing unit at NOIDA was
certified initially to ISO 9002:1994 by BVQI in 1994 and later on to ISO 9001:1994 in
1997. As of own, all our manufacturing units are certified by BVQI as per ISO 9001:2000
In early 995, major quality initiative was launched across the company based on Philip B.
Crosby's methodology of QIPM (Quality Improvement Process Management). This model
was elected 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. Our employees have undertaken a number of improvement
projects, where by process deficiencies and bottlenecks are identified, and Corrective
Action Projects (CAPs) are undertaken. This reduces defect rates and proves cycle times
in various processes, including personal quality. We have received MAIT's Level II
recognition for Business Excellence' for our initiatives in the Information Technology
Industry, adding another commendation to our fold. MAIT's Level II recognition based on
the 'European Foundation for Quality Management' (EFQM), for aiming quality
leadership and business competitiveness. Our certifications / awards in 2003 include ISO
9001-2000 by BVQI for our Info Structure services and award of First Prize by ELCINA
(Electronic Component Industries associations) for Quality, 2002-03. The ELCINA award
criterion considers two aspects. (1) Nobler (Leadership & Management commitments,
Resource Management, Product realizations, Measurement Analysis & Improvement) and
Results (Product Quality, customers / Stake holder satisfaction, Business results). The
tryst for continuous quality improvement is never-ending in HCL Infosystems. We always
strive to maintain high quality standards, which help us fulfill our mission to provide
world-class information technology solutions and services, to enable our customers to
nerve, their customers better.

ALLIANCES AND PARTNERSHIPS

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To provide world-class solutions and services to all our customers, we have formed
Alliances and Partnerships with leading IT companies worldwide.
HCL Infosystems has alliances with global technology leaders like Intel, AMD,

Toshiba, Ericsson, Microsoft, Nokia and Sun Microsystems, SAP, Scan soft, SCO, EMC,
Veritas, Citrix, CISCO, Oracle, Computer Associates, Red Hat, Infocus, Duplo, Samsung,
Novell.

1.5 HISTORY OF HCL

HCL (Hindustan Computers Limited) is a leading global Technology and IT

enterprise whose range of services spans Product Engineering and Technology
Development, Application Services, BPO Services, Infrastructure Services, IT Hardware,
Systems Integration, and Distribution of Technology and Telecom products in India

Shiv Nadar is the founder of HCL. He founded HCL in 1976 in a Delhi "barsaati".
In 1978, HCL developed the first indigenous micro-computer at the same time as Apple
and 3 years before IBM's PC. In 1980, HCL introduced bit sliced, 16-bit processor based
micro-computer.

In 1983, HCL Indigenously developed architecture, at the same time as global IT

peers. In 1986, HCL became the largest IT Company in India. In 1988, HCL introduced
fine grained multi-processor Unix-3 years ahead of "Sun" and "HP". In 1991, HCL
entered into a joint venture Hewlett Packard and HCL-Hewlett Packard Ltd. was formed.
The joint developed multi-processor Unix for HP and heralded HCL's entry into contract
R&D. In 1997, HCL Infosystems was formed. In the same year HCL ventured into
software services.

In 1999, HCL Technologies Ltd issued an IPO and became a public listed
company. In 2001, HCL BPO was incorporated and HCL Infosystems became the largest
hardware company. In 2002, software businesses of HCL Infosystems and HCL
Technologies were merged. In 2005, HCL set up first Power PC architecture design centre
outside of IBM. In the same year HCL Infosystems launched sub Rs.10, 000 PC.

1.6 MARKETING STRATEGY

“Marketing Strategy is nothing but a combination of decision bearing on a various

aspect of marketing mix element.” There are Product, Price, Place, Promotion and
Packaging. HCL concentrate on all aspects that’s why HCL has very good market not only
in Ghaziabad but also other region in India.

1. FOR PRODUCT PLANNING

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 [A] HCL take decision their existing product along with future products. This is
the continuous process, which is done by top management of HCL.
[B] Then they research the product by research department.

RESEARCH AND DEVELOPMENT DEPARTMENT

Survey
Product Research

Technical Research Potential is

There or not

2. MANAGEMENT INFORMATION SYSTEMS

In this step they collect the details about competitor’s product. They saw the
pricing, features, quality, Advertisement, Packaging, and Promotion of those particular
products

We know that market segmentation means dividing market into distinct group of
buyers with deferent needs characteristic or behavior. Who might require separate product
or marketing mixes?

It refers to large heterogeneous market in to with smaller homogeneous parts in

order to select any one out than in which the company thinks it can satisfy customer more
effectively different product for different segmentation. There are different classes people
are living HCL, like....
1. Lower middle class
2. Middle class family
3. Upper middle class family
4. Higher class family

According to their classes they launch the New

Product
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 New Product launch

MIS Department Survey

Survey {they survey that which class will purchase

the product}

Decision

Segmentation

For larger the target is fulfill by the help of advertisement and Promotional Events.

PRICING POLICIES

Price refers to the value of product attributes. Expressed in monetary terms with a
customer plays or is accepted or affords utility. Value is referring to the quantitative aspect
product relative to other product. In HCL, pricing policies of work like as under

1. Management Information System

2. First MIS show the price of competitors.
3. Parallel pricing policy

 Bundal marketing
 Profit margin

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 They give to Channel Partner/demo center 6-8%, and company gets X% profit.
HCL’s main objective is service rather than profit. No doubt there is profit but pricing
policy just to meet minimum margin for getting competitive advantage against
assembler’s market.
Company wants to maximize its profit than unit establishes higher policy its
organization wants to cover the large part of the market than obligation may establish
legible profit policy. “HCL believes in wealth maximization rather than profit
maximization.”

SALES PROMOTION

We know those sales promotion short-term incentives to encourage purchase or sales of

product and services. Sales promotion includes:
 Consumer Promotion
 Trade Promotion
 Sales Force Promotion

Sales promotion refers to all efforts made by the firm to promote the sales of
products.
In HCL for sales promotion gave special offer
 To end-users
 To institution
 To corporate houses

Total promotional expenses

(3% of sales)

Advertising
(2% of sales) Sales Promotion
(1% of sales)

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Press T.V. Radio out Door
30% 35% 10% 25%

Among all tools of promotion advertisement is given prime importance by

HCL. That can be seen from the above chart that more stress put on the Television
Press and Outdoor media of advertisement.

1.7 PRODUCT AND SERVICES

PRODUCT DESCRIPTION
HCL Infosystems portfolio of products covers the entire spectrum of the
information technology needs of its customers.
By virtue of the immense diversity of markets and customers that it addresses,
HCL Infosystems' product offerings include everything from high-end enterprise level
servers for mission critical applications to multimedia home computers.
You may be a large multi-location company exploring solutions to e-enable your
organization or you may be a new born rising star looking for someone for IT Planning or
setting up your IT Infrastructure, HCL Infosystems has a solution tailor-made for you.

DESKTOPS&NOTEBOOKS
HCL recommends Microsoft Windows® XP Professional for Business.
The marketplace is constantly changing in terms of consumers, competition and
strategies to garner market share. Almost all aspects of your business are ever evolving.
The only change over the past few years is that the pace of change has accelerated! In fact,
it is increasing even as you read this.

21
 Information Technology (IT) changes accordingly, perhaps even faster. What is
vital is that the decisions you make today need to have the capacity to address situations
for at least the next three years and the changes that are bound to occur in that time.
Infiniti is the market leader in commercial desktop segment in India, ahead of competition.
Infiniti is the only brand in Indian IT that offers you Remote Support for Software, an
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selling and built-to-order, ISO 9001 & ISO 14001 manufacturing, ensures that you get the
best available product at the time of delivery, rather than at the time of order. This
Technology First brand features the latest innovations in Central Processing Unit (CPU)
design, graphics design, display design, I/O advancement and a host of other technologies
that have made Infiniti the number one corporate PC brand in India.

INFINITI
Developed by HCL Labs specifically to meet today's high-performance needs,
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22
 Infiniti Orbital Series: - Packed with advanced, hi-efficiency features, the Infiniti
Orbital series is designed to meet your diverse computing requirements.

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with HCL Desktop Management Software (HDMS) - software that ensures desktop
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HOMEPCs
HCL recommends Microsoft® Windows® XP Professional
the all-new Beanstalk Series, where performance is rivaled only with elegance of design.
You get superior technology and great value for money, all fused into one. It comes with
the super-speed Intel® processor, plus SD RAM and Ultra ATA Hard Disk that gives it
incredible speed.
What's more, it is upgrade friendly and so virtually future-proof. Manufactured at
HCL Infosystems' state-of-the-art ISO 9001 certified plant, it is designed to outperform
every other Home Computer you have ever seen or heard about. And with more than 250
Support providers across the country, its widespread network ensures excellence in
Customer Care. So go ahead and enjoy the wonder that is HCL Beanstalk, and watch, it
will amaze you for years to come.
It is faster than the fastest home computer. The HCL Beanstalk comes equipped
with the lightening fast Intel® Pentium® 4 processor which means you can now get mind
blowing multimedia performance from your computer. With its high performance
processor, it brings you the Internet like no other computer can. So get ready to experience
3D graphics, virtual reality and realistic audio-video, like never before.
The HCL Beanstalk with Intel® Pentium® 4 processor. The centre of your digital
world is designed to meet not just your today's computing requirements, but also the P
needs of your future. So bring home the HCL Beanstalk today and stay ahead of the rest of
the world.

23
 INFINITIPOWERLITENOTEBOOKS
HCL recommends Microsoft Windows® XP Professional for Business

HCL introduces unmatched mobile power with the Infiniti Power lite series notebook.
Designed to provide superior performance, flexible connectivity and high mobility, these
notebooks offer a new level of freedom and functionality to bring you the ultimate in
personal productivity. Add to that HCL Direct Support Infrastructure of more than 300
service centres and 2500 engineers, Infiniti Power lite offers complete peace of mind and
the power to generate ideas on the move.

 Model Infiniti Notebook

 Infiniti Power lite 6000
 Infiniti Power lite 6005

WORKSTATIONS

 Infiniti Challenger Workstations

 SUN Workstations

STORAGE
 EMC Storage Solutions
 HP Storage Solutions

IMAGING SOLUTIONS AND EQUIPMENT

 Toshiba Photocopiers and multifunctional products
 Duplo Digital Scanner Printers
 Duple Collators, Booklet makers and Finishing Equipment’s
 Pitney Bowes mass mailing systems
 Multimedia projectors
 Service support

24
 TELECOM SOLUTIONS AND EQUIPMENTS

 Key Telephone systems

 Web switch 2002 (IP Telephony)
 EPABX for medium to large enterprises
 Wireless LAN
 DECT cordless
 Unified Massaging
 System support

MOBILE PHONES
 Handsets and accessories
 After sale support
 Service support

SERVICE DESCRIPTION
 Call center services
 In fracture services
 Networking services
 Security services
 Facilities management services
 Domestic hardware services
 VPN services

CONSULTANCY
 Infrastructure consultancy
 Call center solutions consultancy
 IT consultancy

COMPETITORS

 HP
 Zenith Computers Ltd.
 Smart line Network
 IBM
 Wipro

25
  Compaq
1.4 PROBLEM STATEMENT:

This project helps the management any problem arising during the time of

employment in the organization relationship between employee and employer and

includes a personal grievance or a dispute about the meaning or application of any

provision of this agreement/contract.

1.5 NEED FOR THE STUDY:

 To identify the effectiveness of Employee-Employer relationship in the

organization.

 To know the employees view towards the management concern on welfare.

 To understand the extent of participative management practiced in the

organization.

 To find out the employees opinion towards the flexibility of HR policies in the

organization.

 To know the opinion towards the leadership style adopted in the organization.

1.6 SCOPE OF THE STUDY:

The study focuses on the understanding the need for good relationship between

the employer & employee in the organization and to strengthen or improve the work in

progress.

1.7 OBJECTIVES OF THE STUDY:

 To study the importance of employer-employee relation.

 To study the employer – employee relations in “HCL”.

 To study different aspects including in employer-employee relation.

 To study its impact on the performance of the employees.

26
  To Suggests the different steps for making employer – employee relation

effective if there is any deviation.

CHAPTER 3

RESEARCH METHODOLOGY

3.1 RESEARCH TYPE

Research in common parlance refers to a search for knowledge. One can also define

research as a scientific and systematic search for pertinent information on a specific

topic. In fact, research is an art of scientific investigation.

Research is an academic activity and as such the term should be used in a technical

sense.

POPULATION

The size (in terms of manpower) of the company/division selected for the study refers to

the size of the employees in the company.

3.2 SAMPLE DESIGN

The sample design is a defined plan determined before any data are actually collected

for obtaining a sample from a given population. A sample of 100 associates was selected

from the total population of 150 associates on convenient basis.

3.3 RESEARCH DESIGN

Research design is a conceptual structure with in which research is conducted. It

constituted the blue print for collection measurement and analysis of data. The type of

research design used is descriptive research. Descriptive research includes surveys and

fact finding enquiries of different kinds. The major purpose of descriptive research is

description of the state of affairs, as it exists at present.

27
The study was conducted in the company to find out the self-perceptual abilities and to

ascertain the employer – employee relationship in HCL. The subject mainly relays on

the primary data, which was obtained through personal interview method.

SAMPLING

The method of convenient sampling was adopted for this research. In an organization

like “HCL”, it was not possible to collect the data during the night shifts so hence the

data was collected from the available employees/associates in the day shifts from

various departments. The total samples interviewed are 100 associates/employees.

SAMPLE SIZE

The size of the sample chosen for study is 100 out of 150 associates who are available

during the execution of the project survey within the stipulated time.

SOURCES OF DATA

The data has been collected from both primary and secondary sources for the research

work.

PRIMARY DATA

The primary data was collected by the research with the use of standard and accepted

techniques i.e., through interview methods. A convenient sample has been followed for

picking up of respondents. As the data cannot be collected during the night shifts so

hence this method of convenient sampling is chosen and the data was collected from the

available employees during the survey through personal interviews and discussions to

understand their perceptions and ascertain the individual stress levels.

28
SECONDARY DATA

Man power Report, company’s website as well as other websites and from Animation

Express (A Journal).

3.4 RESEARCH INSTRUMENT USED

This research encompasses the study on two topics stress and perception, which are most

of the time, inter dependent. As the objective of the study is to find out the impact of

self-perception on stress, initially the two components self-perception and stress are to

be measured.

So, this questionnaire was designed in such a way that both the components can be

measured at a time. For this, the questionnaire was divided into a total of four parts

where,

3.5 STATISTICAL METHODS USED TO ANALYSE THE DATA

• Percentage Analysis

• Weighted Average Analysis

• Chi-Square Analysis

PERCENTAGE ANALYSIS

Percentage analysis is made basing on the total no. of respondents response to the

options for each question. This is a question wise analysis which gives the total

percentage of the respondents to that question that helps the researcher to analyze the

causes and to find out the influencing factors and contributing components in view of

self-perception and as well as stress.

29
This analysis will be made in tabulating the responses for each question and will be

analyzed with the help of graphical charts.

WEIGHTED AVERAGE ANALYSIS:

The weighted mean is similar to an arithmetic mean (the most common type of average),

where instead of each of the data points contributing equally to the final average, some

data points contribute more than others. The notion of weighted mean plays a role in

descriptive and also occurs in a more general form in several other areas of mathematics.

CHI- SQUARE TEST

Chi- square test is a non-parametric technique, most commonly used by the researcher to

test the hypothesis. Generally, it is used to test the hypothesis when distribution of

population is not known and when nominal data is to be analyzed. The main object of

chi-square test is to determine whether significant difference exits among groups of data,

or whether the difference is due to sampling. "

Chi - Square (2) = ∑ (Oi - Ei)2 /Ei

Where Oi = Observed frequency

Ei = Expected frequency

30
 3.6 LIMITATIONS OF THE STUDY

• The study is purely of qualitative nature as it depends on the perception of the

employees.

• As the topic is a sensitive one and purely psychology based data can be collected only

through the personal interview method which had been very difficult due to the assigned

quotas to the individuals and deadlines of projects.

• In order to explain the topic and questionnaire, on an average 15-20 minutes of time

should be spared for each interview.

1.1. COMPANY PROFILE

1.1.1.Born in 1976, HCL has a 3 decade rich history of inventions and innovations. In
1978, HCL developed the first indigenous micro-computer at the same time as Apple
and 3 years before IBM's PC. During this period, India was a black box to the world and
the world was a black box to India. This micro-computer virtually gave birth to the
Indian computer industry. The 80's saw HCL developing know-how in many other
technologies. HCL's in-depth knowledge of Unix led to the development of a fine
grained multi-processor Unix in 1988, three years ahead of Sun and HP.HCL's R&D
was spun off as HCL Technologies in 1997 to mark their advent into the software
services arena. During the last eight years, HCL has strengthened its processes and
applied its know-how, developed over 28 years into multiple practices - semi-conductor,
operating systems, automobile, avionics, bio-medical engineering, wireless, telecom
technologies, and many more.

1.1.2. Today, HCL sells more PCs in India than any other brand, runs Northern Ireland's
largest BPO operation, and manages the network for Asia's largest stock exchange
network apart from designing zero visibility landing systems to land the world's most
popular airplane.HCL Info systems Ltd is one of the pioneers in the Indian IT market,
with its origins in 1976. For over quarter of a century, we have developed and
implemented solutions for multiple market segments, across a range of technologies in
India. We have been in the forefront in introducing new technologies and solutions.
In the early 70’s a group of young and enthusiastic and ambitious technocrats embarked
upon a venture that would make their vision of IT revolution in India a reality. Shiv
nadir and five of his colleagues got together and 1975 set up a new company
MICROCOMP to start with; they started to capitalize on their marketing skills. Micro
comp marketed calculators and within a few month of starting operation, the company
was out selling its major competitors. On 11th August, 1976 HINDUSTAN
COMPUTERS LIMITED was incorporated as joint venture between the entrepreneurs
and UPSCE, with an initial equity of Rs.1.83 Lacs.

31
1.1.3. This year (2009-10), IT industry is expected to grow by 20% over 2010, as per
IDC, which is amongst the highest rates of growth in the world. With employment to
2.13 crore households already in place, the National e-Governance Plan (NEGP) is
surging ahead with investments of Rs. 23,000 crores planned for initial five years, for
identified core projects.

1.1.4.HCL Info systems Ltd, with annual revenue of US$ 2.7 Bn (Rs.11,855 crores) is
India’s premier information enabling and ICT System Integration company offering a
wide spectrum of ICT products that includes Computing, Storage, Networking, Security,
Telecom, Imaging and Retail. HCL is a one-stop-shop for all the ICT requirements of an
organization. India’s leading System Integration and Infrastructure Management
Services Organization, HCL has specialized expertise across verticals including
Telecom, BFSI, E-Governance & Power.

1.1.5. HCL has India’s largest distribution and retail network, taking to market a range
of Digital Lifestyle products in partnership with leading global ICT brands, including
Nokia, Apple, Casio, Kodak, Toshiba, and Bull, Ericsson, Cisco, Microsoft, Konica
Minolta and many more.
HCL today has India’s largest vertically integrated computer manufacturing facility with
over three decades of electronic manufacturing experience HCL desktops is the largest
selling brand into the enterprise space.
With India’s largest ICT services network that reaches to every corner of India, HCL’s
award winning Support Services makes it the preferred choice of enterprise and
consumers alike.

1.1.6. HCL Enterprise is a leading global technology and IT enterprise with annual
revenues of US $4.1 Bn (Rs. 17,889 crores). The HCL Enterprise comprises two
companies listed in India - HCL Technologies & HCL Info systems. The 3-decade-old
enterprise, founded in 1976, is India’s original IT garage start-up. Its range of offerings
span Product Engineering, Technology and Application Services, BPO, Infrastructure
Services, IT Hardware, Systems Integration, and distribution of ICT products. The HCL
team comprises over 47,000 professionals of diverse nationalities, who operate from 17
countries including 360 points of presence in India. HCL has global partnerships with
several leading Fortune 1000 firms, including leading IT and Technology firms.

1.1.7. GENERAL INFORMATION

Head Office: HCL Info system Ltd.
G-8, 9 Sector-3
Noida 201301, U.P.
Website: www.hclinfosystem.in
www.hcl.in
Contact: 0120-2522700, 0120-2520977,
0120-2526518-19

32
 Fax: 0120-2523791

1.2. NATURE OF THE ORGANZATION

1.2.1. HCL’s growth has been result of its unique business model and clearly defined growth
strategies. Offshore-led, technology centric, powered by domain expertise and a comprehensive
understanding of diverse business verticals. HCL’s growth has been balanced and keeps
exploring new dimensions.HCL target the markets all over the world. With preference across
the globe the company has had a global reach and a vast rollout support capapbility.Today HCL
is preferred partner to over 362 prestigious organizations in the world, including 37 Global 500
companies.

1.2.2. HCL has domain experts and a large pool of resources that have extensive experience in
handling large and complex projects in the verticals. In addition to long standing customer
relationships and key technology alliances. HCL has embarked on an aggressive non-linear
growth strategy. The acquisitions, alliances and joint-ventures are being forged to strengthen the
company’s solution delivery capacities across select domains and to enhance revenues and
profit growths.HCL can also bring in conventional IT skills of application development
manitainenece, production support, porting/migration and testing across a variety of platforms
using the latest technological advancements.

33
 1.3 VISION AND MISSION OF HCL

1.3.1. VISION OF HCL

“It is the most preferred employer and principal taking leading edge IT & Telecom
products and services to the masses through sustained excellence.”

“Together we create the enterprise of tomorrow”

1.3.2. MISSION OF HCL

“To provide world class information technology solutions and services to enable our
customers to serve their customers better.”
1.4 PRODUCT AND SERVICES PROVIDED BY HCL

1.4.1.ComputingProducts

34
 Offering an entire range of Computing Products for Corporate, Businesses and Small to Large
Setups.

1.4.2.DisplayProducts

Introducing great display products that you would love setting your eyes on.

1.4.3.StorageSolutions

Offering an entire range of storage solutions.

1.4.4.SoftwareLicenses

Enjoy benefits of genuine software licenses through HCL Info systems.

1.4.5.POS,KIOSK,CustomerServiceCounterProducts

Offering an entire range of POS products and solutions.

1.4.6.Racks&Enclosures

HCL offers a comprehensive range of 19” racks with standard accessories for Computer
networking applications and IP Enclosures of all standards

1.4.7.OfficeAutomationImaging&PrintingSolutions

35
Introducing world class imaging products and solutions to meet business requirements.

1.4.8.OfficeAutomationTelecom&AVSISolutions

Introducing world class telecom products and AVSI solutions to meet business requirements.

1.4.9.NetworkingProducts

Enjoy fast data transfer with our exclusive range of Networking Products.

1.4.10.DigitalLifestyleProducts&Solutions

Offering an entire range of Digital Lifestyle Products and Solutions for entertainment
and business.

1.4.11.SoftwareSolutions

Bringing to you world class software solutions that you can depend on

36
1.5. SIZE IN TERMS OF MANPOWER AND TURNOVER OF HCL

1.5.1. MANPOWER OF HCL

AS ON MAR 31,2010
TOTAL 12003
SOFTWARE SERVICES
TOTAL 9271
ORGANIC 6881
TECHNICAL 6170
OFFSHORE 5461
ONSITE 709
SUPPORT 711
SALES AND MARKETING 104
OTHERS 607
OFFSHORE 553
ONSITE 158

NON-ORGANIC 2390
TECHNICAL 2108
SUPPORT 282

ORGANIC 724
TECHNICAL 451
SUPPORT 273

BPO
TOTAL 1860
ORGANIC 1678
NON-ORGANIC 182

37
GOVERNMENT
NON-ORGANIC 148
TECHNICAL 109
SUPPORT 39

1.5.2. TURNOVER OF HCL

1.5.2.1.Leading Indian IT and ITeS services provider HCL Technologies has entered
into a five-year IT management contract to the tune of $500 million with the US-based
pharmaceutical giant Merck Sharp and Dohme (MSD). According to the deal, HCL will
offer an assortment of facilities, which include remote infrastructure management
(RIM), software-driven IT solutions, engineering and business as well as knowledge
process expertise.

1.5.2.2.Quoting Richard G Branton, MSD vice-president (Application Services), a news

website reports that Merck has taken advantage of HCL’s wide-ranging proficiency in
healthcare and life sciences with a view to make its operations more efficient as well as
strengthen the firm’s IT portfolio. Now, Merck intends to make use of the India’s fifth
largest IT service vendor’s near-shore delivery system in the United States.

1.5.2.3.Another report said that consequent to the deal, HCL will augment its existing
team in the United States, especially in North Carolina by recruiting local talents to
execute the new projects. In addition, Merck will henceforth also leverage HCL’s global
delivery centers located in Krakow (Poland) and Shanghai.

1.5.2.4.HCL’s deal with Merck is being seen as a landmark achievement for the Indian
IT firm since huge deals of around $300 million or more have almost vanished from
Indian IT sector during the last two years, as the average volume of contracts was
reduced to the variety of $50 million-$120 million since CIOs lashed their IT budgets
during recent economic recession.

1.5.2.5.According to HCL president (Americas) Shami Khorana, although this is

certainly not among the largest deals ever to be signed by any Indian IT service
provider, it is definitely one of the biggest since the post market meltdown period. He
further said that the company was proud of its growth in the pharmaceutical and
healthcare sector. It may be mentioned here that healthcare and life sciences comprised
nearly eight per cent of the $685 million revenues earned by HCL Technologies during
the first three months of 2010.

1.5.2.6.Hardware and systems integrator HCL Info systems today posted 3.2 per cent
growth in net profit for the third quarter ended March 31. Net profit stood at Rs 60.09
crore, compared to Rs 58.2 crore in the year-ago period.However, gross sales were down
by 5.8 per cent to Rs 2,842.4 crore from Rs 3,018.2 crore, because of lower revenue
from telecommunication and office automation business. HCL Infosystems earned Rs
1,884.7 crore from telecommunication and office automation business, compared to Rs
2,152.6 crore in the corresponding quarter last year.

38
1.5.2.7."Around 65 per cent of our revenue comes from Nokia and they saw heavy
competition from the low-end and dual-SIM players. Nokia did not have products in this
area and they crunched the inventory. In fact, Nokia was to launch new products in
April," said Ajai Chowdhry, chairman and CEO, HCL Infosystems.The firm has been
roped in by the Unique Identification Authority of India to offer biometric security,
enrollment and delivery systems to Aadhaar, or the UID (Unique Identity) project.

1.5.2.8."We are offering some products for the census and the public distribution system
(PDS) to help create the database of Aadhaar. We will issue smart cards after doing the
initial surveys, enrollment, integration, delivery of cards and then back ending with the
software. We are already providing similar solutions in Chandigarh for PDS," added
Chowdhry.The company would also bid for training enrolling agents under the UID
project. The project aims at training over one lakh enrolling agents, throwing up
opportunities for large training companies like NIIT, Aptech and HCL Infosystems. In
fact, the company is seeing momentum in laptops.HCL Infosystems plans to expand in
the Middle East, Africa and South East Asia through inorganic growth.Sequentially, net
profit rose 7.13 per cent from Rs 56.09 crore in the trailing quarter, while gross sales fell
6.9 per cent from Rs 3,054.2 crore. It posted a foreign exchange gain of Rs 12.2 crore. It
has a backlog of orders worth Rs 2,200 crore and headcount for the quarter stood at
6,500.HCL Infosystems’ stocks rose 1.3 per cent on the BSE Sensex to close at Rs
133.65.

1.6. MARKET SHARE AND POSTION OF HCL

1.6.1. MARKET SHARE OF HCL

39
 1.6.1.1.HCL Infosystems, India's premier information enabling company was rated as
the number one Desktop PC Company by IDC India's Quarterly PC market tracker
report. According to the report, HCL recorded an impressive growth in terms of unit
shipments during the AMJ in 2010 maintaining its leadership position in the desktop
market with a market share of 13.8%.
Mr. George Paul, Executive Vice President - Marketing, HCL Infosystems Limited,
said, "This growth is a testimony to the success of our four pronged strategy of creating
buying power through introduction of low cost PCs & EMI schemes in partnership with
banks, shaping aspirations by generating awareness, tailoring local solutions like RP2-
an innovative power solution to tackle erratic power issue & improving access by
expanding direct & indirect distribution network across the country."
In comparison with 2009 to 2010, HCL's market share increased from 12.4% to 13.8%,
a growth of 1.4% in the overall Desktop market, which include commercial & home
segment. In this period, HCL sold 130600 units.
In the consumer PC market, HCL sold 49600 units. HCL's market share increased from
11.5% in 2009 to 14.8% in 2010.
In commercial PC segment, which comprises of around 65 % of total Desktop PC
market, HCL sold over 81,000 units in 2010. In this segment, HCL's market share
increased to 13.2% in 2010 from 12.9 % in 2009.
In x86 Server space, HCL crossed the 5000 mark by selling 5170 units in a quarter, a
YOY growth of 165%. HCL's market share increased from 12.9% in 2009 to whopping
20.9% in 2010.
Recently, HCL announced the launch of 'PC for India' - the HCL sub 10 K PC, specially
developed and launched by the company along with the IT minister in Chennai. With
these products, the company now has the most extensive product range right from the
value for money PC - 'PC for India' to ultimate digital convergence device - Beanstalk
Neo. HCL has aggressive plans to reach out to B & C class cities by expanding its sales
& support network.
Another major development was the unveiling of the RP2 System, conceived by the
HCL labs, a technological innovation to solve various power related problems that
hinder PC usage and penetration across the country. It runs on widely and easily
available car battery using RP2 technology. It is expected to catalyze the PC penetration
in the country.
Keeping in line with its commitment of constantly evolving new products to meet
consumer needs, the company launched a slew of new products during the year. These

40
include EzeeBee pride at sub 15 K price point, HCL PC for India, the 4 terminal PC, the
micro BTX form factor in PCs. HCL Infosystems, during the year, also launched a
plethora of offerings in the home entertainment segment.

1.6.2. POSITION OF HCL

1.6.2.1.HCL Infosystems, India's premier information enabling company, maintained its

number one position in the Desktop PC segment for 2010. According to the recent IDC
report, HCL became the first company in the Indian PC market to cross one lakh unit
milestone. HCL leads the market ahead of the two MNCs, with a market share of 13.3 %
up from 10.6%2009.Mr George Paul, Vice President - Marketing, HCL Infosystems
Limited, said, "The IDC results bear testimony to the consumers increasing confidence
in HCL Infosystems to meet their diverse IT needs. We, in turn, have committed
ourselves to deliver better value and quality in our products. The recent positive
announcements by the government in excise & custom duty reduction on computers
have increased the share of branded PCs in India. We have witnessed an increase in the
growth on branded PCs".
Comparing 2009 to 2010, HCL's market share increased to 13.3 % from 8.9 %, a
whopping growth of 88.5 %. The market share of the nearest MNC was less than 10 %.
In the commercial PC segment, which comprises 67 % of the total Desktop PC market,
HCL sold almost 83,000 units. In this segment, HCL's market share increased from 10.4
% to 15.3 % in the same period last year, while the nearest MNC brand had a market
share of only 10.2 %. In this period HCL registered a massive growth of 78 % in market
share. In the consumer PC market HCL registered a growth of 148.4 % for the same
period last year. This is the highest growth by any manufacturer in India in this period.
"We have been rated as number one PC manufacturer for the third consecutive year in
the commercial PC segment by IDC. The reports from industry experts affirm the vast
potential we have to spread the power of computing across the length and breath of the
country", concluded Mr Paul.

1.6.2.2.HCL Infosystems recently bagged orders for its Enterprise business from Indian
Overseas Bank, Chennai; Corporation Bank, Bangalore; Kerala Forestry; LIC, Mumbai;

41
AP Land Records, Hyderabad; Commercial Taxes, Kerala; Tamil Nadu Urban
Development Project, Chennai; HARTRON, Chandigarh; Oriental Bank of Commerce,
Gujarat Alloys, Tata Teleservices, AP Transport & Blazeflash, Hyderabad. The
company also received orders for large System Integration projects from BSNL
Chandigarh and the Haryana Police.The positive announcements by the government in
excise & custom duty reduction on computers announced earlier this year will encourage
a buyout growth of branded PCs. HCL was the first company to pass on the benefits in
terms of a cost reduction to the consumers. The company redefined the price point of the
branded PCs in the Indian desktop market by announcing the availability of the EzeeBee
range priced below the Rs 15,000 mark. EzeeBee is designed and manufactured to give
maximum reliability and compatibility across applications and different operating
systems.
HCL recently launched the HCL Beanstalk Neo; which has been specially developed by
the company utilizing the latest Microsoft Windows XP Media Center Operating System
and Intel's Hyper Threading technology. This latest product from the HCL stable is
available across the country through the company's channel network.

1.7. PRESENT LEADERSHIP

AJAI CHOWDHRY (Chairman & CEO)

An engineer by training, Ajai Chowdhry is one of the six founder members of

HCL and took over the reins of HCL Infosystems, the flagship company of the group, as
President and CEO in 1994. He was appointed the Chairman of HCL Infosystems in
November 1999. In recognition of his contribution in championing the cause of the

42
domestic Indian IT industry, Ajai has been conferred the DATAQUEST ‘IT Man of the
Year 2007’ Award amongst other awards.

J V RAMAMURTHY (President and Chief Operating Officer)

J V Ramamurthy is President and Chief Operating Officer, HCL Infosystems Ltd. He
brings 3 decades of diverse Industry experience and leadership to the company. A
technocrat and a man of broad vision, he has spearheaded company’s entry into number
of new verticals and partnerships.

SANDEEP KANWAR (CFO & EVP)

Sandeep Kanwar joined HCL in 1988 and in a span of eight years progressed to the
position of Chief Financial Officer at the young age of 35. He is well respected amongst
colleagues & customers for his financial acumen and management skills.

HARI BASKARAN (EVP)

Hari, a BE graduate and alumni of IIM - Bangalore, has been instrumental in building up
the largest retail network for digital life style products in the country. He heads the
Distribution and Marketing Services and Retail business division for HCL.

GEORGE PAUL(EVP )

43
George Paul, a graduate in Electronics &Telecommunications joined HCL in 1983.
He heads the Marketing Function along with HCL R&D.

RAJEEV ASIJA (EVP )

Rajeev, an engineering graduate, joined HCL in 1983,. With two decades of industry
experience, he heads the Enterprise Solutions & services of HCL.

RAJENDER KUMAR (EVP)

Rajender Kumar joined in 1976. With over three decades of industry experience in
procurement, manufacturing & channel development, he heads the Corporate Initiatives
including Quest for Excellence Program.

M CHANDRASEKARAN
(Sr. VP)

M Chandrasekhar joined HCL in 1984. With over two decades of industry experience in
sales, support and marketing, he heads the office automation products business for HCL.

44
VIVEK PUNEKAR (VP HR )

Vivek joined HCL in 1986. An engineer by profession with over two decades of
industry experience in various functions, he heads the HR function for the company.
Credited with innovative HR initiatives that has made HCL among the best companies
to work for

45
1.8. SOURCES OF DATA COLLECTION

1.8.1. The sources of data collection were primary and secondary source. Primary data

has been sending for analysis of the objective of research. As well as secondary data

proved to be helping hand incompletion of the project.

1.8.2. Primary data: Primary data are those, which are, collected for the first time, and it
is original in character. This is collected through personal interactions and interviews.

1.8.3. Secondary data: Secondary data on the other hand are those which have already

been collected by someone else and which have already been passed through the

statistical process.

1.8.4. In this secondary data used the journals and books present in HCL’s liabrary, and

books of various authors like C.B. Gupta and T.N. Chabra, the google search engine

(www.google.co.in) and the official website of HCL

1.8.5. Since the main objective of the project, is to analyse the organisation in a detailed

manner and find out the variation/deviations in the concept taught in classroom and the

corporate world, one needs to have the depth knowledge the customer views, and their

perceptions.

46
 CHAPTER 4

DATA ANALYSIS AND INTERPRETATION

4.1 ANALYSIS AND INTERPRETATION

After data have been collected, the researcher turns to the task of analyzing them.

The analysis of data requires a number of closely related operations such as

establishment of categories, the application of these categories to raw data through

tabulation and drawing statically inferences.

Tabulation is the part of technical procedure where in the classified data are put in the

form of tables.

After analyzing the data, the researcher should have to explain the findings on the basis

of some theory. It is known as interpretation.

The data has been collected from 100 clients of HCL, Chennai, through questionnaire.

The data thus collected was in the form of master table. That made possible counting of

classified data easy. From the master table various summery tables were prepared. They

have been presented along with their interpretation in this manner.

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TABLE NO: 1

GENDER

S.NO GENDER NO OF RESPONDENTS PERCENTAGE

1 Male 65 65

2 Female 35 35

Total 100 100

CHART 1:

Inference:

Most of the respondents 65 % are male and 35% are female.

TABLE NO: 2

48
AGE

S.No AGE NO.OF RESPONDENTS PERCENTAGE (%)

1) < 20 20 20

2) 21-30 30 30

3) 31-40 40 40

4) > 40 10 10

Total 100 100

CHART 2:

Inference:

The chart shows that 75% of the employees are age between 21-40 years.

49
TABLE NO: 3

SATISFACTION LEVEL OF OVERALL BEHAVIOUR OF YOUR EMPLOYER

S.No OPTIONS NO.OF.RESPONDENTS PERCENTAGE (%)

1 Very Satisfied 50 50

2 Satisfied 15 15

3 Somewhat 20 20

Satisfied

4 Dissatisfied 15 15

Total 100 100

CHART 3:

Inference:

50
From the above table it is inferred that about 65 % of the respondents are satisfied with

management.

TABLE NO: 4

OVERALL EMPLOYER OFFERED FACILITIES AT YOUR WORKING

PLACE

S.No OPTIONS NO.OF.RESPONDENTS PERCENTAGE (%)

1 Yes 70 70

2 Reasonably Satisfied 22 22

3 No 8 8

TOTAL 100 100

CHART 4:

Inference:

51
The study authenticates that most of the respondents 70% are satisfied with the

management for provided facilities at workplace.

TABLE NO: 5

COMPATIBLE WITH THE EMPLOYER

S.No OPTIONS NO. OF RESPONDENTS PERCENTAGE (%)

1 Very Compatible 50 50

2 Compatible 25 25

3 Somewhat Compatible 15 15

4 Not at all Compatible 10 10

TOTAL 100 100

CHART 5:

52
Inference:

It is clearly stated that most of the respondents saying very compatible with the employ l

prefer training with the organization.

TABLE NO: 6

EMPLOYER IS EFFECTIVE TO SORT OUT YOUR OFFICIAL ISSUES

S.No OPTIONS NO.OF RESPONDENT PERCENTAGE

1) Yes 72 72

2) Not Sure 23 23

3) No 5 5

TOTAL 100 100

CHART 6:

Inference:

Around 72 % of the respondents are saying employer easily solves the problem.

53
TABLE NO: 7

SATISFIED WITH THE OFFERED SALARY AND WORKING TIMINGS

S.No OPTIONS NO.OF RESPONDENT PERCENTAGE

1) Yes 76 76

2) Not much Happy 14 14

3) No 10 10

TOTAL 100 100

CHART 7:

Inference:

Around 76 % of the respondents are satisfied with salary and work timings.

TABLE NO: 8

54
SATISFIED WITH THE PROBLEM SOLVING SKILLS OF YOUR

EMPLOYER

S.NO OPTION NO.OF RESPONDENT PERCENTAGE

1) Yes 60 60

2) May be Yes 30 30

3) No 10 10

TOTAL 100 100

CHART 8:

Inference:

60% of the respondents satisfied with the problem solving skills of the Employer.

TABLE NO: 9

WORK WITH THIS EMPLOYER IN THE FUTURE

S.No OPTION RESPONDENT PERCENTAGE

55
 1) Yes 80 80

2) No 20 20

TOTAL 100 100

CHART 9:

Inference:

Most of the employee’s prefer to work in future.

TABLE NO: 10

TYPE OF BOSS

S.NO OPTION NO.OF PERCENTAGE

56
 RESPONDENT

1) Strict 60 60

2) Friendly 30 30

3) Neither strict nor 10 10

friendly

TOTAL 100 100

CHART 10:

Inference:

60% of the respondents saying Boss are strict.

TABLE NO: 11

TYPE OF BOSS TO WORK

S.NO OPTION NO.OF PERCENTAGE

57
 RESPONDENT

1) Strict 30 30

2) Friendly 60 60

3) Neither Strict nor 10 10

Friendly

TOTAL 100 100

CHART 11:

Inference:

60% of the respondents are willing to work with Friendly Boss.

TABLE NO: 12

SATISFIED WITH THE CURRENT TRAINING MODULE

OPTION NO.OF RESPONDENT PERCENTAGE

58
 Yes 60 60

No 40 40

TOTAL 100 100

CHART 12:

Inference:

60% of the respondents are satisfied with the Training Program.

TABLE NO: 13

SATISFIED WITH COMPANY RULES AND REGULATIONS

59
S.NO OPTIONS NO.OF RESPONDENT PERCENTAGE

1) Highly Satisfied 54 54

2) Satisfied 20 20

3) Neither Satisfied Nor 10 10

Dissatisfied

4) Dissatisfied 10 10

5) Highly Dissatisfied 6 6

TOTAL 100 100

CHART 13:

Inference:

54% respondents are satisfied with the Company rules & regulations.

TABLE NO: 14

SATISFIED WITH COMPANY TRANSPORT FACILITIES

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 S.NO OPTIONS NO.OF RESPONDENT PERCENTAGE

1) Highly Satisfied 54 54

2) Satisfied 20 20

3) Neither Satisfied Nor 10 10

Dissatisfied
4) Dissatisfied 10 10

5) Highly Dissatisfied 6 6

Total 100 100

CHART 14:

Inference:

54% respondents are satisfied with the Company Transport Facilities.

TABLE NO: 15

SATISFIED WITH COMPANY CANTEEN FACILITIES

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S.NO OPTIONS NO.OF PERCENTAG
RESPONDENT E
1) Highly Satisfied 54 54
2) Satisfied 20 20

3) Neither Satisfied Nor 10 10

Dissatisfied
4) Dissatisfied 10 10
5) Highly Dissatisfied 6 6
6) Total 100 100
CHART 15:

Inference:

54% respondents are satisfied with the Company Canteen Facilities.

CHI-SQUARE TEST

Relationship between Job Satisfaction and work Style.

Null hypothesis: Hо There is no significant relationship between Satisfaction level and

Employer offered facilities.

62
Alternate hypothesis: H1 There is no significant relationship between Satisfaction level
and Employer offered facilities.

Satisfaction Level Yes Reasonably No Total

Satisfied
Very Satisfied 40 8 2 50
Satisfied 10 3 2 15
Somewhat Satisfied 10 8 2 20
Dissatisfied 10 3 2 15
Total 70 22 8 100

Degree of freedom = (r-1) (c-1)

= (4-1) (3-1)
= 3*2
=6

So, tabulated value is: 12.592

Where Oi= Observed Frequency

Ei= Expected frequency

Observed Expected Oi-Ei (Oi-Ei)2 (Oi-Ei-0.5/Ei)2

Frequency (Oi) Frequency (Ei)

40 35 5 25 0.016
10 10.5 -0.5 0.25 0.009
10 14 -4 16 0.010
10 10.5 -0.5 0.25 0.009
8 11 -3 9 0.101

63
 3 3.3 -0.3 0.09 0.058
8 4.4 3.6 12.96 0.496
3 3.3 -0.3 0.09 0.058
2 4 -2 4 0.390
2 1.2 0.8 0.64 0.062
2 1.6 0.4 0.16 0.004
2 1.2 0.8 0.64 0.062

Calculated Value: 1.275

RESULT:

Since the Tabulated Value is 12.592 > Calculated Value is 1.275 Hence Null hypothesis
(Hо) is accepted.

There is no significant difference between the Job Satisfaction given to the work style of
the management.

CHI-SQUARE TEST

Relationship between Promotion Policy and Level of Responsibility.

Null hypothesis: Hо There is no significant relationship between Compatibility and sort

out official issues.

64
Alternate hypothesis: H1 There is no significant relationship between Compatibility and
sort out official issues.

Compatibility Yes Not Sure No Total

Very Compatible 40 8 2 50

Compatible 15 9 1 25

Somewhat 10 4 1 15
Compatible
Not at all 7 2 1 10
Compatible
Total 72 23 5 100

Degree of freedom = (r-1) (c-1)

= (4-1) (3-1)
= 3*2
=6

So, tabulated value is: 12.592

Where Oi= Observed Frequency

Ei= Expected frequency

Observed Expected Oi-Ei (Oi-Ei)2 (Oi-Ei-0.5/Ei)2

Frequency (Oi) Frequency (Ei)

40 36 4 16 0.009
15 18 7 49 0.130
10 10.8 -0.8 0.64 0.014
7 7.2 -0.2 0.04 0.009
8 11.5 -3.5 12.25 0.120
9 5.75 3.25 10.56 0.228
4 3.45 0.55 0.302 0
2 2.3 -0.3 0.09 0.120
2 2.5 -0.5 0.25 0.16
1 1.25 -0.25 0.062 0.36

65
 1 0.75 0.25 0.062 0.111
1 0.5 0.5 0.25 0

Calculated Value: 1.26

RESULT:

Since the Tabulated Value is 16.919 > Calculated Value is 1.26Hence Null hypothesis
(Hо) is accepted.

There is no significant difference between Compatibility and sort out official issues.

CHAPTER 5

FINDINGS, SUGGESTIONS AND CONCLUSION

5.1 FINDINGS:

 Most of the respondents 65 % are male and 35% are female.

66
 The chart shows that 75% of the employees are age between 21-40 years.

 About 65 % of the respondents are satisfied with management.

 The study authenticates that most of the respondents 70% are satisfied with the

management for provided facilities at workplace.

 It is clearly stated that most of the respondents saying very compatible with the employ l

prefer training with the organization.

 Around 72 % of the respondents are saying employer easily solves the problem.

 Around 76 % of the respondents are satisfied with salary and work timings.

 60% of the respondents satisfied with the problem solving skills of the Employer.

 Most of the employee’s prefer to work in future.

 60% of the respondents saying Boss are strict.

 60% of the respondents are willing to work with Friendly Boss.

 60% of the respondents are satisfied with the Training Program.

 54% respondents are satisfied with the Company rules & regulations.

 54% respondents are satisfied with the Company Transport Facilities.

 54% respondents are satisfied with the Company Canteen Facilities.

5.2 SUGGESTIONS:

 Treat employees like humans first and realize they have a personal life; they get
sick themselves or have others in the family that may be sick. Make sure

67
 employees know they are approachable regarding these issues (your door is
always open) and come to an amicable agreement regarding this or any other
problems that may arise.
 Employees like to know that working hard is noticed so every so often give them
a pat on the back for their efforts and show you really appreciate all they do. If
our company is highly successful show it by giving out a bonus or raise.
 Keep your finger on the pulse of the people working for you so you can see
trouble (perhaps coworkers not getting alone or a troublemaker in the office)
before it's reported to you.
 Never chastise an employee in front of their coworkers.

QUESTIONNAIRE:

Employee name: Department:

Employee I.D : Designation:

68
Division & Location:

Age: ( ) < 21 yrs () 21-25 yrs () 26-30 yrs () 31-35 yrs () 35 yrs >

Gender: () Male () Female

Qualification: () UG () PG () Professional

Experience in the organization : (1-3yrs) (3-5 yrs) (5-7 yrs)

1. You are a_________ employee:

• Permanent

• Temporary

• Contract basis

2. How satisfied are you with the overall behaviour of your employer?

• Very satisfied

• Satisfied

• Somewhat satisfied

• Dissatisfied

3. Are you happy with the overall employer offered facilities at your working

place?

• Yes

• Reasonably satisfied

• No

4. How compatible are you professionally with your employer?

• Very compatible

• Compatible

69
• Somewhat compatible

• Not at all compatible

5. Do you think your employer is effective to sort out your official issues?

• Yes

• Not sure

• No

6. Are you satisfied with the offered salary and working timings?

• Yes

• Not much happy

• No

7. Do you feel satisfied with the problem solving skills of your employer?

• Yes

• May be yes

• No

8. Would you like to work with this employer in the future?

• Yes

• No

9. What type of boss do you have?

• Strict

• Friendly

70
• Neither strict nor friendly

10. Which type of boss do you like to work with?

• Strict

• Friendly

• Neither strict nor friendly

11. Are you satisfied with company rules and regulations?

• Highly Satisfied

• Satisfied

• Neither Satisfied nor Dissatisfied

• Dissatisfied

• Highly Dissatisfied

12. Are you satisfied with company transport facilities?

• Highly Satisfied

• Satisfied

• Neither Satisfied Nor Dissatisfied

• Dissatisfied

• Highly Dissatisfied

13. Are you satisfied with company canteen facilities?

• Highly Satisfied

• Satisfied

71
• Neither Satisfied nor Dissatisfied

• Dissatisfied

• Highly Dissatisfied

14. Kindly state your overall opinion towards the employer–employee relationship

at your organization?

• Very Good

• Good

• Neither good nor bad

• Should improve

15. Are you happy with the retirement benefits implemented in the company?

• Highly Satisfied

• Satisfied

• Neither Satisfied nor Dissatisfied

• Dissatisfied

• Highly Dissatisfied

72