A Summer Training Project Report on

RECRUITMENT AND SELECTION PROCESS OF HCL

SOFGEN COMPUTER CONSULTANTS (P) Ltd. Submitted in partial fulfillment of the requirements for the award of the degree of Bachelor of Business Administration (BBA) programme of Guru Gobind Singh Indraprastha University, Delhi.

Submitted To: Ms. Shilpa Sureka

Submitted by: Aanchal Chauhan Roll No.:09212201710

Delhi College of Advanced Studies B-7, Shanker Garden, Vikaspuri New Delhi 110018 Batch (2010-2013)

DECLARATION

I, hereby declare that the Summer Training Project Report entitled Recruitment and selection Process of HCL is an authentic work carried out by me at Sofgen Computer Consultants (P) Ltd.. It has not been submitted earlier for award of any degree or diploma to any institute or university.

Place: New Delhi Date:

Candidates signature Name: Aanchal Chauhan Enroll. No.: 09212201710

Countersigned

Name: Ms. Shilpa Sureka Supervisor Delhi College of Advanced Studies

ACKNOWLEDGEMENT

It is my pleasure to be indebted to various people, who directly or indirectly contributed in the development of this work and who influenced my thinking, behavior and acts during the course of study. I express my sincere gratitude to _____________________ the worthy Director of Delhi College of Advanced Studies, for providing me an opportunity to undergo summer training of doing this project under his leadership. I am thankful to Mr. Anil Kumar Manchanda Managing Director for his support, cooperation and motivation provided to me during the training for constant inspiration, presence and blessings at Sofgen Computer Consultants (P) Ltd. I also extend my sincere indebtedness to Ms. Shilpa Sureka who provided her valuable suggestion and precious time in accomplishing my project. I also take the opportunity to express my sincere gratitude to each and every person, who directly or indirectly helped me throughout the project and without anyone of them this project would not have been possible. The immense learning from this project would be indelible forever.

(Aanchal Chauhan)

EXECUTIVE SUMMARY

Today in every organization personal planning as an activity is necessary. It is an important part of an organization. Human resource planning is a vital ingredient for the success of the organization in the long run. The objective of human resource department is the human resource planning, recruitment and selection, training and development, career planning, transfer and promotion, risk management, performance appraisal and so on. Each objective needs proper planning and special attention and implementation. For every organization it is important to have a right person on a right job. Recruitment and selection plays a very important role in this situation. Shortage of skills and the use of new technology are putting considerable pressure on how employers go about recruiting and selecting staff. It is recommended to carry out a strategic analysis of recruitment and selecting procedure. With reference to this context, this project is been prepared to put a light on recruitment and selection process at HCL Technologies. This report is divided into two phases to analyze how an employee is recruited at HCL Technologies. These two phases are sources of recruitment (through portals, campus, consultants, reference, advertisements etc) and process of recruitment that includes various elimination rounds of interview. HCL Infosystems (HCL) is one of Indias leading global IT Services Company, providing software- led IT solutions, BPO and Remote Infrastructure Management services. Making a foray into the services domain in 1997-98, HCL Infosystems focuses on technology and R&D outsourcing, working with clients in areas at the core of their business. Partnerships and risk-sharing have been integral to companys growth. Relationships have been cemented with partners in diverse areas such as investment banking and telecom.

Keeping pace with the industry trend, HCL has applied itself to gaining momentum in emerging business segments such as Infrastructure Management Services & BPO, optimizing its business portfolio. About 25% of revenues now coming from these high growth segments of tomorrow. Product Engineering and Technology services along with Applications & Enterprise Consulting services contribute equally to the revenues. HCL also has a rapidly diversifying geographic mix with Europe and Rest of the World yielding 25% and 15% revenue, respectively. North America revenues continue to dominate with a share of about 60%. The company leverages an extensive offshore infrastructure and its global network in 15 countries to deliver solutions across select verticals including Banking, Insurance, Retail & Consumer, Aerospace, Automotive, Semiconductors, Telecom and Life Sciences. For the twelve month period ended 30th June 2005, HCL Infosystems along with its subsidiaries had revenues of $ 764 million and employed 24,000 professionals. In the early 70s, a group of young, enthusiastic and ambitious technocrats embarked upon a venture that would make their vision of IT revolution in India a reality. Shiv Nadar and five of his colleagues got together and in 1975, set up a new company called Micro comp. To start with they decided to capitalize on their marketing skills. Micro comp marketed calculators and within a few months of starting operations, company was outselling its major competitors. In 1976, Micro comp approached UPSEC (Uttar Pradesh State Electronics Corporation) for help to set up a computer company. Impressed by their technical and marketing competence, UPSEC agreed to set up a joint venture.

TABLE OF CONTENTS
S.No. Topics Page No

1 2 3 4 5 6

Certificate Declaration Acknowledgement Executive Summary List of Tables Chapter-I: Introduction

i ii iii iv v

Overview of Industry as a whole Profile of the organization History of the Organization Competitors Information Objectives of the study Scope of the study Methodology

Chapter-II: Conceptual Framework

Recruitment Human resource planning Categorically classification of employees of HCL

Methods of recruitment Process of recruitment Selection Selection is different from recruitment

8 9

Chapter-III: Data Analysis and interpretation Chapter-IV: Summary and Conclusion

Results of the study Limitations Suggestions and Recommendations

10 11

Bibliography Appendix

LIST OF TABLES
Table No. 1 2 3 4 Title Competitors information of HCL Manpower Position in HCL in Last 10 Years Comparative statement of Manpower Statement & profitability of the organization since last 10 years Year wise executives (vp and managers) and non executives (supervisors and staffs) strength of M/s. HCL Responses of employees regarding recruitment process Page No.

CHAPTER-I INTRODUCTION
Overview of the Industry

The IT sector includes IT services, engineering design and R&D services, ITES (ITenabled services) or BPO and hardware. Today IT sectors lead the economic growth in terms of employment, export promotion, revenue generation and standards of living. As per NASSCOM estimates, IT sector (excluding hardware) revenues are estimated at USD 87.6 billion in FY 2011-12; and the industry is expected to grow by 19 per cent during FY 2012-13.The IT sector has led to employment opportunities, both direct and indirect, of nearly 2.8 million and around 8.9 million respectively. This growth is expected to increase to more than 14 million (direct and indirect) by 2015 and to around 30 million by 2030.The market size of the industry is expected to rise to USD 225 billion by 2020 considering India's competitive position, growing demand for exports, Government policy support, and increasing global footprint.IT industry has led India's economic growth and this sector's contribution to the national GDP has risen from 1.2 per cent in 1997-98 to an estimated 7.5 per cent in 2011-12.IT industries are highly localized and clustered in seven cities as of today. These are: Bangalore, Hyderabad, Chennai, Gurgaon/Noida/New Delhi, Kolkata, Mumbai and Pune. Infrastructure limits and scarcity of land has recently led to expansion to newer places like Ahmedabad, Bhubaneswar, Chandigarh, Coimbatore, Jaipur, Kochi, Madurai, Mangalore, Mysore and Trivandrum

Introduction to the terms: Information Technology (IT) is defined as the design, development, implementation and management of computer-based information systems, particularly software

applications and computer hardware. Today, it has grown to cover most aspects of computing and technology. The largest firms globally include IBM, HP, Dell and Microsoft.The Information Technology-Enabled Services (ITES) industry provides services that are delivered over telecom or data network to a range of external business areas. Examples of such business process outsourcing (BPO) include customer service, web-content development, back office management and network consultancy etc. Factors leading to growth in the IT sector are:

Low operating costs and tax advantage. Favourable government policies. Technically qualified personnel easily available in the country. Rapid adoption of IT technologies in major sectors as Telecom, Manufacturing and BFSI.

Strong growth in export demand from new verticals and non-traditional sectors as public sector, media and utilities.

Use of new and emerging technologies such as cloud computing. SEZ as growth drivers; as more of SEZs are now being set up in Tier II cities and about 43 new tier II/III cities are emerging as IT delivery locations.

All these factors have given IT/ITES industry in India a strong competitive position with high market share. Employment trends As per the Economic Survey 2011-12, the IT industries has added 7.96 lakh jobs in one year, in the period ending September 2011. According to NASSCOM, employee

base in the rural areas is expected to increase by over 10 times by 2013-14, compared to 5000 in 2009-10.According to a customer poll conducted by Booz and Co, India is the most preferred destination for engineering offshoring, which are encouraging foreign companies to offshore complete product responsibility to Indian companies. Hyderabad is fast becoming the IT hub of India with new players hankering to get a foothold here, and existing players continuing to hire aggressively. Large companies such as Infosys, TCS, Genpact, Deloitte, Facebook, Bank of America, Thomson Reuters, Amazon, Google, Cognizant, Franklin Templeton among others, are growing their presence in the state. According to Andhra Pradesh Government's estimates, the total IT sector hiring for 2012-13 could be at about 50,000 professionals. Internet trends More recently, online retailing, cloud computing and e-commerce are leading to rapid growth in the IT industry. Online shopping is fast gaining popularity with the emergence of internet retailing and e-commerce. According to the Internet and Mobile Association of India (IAMAI) the number of Internet users in the country is more than 121 million, out of which 17 million are online shoppers. Increasing internet penetration and affordability for personal computers has led to this rapid numbers, and these are expected to triple by 2015.According to IAMAI, online sales of branded apparel almost doubled in volume to 4.99 million pieces during April 2012, as against 2.54 million in the same month a year ago. Also, E-ticketing continued to grow with irctc.com recording 5.56 million bookings in April, 2012, as compared to 2.26 million bookings in April 2011. Government Initiatives

In the twelfth Five Year Plan (2012-17), the Department of Information Technology proposes to strengthen and extend the existing core infrastructure projects to provide more horizontal connectivity, build redundancy connectivity, undertake energy audits of State Data Centers (SDCs) etc. The core infrastructure including fibre optic based connectivity will be leveraged and additional 150,000 Common Service Centres (CSCs) will be setup to create the right Governance and service delivery ecosystem at the Panchayats.

Profile of the Organization

Hindustan Computers Limited also known as HCL enterprise is one of Indias largest electronics, and computing and information technology company. It is a 32-years old leading global technology and it enterprise, with USD 5.0 billion revenue 60,000 professionals and operations spanning 23 countries. The 3 decade old enterprise founded in 1976 is one of Indias original IT garage startups. Its range of offerings spans product engineering, custom & package applications, business process outsourcing, IT infrastructure services, IT hardware, systems integration, and distribution of ICT products. Since its inspection, HCL enterprise has grown to become what it is today under the strong leadership and genuine of SHIV

NADAR(founder, chairman and chief strategy officer). Based in Noida, near Delhi, the company comprises two publicly listed Indian companies, HCL Technologies and HCL Infosystems. Vision statements It is the most preferred employer and the principal taking leading edge IT products and services to the masses through sustained excellence.

Mission statements The company shall increase the shareholders value by improving the PAT through free cash flow, reducing the BR cycle, inventory levels, wastage. HCL is a leading global Technology and IT Enterprise with annual revenues of US$ 6.2 billion. The HCL Enterprise comprises two companies listed in India, HCL Technologies and HCL Infosystems. 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 90,000 professionals of diverse nationalities, operating across 31 countries including 505 points of presence in India. HCL has global partnerships with several leading Fortune 1000 firms, including several IT and Technology majors. HCL Infosystems(HCL) is one of Indias leading global IT Services Company, providing software- led IT solutions, BPO and Remote Infrastructure Management services. Making a foray into the services domain in 1997-98, HCL Infosystems focuses on technology and R&D outsourcing, working with clients in areas at the core of their business. Partnerships and risk-sharing have been integral to companys growth. Relationships have been cemented with partners in diverse areas such as investment banking and telecom. Keeping pace with the industry trend, HCL has applied itself to gaining momentum in emerging business segments such as Infrastructure Management Services & BPO, optimizing its business portfolio. About 25% of revenues now coming from these high growth segments of tomorrow. Product Engineering and Technology services

along with Applications & Enterprise Consulting services contribute equally to the revenues. HCL also has a rapidly diversifying geographic mix with Europe and Rest of the World yielding 25% and 15% revenue, respectively. North America revenues continue to dominate with a share of about 60%. HCL has wide range of products and services such as IT products, solutions and related services, which include PCs, servers, imaging, voice and video solutions, networking products, TV and FM broadcasting solutions, communication solutions, system integration, ICT education and training, digital lifestyle solutions and peripherals. The company has strategic alliance with leading companies like Intel, AMD, Microsoft, Bull, Toshiba, Nokia, Sun Microsystems, Ericsson, NVIDIA, SAP, Scansoft, SCO, EMC, Veritas, Citrix, CISCO, Oracle, Computer Associates, RedHat, Infocus, Duplo, Samsung and Novell. It has four hardware manufacturing facilities -- two in Pondicherry, one in Chennai and one in Uttaranchal. Products 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. Computing products -HCLI manufactures wide range of computer such as home PCs, notebooks, business PCs, business workstations and servers.

Storage solutions - The company manufactures wide range of storage solutions such as standalone drivers, HBA cards, EMC storage solutions etc catering wide range of consumers. Office Imaging and telecom solutions - It has partnered with the best in the industry like Toshiba, Infocus, Duplo, etc to provide imaging solutions like projectors, plasma, visual presenter and interactive presentation systems. It has partnered with major players for providing voice, videoconferencing, audio conferencing and broadcast solutions according to the business needs. The company develops POS, kiosk and customer service counter products. HCLI offers a complete range of digital lifestyle products and solutions through its various distribution channels and vast warehousing and logistics operations. Recognition The companys manufacturing facilities have received various certifications such as ISO 9001:2000 and ISO 14001, ISO 13485:2003, TS 16949-2002 TUV.It was awarded MAIT Level 2 - by European Foundation for Quality Management in the year 2001. Management team of HCL 1. Shiv Nadar Founder of HCL(chairman & chief strategy officer) 2. Ajay chowdhary-Founder of HCL(chairman& CEO of HCL infosystem) 3. Vineetnayar- CEO of HCL technologies) 4. Ranjeetnarsimhan- President & CEO of HCL technologies ltd & BPO Service)

5. Sumitbhattacharya- Executive vice president 6. Vijay Reddy-senior vice president

History of the Organization

Hindustan Computers Limited also known as HCL enterprise, is one of Indias largest electronics, and computing and information technology company. It is a 32-years old leading global technology and it enterprise, with USD 5.0 billion revenue 60,000 professionals and operations spanning 23 countries. The 3 decade old enterprise, founded in 1976,is one of Indias original IT garage start ups its range of offerings spans product engineering, custom & package applications, business process outsourcing, IT infrastructure services, IT hardware, systems integration, and distribution of ICT products. 1986- The company was established on 17th April. The object of the company is manufacturing of and leading in complete range of Mini Computers Micro processor based systems, Electronics Instruments, Micrographic and reprographic equipment and manufacturing and marketing of electronic EPABX systems and electronics Teleprinters. 1989- The company entered into an agreement with Hewlett Packard of US for the sale and leaving of the Super Mini and Mainframe computers to be manufactured by Hewlett in India. The technical collaborator of the Company Hewlett-Packard, is the second largest computer company in the world. It has some of the finest laboratories and manufacturing facilities in the world. In 1991, these two companies, each a leader in its own field, decided to join

hands. And soon after HCL Hewlett-Packard was launched. HCL Finance & Investments Ltd is the subsidiary of the company. 1996- The performance was adversely affected due to rise in dollar exchange rate, tight liquidity position in the market, political uncertainty coupled with deferment of capital expenditure by the Government Departments. The Company set new industry standards with the launch of D and K class HP 9000 Business Servers complemented by J class HP 9000 Workstations, simultaneously with the world wide launch of these products by HewlettPackard Co. The Company also recently announced the introduction of the most powerful Workstations in the world based on the latest 64-bit processors from Hewlett-Packard the PA-8000. The Department of Electronics (DoE), the nodal department of the Government of India for development of electronics industry awarded the First Prize to the Company in the area of computer systems, as a part of the prestigious DoE award of Excellence. 1997- The Company commissioned its second state-of-the-art manufacturing facility at Sedarpet near Pondicherry. The Company has the largest network of spare-stocking locations, supported by Test and Repair Centers which reduces the inventory level and increases the spares availability at any time. To meet critical requirements within 4-5 hours, the company has tied-up with Indian Airlines to deliver spares in major metro cities. The Company has the best skilled manpower created through years of Campus recruitment and training at In-house Training Centers and by providing Management Training in the best Management Institutes. The Company set new industry standards by launching the most powerful Workstations and Servers in the world based on the latest

64-bit microprocessors from Hewlett-Packard - the PA-8000. The Company further extended its indigenous Infiniti range of business computing products as it introduced the Enterprise Class Infiniti Super Server and the Infiniti ELS range of workgroup servers. Mr. Suresh Rajpal, Director, Mr. Manuel F. Diaz, Director and Mr. Bob Robertson, Alternate Director, resigned from the Board of Directors of the Company w.e.f. 25th September. 1998- The Company tied-up with Intel Corporation for Server technology, resulting in the introduction of the Infiniti Global Line range of PC Servers which incorporate building blocks from Intel and are integrated and tested extensively for Indian condition. 1999- The Board of Directors unanimously appointed Mr. Ajai Chowdhry as Chairman and Chief Executive Officer with effect from 5th November. The Company launched its WWW.OW! initiative targeted at the internet market with a range of services from providing complete infrastructure to ISPs, to corporate Intranets, Cyber cafes, Info kiosks and E-Commerce. The Office Automation division has recently launched digital copiers and multifunctional products from Toshiba and opened service centers to cater to the increasing number of walk-in customers for service of Nokia cellular phones. The Company tied up with Lucent Technologies as an integration partner for its SYSTIMAX range of structured connectivity solutions. The Office Automation Division has entered into a relationship with Samsung, Korea to market and support their range of Key Telephone Systems. The Office Automation Division tied up with In Focus, USA, for marketing and supporting their range of LCD projectors. - The Frontline Division has tied up with Novell to become the largest Novell Authorized Support Centre. The tie-up has been successfully implemented across five locations in the country. The Company tied-up with

Microsoft Corp. for latest version of operating systems, resulting in launch of preloaded systems and beta testing for future technology and product like Windows 2000. 2000- HCL has launched a new range of PCs (Ultima and Elite models) under its BeanStalk range of PC's at its Pondicherry plant. The Company entered into an agreement with US-based In focus for distribution and technological support of the latter's data and video projection products in the country. HCL Infosystems Ltd. has launched the Nokia professional Centre (NPC) in Chennai as part of the expansion programme to open Nokia centers in India which will enable customers to choose the right model and accessories suiting their life style. HCL Infinite, the Internet start-up of HCL Infosystems, and media group, Asian Age, have set up a joint venture called Asian Age Infinite. HCL Infosystems Ltd has launched in India the Swedish major Ericsson's Generation X Business communication too, "Next Call Centre". The Office Automation Division of the company has been recognized for level 1 in business excellence. HCL Infosystems has launched HCL BenaStalk personal computers powered by Intel Pentium III 700 Mhz processor for the home segment. HCL Infinite Ltd., the Internet services subsidiary of HCL Infosystems, has tied up with UBS Publishers' Distributors Ltd., one of the largest distributors of books in the country, to sell books online through its soon-to-be-launched portal. - HCL Infosystems has entered into a tie-up with Broad Vision for providing personalized e-business applications to is clients. HCL Infinite, the Internet subsidiary of HCL Infosystems, launched its business-to-consumer (B2C) horizontal portal, www.hclinfinet.com. The preferential allotment of equity shares/Warrants upto 2% of the issued equity share capital of the company. HCL Infosystems Ltd,.and Unisys, a US-based provider of ebusiness solutions, services, platforms and network infrastructure, have entered into

an alliance for use of ES7000 range of servers and associated hardware and middleware storage solutions. HCL Infinite, the new internet services subsidiary of HCL Infosystems, launched its value added internet services in Hyderabad, Ahmedabad, Bhopal, Coimbatore, Faridabad, Gurgaon, Jaipur, Noida, Pune and Thiruvananthapuram. HCL Infosystems Ltd. has implemented BroadVision B2B Technology for East Lifestyle Corporation Pvt. Ltd., Singapore, a media and e-commerce corporation with interests in print, Internet, television within the timeframe of 50 days. FEC Infosystems Pte. Ltd., a subsidiary of HCL Infosystems Ltd., has implemented Broad Vision B2B technology for East Lifestyle Corporation Pte. Ltd. Singapore, a media and e-commerce corporation. The Company has launched digital mail inserting systems -- 3 series desktop, 5 series tabletop and 8 series -- in collaboration with the US-based Pitney Bowes. HCL Infosystems, a technology integration company, has bagged the award for the Top PC Vendor by at the Dataquest award ceremony. - The Company Introduced Channel Support Certification program. This ensures uniform quality of support across the country. HCL is the first Indian IT company to introduce this kind of certification program in India. The Company has introduced new products under Infiniti 2000, Infinite Global Line Servers, Busybee and Beanstalk. 2001- ICRA has assigned an `A1+' rating to the Rs 50-crore enhanced commercial paper programme of HCL Infosystems Ltd., indicating highest safety.1,45,00,000 No. of equity shares of Rs 10/- have been allotted at par, by the subsidiary HCL Infinite Ltd. against Rs 1450 lacs subscribed in the previous quarter. HCL Infosystems and Intel have jointly launched an e-business solutions programme, targeting new market opportunities in segments such as Internet service providers, application service providers, banking and finance. HCL InfiNet Ld., the Internet services subsidiary of

HCL Infosystems, has launched an authenticated payment gateway for its portal, www.hclinfinet.com, in association with Citibank to enable customers to carry out secure transactions online including buying Internet access. HCL Infosystems is setting up a managed off-shore development centre at its Noida software development facility for Stratech Systems -- the Singapore-based IT systems and technology developer. HCL Infosystems Ltd. launched a consumer friendly Internet appliance (IA) -- Ezeebee. HCL-Infosystems is entering the call centre business. The company has tied up with US-based Strata soft to offer consultancy services to clients entering the call centre business. Financial institutions hiked their stake in HCL Infosystems Ltd to 7.51 per cent representing 23.9 lakh shares as on June 2001, from 4.64 per cent stake amounting to 14.7 lakh shares in the previous year. 2002-HCL Infosystem joins hands with Sun Microsystems India to provide end-toend solutions to business.HCL Infosystems says it is the No.1 PC Co in India in 2001.HCL Tech restructures its treasury Investment portfolio .HCL Infosystems launches its 'Bean stalk CD surprise' to promote PC sales.HCL Infosystems introduces mailing system of Pitney Bowes, Office Right, the Digital mail finisher and post perfect, and digital franking systems.HCL bags Toshiba gold Award for the second time for the overall copier sales and marketing performances. HCL Infosystem launches the Toshiba Portege 3500 series Tablet PC in the nation. 2003-HCL Info launches Dragon Naturally speaking, the latest speech recognition software. HCL Infsys receives the project to completely automate the Value Added Services (VAT) of Andhra Pradesh. HCL Info registers 245% growth in their net profit for Q4.The company has launched " HCL Beanstalk Media Center PC" The new product will offer user a single remote control device controlling music system, live television (including recording of TV programmes), DVD player, radio and TV

games on a personal computer with a keyboard. HCL provides technology for new police command centre 2004 -HCL Info forays into digital entertainment sector HCL Infosystems has launched a new computer that will have multi-functional capability of a television, DVD, MP3 player, radio, gaming tool, Web browser and video recorder HCL touches one lakh milestone in desktop sales HCL Infosystems announced the launch of its new range of Infiniti Global Line 2700 series with Dual Intel Xeon processors promising to deliver faster speeds for enterprise applications. HCL Info launches new MP3 player. HCL Info ties up with Union Bank. Unveils 'RP2 System' a new technology which will ensure uninterrupted power supply to computers 2005-Launches Micro Balanced Technology Extended (BTX) Form Factor for desktops in India on February 10, 2005.HCL Info unveils PC for Rs 12,990HCL Infosystems launches Toshiba's notebook PCs 2006-HCL inks 5 year pact with Dish TV.HCL Info sets up Enterprise Response Centre Mumbai. 2008- HCL Infosystems Ltd has announced that the Company has been awarded one of the most prestigious contracts for establishing the Punjab State wide Area Network (PAWAN). HCL's specialized expertise in the e-governance vertical made it the primary choice for setting up this backbone infrastructure by Government of Punjab (GOP).

HCL Infosystems has bagged a 23-million dollar deal to implement IT infrastructure for the Pan-African e-Network Project, which provides tele-education and telemedicine. The project would connect 53 African countries into one network. 2009- HCL Infosystems Ltd has informed that Mr. Nikhil Sinha has been appointed

as an additional Director of the Board of the Company. HCL Infosystems announced its venture into partnership with BSNL for offering low-cost broadband-enabled computers. 2010- PC maker HCL Infosystems on March 26 unveiled its new 'ME Series 40' notebook, priced at Rs. 41,500, on the occasion of Earth Hour 2010. The notebook has BFR concentrations of less than 0.1 per cent, which makes the product 100 per cent recyclable and environment-friendly.

Competitors Information

Name

Last Price

Market Cap. Sales (Rs. cr.) Turnover 3,333.00 2,997.04 947.58 899.32 150.02 110.24 38.60 27.13 16.41 13.92 9.52 955.34 9,840.40 1,008.60 10,311.62 69.39 2,096.07 1,544.44 216.62 180.44 34.14 62.10

Net Profit

Total Assets

CMC Redington S Mobility HCL Info Smartlink Net Moser Baer Compuage Info TVS Electronics Zenith Computer MRO-TEK EuroMult

1,100.00 75.10 39.80 40.35 50.00 6.55 58.00 15.35 10.60 7.45 4.00

143.33 156.81 -47.40 47.86 366.45 -309.78 10.21 1.40 1.68 -14.32 -94.18

696.43 1,529.68 680.25 2,524.58 424.48 3,482.56 254.19 108.59 141.33 65.39 145.43

Table no.1: Competitors information of HCL

S.W.O.T Analysis of the Organization

Strengths

1. 2. 3.

Ability to understand customer's business and offer right technology. Long standing relationship with customers. Pan India support & service infrastructure.

4. Best-vale-for-money offerings. 5. HCL occupy a major share. It is among the top 5 BPOs in India.. Weakness
1. HCL policies are outdated and less attractive than other players. 2. Selection process at HCL has major flaws in it.

Opportunities
1. Growing market share of BPO industry. 2. Huge untapped sector in BPO category.

Threats
1. Presence of huge unrecognized market. 2. Competition with global giants-IBM and WIPRO.

Objectives of Study
1. To study the structure of Recruitment policy of HCL Infosystems Limited for different categories of employees. 2. To analyse the recruitment policy of the organisation. 3. To compare the Recruitment policy with general policy. 4. To provide a systematic recruitment process. 5. To structure the Recruitment policy of HCL Infosystems Limited for different categories of employees. 6. To analyse the recruitment policy of the organisation. 7. To compare the Recruitment policy with general policy.

8. To provide a systematic recruitment process. The objective of the study is to analyse the actual recruitment process in HCL, and to evaluate how far this process confirm to the purposes underlying the operational aspects of the industry. How far the process is accepted by it? And what are the options of the family members of the organisation? The study on recruitment highlights the need of recruitment in HCL Infosystems Limited.

Scope of the Study

The scope of this study is to observe the recruitment and selection techniques adopted by the company. Apart from getting an idea of the techniques and methods in the recruitment procedures a close book will be taken at the insight of corporate culture prevailing in the organization. This would not only help to be familiar with the corporate environment but it would also enable to get close look at the various levels authority responsibility relationship prevailing in the organization. The scope includes: 1. Study of importance of recruitment and selection process of an enterprise. 2. Study of recruitment and selection process oh HCL technologies. At this point desirability of recruitment process is not a matter of concern since it can not be avoided. Instead concern is focused of those questions like recruitment for what purpose. On what basis should it be written down and saved or not? If saved for ever or for a year or two? These are issue to be argued and these are the elements that make manpower planning ground or bad, effective or ineffective. Recruitment extends to the whole Organization. It covers corporate office, sites and works appointments all over India.

Methodology
Primary Data

Data, or facts, may be derived from several sources. Data can be classified as primary data and secondary data. Primary data is data gathered for the first time by the researcher; secondary data is data taken by the researcher from secondary sources, internal or external. The researcher must thoroughly search secondary data sources before commissioning any efforts for collecting primary data. There are many advantages in searching for and analyzing data before attempting the collection of primary data. In some cases, the secondary data itself may be sufficient to solve the problem. Usually the cost of gathering secondary data is much lower than the cost of organizing primary data. Moreover, secondary data has several supplementary uses. It also helps to plan the collection of primary data, in case, it becomes necessary. We shall therefore discuss secondary data first and then take up primary data. Secondary data It is of two kinds, internal and external. Secondary data whether internal or external is data already collected by others, for purposes other than the solution of the problem on hand. Business firms always have as great deal of internal secondary data with them. Sales statistics constitute the most important component of secondary data in marketing and the researcher uses it extensively. All the output of the MIS of the firm generally constitutes internal secondary data. This data is readily available; the market researcher gets it without much effort, time and money.

Research methodology Research instrument : Structured questionnaire

Research approach : Descriptive research was used for the research Sampling method : Random sampling Sampling universe : Sampling universe for the research are the customers of East Delhi. Sampling units : The respondents comprises of government employees, self employed, housewives etc. Sample frame : It is taken from the existing customers of HCL. Sample size : Sample size under study was taken as 100 customers. Data collection Primary data through personal interview and questionnaire. Secondary data through internet, books, magazines, company database etc.

CHAPTER-II CONCEPTUAL FRAMEWORK

Human resource Management classically pertains to planning; recruitment, selection, placement, induction, compensation, maintenance, development, welfare etc. of Human Resources of any organization to enable the organization to meet its objective while also enabling the human resources to attain their individual goals. As is evident from the definition of the concept the entire theme revolves centrally around human resource and its role in enabling simultaneous satisfaction of individual and organizational goals. The immediate conclusion that follows from this is that the prime movers of the organisation are the individuals. The process of bringing employees into the folds of organisation is termed as recruitment and can be unambiguously treated as the central pillar for foundation stone of the entire concept of human resource management. It is easy to see why recruitment has accorded such a high position out of the various facets of human resource management. The reason is simply that unless one has human resource in the organisation whom will the human resource managers manage or whose energy will they channelize productively and usefully. Keeping this idea into mind these Projects is an attempt to study various options that are available both theoretically as well as practically for an organization to launch itself into the task of recruitment. The entire report is divided into various subsections which appear in a chronology of events that are steps in the process.

Recruitment
The success of and organization largely depends upon the Team of the skilled and qualified human resources who are chosen out of number of applicants for the job. It

is the primary duty of the HRD department to procure and maintain an adequate qualified working force of various personnel necessary for manning the organization. Procurement function of personnel Department includes three major sub-functions(A) Recruitment; (B) Selection: and (C) Placement on the job. Recruitment is the positive process of employment. The process of Recruitment is to identify the prospective employees, attract, encourage and stimulate them to apply for the job, Interview the eligible and select them for a particular job in the organisation. Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting selection of an efficient working force. Human resource planning It is one of the most important and essential programme of Human Resource Management. Human Resource Planning is the process by which an organization ensures that it has right number of people, right kind of people, at the right places, at the right time, capable of the right places, at the right time, capable of effectively and efficiently completing those tasks which will help the organization to achieve its overall objectives as well as goals. Human Resource Planning then, translation the organizations objectives and plans into the number of workers needed to meet those objectives. Without clear-cut planning, estimation of organizations human resource need is reduced to more guesswork. Of all the MS in management (the management of materials, machines, methods, money, motive power), the most important is M for men or manpower. Manpower is a primary resource without which other resources like money, machines materials can not be put to use. Even in the age of computer and Robert it requires human

resources to execute it and plan further improvement. It is the most valuable asset of an organisation. If people of poor caliber are hired, nothing much can be accomplished and Grasisms law will work the bad people will drive out the good car cause them to deteriorate. Organisation of men for managing a purpose is age-old, even though, this science of management is yet in a developing stage especially in developing countries. Effective utilisation of manpower resources is the key note of manpower management. Ever since the factory system, production managers have devoted a great deal of time and effort to the physical organisations of the industry. During the nineteenth Century the average employer in their efforts to reduce costs centralised their attention upon management of men and machines. Man management is basically concerned with having right type of people available as and when required and improving the performance of the existing people to make them more productive on their job. Recruitment forms the first stage in the process which continues with selection and ceases with the placement of the candidates. It is the next step in the procurement function, the first being the manpower planning. Recruitment makes it possible to acquire the number and types of people necessary to ensure the continued operation of the organisation. Recruiting is the discovering of potential applicants for actual or anticipated organisational vacancies. In other words, it is a linking activity bringing together those with jobs and those seeking jobs. Its purpose is to pave the way for the selection procedures by producing, ideally the smallest number of candidates who appear to be capable either of performing the required tasks of the job from the outset, or of developing the ability to do so within a period of time acceptable to the employing organisation. The smallest number of potentially suitable candidates can in

theory, of course, be any number. The main point that needs to be made about the recruitment task is that the employing organisation should not waste time and money examining the credentials of people whose qualification do not match the requirements of the job. A primary task of the recruitment phase is to help would be applicants to decide whether they are likely to be suitable to fill the job vacancy. This is clearly in the interest of both the employing organisation and the applicants. Categorically classification of employees of HCL
Category

All workmen, All Assistants (Accounts, Stores, Field), clerk, Typist, Steno-Typist, Stenographer, Computer Operator.
Category

II

Accountant, Store keeper, Supervisor up to the level of Officers, Designer, Jr. Engineer, P.A, Sr. P.A, EDP Programmer up to officer, Admin./ personnel / HRD officer, Inspector.
Category

III

Secretary, Executive Secretary, Management Trainee, Asst. Engineer, Engineer, Sr. Engineer, Sr. Programmer, Sr. Officer, Asst. Manager, Dy. Manager, Manager, Sr. Manager, Works Superintendent.
Category

IV

AGM, DGM, GM, SR. G.M.

Methods of Recruitment
1. Direct method:

This include sending travelling recruiters to educational institutors. Most colleges recruiting is done in cooperation with the placement office of a college. Other direct

methods include sending recruiters to conversion and seminars, seminars, setting up exhibits at fair prices and using mobile offices to go to the desired centers.
2. Indirect method:

It involves mostly advertising in newspaper, on the radio, in trade and professional journals, technical magazines and brouchers.
3. Third party method:

It involve the use of commercials or private employment agencies, management consulting firms, indoctrination seminars foe college professors, friends and relatives. Sources of recruitment Sources of recruitment can be classified into two categories
1. 2. 1.

Internal Sources External sources Internal sources

Internal sources of recruitment means promotion of employees from the lower rank to the upper rank. Majority of companies have established a policy of promotion from within that is, vacancies other than at the lowest level are filled up by promoting the personnel to the higher rank. Such practice leads the healthy progressive atmosphere and the cost of training and the rage of labor turnover.

2. External sources It is always not possible to recruit the employees from within, especially vacancies at lower level or recruitment at the time of expansion of the firm or where job

specification cannot be met by the present employees, the employer has to go to external sources of manpower supply. Amongst the most commonly used outside sources are as follows:

Advertisement:

Advertisement in newspapers and journals is now an external popular source of recruiting staff. For all types of types of vacancies employers resort to advertising but it is the most suitable source for filling the vacancies of technical and senior personnel. All particulars regarding the job and the qualifications of the perspective candidate are given in their advertisement. Candidates processing the requisite qualification apply for the job.

Technical institutions :

Campus interview is a very useful source of recruitment for a full range of jobs. The employment managers of the enterprises maintain a close liaison with the University and Technical institutions. This method is used for recruiting Officer, Apprentices, Engineers or Management Trainees. Technical Institutions empanel the promising young talents for employment and refer their names to the prospective employers as and when asked for.

Employment exchange:

Employment exchanges are regarded as good source of recruitment for unskilled, skilled or semiskilled operative jobs. The job seekers get their names registered with employment exchanges managed and operated by the Central and State Government. The employers notify the vacancies to be filled in by them to such exchanges and the exchanges refer the names of prospective candidates to them.

Private agencies:

Some private agencies are also doing a great service in recruiting technical and professional personnel. They provide a nationwide service in attempting to match the demand and supply of personnel. Many private agencies tend to specialize supply of personnel. Many private agencies tend to specialize in a particular type of jobs like Sales, Marketing, Technical Professional.

Personnel consultants:

Consultants who specialize in the recruitment of managers and other senior officials are now being called upon to assist the management in filling of these posts. Companies hire the services of these consultants at the time of recruitment of the senior officials. These consultants agencies, on receiving requisition from the client companies, advertise job description in leading newspapers and periodicals without disclosing the names of the employers.

Professsional bodies:

Some professional institutions like Institute of Chartered Accountant , I.C.W.A.I., Institute of Company Secretary etc. maintain a register of qualified persons from which they recommend the names of the job seekers to the employers when asked for

Unsolicited applications:

An organisation of repute draws a steam of unsolicited applications at the companys office. These applications are screened and places in the relevant Data Banks. Whenever needed to locate suitable candidates for that particular skill these are used.

Gate recruitment:

Sometimes direct recruitment of workers is made at the gate of the factory or office. Generally, the number of vacancies, nature of work and time of interview are notified by the Personnel Department on the blackboard at the gate. Prospective candidates

attend the interview at the appointed time and get the appointment. This system of recruitment is generally used to recruit the unskilled workers.

Part time employees:

Sometimes, persons are employed to dispose of the heavy seasonal work or the areas of work of temporary nature on part time basis. These part time employees form a good source of labours supply as and when vacancies occur. Vacancies are filled up among them if they fulfil the requisite qualification to suit the jobs.

Leasing:

The short term fluctuations in personnel needs may be stabilized through leasing of personnel for some specified period from other industries, offices and units. This system of leasing has been well adopted by the public sector organizations. With the rapid growth of public sector, the acute shortage of managerial personnel, particularly at higher levels, they borrow the personnel of requisite caliber from the Government Departments. At the end of their term they are given an option to choose either their parent services or the present organizations.

Trade unions: In some companies trade unions also assist in recruiting the staff. This sense of

cooperation helps in developing the better labor relations. This source of labor supply cannot be relied upon on the ground that sometimes trade unions support a candidate who in not fit for the job and is not acceptable to management. Such view really worsens the labor relations. However, this method is not being adopted by out organisation. Sources of recruitment in HCL technology
1. Advertisements 2. Education institution

3. Portals 4. Consultants 5. Talent express 6. Job fair 7. Homing pigeon 8. Employee Referrels 9. Walk in 1. Advertisement:

It is popular method seeking recruits; as many recruiters prefer advertisement because of their wide range. Advertisement dscribes the job benefits, identify the employer and tell interested candidates how to apply. Newspapers are the most common medium and it can also be placed in business journals. Advertisements must contain proper information like the job content, working conditions, location of the job, job specification and job aspect.
2. Education institution:

College, universities, institutes are fertile ground for recruiter, HCL recruits candidates from different campuses every year. Each college has a placement officer to handle recruitment function. Recruiter coordinate date of interview with these officers accordingly then visit different institutes and hire suitable candidates. Its a time consuming process but majorsource of recruitment for HCL technologies. Students have to go through all the stages of recruitment and if he/she gets selected then offer is made to them.
3. Portals:

HCL uses different portals like Naukri.com, Monster.com, etc as another source of recruitment. Advertisement regarding the openings in HCL are displayed on these

websites. In this way the person who is searching for a job on these portals comes to know about openings in HCL and can apply for the same.
4. Consultants:

They are in profession for recruiting and selecting candidates. They are useful as they have nationwide contacts and lend professionalism to the hiring process. However, the cost can be deterrent factor. HCL deals with different consultancies like Talent hub, Midas, Mascot, Signature staff and many more.
5. Talent express:

This website belongs to HCL. Ii is the website on which any person can upload their resume foe the current opening. The resumes are filtered by HCL and calls are made to short listed candidate and date of interview is given to them so that candidate go through the prcess of recruitment.
6. Job fair:

It is also referred commonly as a career fair or career expo. It is a fair or exposition for employees, recruiters and schools to meet with prospective job seekers. Expos usually include company or organisation tables or booth where resume can be collected and business cards can be exchanged.
7. Home pigeon:

In this source, calling is done to HCL previous employees who left the organisation due to any reason and during call duration HCL representatives who is making a call to the previous employees asks them whether he/she is willing to join the organisation again. If the response is positive then they can call that employees for rejoining them.
8. Employees referrals:

Employees can develop good prospect for their families and friends by acquainting them with the advantage of a job with the company, furnishing them with

interoduction and encouraging them to apply. This is very effective means as many qualified people can be reached to the company.
9. Walk ins and talk ins:

The most common and least expensive approach for the candidates is direct application, in which job seekers submits resumes. Direct applications can also provides a pool of potential employees to meet future needs. Process of recruitment 1. Perceiving recognitions or applications: Recruitment process begin when human resource department proceeds applications for recruitment from any department of the company. Hr manager collects details about the positions to be filled, number of persons to be recruited, duties to be performed etc. 2. Resources of recruitment: Locating and developing the resources of required numbers and types of employees is then decided. Sources can be internal and external. 3. Identifying the perspective candidate: After deciding the resources of the recruitment, next step is to identify the candidate who have acquired features & quality to fill the vacancy.

4. Communication of information: Information about the organisation and terms and condition are communicated to the candidates so that they know about the vacancy of the organisation. 5. Encouraging the candidates:

Next step is to encourage the candidates to apply for the jobs of the organisation. This is the main function of the recruiters so that the vacancies can be filled. 6. Evalution: Last step in recruitment process is to evaluate effectiveness of recruitment.

Selection
Meaning Selection can be conceptualize in terms of either choosing the fit candidate or rejecting the unsuitable candidate or a combination of both. So, selection process assumes that, there is more number of candidates than the number of candidates actually selected, where the candidates are made available through recruitment process. Selection is the process of choosing the most suitable candidate out of all the participants. In this process relevant information about the applicant is collected through series of steps so as to evaluate their suitability for the job to be filled. On the other hand, selection is the process of assessing the candidates by various means and making a choice followed by an offer of employment. Selection is a process of employment function which starts immediately upon receipts of resumes and application letter, the major concern being reviewing resumes for basic qualifications. A job seeker who does not meet the required qualifications is not an applicant and should not be considered. It is a process which should be based on job related qualifications including but not limited to required or preferred education, experience, and knowledge, skills, and abilities as identified in the job description. The selection process leads to the creation of a contractual relationship between the employer and the employees. Selection is a critical process as it required a lot of money to get right type of people. If the right person is not choose it will lead to a

huge loss to the employer in terms of time, money, &effort. Therefore, it is essential to follow a suitable selection procedure. Each step in the selection process is help in getting more and more information about the candidate to facilitate decision making in the area of selection. In other words, aim of selection process is to reject the unsuitable candidates. Thus selection is a negative process. Selection is different from recruitment Recruitment involves identifying the sources of manpower and stimulating them to apply for jobs in the organisations while selection is the process of choosing the best out of those recruited. Recruitment differs from selection in terms of process, where it adopts of creating application pool as large as possible, while selection adopts the process through which more and more candidates are rejected and feer candidates are selected and sometime not even a single candidate is selected. Recruitment and selection are two interlinked steps in the process of manpower acquisition, they differ in terms of outcome: where the outcome for recruitment is application pool which become input for selection process. On the other hand outcome of selection is in the form of finalizing candidates who will be offered jobs. The ultimate objectives of both recruitment and selection are to acquire candidates but their immediate objective differ, where the basic objective of recruitment is to attract maximum number of candidates so that more options are available; the basic objective of selection is to choose best out of the available candidates. Process of selection
1. Preliminary interview

2. Application blank 3. Screening of application 4. Employment tests 5. Checking references 6. Medical examination 7. Final selection & appointment 1. Preliminary interview:

A preliminary interviews is generally brief and does a job of eliminating the unsuitable candidates. It offers advantages not only to the organisation but also to the applicant. If the applicant is eliminated at this stage, the organisation will be saved from the expenses of processing him to the remaining process of selection abd the unsuitable candidate will be saved from the trouble of passing through the long procedure.
2. Application blank:

Standard application form may be drawn up for all job and supplied to the candidates on request. The application form is useful for several reasons. It gives the preliminary idea to the interviewer about the candidate and helps in forming the questions. The application form can provide information regarding age, experience, qualification, occupation, hobbies, etc of the candidate.

3. Screening the application:

All applications received have to be screened by the screening committee, in order to eliminate those applicants who does not fulfill job requirements. After the

screening of applications a list is prepared of the candidate to be called for interview and for various tests.
4. Employment test:

Employment tests are used to get information about the candidate which are not available fro the application blank or interview. They help in matching the characteristics of individuals with the vacant jobs so as to employ right type of persons. Employment tests includes: intelligence tests, interest tests, aptitude tests, personality tests and achievement tests.
5. Employment interview:

Generally, application blank and employment tests do not give the complete information about the candidates required for the selection or rejection of the candidate. Interview is conduct to get more information about the candidate.
6. Checking references:

An applicant may be ask to supply two kind of references in the application blank. First-character references: It is natural in case of character references to give names of only those persons who always ride favourably for the applicant. SecondExperience references: The references may be requested to provide information regarding his behavior and experiences.
7. Medical Examination:

The pre-employment physical examination or medical test of the candidate is an important step in the selection procedure. The physical examination disclose the physical features or qualities of the individual that are significant from the standard point of efficient performance of the job. A proper medical examination will ensure higher standards of health and physical fitness.
8. Final selection & letter of appointment:

The last step in the selection process is the issue of an appointment letter to the candidate who has been found fit for the job. Initially, the candidate may be appointed on the probation of six months or more. No process of selection is complete in itself to find out the whole picture of personality & qualities of a selected candidates. It is only by observing a candidate at work that one can find out how he does his work & behaves with fellow employees & supervisors. Requirements of effective selection
1. Simple and clear: Selection process should be easy abd clear so that the

candidate will know what problem he will have to face before final selection.
2. Unbiased: Selection process is unbiased so that the right person alone s selected.

If the selection is biased it damages the interest of the organisation.

3. Nature of job: Selection process should be designed considering the nature of job

so as to pick up right kind of people.

4. Flexible: Selection process should be flexible so that it can change according to

the needs.
5. Economical: Selection process must be quite economical. T5o make it

economical unnecessary tests must be eliminated from the process. It will save both money and time.
6. Complete information: Selection process should make available necessary

information about the applicant. In this way only qualified person would be available.

Selection tests

Psychological tests are essentially an objective and standardized measure of a sample of behavior. Objective of this definition refers to the validity and reliability of measuring instruments. It also means the job relatedness of the test. Kinds of tests Following tests are adopted for selection:1. Achievement 2. Aptitude 3. Interest 4. Personality 5. Intelligence. 6. Leaderless Group Discussion 7. Interview 1. Achievement test: This test measures a persons potential in a given area. This test measure the skill which involves performance of a sample operation requiring specialized skill and believed to be satisfactorily answered by those who have some knowledge of the occupation and trade.

2. Aptitude test:

This measures ability and skills. Specific aptitude tests have been designed for jobs that require clerical, mechanical, and manual dexterity. Aptitude tests do not measure motivation. Aptitude test is supplemented by interest and personality test. 3. Interest test This test has been designed to discover a persons area of interest, and do identify the kind of work that will satisfy him. 4. Personality test Personality tests assess individuals motivation, predisposition and other pattern of behavior. The personality tests, more often than the intelligence, achievement or aptitude tests, predict performance success for jobs that require dealing with people. Dimensions of personality such as interpersonal competence, dominance-submission, ability to lead and ambition are more suitably measured by the personality test. 5. Intelligence test This tests generally aptitude ones.The scores on intelligence tests are usually expressed as Intelligence Quotient (IQ), which are calculated by the following formula. Mental Age IQ= --------------- x 100 Actual Age 6 Leaderless group discussion The essential feature of this technique is that instead of the candidates being interviewed separately, they are brought together in gourp of six to eight for informal discussion, and absolved and evaluated by the selectors. The two kinds of group

discussions are one, where the group is given a problem to discuss and the individual member is free to choose his own approach to solving this problem; and two, where each individual is allotted an initial position and supplied with supporting information to defend his position. The advantage of this method is that the decision to hire a person can be made within a very short time, and the selector can evaluate the candidates personality or leadership qualities very well. Interview techniques The interview technique consists of interaction between interviewer and interviewee (applicant). Following are the methods of interview technique:1. Preliminary interview: These interviews are preliminary screening of applicants to decide whether a more detailed interview will be worthwhile. The applicant is given job details during the interview to afford him freedom to decide whether the job will suit him. It is argued that preliminary interviews are unsatisfactory, first because they might lead to the elimination of many desirable candidates, and second, because interviews may not have much experience in evaluating candidates. The only argument for this method is that it saves the companys time and money. 2. Depth interview: Depth interviews cover the complete life history of the applicant and include such areas as the candidates work experience, academic qualifications, health, interests, and hobbies. It is an excellent method for executive selection, performed by qualified personnel. It is however. Costly and time consuming. 3. Patterned interview:

Patterned interviews are a combination of direct and indirect questioning of the applicant. What is to be asked is already structured. The interviewer has certain clues and guidelines to areas which should be probed deeply. The interview also encourages the candidate to express the relevant information freely. 4. Informal interview: Such interview may take place anywhere. It is not planned and is used when the staff is required urgently. A friend or a relative of an employer or an employee is taken as a candidate. 5. Formal interview: This type of interview is preplanned. For example: The time, venue, panel of interviewers and questions to be asked is decided in advance. 6. Structured interview: Such interview is fully planned to a high degree of accuracy. It is based on the assumption that to be most effective, every detail should be work out in advance. A list of questions to be asked is prepared and the questions are asked in a particular style. 7. Unstructured interview: In this type of interview a candidate is asked to speak freely. In other words, the format of interviews is unplanned. 8. Group interview: In this intergroup rather than a individual are interviewed. Generally, a topic of discussion is given to the group. The candidate in the group are carefully observed as to who will lead the group discussion & how they interact each other.

9. Group interview:

In this intergroup rather than a individual are interviewed. Generally, a topic of discussion is given to the group. The candidate in the group are carefully observed as to who will lead the group discussion & how they interact each other. 10. Stress interview: Its purpose is to find out that how a person behaves in a stressful situation. In order to put a candidate under pressure, the interviewer asked questions rapidly, interrupt him frequently. This interview is required for job where emotional balance is required. 11. Panel or board interview: Such interview is conducted by the group of interviewers. The candidate may even be asked to meet the members of the panels individually. Selection methods A variety of methods is used to personnel. The selection pattern, is not common for all organizations. It varies from one to another, depending on the situation and needs of the organization. 1. Application blank The application blank is a highly interview in which the questions are standardize and determined in advance. It tests the applicants ability to write, organize his thoughts, and present facts. A number of application blanks give the impression that if you have seen one you have them all. Despite the diversity, all application blanks essentially require three broad categories of information. Biographic data

This is concerned with such variables as age, sex marital status and number of dependents. This also have used items like the local address, age, previous salary and age of children and have found no difference in long and short tenure employees.

Education and past experience

This is concerned with grade point, average, division and percentage of marks as prerequisites for a job. References

References are letters of recommendation written by previous employees or teachers. The general format is a paragraph or so on the person. Besides

inaccurate facts, this can be attributed to the referee' inability to assess and describe the applicant, and his limited knowledge about him. Process of recruitment and selection at HCL 1. Telephonic round 2. Initial round 3. Operation round 4. Online examination 1. 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 in BPO services. If responses is positive certain questions are asked to check the communication skills of the candidate. If its suitable, then date of interview is given to candidate with other information like address where the interview is to be held & candidate have to bring copy of resume on the date of interview. 2. Initial round: This is the round in which face to face conversation is held between the interviewer and the interviewee. Certain word are given to the candidate to pronounce to check their command over English pronunciation. Certain questions are asked to the candidate to check their grammatical

knowledge of English. Generally, questions which are asked belongs to past, daily routine etc. There are certain parameters on which candidate is tested: Pronunciation:

The way one pronounces certain words of English. This is one of the important parameter which candidate must fulfill. Words includes closure, pleasure, leopard etc. Grammatical Knowledge:

When any questions are asked about the candidates past experience or in the past tense, the candidate are expected to use proper tense like had, were, used to etc when sharing their past experience. Interactive skill:

The candidate must have good communication skill, must be able to interact easily. When questions are asked to the candidate he/she must be able to communicate easily. Confidence:

Confidence of the candidate can also be 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 the time of giving the answer. 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.

Voice and ascent round:

In this round, the assessor assesses the candidate on his/her grammatical knowledge of English. The candidate again needs to pronounce few more words in front of the assessor. Minimum passing marks which are required to qualify for the next round is 16 in this round. 3. Operations round: In this assessor check the suitability of the candidate for different openings. Like if there are two openings: Technical support officer:

In this the candidate must have technical background like b.tech, B.E etc& must be able to answer the question ask regarding technical field. Candidates are made to appear for a technical interview in which their technical competence is evaluated for the requirement and is captured by the technical interviewer in the interview feedback form. Customer senior executive:

IN this the candidate must be able to answer the questions like o Whats his/her understanding by customer service? o What are the qualities a CSE must have to deal with customer? And many more questions. 4. Online examination: This online exams includes 50 questions including aptitude, technical, grammar & desktop familiarity. Each questions carries 2 marks. Candidates must have a minimum score of 70 marks in this round. It includes:

a. Aptitude test:

This measures ability and skills. Specific aptitude tests have been designed for jobs that require clerical, mechanical, and manual dexterity. Aptitude tests do not measure motivation. Aptitude test is supplemented by interest and personality test. Forms of aptitude tests:

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 t measure specialized technical knowledge and problem solving abilities of the candidate.

Skill tests: They are those, which measure a persons ability to do a specific

job. Such tests are conducted in respect of sami skilled and repetitive jobs such as packing, testing & inspecting etc.
b. 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. c. Technical tests: Candidate 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. d. Desktop familiarity: Knowledge of computers is checked in this section of the online examination. It is used to measure the familiarity of the candidate with computers.

If a candidate scores atleast 70 marks out of 100 in this section, the offer is

made to the candidate.

At the same time, If a candidate gats rejected in any of the round, he/she can

reapply after 3 months in HCL technologies.

CHAPTER-III DATA ANALYSIS AND INTERPERTATION

YEAR

H.O

FACTORY field

TOTAL

1995 1996 1997 1998 1999 2000 2001 2002 2003 2004

(CORPT) 80 82 82 81 81 75 76 78 76 70

200 200 202 198 195 186 190 192 188 142

104 109 109 110 120 115 118 130 134 120

414 426 428 431 440 413 439 464 464 389

Table no. 1: Manpower position of HCL in last 10 years

Analysis: From the above table it is shown that increase in recruitment of manpower is based on availability of Projects and diversification of business. At the saturation point of one business it diversifies to another business which is highly required for a business house. There is a little bit effect of non-availability of Projects and diversification of business on manpower positions. In this way HCL, avoids retrenchment and lay off and adjust the deficit and surplus manpower within the organisation.

YEAR

MAMPOWERST PROFIT / LOSS RENGTH (RS. In Las)

P/ L by recruiting one EMPLOYEE (InRS.) 58287 45269 59302 67881 43820 52213 46362 47054

1997 1998 1999 2000 2001 2002 2003 2004

428 431 440 413 439 464 464 383

249.47 195.11 225.73 280.35 192.37 242.27 215.15 180.22

Table no. 2: Comparative statement of manpower statement & profitability of the organization since last 10 years

Analysis: It is clear from the above table that when recruitment of manpower increases profitability of the organisation decreases and when recruitment of manpower decreases profitability of the organisation increases. So it is clearly understood that cost benefit analysis is not done properly before recruitment or creation of a position in the organisation.

YEARS 1997 1998 1999 2000 2001 2002 2003 2004

EXECUTIVES 16 16 17 15 18 20 20 16

NON-EXECUTIVES 154 154 158 150 160 165 165 155

RATIO 1:10 1:10 1:9 1:10 1:9 1:8 1:8 1:10

Table no. 3:

Year wise executives (vp and managers) and non executives

(supervisors and staffs) strength of M/S HCL

Analysis: From the perusal of the above table it is found that the ratio of span of control of HCL, is approximately 1:10 which is very good for an organisation in increase in the productivity for better cost control. But it may not leads to proper supervision and quality of work. Optimum utilisation of non-executives staff may not be achieved.

Opinion survey: Certain schemes yield more fruitful results in certain conditions and with some specific objectives. Needless to say that management practices differ from

organisation to organisation. But the fact is that success does not follow automatically, the people who implement the system that matters just as the authority without acceptance have no meaning. Recruitment process without trust of employees and organisation has no value how hobble the objective may be so an attempt is made to study the attitude of those who are participating in recruitment process before giving any suggesting and concluding remarks. For this purpose research has taken opinion of 20 executives and 50 worker/employee of different departments/sections of the organisation. The questionnaire prepared and circulated may them is reproduced below indicating their responses to each question.

Questionnaire circulated among 20 executives

1. Are you in support if recruitment policy?

Yes

No

No response

40% 40%

50% 50%

10% 10%

2. Whether the existing recruitment policy is linked to productivity? 3. Do you feel that manpower recruitment has been rationalised by way of automation? 4. Whether the existing recruitment policy is getting will supports for the top management? 5. What are the benefits you are deriving from the existing recruitment policy?

105 70%

80% 20%

10% 10%

a) Reduction on labor cost? b) Effective utilisation of human resources? c) Maintaining timing in recruitment and staffing

60% 25% 60%

30% 65% 30%

10% 10% 10%

schedule? 6. Do you feel that job evaluation and job 85% analysis helps in manpower recruitment in your organisation? 7. Do you think that the personal recruited from external sources is more desirable than the internal sources? 8. Whether cost benefit analysis is done 30% before recruitment? 9. Whether cost benefit analysis is done 35% before recruitment? 10. Do you feel that performance appraisal 65% helps in recruitment process? 11. Do you feel that training will effect to 65% recruitment process? 12. Do you think job rotation will affect the 50% recruitment policy? 13. How are you controlling the shortage and excess of manpower? 10%

5%

10%

80%

10%

60% 55% 25% 25% 40%

10% 10% 10% 10% 10%

A) By employing casual worker b) By employing extra hours c) By lay off / retrenchment

90% 90%

Nil Nil

10% 10%

Nil

90%

10%

Table no.4: Responses of employees regarding recruitment process Analysis: From the response indicated above it appears that the prevailing recruitment policy has definite impact on the organisation. Most of the executives showed positive response to different questionnaires by virtue of manpower planning they used proposed deletion of manpower planning they used proposed deletion or addition of man in the organisation for a planning period. The excess or shortage are being adjusted and hence misutilisation is mere chance. The executives did not respond to the lay off and retrenchment for reduction in available human resources. Form the questionnaires it appears that the managerial staff are only interested for filling of the vacancies of higher post from out of the internal sources. This attitude will seize the professional approach of the organisation and may not able to induct fresh brain. From the answers of most of the managers it is observed that they want entry of new managers should be avoided and fresh recruitment shall be limited up to only staff cadre and not above that. From the answers of most of the executives it appears that cost benefit analysis is not properly followed by the organisation and job rotation also not followed properly in the organization which make an employee all rounder in all respects. By which, in the absence of an employee the work will not discontinue.

CHAPTER-IV SUMMARY AND CONCLUSIONS

Result of the Study

Studying the recruitment procedures of HCL, analysing the respondents answers, opinion survey and date analysis the researcher came to a conclusion that HCL is a growing Company. It has a separate personnel department which is entrusted with the task of carrying out the various policies, programmes like recruitment selection, training etc. effectively and efficiently. The business of HCL is carried on in a very scientific manner. In the saturation point of business it need not waste the time to diversify into the another business. Management understands the business game very well. At the time of difficulty it takes necessary action to solve the problem. Now the personnel department of HCL is in infancy stage. It always try to modernize the department. It strongly believes in manpower position of the organization because it knows in the absence of M for man all Ms like money, material, machines, methods and motivation are failure. It always tries to develop the human resources. In the absence of right man, material, money, machines all things will not be properly utilized. So it always recruits manpower in a scientific manner.

Limitations
Every study has certain limitations and the present study is no more exception. These are: -

1. Interviewing of the executive of top echelon position who are making recruitment is busy in the Organisation State of affair. So it is not possible to contact all of those every busy executives. 2. The terminology used in the subject is highly technical in nature and creates a lot of ambiguity. 3. Confidentiality of the management is the strongest hindrance to the collection of data and scientific analysis of the study. 4. All the secondary data are required were not available. 5. Respondents were found hesitant in revealing opinion about supervisors and management. In spite of all these limitations, the investigator has made an humble attempt to present an analytical picture of the study with some suggestion for the long run implementation.

Suggestions and Recommendations

Recruitment and selection is a defined process organizations use to find and hire employees. For a small business, this process can be a critical part of the success of the organization's future growth and retention of employees. This process should include several key factors to ensure a small business not only complies with internal policies but also with local, state and federal regulations.

Job Description Before starting a recruitment and selection process, job descriptions should be defined for each role in the organization. Each job description should include the skills and education required to perform each role successfully, as well as a detailed list of responsibilities. Job descriptions allow employees to understand their roles and responsibilities, and also provide a tool for hiring personnel to use when choosing the most qualified candidates based on the requirements of the job.

Policies and Procedures Policies and procedures should be defined and adhered to for the recruiting and selection process, and should ensure that everyone in the organization adheres to local, state and federal regulations. Policies should provide a list of guiding principles for hiring personnel to follow, and procedures should provide the required steps for recruitment and selection. If a small business has a human resource department, company policies and procedures should address this department's oversight of the hiring process.

Training Once procedures are clearly defined, hiring managers and supervisors should be trained regarding the requirements of the process. Training should include not only what steps are required to recruit and select employees, but how to interview candidates appropriately and effectively. Include applicable laws and regulations, as well as the organization's goals during training.

Involvement Small businesses should include a senior member of the organization during the recruitment and selection process. If an organization does not have a human resources department, someone who is responsible for making highlevel decisions for the organization should be involved. This can be accomplished by including a senior member in the interview process. This provides direct oversight to the process and ensures the process is being completed to meet the expectations of the organization. Most candidates who interview will also appreciate the involvement of senior members of the organization because they feel their contributions will be recognized.

BIBLIOGRAPHY
Books
1.

K. Ashwathappa, Human Resource and Personnel Management, Tata Mcgraw- Hill 131-176 (1997)

2. Chris Dukes, Recruiting the right staff USA (2001) 3. John M. Ivancevich, Human resource management, Tata Mcgraw Hill, (2004) Websites
1. 2. 3. 4. 5. 6.

www.google.com (Last accessed on 9 August 2012). www.hrmguide.net (Last accessed on 10 August 2012) www.amazon.com (Last accessed on 10 August 2012). www.managementscience.org (Last accessed on 2 September 2012). www.wikipedia.com (Last accessed on 3 September 2012). www.hclpo.com (Last accessed on 4 September 2012)

APPENDIX
I Questionnaire to employee 1. a) Name of the respondent. b) Designation : a) Date of joining : b) Token no : c) Department : 2. a) Are you a workman / employee in the following category ? permanent / Temporary / Casual. b) Are you getting wages in piece rate / Time rate / any other method. c) Is wages fixed by wage Board / Collective bargaining / Any other method. d) Are you feeling any work load in your job? Yes/No. e) If yes, do you need extra hands? Yes/No 3. a) How do you have recruited ? Through a employment exchange / through union / Political pressure / through relatives. b) Do you like internal source of recruitment ?Yes/No. b c c) Do you feel that any extra manpower is needed for your organistaion? Yes/No

4. a) Is there any training facility for you? Yes/No b) If yes, is it on the job training loft the job training / off the job training? Yes/No 5. a) b) Are you satisfied with your job? Yes /No. Is the job appraised by your superior authority? Yes/No.

6.

a) Are you getting promotion? Yes/No. b) If yes, in which basis you have promoted? Efficiency / Seniority / The both.

7. Are you getting any motivational facilities? Financial / Non-financial / The8 What types of facilities the company is extending for you? Creche Canteen Recretion Medical Conveyance Free education for children Yes/No Yes/No Yes/No Yes/No Yes/No Yes/No

9. Whether the organisation provides employment opportunity to the family members in case of death of the worker / employee. II Questionnaire circulated among 20 employees 1. Are you satisfied with the existing recruitment policy in your organisation? 2. Do you feel work load in your department? 3. Do you feel of your optimum utilisation? 4. Do you satisfied with your job? 5. Do you feel that motivation is main factor for optimum utilisation of existing manpower? 6. Do you feel that recruitment of lower level staff from external source is desirable than internal source? 7. Do you feel that training imported by your organisation helps in improving your performance?

From the response to the above questionnaires it is clearly indicated that most of the workmen are dissatisfied about the existing recruitment policy. They are not given chance for their development. Their skill efficincies are not recognized by the company.