8/3/2019 Shruti Report Repaired) (2)
1/80
A
SUMMER TRAINING REPORT
ON
RECRUITMENT & SELECTION IN HCL
SUBMITTED IN THE PARTIAL FULFILLMENT FOR THE DEGREE OFMASTER OF BUSINESS ADMINISTRATION
SUBMITTED TO: SUBMITTED BY:KURUKSHETRA UNIVERSITY SHRUTI ARORA
MBA III SEM01210044
ACKNOWLEDGEMENT
1
8/3/2019 Shruti Report Repaired) (2)
2/80
The compilation of the subject matter for a project report always involves creation of huge debt
towards innumerable Publications, Teachers and Managers. I hereby put my sincere thanks to
one and all.
A vote of special thanks goes to my project incharge who has been a constant guiding force
throughout the course of this project, and whose immense support and cooperation has made the
completion of this project possible. Her suggestions with regards to the project and the
methodology were of immense help. I also pay my heartiest gratitude to all my faculty members
as without their cooperation I am unable to complete my project.
Last but not the least i thanks god for giving me such acooperative environment.
DECLARATI ON
I, Shruti Arora, Student of Master of Business Administration at Doon Valley Institute Of
2
8/3/2019 Shruti Report Repaired) (2)
3/80
Engineering & Technology, Kurukshetra University, declare that the project on
Recruitment and Selection in HCL is my original work and has not been produced
previously. I present this work for the accomplishment of my degree.
Shruti Arora
Roll Number 01210044
3
8/3/2019 Shruti Report Repaired) (2)
4/80
CERTIFICATE
This is to certify that this project entitled RECRUITMENT & SELECTION IN HCL is
prepared and completed successfully by Shruti Arora, student of Doon Valley Institute of
Engineering& Technology, Kurukshetra University, and Roll Number 01210044 under my
guidance.
The thesis has been completed to my satisfaction and I wish her all the best in her future
endeavor.
4
8/3/2019 Shruti Report Repaired) (2)
5/80
TABLE OF CONTENTS
INTRODUCTION
OBJECTIVES OF THE STUDY
INDUSTRY PROFILE
COMPANY PROFILE
ABOUT THE TOPIC
RESEARCH METHODOLOGY
DATA INTERPRETATION & ANALYSIS
FINDINGDS
CONCLUSION
LIMITATIONS
RECOMMENDATIONS AND SUGGESTIONS
BIBLIOGRAPHY
ANNEXURE
5
8/3/2019 Shruti Report Repaired) (2)
6/80
INTRODUCTION
Employees well selected and well-placed would not only contribute to the efficient
running of the organization but offer significant po tential for future replacement.
Recruitment is concerned with both engaging the required number of people, and
measuring their quality. It is not only a matter of satisfying a companys needs, it is
also an activity which influences the shape of the companys future. It is a process
that not only helps to select and fi ll a vacancy phys ically, menta lly, and
temperamentally but also helps to develop an employee into a desirable employee.
Selection process searches persons with potential who would grow in the
organization.
The organizational practices in selection in India vary considerably. The private and
public sector organizations differ in their selection practices. Selection for public
sector undertakings is governed by the principles laid down in 1961 (Prasad, 1973)
and are operationalised by Public Enterprises Selection Board, Union Public Service
Commission, National Insti tute of Bank Management, Subordinate Services
Commission, etc.
The process of selection begins with the understanding and definition of the job to
be performed by those involved in selection. These are then converted into job
specifications (qualifications) which are made public. Job opportunities should be
publicized in such a way that they enable the organization to draw upon prospective
candidates from a wide cross- section of the society.
6
8/3/2019 Shruti Report Repaired) (2)
7/80
Systematic and planned selection helps the organization to derive the following
advantages:
It helps to generate only relevant applicants through a self- selection
process on the part of the potential applicants. It thus saves time and money
Careful selection is functional in choosing highly motivated employees
and thus develops a culture of a committed way of work life. Pareek and Rao (1981)
suggest that through proper selection of new entrants i t is possible to build a
desirable culture and desirable norms in the organization. Once such a culture is
established it also influences the new entrants orientation.
Proper selection also ensure high degree of satisfaction among the
employees by letting they know that their capabilities are being properly utilized and
that they are now wasting their time and talent. This feeling is likely to raise the
morale of the employees and may result in higher levels of commitment and
productivity.
It ensures supply of the right type of personnel in a short duration of
time.
In any selection there are chances of selecting a wrong person and also chances of
losing a r ight person. Both are equally costly to the organization. Systematic
selection ensures minimization of such errors:-
Error of omission
Error of commission
7
8/3/2019 Shruti Report Repaired) (2)
8/80
It helps in building the image of the organization: It ensures purely objective, merit-
related selection and hence establishes an image of impartiality. This attracts more
qualified and better candidates to the organization.
Systematic selection is a tremendous blessing for human resources information
systems. I t provides a useful data bank for personnel audit and research, and
potential for upward mobility in the organization.
8
8/3/2019 Shruti Report Repaired) (2)
9/80
RESEARCH OBJECTIVES
To analyze various activities undertaken by HCL involved in recruitment and selection
processes.
To study how the management decides about recruiting the right person at the right place.
To study about the types of recruitment in HCL
To analyze the trends in the IT Industry.
To study the various methods adopted for recruitment procedure by HCL.
To study the employees perception towards the recruitment and selection procedures.
INDUSTRY PROFILE
9
8/3/2019 Shruti Report Repaired) (2)
10/80
The computer systems design and related services industry is among the economys largest and
fastest sources of employment growth. Employment increased by 616,000 over the 1994-2004
period, posting a staggering 8.0 increased by 453,000 translates into 1.6 million jobs, and
represents a relatively slower annual growth rate of 3.4 percent as productivity increases andoffshore outsourcings take their toll.
However, the main growth catalyst for this industry is expected to be the
persistent evolution of technology and business' constant effort to absorb and integrate these
resources to enhance their productivity and expand their market opportunities.
Employment of computer and information systems managers is expected to
grow between 18 to 26 percent for all occupations through the year 2014.
MAJOR INDUSTRIES IN IT SECTOR: Some of the major industries ininformation technology sector are as follows:
Compaq Computer Corporation- Compaq Computer Corporation is a personal
computer company founded in 1982. Once the largest supplier of personal computing systems in
the world, Compaq existed as an independent corporation until 2002, when it was acquired for
US$25 billion by Hewlett-Packard.
The company was formed by Rod Canion, Jim Harris and Bill Murto former
Texas Instruments senior managers. The name "COMPAQ" was derived from "Compatibility
and Quality", as at its formation Compaq produced some of the first IBM PC compatiblecomputers. Prior to its takeover the company was headquartered in northwest unincorporated
Harris County, Texas, United States. The products produced by Compaq are desktops,
notebooks, servers, telecommunications equipment& software
Wipro Limited - Wipro Limited is a global information technology (IT) services
company headquartered in Bangalore, India. According to the 2011 revenue, Wipro is the
third largest IT services company in India and employs more than 122,000 people
worldwide as of March 2011.
Wipro is ranked 31 globally in 2011 in the list of IT service providers. It is 9th most valuable
brand in India according to an annual survey conducted by Brand Finance and The Economic
Times in 2010. Wipro provides outsourced research and development, infrastructure outsourcing,
business process outsourcing (BPO) and business consulting services. The company operates in
three segments: IT Services, IT Products, Consumer Care and Lighting. Wipro BPO employs
over 22,000, of whom 3,150 are at its Hyderabad campus. The planned new recruitments will be
from among science and commerce graduates and under-graduates. It was founded in 2002,
10
8/3/2019 Shruti Report Repaired) (2)
11/80
Wipro BPO has operations in Delhi, Pune, Kolkata, Chennai, Mumbai, Hyderabad, Navi-
Mumbai (Belapur) Greater Noida, Mysore and Kochi in India. It also has offices in Shanghai and
Cebu in Asia and Curitiba in Brazil and Wroclaw in Poland. It has 44 clients in segments such as
banking & capital markets, insurance, travel & hospitality, hi-tech manufacturing, telecom and
healthcare. In 1966 Azim Premji, still the majority shareholder as the chairman of the companyat the age of 21 and with the passage of time transformed it into one of the largest IT outsourcing
services provider of the world.
Polaris software-It wasfounded in 1993, Polaris Software is a leading Financial Technology
company headquartered in Chennai. With its comprehensive portfolio of products, smart legacy
modernization services and consulting, Polaris offers state-of-the-art solutions for Core Banking,
Corporate Banking, Wealth & Asset Management and Insurance. Polaris is the chosen outsourcing
partner for 9 of the top 10 global banks and 7 of the 10 top global insurance companies. Polaris believes
that value creation in an outsourcing relationship grows as customer relationships mature with time.
Relationship, expertise, technology, Intellectual Property and Global Reach are the routes that enable the
company to come closer to its customers worldwide.In 1993Polaris Software Lab Ltd was incorporated
In 1997, it was awarded as the most innovative company. In 2000, it has its wholly owned subsidiaries in
USA, Australia & Germany
Hewlett-Packard Company - Hewlett-Packard Company commonly referred
to as HP, is an American multinational information technology corporation It, is an
American multinational information technology corporation headquartered in Palo Alto,
California, USA. The company was founded in a one-car garage in Palo Alto by Bill
Hewlett and Dave Packard. Now it is one of the world's largest information technology
companies, operating in nearly every country. HP specializes in developing and
manufacturing computing, data storage, and networking hardware, designing software
and
delivering services. Major product lines include personal computing devices, enterprise,
and industry standard servers, related storage devices, networking products, software anda
diverse range of printers, and other imaging products. HP markets its products to
households, small- to medium-sized businesses and enterprises directly as well as via
11
8/3/2019 Shruti Report Repaired) (2)
12/80
online distribution, consumer-electronics and office-supply retailers, software partnersand
major technology vendors. HP also has strong services and consulting business around its
products and partner products.HP's posted net revenue in 2010 was $126.3 billion, in
2009net revenue was $115 billion, with approximately $40 billion coming from services. In
2007, HP's revenue was $104 billion, making HP the first IT company in history to report
revenues exceeding $100 billion. In 2008 HP retained its global leadership positioninkjet,
laser, large format and multi-function printers market, and its leadership position in the
hardware industry. Also HP became No.2 globally in IT services as reported by IDC &
Gartner.
Dell, Inc.-Dell inc. is an American multinational information technology
corporation based in Round Rock, Texas, United States, that develops, sells and supports
computers and related products and services. Bearing the name of its founder, Michael
Dell, the company is one of the largest technological corporations in the world,employing
more than 103,300 people worldwide. Dell is listed at number 41 in theFortune 500 list.
Dell has grown by both increasing its customer base and through
acquisitions since its inceptionnotable mergers and acquisitions including Alienware
(2006) and Perot Systems (2009). As of 2009, the company sold personal computers,
servers, data storage devices, network switches, software, and computer peripherals. Dellalso sells HDTVs, cameras, printers, MP3 players and other electronics built by other
manufacturers. The company is well known for its innovations in supply chain
management and electronic commerce. Fortune Magazine listed Dell as the sixth largest
company in Texas by total revenue. It is the second largest non-oil company in Texas
(behind AT&T) and the largest company in the Austin area.
Infosys Limited- Infosys Limited formerly known as Infosys Technologies Ltd.
but must not be confused with InfoSys Limited a UK based IBM Business Partner based in
Swindon UK), is a global technology services company headquartered in Bangalore, India
Infosys is the second largest IT company in India with 133,560 employees (including
Subsidiaries) as of March 2011. Infosys is ranked 28th globally in the list ofIT services
12
http://en.wikipedia.org/wiki/Bangalorehttp://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Information_technology_consultinghttp://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Information_technology_consultinghttp://en.wikipedia.org/wiki/Bangalore8/3/2019 Shruti Report Repaired) (2)
13/80
providing firms. It has offices in 33 countries and development centers in India, China,
UK, Canada, Brazil, Japan and Australia.
The company offers software products for the banking industry and business process
management services also provides end-to-end business solutions Infosys was founded on 2 July
July,1981 by seven entrepreneurs:N. R. Narayana Murthy, Nandan Nilekani, Kris
Gopalakrishnan, S. D. Shibulal, K. Dinesh, Ashok Arora, and withN. S. Raghavanbeing
officially the first employee of the company. The founders started the company with aninitial
investment ofINR10,000. The company was incorporated as "Infosys Consultants Pvt Ltd." in
Model Colony, Pune as the registered office.
COMPANY PROFILE
HCL (Hindustan Computers Limited) is a leading global Technology and IT enterprise whose
range of services spans Product Engineering and Technology Development, Application
Services, BPO Services, Infrastructure Services, IT Hardware, Systems Integration, and
Distribution of Technology and Telecom products in India. The HCL Enterprise comprises two
13
http://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Chinahttp://en.wikipedia.org/wiki/UKhttp://en.wikipedia.org/wiki/Canadahttp://en.wikipedia.org/wiki/Brazilhttp://en.wikipedia.org/wiki/N._R._Narayana_Murthyhttp://en.wikipedia.org/wiki/Nandan_Nilekanihttp://en.wikipedia.org/wiki/S._D._Shibulalhttp://en.wikipedia.org/wiki/N._S._Raghavanhttp://en.wikipedia.org/wiki/Indian_Rupeehttp://en.wikipedia.org/wiki/Punehttp://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Chinahttp://en.wikipedia.org/wiki/UKhttp://en.wikipedia.org/wiki/Canadahttp://en.wikipedia.org/wiki/Brazilhttp://en.wikipedia.org/wiki/N._R._Narayana_Murthyhttp://en.wikipedia.org/wiki/Nandan_Nilekanihttp://en.wikipedia.org/wiki/S._D._Shibulalhttp://en.wikipedia.org/wiki/N._S._Raghavanhttp://en.wikipedia.org/wiki/Indian_Rupeehttp://en.wikipedia.org/wiki/Pune8/3/2019 Shruti Report Repaired) (2)
14/80
companies listed in India: HCL Technologies and HCL
Info systems. HCL Technologies is the IT and BPO services arm focused on global
markets, while HCL Info systems deals in the IT, Communication Office Automation Products
& System Integration arm focused on the Indian market. Today, HCL has 45,000 employees of
diverse nationalities, operating across 17 countries including 360 service centers in India. HCL
has global partnerships with several leading Fortune 1000 firms including several IT and
technology measures.
Shiv Nadar is the founder of HCL. He founded HCL in 1976 in a Delhi
"barsaati". In 1978, HCL developed the first indigenous micro-computer at the same time as
Apple and 3 years before IBM's PC. In 1980, HCL introduced bit sliced, 16-bit processor based
micro-computer. In 1983, HCL Indigenously developed an RDBMS, a Networking OS and a
Client Server architecture, at the same time as global IT peers. In 1986,
HCL became the largest IT company in India. In 1988, HCL introduced fine
grained multi-processor Unix-3 years ahead of "Sun" and "HP". In 1991, HCL entered into a
joint venture Hewlett Packard and HCL-Hewlett Packard Ltd. was formed.
. The joint developed multi-processor UNIX for HP and heralded HCL's entry
into contract R&D. In 1997, HCL Info systems was formed. In the same year HCL ventured into
software services. In 1999, HCL Technologies Ltd issued an IPO and became a public listed
company. In 2001, HCL BPO was incorporated and HCL Info systems became the largest
hardware company. In 2002, software businesses of HCL
Info systems and HCL Technologies were merged. In 2005, HCL set up first Power
PC architecture design centre outside of IBM. In the same year HCL Info systems launched sub
Rs.10, 000 PC. In 2006, HCL Info systems became the first company in India to launch the New
14
8/3/2019 Shruti Report Repaired) (2)
15/80
Generation of High Performance Server Platforms Powered by Intel Dual - Core Xeon 5000
Processor. Today, HCL has a turnover of over US$4billion.
The 3 decade old enterprise, founded in 1976, is one of India's
original IT garage start ups. Its range of offerings span R&D and Technology Services,
Enterprise and Applications Consulting, Remote Infrastructure Management, BPO services, IT
Hardware, Systems Integration and Distribution of Technology and Telecom products in India.
The HCL team comprises 55,000 professionals of diverse nationalities, operating across 18
countries including 360 points of presence in India
HCL has global partnerships with several leading Fortune 1000,
including
several IT and Technology majors. Along with the swiftly growing software technology industry,
HCL, which was hitherto known as the pioneer in modern computing made the advent into
software developmentHCL's R&D was spun off as HCL Technologies in 1997 to mark their
advent into the software services arena. Today, HCL sells more PCs in India than any other
brand, runs Northern Ireland's largest BPO operation, and manages the network for Asia's largest
stock exchange network apart from designing zero visibility landing systems to land the world's
most popular airplane. And this it does across 18 countries and across 360 service locations in
India.
I. Products & Services:
Product Engineering & Technology Development: The Engineeringand R&D services department runs the largest outsourced engineering center outside the US
which is a testimony to the 30 year product engineering experience. The company offers a
comprehensive range of R&D and Engineering services to component vendors, OEMs, ODMs
and ISVs across multiple industry segments and domains.
Infrastructure: HCL Infrastructure Management Division is focused on addressing
15
8/3/2019 Shruti Report Repaired) (2)
16/80
the growing demand for the cost-effective management of technology infrastructure across
geographically dispersed locations. IT Infrastructure Management is in the HCL DNA, drawing
resources from the 30 year pioneering heritage in the area of computing, in line with global
giants.
BPO: Business Processing Outsourcing is heading towards a maturity level where a
new form of BPO, called Transformational BPO, is evolving that constitutes Full Process
Outsourcing and Multiple Process Outsourcing. The evolving trend is more focused towards
compliance, time-to-market, focus on core process, and quality improvement rather than cost
savings.
Applications: Leveraging strong partnerships with platform / product companies, the team of
applications professionals deliver unprecedented value to few of the largest players in the field of
Financial Services, Retail and Healthcare.
Telecom and Imaging Products and Retail:HCL Infinet covers a range of telecom and
imaging products including enterprise networking. HCL tied up with Nokia in 1995 with the sale
and services of Nokia mobile phones in India.
IT Hardware:HCL Infosystems portfolio of products covers the entire spectrum of the
information technology needs of its customers. By virtue of the immense diversity of markets
and customers that it address, HCL Infosystems products offerings include everything from high
end enterprise level servers for mission critical applications to multimedia home computers.
16
8/3/2019 Shruti Report Repaired) (2)
17/80
Networking and Network Integration: Network Management involvesNetwork Monitoring of Bandwidth Utilization, Network Errors / Collisions,
Network Troubleshooting, Day-to-day Network Operations, Network
performance monitoring, Tuning Network Operating System and advise action
plan.
II. Historic Events / Press Room:
Awards:
India's Most Preferred Personal Computer Brand by CNBC AWAAZ Consumer Award2007
India's 'No. 1 PC Vendor' consecutively for six years.
HCL among the Top 3 IT companies for the last 3 years, DQ & IDC,Best EmployerSurvey,
'Best employer 2005' with Five Star Ratings
Top 50 Fastest Growing Technology Companies in India & 'Top 500 Fastest GrowingTechnology Companies in Asia Pacific' by 'Deloitte & Touche'
Vineet Nayar appointed to the Board of Directors at HCL Technologies
Noida, Aug 1, 2008 : HCL Technologies, Indias leading Global Technology and IT
Services company, announced that Vineet Nayar, CEO, HCL Technologies, has beenappointed to the Board of HCL Technologies as a Wholetime Director with effect from
August 1, 2008.
III. HCL Enterprise: HCL Enterprise is a leading global technology and IT
enterprise. Founded in 1976 and is one of the first Indian "IT garage startups," Founder,
Chairman and CSO, Shiv Nadar has led HCL Enterprise'impressgrowth. HCL Enterprise
operates two major businesses. One is the India-facing SI business operated by HCLInfosystems and the other is the global IT services business operated by HCL Technologies.
The 3 decade old enterprise, founded in 1976, is one of India's
original IT garage start ups. Its range of offerings span R&D and Technology Services,
Enterprise and Applications Consulting, Remote Infrastructure Management, BPO services, IT
Hardware, Systems Integration and Distribution of Technology and Telecom products in India.
17
8/3/2019 Shruti Report Repaired) (2)
18/80
The HCL team comprises 85,000 professionals of diverse nationalities, operating across 31
countries including 500 points of presence in India. HCL has global partnerships with several
leading Fortune 1000 firms, including several IT and Technology majors.
18
8/3/2019 Shruti Report Repaired) (2)
19/80
a) Vision and Mission
Vision Statement-
"To be the technology partner of choice for forward looking customers by collaboratively
transforming technology into business advantage."
Mission Statement-
"We will be the employer of choice and the partner of choice by focusing on our
stated values of Employee First, Trust, Transparency, Flexibility and Value Centricity."
b) Board of Directors-
SHIV NADARFounder of HCLChairman & chief strategy officer of HCL Technologies
19
8/3/2019 Shruti Report Repaired) (2)
20/80
VINEET NAYARVice Chairman & CEO, HCL Technologies Ltd
AJAI CHOWDHRYFounder - HCL
Chairman & CEO - HCL Info systems
T S R SUBRAMANIANDirector
20
8/3/2019 Shruti Report Repaired) (2)
21/80
ROBIN ABRAMSDirector
AMAL GANGULIDirector
PROBIR CHANDRA SENDirector
21
8/3/2019 Shruti Report Repaired) (2)
22/80
SUBROTO BHATTACHARYADirector
c) Geo Spread: HCL has global network of offices in 26 countries. Canada,China, Europe,
Hong Kong, India, Middle East, Japan, US, Latin America, Singapore, Malaysia, Australia &
New Zeeland.
d) Business Lines: Value is created by integrating services for optimization at interface
points and greater end-business impact.
Engineering and R&D Services
Hardware Engineering, Embedded Engineering, Mechanical Engineering,
Software Product Engineering
Enterprise Transformation Services
Business Transformation,Technology Transformation
Application Support & Maintenance
Enterprise Application Services
SAP, Oracle, Microsoft Dynamics
IT Infrastructure Management
e) HCL Technologies Limited Income Statement:
Jun 06 Jun 05 Jun 04
Revenue984.7 759.7 566.4
22
http://www.hcltech.com/geo-spread/Canada/http://www.hcltech.com/geo-spread/china/http://www.hcltech.com/engineering-services/http://www.hcltech.com/engineering-services/hardware-engineering/http://www.hcltech.com/engineering-services/embedded-engineering/http://www.hcltech.com/engineering-services/mechanical-engineering/http://www.hcltech.com/engineering-services/software-product-engineering/http://www.hcltech.com/enterprise-transformation-services/http://www.hcltech.com/enterprise-transformation-services/business-transformation-services/http://www.hcltech.com/enterprise-transformation-services/business-transformation-services/http://www.hcltech.com/enterprise-transformation-services/technology-transformation-services/http://www.hcltech.com/custom-application/application-maintenance/http://www.hcltech.com/enterprise-application-services/http://www.hcltech.com/enterprise-application-services/SAP/http://www.hcltech.com/enterprise-application-services/oracle/http://www.hcltech.com/enterprise-application-services/microsoft-dynamics/http://www.hcltech.com/IT-infrastructure-management/http://www.hcltech.com/geo-spread/Canada/http://www.hcltech.com/geo-spread/china/http://www.hcltech.com/engineering-services/http://www.hcltech.com/engineering-services/hardware-engineering/http://www.hcltech.com/engineering-services/embedded-engineering/http://www.hcltech.com/engineering-services/mechanical-engineering/http://www.hcltech.com/engineering-services/software-product-engineering/http://www.hcltech.com/enterprise-transformation-services/http://www.hcltech.com/enterprise-transformation-services/business-transformation-services/http://www.hcltech.com/enterprise-transformation-services/technology-transformation-services/http://www.hcltech.com/custom-application/application-maintenance/http://www.hcltech.com/enterprise-application-services/http://www.hcltech.com/enterprise-application-services/SAP/http://www.hcltech.com/enterprise-application-services/oracle/http://www.hcltech.com/enterprise-application-services/microsoft-dynamics/http://www.hcltech.com/IT-infrastructure-management/8/3/2019 Shruti Report Repaired) (2)
23/80
Cost of Goods Sold 537.4 478.2 361.8
Gross Profit 447.4 281.5 204.6
Gross Profit Margin 45.4% 37.1% 36.1%
SG&A Expense 251.1 108.8 90.0
Depreciation & Amortization -- -- --
Operating Income 174.3 139.3 89.5
Operating Margin 17.7% 18.3% 15.8%
Non operating Income 0.0 24.0 106.3
Non operating Expenses -- -- --
Income Before Taxes 174.3 163.3 195.8
Income Taxes 12.0 15.2 8.8
Net Income After Taxes 162.3 148.1 186.9
Continuing Operations 162.3 148.1 186.9
Discontinued Operations -- -- --
Total Operations 162.3 148.1 186.9
Total Net Income 162.3 148.1 186.9
Net Profit Margin 16.5% 19.5% 33%
Diluted EPS from Total Net Income 0.43 0.44 0.58
Dividends per Share -- -- --
f) HCL Technologies Limited Balance Sheet:
Assets
Jun 06 Jun 05 Jun 04
23
8/3/2019 Shruti Report Repaired) (2)
24/80
Current Assets
Cash 67.3 52.8 48.9
Net Receivables -- -- --
Inventories 5.0 9.9 5.9
Other Current Assets 266.6 616.9 570.3
Total Current Assets 339.0 679.6 625.1
Net Fixed Assets 190.2 151.1 102.6
Other Noncurrent Assets 353.2 228.9 94.9
Total Assets 882.4 1,059.6 822.7
LiabilitiesJun 06 Jun 05 Jun 04
Current Liabilities
Accounts Payable 100.2 18.5 12.2
Short-Term Debt-- -- --
Other Current Liabilities 98.5 145.1 112.4
Total Current Liabilities 198.7 163.6 124.6
Long-Term Debt-- -- --
Other Noncurrent Liabilities 12.7 25.6 34.2
Total Liabilities211.5 189.3 158.8
Shareholder's Equity
Preferred Stock Equity-- -- --
Common Stock Equity 670.9 870.3 663.9
Total Equity670.9 870.3 663.9
24
8/3/2019 Shruti Report Repaired) (2)
25/80
Shares Outstanding (thou.) 670,256.6 670,256.6 670,256.6
g) HCL Technologies Limited Cash Flow Statement:
Jun 06 Jun 05 Jun 04
Net Operating Cash Flow 163 140 104
Net Investing Cash Flow (9.6) (28.3) (67.2)
Net Financing Cash Flow (136.2) (113.9) (23.0)
Net Change in Cash 16.9 (1.8) 14.3
Depreciation & Amortization
Capital Expenditures (88.4) (69.7) (62.5)
Cash Dividends Paid (126.3) (126.3) (58.5)
h) HCL Technologies Limited Cash Flow Statement:
Jun 06 Jun 05 Jun 04
Net Operating Cash Flow 163 140 104
Net Investing Cash Flow (9.6) (28.3) (67.2)
Net Financing Cash Flow (136.2) (113.9) (23.0)
Net Change in Cash 16.9 (1.8) 14.3
Depreciation & Amortization
Capital Expenditures (88.4) (69.7) (62.5)
Cash Dividends Paid (126.3) (126.3) (58.5)
25
8/3/2019 Shruti Report Repaired) (2)
26/80
i) Competitive Landscape: Demand is driven by consumer and business requirements
for information. The profitability of individual companies depends on efficient operations and
good marketing. Big ISPs have economies of scale in operations, purchasing, and marketing.
Small companies can compete successfully by operating in underserved markets or excelling in
customer service.
j) Buy Reports
Top HCL Technologies Limited Competitors:
CompaniesLocation
Accenture plc Dublin, Ireland
CGI Group Inc. Montreal, QC
Computer Sciences Corporation Falls Church, VA
Competitor on file Plano, TX
Competitor on file Armonk, NY
Competitor on file Hyderabad, Andhra Pradesh
Competitor on file Plano, TX
Competitor on file Bangalore, Karnataka
Competitor on file Mumbai, India
Competitor on file Paris, France
Sign Up for A Free TrialSign Up for A Free TrialCompany Profiles
Competitive Landscapes
26
http://stores.hoovers.com/storefront/multiproduct-view.ep?eType=company&eID=61545000000000http://www.hoovers.com/company/Accenture_plc/cyhrji-1-1njg4g.htmlhttp://www.hoovers.com/company/CGI_Group_Inc/hkcchi-1-1njg4g.htmlhttp://www.hoovers.com/company/CGI_Group_Inc/hkcchi-1-1njg4g.htmlhttp://www.hoovers.com/company/Computer_Sciences_Corporation/rfyxhi-1-1njg4g.htmlhttp://stores.hoovers.com/storefront/multiproduct-view.ep?eType=company&eID=61545000000000http://www.hoovers.com/company/Accenture_plc/cyhrji-1-1njg4g.htmlhttp://www.hoovers.com/company/CGI_Group_Inc/hkcchi-1-1njg4g.htmlhttp://www.hoovers.com/company/Computer_Sciences_Corporation/rfyxhi-1-1njg4g.html8/3/2019 Shruti Report Repaired) (2)
27/80
Industry Reports
k) Industries Where HCL Technologies Limited Competes:
Information Technology Services
Computer Services
27
8/3/2019 Shruti Report Repaired) (2)
28/80
ABOUT THE TOPIC
HR SUB-SYSTEMS IN THE ORGANIZATION
28
Recruitment Compensation MIS e-Relations Training
& Selection & Policy Compensation
HR DEPARTMENT
8/3/2019 Shruti Report Repaired) (2)
29/80
The Human Resource subsystems covered by us in HCL are as follows:
Recruitment and Selection
Training
MIS & Compensation
E-Relations
Recruitment in HCL can be divided within two areas:
For leadership or support position
For operations
The two areas cover the following positions as shown in the diagram:
OPERATIONS STRUCTURE SUPPORT LEVEL STRUCTURE
29
8/3/2019 Shruti Report Repaired) (2)
30/80
.
FOR THE POSITION OF THE CCS AND TL
Requirement for job applicant: There are certain minimum requirements which a candidate
must fulfill before seeking to apply for a job in HCL. He/ she must be:
30
CUSTOMER CARE SPECIALISTTeam leadersMANAGERS/SENIORMANAGERSDIRECTOR/ HEADVICE PRESIDENT /GENERAL MANAGEREXECUTIVE / SENIOREXECUTIVEASSISTANT MANAGER/DIRECTOR MANAGERMANAGERS / SENIORMANAGERS
DIRECTOR / HEAD
VICE PRESIDENT / GENERALMANAGER
8/3/2019 Shruti Report Repaired) (2)
31/80
A graduate or done his hotel management
An MBA from a C-grade institute is also considered
Must have good communication skill which is a must for any customer service
organization.
Is comfortable with working in shifts.
The basic qualification looked by the company besides being a graduate is the aptitude in
English, computing and editing skills, with educational degree varying as per the client and the
project requirement. MCA/ BCAs are considered only when the need arises for a technical
process for any new project in hand. The recruitment is on going process in HCL and is process
driven just recently in November 500 people were recruited in the organization from all over
India.
Sources of recruitment: The various sources of recruitment used are:
Newspaper advertisement
Consultants
Direct application
Internal employee reference
Campus recruitment
The most widely used source is through newspaper, advertisement, consultancy and internal
employee reference.
31
8/3/2019 Shruti Report Repaired) (2)
32/80
Recruitment for the lower level being an ongoing process and bulk of mails, applications are
received for the job. The initial screening of job applicants is outsourced by consultancy firms.
Many a times the company also organizes walk-in-interview. The total process of organizing the
interview, interviewing candidates to initial screening is done by the consultancy firm. A recent
walk in-interview was at the Indian habitat center.
The consultancy firm so appointed at times is not only for the initial screening process but also
the ad management one of such consultancy worked with HCLwas CAREER CRUISE. A lump
sum amount is paid to these consultancy firms for the ad management while for every candidate
they screen they get paid on slab basis ranging between Rs 3500/- to Rs 6000/- per candidate.
At times there may be a sudden need to recruit a bulk of people within a
short term notice because of a new process being undertaken. The company may send e-mails to
all employees working for HCL to suggest candidates. Any candidate selected by this mode acts
as an incentive for the employees as the candidate who gets selected the employee who referred
the candidate is paid in cash. But this applies only to the lower level position not for the higher
positions being the Manager or the Director etc.
Recruitment through campus is the least used source but now the company is
considering it to be a good option for its telecom & voice business unit and e-commerce business
unit.
Previously HCL had a centre for recruitment at Safdarjung which is closed now. This centre was
responsible for everything from ad management to selection of candidate. Today with the
changing needs of the organization the HR department in every BU unit is responsible for
manpower planning thus movement from a decentralized to a centralized team for each BU
separately.
32
8/3/2019 Shruti Report Repaired) (2)
33/80
Procedure for selection: Once the initial screening is done the selected candidates gothrough four basic procedures which are as follows:
Written exam to check on grammar, writing skills, general aptitude etc
Group discussion or one to one interview
Final interview conducted by people involved from the HR department, the
operations and the trainers.
Before the final selection procedure starts, following steps must be taken into consideration:
Short listing the appropriate candidates through their bio- data
Interviews with HR as well as functional and departmental head to ensure that the process is
effective.
PI tests are generally carried out for the engineering and executive level.
The number of factors are to be studied out while taking decision regarding selection of theemployees:
Previous Salary
Experience
Qualification
Once the candidate is selected he needs to fill certain information which are as follows:
Application forms: Selected candidate is required to fill certain information like caste,
creed, culture, religion, workplace , birth place etc.
Reference checks: Selected candidate is asked to fill a reference check for that
33
8/3/2019 Shruti Report Repaired) (2)
34/80
demands for information regarding the name, address, designation, organization and relationship
of the hired candidates with references as mentioned by him.
Joining Book: The candidate is also required to fill a sixty page file that containsinformation terms and conditions regarding companys network usage policy etc
Steps in selection procedure:
1. . Project Manager gives the requirement to the HR
2. HR start sourcing and screening of the profile
3. HR and operational (Technical) round of interview
4. Selection Process
5. Releasing or issuing Offer Letter.6. Joining or onboard of the selected candidate.
INDUCTION: Selected candidates are then put through a 2-week training session involving
industry exposure, domain training, technical skills and other soft skills. A number of these
sessions are conducted by the management team as HCL firmly believe in training our own.
Ending up with skilled Customer Care Specialists (CCS), Team Leaders (TL) and quality editors
who are obsessed with delighting their customers. Nurture this passion by providing an excellent
work environment with spacious work areas, transport to work, meals and attractive performance
incentives. The general pay structure offered to them is between Rs 8000/- to Rs 12000/-
depends on the process one is involved in.Candidates recruited have a Graduation party, which
marks the beginning of a new batch in the company and has become an integral part HCL work
34
8/3/2019 Shruti Report Repaired) (2)
35/80
culture. According to Toppo, the numbers do not count as much as the spirit of the people. And
the remarkable thing about HCL is that every day is a party day, due to the underlying
enthusiastic atmosphere within the company. As each team conducts different competitions andfun-filled activities, the purpose is to have fun with an equal amount of hard work put in.
35
8/3/2019 Shruti Report Repaired) (2)
36/80
OTHER RECRUITMENTS:
RECRUITMENTS FOR SECTION A: Recruitment for the top levels is done through
internationally renounced consultancy firm. These firms are given an in-depth view as to what all
are required in terms of:
The educational qualification, experience etc
Their role in the organization in respect of their position, job responsibility, key areas of
performance.
The pay structure along with the various facilities offered by the company.
In short a detail sheet stating the necessary and minimum requirement for the top positions.
These firms charge a lump sum ranging from 10 to 20 lakh for search and placement of these
prospective. The organization depends mainly on these outside consultancies for placement but
recently HCL has been successfully able to fill in these positions through inside sources. Thus
their exist flexibility in terms of recruitments.
36
SECTION AVice-presidentGeneral managerDirector
SECTION BOther than the lowerlevel recruits and thosecovered in section A
RECRUITMETS
8/3/2019 Shruti Report Repaired) (2)
37/80
RECRUITMENT FOR SECTION B: Main sources of recruitment are:
Newspaper Advertisements
Consultancy firms who are paid on percentage basis for every placed person.
Internal employee reference
The set of consultancy firm is same for CCS and TL level recruits and for the section B. But
there exist a difference in the internal employee referrals .Here the initiative is taken by the HR
department and as such there is no open incentive of cash for the HR team working on these
recruits though they may be internally recognized within the organization.
These applicants are interviewed on one to one basis or a group interview by 2 members of the
HR department and 2 people from the functional areas
RECRUITMENT & SELECTION OF THE TRAINER: Training for the process/
product is continuous activity in HCL.When the Company gets a new account their arises a need
to train the work-force in respect to the new process, its technical aspect. For this trainers are
appointed. The trainers so appointed are on the basis of the sessions/ workshops undertaken by
them in the organization. The team of Trainers already in HCL as well as the HR recruitment
team is present in these sessions to check on their caliber. There is also a feedback from the
employees attending the workshop/seminars to get a true and fair view of the trainer.
Over the span of 2 years the company has also undergone a change in
terms of picking up people for the call centre. Previously the company recruited people from
smaller towns. For these recruits coming to HCL was a complete cultural shock which was one
of the problems which the management had to face so they kept this in mind when recruiting for
the next process.
37
8/3/2019 Shruti Report Repaired) (2)
38/80
EXPLANATION OF RECRUITMENT PROCESS
Three-step recruitment process:
1. Agent Selection-
The channels identified for agent selection are:
Internal Employee Referrals
Job Sites
Campus Interviews
Advertisement in newspapers
Job Fairs
Tie up with strategic accounts
Official Website
Bill Boards
Radio Channels
Internet Advertisements
Direct Mailers
1. Visibility and Branding
2. Screening
HRcheck the candidates track record, conduct a reference check, attrition risk, no
hire zone check and salary fit
38
8/3/2019 Shruti Report Repaired) (2)
39/80
Group Discussions - While the candidate introduces himself they check his
pronunciation, accent, diction, and clarity of speech, flow of thought, mother tongue
influence, grammar and confidence.
Operations an interview with the candidate to process fit, teamwork, initiative and
ability to work under pressure.
A few tests are administered on the candidates to check basic written English, numerical and
analytical skills. Depending on the individuals skills we categorize them into inbound and
outbound process fits.
Induction The final step of the call center recruitment process that explains in detail:
An introduction to HCL
Basics of the ITIndustry
Company Code of Conduct
Security & Data Integrity
Benefits & Perks
Joining Formalities
Baseline Evaluation
Pre Process Training
Process Training
TRAINING CHANNELS OF HCL: The different channels for delivery of training at HCL
comprise of:
Face-to-face classroom training
39
8/3/2019 Shruti Report Repaired) (2)
40/80
Conference sessions
Web-based seminars (webinars)
Self-paced training (books and toolkits)
Pre-Recruitment-
40
8/3/2019 Shruti Report Repaired) (2)
41/80
B usiness requ irem e
M anp ow er R equisiti
Profi le A naly sis
Position D escrip tio
Essential/desirablecompetencies
Recruitment Framework-
41
8/3/2019 Shruti Report Repaired) (2)
42/80
Advertisement
Employee Referrals 35% throughReferrals
RecruitmentConsultants
Position-specificpartners; aligned to
vision Constant Feedback
DedicatedResourcing
Team
Critical Reasoning
Preliminaryscreening Communication/
Comprehension and WritingSkills
Essay, Keyboard Skills,Browsing Test
Functionalknowledge
Voice & Accent Test/Technical Aptitude Test
Based on Client Inputsand Processes
ProfileMatching
Customer Service Orientation,
Problem Solving Capability,Overall Attitude & Energy
Personal
Interviews
Internal Job Postings
Sourcing Channel Hiring Process
42
8/3/2019 Shruti Report Repaired) (2)
43/80
Post Recruitment proess-
Sourcing of Resumes
Resume Database
Process Specific Written Tests
Personal Interview
Selection & Offer
Checks & Verification
Orientation & Induction
43
8/3/2019 Shruti Report Repaired) (2)
44/80
Profile analysis-
ManpowerRequisition
Profile finalized indiscussion betweenOperations and HR
RecruitmentPlanning
Source Planning
Profile finalization
Tests to be taken
Preparation of Competenbased I nterview Questionn
Communication to channels for
sourcing the requisite numbersby the target dates
Channel Com munication
Planning of Sources from
which recruitment needsbe done
Profile Assessed indiscussion with
Transition team/ ClientNew
Process
ExistingProcesses
44
8/3/2019 Shruti Report Repaired) (2)
45/80
Resume Checklist-
Does this individual appear to have the core technical skills of the position, as listed in
the job description?
If a personalized cover letter indicating interest in the company was included, was it well
written, articulate, and well organized, a provocative?
Is the resume well written and organized; is the spelling correct?
Is the information listed adequately detailed?
Responsibilities only or achievements with results?
Does the level of experience/supervision match our needs?
Does the individual have transferable skills and experiences that would be a good match
with our need?
Are there any unexplained gaps in employment history?
Are there other inconsistencies on the resume, such as frequent job or residence changes?
What areas require clarification?
45
8/3/2019 Shruti Report Repaired) (2)
46/80
46
8/3/2019 Shruti Report Repaired) (2)
47/80
HUMAN RESOURCE MANAGEMENT AT HCL: Being # 1 in employee
satisfaction doesn't come easy. To get to that point, HCL has invested heavily over the years.
And it has invested the most in its employees.
HCL recognized as the #1 "Preferred Employer" as per the DQ-IDC BPO Employee Satisfaction
Survey 2005. This recognition is very special since it has come from IBMers themselves HCL
had the highest percentage of employees who named their own company as a preferred
one.HCL has also topped the stack of "Dream Companies" in the same survey.
They have always endeavored to create a work-culture that is open, positive and rewarding;
where there are exciting growth opportunities for every deserving employee where every
employee is encouraged to learn new skills on the job as well as through formal training
programs.
They invest heavily in progressive HR practices. These include an employee referral scheme,
which contributes one-third of our employees. Youll also find that sports teams, bands, library
committees, picnic teams, parties and cultural events involving families are an integral part of
our culture. Whats more, infrastructure support through transport, cafeterias and recreation
rooms come as a part and parcel of the HCL lifestyle.
47
8/3/2019 Shruti Report Repaired) (2)
48/80
A regular career development program allows you to grow and develop in the way and at a pace
that suits you best. This may be laterally (for example from operations to quality or training) or
vertically (through accelerated promotion programs based on merit).
But it doesn't end there. They continually review and further develop our HR strategy by
reviewing the feedback from employee satisfaction surveys and by benchmarking programs
through our HR partners. Full-time salaried employees receive the following benefits from the
company:
Health: Employees and their dependants are covered under company paid health and
accident insurance schemes. These schemes also provide tie-ups with more than 200 hospitals
across the country, thus ensuring quicker accessibility, discounts and easy-pay option plans with
guaranteed admission.
Life insurance: HCL provides all its employees with company paid life insurance.
Paid holidays: HCL observes public holidays for salaried employees apart from leaves
and weekly offs.
Referral bonus program: HCL encourages employees to refer friends and relatives
whom they believe would make successful HCL employees. We pay existing employees a bonus
for referring friends and relatives who pass 90 days of successful service.
Company car entitlement: The Company provides for 'home-office-home'
conveyance along with lease and fixed allowances for fuel and vehicle maintenance for certain
grades of employees.
48
8/3/2019 Shruti Report Repaired) (2)
49/80
Retirement: HCL conforms to the statutory requirements and provides employees with
the Employee Provident Fund Schemes, Employees Gratuity Benefits payable as per the
provisions of the applicable acts.
Promotional schemes and tie-ups: HCL has arrangements with restaurants, eateries,
showrooms, cellular phone service providers, banks and financial institutions to provide its
employees with special deals and discounted rates
Interaction with the management team: They never forget about the value and
importance of the people we work with. HCL has the kind of flat management structure that's
helped boost growth over the last five years and gives people at all levels the chance to meet and
mix with the top management of the business - to talk, listen and learn. Their quarterly open
house sessions provide a platform for staff at all levels to meet and talk. It's an opportunity that
people at all levels of the business appreciate- and benefit from. HCL is a winning team, in
which team players are valued and developed to their full potential.
Built on ability and openness:HCL is a business built on the ability of its people and the
transparency with which we reward them. They believe that theyre open and honest with their
people at all times, because thats the best way to attract, support and develop the strongest
possible talent. Their goal is to have a transparent meritocracy and to create an environment that
is the best work-place anywhere. Great talent comes in many different packages and they do their
best to give all their people the chance to meet their aspirations whatever they are. If you work
hard and you fit in, theres plenty of opportunity in a global business that is going places and
prides itself on openly rewarding the best.
49
8/3/2019 Shruti Report Repaired) (2)
50/80
RESEARCH METHODOLOGY OF THE STUDY
1. Meaning of research methodology-Research methodology is a scientific way to
solve research problems. It may be understood as a science of studying how research is done
scientifically, in it we study various steps that are generally adopted by researchers in studying
his research problems. It is necessary for the researchers to know not only research
methods/techniques but also the methodology. The scope of research methods is wider than thoseresearch methods
2. Research Design-Exploratory research studies are also termed as formulative research
studies. The main purpose of this study is that of formulating a problem for more precise
investigation or of developing the working hypotheses from an operational point of view. The
major emphasis in such studies is on the discovery of ideas and insights. As such the research
design appropriate for such studies must be flexible enough to provide opportunity for
considering different aspects of a problem under studyIt is necessary for researcher to define the
conceptual structure in which research would be conducted. The function of research design is to
provide for the collection of relevant data with minimum expenditure of time and effort. In this
research report the research design was followed to collect data from internet, books, news
papers, questionnaire etc.
For carrying out this project study, various sources of data were used. The data used were of
two types, i.e. primary as well as secondary.
3. DATA COLLECTION- PRIMARY &SECONDARY DATA-A research can be
done on the basis of the data collected and the data can be collected in mainly two ways either
through primary data or secondary data.
50
8/3/2019 Shruti Report Repaired) (2)
51/80
Primary Data: Data originally collected in the process of investigation or research is known as
primary data.
Primary data may be obtained by the following methods:
Direct personal Interviews
Indirect oral investigation
Information from correspondents
Mailed questionnaire method
Schedules sent through enumerators.
Secondary Data: Data which are primary in the hands of one become secondary in the hands of
others.
The sources of secondary can be obtained under two heads:
Published Data
Unpublished Data
In the above Research problem the data for research has been collected from the primary as well
as secondary sources like questionnaire, internet, magazines, newspapers etc.
4. SAMPLE DESIGN:A sample design is a definite plan for obtaining a sample from a given
population. It refers to the technique or the procedure the researcher would adopt in selectingitems for the sample. Sample design may as well lay down the number of items to be included in
the sample i.e. the size of the sample. Sample is determined before the data are collected.
4.1 Population- The sample consisted of managers & employees of HCL (HR & Training
Department)
51
8/3/2019 Shruti Report Repaired) (2)
52/80
4.2 Sample size- Sample size in this project is 100.
4.3 Sampling method- Random sampling method is used in this project.
5. METHOD OF DATA COLLECTION:Method of data collection in this project is both
primary and secondary. Questionnaire were filled by the individuals (professionals) which were
chosen by random sampling method and data was also collected from journals, magazines, news
papers, different banking sites.
5.1 Instrument of data collection- Data is collected through questionnaire. In this method
questionnaire is sent to the persons concerned with a request to answer the question and return
the questionnaire. Structured questionnaire are used in which there are definite, concrete and pre-
determined questions.
Nature of Questions used in the Questionnaire:
Open-ended
52
8/3/2019 Shruti Report Repaired) (2)
53/80
DATA INTERPRETATION & ANALYSIS
1. What is your job title?
a) Technical ( ) b) Operational ( ) c) Managerial ( )
Evaluation- 45% people are working in technical department, 35% at operational & 20% at
managerial level.
2. How much pay you are getting?
a) 5000-10,000 ( ) b) 10,000-20,000 ( ) c) More than 20,000 ( )
5000-10,000 10.000-20,000 More than 20,000
53
Technical Operational Managerial
45% 35% 20%
8/3/2019 Shruti Report Repaired) (2)
54/80
45% 35% 20%
Evaluation- 40% employees are getting pay between 5000-10,000, 35 % between 10,000-20,000
& 20% are getting more than 20,000.
3. Are you satisfied with your present job?
a) Yes ( ) b) No ( )
Evaluation- Employees have mixed views regarding job satisfaction. 70% employees are
satisfied while rest 30% are not satisfied.
4. What type of incentives you are getting from your organization?
a) Legal payments ( ) b) Payment for not worked ( ) c) Hazards protection ( )
d) All of the above ( )
54
Yes No
70% 30%
8/3/2019 Shruti Report Repaired) (2)
55/80
Legal payments Nil
Payment for not worked Nil
Hazards protection Nil
All of the above 100%
Evaluation- Employees are getting incentives in form of monetary terms like legal payments,
payment for not worked & for damages during hazards.
5. Is the recruitment and selection procedure adopted by your company is too costly and time
consuming ?
a) Yes ( ) b) No ( )
Evaluation-90% people are in favor of the recruitment policy adopted by the company is costly
55
Yes No
70% 30%
8/3/2019 Shruti Report Repaired) (2)
56/80
& time consuming.6. Is the recruitment process followed in your organization is-a) Satisfactory ( ) b) Unsatisfactory ( )
Evaluation-60% of the employees are satisfied with the procedure of recruitment & selection
adopted by the company.
7. What type of resources are used in recruiting people?
a) Internal ( ) b) External ( )
If internal, then tick anyone
a) Transfer ( ) b) Promotion ( )
If external, then tick anyone-
a) Newspaper ( ) b) Advertisement ( ) c) Management consultants ( ) d) Any
Other ( )
Internal sources-
56
Satisfactory 60%
Unsatisfactory 40%
8/3/2019 Shruti Report Repaired) (2)
57/80
a)Transferb)Promotion
40%20%20%
External sources-a)Newspaperb)Advertisementc)Management consultantsd)Any other
60%10%10%10%10%
Evaluation- In HCL, external sources are preferred over internal sources for recruitment. Internal
sources accounts for 40% of which both transfer & promotion holds 20% while external sources
capture rest 60 % among which the highest being newspaper & advertisements holding 20% each
and rest 20% holds by management consultants & others.
8. Which according to you is better in recruiting employees?
a) Poaching ( ) b) Outsourcing ( ) c) e- recruitment ( )
57
Poaching 25%
Outsourcing 45%
E- recruitment 30%
8/3/2019 Shruti Report Repaired) (2)
58/80
Evaluation-25% employees are in favor of recruiting the employees through other rival
companys employees while 45% are in favor of outsourcing & rest 30% are in favor of
e-recruitment.
9. What are the major problems faced by you after wrong selection?
a) Absenteeism ( ) b) Employee turnover ( ) c) Any other ( )
Absenteeism 40%
Employee turnover 40%
Any other 20%
Evaluation-40% employees feel that after wrong selection candidates dont come in theorganization regularly,40% of them feel that it will result in low employee turnover while rest
20% feel that it will result in other problems also.
10. Do you think that scientific selection of manpower is necessary?
a) Yes ( ) b) No ( )
58
8/3/2019 Shruti Report Repaired) (2)
59/80
Evaluation-All the employees are in favor of scientific selection of manpower.
11. What type of test is conducted for selection in your organization?
a) Aptitude test ( ) b) Intelligence test ( ) c) Proficiency test ( )
d) All of the above ( )
Aptitude test Nil
Intelligence test Nil
Proficiency test Nil
All of the above 100%
Evaluation-In HCL, different types of tests are performed like aptitude test, intelligence
59
Yes 100%
No Nil
8/3/2019 Shruti Report Repaired) (2)
60/80
test, proficiency test etc.
12. What type of interview is conducted in your organization?
a) Structured Interview ( ) b) Unstructured Interview ( ) c) Group
Interview ( )
Evaluation-In HCL , at the time of selection different types of interview like structured,
unstructured & group interview is conducted.
13. By what method training is given to you?
a) On the job ( ) b) Off the job ( )
If on the job, then tick
a) Coaching ( ) b) Under study ( ) c) Any other
If off the job, then tick below -
a) Web based seminars ( ) b) Conference ( ) c) Classroom Training ( )
60
Structured interviews 40%
Unstructured interview 30%
Group interview 30%
8/3/2019 Shruti Report Repaired) (2)
61/80
d) Any other
On the job training Nil
Off the job training-
a) Web based seminars
b) Conference
c)Classroom training
d)Any other
100%
50%
30%
10%
10%
Evaluation-In HCL, the training is given through off the job methods which basically
includes classroom training, conference, web based seminars etc.
14. Are you satisfied with the induction program conducted by your company?
a) Yes ( ) b) N0 ( )
61
8/3/2019 Shruti Report Repaired) (2)
62/80
Yes 80%
No 20%
Evaluation-80% employees are satisfied with the companys, induction program while rest 20%want some changes.
FINDINGS AS PER OBSERVATION
Maximum footfall for employees generally occurs on Monday and least on saturday of
every week.
Retaining the current talent is the top priority of the organization.
Most of the employees have clear knowledge about the companys mission, vision andobjectives.
Employees are clear about their roles and their objectives and also about their staff
members.
Employees know how to achieve their objectives.
The strength of the organization is that HCL is among the top five BPOs in India and
most of the job seekers prefers HCL first as compared to other organizations.
62
8/3/2019 Shruti Report Repaired) (2)
63/80
CONCLUSION
From the above study, it has been said that recruitment and selection are very important for the
organization. Proper care should be taken while conducting recruitment and selection of the
candidates. Recruitment is the process of searching the available candidates for employment and
stimulating them to apply for jobs in the organizations. There are various sources of recruitment
like internal and external but in HCL the recruitment is done basically through internal sources.
Company also uses external sources for recruitment like advertisements, agents,
recommendations etc.
Selection involves series of steps by which candidates are screened for
choosing the most suitable persons for vacant post. In HCL under ,the selection process lots of
tests are done by the organization in order to know about the candidate .Some of such tests
include IQ test, physical test, personality test, aptitude test, proficiency test etc. On the basis of
these tests the company can judge the employees.
In this end the process endeavors a comprehensive picture of sources a process of
recruitment and selection in HCL and hopes to enable the readers to appreciate the various
intrinsic involved.
63
8/3/2019 Shruti Report Repaired) (2)
64/80
LIMITATIONS OF THE SURVEY
The questions which are developed are so general so that it can easy to understand by allthe respondents but might be possible that some important data is missing.
Some respondents are not co-operative.
Time span is limited.
It may be hard to recall the information or tell the truth about a controversial question.
It is inflexible i.e. it is not possible to change the initial study design throughout the data
collection
64
8/3/2019 Shruti Report Repaired) (2)
65/80
RECOMMENDATIONS AND SUGGESTIONS
The Recruitment and Selection Process should be carried out in efficient and effective way so
that the deserving candidate should get the best remuneration by putting the real efforts
Simultaneously the employer and the consultant should get the required output at the
right time which in turns benefits them in terms of revenue and reputation
Recruitment and Selection should be done while keeping in mind the objectives and
mission of the organization and should be meaningful keeping in mind the actual need of
organization.
Recruitment and Selection programmes should be according to the job requirement (level
to level and job to job).
Recruitment and Selection programs should be conducted in an effective manner without
any kind of hindrances.
While selection of an employee, concerned department are given special attention
A recruitment policy of HCL should be such that:
65
8/3/2019 Shruti Report Repaired) (2)
66/80
It should focus on recruiting the best potential people.
It should ensure that every applicant and employee is treated equally with dignity and
respect.
Unbiased policy.
It aid and encourage employees in realizing their full potential.
Transparent, task oriented and merit based selection.
Weight age during selection given to factors that suit organization needs.
Optimization of manpower at the time of selection process.
Defines the competent authority to approve each selection.
Abides by relevant public policy and legislation on hiring and employment, relationship.
Integrates employee needs with the organizational needs.
66
8/3/2019 Shruti Report Repaired) (2)
67/80
BIBLIOGRAPHY
Mamoria, C.B. Human Resource and Personnel Management ,MC GrawHill, India, second edition, 1990
Chhabra, T.N., Human Resource Management,Dhanpat Rai and Company, fifth edition ,
2008
Kothari,C.R.,Research Methodology, New Age International Book Publications, fifth
edition , 2008
OTHER PUBLISHED MATERIAL AVAILABLE ON WORLD WIDE WEB-
http://www.google.com
http://www.amazon.com
http://www.amazon.com
http://www.wikipedia.com
67
8/3/2019 Shruti Report Repaired) (2)
68/80
ANNEXURES
Questionnaire
Name
Gender
E-Mail Id
Contact number
1. What is your job title?
a) Technical ( ) b) Operational ( ) c) Managerial ( )
2. How much pay you are getting?
a) 5000-10,000 ( ) b) 10,000-20,000 ( ) c) any other, please specify ( )
3. Are you satisfied with your present job?
a) Yes ( ) b) No ( )
4. What type of initiatives you are getting from your organization?
a) Legal payments ( ) b) Payment for not worked ( ) c) Hazards protection
( ) d) All of the above ( )
68
8/3/2019 Shruti Report Repaired) (2)
69/80
5. Is the recruitment and selection procedure adopted by your company is too costly and
time consuming ?
a) Yes ( ) b) No ( )
6. Is the recruitment process followed in your organization is-a) Satisfactory ( ) b) Unsatisfactory ( )
7. What type of resources are used in recruiting people?
a) Internal ( ) b) External ( )
If internal, then tick anyone
a) Transfer ( ) b) Promotion ( ) c) Any other ( )
If external, then tick anyone-
a) Newspaper ( ) b) Advertisement ( ) c) Management consultants ( ) d) Any
Other ( )
8. Which according to you is better in recruiting employees?
a) Poaching ( ) b) Outsourcing ( ) c) e- recruitment ( )
9. What are the major problems faced by you after wrong selection?
a) Absenteeism ( ) b) Employee turnover ( ) c) Any other ( )
10.. Do you think that scientific selection of manpower is necessary?
a) Yes ( ) b) No ( )
11. What type of test is conducted for selection in your organization?
a) Aptitude test ( ) b) Intelligence test ( ) c) Proficiency test ( )
d) All of the above ( 12. What type of interview is conducted in your organization ?
69
8/3/2019 Shruti Report Repaired) (2)
70/80
a) Structured Interview ( ) b) Unstructured Interview ( ) c) Group
Interview ( )
13. By what methods training is given to you?
a) On the job ( ) b) Off the job ( )
If on the job, then tick
a) Coaching ( ) b) Under study ( ) c) Any other ------------------------------
If off the job, then tick below -
a) Web based seminars ( ) b) Conference ( ) c) Classroom Training ( )
d) Any other --------------------------------------------------
14. Are you satisfied with the induction program conducted by your company?
a) Yes ( ) b) N0 ( )
Any suggestions ------------------------------------------------------------------------------------
-----------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------
----------------------------------------------------------------------------------------------------------
THANKS
Manpower Requisition Form
70
8/3/2019 Shruti Report Repaired) (2)
71/80
Position: Collection Agent Reference Number:
Initiator: Department\:HR and Training
Reporting to: No. of Positions:50
Location: Cost Centre:Training
Date of Requisition Requirement Date:Immediate
Description Details
1 Information about the openposition(s)
Type ofEmployment
Full Time employment Reason for Hiring
AdditionalInformation
Unbudgeted New Position
2 If the position is new & unbudgeted then please
provide justification for the requirement
Current ramp up requirements of the organization
and requirement for performance based training
3 Job specification/role to be performed by theperson selected for this position
(Please fill up the PD Form for a new position. Forother positions please mention the relevant PDreference number)
4 List the Industry/organizations from where similarwork profiles can be sourced
Internal IJP
5 Any other information that may help in hiring
71
8/3/2019 Shruti Report Repaired) (2)
72/80
APPROVAL
Comments: Comments:
Initiator (Department Head): Head-HR
Managing Director's Signature:
Position Description Form
Date: PD Reference Number:
Position: Department:
Reporting to: Cost Centre:
EssentialFunctions/Role
Responsible for effective receivables analysis/control
Collections/collection planning
Follow up with customers for recoveries
Maintaining customer account records / balance confirmations
Generation of monthly reports of outstanding dues
Handling inbound/ outbound calls.
Solving customer queries.
Initiate welcome calls.
Managing and updating customer & client database.
EducationalBackground Essential Desirable
1. Graduate
Work Ex Essential Desirable
72
8/3/2019 Shruti Report Repaired) (2)
73/80
1. At least 2+ years of thirdparty collections
2. Graduate
1. Prior Training experience
Key performanceparameters
Area Weightage
1. Identify and compiletraining need reqirements
2. Develop & deliver training modules
3. Measure training results(Reaction, Learning &Behavior)
Essential
Functional
Knowledge &
Skills
1. Excellent communication
and V & A skills
2. Able to manage stress
3. Very conversant with
office applications
4. Can work with large
amount of complex data &
can draw inferences
4. Has excellent problem
solving skills
5 Can put across her point
in a clear and unambigous
manner
6. Attention to details
7. Program structure and
planning
8. Is able to coach and
councel trainees
Personality
Traits/Managerial &Soft Skills
1. Has
excellentcommunicationskills
2. Has goodintepersonalskills
3. Has goodtimemanagementskills
4. Can managestressappropiately
Tests to beadministered
Suggestedinterview
73
8/3/2019 Shruti Report Repaired) (2)
74/80
questions
CANDIDATE INTERVIEW SUMMARY
Position: Dept.:
Candidate: Interviewer:
Date:
Competency Score (1to 5)
Comments
Functional skills
Influencing Skills
Planning & Organizing
Results Orientation
Problem Solving
Conflict Resolution
Interpersonal Ability
Communication skills
Customer Focus
Leadership skills
74
8/3/2019 Shruti Report Repaired) (2)
75/80
Overall Comments:
What are candidate's key strengths?
What are interviewer's key concerns?
Scale: 5 = Significantly exceed expectations, 4 = Exceeds expectations,
3 = Meets Expectations, 2 = Meets some expectations,
1 = Does not meet expectations, 0 = Not enough information
Recommended Action: Potential Hire: Do not Hire: Potentialelsewhere:
Signed
MATHEMATICAL APTITUDE TEST
Name: Date of Test:
Position applied for:
75
8/3/2019 Shruti Report Repaired) (2)
76/80
Q-1 8571 subtract 583 equals?
A)7998 B) 8018 C) 7988 D) 7888 E) 8088
Q-2 If one carton of screws weighs 100 Kilograms, what will be the weight of six and a half
cartons?
A) 6.5 kg B) 6500 kg C) 65 kg D) 650 kg E) none of these
Q-3 How many minutes are there in 4 hours?
A) 140 B) 80 C) 160 D) 150 E) 240
Q-4 0.75 * 0.5 equals?
A) 0.5 B) 0.375 C) 1.5 D) 0.25 E) none of these
Q-5 Which number comes next in the following sequence-1 2 4 8?
A) 5 B) 16 C) 64 D) 12 E) 32
Q-6 Machine A can produce 1,000 sausages in 4 hours. Machine B can produce 1,000 sausages
in 8 hours. Working together at their respective rates, how long will it take the machines to
produce 1,000 sausages?
A) 1 hr 40 min B) 2 hrs C ) 2 hrs 40 min D) 3 hrs E) 4 hrs 20 min
Q-7 Calculate the following:
189 + 981 - 819 =
76
8/3/2019 Shruti Report Repaired) (2)
77/80
Q-8 Indicate the next one in the series in the answer space provided:
120 135 150 165
Q-9. What is the next in the series:
CAB CCD CEF CGH
Q-10 It takes 7 shipping clerks 15 days to prepare the warehouse for a new shipment. How many
days would it take if only 3 shipping clerks, who worked at the same rate?
Q-11.If two typists can type two pages in two minutes, how many typists will it take to type 18
pages in six minutes?
A)3 B) 4 C) 6 D) 12 E) 36
Q-12 If you count from 1 to 100, how many 7's will you pass on the way?
A) 10 B) 11 C) 19 D) 20 E) 21
Q-13 Which letter comes next in this series of letters-
B A C B D C E D F
Q-14 What is the square root of 16?
A) 2 B) 4 C) 8 D) 64 E) 32
Q-15 A jet uses 80 gallons of fuel to fly 320 miles. At this rate, how many gallons of fuel are
needed for a 700 mile flight?
A) 150 B) 155 C) 160 D) 170 E) 175
Q-16 Which numbers comes next in this series?
77
8/3/2019 Shruti Report Repaired) (2)
78/80
a) 1, 3, 5, 7, 9,
b) 0.1, 0.3, 0.5, 0.7, 0.9,
c) 81, 27, 9, 3, 1,
d) 3, 5, 8, 12, 17,
e) 0, 8, 8, 16, 24,
78
8/3/2019 Shruti Report Repaired) (2)
79/80
79
TELEPHONIC REFERENCE CHECK
Candidates Name: Referee:
Position: Reference Check Date:
What were the basic activities performed by the candidate in his/her previous job?
What was his/ her last designation?
What was his/ her period of service?
How would you rate the candidate on the following (please mention supporting situations)
Performance Skills Rating [1(lowest)-5(highest)] Supporting Situations
Results/ Achievements
Efforts/ Commitment
Traits
Rating [1(lowest)-5(highest)] Supporting Situations
Openness
Integrity
Innovation
Teamwork
Customer focus
Learning
COMMENTS:
AREAS OF IMPROVEMENTS:
8/3/2019 Shruti Report Repaired) (2)
80/80