Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
ON
RECRUITMENT AND SELECTION
PROCESS IN AN IT ORGANIZATION
w.s.r.t. to HCL
By
CONTENTS
INTRODUCTION
CONCEPTUAL FRAME WORK OF RECRUITMENT PROCESS
PROFILE OF HISTORICAL DEVELOPMENT AND STATUS QUO OF HCL
DECLARATON
Synopsis on RECRUITMENT & SELECTION PROCESSIN IN AN
IT
ORGANIZATION
w.s.r.t.
HCL
submitted
in
partial
CERTIFICATE
Project
Report
520851050).
of
Project
Noopur
Report
Sood
(Registration
on
RECRUITMENT
No.
&
Internal Examiner
External
Examiners
(Mr.
_________________)
ACKNOWLEDGEMENT
I am highly thankful to Mr. Israr Alam, Faculty Guide, Insoft,
Sec-10, Noida for the scholastic & kind advice and the
valuable time that he gave during my Report.
I shall be failing in my duty if I do not acknowledge my
thanks to Staff members of my institute, without their
guidance and cooperation this project would havent been
successfully accomplished.
I also express my gratitude to all those people who has
provided me all the necessary information providing me
throughout this infrastructure to carry out the project and
people who were directly and indirectly instrument in
enabling me to stay committed for the project
NOOPUR SOOD
PREFACE
The success of any business entity solely depends on how effectively
does it utilizes its optimum resources and how soon does it make
arrangements for the removal of the customers grievances. Moreover, the
company should always be ready to make necessary changes according
to the requirement in order to attract more customers so as to maintain a
substantial growth in the market. The topic given to me was:
INTRODUCTION
HCL Infosystems
HCL Infosystems(HCL) is one of Indias leading global IT Services Company,
providing software- led IT solutions, BPO and Remote Infrastructure
Management services. Making a foray into the services domain in 1997-98, HCL
Infosystems focuses on technology and R&D outsourcing, working with clients in
areas at the core of their business. Partnerships and risk-sharing have been
integral to companys growth. Relationships have been cemented with partners in
diverse areas such as investment banking and telecom.
Keeping pace with the industry trend, HCL has applied itself to gaining
momentum in emerging business segments such as Infrastructure Management
Services & BPO, optimizing its business portfolio. About 25% of revenues now
coming from these high growth segments of tomorrow. Product Engineering and
Technology services along with Applications & Enterprise Consulting services
contribute equally to the revenues.
HCL also has a rapidly diversifying geographic mix with Europe and Rest of the
World yielding 25% and 15% revenue, respectively. North America revenues
continue to dominate with a share of about 60%.
Banking,
Insurance,
Retail
&
Consumer,
Aerospace,
Automotive,
Semiconductors, Telecom and Life Sciences. For the twelve month period ended
30th June 2005, HCL Infosystemsalong with its subsidiaries had revenues of $
764 million and employed 24,000 professionals. For more information, please
visit www.hcltech.com
Will todays employees be prepared for the work the organization will require
of them in ten, twenty - thirty years?
With reference to our definition, Goals are the activities completed. Limited
resources are implied in efficiently. People are those in through other people.
First goals are necessary because activities must be directed toward
some
end. There is a considerable truth in the observation that if you dont know
where you are going, any road will take you there. The established goals may
not so explicit, but where there are no goals, there may be a need for a new
managers or no need for managers at all.
Second, there are limited sources. Economic resources are scarce therefore,
the manager is responsible for their allocation. This requires not only that
managers be effective in achieving goals that are established but they be
efficient in relating output to input. They must seek a given output with a
lower input that is now being used or, for a given input, strive for a greater
output. It again depends how much the manager knows about his capacity
and how he designs his planning structure and how efficiently he gives a
better picture and utilizes it accordingly.
Managers , then are concerned with the attainment of goals, which makes them
effective, and with the best allocation of scarce resources, which makes them
efficient.
10
The need for two or more people is third and last requisite for management. It
is with and through people that managers perform their work.
Managers are those who work with and through other people, allocating scarce
resources, to achieve goals.
11
ACQUISITION FUNCTION
DEVELOPMENT FUNCTION
It can be seen along three dimensions. The first is employee training which
emphasizes skill development and the changing of attitudes among workers. The
second is management development, which concerns itself primarily with
knowledge acquisition and the enhancement of an executives conceptual abilities.
The third is career development, which is the continual effort to match longterm individual and organizational needs. It also has a major function, it prepares
12
the employees to adopt change at any point of time. Since the scenario of the
market changes day by day it is very important for an organization to keep his
employees ready to face the change, and accordingly change in order to adapt the
change in order to sustain in this competitive market scenario.
13
MANAGEMENT FUNCTION
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
Organization/Job Design
14
Compensation/Benefits
Employee Assistance
Union/Labour Relations
Productivity
Readiness to Change
15
HRM MODEL
Training and
Development
- Focus is on identifying
and assessing
Union/labour
Relation
Focus : Assessing
healthy
union/organization
relationship.
Employee
Assistance Focus :
Providing personal
problem solving,
canceling to
individual
employees
Organization
Development
Focus : assessing
healthy inter
relationship as bell
as intra
- Quality of work
life
- Productivity
- Readiness to
change
Compensation and
Benefit
Focus : Assessing
compensation and
benefits
Organization/Job
Design.
Focus : defining
how tasks, authority
and system will be
organized
Human Resource
Planning :
Determining the
origins major HRM
needs strategies and
policies
Personnel
research and
information
systems
Focus : assuring a
personnel
information base
From the above introduction about Human Resource management, it has been
pretty clear that how important is human resource and its allocation. Again it
depends on human resource planning. So the next question which arises is what is
Human Resource Planning?
16
17
great deal of time and effort to the physical organisations of the industry. During
the nineteenth Century the average employer in their efforts to reduce costs
centralised their attention upon management of men and machines. Man
management is basically concerned with having right type of people available as
and when required and improving the performance of the existing people to make
them more productive on their job.
Recruitment forms the first stage in the process which continues with selection
and ceases with the placement of the candidates. It is the next step in the
procurement function, the first being the manpower planning. Recruitment makes
it possible to acquire the number and types of people necessary to ensure the
continued operation of the organisation. Recruiting is the discovering of potential
applicants for actual or anticipated organisational vacancies. In other words, it is a
linking activity bringing together those with jobs and those seeking jobs.
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.
18
SIGNIFICANCE OF STUDY :
Without focussing the pattern of management, organisation philosophy highlights
on achieving a surely where all citizens (employees) can lead a richer and fuller
life. Every organisation, therefore, strikes for greater productivity, elimination of
wastes, lower costs and higher wages, so the industry needs a stable and energetic
labours force that can boast of production by increased productivity. To achieve
these objectives a good recruitment process is essential. By which industry strikes
right number of persons and right kind of persons at the right time and at right
places through and the planning period without hampering productivity.
PURPOSE OF THE STUDY :
The objective of the study is to analyse the actual recruitment process in HCL ,
and to evaluate how far this process confirm to the purposes underlying the
operational aspects of the industry. How far the process is accepted by it ? And
what are the options of the family members of the organisation? The study on
recruitment highlights the need of recruitment in HCL InfosystemsLimited.
19
METHODOLOGY :
The study is carried on in a proper planned and systematic manner. This
methodology includes
(i)
(ii)
(iii)
Analysis of data.
(iv)
HYPOTHESIS
The organisation follows a systematic recruitment process, which contributes
towards continuous flow of production without shortage or excess of labours.
SAMPLING
The study covers 10 executive, 20 employees from different departments/
sections of HCL as sample in order to elicit relevant facts. Since it is not possible
to approach each and every manpower of the organization.
UNIT OF STUDY:
An executive and a worker irrespective of their position and placements in any of
the departments of the organization is considered as unit of study.
20
SECONDARY
1. Interview schedule
1. Diary
2. Questionnaire
2. Books
3. Opinion Survey
3. Other records
4. Magazines
21
22
ABOUT HCL
23
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.
24
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 marketvalue estimate over next 3 years for hardware products is Rs.79,000 crores
The Indian electronics and hardware industry has been lagging behind the
impressive performance of the software sector. Most of the hardware
requirements of the burgeoning software and telecom sectors are met by imports
which are about 25%.
The Ministry of Information Technology, Govt. of India has estimated that the
total requirement of hardware and components by 2008 would be in range of US$
160 billion and the investment required in the manufacturing facilities would be
US$ 16 billion. NASSCOM, the leading IT industry body estimates that to
achieve a software export target of US$ 87 billion in 2008, the hardware
requirement would be US$ 50 billion. By far the most comprehensive study was
carried out by Ernst & Young in association with MAIT, the hardware industry
body in 2002. It estimates that given the right incentives, India's electronic
25
i . exe
hardware industry has the potential to reach US$ 62 billion by 2010, twelve times
its existing size with the domestic market accounting for US$ 37 billion and
exports of US$ 25 billion. The major export opportunities would be in the area of
innovative new products, contract manufacturing and design services. This shows
that there are large opportunities for Indian companies to increase their strength
and grave these opportunities for future growth. HCL InfosystemsLtd is one of
those companies which are working to increase their network and making
innovative new products.
HCL InfosystemsLtd. is currently engaged in selling manufactured hardware (like
PCs, servers, monitors and peripherals) and traded hardware (like notebooks,
peripherals) to institutional clients as well as retail channel partners. Besides, it
offers hardware support services to existing clients through annual maintenance
contracts, net work consulting and facilities management.
In 2002-03, 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.
26
In the domestic home PC organized sector, HCL Infosystemsis the market leader.
Other players include Zenith Computers, IBM, Sun Microsystems, Wipro,
Hewlett Packard. Assembled personal computers have a large presence in the
domestic home PC market, accounting for a chunk of the total sales.
The overall market for desktop personal computers registered a 28.2 percent
growth during calendar year 2004 as compared to the previous year. What is
significant is that branded PCs continue to make impressive gains against the gray
market. According to IDC, the share of branded PCs grew from 36.2 percent in
2003 to 49.2 percent in 2004, registering an impressive growth rate of 74.3
percent. Interestingly, the gray market remained flat, registering a growth of 2.2
percent, while the total desktop PC market registered a growth of 28.2 percent.
According to IDC, the recent re-surfacing of finance-based purchase options had
an accelerating effect on the consumer desktop market, which is already
witnessing a consistent drop in end-user prices for both the branded and
unbranded PC segments. Among the vendors, HCL Infosystemsemerged as the
market leader with a share of 13.7 percent. The company registered a 91.4
percent growth during 2004 as compared to the previous year. HP followed HCL
with a market share of 11.9 percent. HP too grew at a blistering pace registering a
growth rate of 73.03 percent. IBM is in the third place with a market share of 6.2
percent.
IDC is not the only research firm confirming the signs of robust growth. Gartner,
in a recent report, states that the Indian desktop market grew by 31.5 percent in
2004. Says Vinod Nair, Analyst, Computing Systems, Gartner India, Peaking
27
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.
28
Units
(2003)
232,169
221,964
132,582
4,43,535
3,84,058
1,98,973
Percentage of Units
Shipped
13.7
11.9
6.2
Source : IDC I
Units (2003)
Branded 911,403
Grey
1,608,752
Total
2,520,155
Percentage of Units
Shipped
36.2
63.8
100
Year-on-Year
Growth(percent)
74.3
2.2
28.2
29
ZENITH
13%
WIPRO
8%
HCL
34%
HC
L
HP
IBM
WIPRO
ZENITH
IBM
15%
HP
30%
From the above figure we can clearly see that HCL emerged as the clear winner
among the branded PC companies with 34% or 13.7% of market share followed
by 30% or 11.9 % of market share by HP. IBM was third in the race with only
15% or 6.2% of market share of branded PC computers. Along with becoming
the market leader in branded PC HCL Infosystemsalso became 1.3 Billion
Dollar company in April 2006.
30
SUCCESS STORY
Vision, bravado and grit have seen HCL evolve from a dream of eight youngsters
in 1977 to the country's top IT group today, with revenues closing in on Rs 5,000
crore
1975: Six young men get together over a cup of coffee and snacks. The
conversation veers from cars and travel to jobs, career and the future. Since they
all work together, its only natural that they talk shop. They also explore the
possibility of starting a company of their own-one rooted in values, directed at
creating a market for its products in a segment hitherto unexplored, hardware.
Microcomp is born. The initial investment-all their savings, making up seed
capital of Rs 1.87 lakh.
"Six of us, all with DCM, wanted to start a computer company. But we didn't
have enough funds. We decided, therefore, to settle for a close second-we set up a
calculator company, Microcomp. We were, of course, working our way upward,
towards creating a computer company, till someone informed us that we would
need a license for the same. The Uttar Pradesh government was offering an open
license of this nature around that time. We acquired it and created Hindustan
Computers Ltd (HCL). The name itself had a reason behind it-it denoted
largeness, it was Indian, it was patriotic, it was perfect Two more of our friends
joined us later to set up Hindustan Computers in August 1976-that took the
number of people who started HCL up to eight," remembers Ajai Chowdhry, one
of that original group of eight and now President and Managing Director of HCL
31
Infosystems.
32
Chennai. I personally went to the airport in my old Fiat and delivered the units
personally to the IIT professors," recalls Chowdhry.
When MNCs weren't popular
If we tabulate the history of Indian business, 1977 will go down as a "funny" year.
It was in 1977 that the Janata Party government came to power. Among their first
actions on the commerce front-asking IBM and Coke, among other multinational
companies, to either increase the component of Indian holdings or move out.
They moved out. "That was a stroke of luck for us," says Chowdhry. "We created
an eight-bit computer, our first usage of Intel architecture. We went and sold that
to lots and lots of companies, among them a cement company that used four
floppies
to
manage
the
payroll
of
all
its
3,000
companies."
Three years later, in 1980, HCL became a Rs 2-crore company. "We decided to
expand overseas and entered the Singapore market, armed with some expertise in
hardware and targeting the SME market. However, once there, we realized that
the demand was more for solutions, not so much for boxes. We set up a software
factory in Chennai-we would go to customers and tell them we would do
everything-make the box, write the software, train the staff, maintain the
equipment, the works And we had to do $1 million in orders out of Singapore
between August 1 and December 31, 1980. That was the make or break point-less
than that and we wouldn't have the cash flow to run the company." In the nick of
time is how things worked out-HCL Singapore managed that figure on the
morning of December 31.
33
34
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 were
in
big
trouble-our
overheads
were
high,
we
had
no
revenues"
35
36
ChannelSales
& Support
Small Business
NetManager - Intel
Servers
BusyBee Indias First
Desktop (86)
Security products
Thin Clients
Sun Servers &
Workstations
Monitors
Keyboards
Direct Sales & Support
Enterprise
37
HCL Advantage
HCL Infosystemsdraws it's strength from 27 years of experience in handling the
ever
38
technology leaders.
Using own R&D HCL has:
- Created own UNIX & RDBMS capability (in 80s).
- developed firewalls for enterprise & personal system security.
- launched our own range of enterprise storage products.
- launched our own range of networking products.
HCLI strive to understand the technology from the view of supporting it post
installation as well. This is one of the key ingredients that go into strategic
advantage.
HCL Infosystemshas to its claim several technology pioneering initiatives.
Some of them are:
39
Started in 1996 - with only Unit 1 - it now has 3 Units (Unit 1,2,& 3) with a built
up area of 3,23,000 sq. ft., PMO has a monthly capacity to make 50,000 desktops
and 2000 servers. The infrastructure is state of the art , one of the best & largest in
India.
All 3 factories are ISO 9001:2000 and ISO 14001 certified. PMO was also
Awarded MAIT Level 2 - by European Foundation for Quality Management in
the year 2001 . HCL was also awarded ELCINA's (Electronic Component
Industries Association) Quality Award for the year 2002- 2003
PMO also has Product Engg Group (PEG) and R&D teams constantly engaged in
developing new products and solutions.
Driven by a strong Manufacturing Objective
"WE SHALL DELIVER DEFECT-FREE PRODUCTS, SERVICES AND
SOLUTIONS TO MEET THE REQUIREMENTS OF OUR EXTERNAL
AND INTERNAL CUSTOMERS, THE FIRST TIME, EVERY TIME."
All processes in the manufacturing are aligned to this guiding objective . A strong
emphasis of "Quality by Process" is ensured across all processes. The products
manufactured here undergo stringent tests that ensures their ruggedness &
durability , which may be deployed anywhere in India and may have to face
severe conditions like - heat , humidity , rough transportation & handling .Our
40
products undergo drop tests , hot & cold temperature chamber , client-site
simulation tests , reliability tests et al .
Computers are shipped to locations all over India with an extensive network of
professional logistic support partners.
There is also a Customer satisfaction cell, in plant, to take care of problems
reported from field.
Customers, sales & marketing, support personnel, dealers & distributors are
encouraged to visit the plant to see, for themselves, what all goes in making a
quality computer system.
Philosophy of Quality
"We deliver defect-free products, services and solutions to meet the
requirements of our external and internal customers, the first time, and every
time."
41
Over the last 20 years,HCL has adapted to newer and better Quality standards that
helped us effectively tie Quality with Business Goals, leading to customer and
employee
satisfaction.
defect rates and improves cycle times in various processes, including personal
quality.
HCL has received MAIT's 'Level II recognition for Business Excellence' for initiatives in
the Information Technology Industry, adding another commendation to progress.
MAIT's Level II recognition is based on the 'European Foundation for Quality
Management'
(EFQM),
for
gaining
quality
leadership
and
business
competitiveness.
Our certifications / awards in 2003 include ISO 9001-2000 certification by BVQI for
Infostructure
Services
(for
2002-03. The ELCINA award criteria considers two aspects. (1) Enablers
(Leadership & Management commitment, Resource Management, Product
Realisation, Measurement Analysis & Improvement) and Results (Product
Quality, Customer / Stake holder satisfaction , Business results).
The tryst for continuous quality improvement is never-ending in HCL. HCL
always strive to maintain high quality standards, which help us fulfill mission to
provide world-class information technology solutions and services, to enable
customers to serve their customers better.
CUSTOMER SATISFACTION
One of the cornerstones of strategy has been a very strong customer focus. 27
years of experience in servicing a varied range of customer requirements has
given domain knowledge of customer's business. As a result of this it is able to
43
provide exact solution to customers' needs. During these years they have been
able to cement their relationship with customers and gaining their trust and
confidence as well.
Today for desktop PC, they have more than 8 lakh units installed units. HCL
enjoy considerable market share in segments like Government, Banking &
Finance and Education & research.
SUPPORT SERVICES
HCL InfosystemsService Support infrastructure is one of the widest in the
country. No matter where you are, there's an HCL Service Centre near by.
Products are backed by an extensive direct support infrastructure spread across
170 locations nationwide which offer 24 x7 support offering for critical sites.
Channel strength is a balanced mix of retail outlets, resellers & distributors. It was
strong focus on distribution network that led HCL in devoting few brands
exclusively for channel. They are - Beanstalk, BusyBee, Netmanager (servers),
and recently launched EzeeBee. Today distribution network helps it take a varied
product range to customers in every nook & corner of the country .The product
range includes DeskTop PCs, Servers, Laptops & Pocket PCs.
44
As is evident from the definition of the concept the entire theme revolves
centrally around human resource and its role in enabling simultaneous satisfaction
of individual and organizational goals.
The immediate conclusion that follows from this is that the prime movers of the
organisation are the individuals. The process of bringing employees into the folds
of organisation is termed as recruitment and can be unambiguously treated as the
central pillar for foundation stone of the entire concept of human resource
management.
It is easy to see why recruitment has accorded such a high position out of the
various facets of human resource management. The reason is simply that unless
one has human resource in the organisation whom will the human resource
managers manage or whose energy will they channalise productively and usefully.
45
Keeping this idea into mind this Projects is an attempt to study various options
that are available both theoretically as well as practically for an organisation to
launch itself into the task of recruitment.
DEFINITION
The success of and organisation largely depends upon the Team of the skilled and
qualified human resources who are chosen out of number of applicants for the
job. It is the primary duty of the HRD department to procure and maintain an
adequate qualified working force of various personnel necessary for manning the
organisation.
Procurement function of
functions- (A) Recruitment; (B) Selection: and (C) Placement on the job.
46
47
OBJECTIVES
1. To structure the Recruitment policy of HCL InfosystemsLimited for different
categories of employees.
2. To analyse the recruitment policy of the organisation.
3. To compare the Recruitment policy with general policy.
4. To provide a systematic recruitment process.
SCOPE OF RECRUITMENT
It extends to the whole Organisation. It covers corporate office, sites and works
appointments all over India.
It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management
and Senior Management cadres.
48
CATEGORY II
CATEGORY III
CATEGORY IV
CATEGORY V
VP & above.
49
ORGANISATION STRUCTURE OF
HCL
A brief introduction to Divisional / Departmental heads.
50
VP-BUSINESS DEVELOPMENT:
He is the main source of Business Procurement to MHD.
SR.GENERAL MANAGER
He is responsible for marketing, Design, Estimation and Projects Management.
51
these
52
53
Department
Job Code
Date..
REQUIREMENTS
1. EDUCATION : Ability to read and understand production orders and to make
simple calculations. Preferably High School Certificate.
2. TRAINING AND EXPERIENCE: No special training required . Requires one
month experience to learn job duties and to attain acceptable degree of
proficiency.
3. PHYCIAL EFFORT: No special physical effort is required.
4. MENTAL SKILL: Requires reasoning to interpret instructions and drawings
and productions orders. Must be able to concentrate when operating.
5. SUPERVISION : Routine checking and no close supervision required. Specific
but no detailed instructions.
6. Responsible for own work only. Only routine responsibility for safety of
others.
PROCEDURE OF RECRUITMENT
Following process of Recruitment has been followed in HCL .
1. REQUISITION
1) For new requirement or for replacement a manpower the given requisition
format is to be filled up by Head of the Division/Department and forwarded to
HRD after obtaining MDs approval.
54
INTERVIEW SCHEDULE
Date:
Venue:
Position:
TIME
REMARKS
55
We take this opportunity to thank for the interest you have shown in joining our
organisation.
Yours sincerely,
For HCL InfosystemsLtd.
Authorized Signatory
Preliminary interview of the candidates is conducted by HRD based on Personal
Data Format given below filled up by the candidate with the help of technical
person along with the Dept. Head.
56
Present Address
________________________________________________________________
____________________________Phone_______________________________
permanent Address
_____________________________________________________________
__________________________Phone______________________________
Date of Birth:
Marital Status:
Languages Known
_________________
__________________
Religion:
Sex:
Nationality:
Date of Marriage:
Speak
Read
Write
Fathers Name
& Occupation
Spouse Name:
Occupation
No. of children:
57
Institution/
University/Board
Years
From
To
Main Subject
Division &
% of marks
Publication &
Membership
Special Interest/Hobbies
Name of
Employer
Designati
on
Nature of Duties
Performed
Gross
Salary
58
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 .:
Off.:____________ Res.:___________
Off.:_ __________ Res.:___________
59
Others
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___________
CATEGORY
PRESENT
ACTUAL
P.M.
OFFERED
ACTUAL
P.M.
60
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.
61
ACCOUNTS DEPARTMENT
OUTSTATION CANDIDATE
TRAVEL EXPENSES REIMBURSEMENT
NAME
:
------------------------------------------------------------------------ADDRESS :------------------------------------------------------------------------INTERVIEW DATE :-------------------------- POSITION :----------------------
DATE
PLACE(FROM-TO)
FARE(AMOUNT RS.)
TOTAL :
DATE :
SIGNATURE OF THE CANDIDATE
HRD DEPARTMENT
62
LETTER OF INTENT
With reference to your application and the subsequent interviews you had with us,
we are pleased to offer you the position of ______________ in our organisation
at mutually agreed terms and conditions based at _______________. However
you are liable to be transferred to any of our sites / sister concerns / associates
companies at the sole discretion of the management.
You will report for work on _____________at______________, failing which
this offer will stand automatically withdrawn. The detailed letter of appointment
will be issued to you on your joining.
Please submit the following documents at the time of joining :1. 3 passport size photographs.
2. Copy of last appointment letter, relieving letter & salary certificate.
3. Photocopies of educational and experience certificates.
Please sign you to our organisation and wish you a successful career with us.
Yours sincerely,
For HCL InfosystemsLtd.
Authorized Signatory
V) JOINING FORMALITIES
On the joining detailed appointment letters are issued as per below mentioned
levels:1) APPOINTMENT LETTER Language for below Asst. Manager level is given
in the following format .
63
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)
2)
EMOLUMENTS:
A)
You shall also be entitled to benefits like Bonus, Gratuity, PF, ESI &
L.T.C as per rules of the company.
B)
64
4. During the period of your employment, you shall not secure or try to secure
any other post and undertake any course of study or work on part time basis
without the pronouncement or the Management in writing. You will also not
hold any office of profit outside the company or engage yourself in any other
trade or business either part time, or full time, whether for profit or gain, or on
honorary basis or otherwise, engage in an insurance agency or commission
agency etc. without the prior written permission of the management.
5. Your hours of attendance shall be regulated to suit the duties entrusted to you
from time to time, subject to the statutory provisions.
6. You shall be governed by the rules and regulations of the company in force
from time to time, that may be applicable to you.
65
8. In case any misconduct is alleged against you, you are liable to be suspended
forthwith without any salary or allowance, pending such inquiry, if in an
inquiry you are exonerated of the charges, you will be entitled to full salary as
if you were on duty. In the event you are found guilty of the charges levelled,
irrespective of the punishment imposed, you shall not be entitled to any
payment for the period of suspension.
9. The above mentioned terms and conditions of services shall prevail so long
as the same are not either modified or they will also be subject to such other
66
in
the
organisation
is
conditions expressly enumerated above are acceptable to you, please sign the
duplicate copy of this letter in token of your having read, understood and
accepted the terms and conditions mentioned above.
12. Please note that the court of jurisdiction shall be at New Delhi.
We welcome you to our organisation and wish you a successful career with us.
Yours sincerely,
For HCL InfosystemsLimited,
AUTHORISED SIGNATORY
ACCEPTANCE
I have clearly understood the terms and conditions mentioned in this letter of
appointment and I hereby accept the same.
NAME
SIGNATURE
DATE
67
Designation :
Your position in the company will be
2)
Date of Joining:
Your date of joining the services in the
organisation is
3)
Probation Period:
Ordinarily your period of probation will be
Six months from the date of joining. Management may extends the
probation period depending upon your performance. On successful
completion of probation, you will be issued a confirmation letter.
During the probation period, your services are liable to be
terminated without assigning any specific reason, whatsoever
without giving any notice. After confirmation the notice period
will be one month or one months basic salary on either side.
4)
Salary Details:
Your Basic Salary will be Rs. ./- p.m.
(Rupees only)
In addition you will be entitled to House Rent Allowance of Rs.
/- p.m.
(Rupees only)
You will entitled to reimbursement of Local Travelling Expenses
upto a maximum limit of Rs. /- p.m. (Rupees
. only)
You shall also be entitled to benefits like ESI/Medical
Reimbursement, LTC, Bonus Exgratia, Gratuity & PF as per rules
of the company.
68
5)
Place of Posting:
6)
7)
8)
Please sign the duplicate copy of this letter signifying your acceptance and
return it to us.
We welcome you to our organisation and wish you a successful career
with us.
With best wishes,
Yours sincerely,
For HCL InfosystemsLimited,
AUTHORISED SIGNATORY
SIGNATURE
DATE
69
3) Appointment letter language for sr. manager and above is given in the
following format.
FOR SR. MANAGER AND ABOVE
Dear Mr. .
Date
APPOINTMENT LETTER
With reference to the offer letter no.____________________
dated
______________, we are pleased to appoint you in our organisation on the
following terms and conditions:1)
Designation
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.
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.
70
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
71
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.
72
HCL InfosystemsLimited
NEW DELHI
DATE:
HRD DEPARTMENT
NEW DELHI-110 020
JOINING REPORT
This is to inform you that I have joined the organisation as
On
in
intimated to you.
NAME :
SIGNATURE:
DATE:
73
VI)
1.
2.
3.
4.
5.
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 training and the rage of labor turnover.
This source of recruitment is generally adopted to fill vacancies of middle and top
personnel.
EXTERNAL SOURCES:
It is always not possible to recruit the employees from within, especially
vacancies at lower level or recruitment at the time of expansion of the firm or
where job specification cannot be met by the present employees, the employer has
to go to external sources of manpower supply. Amongst the most commonly used
outside sources are as follows:
1. ADVERTISEMENT:
Advertisement in newspapers and journals is now an external popular source of
recruiting staff. For all types of types of vacancies employers resort to advertising
but it is the most suitable source for filling the vacancies of technical and senior
personnel. All particulars regarding the job and the qualifications of the
perspective candidate are given in their advertisement. Candidates processing the
requisite qualification apply for the job.
74
2. TECHNICAL INSTITUTIONS:
Campus interview is a very useful source of recruitment for a full range of jobs.
The employment managers of the enterprises maintain a close liaison with the
University and Technical institutions. This method is used for recruiting Officer,
Apprentices, Engineers or Management Trainees. Technical Institutions empanel
the promising young talents for employment and refer their names to the
prospective employers as and when asked for.
3. EMPLOYMENT EXCHANGE:
Employment exchanges are regarded as good source of recruitment for unskilled,
skilled or semiskilled operative jobs. The job seekers get their names registered
with employment exchanges managed and operated by the Central and State
Government. The employers notify the vacancies to be filled in by them to such
exchanges and the exchanges refer the names of prospective candidates to them.
4. PRIVATE AGENCIES:
Some private agencies are also doing a great service in recruiting technical and
professional personnel. They provide a nationwide service in attempting to match
the demand and supply of personnel. Many private agencies tend to specialize
supply of personnel. Many private agencies tend to specialize in a particular type
of jobs like Sales, Marketing, Technical Professional.
5. PERSONNEL CONSULTANTS:
Consultants who specialize in the recruitment of managers and other senior
officials are now being called upon to assist the management in filling of these
posts. Companies hire the services of these consultants at the time of recruitment
of the senior officials. These consultants agencies, on receiving requisition from
the client companies, advertise job description in leading newspapers and
periodicals without disclosing the names of the employers.
6. PROFESSIONAL BODIES:
Some professional institutions like Institute of Chartered Accountant , I.C.W.A.I.,
Institute of Company Secretary etc. maintain a register of qualified persons from
which they recommend the names of the job seekers to the employers when asked
for.
75
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.
11. TRADE UNION:
In some companies trade unions also assist in recruiting the staff. This sense of
cooperation helps in developing the better labor relations. This source of labor
supply cannot be relied upon on the ground that sometimes trade unions support a
candidate who in not fit for the job and is not acceptable to management. Such
view really worsens the labor relations.
However, this method is not being adopted by out organisation.
76
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.
2.
3.
4.
5.
6.
7.
Achievement
Aptitude
Interest
Personality
Intelligence.
Leaderless Group Discussion
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
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, dominancesubmission, ability to lead and ambition are more suitably measured by the
personality test.
77
5. INTELLIGENCE TEST
This tests generally aptitude ones. The scores on intelligence tests are usually
expressed as Intelligence Quotient (IQ), which are calculated by the following
formula.
Mental Age
IQ= --------------- x 100
Actual Age
6. LEADERLESS GROUP DISCUSSION
The essential feature of this technique is that instead of the candidates being
interviewed separately, they are brought together in gourp of six to eight for
informal discussion, and absolved and evaluated by the selectors. The two kinds
of group discussions are one, where the group is given a problem to discuss and
the individual member is free to choose his own approach to solving this problem;
and two, where each individual is allotted an initial position and supplied with
supporting information to defend his position.
The advantage of this method is that the decision to hire a person can be made
within a very short time, and the selector can evaluate the 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.
78
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
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.
79
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.
80
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
81
COMPARATIVE
STATEMENT
OF
MANPOWER
POSITION
PROFITABILITY OF THE ORGANISATIONS SINCE LAST 10 YEARS
YEAR
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
1997
1998
1999
2000
2001
2002
2003
2004
&
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.
82
YEARWISE EXECUTIVES (VP AND MANAGERS) AND NONEXECUTIVES (SUPERVISORS AND STAFFS) STRENGTH OF M/S.
HCL.
YEARS
EXECUTIVES
NON-EXECUTIVES
RATIO
1997
16
154
1:10
1998
16
154
1:10
1999
17
158
1:9
2000
15
150
1:10
2001
18
160
1:9
2002
20
165
1:8
2003
20
165
1:8
2004
16
155
1:10
From the perusal of the above table it is found that the ratio of span of control of
HCL, is approximately 1:10 which is very good for an organisation in increase in
the productivity for better cost control. But it may not leads to proper supervision
and quality of work. Optimum utilisation of non-executives staff may not be
achieved.
83
OPINION SURVEY:
Certain schemes yield more fruitful results in certain conditions and with some
specific objectives.
organisation to organisation.
automatically, the people who implement the system that matters just as the
authority without acceptance have no meaning. Recruitment process without trust
of employees and organisation has no value how hobble the objective may be so
an attempt is made to study the attitude of those who are participating in
recruitment process before giving any suggesting and concluding remarks. For
this purpose research has taken opinion of 20 executives and 50 worker/employee
of different departments/sections of the organisation. The questionnaire prepared
and circulated may them is reproduced below indicating their responses to each
question.
Yes
No
No Response
40%
50%
10%
50%
10%
80%
10%
70%
20%
10%
60%
30%
10%
65%
10%
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?
b) Effective utilisation of human resources?
schedule?
60%
84
in
manpower
recruitment
in
your 85%
5%
10%
10%
80%
10%
60%
10%
35%
55%
10%
65%
25%
10%
65%
25%
10%
13. How are you controlling the shortage and excess of 50%
40%
10%
90%
Nil
10%
90%
Nil
10%
Nil
90%
10%
organisation?
7. Do you think that the personal recruited from
external sources is more desirable than the internal
sources?
8. Whether cost benefit analysis is done before
recruitment?
manpower?
A) By employing casual worker
b) By employing extra hours
c) By lay off / retrenchment
From the response indicated above it appears that the prevailing recruitment
policy has definite impact on the organisation. Most of the executives showed
85
86
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%
87
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.
material, money, machines all things will not be properly utilized. So it always
recruits manpower in a scientific manner.
88
89
SUGGESTIONS
90
ANNEXURE 1
QUESTIONNAIRE TO EXECUTIVE
1. a) Name of the respondent :
b) Date of joining:
c) Employment NO:
d) Designation:
e) Department:
2. Details of the Organisation:
a) Name :
b) Address:
c) Nature of Production:
d) Location;
e) (i) Are the organisational activities
concentrated anywhere? (Yes/No)
(ii)If yes, then where?
f) When started?
g) Production figure of last 10 years
YEAR
TARGET
ACTUAL PRODUCTION
1999
2000
2001
2002
2003
91
2004
2005
2006
2007
2008
h) Capital invested in the last 10 years:
YEAR
CAPITAL INVESTED
1999
2000
2001
2002
2003
2004
2005
2006
2007
2008
i)
i. 1999 2000
Unskilled
2001
ii.
Semiskilled
iii.
Skilled
iv.
Highly skilled
2002
2003
2004
2005
2006
2007
2008
92
2001
2002
2003
2004
2005
2006
2007
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)
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.
93
2008
(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)
94
(ii)
employees?
(b) Which type of training for imparting training facilities to the employees?
(Yes/No)
11. (a) Is there any promotion facility provided to the employees in your
organisation ? (Yes/No)
(b) If yes, is it given on the basis of Efficiency/Seniority/the both
12. (a) What are the welfare amenities provided in your organisation?
Crche
Yes/No
Canteen
Yes/No
Recreation
Yes/No
Medical
Yes/No
Conveyance
Yes/No
Yes/No
95
13. (a) How do your manage the shortage of manpower in your organisation?
By way of retrenchment/lay off/ the both/No one.
(b) How do you manage the shortage of manpower in your organisation?
Recruiting casual workers/Engaging overtime/Recruiting permanent
workers/the both
14. Since the technology follow by the organisation is not up-to-date. It needs
rationalisation is there
any future plan to bring latest technological
know-how? (Yes/No)
15. If so how and it what way it is going to affect the overall manpower
recruitment in the organisation.
96
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
c) Do you feel that any extra manpower is needed for your organistaion?
Yes/No
97
4. a)
If yes, is it on the job training loft the job training / off the job training?
b)
i
Yes/No.
j
c)
b)
6.
b)
both.
98
n
8. What types of facilities the company is extending for you?
Creche
Yes/No
Canteen
Yes/No
Recretion
Yes/No
Medical
Yes/No
Conveyance
Yes/No
Yes/No
99
BIBLIOGRAPHY
10