Chapter-I Introduction

1. Introduction Induction Process

An induction program is the process used within many businesses to welcome new employees to the company and prepare them for their new role. Induction training should, according to TPI-theory, include development of theoretical and practical skills, but also meet interaction needs that exist among the new employees An Induction Program can also include the safety training delivered to contractors before they are permitted to enter a site or begin their work. It is usually focused on the particular safety issues of an organization but will often include much of the general company information delivered to employees. Induction training is a type of training given as an initial preparation upon taking up a post. To help new people get to work in it. It often contains information dealing with the layout of the firm's operating facility, health and safety measures and security systems. An attempt may also be made to introduce the individual to key employees and give an impression of the culture of the organization, it is a critical time for the employer to gain commitment from the employee, and the latter to understand the expectations, targets and so on. The induction provides a really good opportunity to socialise and brief the newcomer on the company's overall strategy, performance standards, etc. Induction training should, according to TPI-theory, include

development of theoretical and practical skills, but also meet interaction needs that exist among the new employees. This training is done systematically and is often the responsibility of the immediate supervisor to make sure that its done smoothly. If carefully done, it will save time and cost(in terms of faulty products or poor services, etc.). It is imperative that managers place their authority and power to make sure that the new employee is carefully helped to adjust to the new work surroundings and culture Just as in schools, sometimes the work place may have "bullies", who may give the new employee the wrong impression of the company or organization at first. These programs can play a critical role under the socialization to the organization in terms of performance, attitudes and organizational commitment. Benefits of a Induction Process An induction program is an important process for bringing staff into an organization. It provides an introduction to the working environment and the set-up of the employee within the organization. The process will cover the employer and employee rights and the terms and conditions of employment. As a priority the induction program must cover any legal and compliance requirements for working at the company and pay attention to the health and safety of the new employee. An induction program is part of an organizations knowledge management process and is intended to enable the new starter to become a useful, integrated member of the team, rather than being "thrown in at the deep end" without understanding how to do their job, or how their role fits in with the rest of the company.

Good induction program can increase productivity and reduce short-term turnover of staff. These programs can also play a critical role under the socialization to the organization in terms of performance, attitudes and organizational commitment.

A Typical Induction Process A typical induction process will include at least some of the following:

any legal requirements (for example in the UK, some Health and Safety training is obligatory)

any regulatory requirements (for example in the UK banking sector certain forms need to be completed)

introduction to terms and conditions (for example, holiday entitlement, how to make expense claims, etc)

a basic introduction to the company, and how the particular department fits in a guided tour of the building completion of government requirements (for example in UK submission of a P45 or P60) set-up of payroll details introductions to key members of staff specific job-role training

Best Practice In order to fully benefit the company and employee, the induction programme should be planned in advance. A timetable should be prepared, detailing the induction activities for a set period of time (ideally at least a week) for the new employee, including a named member of staff who will be responsible for each activity. This plan should be circulated to everyone involved in the induction process, including the new starter. If possible it should be sent to the new starter in advance, if not co-created with the new starter It is also considered best practice to assign a buddy to every new starter. If possible this should be a person who the new starter will not be working with directly, but who can undertake some of the tasks on the Induction program as well as generally make the new employee feel welcome.

Figure 1

Induction Process Flow Chart

Profile of the Organisation

a. Name of the Organisation i. DELL traces its origins to 1984

Headquarters in Bangalore in India ii. HCL was founded in 1976 Headquarters in Noida b. About the companies i. DELL

Dell, Inc. is an American multinational computer technology corporation based in 1 Dell Way, Round Rock, Texas, United States, that develops, sells and supports computers and related products and services. Bearing the name of its founder, Michael Dell, the company is one of the largest technological corporations in the world, employing more than 103,300 people worldwide. Dell is listed at number 41 in the Fortune 500 list. It is the third largest PC maker in the world after HP and Lenovo. Dell has grown by both increasing its customer base and through acquisitions since its inception; notable mergers and acquisitions including Alienware(2006) and Perot Systems (2009). As of 2009, the company sold personal computers, servers, data storage devices, network switches, software, and computer peripherals. Dell also sells HDTVs, cameras, printers, MP3 players and other electronics built by other manufacturers. The company is well known for its innovations in supply chain management and electronic commerce.

Fortune Magazine listed Dell as the sixth largest company in Texas by total revenue. It is the second largest non-oil company in Texas behind AT&T and the largest company in the Austin, Texas area. Its history Dell was founded in 1984 by Michael Dell, the computer industry's longest-tenured chief executive officer, on a simple concept: that by selling computer systems directly to customers, Dell could best understand their needs and efficiently provide the most effective computing solutions to meet those needs. This direct business model eliminates retailers that add unnecessary time and cost, or can diminish Dell's understanding of customer expectations. The direct model allows the company to build every system to order and offer customers powerful, richly-configured systems at competitive prices. Dell also introduces the latest relevant technology much more quickly than companies with slow-moving, indirect distribution channels, turning over inventory every three days on average.

Key Dates: 1984: Michael Dell founds Dell Computer Corporation. 1988: The company goes public with 3.5 million shares of company stock. 1991: Dell introduces its first notebook PC. 1993: Dell establishes subsidiaries in Australia and Japan. 1996: The company begins selling over the Internet. 1997: Dell introduces a line of workstations. 2001: The company gains the leading share of the global PC market.
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2003: Reflecting its widening interests, the company changes its name to Dell Inc. 2004: Michael Dell announces he will step down as CEO but remain chairman. ii. HCL

HCL (Hindustan Computers Limited) is a leading global Technology and IT enterprise whose range of services spans Product Engineering and Technology Development, Application Services, BPO Services, Infrastructure Services, IT Hardware, Systems Integration, and Distribution of Technology and Telecom products in India. The HCL Enterprise comprises two companies listed in India: HCL Technologies and HCL Infosystems. HCL Technologies is the IT and BPO services arm focused on global markets, while HCL Infosystems deals in the IT, Communication, Office Automation Products & System Integration arm focused on the Indian market. Today, HCL has 45,000 employees of diverse nationalities, operating across 17 countries including 360 service centers in India. HCL has global partnerships with several leading Fortune 1000 firms, including several IT and Technology majors.

Shiv Nadar is the founder of HCL. He founded HCL in 1976 in a Delhi "barsaati". In 1978, HCL developed the first indigenous micro-computer at the same time as Apple and 3 years before IBM's PC. In 1980, HCL introduced bit sliced, 16-bit processor based microcomputer. In 1983, HCL Indigenously developed an RDBMS, a Networking OS and a Client Server architecture, at the same time as global IT peers. In 1986, HCL became the largest IT company in India. In 1988, HCL introduced fine grained multi-processor Unix-3 years ahead of "Sun" and "HP". In 1991, HCL entered into a joint venture Hewlett Packard and HCL-Hewlett Packard Ltd. was formed. The joint developed multi-processor Unix for
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HP and heralded HCL's entry into contract R&D. In 1997, HCL Infosystems was formed. In the same year HCL ventured into software services. In 1999, HCL Technologies Ltd issued an IPO and became a public listed company. In 2001, HCL BPO was incorporated and HCL Infosystems became the largest hardware company. In 2002, software businesses of HCL Infosystems and HCL Technologies were merged. In 2005, HCL set up first Power PC architecture design centre outside of IBM. In the same year HCL Infosystems launched sub Rs.10,000 PC. In 2006, HCL Infosystems became the first company in India to launch the New Generation of High Performance Server Platforms Powered by Intel Dual - Core Xeon 5000 Processor. Today, HCL has a turnover of over US$4billion. Its history In 1976, Shiv Nadar, Arjun Malhotra, Subhash Arora, Badam Kishore Kumar, T.V Bharadwaj,& Arun Kumar H started Microcomp Limited. The focus of the company was design and manufacturing of scientific calculators. The venture provided its founders money to start a company that focused on manufacturing computers. The company name "HCL" used to stand for "Hindustan Computer Limited" but now HCL is the only one name that the company goes by. HCL received support from the Uttar Pradesh government to set up manufacturing in Noida In 1981, NIIT was to cater to the increasing demand in computer education. By early 2000s, Nadar divested his stake in this venture. HCL was also ranked as the 29th most trusted brand in India by The Brand Trust Report in 2011 HCL Technologies is one of the two businesses both of them separately listed in India falling under the corporate umbrella of HCL Enterprise with combined annual 2011 revenues of US$ 6 billion. HCL Enterprise was founded in 1976 and is one of India's original IT garage start ups.

HCL Technologies formed in 1991 when HCL's R&D business was spun off to focus on the growing IT services industry. They have decided to vast their features in Information Technology all over the world. During last 20 years, HCL has expanded its service portfolio in IT applications (custom applications for industry solutions and package implementation), IT infrastructure management, and business process outsourcing, while maintaining and extending in product engineering. c. Nature of the organization DELL is a Public company whereas HCL is a Private company. d. Type of Industry DELL is a Computer hardware, Computer software, Computer systems, IT consulting, IT services whereas HCL is an IT service. e. Vision and Mission i. DELL Vision To help our clients meet their goals through our people, services and solutions. Mission To be the most successful computer company in the world at delivering the best customer experience in markets we serve. ii. HCL Vision - Together we create the enterprises of tomorrow" Mission - "To provide world-class information technology solutions and services to enable our customers to serve their customers better"
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f. Geographical area of operation: Both the companies are operating globally. g. Market Position DELL - Market share in India is 15 per cent. HCL Market share in India is 5.6 per cent .

h. Present Leadership i. Dell Dell India CEO: Suresh Vaswani HCL CEO India HCL: Vineet Nayar

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2. Objective of the Study The main objective of this project is to study the Induction process in DELL and HCL company. a. How the Induction process takes place in these companies.? b. What are the method by which Induction process takes place in this companies.? c. What is the time duration for the Induction Process? d. Whether the Induction process is upto the mark? e. Whether the HR team provide the good facilities during the Induction process? f. How much knowledge would they grasped from the Induction process? g. The aim of the study is to see whether the sample of employees which I have taken (20 from each company) are satisfied with the Induction Process or not . h. To know about the areas where the companies needs to work effectively so that it can improve the Induction process, satisfy the employees and would make them work efficiently and effectively.

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3. Scope of study i. To collect the information regarding Induction process of both the companies. . For this purpose secondary data from various sites through internet is collected. The data would be about the meaning of Induction Process , its benefits and the general introduction about both the companies (DELL and HCL) i.e. their name, location, nature and type of industry, vision, mission etc. ii. To carry out survey regarding the Induction Process through primary data collection source i.e. questionnaire. For the purpose of primary data collection the geographical area selected is Tilak Nagar. The sample size selected will consist of total 40 units (employees), 20 from each company. iii. To analyse the collected data for effective study for understanding the Induction process of both the companies. The analysis would help in knowing the areas where the companies needs to focus to improve the Induction process . iv. Period of study is around one month and the functional area of the study is HR i.e. Human resource. During the month the questionnaires are prepared, distributed in both the retail outlets of the company, data is collected, presented and analysed.

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Chapter-II Methodology and theoretical framework

a) Methodology used for Data Collection i. Introduction and profile of both the CompaniesIntroduction and profile of both the companies is obtained from secondary sources like websites of DELL and HCL i.e. ii. Information regarding Induction process Information regarding Induction Process of DELL and HCL are collected primarily through questionnaire in both the companies through their retail outlets in Delhi . The sample size consists of 20 employees selected from each outlets, therefore the total sample selected is of 40 employees for the survey. iii. Information regarding the meaning of Induction ProcessOther information regarding the meaning of welfare facilities and its types is obtained from Wikipedia.

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iv.

QUESTIONNAIRE

NAME DESIGNATION AGE Q1. Please mention your department of work in the organization. ________________________________________________________________________ Q2. Have you been employed elsewhere before this? a. Yes b. No Q3. Would you expect the induction training to include practical knowledge and field work related to your department? a. Yes b. No Q4. What was the duration of the Induction Program? Q5. How was the induction program pleas rate the following topics :- (1- Very Poor, 2- Poor, 3Good, 4- Very Good, 5- Excellent). 1 2 3 4 5 a. b. c. d. Session was interactive. How was the snacks and food. How was the induction training program How much you have grasped from the induction Training program? e. How was the power point presentation? DATE

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Q6. Which are the aspects on which the induction training should be more focused? a. Inter personal relationship b. Employee-management relationship c. Work introduction d. Organization background e. Others Q7. Was the duration of classroom induction training program was sufficient? a. Yes b. No

Q8. Anything extra would you like to suggest to improve this induction training program?

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b) Methodology used for Data Analysis Data analysis is done with the help of tables, charts, graphs, diagrams etc. Tools used for analysis are as follows: i. Tables

Used to show the quantitative information that is collected through the questionnaire. Table will show an orderly arrangement of quantitative data in columns and rows. ii. Graphs

Used to represent the Induction process in both the companies( DELL and HCL). In graph an independent variable is represented on the horizontal line (X-axis) and a dependent variable on the vertical line (Y-axis). iii. Pie chart

Used to represent the data collected from both the companies graphically. It consists of a circle (disc) divided into several (usually not exceeding six) segments.

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c) Theoretical description The description of the concepts, tools and techniques used are as follows; Tables Orderly arrangement of quantitative data in columns and rows. Also called matrix. In statistics, a table (also referred to as cross tabulation or cross tab) is a type of table in a matrix format that displays the frequency distribution of the variables. It is often used to record and analyse the relation between two or more categorical variables

Graphs

Graphs are often an excellent way to display results. In fact, most good science fair projects have at least one graph.

For any type of graph:

Generally, we should place our independent variable on the x-axis of our graph and the dependent variable on the y-axis.

Be sure to label the axes of our graph don't forget to include the units of measurement (grams, centimeters, liters, etc.).

If we have more than one set of data, show each series in a different color or symbol and include a legend with clear labels.

Different types of graphs are appropriate for different experiments. These are just a few of the possible types of graphs:

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A bar graph might be appropriate for comparing different trials or different experimental groups. It also may be a good choice if our independent variable is not numerical.

Pie Chart

A pie chart (or a circle graph) is a circular chart divided into sectors, illustrating proportion. In a pie chart, the arc length of each sector (and consequently its central angle and area), is proportional to the quantity it represents. When angles are measured with 1 turn as unit then a number of percent is identified with the same number of centiturns. Together, the sectors create a full disk. It is named for its resemblance to a pie which has been sliced. Pie charts work particularly well when the slices represent 25 to 50% of the data, but in general, other plots such as the bar chart or the dot plot, or non-graphical methods such as tables, may be more adapted for representing certain information. It also shows the frequency within certain groups of information.

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Chapter- III Data Presentation and Analysis

Table 1:Data of Number of Employees QUESTIONS 1. Have you been employed elsewhere before this? 2. Would you expect the induction training to include practical knowledge and technical work related to your department? OPTIONS a. Yes b. No a. Yes b. No DELL 12 8 16 4 HCL 9 11 19 1

3. What was the duration of the Induction Program?

a. Less than 8 weeks b. 8-9 weeks c. 10-12 weeks d. More than 12 weeks

2 5 10 3

3 8 5 4

4. How was the induction program please rate the following topics :- (1- Very Poor, 2Poor, 3-Good, 4- Very Good, 5- Excellent). i. Session was Interactive a. Very Poor b. Poor c. Good d. Very Good e. Excellent ii. How was the snacks and food? a. Very Poor b. Poor 1 3 9 5 2 2 3 2 2 11 3 2 2 5

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c. Good d. Very Good e. Excellent iii. How was the Induction training program ? a. Very Poor b. Poor c. Good d. Very Good e. Excellent iv. How much you have grasped from the induction training program. a. Very Poor b. Poor c. Good d. Very Good e. Excellent 5. What are the aspects on which the induction training should be more focused? a. Interpersonal Relationship b. EmployeeManagement Relationship c. Work Introduction d. Organization Background e. Others 6. Was the duration of classroom induction training program was a. Yes
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12 2 1 3 4 5 5 3 3 4 5 5 3 2

6 5 2 2 5 7 4 2 2 5 4 6 3 3

7 4

8 4

3 11

2 12

sufficient?

b. No

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Charts
With the help of the above table, the charts are made to do the comparison between ICICI Bank and HDFC Bank. These charts are made according to the 14 questions i.e. each question have its own charts. These are as follows: 1. Have you been employed elsewhere before this? a. Yes b. No DELL

15 10 No. of employees 5 0 Yes No

HCL

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Data Presentation

Q Have you been employed elsewhere before this? DELL S. no. (a) (b) Yes No Category No. Of employees 12 8 Table 1 Table Showing Number Of Employees DELL
15 10 No. of employees 5 0 Yes No

HCL No. Of employees 9 11

Figure 2 Bar Graph Showing Number Of employees who have employed elsewhere before of Dell

HCL

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15 10 No. of employees 5 0 Yes No

Figure 3 Bar Graph Showing Bar Graph Of Hcl

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Q. Would you expect the induction training to include practical knowledge and technical work related to your department? DELL S. no. (a) (b) Yes No Category No. Of employees 16 4 Table 2 HCL No. Of employees 19 1

DELL

20 15 10 5 0 Yes No No. Of employees

Figure 4 HCL
20 15 10 5 0 Yes No No. of emloyees

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Figure 5 Q. What was the duration of the Induction Program? DELL No. Of employees 2 5 10 3 Table 3 DELL HCL No. Of employees 3 8 5 4

S. no. 1 2 3 4

Category Less than 8 weeks 8-9 weeks 10-12 weeks More than 12 weeks

No. of employees
Less then 8 weeks 8-9 weeks 10-12 weeks More then 12 weeks

Figure 6 HCL

No. of employees
Less then 8 weeks 8-9 weeks 10-12 weeks More then 12 weeks

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Figure 7 Q. How was the induction program please rate the following topics :- (1- Very Poor, 2- Poor, 3Good, 4- Very Good, 5- Excellent). i. Session was Interactive DELL No. Of employees 1 3 9 5 2 Table 4 DELL HCL No. Of employees 2 2 11 3 2

Category 1- Very Poor 2- Poor 3- Good 4- Very Good 5- Excellent

No. of employees
1- Very Poor 2- Poor 3- Good 4- Very Good 5- Excellent

Figure 8 HCL

No. of employees
1-Very Poor 2- Poor 3-Good 4-Very Good 5-Excellent

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Figure 9 Q. How was the snacks and food? DELL Category 1- Very Poor 2- Poor 3- Good 4- Very Good 5- Excellent No. Of employees 2 3 12 2 1 Table 5 DELL HCL No. Of employees 2 5 6 5 2

No. of employees
1-Very Poor 2- Poor 3-Good 4-Very Good 5-Excellent

Figure 10 HCL

No. of employees
1- Very Poor 2- Poor 3- Good 4- Very Good 5- Excellent

Figure 11
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Q. How was the Induction training program ? Category 1- Very Poor 2- Poor 3- Good 4- Very Good 5- Excellent DELL No. Of employees 3 4 5 5 3 Table 6 DELL
6 4 2 0 No. of employees

HCL No. Of employees 2 5 7 4 2

Figure 12 HCL

7 6 5 4 3 2 1 0 1- Very Poor 2- Poor 3- Good 4- Very 5Good Excellent

No. of employees

Figure 13

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Q. How much you have grasped from the induction training program. Category 1- Very Poor 2- Poor 3- Good 4- Very Good 5- Excellent DELL No. Of employees 3 4 5 5 3 Table 7 DELL HCL No. Of employees 2 5 4 6 3

No. of employees
1- Very Poor 2- Poor 3- Good 4- Very Good 5- Excellent

Figure 14 HCL

No. of employees
1- Very Poor 2- Poor 3- Good 4- Very Good 5- Excellent

Figure 15 Q. What are the aspects on which the induction training should be more focused?

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DELL Category Inter personal relationship Employee-management relationship Work introduction Organization background Others No. Of employees 2 4 7 4 3 Table 8 DELL
8 6 4 2 0

HCL No. Of employees 3 3 8 4 2

No. of employees

Figure 16

HCL
10 8 6 4 2 0

No. of employees

Figure 17 Q. Was the duration of classroom induction training program was sufficient? S. no. Category DELL
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HCL

No. Of employees (a) (b) Yes No 11 9

No. Of employees 12 8

Table 9 DELL

12 10 8 6 4 2 0 Yes No No. of employees

Figure 18 HCL

12 10 8 6 4 2 0 Yes No No. of employees

Figure 19

Data Analysis
Data analysis is done with the support of facts and figures from chapter-2 which is as follows:
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1. 12 employees of DELL have already attended the Induction process in other companies whereas 8 of the employees have attended the Induction process first time 11 employees of DELL have already attended the Induction process in other companies whereas 9 of the employees have attended the Induction process first time. 2. Practical Knowledge and Technical work 16 employees of DELL company are in the favor of including practical knowledge and Technical work related to their department whereas 4 employees do not want to include practical knowledge and Technical work related to their department. 19 employees of HCL company are in the favor of including practical knowledge and Technical work related to their department whereas 1employee do not want to include practical knowledge and Technical work related to their department. 3. Duration of Induction training The duration of the Induction training process for DELL company are as under;Less than 8 weeks 8-9 weeks 10-12 weeks More than 12 weeks 2 employees 5 employees 10 employees 3 employees

Whereas the duration of HCL company are as under ;Less than 8 weeks 8-9 weeks 10-12 weeks More than 12 weeks 4. Session interactive 3 employees 8 employees 5 employees 4 employees

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After doing the survey of this we have analysis that 1 employee of DELL think that the session interactiveness was Very Poor, 3 thinks that the session was Poor, 9 employee thinks that the session was good, 5 thinks that the session was Very Good, and 2 thinks that the session was excellent. 2 employees of HCL think that the session interactiveness was Very Poor, 2 thinks that the session was Poor, 11 thinks that the session was Good, 3 thnks that the session was Very Good, 2 thinks that the session was excellent. 5. Snacks and Food 2 DELL employees thinks that the food and snacks that they get during the Induction program was Very Poor, 2 thinks that the snacks and food was Poor, 12 thinks that the snacks and food was Good,2 thinks that they were Very Good and 1 thinks that the snacks and food was excellent. 2 HCL employees thinks that the snacks and food that they get during the Induction program was Very Poor, 5 thinks that the food and snacks was Poor, 6 thinks that the snacks and food was Good, 5 thinks that snacks and food was Very Good, 2 thinks that the snacks and food was Excellent. 6. Induction Training Program 3 DELL employees thinks that the Induction training program was Very Poor, 4 thinks that the Induction training program was Poor, 5 thinks that the Induction training program was Good, 5 thinks that the Induction training program was Very Good and 3 thinks that the program was Excellent. Whereas 2 HCL employees thinks that the Induction training program was Very Poor, 5 thinks that the program was Poor, 7 thinks that the Induction training program was Good,

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4 thinks that the Induction program was Very Good and 2 thinks that the Induction process was Excellent. 7. Knowledge from the Induction 3 DELL employees thinks that the knowledge that they grasped from the Induction process is Very Poor, 4 of them thinks that the knowledge that they grasped from Induction is Poor, 5 of them think that the knowledge is Good, 5 of them thinks that the knowledge is Very Good and 3 thinks that the knowledge is Excellent. Whereas 2 HCL employees thinks that the knowledge that they grasped from the Induction is Very Poor, 5 of them thinks that the knowledge that they grasped from Induction is Poor, 4 of them think that the knowledge is Good, 6 of them thinks that the knowledge is Very Good and 3 thinks that the knowledge is Excellent. 8. Area of Aspect on which Induction should focus 2 of the DELL employees thinks that the Interpersonal relationship should be focused while 4 of them thinks that it should focused on Employee Management, 7 of them thinks that they should focused on Work Introduction, 4 of them thinks that should focus on Organization background and 3 thinks that they should focus on other aspects. While 3 HCL employees thinks that the Interpersonal relationship should be focused, 3 of them thinks that it should focused on Employee Management while 8 of them thinks that they should focused on Work Introduction whereas 4 thinks they should focus on Organization background and 3 thinks that they should focus on other aspects. 9. Duration of time Sufficient 11 of the DELL employee thinks that the time that they get for the Induction process is sufficient whereas 9 of them thinks that the given time is not sufficient for them.

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While 12 employees of HCL thinks that the time given to them is sufficient whereas 8 of them thinks that the time given to them is not sufficient.

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Chapter- IV Summary and Conclusions

1. Result of the Study a. Induction process by Dell More number of the Dell has already attended the Induction process in other companies. As more number of Dell employees wanted to include practical knowledge and technical work related to their department therefore the HR team should try to focus on them. The duration of Induction training in Dell is mostly 10-12 weeks. Most of the employees of the Dell thinks that the Induction process session is good instead of Poor, Very Poor, Very Good and Excellent. Snacks and food that are offer to the employees during the Induction process is good but not Very Poor, Poor, Very Good and Excellent. According to most of the DELL employees Induction training program was Good and Very Good but not Excellent, Very Poor, Poor. 5 employees thinks that the knowledge that they have grasped from the Induction process is Good and Very Good. Most of the DELL employees thinks that the HR team should focus on Work Introduction aspect in the Induction training. 11 employees out of 20 thinks that the duration of classroom Induction Training program was sufficient.

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b. Induction Process by HCL Most of the employees of HCL have attended the Induction process First time in HCL. 19 HCL employees out of 20 wanted to include practical knowledge and technical work related to their department therefore the HR team should try to focus on them. The duration of Induction training in HCL is mostly 10-12 weeks. Most of the employees of the HCL thinks that the Induction process session is good instead of Poor, Very Poor, Very Good and Excellent. Snacks and food that are offer to the employees of HCL during the Induction process is good but not Very Poor, Poor, Very Good and Excellent. According to most of the HCL employees Induction training program was Good Good but not Excellent, Very Poor, Poor, Good. 6 employees thinks that the knowledge that they have grasped from the Induction process is Very Good. Most of the HCL employees thinks that the HR team should focus on Work Introduction aspect in the Induction training. 12 employees out of 20 thinks that the duration of classroom Induction Training program was sufficient.

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2) Limitations The limitations in preparing the report were: i. Time available for preparing the report was insufficient. Therefore the data collected for the report is not extensive due to time constraints. ii. Due to the lack of time the data collected for the report was insufficient for proper and extensive study or analysis. Therefore the comparison or analysis is done from the sample size of only 40 employees, 20 units from each DELL and HCL . iii. Due to lack of expertise in statistical tools and techniques the analysis is done with the help of normal tables, graphs and pie charts. The techniques like standard deviation, variance are not used.

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3) Suggestions & Scope for further Study

The data in the report can be used for further analysis of Induction Process of DELL and HCL. The data required for further study would also be large up to the extent of huge amount of data. One must acquire sufficient knowledge and technical expertise in order to make a high level technical analysis and a useful report from the view point of individual as well as companies. Proper utilisation of graphical presentation would also prove as an effective tool in making the report more attractive and understandable.

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BIBLIOGRAPHY
INTERNET WEBSITES Wikipedia www.hclstore.in www.hcl.com www.dell.com www.dellprofile.com

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