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PROJECT REPORT
ON
RECRUITMENT AND SELECTION IN HCL
FOR THE PARTIAL FULFILLMENT OF THE REQUIREMENT
FOR THE AWARD OF
SUBMITTED BY:
VIBHA MAURYA
MBA IV-SEM
Roll No. 1007990040
ACKNOWLEDGEMENT
A dissertation project of this nature could not have been completed single handedly and
without the active support of a number of persons to whom I woe a debt of gratitude.
I am extremely thankful Mrs. Neelam mam-for their valuable support and exceptional
guidance throughout my project could not have reached a successful completion.
I would also thank all the members of Management Department for their valuable help,
and guidance and willing cooperation throughout the completion of my project.
Especially, I would like to give my special thanks to my parents whose patient love
enabled me to complete this work.
The most enthusiastic support in this venture, of course came from my Faculty Guide Mrs.
Neelam raghav who consistently encouraged me to complete this task, despite several
unexpected obstacles. He also updated me on many crucial issues and knowledge on the
sector specifically
Vibha Maurya
MBA-4th semester
Roll no-1009970040
DECLARATION
I hereby declare that the project, which is being presented in this research report
entitled RECRUITMENT AND SELECTION PROCESS IN HCL,is an authentic
record of my own work .This information given by me in this report is exclusively for
concerned organization and would not be submitted by me anywhere else.
PlaceDateVibha Maurya
PREFACE
2
Vibha Maurya
MBA-4th semester
Roll no-1009970040
TABLE OF CONTENTS
EXCUTIVE SUMMARY.5
INTRODUCTION...7
3
UNIIVERSE
SAMPLING UNIT
SAMPLE SIZE
METHOD OF SAMPLING
DATA COLLECTION...52
LIMITATIONS.55
FINDINGS ......100
CONCLUSION 102
SUGGESTION AND RECOMMENDATION .103-104
ANNEXURES...106
BIBLIOGRAPHY118
EXECUTIVE SUMMERY
Executive Summary
This research is based on recruitement and selection procedure in HCL.
The study is carried on in a proper planned and systematic manner. This research includes:
Familiarization with the organisation.
Observation and collection of data.
Analysis of data.
This research analysis the actual recruitment process in HCL and evaluate this process
confirmed the objective of the industry is this process accepted or not.
Recruitment represents the first contact that a company makes with the personnel having
potential to be employed. From the point of view of potential candidates, recruitment is the
process through which they come to know about the company and the nature of jobs that
are being offered.
INTRODUCTION
INTRODUCTION OF ORGANISATION
Recruitment is the process concern with the identification of sources from where the
personel can be employed and motivating them to offer themselves for employment.
Whether and Davis have defined this as follows:
Recruitment is the process of finding and attracting capable applicants for
employment. The process begins when new recruites are sought and ends when there
applications are submitted. The result is a pool of applicants from which new employees
are selected.
Lord has defined recruitment in terms of its competitive nature. He views that:
Recruitment is a form of competition. Just as corporations compete to
develop, manufacture, and market the best product or service, so they must also compete to
identify, attract and hire the most qualified people. Recruitment is a business, and it is
a big business.
unusual circumstances, such as when clerks go on strike at our local supermarket, or the
teachers walkout from our schools, colleges or employees working in an hotel industry,
that we recognize the important role play in making organization work.
There are some question which are listed down in order to know how important HRM is are
:
How does management know if the employees are performing adequately? If they are
not, what can be done about it?
Will todays employees be prepared for the work the organization will require of them
in ten, twenty - thirty years?
Management : It is the process of efficiently getting activities completed with and through
other people. The management process includes the planning, organizing, leading, and
controlling activities that take place to accomplish objectives.
With reference to our definition, Goals are the activities completed. Limited resources are
implied in efficiently. People are those in through other people.
First goals are necessary because activities must be directed toward some end. There is
a considerable truth in the observation that if you dont know where you are going, any
road will take you there. The established goals may not so explicit, but where there
are no goals, there may be a need for a new managers or no need for managers at all.
Second, there are limited sources. Economic resources are scarce therefore, the manager
is responsible for their allocation. This requires not only that managers be effective in
achieving goals that are established but they be efficient in relating output to input.
They must seek a given output with a lower input that is now being used or, for a given
input, strive for a greater output. It again depends how much the manager knows about
9
his capacity and how he designs his planning structure and how efficiently he gives a
better picture and utilizes it accordingly.
Managers , then are concerned with the attainment of goals, which makes them effective,
and with the best allocation of scarce resources, which makes them efficient.
The need for two or more people is third and last requisite for management. It is with
and through people that managers perform their work.
Managers are those who work with and through other people, allocating scarce resources,
to achieve goals.
HRM AND ITS FUNCTIONS
Human resource management is concerned with the people dimensions in management.
Since every organization is made up of people, acquiring their services developing their
skills, motivating them to high levels of performance, and ensuring that they continue to
maintain their commitment to the organization are essential to achieving organizational
goals.
To look HRM more specifically we suggest that it is a process consisting
of four
ACQUISITION FUNCTION
The acquisition function being with planning. Relative to human resource requirements, we
new to know where we are giving and how we are giving to get these. This includes the
estimating demands and supplies of labour. Acquisition also includes the recruitment,
selection and socialization of employees.
DEVELOPMENT FUNCTION
It can be seen along three dimensions. The first is employee training which emphasizes
skill development and the changing of attitudes among workers. The
second is
career
organizational needs. It also has a major function, it prepares the employees to adopt
change at any point of time. Since the scenario of the market changes day by day it is very
important for an organization to keep his employees
accordingly change in order to adapt the change in order to sustain in this competitive
market scenario.
11
MANAGEMENT FUNCTION
The final function is maintenance. In contrast to the motivation function, which attempts to
stimulate performance, the maintenance function is concerned with providing those
working conditions that employees believe are necessary in order to maintain their
commitment to the organization.
MOTIVATION FUNCTION
The motivation function begins with the recognition that individuals are unique and that
motivation techniques must reflect the needs of each individual. Within the motivation
function alienation, job satisfaction, performance appraisal behavioral and structural
techniques for stimulating worker performance, the importance of linking regards to
performance, compensation and benefits administration and how to handle problem
employees are renewed.
In recent years, more emphasis was given on manpower because of the change in the
society, attitude of an individual etc. etc. In a study ASID i.e. the AMERICAN SOCIETY
FOR TRAINING AND DEVELOPMENT recognized nine are of HRM.
Organization/Job Design
Compensation/Benefits
12
Employee Assistance
Union/Labour Relations
Productivity
Readiness to Change
13
HRM MODEL
Training and
Development
- Focus is on identifying
and assessing
Union/labour
Relation
Focus : Assessing
healthy
union/organization
relationship.
Employee
Assistance Focus :
Providing personal
problem solving,
canceling to
individual
employees
Organization
Development
Focus : assessing
healthy inter
relationship as bell
as intra
- Quality of work
life
- Productivity
- Readiness to
change
Organization/Job
Design.
Focus : defining
how tasks, authority
and system will be
organized
Compensation and
Benefit
Focus : Assessing
compensation and
benefits
Human Resource
Planning :
Determining the
origins major HRM
needs strategies and
policies
Personnel
research and
information
systems
Focus : assuring a
personnel
information base
From the above introduction about Human Resource management, it has been pretty clear
that how important is human resource and its allocation. Again it depends on human
resource planning. So the next question which arises is what is Human Resource Planning
HUMAN RESOURCE PLANNING
14
It is one of the most important and essential programme of Human Resource Management.
Human Resource Planning is the process by which an organization ensures that it has right
number of people, right kind of people, at the right places, at the right time, capable of the
right places, at the right time, capable of effectively and efficiently completing those tasks
which will help the organization to achieve its overall objectives as well as goals. Human
Resource Planning then, translation the organizations objectives and plans into the number
of workers needed to meet those objectives. Without clear-cut planning, estimation of
organization's human resource need is reduced to more guesswork.
first being the manpower planning. Recruitment makes it possible to acquire the number
and types of people necessary to ensure the continued operation of the organisation.
Recruiting is the discovering of potential applicants for actual or anticipated organisational
vacancies. In other words, it is a linking activity bringing together those with jobs and those
seeking jobs.
Its purpose is to pave the way for the selection procedures by producing, ideally the
smallest number of candidates who appear to be capable either of performing the required
tasks of the job from the outset, or of developing the ability to do so within a period of time
acceptable to the employing organisation. The smallest number of potentially suitable
candidates can in theory, of course, be any number. The main point that needs to be made
about the recruitment task is that the employing organisation should not waste time and
money examining the credentials of people whose qualification do not match the
requirements of the job. A primary task of the recruitment phase is to help would be
applicants to decide whether they are likely to be suitable to fill the job vacancy. This is
clearly in the interest of both the employing organisation and the applicants.
16
SIGNIFICANCE OF STUDY :
Without focussing the pattern of management, organisation philosophy highlights on
achieving a surely where all citizens (employees) can lead a richer and fuller life. Every
organisation, therefore, strikes for greater productivity, elimination of wastes, lower costs
and higher wages, so the industry needs a stable and energetic labours force that can boast
of production by increased productivity. To achieve these objectives a good recruitment
process is essential. By which industry strikes right number of persons and right kind of
persons at the right time and at right places through and the planning period without
hampering productivity.
PURPOSE OF THE STUDY :
The objective of the study is to analyse the actual recruitment process in HCL , and to
evaluate how far this process confirm to the purposes underlying the operational aspects of
the industry. How far the process is accepted by it ? And what are the options of the family
members of the organisation? The study on recruitment highlights the need of recruitment
in HCL Technologies Limited.
17
LITERATURE REVIEW
18
Literature review
In the early 70s, a group of young, enthusiastic and ambitious technocrats embarked upon a
venture that would make their vision of IT revolution in India a reality. Shiv Nadar and five
of his colleagues got together and in 1975, set up a new company called Micro comp. To
start with they decided to capitalize on their marketing skills. Micro comp marketed
calculators and within a few months of starting operations, company was outselling its
major competitors. In 1976, Micro comp approached UPSEC (Uttar Pradesh State
Electronics Corporation) for help to set up a computer company. Impressed by their
technical and marketing competence, UPSEC agreed to set up a joint venture.
On the 11th of August 1976 Hindustan computers Limited was incorporated as a join
venture between the entrepreneurs and UPSEC and with an initial equity of Rs. 1.83 lakhs.
HCL Technologies Limited (HCL) has now become Indias one of the big technology
integration company. Over the years, HCL Technologies has positioned its business
operations to fulfill its vision statement: Together we create enterprises of tomorrow. The
overarching theme for the companys swift progression into the software and services
arena, in India and globally, is evolving. Signifying a state of constant growth, the evolve
theme is visible in the many ways that HCL Technologies has undergone a metamorphosis
into becoming a complete IT solutions company.
19
The menu of HCL Technologies global services broadly covers IT consulting and
professional services in the area of vertical applications, technology integration, ERP
implementation and software development. This also includes a complete portfolio of
systems and network services for development. This also includes a complete portfolio of
systems and network services for Facilities Management, Helpdesks, Systems Supports and
network and Internet Implementation. HCL Infosystems global customers include
Samsung, Government of Singapore, and AMAL insurance Jurong Port in Singapore and
Malaysians BSN commercial bank, SIA, DBS bank, Maybank life assurance charted
semiconductors, Asia Matsushita and Shell Malaysia. Some of its global customer in the
government sector is Inland Revenue authority of Singapore, civil aviation authority of
Singapore, Singapore power, ministry of education, health and national development,
telecom authority of Singapore and penang state govt.
HCL Infosystems chosen platform of total technology integration lends itself to some very
significant alliances with the global leaders. Among its partner are HP for high end
AISCE/UNIX services and workstation and HP Open view network management solution;
Intel for PC and PC server building blocks; Microsoft,novell and SCO AG solutions; Red
hat ;Linux; Samsung; Pivota for CRM solution and ORACLE Sybase and Informix for
RDBMS platform.
20
i .exe
The Indian IT and Electronics market in 2004-05 was worth US$ 32.9 billion of which US$
19.7 billion consisted of software. Electronics and IT hardware production stood at US$
13.2 billion. Some 4,100 units are engaged in electronics production manufacturing goods
as diverse as TV tubes, test and measuring instruments, medical electronics equipment,
analytical and special application instruments, process control equipment, power
electronics equipment, office equipment, components etc. Market researcher IDC estimates
that the market-value estimate over next 3 years for hardware products is Rs.79,000 crores
The Indian electronics and hardware industry has been lagging behind the impressive
performance of the software sector. Most of the hardware requirements of the burgeoning
software and telecom sectors are met by imports which are about 25%.
The Ministry of Information Technology, Govt. of India has estimated that the total
requirement of hardware and components by 2008 would be in range of US$ 160 billion
and the investment required in the manufacturing facilities would be US$ 16 billion.
NASSCOM, the leading IT industry body estimates that to achieve a software export target
of US$ 87 billion in 2008, the hardware requirement would be US$ 50 billion. By far the
most comprehensive study was carried out by Ernst & Young in association with MAIT, the
hardware industry body in 2002. It estimates that given the right incentives, India's
electronic hardware industry has the potential to reach US$ 62 billion by 2010, twelve
times its existing size with the domestic market accounting for US$ 37 billion and exports
of US$ 25 billion. The major export opportunities would be in the area of innovative new
products, contract manufacturing and design services. This shows that there are large
21
opportunities for Indian companies to increase their strength and grave these opportunities
for future growth. HCL Technologies Ltd is one of those companies which are working to
increase their network and making innovative new products.
HCL Technologies Ltd. is currently engaged in selling manufactured hardware (like PCs,
servers, monitors and peripherals) and traded hardware (like notebooks, peripherals) to
institutional clients as well as retail channel partners. Besides, it offers hardware support
services to existing clients through annual maintenance contracts, net work consulting and
facilities management.
In 2002-03, HCLs total hardware turnover was Rs. 10.97 billion, higher by around 24%
over the corresponding figure for 2001-02. Of this, manufactured hardware constituted
60%, traded hardware 32% and hardware support services 9%. The companys reported
operating margins in 2002-03 (including six months of OA, telecommunication and
software businesses) increased to 6.7% from 5.9% in 2001-02, primarily because of better
margins in hardware. While average material costs declined in 2002-03, the company was
able to retain a part of the margins in its product realizations. Better margins in hardware
resulted in the return on capital employed (ROCE) from hardware increasing from 11.9% in
2001-02 to 25.6% in 2002-03.
In the domestic home PC organized sector, HCL Technologies is the market leader. Other
players include Zenith Computers, IBM, Sun Microsystems, Wipro, Hewlett Packard.
Assembled personal computers have a large presence in the domestic home PC market,
accounting for a chunk of the total sales.
22
The overall market for desktop personal computers registered a 28.2 percent growth during
calendar year 2004 as compared to the previous year. What is significant is that branded
PCs continue to make impressive gains against the gray market. According to IDC, the
share of branded PCs grew from 36.2 percent in 2003 to 49.2 percent in 2004, registering
an impressive growth rate of 74.3 percent. Interestingly, the gray market remained flat,
registering a growth of 2.2 percent, while the total desktop PC market registered a growth
of 28.2 percent.
According to IDC, the recent re-surfacing of finance-based purchase options had an
accelerating effect on the consumer desktop market, which is already witnessing a
consistent drop in end-user prices for both the branded and unbranded PC segments.
Among the vendors, HCL Technologies emerged as the market leader with a share of 13.7
percent. The company registered a 91.4 percent growth during 2004 as compared to the
previous year. HP followed HCL with a market share of 11.9 percent. HP too grew at a
blistering pace registering a growth rate of 73.03 percent. IBM is in the third place with a
market share of 6.2 percent.
IDC is not the only research firm confirming the signs of robust growth. Gartner, in a recent
report, states that the Indian desktop market grew by 31.5 percent in 2004. Says Vinod Nair,
Analyst, Computing Systems, Gartner India, Peaking business confidence based on strong
economic growth catalyzed PC purchases in both consumer and corporate segments
throughout 2004.
While every research firm has given different figures, one thing is commonthe PC
market is booming at double-digit growth rates. MAIT (Manufacturers Association of
Information Technology) estimates that the desktop PC market grossed 17.1 lakhs units in
the first half of fiscal 2004-05, registering a growth of 37 percent over the same period
23
of the previous fiscal. With the Indian economy booming, MAIT estimates that PC sales
will touch the 40 lakhs mark in fiscal 2004-05.
In future, HCLs hardware sales to the institutional segment are likely to remain stable, with
sustained hardware spending by all the verticals, especially the banking and financial
services sector. Besides, in retail hardware sales, a continued reduction of price points,
facilitated in part by the recent reduction in excise duties on PCs, is likely to reduce the
price advantage of the small assemblers, and augur well for branded PC manufacturers like
HCL. In the medium term, HCLs margins, despite its sales tax advantages, may be affected
by the likely removal of duty protection on manufactured PCs from the year 2005.
24
Current Market Share of various IT players in over all Desktop Market in 2004
Vendors
Units
(2003)
HCL
Market
share(percent)
Units (2004)
Percentage of Units
Shipped
Year-on-Year Growth
(percent)
232,169 9.2
4,43,535
13.7
91.04
HP
221,964 8.8
3,84,058
11.9
73.03
IBM
132,582 5.3
1,98,973
6.2
50.8
Source : IDC India
Units (2004)
Percentage of Units
Shipped
Year-on-Year
Growth(percent)
Branded 911,403
36.2
1,589,016
49.2
74.3
Grey
1,608,752
63.8
1,643,694
50.8
2.2
Total
2,520,155
100
3,232,710
100
28.2
Units (2003)
25
ZENITH
13%
WIPRO
8%
HCL
34%
HCL
HP
IBM
WIPRO
ZENITH
IBM
15%
HP
30%
From the above figure we can clearly see that HCL emerged as the clear winner among the
branded PC companies with 34% or 13.7% of market share followed by 30% or 11.9 % of
market share by HP. IBM was third in the race with only 15% or 6.2% of market share of
branded PC computers. Along with becoming the market leader in branded PC HCL
Technologies also became 1.3 Billion Dollar company in April 2006.
26
SUCCESS STORY
Vision, bravado and grit have seen HCL evolve from a dream of eight youngsters in 1977 to
the country's top IT group today, with revenues closing in on Rs 5,000 crore
1975: Six young men get together over a cup of coffee and snacks. The conversation veers
from cars and travel to jobs, career and the future. Since they all work together, its only
natural that they talk shop. They also explore the possibility of starting a company of their
own-one rooted in values, directed at creating a market for its products in a segment
hitherto unexplored, hardware. Microcomp is born. The initial investment-all their savings,
making up seed capital of Rs 1.87 lakh.
"Six of us, all with DCM, wanted to start a computer company. But we didn't have enough
funds. We decided, therefore, to settle for a close second-we set up a calculator company,
Microcomp. We were, of course, working our way upward, towards creating a computer
company, till someone informed us that we would need a license for the same. The Uttar
Pradesh government was offering an open license of this nature around that time. We
acquired it and created Hindustan Computers Ltd (HCL). The name itself had a reason
behind it-it denoted largeness, it was Indian, it was patriotic, it was perfect Two more of
our friends joined us later to set up Hindustan Computers in August 1976-that took the
number of people who started HCL up to eight," remembers Ajai Chowdhry, one of that
original group of eight and now President and Managing Director of HCL Infosystems.
"We dreamt of working in an industry that would revolutionize businesses, an industry that
gave everyone an equal chance to succeed We also knew we wanted to dominate it.
Through these years, we have retained our number one position and sustained our growth.
27
The one business strategy that has dominated and been at the core of our business is
constant adaptation and renovation. We have also developed new paradigms for new
opportunities," adds Shiv Nadar, Chairman of HCL Technologies .
A teething problem faced by the company-getting imports through. The regulations and
laws of the time did not allow the import of technology. Components and sub-assemblies,
however, could be imported. "The latter was a very expensive affair. This led to a sharp
focus on in-house design. The first product we came out with was targeted at the
engineering research market-Micro 2200, based on a 4-bit microprocessor from Rockwell,"
says Chowdhry. With Micro 2200, orders poured in for HCL. "We had no products, and we
couldn't simulate them, so we had to create a bread-board model. We actually had people
coming to us and looking at these models and placing orders-they believed in us!"
The deadlines were tough, but they had to be met, or the orders would fall through. The
first deadline was March 31, and everyone worked night and day for weeks. The final
delivery date-March 27. "I remember a particular instance. After setting up of HCL
(Chennai), we were flooded with orders, especially from IIT Chennai. I personally went to
the airport in my old Fiat and delivered the units personally to the IIT professors," recalls
Chowdhry.
When MNCs weren't popular
If we tabulate the history of Indian business, 1977 will go down as a "funny" year. It was in
1977 that the Janata Party government came to power. Among their first actions on the
commerce front-asking IBM and Coke, among other multinational companies, to either
increase the component of Indian holdings or move out. They moved out. "That was a
stroke of luck for us," says Chowdhry. "We created an eight-bit computer, our first usage of
Intel architecture. We went and sold that to lots and lots of companies, among them a
28
cement company that used four floppies to manage the payroll of all its 3,000 companies."
Three years later, in 1980, HCL became a Rs 2-crore company. "We decided to expand
overseas and entered the Singapore market, armed with some expertise in hardware and
targeting the SME market. However, once there, we realized that the demand was more for
solutions, not so much for boxes. We set up a software factory in Chennai-we would go to
customers and tell them we would do everything-make the box, write the software, train the
staff, maintain the equipment, the works And we had to do $1 million in orders out of
Singapore between August 1 and December 31, 1980. That was the make or break pointless than that and we wouldn't have the cash flow to run the company." In the nick of time
is how things worked out-HCL Singapore managed that figure on the morning of December
31.
HCL Group: How the Dream has Evolved
1975 Shiv Nadar and five colleagues start Microcomp
1976 HCL promoted with startup capital of Rs 1.83 lacs (US$ 3826.85)
1980 HCL's first transnational venture, Far east Computers, established in Singapore
1981 Set up NIIT, India's first private sector IT education institution.
1985 HCL America established with headquarters at Sunnyvale, California
1991 HCL and HP, USA agree to enter into a partnership to form HCL HP
1994 HCL Tech formed as separate software company
1996 Joint venture with James Martin & Co. and Perot Systems Corporation
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
29
and Advisory Board. Audit, Compensation and Related Party Transaction Committees set
up Implementation of 'Glocal' Management Concept
2000 Large deals with Bankers Trust, KLA and GTech
2001 Acquisition of Deutsche Software Acquires Ireland-based BPO firm, Apollo Contact
Centre HCL Enterprise Solutions formed as a joint venture with Computech Corporation,
Inc, USA
The Singapore experience taught the founders a lesson-designing and manufacturing
products in India and selling them overseas was akin to walking a tough and profit-less
path. "This was when we decided to walk the software integration road. We created the
integration database, much before Intel... but we killed it! We were so nave, we killed a
product line like that," says Chowdhry.
In 1984, the new computer policy was coined and standards were put in place. This saw a
major move by banks toward the Unix platform. "A few companies approached us and we
decided to launch the personal computer in India. We had three weeks to do this. Our
people flew all over the place, including Taiwan and Bangkok, and brought back PCs. We
took them apart, studied them and got into manufacturing mode. We launched our PC in
three weeks. And that, incidentally, how Busybee was born," says Chowdhry.
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
30
were
in
big
trouble-our
overheads
were
high,
we
had
no
revenues"
31
ChannelSales
& Support
Small Business
NetManager - Intel
Servers
BusyBee Indias First
Global Line - Intel Servers for
EzeeBee Desktop (86)
Enterprise applications
HCLs Low PricePC
Networking
Excel Line - AMD Servers
Products
Indic PC
Toshiba Laptops
Infiniti Storage products
Beanstalk - Indias first
Home PC
Security products
Thin Clients
Sun Servers &
Workstations
32
Monitors
Keyboards
Direct Sales & Support
Enterprise
HCL Advantage
HCL Technologies draws it's strength from 27 years of experience in handling the ever
changing IT scenario , strong customer relationships , ability to provide the cutting edge
technology at best-value-for-money and on top of it , an excellent service & support
infrastructure.
Today HCL is country's premier information enabling company . It offers one-stop-shop
convenience to its diverse customers having an equally diverse set of requirements, be it a
large multi-location enterprise, or a small/medium enterprise, or a small office or a home,
HCLI has a product range, sales and support capability to service the needs of the
customers.
The last 27 years apart from knowledge and experience have also given continuity in
relationship with the customers, thereby increasing the customer confidence in HCL.
HCL's computer hardware manufacturing plant is strategicaly located in the Union territory
of Pondicherry. Situated 165 kms south of Chennai on the coast of the Bay of Bengal with
proximity to Chennai Air/Sea port, special policies for Industises of local Govt, , Inland
Container Depots, attractive power and labour rates - makes Pondicherry an ideal place for
business.
Started in 1996 - with only Unit 1 - it now has 3 Units (Unit 1,2,& 3) with a built up area of
3,23,000 sq. ft., PMO has a monthly capacity to make 50,000 desktops and 2000 servers.
The infrastructure is state of the art , one of the best & largest in India.
34
All 3 factories are ISO 9001:2000 and ISO 14001 certified. PMO was also Awarded MAIT
Level 2 - by European Foundation for Quality Management in the year 2001 . HCL was
also awarded ELCINA's (Electronic Component Industries Association) Quality Award for
the year 2002- 2003
PMO also has Product Engg Group (PEG) and R&D teams constantly engaged in
developing new products and solutions.
Driven by a strong Manufacturing Objective
"WE SHALL DELIVER DEFECT-FREE PRODUCTS, SERVICES AND
SOLUTIONS TO MEET THE REQUIREMENTS OF OUR EXTERNAL AND
INTERNAL CUSTOMERS, THE FIRST TIME, EVERY TIME."
All processes in the manufacturing are aligned to this guiding objective . A strong emphasis
of "Quality by Process" is ensured across all processes. The products manufactured here
undergo stringent tests that ensures their ruggedness & durability , which may be deployed
anywhere in India and may have to face severe conditions like - heat , humidity , rough
transportation & handling .Our products undergo drop tests , hot & cold temperature
chamber , client-site simulation tests , reliability tests et al .
Computers are shipped to locations all over India with an extensive network of professional
logistic support partners.
35
There is also a Customer satisfaction cell, in plant, to take care of problems reported from
field.
Customers, sales & marketing, support personnel, dealers & distributors are encouraged
to visit the plant to see, for themselves, what all goes in making a quality computer
system.
Philosophy of Quality
"We deliver defect-free products, services and solutions to meet the requirements of our
external and internal customers, the first time, and every time."
The history of structured quality implementation in HCL Technologies began in the late
1980s with the focus on improving quality of its products by using basis QC tools and
Failure Reporting and Corrective Active Systems (FRACAS). And also employed
concurrent engineering practices including design reviews, and rigorous reliability tests to
uncover latent design defects.
In the early 90s, the focus was not merely on the quality of products but also the process
quality systems. We were certified for ISO 9002 by BVQI in 1994 and re-certified in 1997
to ISO 9001-2000 (for Design & Manufacture of Personal Computers, Business Servers,
Work Stations and their Associated Sub-Assemblies).
In early 1995, a major quality initiative was launched across the company based on Philip
B. Crosby's methodology of QIPM (Quality Improvement Process Management). This
model was selected to because it considered the need and commitment by an organization
to improve but more importantly, the individual's need towards better quality in his
personal life.
Under our Quality Education System program, we train our employees on the basic
concepts and tools of quality. A number of improvement projects have been undertaken by
employees, whereby process deficiencies and bottlenecks are identified, and Corrective
Action Projects (CAPs) are undertaken. This reduces defect rates and improves cycle
times in various processes, including personal quality.
HCL has received MAIT's 'Level II recognition for Business Excellence' for initiatives in
the Information Technology Industry, adding another commendation to progress. MAIT's
Level II recognition is based on the 'European Foundation for Quality Management'
(EFQM),
for
gaining
quality
leadership
and
business
competitiveness.
Our certifications / awards in 2003 include ISO 9001-2000 certification by BVQI for
37
38
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.
39
DEFINITION
The success of an organisation largely depends upon the Team of the skilled and qualified
human resources who are chosen out of number of applicants for the job. It is the primary
40
duty of the HRD department to procure and maintain an adequate qualified working force
of various personnel necessary for manning the organisation.
Procurement function of personnel Department includes three major sub-functions- (A)
Recruitment; (B) Selection: and (C) Placement on the job.
Recruitment is the positive process of employment. The process of Recruitment is to
identify the prospective employees, attract, encourage and stimulate them to apply for the
job, Interview the eligible and select them for a particular job in the organisation.
Recruitment is a process to discover the sources of manpower to meet the requirements of
the staffing schedule and to employ effective measures for attracting selection of an
efficient working force.
------------Yoder
41
OBJECTIVE OF STUDY
42
OBJECTIVES
1. To structure the Recruitment policy of HCL Technologies Limited for different
categories of employees.
2. To analyse the recruitment policy of the organisation.
3. To compare the Recruitment policy with general policy.
4. To provide a systematic recruitment process.
SCOPE OF RECRUITMENT
It extends to the whole Organisation. It covers corporate office, sites and works
appointments all over India.
It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and
Senior Management cadres.
43
CATEGORY II
CATEGORY III
CATEGORY IV
CATEGORY V
VP & above.
44
ORGANISATION STRUCTURE OF
HCL
A brief introduction to Divisional / Departmental heads.
CHAIRMAN AND MANAGING DIRECTOR:
CMD holds to most position in the organisation. He is the owner of the Company. He
guide the functional heads to smoothen their activities.
organisation.
DIRECTOR OPERATIONS:
He is the overall incharge of P&A, HRD, Systems, TQM and Critical Issues.
GM-PRODUCTION:
He is the overall incharge of works. He is directly involved in production planning. He
formulates various policies for betterment of the product. He issues guidelines to
Production Department and Quality Control Department for implementation of the policies.
VP-FINANCE:
He is directly involved in finance matters and finance policy. He is also involved with
personnel department for wages compensation, salaries and other financial benefits.
AGM- PERSONNEL & ADMINISTRATION :
He is the overall incharge of personnel, Administration and Industrial Relations of the
group and also oversees the HRD activities.
45
SR.MANAGER-CORPORATE HRD:
HRD Department is responsible for better utilisation of manpower through Recruitments,
Selections, Training, Development, Retention and Welfare of the group. It is involved in
policy formation and its implementation.
VP-MHD:
He is the profit center head of the Material Handling Division. He is responsible for
Design and Projects Execution.
VP-BUSINESS DEVELOPMENT:
He is the main source of Business Procurement to MHD.
SR.GENERAL MANAGER
He is responsible for marketing, Design, Estimation and Projects Management.
46
these
Specifications. Without these recruitment may be unsuccess. Before recruit a person all
information regarding job, working conditions, duties and responsibilities of job doer,
Skills experiences qualifications of an employee to do the particular job is highly essential.
To obtain the pertinent information regarding job, duties, responsibilities, working
conditions, skill efficiency, education and experience of the employee, HCL, gets the help
of Job analysis, job description and job specifications.
47
PROCEDURE OF RECRUITMENT
Recruitment is a process consisting of various activities, through which search
of prospective personnel- both in quantity and quality- as indicated by human
resource planning and job description and job specification is made. This
process includes recruitment planning, identification of recruitment sources,
contacting those sources, and receiving, application from prospective
employees. These applications are, then passed on to selection process as
shown in figure.
Recruitment
Planning
Sourced of
recruitment
Contacting
Sources
48
Application
Pool
To Selection
Process
RESEARCH METHODLOGY
49
Research Methodology
The research involves the following steps:1. DEFINE THE PROBLEM AND RESEARCH OBJECTIVE:If the problem is clearly defined ,it is half solved .The problem Objective here to
assess the scope.
2. COLLECT THE INFORMATION :The information is collected from secondary sources- websites magazines ,
newspapers , and through primary source.
3. ANLAYZE THE INFORMATION :The next step in the research process is to exact findings from the collected data .
4. PRESENT THE FINDINGS AND CONCLUSIONS :As the last step ,the findings and conclusion of whole research are presented
in the end.
HYPOTHESIS
50
UNIVERSE:
An executive and a worker irrespective of their position and placements in any of the
departments of the organsiation is considered as unit of study.
51
DATA COLLECTION:
52
SECONDARY
1. Interview schedule
1. Diary
2. Schedule
2. Books
3. Opinion Survey
3. Magazines
The investigator used structural interview schedule, questionnaire and opinion survey for
collection of data from primary source. Interview schedules were used for workers clerical,
category and questionnaires were used for supervisory and executive cadre and opinion
survey was used to know the technology, perceptions, thoughts and reactions of the
executives, employees/workers and trade union members of the organisation.
The investigator used the secondary source like diary, books, magazines and other relevant
records for collection of data to know about the industry as well as the respondents.
53
54
LIMITATIONS
55
LIMITATIONS:
Every scientific study has certain limitations and the present study is no more exception.
These are: 1. Interviewing of the executive of top echelon position who are making recruitment is
busy in the Organisation State of affair. So it is not possible to contact all of those
every busy executives.
2. The terminology used in the subject is highly technical in nature and creates a lot of
ambiguity.
Location ..
Department Analyst.
Reason for the job Supervised..
Wage or salary range
56
:.
Other tasks
Equipment/Machines used:.
Working Condition
Skill Requirements:
Education: (Grade or Year)
Training :
Job experience :
(a)Type of experience..
(b) Length of experience
Supervision :
Job knowledge :
(a) General
(b) Technical
(c) Special
Responsibility :
Physical Demands :
Physical efforts
Surroundings
Hazards
Resourcefulness
Department
Job Code
Date..
REQUIREMENTS
1. EDUCATION : Ability to read and understand production orders and to make simple
calculations. Preferably High School Certificate.
2. TRAINING AND EXPERIENCE: No special training required . Requires one month
experience to learn job duties and to attain acceptable degree of proficiency.
3. PHYCIAL EFFORT: No special physical effort is required.
4. MENTAL SKILL: Requires reasoning to interpret instructions and drawings and
productions orders. Must be able to concentrate when operating.
5. SUPERVISION : Routine checking and no close supervision required. Specific but no
detailed instructions.
58
INTERVIEW SCHEDULE
Date:
Venue:
Position:
TIME
REMARKS
We have enclosed a blank personal Data Form. Please fill this in and bring with you along
with your educational and experience certificates / testimonials in original for the meeting.
No TA/DA shall be admissible for attending this interview.
You will be reimbursed to and for train fare by 1st / 2nd class for attending this interview.
We take this opportunity to thank for the interest you have shown in joining our
organisation.
Yours sincerely,
For HCL Technologies Ltd.
Authorized Signatory
Preliminary interview of the candidates is conducted by HRD based on Personal Data
Format given below filled up by the candidate with the help of technical person along with
the Dept. Head.
60
permanent Address
_____________________________________________________________
__________________________Phone______________________________
Date of Birth:
Marital Status:
Languages Known
_________________
__________________
Fathers Name
& Occupation
Spouse Name:
Occupation
61
Religion:
Sex:
Nationality:
Date of Marriage:
Speak
No. of children:
Read
Write
Institution/
University/Board
Years
From
To
Main Subject
Division &
% of marks
Publication &
Membership
Special Interest/Hobbies
62
Name of
Employer
Designati
on
Nature of Duties
Performed
Gross
Salary
63
LTA
Medical
Superan
nuation
P.F.
Salary Expected:
Joining Time Required:
Are you ready work any where in India:
Relatives & Acquaintances in HCL
Name
Designation
Department
Relation
Any other information which you think should be taken into account while
considering your candidature
References: please give name and address of two persons who knows you
professionally or under whom you have worked.
Name: _____________________________________
Nature of
Acquaintance : ______________________________
Position : __________________________________
Address : __________________________________
Tel .:
64
Off.:____________ Res.:___________
Off.:_ __________ Res.:___________
Others
65
Declaration:
I hereby authorised verification of all statements in the record and shall agree to produce
any documentary evidence in proof of above statements as desired by NPL. I certify that all
the above statements are true and understand that misrepresentation or mission of facts
called for in this from will cause separation from the companys services without any notice
or compensation.
Date________________
Signature___________
66
CATEGORY
PRESENT
ACTUAL
P.M.
OFFERED
ACTUAL
P.M.
OTHERS:
Joining Date:
DATE
Probation Period:
HOD
HRDDEPTT.
Final approval for Asst. Manager and above is after final interview by the MD.
Travel Expenses to outstation candidates are reimbursed as per the travelling rules existing
in the company, in format given below.
67
ACCOUNTS DEPARTMENT
OUTSTATION CANDIDATE
TRAVEL EXPENSES REIMBURSEMENT
NAME
: ------------------------------------------------------------------------ADDRESS :------------------------------------------------------------------------INTERVIEW DATE :-------------------------- POSITION :----------------------
DATE
PLACE(FROM-TO)
FARE(AMOUNT RS.)
TOTAL :
DATE :
SIGNATURE OF THE CANDIDATE
68
HRD DEPARTMENT
With reference to your application and the subsequent interviews you had with us, we are
pleased to offer you the position of ______________ in our organisation at mutually
agreed terms and conditions based at _______________. However you are liable to be
transferred to any of our sites / sister concerns / associates companies at the sole discretion
of the management.
You will report for work on _____________at______________, failing which this offer
will stand automatically withdrawn. The detailed letter of appointment will be issued to you
on your joining.
Please submit the following documents at the time of joining :1. 3 passport size photographs.
2. Copy of last appointment letter, relieving letter & salary certificate.
3. Photocopies of educational and experience certificates.
Please sign you to our organisation and wish you a successful career with us.
Yours sincerely,
For HCL Technologies Ltd.
Authorized Signatory
V) JOINING FORMALITIES
69
On the joining detailed appointment letters are issued as per below mentioned levels:1) APPOINTMENT LETTER Language for below Asst. Manager level is given in the
following format .
70
Dated : ___________________
LETTER OF APPOINTMENT
Dear Mr. __________________________
With reference to the offer letter no.______________________dated __________ we are
pleased to appoint you as ____________________ on the following terms and conditions:
1)
Ordinarily your period of probation will be Six months which could be further
extended for a period not exceeding three months and during probationary
period/extended probationary period your services are liable to be terminated
without any notice or without assigning any reason or compensation in lieu thereof.
2)
EMOLUMENTS:
A)
You shall also be entitled to benefits like Bonus, Gratuity, PF, ESI & L.T.C as per
rules of the company.
71
B)
3)
Your
place
of
posting
will
be
at
our
_________________situated
at
6. You shall be governed by the rules and regulations of the company in force from time to
time, that may be applicable to you.
7. In the event of your confirmation in writing, in addition to the terms and conditions
mentioned in this letter, except para (1):
a) You will be liable to be retired on your reaching the age of 58 years or earlier if
found medically unfit. The organization shall have the right to have you medically
examined as and when considered necessary by a registered medical practitioner or
by the Companys medical officer.
72
date
of
joining
the
services
in
the
organisation
is
_________________________________
11. This letter is being offered to you in duplicate. In case the terms and conditions
expressly enumerated above are acceptable to you, please sign the duplicate copy of this
letter in token of your having read, understood and accepted the terms and conditions
mentioned above.
12. Please note that the court of jurisdiction shall be at New Delhi.
We welcome you to our organisation and wish you a successful career with us.
73
Yours sincerely,
For HCL Technologies Limited,
AUTHORISED SIGNATORY
ACCEPTANCE
I have clearly understood the terms and conditions mentioned in this letter of appointment
and I hereby accept the same.
NAME
74
SIGNATURE
DATE
Designation
2)
Date of Joining:
3)
Probation Period:
months from the date of joining. Management may extends the probation
period depending upon your performance. On successful completion of
probation, you will be issued a confirmation letter.
During the probation period, your services are liable to be terminated
without assigning any specific reason, whatsoever without giving any notice.
After confirmation the notice period will be one month or one months basic
salary on either side.
4)
75
Salary Details:
limit
of
Rs.
/-
p.m.
(Rupees
. only)
You shall also be entitled to benefits like ESI/Medical Reimbursement, LTC,
Bonus Exgratia, Gratuity & PF as per rules of the company.
76
5)
Place of Posting:
The company normally does not permit employees to engage in any other
business or work, either directly on their own account or indirectly and you
will be expected not to do so without prior consent of the management in
writing.
7)
8)
You will automatically retire from the services of the Company on attaining
the age of 58 years. You may be retired earlier if found medically unfit.
Please sign the duplicate copy of this letter signifying your acceptance and return it
to us.
We welcome you to our organisation and wish you a successful career with us.
With best wishes,
Yours sincerely,
For HCL Technologies Limited,
77
AUTHORISED SIGNATORY
I agree to accept employment on the terms and conditions mentioned above and
agree to abide by all the rules and regulations of the company.
NAME
78
SIGNATURE
DATE
3) Appointment letter language for sr. manager and above is given in the following format.
FOR SR. MANAGER AND ABOVE
Dear Mr. .
Date
APPOINTMENT LETTER
Designation
2)
3)
Salary Details :
Your Basic Salary will be Rs. /- p.m.
(Rupees only)
In addition you will be entitled to House Rent Allowance of Rs../p.m.
(Rupees only)
You will entitled to reimbursement of Local Travelling Expenses upto a maximum
limit of Rs. ../- p.m. (Rupees ..
only)
You shall also be entitled to benefits like Exgratia, Gratuity, PF etc. as per rules of
the company.
79
You will be entitled to reimbursement of Medical Expenses for yourself and family,
the total cost of which shall be a maximum of one month's basic salary in a year.
You will be entitled to reimbursement of LTC equivalent to one months basic salary
per completed year of service. Your first entitlement for LTC will be on completion
of 12 months service with the Company.
80
81
AUTHORISED SIGNATORY
I agree to accept employment on the terms and conditions mentioned above and agree to
abide by all the rules and regulations of the company.
NAME
SIGNATURE
DATE
Joining report to be filled by the new join in format given below and experience certificate,
Date of Birth Certificate, Relieving letter, Salary Certificate and Educational Certificate etc.
to be submitted to personnel Department.
NEW DELHI
DATE:
HRD DEPARTMENT
NEW DELHI-110 020
JOINING REPORT
This is to inform you that I have joined the organisation as
On
in
83
VI)
DOCUMENTATION
SOURCES OF RECRUITMENT
Sources of recruitment can be classified into two categories
(i)
Internal Sources
(ii)
External Sources
INTERNAL SOURCES:
Internal sources of recruitment means promotion of employees from the lower rank to the
upper rank. Majority of companies have established a policy of promotion from within that
is, vacancies other than at the lowest level are filled up by promoting the personnel to the
higher rank.
Such practice leads the healthy progressive atmosphere and the cost of
be met by the present employees, the employer has to go to external sources of manpower
supply. Amongst the most commonly used outside sources are as follows:
1. ADVERTISEMENT:
Advertisement in newspapers and journals is now an external popular source of recruiting
staff. For all types of types of vacancies employers resort to advertising but it is the most
suitable source for filling the vacancies of technical and senior personnel. All particulars
regarding the job and the qualifications of the perspective candidate are given in their
advertisement. Candidates processing the requisite qualification apply for the job.
2. TECHNICAL INSTITUTIONS:
Campus interview is a very useful source of recruitment for a full range of jobs. The
employment managers of the enterprises maintain a close liaison with the University and
Technical institutions. This method is used for recruiting Officer, Apprentices, Engineers or
Management Trainees. Technical Institutions empanel the promising young talents for
employment and refer their names to the prospective employers as and when asked for.
3. EMPLOYMENT EXCHANGE:
Employment exchanges are regarded as good source of recruitment for unskilled, skilled or
semiskilled operative jobs. The job seekers get their names registered with employment
exchanges managed and operated by the Central and State Government. The employers
notify the vacancies to be filled in by them to such exchanges and the exchanges refer the
names of prospective candidates to them.
4. PRIVATE AGENCIES:
85
Some private agencies are also doing a great service in recruiting technical and professional
personnel. They provide a nationwide service in attempting to match the demand and
supply of personnel. Many private agencies tend to specialize supply of personnel. Many
private agencies tend to specialize in a particular type of jobs like Sales, Marketing,
Technical Professional.
5. PERSONNEL CONSULTANTS:
Consultants who specialize in the recruitment of managers and other senior officials are
now being called upon to assist the management in filling of these posts. Companies hire
the services of these consultants at the time of recruitment of the senior officials. These
consultants agencies, on receiving requisition from the client companies, advertise job
description in leading newspapers and periodicals without disclosing the names of the
employers.
6. PROFESSIONAL BODIES:
Some professional institutions like Institute of Chartered Accountant , I.C.W.A.I., Institute
of Company Secretary etc. maintain a register of qualified persons from which they
recommend the names of the job seekers to the employers when asked for.
86
7. UNSOLICITED APPLICATIONS:
An organisation of repute draws a steam of unsolicited applications at the companys office.
These applications are screened and places in the relevant Data Banks. Whenever needed to
locate suitable candidates for that particular skill these are used.
8. RECRUITMENT AT THE GATE:
Sometimes direct recruitment of workers is made at the gate of the factory or office.
Generally, the number of vacancies, nature of work and time of interview are notified by
the Personnel Department on the blackboard at the gate. Prospective candidates attend the
interview at the appointed time and get the appointment. This system of recruitment is
generally used to recruit the unskilled workers.
9. PART TIME EMPLOYEES:
Sometimes, persons are employed to dispose of the heavy seasonal work or the areas of
work of temporary nature on part time basis. These part time employees form a good source
of labours supply as and when vacancies occur. Vacancies are filled up among them if they
fulfil the requisite qualification to suit the jobs.
10. LEASING:
The short term fluctuations in personnel needs may be stabilized through leasing of
personnel for some specified period from other industries, offices and units. This system of
leasing has been well adopted by the public sector organizations. With the rapid growth of
public sector, the acute shortage of managerial personnel, particularly at higher levels, they
borrow the personnel of requisite caliber from the Government Departments. At the end of
their term they are given an option to choose either their parent services or the present
organizations.
87
88
SELECTION TEST
Psychological tests are essentially an objective and standardized measure of a sample of
behavior. Objective of this definition refers to the validity and reliability of measuring
instruments. It also means the job relatedness of the test.
KINDS OF TEST
Following tests are adopted for selection:1. Achievement
2. Aptitude
3. Interest
4. Personality
5. Intelligence.
6. Leaderless Group Discussion
7. Interview
1. ACHIEVEMENT TESTS
This test measures a persons potential in a given area. This test measure the skill which
involves performance of a sample operation requiring specialized skill and believed to be
satisfactorily answered by those who have some knowledge of the occupation and trade.
2. APTITUDE TEST
This measures ability and skills. Specific aptitude tests have been designed for jobs that
require clerical, mechanical, and manual dexterity. Aptitude tests do not measure
motivation. Aptitude test is supplemented by interest and personality test.
3. INTEREST TESTS
89
This test has been designed to discover a persons area of interest, and do identify the kind
of work that will satisfy him.
4. PERSONALITY TESTS
Personality tests assess individuals motivation, predisposition and other pattern of behavior.
The personality tests, more often than the intelligence, achievement or aptitude tests,
predict performance success for jobs that require dealing with people. Dimensions of
personality such as interpersonal competence, dominance-submission, ability to lead and
ambition are more suitably measured by the personality test.
5. INTELLIGENCE TEST
This tests generally aptitude ones. The scores on intelligence tests are usually expressed as
Intelligence Quotient (IQ), which are calculated by the following formula.
Mental Age
IQ= --------------- x 100
Actual Age
90
approach to solving this problem; and two, where each individual is allotted an initial
position and supplied with supporting information to defend his position.
The advantage of this method is that the decision to hire a person can be made within a very
short time, and the selector can evaluate the candidates personality or leadership qualities
very well.
7. INTERVIEW TECHNIQUES
The interview technique consists of interaction between interviewer and interviewee
(applicant).
Following are the methods of interview technique:1. PRELIMINARY INTERVIEW
These interviews are preliminary screening of applicants to decide whether a more detailed
interview will be worthwhile. The applicant is given job details during the interview to
afford him freedom to decide whether the job will suit him. It is argued that preliminary
interviews are unsatisfactory, first because they might lead to the elimination of many
desirable candidates, and second, because interviews may not have much experience in
evaluating candidates. The only argument for this method is that it saves the companys
time and money.
91
2. DEPTH INTERVIEW
Depth interviews cover the complete life history of the applicant and include such areas as
the candidates work experience, academic qualifications, health, interests, and hobbies. It is
an excellent method for executive selection, performed by qualified personnel. It is
however. Costly and time consuming.
3. OATTERNED INTERVIEW
Patterned interviews are a combination of direct and indirect questioning of the applicant.
What is to be asked is already structured. The interviewer has certain clues and guidelines
to areas which should be probed deeply. The interview also encourages the candidate to
express the relevant information freely.
SELECTION METHODS
A variety of methods is used to personnel. The selection pattern, is not common for all
organizations. It varies from one to another, depending on the situation and needs of the
organization.
APPLICATION BLANK
The application blank is a highly interview in which the questions are standardize and
determined in advance. It tests the applicants ability to write, organize his thoughts, and
present facts. A number of application blanks give the impression that if you have seen one
you have them all. Despite the diversity, all application blanks essentially require three
broad categories of information.
A. BIOGRAPHIC DATA
92
This is concerned with such variables as age, sex marital status and number of dependents.
This also have used items like the local address, age, previous salary and age of children
and have found no difference in long and short tenure employees.
B. EDUCATION AND PAST EXPERIENCE
This is concerned with grade point, average, division and percentage of marks as
prerequisites for a job.
C. REFERENCES
References are letters of recommendation written by previous employees or teachers. The
general format is a paragraph or so on the person. Besides inaccurate facts, this can be
attributed to the referee' inability to assess and describe the applicant, and his limited
knowledge about him.
93
YEAR
1995
1996
1997
1998
1999
2000
2001
2002
2003
2004
H.O
(CORPT)
80
82
82
81
81
75
76
78
76
70
FACTORY
FIELD
TOTAL
200
200
202
198
195
186
190
192
188
142
104
109
109
110
120
115
118
130
134
120
414
426
428
431
440
413
439
464
464
389
From the above table it is shown that increase in recruitment of manpower is based on
availability of Projects and diversification of business. At the saturation point of one
business it diversifies to another business which is highly required for a business house.
There is a little bit effect of non-availability of Projects and diversification of business on
manpower positions. In this way HCL, avoids retrenchment and lay off and adjust the
deficit and surplus manpower within the organisation.
94
1997
1998
1999
2000
2001
2002
2003
2004
MAMPOWERST
RENGTH
PROFIT / LOSS
(RS. In Las)
428
431
440
413
439
464
464
383
249.47
195.11
225.73
280.35
192.37
242.27
215.15
180.22
P/ L BY RECRUITING
ONE EMPLOYEE
(In RS.)
58287
45269
59302
67881
43820
52213
46362
47054
It is clear from the above table that when recruitment of manpower increases profitability of
the organisation decreases and when recruitment of manpower decreases profitability of the
organisation increases. So it is clearly understood that cost benefit analysis is not done
properly before recruitment or creation of a position in the organisation.
95
EXECUTIVES
NON-EXECUTIVES
RATIO
1997
16
154
1:10
1998
16
154
1:10
1999
17
158
1:9
2000
15
150
1:10
2001
18
160
1:9
2002
20
165
1:8
2003
20
165
1:8
2004
16
155
1:10
96
From the perusal of the above table it is found that the ratio of span of control of HCL, is
approximately 1:10 which is very good for an organisation in increase in the productivity
for better cost control. But it may not leads to proper supervision and quality of work.
Optimum utilisation of non-executives staff may not be achieved.OPINION SURVEY:
Certain schemes yield more fruitful results in certain conditions and with some specific
objectives.
organisation. But the fact is that success does not follow automatically, the people who
implement the system that matters just as the authority without acceptance have no
meaning. Recruitment process without trust of employees and organisation has no value
how hobble the objective may be so an attempt is made to study the attitude of those who
are participating in recruitment process before giving any suggesting and concluding
remarks.
Yes
No
No Response
40%
50%
10%
50%
10%
80%
10%
70%
20%
10%
60%
30%
10%
to productivity?
3. Do you feel that manpower recruitment has been 10%
rationalised by way of automation?
4. Whether the existing recruitment policy is getting
will supports for the top management?
5. What are the benefits you are deriving from the
existing recruitment policy?
a) Reduction on labor cost?
97
25%
65%
10%
30%
10%
5%
10%
80%
10%
30%
60%
10%
35%
55%
10%
25%
10%
25%
10%
50%
40%
10%
90%
Nil
10%
90%
Nil
10%
Nil
90%
10%
schedule?
6. Do you feel that job evaluation and job analysis 85%
helps in manpower recruitment in your
organisation?
7. Do you think that the personal recruited from
external sources is more desirable than the internal 10%
sources?
8. Whether cost benefit analysis is done before
recruitment?
9. Are you satisfied with the existing recruitment
system of the organisation?
10. Do you feel that performance appraisal helps in
recruitment process?
process?
12. Do you think job rotation will affect the 65%
recruitment policy?
98
From the response indicated above it appears that the prevailing recruitment policy has
definite impact on the organisation. Most of the executives showed positive response to
different questionnaires by virtue of manpower planning they used proposed deletion of
manpower planning they used proposed deletion or addition of man in the organisation for
a planning period. The excess or shortage are being adjusted and hence misutilisation is
mere chance. The executives did not respond to the lay off and retrenchment for reduction
in available human resources. Form the questionnaires it appears that the managerial staff
are only interested for filling of the vacancies of higher post from out of the internal
sources. This attitude will seize the professional approach of the organisation and may not
able to induct fresh brain. From the answers of most of the managers it is observed that they
want entry of new managers should be avoided and fresh recruitment shall be limited up to
only staff cadre and not above that. From the answers of most of the executives it appears
that cost benefit analysis is not properly followed by the organisation and job rotation also
not followed properly in the organosation which make an employee all rounder in all
respects. By which, in the absence of an employee the work will not discontinue.
99
Yes
No.
No.
Response
65%
10%
in your organisation?
2. Do you feel work load in your department?
20% 70%
10%
25%
65%
10%
25%
65%
10%
15%
10%
40%
10%
30%
10%
100
FINDINGS
101
FINDINGS
1. Under recruitment Procedures Requisition System is incorrect because the replacement
does not require fresh approval, unless it is in place of termination.
2. The data banks are not properly maintained.
3. The dead bio-data are never being destroyed.
4. Proper induction is not given to all the employees. It reserves to only a few levels.
5. Salary comparison is not justifies. Old employees are demoralized by getting less surely
then new employee.
6. Salary fixation has a halo effect .
7. Recruitment procedure is not fully computerized.
8. Manpowers are recruited from private placement consultancy, who are demanding high
amount of fees, where as HRD Department is not fully utilised to recruit manpower by
advertisement.
9. Before recruitment cost benefit analysis is not done properly. It causes manpower
surplus which makes loss in the industry.
10. Manpower is recruited from reliable source however efficiency does not recognise.
102
CONCLUSION
103
CONCLUSION
Studying the recruitment procedures of HCL, analysing the respondents answers, opinion
survey and date analysis the researcher came to a conclusion that HCL is a growing
Company. It has a separate personnel department which is entrusted with the task of
carrying out the various policies, programmes like recruitment selection, training etc.
effectively and efficiently. The business of HCL is carried on in a very scientific manner.
In the saturation point of business it need not waste the time to diversify into the another
business. Management understands the business game very well. At the time of difficulty
it takes necessary action to solve the problem. Now the personnel department of HCL is in
infancy stage. It always try to modernize the department. It strongly believes in manpower
position of the organization because it knows in the absence of M for man all Ms like
money, material, machines, methods and motivation are failure. It always tries to develop
the human resources. In the absence of right man, material, money, machines all things
will not be properly utilized. So it always recruits manpower in a scientific manner.
104
SUGGESTIONS
4. Each level of employee should be formally inducted and introduced to the Departmental
Head. If not all levels, at least Asst. Manager and above category of employees.
5. Salary comparison should be seriously done to retain the old employees.
6. Proper salary structure to be structured to attract people and make it tax effective.
7. Cost benefit analysis should be alone before creating a position or recruitment of
manpower.
8. Recruitment process should be fully computerised.
9. External source should be given equal importance with internal source. By which new
brain will be inducted in the company with skill, talent, efficiency etc.
10. Manpower planning should be followed before recruiting.
11. Proper inquiry should be done regarding previous employment of a candidate before
recruitment to avoid industrial disputes.
106
RECOMMENDATION:-
1. EDUCATION : Ability to read and understand production orders and to make simple
calculations. Preferably High School Certificate.
3. TRAINING AND EXPERIENCE: No special training required . Requires one month
experience to learn job duties and to attain acceptable degree of proficiency.
4. MENTAL SKILL: Requires reasoning to interpret instructions and drawings and
productions orders. Must be able to concentrate when operating.
5. SUPERVISION : Routine checking and no close supervision required. Specific but no
detailed instructions.
107
ANNEXURE
ANNEXURE 1
QUESTIONNAIRE TO EXECUTIVE
1. a) Name of the respondent :
108
b) Date of joining:
c) Employment NO:
d) Designation:
e) Department:
2. Details of the Organisation:
a) Name :
b) Address:
c) Nature of Production:
d) Location;
e) (i) Are the organisational activities
concentrated anywhere? (Yes/No)
(ii)If yes, then where?
f) When started?
g) Production figure of last 10 years
YEAR
1995
1996
1997
109
TARGET
ACTUAL PRODUCTION
1998
1999
2000
2001
2002
2003
2004
h) Capital invested in the last 10 years:
YEAR
CAPITAL INVESTED
1995
1996
1997
1998
1999
2000
2001
2002
2003
2004
i)
110
1996
1997
i.
Unskilled
ii.
Semiskilled
1998
1999
2000
2001
2002
2003
2004
111
iii.
Skilled
iv.
Highly skilled
1997
1998
1999
2000
2001
2002
2003
2004
Supervising No.
Clerical No.
Others No.
j) (a) Organisation Chart:
(b) Method of wage payment
Time rate
Piece rate
Any other method
(C) Factors which influence wage determination for different categories of workers.
(d) Method of wage determination
(i)
Collective bargaining
(ii)
Wage board
(iii)
Are you satisfied with the existing manpower position your department?
(Satisfied/Non-Satisfied)
ii)
iii)
iv)
112
4. (i) How do you ascertain the need of manpower in your department? Mention the
technique of manpower assessment.
(ii)Whether the planning period is long range/Medium range/Short range.
(iii)Whether the process of recruitment is approved by top management.
5. (a) How the personnel are recruited?
(i)
(ii)
(iii)
Or the both
(b) Are you satisfied with the existing recruitment system of the organisation? (Yes/No)
(c) Kindly give reasons foe your answer briefly.
6. While recruiting the new personnel:
(a) Is there any job evaluation or job analysis procedure adopted? (Yes/No)
(b) Is there rate of labours turn over exactly calculated? (Yes/No)
(c) What are the requisite sources to fill the vacancies
(i)
(ii)
(iii)
(iv)
(v)
113
114
8. After s
9. electing the candidate
(i)
(ii)
10. Is performance appraisal conducted for recognizing the efficiency in the performance of
employees? (Yes/No)
11. (a) Is there any provision for imparting training facilities to the
employees?(Yes/No)
(b) Which type of training for imparting training facilities to the employees?(Yes/No)
12. (a) Is there any promotion facility provided to the employees in your organisation ?
(Yes/No)
(b) If yes, is it given on the basis of Efficiency/Seniority/the both
13. (a) What are the welfare amenities provided in your organisation?
115
Crche
Yes/No
Canteen
Yes/No
Recreation
Yes/No
Medical
Yes/No
Conveyance
Yes/No
Yes/No
116
i)
ii)
iii)
14. (a) How do your manage the shortage of manpower in your organisation?
By way of retrenchment/lay off/ the both/No one.
(b) How do you manage the shortage of manpower in your organisation?
Recruiting casual workers/Engaging overtime/Recruiting permanent workers/the
both
15. Since the technology follow by the organisation is not up-to-date. It needs
rationalisation is there
(Yes/No)
16. If so how and it what way it is going to affect the overall manpower recruitment in the
organisation.
117
ANNEXURE II
OUESTIONNAIRE TO EMPLOYEE/WORKER
1. a) Name of the respondent.
b) Designation :
c) Date of joining :
d) Token no :
e) Department :
2. a) Are you a workman / employee in the following category ? permanent /
Temporary / Casual.
b) Are you getting wages in piece rate / Time rate / any other method.
c) Is wages fixed by wage Board / Collective bargaining / Any other method.
d) Are you feeling any work load in your job? Yes/No.
e) If yes, do you need extra hands? Yes/No
3. a) How do you have recruited ?
Through a employment exchange / through union / Political pressure /
through relatives.
b) Do you like internal source of recruitment ? Yes/No.
e
f
c) Do you feel that any extra manpower is needed for your organistaion?
Yes/No
4. a)
b)
If yes, is it on the job training loft the job training / off the job training?
Yes/No.
j
118
c)
6.
b)
both.
119
Yes/No
Canteen
Yes/No
Recretion
Yes/No
Medical
Yes/No
Conveyance
Yes/No
Yes/No
120
BIBLIOGRAPHY
121