vibha project

FINAL PROJECT REPORT

ON

RECRUITMENT AND SELECTION

IN

Submitted for the partial fulfillment of the requirement for award of degree of

MASTERS OF BUSINESS ADMINISTERATION to

PUNJAB TECHNICAL UNIVERSITY, JALANDHAR

Submitted to: Submitted by:

RBIEBT VIBHA

MBA DEPT. Roll no. 90602264199

MBA IV SEM

RBIEBT

RAYAT AND BAHRA INSTITUTE OF ENGINEERING AND BIO

TECHNOLOGY (MBA), MOHALI

DECLARATION

1

I hereby declare that the project titled “Recruitment and Selection in HCL” is an

original piece of research work carried out by me under the guidance and supervision of

MISS RYTHEEMA DULLO . The information has been collected from genuine &

authentic sources. The work has been submitted in partial fulfillment of MASTERS OF

BUSINESS ADMINISTERATION to RAYAT AND BAHRA INSTITUTE OF

ENGINEERING AND BIO TECHNOLOGY.

This work has not been submitted anywhere else for any other degree/diploma.

VIBHA

RBIEBT

MBA(HR)

IV SEM

2

ACKNOWLEDGEMENT

I take the opportunity to express my gratitude to all the concerned people who have

directly or indirectly contributed towards completion of this project. I extend my sincere

gratitude towards HCL for providing the opportunity and resources to work on this

project.

I am extremely grateful to my faculty members whose insight encouraged me to go

beyond the scope of the project and this broadened me learning on this project.

I also want to show my gratitude to all whose insight helped me to complete this

Project.

VIBHA

EXECUTIVE SUMMARY

3

“True learning is born out of experiences and observation.”

Theoretical study gives us the conceptual clarity while practical study states about it and

how it can be performed in real life. Theoretical study does give us the knowledge about

Human Resource management, but without the practical exposure one cannot be total in

the same field.

In the competitive economy the quality and the performance of the management

determines the success of the organization. However the art and practice of management

is quite different in different environment. Thus, by visiting a HRD of Hindustan

Computers limited, Mohali. I got a chance to learn the various aspects of the world

outside book that is so wide and expanded. As we go deeper into, we find more and more

of it.

The main objective of summer project training is to develop practical knowledge and

awareness about industrial environment and business practices in the students.

As a supplement to theoretical studies of Administration and Management in a specific

area like HRM, It increases the skill, ability and attitude to perform specific job in

industrial environment.

4

INDEX

S. No Topic Page No.

Chapter-1 INTRODUCTION TO THE

PROJECT

7-27

Chapter-2 INTRODUCTION TO THE

COMPANY

28-49

Chapter-3 RECRUITMENT AND

SELECTION IN HCL

50-60

Chapter-4 RESEARCH OBJECTIVES &

METHODOLOGY

61-65

Chapter-5 DATA ANALYSIS 66-82

Chapter-6 FINDINGS AND

SUGGESTIONS

83-87

Chapter-7 CONCLUSIONS 88-89

BIBLIOGRAPHY 90-91

ANNEXURE 92-96

5

CHAPTER-1 INTRODUCTION TO THE PROJECT

6

INTRODUCTION TO THE PROJECT

RECRUITMENT AND SELECTION

RECRUITMENT

Recruitment is “hiring” of employees from outside. Recruitment has been regarded as the

most important function of the HR department , because unless the right type of people

are hired, even the best plans, organization chart and control system would not do much

good.

Recruitment is the discovering of potential applicant for actual or anticipated

organizational vacancies. Accordingly the purpose of recruitment is to locate sources of

manpower to meet the job requirements and job specification.

It is defined as „ a process to discover the sources of manpower to meet the requirements

of staffing schedule and to apply effective measures for attracting the manpower to

adequate number to facilitate effective selection of an effective workforce

Yoder points out that recruitment is a process to discover the sources of manpower to

meet the requirement of the staffing schedule and to employee effective measures to

attracting that manpower in adequate number to facilitate effective selection of an

effective workforce.

Edwin B Flippo defines recruitment as “The process of searching for prospective

employees and stimulating them to apply for the jobs in the organization.It is the process

of finding and attracting capable applicants for employment. The process begins when

new recruits are sought and ends when their application are submitted. The result is a

pool of applicants from which new employees are selected.”

7

SOURCES OF RECRUITMENT

8

Sources of RecruitmentSources of Recruitment

Internal Source1. Transfer2. Promotion

Internal Source1. Transfer2. Promotion

External source1. Media advertisement2. Employment agencies3. Educational institutes4. References5. Labor contractors6. Gate hiring7. Management consultant

External source1. Media advertisement2. Employment agencies3. Educational institutes4. References5. Labor contractors6. Gate hiring7. Management consultant

Methods of Recruitment

Dunn and Stephens summaries the possible recruiting methods into three categories,

namely

1: Direct method

2: Indirect method

3: Third party method

1. DIRECT METHOD

The direct method includes sending of the recruiters to different educational and

professional institutions, employees contact with public and mannered exhibits. One of

the widely used methods is sending the recruiters to different colleges and technical

schools. This is mainly done with the cooperation of the placement office of the college.

Sometimes, firms directly solicit information form the concerned professors about

student with an outstanding records.

Other direct methods include sending recruiters to conventions and seminars, setting up

exhibits at fairs, and using mobile offices to go the desired centers.

2. INDIRECT METHOD

Indirect method involves mainly advertising in newspapers, on the radios, in trade and

professional journals, technical magazines and brochures.

Advertisements in newspapers and or trade journals and magazines are the most

frequently used methods. Senior post is largely filled with such methods. Advertising is a

very useful for recruiting blue color and hourly worker, as well as scientific, professional,

and technical employees.

9

Local newspaper can be good sources of blue collar workers, clerical employees, and

lower level administrative employees.

The main point is that the higher the position in the organization the more dispersed

advertisement is likely to be. The search for the top executive might include

advertisement in a national periodical, whereas the advertisement of the blue color jobs

usually confine to the daily newspaper.

According to the Advertisement tactic and strategy in personnel Recruitment, three

main points need to be borne in the mind before an advertisement in inserted.

First, to visualize the type of applicants one is trying to recruit.

Second, to write out a list of advantages the company offers, or why should the reader

join the company.

Third, to decide where to run the advertisement , not only in which area, but also in

which newspaper having a local, state or a nation- wide circulation.

3. THIRD PARTY

These include the use of commercial or private employment agencies, state agencies, and

placement offices of schools colleges and professional associations recruiting firms,

management consulting firms, indoctrination seminars for college professors, and friends

and relatives.

Private employment agencies are the most widely used sources. They charge a small fee

from the applicant. They specialize in specific occupation; general office help, salesmen,

technical workers, accountant, computer staff, engineers and executives.

State or public employment agencies are also known as the employment or labour

exchanges, are the main agencies for the public employment. Employers inform them of

their personnel requirement, while job seekers get information for them about the type of

job are referred by the employer.

10

Schools and colleges offer opportunities for recruiting their student. They operate

placement services where complete biodata and other particular of the student are

available.

Professional organization or recruiting firms maintain complete information records

about employed executive. These firms maintain complete information records about

employed executives. These firms are looked upon as the “head hunters”, “raiders” and

“pirates” by organization which choose their personnel through their efforts.

Evaluation of the recruitment method

The following is the evaluation of the recruitment method :

1: Number of initial enquires received which resulted in completed application forms

2: Number of candidates recruited.

3: Number of candidates retained in the organization after six months.

4: Number of candidates at various stages of the recruitment and selection process,

especially those short listed.

Objective of Recruitment

1: To attract with multi dimensional skills and experience that suite the present and future

organization strategies.

2: To induct outsider with new perspective to lead the company.

3: To infuse fresh blood at all levels of organization.

4: To develop an organizational culture that attracts competent people to the company.

11

5: To search or headhunt people whose skill fit the company’s values.

6: To seek out non-conventional development grounds of talent

7: To devise methodology for assessing psychological traits.

8: To search for talent globally not just with in the company.

9: To design entry pay that competes on quality but not on quantum.

10: To anticipate and find people for position that doesn’t exists yet.

Recruitment represents the first contact that a company makes with potential employees.

It is through recruitment that many individuals come to know about the company and

eventually decide whether they wish to work for it.

The recruitment process should inform qualified individuals about the job so that

applicant can make comparison with their qualification and interest.

Factors affecting Recruitment

There are two types of factors that affect the Recruitment of candidates for the company.

1: Internal factors: These includes

- Company’s pay package

- Quality of work life

- Organizational culture

- Company’s size

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- Company’s product

- Growth rate of the company

- Role of trade unions

- Cost of recruitment

2: External factors: These include

- Supply and demand factors

- Employment rate

- Labour market condition

- Political, legal and government factors

- Information system

Factors to be undertaken while formulating recruitment policies :

The following factors should be undertaken while formulating the policies -

- Government polices

- Recruitment sources

- Recruitment needs

- Recruitment cost

- Organizational and personal policies

13

Theories Regarding Recruitment

Recruitment is two way street: it takes a recruiter has a choice whom to recruit, same way

the prospective employee also has taken the decision whether or not to apply for the

given job vacancy. The individual take the decision usually on three different basic:

1: The objective factors

2: The critical contact

3: The subjective factor

The objectives theory views that the process of organizational choice as being one of

weighing and evaluating set of measurable characteristic of employment offers, such pay,

benefits , location, opportunity for advancement, the nature of job to performed, and

education opportunities.

Whereas, the critical contact theory suggests that the typical candidates is unable to

make a meaningful differentiation of organization’s offers in terms of objective or

subjective factors, because of his limited or very short contact with the organization.

Choice can be made only when applicant can readily perceive the factors such as the

behavior of the recruiters, the nature of the physical facilities, and such as the efficiency

in processing paper work association with the application.

On the other hand, the subjective theory emphasizes the congruence. Here the choices

are made on highly personal and emotional basis.

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Recruitment Procedure overview

Manpower Requisition Form

Recruitment Plan

Budget

Sourcing

Selection Process

Joining

Post Recruitment Data Updating

15

Evaluation of recruitment process

The following are the evaluation of the recruitment process:

1: Return rate of application sent out.

2: Number of suitable candidates for selection.

3: Retention and performance of the candidate selection.

4: Cost of recruitment

5: Time lapsed data.

6: Comments on image projected.

PHILOSOPHIES OF RECRUITMENT

Basically there are two Philosophies of recruitment. These are as follows:

1: REALISTIC JOB PREVIEWS (RJP)

Realistic Job Previews provides complete job related information to the applicants so that

they can make the right decision before taking up the jobs. It includes positive and the

negative aspects of the job.

16

2: JOB COMPATIBILITY QUESTIONNAIRE (JCQ)

Job compatibility Questionnaire was developed to determine whether an applicant’s

preference for the work match the characteristic of the job. The JCQ is designed to collect

information on all aspects of the job which have a bearing in on employee

performance .absenteeism, turnover and job satisfaction. The underlying assumption of

JCQ is that, greater the compatibility between an applicant’s preference for the job and

characteristic of the job as perceived by the job seeker, the greater the probability of

employee effectiveness and longer the tenure.

SELECTION

Selection is a negative process and involves the elimination of candidates who do not

have the required skills and qualification for the job proposed. Also it is a process of

differentiating between applicants in order to identify and hire those with grater

likelihood of success in job.

The objective of selection decision is to choose the individual who can most successfully

perform the job from the pool of qualified candidates. It is the system of function and

devise adopted in a given company to ascertain whether the candidate’s specifications are

matched with the job specifications and recruitment or not.

Selection process or activities typically follow a standard patter, beginning with an initial

screening interview and concluding with final employment decision. The traditional

selection process includes: preliminary screening interview, completion of application

form, employment test, comprehensive interview, background investigation, physical

examination and final employment decision to hire.

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Organization for selection

Until recently the basic hiring process was performed in a rather unplanned manner in

many organizations. In some companies, each department screened and hired its own

employees. Many mangers insisted on screening their own employees as they thought no

one else could do that as efficiently as they themselves.

But now selection is centralized and handled by the Human Resource Department. This

type of arrangement is also preferred due to some of these advantages:

- It is easier for the application because they can send their applications to a single

centralized department.

- It facilitates contact with applicants because issues pertaining to employment can be

cleared through one central location.

- It helps operating managers to concentrate on their operating responsibilities. This is

especially helpful during the chief hiring period.

- It can provide for better selection because hiring is done by specialist trained in staffing

techniques.

- The applicant is better assured of consideration for a greater variety of jobs.

- Hiring cost is cut because duplication of efforts is reduced.

- With increased governmental regulation on selection process, it is important that people

who know about these rules handle a major part of the selection process.

Ideally, a selection process involves mutually decision making. The organization decides

whether or not to make a job offer and how attractive the job offer should be

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SELECTION PROCESS

The actual steps involved in recruitment follow a well defined path:

Preliminary Assessment: The short listed candidates go through a preliminary round of

interviews. This interview lays more emphasis on functional competencies. To have more

data on the functional skills, the candidates may be given a business case for analysis and

presentation (This is done for certain positions only).

Application Form: Application form is a traditional and widely used device for

collecting information from candidates. Small firm design no application form and ask

the candidates to write detail about their age, martial status, education, work experience,

etc.

Medical Evaluation: Candidates who are selected by Colgate are asked to undergo a

medical test.

Final interview: Here the candidates who successfully clear the first round of interview

go through another round of interview with one or more of the functional heads.

SELECTION METHODS

This section looks at the process of selecting candidates. A variety of

Methods are available and consideration needs to be given as to which are suitable for a

particular post.

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The methods described here are:

· On-line screening and short listing

· Technical Tests

· Interviews

. Psychometric testing

· Ability and aptitude tests

· Personality profiling

ON-LINE SCREENING AND SHORTLISTING

Initial screening of applications is usually based on an assessment of a

Candidate’s experience and qualifications against the job’s requirements. Online

Systems are now available which can filter applications automatically.

An on-line selection facility screens applications against set criteria through

Key word searches. It may also provide a scoring mechanism. The use of on-line

screening may be a useful way of filtering quickly through a huge volume of applications

or sorting applications, if there are a number of jobs that have been advertised at the same

time. Some organizations that use this approach have had to develop long application

forms in order to ensure that the candidate includes all appropriate information in

sufficient detail. Other organizations only use this approach as a first step in attempting to

select candidates and then go through the applications again manually to double check

that all appropriate applications have been selected.

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TECHNICAL TESTS

One of the important and most commonly used methods in the Insurance

Industry is the use of logical test to judge the accuracy and presence of mind of the

candidate.

INTERVIEWS

Interviews are almost always used at some point in the process. The interview process is

formed through identification of the key requirements of the job and a list of questions is

drawn up. The panel of interviewers work through each set of questions with each

candidate and scores them on their answers. At the end of the interview process the

overall scores are considered and the best candidate chosen. If additional selection

methods are Chosen this is fed into the overall process at the end and again the best-fit

candidate is offered the appointment. Even where the interview is structured, this does

not mean that follow up questions cannot be asked to probe more deeply into a

candidate’s skills and experience. An interview that does not do this, but instead sticks to

a rigid list of questions, will not allow the interviewer to obtain the information

required to make a proper decision. Also, sometimes these interviews are

based on the technical test that the person has given. Officers and members who are

involved in the interview process should be trained in interviewing skills and the sorts of

questions they should or should not ask.

PSYCHOMETRIC TESTING

A range of attributes are best tested through psychometric testing. This term

is often confusing but in essence, means that a ‘mental measure’ is used.

Therefore, psychometric testing covers ability tests, aptitude testing and

personality profiling.

21

Proper psychometric testing can only be carried out by appropriately

qualified staff. It is essential that applicants are offered feedback on their

performance and that applicant understand how the test information is used

during decision-making processes. Personality tests are usually considered

in conjunction with other information, as the results can be unreliable.

Ability tests can also be used in this way, but many organizations use cut-off

marks so that all candidates who achieve less than a certain mark are

rejected while the rest progress to the next stage.

ABILITY AND APTITUDE TESTS

The term ‘ability tests’ is used broadly and in this context will encompass

aptitude tests too. Ability tests may cover a range of areas including:

· General intelligence;

· Verbal ability;

· Numerical ability;

· Spatial ability;

· Clerical ability;

· Diagrammatical ability;

· Mechanical ability;

· Sensory and motor abilities.

22

PERSONALITY PROFILE

An individual's personality may affect their suitability for some posts.

However, personality profiling does not have a ‘right’ or ‘wrong’ answer and

individuals may be sifted through identifying particular behaviors that are

better suited to the job than others. It is therefore important for those

undertaking the selection process to be clear on the characteristics required

to perform well in the job.

DECIDING WHICH SELECTION METHODS TO USE

A significant amount of research has been done on how reliable various

methods are. A summary of research on how well methods predict future job

performance shows that, where perfect prediction is 1.0, the following

selection methods score as follows:

● Assessment centre promotion (0.68)

Work samples (0.54)

Ability tests (0.54)

Structured interviews (0.44)

Integrity tests (0.41)

Assessment centre performance (0.41)

Personality tests (0.38)

23

Which methods are suitable for a particular job?

When determining which selection method is most appropriate, it is

necessary to consider the requirements of the job, through analysis of the

job/role description and person specification, and what skills, experience and

aptitudes are being sought. Some authorities make reference on the person

specification as to how they will assess that requirement during the selection

process, so that potential candidates are aware of the methods the authority

will use. Of course, more than one selection method may be appropriate for

a particular job.

BARRIERS TO EFFECTIVE SELECTION

The main objective of selection process is to hire people having competence and

commitment towards the given job profile. But due to some reason the main purpose of

effectively selecting candidates is defeated. These reasons are:

1: Perception or the Halo effect:

Many a times the interviewer selects a candidate according to the perception he has or he

made up while talking or looking at the individual. This way he does not see through the

caliber or the efficiency of the individual and many times it leads to the selection of the

wrong candidates.

2: Fairness:

During the selection process the interviewer does not select the individual on the basis of

his knowledge and hence the right type of the candidates is not selected.

24

3: Pressure:

The people from the HR department and also have a lot of pressure from the top

management and from other top class people for selecting the candidates they want. This

ways the purpose of effective selection process of effective selection process is defeated

as they have to select that individual whether or not he is capable of the job. that is being

offered.

ESSENTIAL OF SELECTION PROCEDURE

- Someone should have the authority to select.

- There must be sufficient number of applicants from whom the required number of

employees to be selected.

- There must be some standards of personnel with which a prospective employee may be

compared

FACTORS EFFECTING SELECTION DECISION

Includes:

- Profile matching

- Organization and social environment

- Multi correlations

. - Successive hurdles

25

SCOPE OF THE STUDY

The scope of the study covers in depth, the various recruitment and selection practices,

modules, formats being followed and is limited to the company HCL and its employees.

26

CHAPTER-2INTRODUCTION TO THE COMPANY

27

INTRODUCTION TO THE COMPANY

HCL Technologies is a global IT Services company headquartered in Noida, a suburb of

Delhi, India led by Nayar, HCL Technologies, along with its subsidiaries, had

consolidated revenues of US$5 billion, as of 2010, and employed more than 58,129

workers. The name HCL is an abbreviation on Hindustan Computers Limited.

HCL offers services including Software, Remote Infrastructure Management,

Engineering and R&D Services and BPO. HCL’s key services include:

Custom Application Services

Enterprise Application Services

Enterprise Transformation Services

Engineering and R&D Services

Infrastructure Management

Business Processing Outsourcing.

28

HCL Business Model

In addition to this, HCL AXON, formed after the acquisition of Axon Group in

December 2008, offers SAP services including:

Business Consulting

Solutions Implementation

Application Management

Blue ocean upgrades

Integration Services.

29

Services

Networking and network integration

Distribution and retail

BPO

InfrastructureEnterprise and custom applications

Engineering and R&D

IT Manufacturing

Technology

HCL serves industries such as Financial Services, Education, Hi-tech & Manufacturing,

Aerospace & Defense, Telecom, Retail & CPG, Life Sciences, Healthcare, Media &

Entertainment, Travel, Transportation & Logistics, Automotive, Government, and Energy

& Utilities, Acquisitions and Joint ventures

The company acquired Capital stream, a US BFSI Product Company for US$40 million

in February 2008.Capital stream’s Finance Center product is an addition to HCL's current

product addressing the BFSI market - Penstock, the product that HCL launched in 2007.

On 15 December 2008, it acquired Axon Group, and was renamed HCL AXON [4] [5],

the largest acquisition in the history of the Indian IT industry, surpassing Wipro’s $600-

million acquisition of Info crossing in 2007.

HCL Vision and Mission

30

HCL - An Overview

31

LEADERS

Shiv Nadar

Founder - HCL, Chairman & Chief Strategy Officer - HCL

Technologies

Ajai Chowdhry

Co-Founder - HCL, Chairman & CEO - HCL Infosystems

J V Ramamurthy

Chief Operating Officer, HCL Infosystems Ltd

32

HCL Advantage

Ability to understand customer's business and offer right technology.

Long standing relationship with customers.

Pan India support & service infrastructure.

Best-vale-for-money offerings.

HCL - Partnership

HCL strongly believes in the power of relationships and partners with world's leading

organizations. HCL has strategic partnerships and alliances with several leading Fortune

1000 firms, including leading IT and Technology firms, and ISVs that help us to create

and deliver the best suited IT-enabled business solutions for customers.

HCL is partner for Informatica for APAC, US & Canada. HCL and informatica are

focusing on providing Data Integration Solutions to different verticals including Financial

services, Insurance, Healthcare, Life sciences, Telecommunications etc.

HCL & BMC software share a strategic alliance wherein HCL is BMC's Global

Outsourcer, SI Partner & Global Managed Service Provider Partner. This partnership

allows HCL to focus upon all the major BMC disciplines of Business Service

Management such as Service Resource Planning, Service Automation, Service Support,

Service Assurance & Atrium Core, and has a dedicated technology team known as

'Center of Excellence' which proactively develop/deploy these solutions.

33

The HCL/EMC Alliance program has enabled HCL to partner with EMC to cut costs

and/or improve client operations through refresh, content management, consolidation,

upgrade, virtualization (VMWare) and security (RSA) programs. EMC is an industry

leading information and data management product and solutions provider. HCL is

regarded as one of the top EMC Global Alliance partners.

HCL and CA have established a strategic relationship to meet the Enterprise IT

Management needs of customers. The partnership is focused on solutions around CA's

‘Govern’, ‘Secure’ and ‘Manage’ products across distributed and mainframe

environments. The HCL-CA partnership combines CA's leadership in platform

technologies and HCL's business transformation services to deliver efficiency and cost

advantage for customers.

HCL and Microsoft leverage our collaboration to deliver this value through industry

solutions and client innovation.

HCL values its 10+ year multi-faceted relationship with SAP? As a customer, a

development partner and a go-to-market partner. HCL and SAP together focus on

proving business solutions to customers in areas including Consulting services, Systems

integration services and Support for evaluation, implementation and continuous

improvement.

34

http://www.hcltech.com/microsoft/

http://www.hcltech.com/SAP/partnership-status/

HCL has a 6+ year relationship with Oracle Corporation and today we are a Certified

Advantage Partner, globally, the highest partnership status at Oracle. HCL is also the

Value Added Reseller of Oracle products in the APAC region. HCL and Oracle

Corporation have a multi-pronged strategy on product development, professional services

and joint Go-to-market across geographies.

TIBCO Software Inc. is a leading independent business integration software company

and enabler of real-time business, helping companies become more cost-effective, agile

and efficient. TIBCO has a proven track record of delivering business value to its

customers by helping them solve problems and execute on strategies in three key areas

Service Oriented Architecture (SOA), Business Process Management (BPM) and

Business Optimization (BO).

HP is a leading global technology company that offers a broad product portfolio of

infrastructure and business solutions. HCL, as a Global Systems Integrator for HP, is able

to offer a comprehensive suite of solutions to our Customer by utilizing HP hardware and

software platforms.

HCL leverages a broad range of IBM products to build world class, flexible and industry

leading infrastructure and business intelligence solutions. These flexible mainframe

solutions (z Series, Websphere) and BladeCenter systems infrastructure solution help our

35

http://www.hcltech.com/oracle/

http://www.hcltech.com/TIBCO/

clients manage the growth and change in their business operations while simplifying their

IT environment.

HCL Business Stream

36

HCL Business

Stream

Global IT services(HCL

Technologies)

IT Infrastructure Solutions

(HCL Infosystems)

1. Product engineering & technology development2. Applications3. Infrastructure

4. BPO

1. IT h/w

Services

2. Networking & network integrations

3. Distribution: Telecom & imaging products retail

HCL has a global set-up of offices situated in 26 nations. Some of them

are listed below

Australia & New Zealand

Hong Kong

Japan

Singapore

China

Europe

India

Malaysia

Middle East

US

SWOT ANALYSIS HCL TECHNOLOGIES

STRENGTHS

A. Wide Range of Products and Services like Bpo’s, Software Services, and

Infrastructure Management which cater into both large and medium size companies.

B. Global Coverage in countries like U.S, Europe, Japan etc

C. Strong employees base of upto 50000Pax.

D. Support sales activities by understanding the customer business

better.

E. Keep up-to-date on what competition is doing.

F. Its revenue has increased from 60.7bn in 2007 from 114bn

In 2009 which shows its increasing trend.

37

WEAKNESS

A. One of the key weaknesses of HCL is that it has lost projects in continuation like

recently BFSI cuts projects.

B. HCL has always a weakness in TIER1 sectors.

C. Total asset turnover is one of the weakness of HCL as they has always failed to

materialize its assets in right direction.

D. Lack of innovation and distribution network especially in case of laptops has reflected

HCL’s weakness.

OPPORTUNITIES

A. Acquisitions:-HCL has already done 3 major acquisitions like Liberta. This enables

them to expand and create opportunity for them to wide there spectrum.

B. Key opportunities lies in the countries like Eastern Europe and APAC(Asia-Pacific

Region).

C. Mid Market segment is the opportunity area as against fortune200 companies.

D. Opportunity of doing better on return on equity from 21.42% by beating satyam

(26.08%)

E. Increasing its market share from 9.8% vs. 19.7 %( HP).

THREATs

A. One of key threat for HCL and the industry as a whole is the ban of outsourcing from

India due to new regulations from U.S

B. Dip in quarterly Sales by 5% can lead to loss of market share and product

depreciation.

C. Small Players and manufactures are trying to enter into the segment where they can

provide much cheaper products then HCL which will be a rising competition for HCl to

stand.

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Key features distinguishing HCL from other IT firms

From aeronautics to life sciences, HCL reach out to millions of people with the help of

updated technology worldwide on the daily basis

HCL broke new grounds in modern calculation. Its proficiency covers nations globally

and aims at making a difference.

HCL team holds its head high in being a pioneer of heritage in India and taking ahead the

revolutionary spirit to their all other undertakings

Corporate Control at HCL

HCL considers that tough corporate control measures should be essential to all activities

of its Group Firms to guarantee competent conduct of the business of the Firms, while

maintaining the standards of lucidity, honesty, sincerity, and responsibility.

Mentioned below are two examples of how the HCL Corporations maintain transparency

in its business culture:

The "Directions" convention which takes place every year, witnesses the interaction

between the CEO of HCL Technologies and the employees. At the end of the discussion

the CEO draws out calculated steps to be implemented by the company.

The HCL Global Meet where the company's customers, investors, analysts meet and

interact.

The HCL corporate control measures have developed over the enterprise's 32 years

journey and are in observance with the necessity of the amended norms on corporate

control fixed in Clause 49 of the Listing Agreement with the Stock Exchanges.

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Industry Sectors of HCL

By combining technology with business knowledge, HCL has created value for itself.

Aerospace and Defense

Automotive

Consumer Electronics

Energy and Utilities

Financial Services

Government

Healthcare

Independent Software Vendors

Industrial Manufacturing

Life Sciences

Media & Entertainment

Retail & Consumer

Semiconductors

Server and Storage

Telecom

Transportation & Logistics

Travel & Hospitality

HCL Career Development Centre

As the training arm of the HCL Infosystems, HCL Career Development Centre (CDC)

carries forth a legacy of excellence spanning across more than three decades. HCL Career

Development Centre (CDC) is an initiative that enables individuals and organizations to

benefit from HCL’s deep expertise in the IT space.

Among the fastest growing IT education brands in India, HCL Career Development

Centre offers a complete spectrum of quality training programs on software, hardware,

networking as well as global certifications in associations with leading IT organizations

worldwide.

40

Empowered with strategic alliances with leading IT organizations in India and abroad,

HCL Career Development Centre training solutions cater to diverse consumer profiles

including individuals, enterprises, academic institutions and Government enterprises.

Guiding Principles

“Empowering you to bring out the best”

As the fountainhead of the most significant pursuit of human mind (IT), HCL strongly

believes, “Only a leader can transform you into a leader”. HCL Career Development

Centre is a formalization of this experience and credo which has been perfected over the

decades.

Vision and Mission

Vision

“Together we create the enterprise of tomorrow”

Mission

“To provide world class information technology solutions and services in order to enable

our customers to serve their customers better.”

Objectives

Our Objective

“To fuel initiative and foster activity by allowing individuals freedom of action and

innovation in attaining defined objectives.”

Our People Objective

“To help people in HCL Infosystems Ltd. share in the company’s successes, which they

make possible; to provide job security based on their performance; to recognize their

individual achievements; and help them gain a sense of satisfaction and accomplishment

from their work.”

Core Values

1. We shall uphold the dignity of the individual.

2. We shall honour all commitments.

3. We shall be committed to Quality, Innovation and Growth in every endeavour.

41

4. We shall be responsible corporate citizens.

Head HCL Career Development Centre (CDC)

From The Desk of Head HCL CDC

At HCL, the concept of people-empowerment has been our guiding force through an

eventful journey of over three decades having HCL a $5.1 billion global conglomerate.

HCL has played a pioneering role in creating and transforming the IT & IT Enabled

Services Industry in India and abroad, across areas of hardware, networking solutions,

distribution, infrastructure management, product engineering, managed services, software

development and BPO services. This has happened equipped us to create and deliver

appropriate content for industry-led training programs.

Over the years, HCL has shaped the careers of thousands of IT professionals and

transformed lives. I invite you to share this legacy of excellence in the form of HCL

Career Development Centre (CDC) and become the IT Professionals of tomorrow.

The global economic order is set to change again placing fresh demands on individuals

and organizations alike. It is now more than ever before, that we need to re-invent

ourselves in terms of ability and performance. This is the time to build upon a fresh set of

competencies that the market place can value and deploy.

Koushik Chaterjee

Head CDC

Quality at HCL CDC

“We shall develop and impart Industry relevant ICT education to meet the requirement of

customers, Industry and society by continually updating technology content and

improving our processes.”

Certification of Quality Standards

“In its pursuit of excellence”, the company has developed quality management system in

line with ISO 9001:2000 standards.

Business Excellence Initiatives

The organizations follow a framework developed by EFQM (European Foundation for

Quality Management). Organization policies and strategies are aligned with EFQM

42

Model. The “Quest of Excellence” is taken as a mission who drives the quality of

Training Delivery and associated services.

HCL Career Develpoment Centre Advantages

At HCL Career Development Centre, we provide upon the fact that our training programs

provide students with a sustainable competitive edge that not only hepls them secure the

initial placement but rather remains as an asset throughout their career span.

1. Learn industry nitty-gritty from Top HCL professionals

2. Customised and industry specific career programs. Hand on experience.

3. After HCL CDC certification, leave behind your placement worries!

HCL HeritEdge

HCL CDC combines our heritage of excellence with cutting-edge IT

expertise across multiple IT domains.

ISO 9001:2000 Certification

Students in HCL CDC share the benefit of ISO 9001:2000 certified training practices and

procedures. Must have an attitude and be a self starter. The right candidate will progress

really fast within the organization:

Cutting-edge Courseware

Our courseware is designed and developed in consultation with seasoned

IT professionals and is continuously updated as per the changing industry

trends.

Global Alliances

Through partnership with leading technology companies including

Microsoft, Oracle and RedHat, HCL CDC conducts certification programs

in software, system and network administration offering you a distinct

edge in the job market.

43

International Recognition

All the training programs are backed by HCL. Its successful brand image

is well recognized all across the world.

Hands on Training

We place major emphasis upon the application and practical training

aspect of IT training to make the students-ready from day one.

Widespread Network

HCL CDC has set up premier IT training centres across the geography of

India and the network is growing at a rapid pace with ambitious global

expansion plans on the anvil.

100% Placement Record

HCL CDC dedicated team of placement professional’s offers employment

support through regular interface with the industry. Career Development

Centre prides upon 100% placement record* with students having been

placed in leading organizations in the IT/non-IT space.

Courses

1). Software Courses

A). HCSE+ (JAVA, .NET & ORACLE)

Course contents and unique features:

HCL has come up with an Industry Ready Course known as HCSE+ which culminates

the power of Object Oriented Programming Technologies with most-in demand Database

Technology. Tracks available in HCSE along the with IT Fundamentals training will be

focused on following topics:

a. Microsoft .Net 3.5

b. JAVA 1.6

c. Oracle 9i Developer

d. Oracle 9i Administrator

44

Exit Profile

After completing the course the student is ready for a power packed job in IT market on

following profiles:

Software programmer

Software Developer

Web Developer

Window Developer

Software Architect

Database Administrator

Database Performance Analyzer/Optimizer

B). HCSE+ (JAVA Track)

Course contents and unique features

Talking into consideration the industry requirements HCL has come up with an Industry

Ready Course known as HCSE. Along the with the IT fundamental training will be

focussed on following topics to make JAVA Specialist.

a. Fundamental of JAVA 1.6

b. RMI

c. Servlet & JSP

d. EJB 2.0 6. Sturts

e. JDBC

Exit Profile


following profiles:

Software programmer

Software Developer

Web Developer

Window Developer

Software Architect

45

C). HCSE (Oracle DBA Track)

Course Content and Unique Features



focussed on following topics to make Oracle Specialist.

Oracle 9i Forms Developer Track

a. Introduction to 9i SQL

b. Oracle 9i: Programs with PL/SQL

c. Oracle 9i Forms Developer: Builds Internet Application

Exit Profile


following profiles:

Oracle Developer to work with Oracle Forms & Reports


D). HCSE+ (.Net Track)

Course content and unique features



focussed on following topics to make .Net Specialist.

a. Microsoft .Net 3.5 framework

b. Implementation of Windows based Application using VB.Net

c. LINQ with C# 3.0

d. WPF with C# 3.0

e. WCF with C# 3.0

f. WWF with C# 3.0

g. Asp.Net with C# 3.0

Exit Profile

46

Software programmer

Software Developer

Web Developer

Window Developer

Software Architect

Database Administrator


2). Hardware Courses

A). HCE+ (HCL Certified Enterprise Engineer)

Course Content and unique features:


Ready Course known as HCEE (Known as HCE+). The various course contents are:

Basic hardware & Server technology

a. Advanced Networking and Security

b. System Engineering on Microsoft Technologies

c. Networking Technologies and Devices

d. Linux Administrator and Security

e. Service Desk Institute

f. Advanced Storage Technology

Exit Profile

After completing the course the candidate can start his career as:

Network Technician

47

System Executive

Network Administrator

Support Engineer

Network Security Specialist

Storage Specialist

Junior Network Analyst

48

CHAPTER-3

RECRUITMENT AND SELECTION IN

HCL

49

Process of Recruitment and Selection

3 Interview Rounds

Different Rounds in the Recruitment process at HCL Technologies

RECRUITMENT PROCESS AT HCL

Recruitment process in HCL technologies consists of different stages. It includes

three stages of interview which deal with different aspects of job specification.

After passing the 3 interview rounds, the candidate has to give an online

examination. If candidate gets at least passing marks in the examination, offer is

made to the selected candidate and certain formalities are completed by the

candidate which including filling documents like declaration, application blank,

pre-interview form, background verification form. A date of joining is given to

the candidate, on which they have to bring all of their original documents for

verification.

On the date of joining documentation formalities, PRU (which is process

resource update) is filled online, it includes all the details of candidate.

Next stage, by which candidates have to go through is medical checkup. After

joining formalities are completed a date of induction is given candidate.

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Telephonic Round Initial Round Operations Round

Tests conducted

TELEPHONIC ROUND

Call is made to candidate from the data which is result of different sources of

recruitment. Few questions are asked on telephone like whether the candidate is

interested in joining HCL-CDC and why? If responses is positive certain

questions are asked to check the communications skills of the candidate and also

related to questions to resume. If its suitable, then date of interview is given to

them with other information like address where the interview is to be held and

candidate have to bring copy of resume on the date of interview.

INITIAL ROUND

This is round is which face to face conversation is done between interview and

interviewer. Certain question are asked to the candidate to check there

communication skills. Generally questions which are asked belong to their past,

daily routine etc.

There are certain parameters on which candidate is tested:

Interactive Skill: The candidate must have good communication skills, must be

able to interact easily. When questions are asked to the candidate he/she must be

able to communicate easily.

Confidence: Confidence level of the candidate is also checked like how well

they present their words in front of the interviewer. When questions are asked to

the candidate he must be confident at that time.

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Attitude: Candidate must have positive attitude at the time of interview, must be

able to present himself in right and positive manner and also be able to make an

impact on the interviewer.

OPERATIONS ROUND

In this assessor checks the suitability of the candidate for different openings. Like,

if there are two opening:

Technical Support officer

Customer senior executive

For TECHNICAL, SUPPORT, the candidate must have technical background

like B. Tech. B.E. etc & must be have the knowledge and skills regarding the

technical field. Candidates are made to appear for a technical interview in which

their technical competence is evaluated for the requirement & is captured by the

Technical Interviewer in the Interview feedback form.

Similarly, for the opening of customer senior executive, the candidate must be

able to answer the questions like:-

What’s his or her understanding by customer service?

What are the qualities a ESE must have to deal with customer?

& many more questions…………

Candidate need to give right answers and selection depends upon the way one

presents his answers, which must be in structured form and use of incomplete

sentences should be avoided. If candidate gets selected in this round, next stage

which is faced by the candidate is online exam.

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TESTS CONDUCTED

This exam includes 50 questions including aptitude, technical, grammar &

desktop familiarity. Each question carries 2 marks.

Candidate must have a minimum score of to marks to pass in this round.

It includes:

1. APTITUDE TEST: Aptitude tests measure whether an individual has the

capacity or latent ability to learn to given job if given adequate training. The use

of aptitude test is advisable when an applicant has had title or no experience along

the line of the job opening. Aptitude tests help determine a person’s potential to

learn in a given area. An example of such test is the general management aptitude

tests (GMAT), which many business students take prior to gaining admission to a

graduate business school programmed. Aptitude test indicates the ability or fitness

of an individual to engage successfully in any member of specialized activities.

They cover areas like clerical aptitude, numerical aptitude, mechanical aptitude,

motor co-ordination, finger dexterity and manual dexterity. These tests help to

detect positive and negative points in a person’s sensory or intellectual ability.

They focus attention on a particular type of talent such as learning or reasoning in

respect of a particular field of work.

FORMS OF APTITUDE TEST:

53

Mental or intelligence tests:

They measure the overall intellectual ability of a person and enable to know

whether the person has the mental ability to deal with certain problems.

Mechanical aptitude tests:

They measure the ability of a person to learn a particular type of mechanical

work. These tests helps to measure specialized technical knowledge and problem sowing

abilities of the candidate. They are useful in selection of mechanics, maintenance workers

etc.

Psychometer or Skills test:

They are those, which measures a person’s ability to do a specific job. Such test

are conducted in respect of semi-skilled and repetitive jobs such as packing, testing and

inspection etc.

2. GRAMMAR TEST: It includes fill in the blanks of English based on tenses,

arrangement of sentences, completion of English sentences etc. It includes questions

related to vocabulary. The objective of this test is to check the knowledge of English of a

candidate.

3. TECHNICAL TEST: Candidates are made to appear for an online technical

exam in which their technical competence is evaluated for the requirement. In this

technical knowledge of the candidate is checked again.

4. DESKTOP FAMILIARITY : Knowledge of computers is checked in this

section of the online examination. It is used to measure the familiarity of the candidates

with computers.

54

If a candidate scores at least to marks out of 100 in this online examination, the

offer is made to the candidate.

At the same time, if a candidate gets rejected in any of the round, he/she re-apply

after 3 months in HCL technologies.

SELECTION PROCESS AT HCL

Before the final selection process starts, following steps are undertaken:-

i. Short-listing the appropriate candidates through their Bio-data.

ii. Interviews with HR as well as Functional Head and Department head

to ensure that the process is effective.

iii. PI test are generally carried out for engineering & executive level.

The number of factors taken into consideration before selection is

i Experience

ii Qualification

iii Previous salary

Once the candidate is selected, he needs to fulfil a number of formalities that

includes.

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APPLICATION FORM : Selected candidates need to fill in an application form

that contains important information like-caste, religion, birthplace, address, work

experience etc.

REFERENCE CHECKS: Selected candidates are also asked to fill in a reference

check form that demands for information regarding the name, address, designation,

organization & relationship of the hired candidates with the references given by him.

BACKGROUND INFORMATION:HCL requests names, address and telephone

numbers of references for the purpose of verifying information and perhaps, gaining

additional background information of an applicant.

SELECTION DECISION

After obtaining information through the preceding stops, selection decision – the

most critical of all the steps must be made. The other stages in the selection process have

been used to narrow the number of the candidates. The final decision has to be made

from the pool of individuals who pass the test, interviews and reference checks.

The view of the line manager will be generally considered in the final selection

because it is he/she who is responsible for the performance of the new employee. The HR

manager plays a crucial role in the final selection.

JOB OFFER

The next step is the selection process is job offer to those applicants who have

crossed all the previous hurdles. Job offer is made through a letter of appointment. Such a

letter generally contains a date by which the appointee must report on duty. The

appointee must be given reasonable time for reporting. This is particularly necessary

when he or she is already in employment, in which case the appointee is required to

obtain a relieving certificate from the previous employer. Again, a new job may require

56

movement to another city, which means considerable preparation, and movement of

property. The individual may also want the company to delay the date of reporting on

duty. Decency demands that the ejected applicants be informed about their non-selection.

Their applicants may be preserved for future use. It needs no emphasis that the

applications of selected candidates must also be preserved for the future references.

DOCUMENTATION

Application forms

Application form is a traditional & widely device for collecting information from

candidates. It should provide all the information relevant to selection, where reference for

caste, religion, birth place, may be avoided as if may be regarded as evidence by

candidates which include Bio-data, education other information like.

Date of birth

Present and permanent address

Information about family

Details related to education

Details of previous organization

Disclosure regarding health.

Disclosure regarding criminal record.

FOLLOW UP

57

The recruitment cell does a follow up with the candidate who is extended an offer

to ensure candidate is joining within the stipulated time.

DATE OF JOINING

At the time when offer is made to candidate date of joining is given to candidate.

On date of joining candidate must bring all his/her original documents as well as

photo copies with them.

When candidate visit on the date of joining, all their original documents are

checked and submission of photo copies is to be done for maintaining record.

PROCESS RESOURCE UPDATE

In this all the details of candidate are filled online which is every important for the

organization to keep record of the candidate online, so whenever any information is

required it can be found out easily. It include personal details of candidates, educational

information, name of the person who hired the candidate, in other words name of the

recruiter , name of the assessor who took voice and ascent round, operations round with

the score of candidate obtained in all the rounds including test details.

It also includes the process for which he/she to hired for and for which profile.

It includes the date of offer and actual date of joining of the candidate.

After updating the information certain code is given by the system for every

candidate which acts as identity for candidate.

HCL VALUES

58

WE

Constantly upheld the dignity of every individual

Aspire to honor all commitments.

Resolve to be committed to quality, innovation

Endeavour to be responsible corporate citizens.

FINAL EMPLOYMENT DECISION

It is a final step. In this step company makes a very important decision.

After all these processes follow up is done i.e. the selected person is induced and

placed at the right job.

New employers are sent in batches for the purpose of commencement of their

training. Training is provided on regular basis to the new employees of HCL.

59

CHAPTER-4RESEARCH METHODOLOGY

60

RESEARCH METHODOLOGY

OBJECTIVES

1. To study the recruitment and selection procedure followed in HCL-CDC, Mohali.

2. To study the various sources of recruitment followed in HCL.

3. To give suitable suggestions to make the recruitment process more effective.

METHODOLOGY

Every project work is based on certain methodology, which is a way to systematically

solve the problem or attain its objectives. It is a very important guideline and lead to

completion of any project work through observation, data collection and data analysis .

According to Clifford Woody, Research Methodology comprises of defining &

redefining problems, collecting, organizing &evaluating data, making deductions

&researching to conclusions.

Accordingly, the methodology used in the project is as follows: -

Defining the objectives of the study

Framing of questionnaire keeping objectives in mind (considering the objectives)

Feedback from the employees

Analysis of feedback

Conclusion, findings and suggestions.

SELECTION OF SAMPLE SIZE

In order to take a reasonable sample size and not to disturb the functioning of the

organization, a sample size of reasonable strength of the Company has been taken in

order to arrive at the present practices of recruitment in the Company.

61

Accordingly, 10 officers have been selected at random from all the departments of the

organization and feedback forms (questionnaire) have been obtained. The data has been

analyzed in order to arrive at present recruitment practices in the organization.

SAMPLING TECHNIQUE USED

The technique of convenient sampling has been used in the analysis of the data from a

finite population. Convenience sampling (sometimes known as grab or oppurtunity

sampling ) is type of non-probability sampling which involves the sampling being drawn

from that part of the population which is close to hand.That is, a sample population

selected because it is readily available and convenient. The researcher using such a

sample cannot scientifically make generalizations about the total population from this

sample because it would not be representative enough.

DATA COLLECTION

To determine the appropriate data for research mainly two kinds of data was collected

namely primary & secondary data as explained below:

PRIM A RY DA T A

Primary data are those, which were collected afresh & for the first time and thus happen

to be original in character. However, there are many methods of collecting the primary

data; all have not been used for the purpose of this project. The ones that have been used

are:

Questionnaire

Informal Interviews

62

SECONDARY DATA

Secondary data is collected from previous researches and literature to fill in the

respective

project. The secondary data was collected through:

Text Books

Articles

Journals

Websites

STATISTICAL TOOLS USED

The main statistical tools used for the collection and analyses of data in this project are:

Pie Charts, bar graphs.

Tables

LIMITATIONS

In every project/study undertaken limitations arises and are inevitable.

● This project report is based on the information given by the head or Unit Manager’s of

the centers. The information is also collected through some

magazines, newspapers and e-mails. Some respondents were not interested in giving

answers as they were appearing to be busy.

●In fact, this project report involves human processing and analysis.Therefore, there

are chances of human error.

63

●One of the major limitations is time boundedness. The Management Trainees are

restricted to a training of 6-8 weeks only ,and much of the time is spent in Coaching and

training itself and not in the field.

●Trainees are provided with limited resources. No financial aid or stipend is being paid

to them, so they can not spend much on meetings with the

potential customers. It can be also treated as a limitation of Cost Boundedness

SCOPE OF THE STUDY

The scope of the study covers in depth, the employee retention practices, modules,

formats being followed and is limited to the company HCL and its employees

64

CHAPTER-5DATA ANALYSIS AND

INTERPRETATION

65

DATA ANALYSIS

Q1. What are the sources for recruitment and selection?

OPTIONS RESPONDENTS %AGE

EXTERNAL 3 30%

INTERNAL 1 10%

BOTH 6 60%

Total 10 100%

Interpretation:

From the above data it has been interpreted that about 60% of the employers say that they

prefer both internal as well as external source for recruitment and selection where as only

10% go for internal source and 30% go for external sources.

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Q2. Which method do you mostly prefer for recruitment and selection ?


DIRECT 6 60%

INDIRECT 2 20%

THIRD PARTY 2 20%

Total 10 100%

Interpretation:

From the above data it has been interpreted that about 60% of the employers go for direct

recruitment and selection whereas 20% go for Indirect method and 20% go for the third

party recruitment method.

67

Q3. When do you prefer to go for manpower planning?


YEARLY 3 30%

QUATERLY 1 10%

NO FIXED TIME 6 60%

Total 10 100%

65

Interpretation:

From the above data it has been interpreted that around 10% of the employees go for

quarterly manpower planning and 60 % do not follow any pattern they don’t have any

fixed time where as 30% go for yearly.

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Yearly30%

Quarterly10%

No fixed time60%

Yearly

Quarterly

No fixed time

Q4. What sources for external recruitment are preferred?


Campus Interview 5 50%

Placement Agencies 1 10%

Data Bank 1 10%

Casual Applicants 3 30%

Total 10 100%

Interpretation:

From the above data it has been interpreted that in HCL 50% of employees go for campus

interviews, 10% go for data bank, 30% from the casual application that are received and

only 10% go for any placement agencies.

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Q5: What form of interview do you prefer?


Personal Interview 8 80%

Video Conferencing 0 0%

Others 2 20%

Total 10 100%

Interpretation:

From the above data it has been interpreted that most of the employees prefer Personal

interviews i.e. 80% and rest 20% adopt some other means of interviews.

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Q6. Are you satisfied with the interview process ?


Yes 7 70%

No 3 30%

Total 10 100%

Interpretation:

From the above data it has been interpreted that 70% of employers feel that they are

satisfied with the interview process whereas 30% of employers says that they are not

satisfied with the interview process.

yes

no

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Q7. Are the Aptitude Tests conducted?


Yes 10 100%

No 0 0%

TOTAL 10 100%

Interpretation:

From the above data it has been interpreted that all of the employers says that the

Aptitude test is conducted during the recruitment and selection process.

72

Q8.If yes then it is for,


FRESHER 0 0%

EXECUTIVES 0 0%

BOTH 10 100%

TOTAL 10 100%

Interpretation:

From the above data it has been interpreted that all of the employers says that the

Aptitude test is conducted for both, Freshers as well as Executives during the recruitment

and selection process.

73

Q9. How many stages are followed in selection procedure ?


2 to 3 6 60%

2 to 4 3 30%

2 to 5 1 10%

More 0 0%

Total 10 100%

Interpretation:

From the above data it has been interpreted that about 60% employers prefer that there is

two to three stage selection procedures, 30% said that there is two to four stages in

selection and 10% prefer two to five stages.

74

2 to 360%

2 to 430%

2 to 510%

2 to 3

2 to 4

2 to 5

Q10: Rank the qualities in the order of your preference on the bases of which you select

candidates.


QUALIFICATION 42 28%

EXPERIENCE 30 20%

SKILL 31 21%

PERSONALITY 23 15%

DEPENDS ON JOB 24 16%

Total 150 100%

0 10 20 30 40 50

QUALIFICATION

EXPERIENCE

SKILL

PERSONALITY

DEPENDS ON JOB

Series1

Interpretation:

From the above data it has been interpreted that about 28% of the employers rank

qualification as no.1 preference and 21% employers rank skill on second position and

20% employers rank experience on third position and 15% employers keep personality at

last position.

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Q11. What recruitment sources are used?


Advertisement 8 80%

Empolyee referral 0 0%

Consultant 1 10%

All of these 1 10%

Total 10 100%

Advertisement

Employee Referal

Consultant

All of these

Advertisement

Employee Referal

Consultant

All of these

Interpretation:

From the above data it has been interpreted that about 80% of the employers use

Advertisement as the main recruitment source, whereas 10% of the employers use

Consultant as the recruitment source and 10% of the employers use all of these as the

source.

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Q12. Is there any contract(bond)signed by the employees while joining the organization ?


YES 10 100%

NO 0 0%

Total 10 100%

Interpretation:

From the above data it has been interpreted from the opinion of the employers that there

is a contract (bond) of two years which is signed by the employees while joining the

organization.

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Q13. Does HCL-CDC adopts internal recruitment source i.e. Transfer & Promotion.


Yes 7 70%

No 3 30%

Total 10 100%

Interpretation:

From the above data it has been interpreted that about 70% of the employers says that

they adopt internal recruitment source i.e Transfer and Promotion in HCL-CDC, whereas

30% of the employers says that they do not do so.

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Q 14. Do you follow the sequence of tests during recruitment?


Yes 9 90%

No 1 10%

Total 10 100%

Interpretation:

From the above data it has been interpreted that about 90% of the employers follow the

sequence of tests during recruitment which includes psychometric, aptitude,

mathematical skills etc. which enables the organization to understand the candidate’s

psychology and mental ability to face the organizational challenges, while 10%

employers does not follow the same.

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Q 15. Do you take any technological support for the process of recruitment?


TELEPHONE 2 20%

VIDEO CONFERENCING 1 10%

OTHERS 7 70%

Total 10 100%

Interpretation:

From the above data it has been interpreted that about 20% of the employers take

Telephone as the technological support for the process of recruitment, whereas only 10%

of the employers use Video conferencing as the technical support for the process of

80

recruitment and 70% of the employers says that they use other sources for the process of

recruitment.

Q16: How do you rate the HR practices of the company?


VERY GOOD 30 30%

GOOD 60 60%

AVERAGE 10 10%

BAD 0 0%

Total 10 100%

Interpretation:

From the above data it has been interpreted that about 60% of the managers feel that there

HR department is good whereas 30% say that it is very good and 10% says its average.

81

CHAPTER-6FINDINGS AND SUGGESTIONS

82

FINDINGS

The major findings of the project are enumerated as follows:

The Recruitment and Selection procedure carried out in HCL-CDC involves 3

major rounds that are, TELEPHONIC ROUND, INITIAL ROUND and

OPERATIONS ROUND, which is then followed by the various test conducted

such as, Aptitude test, Technical Test etc. on the basis of which the Selection of

the appropriate candidate is done.

In HCL-CDC most of the employees feel that the HR department is good. About

60% of the employees say that they prefer both internal as well as external source

for recruitment and selection. About 60% of the employees go for direct

recruitment and selection and less number for employees prefer indirect or third

party.

60% of employees say that there is No Fixed Time for manpower planning and 30

% says that manpower planning is done yearly and 10% employees say that

manpower planning is done quarterly. HCL prefers to go for campus interviews

and even casual application that are received for recruitment but they hardly

prefer placement agencies.

Most of the manager Prefer Personal interviews, 10% prefer other.60% of

employees says that HR practices of company is good, 30% says that it is very

good and 10% says that it is average.80% employees say that advertisement is a

source of recruitment .

Retaining the current talent is the top priority for the organization.

83

Most of the employees have a clear knowledge about the company’s vision,

mission and objectives. And they know how to achieve their objectives.

They are clear about their role and responsibility and they know well about other

staff members.

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SUGGESTIONS

Based on the data collected through the questionnaire and interactions with the Officers

of HCL the following suggestions are made for consideration:

Manpower requirement for each department in the company should be identified

well in advance.

If the manpower requirement is high and the recruitment team of the HR

department alone cannot satisfy it, then help from the placement agencies should

be taken.

Time management is very essential and it should not be ignored at any level of

the process.

The recruitment and selection through placement agencies is the last resort and

shulod be utilized only when needed.

The recruitment and selection procedure should not to be lengthy and time

consuming.

The candidates called for interview should be allotted timings and it should not

overlap with each other.

Facility management should be improved like lockers should be given to all

employees.

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Needs of the Employer: To get maximum returns from each employee, recover

training and development costs, minimize cost in terms of time in training new

workforce, ensure that adequate number of people are there to carry on the

process(proper manpower planning).

Needs of the Employee: Enriched job profile, better career path, challenging

work environment, future prospects of the job.

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CHAPTER-7CONCLUSION

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CONCLUSION

This presents the summary of the study and survey done in relation to the Recruitment

and Selection in HCL-CDC. The conclusion is drawn from the study and survey of the

company regarding the Recruitment and Selection process carried out there.

The recruitment process at HCL-CDC to some extent is not done objectively and

therefore lot of bias hampers the future of the employees. That is why the search or

headhunt of people should be of those whose skill fits into the company’s values.

Most of the employees were satisfied but changes are required according to the changing

scenario as recruitment process has a great impact on the working of the company as a

fresh blood, new idea enters in the company.

Selection process is good but it should also be modified according to the requirements

and job profile so that main objective of selecting the candidate could be achieved.

The essence of recruitment can be summed up as “the philosophy of attracting as many

applicants as possible for given jobs”. The face value of this definition is what guided

recruitment activities in the past. These days, however, the emphasis is on aligning the

organization’s objectives with that of the individual’s. By making this a priority, an

organization safeguards its interests and standing. After all, a satisfied workforce is a

stable workforce which also ensures that an organization has credible and reliable

performance. The project examines the various processes and nuances one of the most

critical activities of an organization.

In the end, this project endeavors to present a comprehensive picture of sources and

process of Recruitment and Selection of candidate and hopes to enable the reader to

appreciate the various intricacies involved.

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BIBLIOGRAPHY

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BOOKS

Kothari C.R. , Research Methodology, New Delhi; New Age

International Publication, second edition.

Human Resource Management by Ashwathapa (third edition),

Published by TATA Mc GRAW HILL Publication Company

Human Resource Management, (2005), Dr.P.C. Pardeshi

Human Resource Management By T. N. Chhabra

V.S.P RAO (2005) Human Resource Management

David A.Decenzo/Stephen P.Robins (2004) Personnel and Human Resource

Management

WEBSITES

www.wikipedia.org

www.naukrihub/recruitmentandselection.com

www. hcl .in

www.hclcdc.in

www. hcl tech.com

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http://www.hcltech.com/

http://www.hcl.in/

http://www.naukrihub/recruitmentandselection.com

ANNEXURE

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ANNEXURE

Dear Sir / Madam

I am a student of RBIEBT, KHARAR (MOHALI). I am doing my MBA. As part of my

curriculum I have selected RECRUITMENT AND SELECTION as my project work.

Thus, I am submitting my questionnaire to your kind opinion. This questionnaire is only

for the study purpose.

Thanking you

------------------------------------------------------------------------------------------------------------

NAME:___________________________________________________

DESIGNATION:___________________________________________

QUESTIONNAIRRE ON “RECRUITMENT AND SELECTION IN HCL”

QUESTION 1: What are the sources for recruitment and selection?

Internal

External

Both

Question 2: Which method do you mostly prefer for recruitment and selection

preferred way of recruitment?

Indirect

Direct

Third Party

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Question 3: When do you prefer to go for manpower planning?

Yearly

Quarterly

No Fixed Time

Question 4: What sources for external recruitment are preferred?

Campus Interview

Placement Agencies

Data Bank

Casual Applicants

Any other,pls specify

Question 5: What form of interview do you prefer?

Personal Interview

Telephonic Interview

Video Conferring

Others,pls specify

Question 6: Are you satisfied with the interview process?

Yes

No

To some extent

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Question 7: Are the aptitude test conducted?

Yes

No

Question 8: If yes then it is for

Fresher

Executives

Question 9: How many stages are followed in selection procedure?

2 to 3

2 to 4

2 to 5

more

Question 10: Rank the qualities in the order of your preference on the bases of

which you select candidates.

Qualification

Experience

Skills

Personality

Depend on job

Question 11: What recruitment sources are used?

Advertisement

Employee Referral

Consultant

ALL of these

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Question 12. Is there any contract (Bond) signed by employees while

joining the organization? (For all Levels)

Yes

No

Question 13: Does HCL-CDC use internal recruitment source i.e Transfer &

Promotion

Yes

No

Question 14: Do you take any technological support for the process of recruitment?

Telephone

Video conferencing

Others

Question 15: How do you rate the HR practices of the company?

Very Good

Good

Average

Bad

Question 16. Do you follow the sequence of tests during recruitment?

Yes

No

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vibha project

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