Beruflich Dokumente
Kultur Dokumente
Project Report
On
RECRUITMENT & SELECTION PROCESS IN
HCL
___________________________________________
Under the Supervision of
Mr. Vijay Kumar Gautam
Submitted By
Kamini Singh
BONAFIDE CERTIFICATE
SIGNATURE
HEAD OF THE DEPARTMENT
SIGNATURE
FACULTY IN CHARGE
DECLARATION
Kamini Singh
Roll No. : 1308018430
MBA
Sikkim Manipal University
ACKNOWLEDGEMENT
With
deep
sense
of
gratitude,
want
to
acknowledgment
my
guide
Mr. Vijay Kumar Gautam, for his valuable guidance and timely suggestion offered to
me throughout the course of my project. I take an opportunity to acknowledge our
heartiest thanks to my director and all the staff of the MBA department for making
available all facilities in fulfilling the requirement for the reasonable work.
(Kamini Singh)
Reg. No. - 1308018430
TABLE OF CONTENTS
1. Introduction
1.1
1.2
1.3
Study Justification
2. Review of Literature
2.1
2.2
2.3
2.4
2.5
Recruitment Policy
2.6
2.7
Sources of Recruitment
2.8
Methods of Recruitment
2.9
Selection procedure
2.10
Selection policy
2.11
2.12
3. Methodology
3.1
Sample
3.2
Procedures
5
4. Company Profile
4.1
Company History
4.2
5. Findings
5.1
5.2
Recruitment Procedure
5.3
5.4
Selection Procedure
6. Discussion
6.1
7. Results
8. Limitations
9. Conclusions
10. Bibliography
11. Annexure - Questionnaire
EXECUTIVE SUMMARY
HCL Info systems Ltd. is India's premier information enabling company. They are
the one-stop-shop for your requirements of products & services in the areas of
Computers, Laptops, Servers, Storage, Enterprise Networking, Copiers, and
Digital Projectors & Communication Devices. This is backed by HCL's service
support infrastructure - the widest in the country. HCL Info systems ( HCLI) draws
it's strength from 29 years of experience in handling the ever changing IT scenario,
strong customer relationships , ability to provide the cutting edge technology at
best-value-for-money and on top of it , an excellent service & support
infrastructure. The study of my project is Recruitment and Selection procedures of
HCL Info systems ltd.Recruitment process starts when we don't get suitable
unutilized required resource within the organization after RMG (Resource
Management Group) meeting. Determining the Manpower requirement of the
company.Analysing different sources of Recruitment i.e. the internal as well as
external and how it takes place and which all resource channels are used when the
company has to recruit from outside the organization. The various steps the
company has to follow selecting an individual for the job posting -resumes
screening, short listing, written test and interview.
INTRODUCTION
The Recruitment and Selection Procedure of the company determines the level of
achieving Organizational Goals in the long run. As per definition it is stated that
which is all about Selecting Right person for the Right Job at the Right Time at the
best Possible Position. Although it sounds quite simple but it is also not an easier
job to evaluate a person with his Ability and Skills that may satisfy the Core
Competency for the Job so that his degree of willingness to pursue a Job becomes
Positive. From Job Seeker's prospective it is the Core Competencies which matter
much for a job. So it is the effective Recruitment and Selection Procedure which
determines not only the right candidate for a job but also a long-term
accomplishment of Organizational Goals.
In my Research as I go further I come to know the Different Techniques adopted
by the IT Company towards this effect. I have chosen HCL INFOSTEMS LTD,
which is Multinational IT giant for studying their methods of Recruitment and
Selection Function. In the course of my study I came to know that, it has the
probability of achieving more than 50% of the people to be placed for the Right
Job, which reflects some of the unique ways for recruiting the candidates to fill jjp
various vacancies.
The Aim of the Company is to achieve overall Organizational Goal not only by
way of fulfilling the targeted top line but also Employee Satisfaction towards
various position of Job to the Maximum Level. This I will see as I proceed
subsequently in my Project.
2.
Criteria of Recruitment
3.
Jobs Specification
4.
Various Recruitment Sources used by the Company i.e. both External and
Internal.
5.
6.
7.
8.
9.
10.
11.
10
REVIEW OF LITERATURE
(2.1) THEORITICAL
PERSPECTIVE
OF
RECRUITMENT
AND
SELECTION PROCESS:
Recruiting is the discovering of Potential Applicants for actual or
anticipated organizational vacancies. In other words, it is a 'linking activity'
bringing together those with job and those seeking jobs. As Yodel and other
point out: "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 that manpower in adequate numbers to facilitate
effective selection of an efficient working force."
Recruitment has been regarded as the most important function of personnel
administration, because unless the right type of people are hired, even the
best plans, organization charts and control systems would not do much
goods. Flippo views recruitment both as 'positive' and 'negative' activity. He
says: "It is a process of searching for prospective employees and
stimulating and encoy/aging them to apply for jobs in an organization. !t is
often termed positive in that it stimulates people to apply for jobs to
increase the 'hiring ration', i.e., the number of applicants for a job.
13
2.
3.
The effects of past recruiting efforts which show the organization's ability
to locate and keep good performing people;
4.
5.
6.
7.
14
(ii)
(iii)
(iv)
(v)
(2)
(i)
(ii)
Political and legal considerations such as reservation of jobs for SCs, STs,
and so on.
(iii)
15
The individual makes this decision usually on three different bases, the
objective factor, critical contact, and subjective factor.
"The objective factor theory views the process of organizational choice as
being one of weighing and evaluating a set of measurable characteristics of
employment offers, such as pay, benefits, location, opportunity for
advancement, the nature of the work to be performed, and educational
opportunities."
"The critical contact theory suggests that the typical candidate is unable to
make a meaningful differentiation of organization's offers in terms of
objective or subjective factors, because of his limited or very short contact
with the organization. Choice can be made only when the applicant can
readily perceive the factors such as the behavior of the recruiter, the nature
of the physical facilities, and the efficiency in processing paper work
associated with the application."
"The subjective factor theory emphasis the congruence between personality
patterns and the 'image' of the organization, i.e., choices are made on a
highly personal and emotional basis."
(2.4) Steps in Recruitment Process
16
17
18
19
(a)
(b)
(c)
(d)
(e)
To carefully observe the letter and spirit of the relevant public policy on
hiring, and, on the whole, employment relationship;
21
meet the
INTERNAL SOURCES
Internal sources are the most obvious sources. These include personnel already on
the pay-roll of an organization, i.e., its present working force. Whenever any
23
24
It improves the morale of employees, for they are assured of the fact that
they would be preferred over outsiders when vacancies occur.
(ii)
(iii)
It promotes loyalty among the employees, for it gives them a sense of job
security and opportunities for advancement.
(iv)
As the persons in the employment of the company are fully aware of, and
well acquainted with, its policies and know its operating procedures, they
require little training, and the chances are that they would stay longer in the
employment of the organization than a new outsider would.
(v)
(vi)
There are possibilities that internal sources may "dry up", and it may be
difficult to find the requisite personnel from within an organization.
25
(iii)
Since the learner does not know more than the lecturer, no innovations
worth the name can be made. Therefore, on jobs which require original
thinking (such as advertising, style, designing and basic research), this
practice is not followed.
(iv)
This source is used by many organizations; but a surprisingly large number ignore
this source, especially for middle management jobs. In other words, this source is
the lode that is rarely mined. It is not only reasonable but wise to use this source, if
the vacancies to be filled are within the capacity of the present employees; if
adequate employee records have been maintained, and if opportunities are
provided in advance for them to prepare themselves for promotion from "bluecollar" to "White-collar" jobs.
(2)
EXTERNALSOURCES
New entrants to the labor force, i.e., young, mostly inexperienced potential
employees -the college students;
27
DIRECT METHODS
These include sending traveling recruiters to educational and professional
institutions, employees' contacts with public, and manned exhibits. One of
the widely used direct methods is that of sending of recruiters to colleges and
technical schools. Most college recruiting is done in co-operation with the
placement office of a college. The placement office usually provides help in
attracting students, arranging interviews, furnishing space, and providing
student resumes. For managerial, professional and sales personnel, campus
recruiting is an extensive operation. Persons reading for MBA or other
technical diplomas are picked up in this manner. For this purpose, carefully
prepared brochures, describing the organization and the jobs it offers, are
distributed among students, before the interviewer arrives. The DCM,
TATAS, and other enlightened firms maintain continuing contacts with
institutions' placement officials with a view to recruiting staff regularly for
different responsible positions.
Sometimes, firms directly solicit information from the concerned professors
about students with an outstanding record.
28
Many companies have found employees' contact with the public a very
effective method.
Other- direct methods include sending recruiters to conventions and seminars,
setting up exhibits at fairs, and using mobile offices to go to the desired centers.
(2)
INDIRECT METHODS
Indirect methods involve mostly advertising in newspaper, on the radio, in
trade, and professional journals, technical magazines and brochures.
Advertising in newspapers and/or trade journals and magazines is the most
frequently used method, when qualified or experienced personnel are not
available from other sources. Senior posts are largely filled by such
methods when they cannot be filled by promotion from within.
Advertising is very useful for recruiting blue-collar and hourly workers, as
well as scientific, professional, and technical employees. Local newspaper
can be a good source of blue-collar workers, clerical employees, and lowerlevel administrative employees.
The main point is that the higher the position is in the organization, or the
more specialized the skills sought, the more widely dispersed advertisement
is likely to be. The search for top executive might include advertisements in
29
32
(3)
entry-level
positions
in
organizations.
These
general
and
37
decision.
The
traditional
selection
process
includes:
39
Second, the policy of the company and the attitude of the management. As a
practice some companies usually hire more than the actual number needed
with a view to removing the unfit persons from the jobs.
Third, the length of the probationary or the trial period. The longer the
period, the greater the uncertainty in the minds of the selected candidate
about his future.
40
Some one should have the authority to hire. This authority comes from the
Employment Requisition, as developed by an analysis of the work-load and
work force.
1.
2.
3.
A well conducted interview to explore the facts and get at the attitudes of the
applicant and his family to the job;
4.
5.
Physiological testing to explore the surface area and get an objective look at
a candidate's suitability for a job;
6.
A reference check;
7.
42
43
RESEARCH METHODOLOGY
2.
PRIMARY DATA: Primary data was collected through a structured, nondisguised questionnaire. Questionnaire was designed for the employees at
HCL.
3.
HCL is one of the leading global Technology and IT enterprises with annual
revenues of US$ 3.30 billion. The HCL Enterprise comprises two companies listed
in India, HCL Technologies and HCL Info systems. The 30 year old enterprise,
founded in 1976.HCL team comprises 34,000 professionals of diverse
nationalities, operating across 16 countries including 300 points of presence in
India. HCL has global partnerships with several leading Fortune 1000 firms,
including several IT and Technology majors.
The HCL Enterprise comprises two companies listed in India, HCL Technologies
and HCL Info systems. HCL Info systems are the IT hardware and system
integration arm focused on the Indian market.
45
GLOBAL FOCUS
46
47
STRENGTHS
- Ability to understand customer's business and offer right technology
- Long standing relationship with customers
- Pan India support & service infrastructure
- Best-value for money offerings
HCL Info systems Ltd is one of the pioneers in the Indian IT market, with its
origins in 1976. For over quarter of a century, they developed and implemented
solutions for multiple market segments, across a range of technologies in India.
(4.1) COMPANY HISTORY
1976
In 1976 HCL info system was incorporated in India
Introduced microcomputers-based programmable calculators with wide
Acceptance in the scientific / education community
1977
Launch of the first microcomputer-based commercial computer with a ROM
-based Basic interpreter
48
1983
HCL launches an aggressive advertisement campaign with the theme ' even a
typist can operate' to make the usage of computers popular in the SME (Small &
Medium Enterprises) segment. This proposition involved menu-based applications
for the first time, to increase ease of operations. The response to the advertisement
was phenomenal.
1991
HCL enters into a joint venture with Hewlett Packard
HP assists HCL to introduce new services: Systems Integration, IT consulting,
packaged support services
1996
Sets up the STP (Software Technology Park) at Chennai to execute software
projects for international customers Becomes national integration partner for SAP
1997
Kolkata and Noida STPs set up
HCL buys back HP stake in HCL Hewlett Packard
1998
Chennai and Coimbatore development facilities get ISO 9001 certification
1999
49
50
51
2004
1st to announce PC price cut in India, post duty reduction, offers Ezeebee at Rs.
17990
Maintains No.1 position in the Desktop PC segment for year 2003.Enters into
partnership with Port Wise to support & distribute security & VPN solutions in
India Partners with Microsoft & Intel to launch Beanstalk Neo PC Becomes the
1st company to cross 1 iac unit milestone in the Indian Desktop PC market
Partners with Union Bank to make PCs more affordable, introduces lowest ever
EMI for PC in India
TECHNOLOGY LEADERSHIP
HCL Infosystems is known to be the harbinger of technology in the country. Right
from their inception they have attempted to pioneer the technology introductions
in the country either through R&D or through partnerships with the world
technology leaders.
- Created their own UNIX & RDBMS capability (in 80s)
- Developed firewalls for enterprise & personal system security
- Launched their own range of enterprise storage products
- Launched their own range of networking products
52
53
HCL & Nokia decide on longer term strategy to further penetrate Indian market
Gist of Q&A with callers/ investors/ shareholders on the announcement Relating
to the long term agreement with Nokia
Toshiba in partnership with HCL Info systems expands its retail presence in India
by unveiling 'shop Toshiba1
HCL forms a strategic alliance with Bull to launch a new range of Scalable
Enterprise Class Servers on Open Architecture AMD & IT Ministry unveil
affordable computer to promote 50x15 vision in India
HCL CORE VALUES
Customer Focus
Organizational Pride
Mutual Respect and Trust
Initiative and Speed
Total Value
QUALITY
One of the key elements to HCL's success is its never-ending pursuit of superior
quality in all its endeavors.
54
55
In early 1995, a major quality initiative was launched across the company based
on Philip B. Crosby's methodology of QIPM (Quality Improvement Process
Management). This model was selected to because it considered the need and
commitment by an organization to improve but more importantly, the individual's
need towards better quality in his personal life.
Under Quality Education System program, they train their employees on the basic
concepts and tools of quality. A number of improvement projects have been
undertaken by our employees, whereby process deficiencies and bottlenecks are
identified, and Corrective Action Projects (CAPs) are undertaken. This reduces
defect rates and improves cycle times in various processes, including personal
quality.
HCL has received MAiT's 'Level II recognition for Business Excellence' for their
initiatives in the Information Technology Industry, adding another commendation
to our fold. MAIT's Level II recognition is based on the 'European Foundation for
Quality Management' (EFQM), for gaining quality leadership and business
competitiveness.
Their certifications / awards in 2003 include ISO 9001-2000 by BVQI for our Info
Structure Services and award of First Prize by ELCINA (Electronic Component
Industries Association) for Quality, 2002-03. The ELCINA award criteria consider
56
57
58
59
60
(5.2)
Recruitment Procedure
Recruitment Process starts when the company does not get suitable
unutilized required resource within the organization after RMG (Resource
Management Group) Meeting. The following procedure used when a post is
to be filled:
1.
61
Ensure the Job Description and person specification are up-to-date. Contact
the Human Resources Department for advice / any assistance in completing
these..
Discuss with the Human Resources Department the most effective means of
obtaining suitable candidates.
2.
Electronic Job Portals and Database: HR uses this resource to fulfill the
requirement, required skills and position. This media is used for creating,
updating and maintaining database. Job Portals like Naukri.com &
Monster.com are used.
Duration for the above process: Once HR receive and understand MPR,
above all activities has been done within 24
hour except
'Publishing
63
Written test: Those candidates who are having lest than 3 years
experience, have to appear in written test, if individual qualify the test then
only, can proceed for interview.
Interview: Those candidates who are having equal or more than 3 years
experience or those who qualified the written test can appear in interview,
interviews are generally conducted 2 or 3 technical rounds and then if
candidate founds suitable for requirement, the final round is conducted by
HR for offer.
work out the main specification, decide the sections and department where
they should be placed and identify the particular job responsibility which
may be assigned to them. The company follows various sources of
recruitment. These are:-
65
1.
Campus Recruitment
For this the company goes to the various engineering colleges, Diploma
colleges& MBA colleges across the country and they recruit fresh
candidates from there.
2.
Media
The company also recruits through media. For this the company uses
vehicles like newspapers, magazines etc. They prefer this media basically
when large volumes of people are required.
3.
The company also gives recruitment notice in the web and they recruit
through the web.
4.
Employee Reference
The company also recruits from friends and relatives of present employees.
5.
Consultancy
Whenever necessary the company takes the help of the consultancy for
recruiting candidates. This is also an important source for them.
6.
Electronic job Portals and Database are user for recruiting candidates for
required skills and position. This media is used for creating, updating and
maintaining database.
7.
The Company uses Third Party Methods (TPMs) for recruiting candidates.
These include the use of Commercial or Private Employment Agencies,
State Agencies, and Placement Offices of Schools, Colleges and
Professional Associations, Recruiting Firms, Management Consulting
Firms.
(a)
(b)
67
1.
2.
3.
Publication
cost - Cost
incurred
for
giving
recruitment
(c)
The company does not follow any reservation policy for SCs and STs etc for
recruiting the candidates. They only look for the eligible candidates.
(d)
(e)
1.
2.
3.
4.
69
Direct Interviews are conducted. But in case of Freshers Written Test and
Interview both are conducted.
70
(a)
(b)
Trade union
There is no trade union in the Company. So no question of Trade Union
arises in my analysis, which I have already mentioned in my scope and
limitation section.
(c)
Facultv selection
According to my interaction with the H.R. manager, I can infer that the
Company has rarely suffered from any faulty Selection Procedure. But it is
also true that no company is perfect in all respect, which can be
experienced that so, they don't need to bother about it. The Recruitment and
Selection procedure in HCL Info systems is dynamic in the past years. That
means it keeps on changing every year and it always remains updated.
71
DISCUSSIONS
(6.1) Analysis
of
questionnaire
from
employees'
perspective
about
72
73
All other things such as Reputation of the company, Working Environment, job
prospects, location of the company, career Growth opportunity, they look these
things in either in isolation or in combination to each other as a whole as shown in
the above graph:
From the chart it can be understood that most of the employees are inspired by the
salary package of the company which resembles the personal traits of the Indians.
1 can also see that matters much followed reputation of the company and working
environment, which comprised 17% and 16% respectively. Job prospect plays a
minor role in the minds of a candidate who had already joined the company.
Location of the company (which comprised 5% of the sample size) where majority
of the employees are qualified with technical who in most of the cases dare to
bother the location of the company.
74
There are various ways of recruiting candidates in the company as depicted in the
chart above:
From the chart it is quiet clear that the company adopts various processes for
recruiting the right candidate. Actual recruitment procedure followed by the
company is by conducting written examination followed by interview which
comprised 85% of my sample survey of 15 employees. But still some candidates
are also chosen through written exam, Gd ^interview comprising only 6% and
others comprising only 3%. These 'others' include the reference of the existing
employees within the organization itself.
75
3.
Internal Recruitment
External Recruitment
After the analysis of the questionnaire it turns out that 80% of the people prefer
internal recruitment over external. In internal recruitment the vacancies are filled
by the permanent, temporary and casual employees already working on the pay of
the organization. This helps in building the morale and motivation of the
employees as they are assured that they would be preferred in filling up vacancies
at higher levels. A sense of security is created among employees. And in India
security is one of the major reasons why people take a particular job. A sense of
job security and opportunity for advancement promotes loyalty and commitment
among the employees and the stability of employment is improved.
In addition, 20% of the people prefer external recruitment over internal. The
preference is low because it is more expensive and time consuming to recruit
76
people from outside. Detailed screening is required as the candidate appearing for
the interview is a complete alien for the organization.
However in actual practice, it is desirable to use a mix of both internal and
external recruitment. From the chart it is clear that the company prefers internal
recruitment to external recruitment.
Preferred Sources of recruitment used by the company
No
78
No
79
CHANGES OCCURRED IN
RECRUITMENT AND SELECTION PROCEDURE
In this question I was looking for any sort of changes at list during the preceding
five years. Every year there are some changes take place in recruitment and
selection process for better result and production. It is such an industry where in
every moment some innovation takes place. So the company needs some new
skills to achieve the required fulfillment. For the last couple of years the company
is focusing more on campus interview to give more chances to the fresher This
resembles that the company's recruitment policy, the company's needs for greater
committed employee and also motive behind concentrating more on fresher, as it
is the belief from company's perspective to be working smartly with full
enthusiasm. They are also updated with the current concepts, which are required in
IT industry. It is also experienced, as the company is dealing with creating
software Hardware packages, developing and maintaining them. The company is
dealing with IT Hardware and system integration.
It is also felt that unlike the experienced candidate, the fresher find it difficult to
get a job easily. As it is obvious from the fact that the experienced candidate
demands high value in the market for employment opportunity. The changes
80
during the past few years (say five years) will give me an idea of how they get
themselves updated with the needs of the industry. It also gives me an idea of any
third party intervention in the recruitment and selection procedure of the
organization.
It depends upon the market demands of the particular industry as to how the
candidates would be available for service in the prospective sectors.
For example, two years back due to September 11, attack there was a great
recession in the global software industry which let to decrease of about 25% in the
wages of its employees. Since compensation is the basic factor of motivation of
employees so it decreased the commitment, gratitude, dedication of
employees towards the organization.
6.
More Benefits
81
ORGANIZATION'S ATTEMPT
TO REDUCE EMPLOYEE TURNOVER RATIO
I gave 4 options to the employees to know what the organization is doing to reduce
employee turnover ratio. These are: Better salary package
More benefits
Changing / Improving working conditions
Better promotion / Career Development Opportunity
After summarizing the entire 12 respondent's view, the data I have found out are:
Better salary package (22%)
More benefits (10%)
Changing / improving working conditions (8%)
Better promotion / Career Development Opportunity (60%)
82
So it is evident from the pie chart that majority of the respondents 60% have
mentioned Better promotion / Career Development Opportunity for the retention
of employees and thereby reducing the employee turnover ratio. Providing better
salary package which comprised 22% can also help in reducing employee turnover
ratio and help in the retention of the employees. Since it is An IT Company so
growth opportunity is immense. The facilities provided by the organization are up
to the mark. So overall employees are satisfied with the job
83
7.
NO
All the employees are satisfied with their jobs. Since it is IT company so growth
opportunity is immense. The facilities provided by the organization are up to the
mark. So overall employees are satisfied with the job. The working environment in
the company is excellent. On the basis of my interaction with the employees i
came to know that most of the employees have mentioned career growth
opportunity, as the reason of joining the organization. All of them are satisfied
with the career growth opportunities. Their work is highly logical and analytical
and also interesting too. They enjoy their work very much. There is a very good
relationship between the employees and the management. Management is always
helpful and also cooperative to the employees. They are loyal to the organization.
8.
Motivation
Organizational Fit
84
Technical Skill
Communication skills
Personality
Innovative
Potential
II
Comm
Skills
Personality
Innovation
IIII
1
II
IIII
II
III
II
III
IIII
II
II
IIII
II
II
II
II
III
IIII
III
IIII
II
III
II
II
II
IIII
II
III
IIII
IIII
II
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Rank
ings
From the above table, we can obtain the rankings for each of the elements. For
example, we can clearly see that technical skills has been ranked first by most of
the respondents, hence we place it at the first position, as the most important skill
for doing a technical job.
Leadership has been ranked 7 by most respondents hence we assign it rank 7.
Organizational fit is ranked 2.
Other ranking can be obtained similarly.
The responses by the people working in the organization indicate that technical
skills are pivotal for any job. Until and unless an individual is not aware of the
basic primary knowledge, one can not proceed in the given task as we put it "right
fit for the right job". Technical skills along with the appropriate work culture
enhance the productivity. Organizational fit as we name it, therefore gets second
most preferable responses. Working in the right kind of an organization increases
the satisfaction of the employees thereby increasing organizational effectiveness.
86
Despite the fact that communication skills and leadership qualities have not been
given preferences I believe that if you have the right skills that needs to be
communicated well among your team members with certain leadership qualities.
87
9.
After the analysis of the questionnaire it seems that 57% of the employers prefer
graduates with work experience. Not everyone can afford to invest in a full degree
program right after graduation. Lacking a PG degree does not have to restrict one's
career choices. Many professionals start their careers in retail sales, customer
service, or other positions that offer on-the-job training. Corporate sector demands
lot of dedication and patience along with the ability to handle the stress as the
challenges can be very discouraging. A full time can prepare you for real
88
challenges faced in the same. One becomes fully equipped to match the demands
of a regular job.
On the other hand approx. 43% of the people feel that postgraduate without
experience are a better option as it prefers one for tougher entry-level requirements
in an ever-changing job market. Being a fresher the mind is loaded with creativity
and openness to ideas that may lead to innovation. The company can mould the
individual according to their organizations ethics, culture and policies.
10.
When recruiting staff from outside the organization, what methods do you
use to attract/identify the candidates?
Advertising in newspapers
Government agencies
Professional institutions
After the analysis of the questionnaire 50% of the employees prefer to recruit
candidates through internet job site which is widely used nowadays. Monster,
naukri.com, jobs ahead is usually the first websites that come to mind when
launching a job hunt. Candidates have to just post their resumes on various job
sites and that helps the company to recruit them easily. This method is appropriate
89
when the organization wants to reach out to a large target groups scattered
geographically. On the other hand 30% of the employees go for advertisements in
newspapers. A well thought out and clear advertisement enables candidates to
assess their suitability so that only those possessing the requisite qualifications
will apply. Professional institutions and external firms which comprised 10. %, are
also used to recruit candidates from outside the organization which can be a good
source of recruitment. This can be depicted in the chart below:
PREFERRED SOURCES OF EXTERNAL RECRUITMENT
11.
Does
your
company
use
employee
referral
plan
for
recruitment?
Yes
No
90
The company also recruits from friends and relatives of present employees.
Employee Referral Scheme" (ERS) by which an existing employee can refer a
suitable candidate for a new job or which has fallen vacant. In the event of such
reference matures and the referee is recruited, a fixed sum of payment is given to
the staff who has referred, subject to the terms of ERS, being implemented In
several companies employee referral scheme is implemented to encourage
employees to refer friends and relatives for employment in the organization. From
the chart it is quiet clear that the company uses employee referral plans for
recruitment.93% respondents have responded positively. Employee referral is
important because the companies get trusted employees for whom they don't have
to spent money in doing Referral checks.
12. What generally is the duration of the Recruitment and Selection Procedure?
2-4weeks
4-6weeks
6-8 weeks
The duration for recruitment and selection procedure varies from company to
company. In case of HCL the recruitment process takes 6-8 weeks. Firstly the HR
department screens the resume and sends it to the technical department. Once the
profile is short listed, it is reverted back to the HR. further, HR people schedule
and conduct technical written test and interview of short listed candidates
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13. What are the main problems you come across while selecting individuals?
Qualified candidates
Salary structure (Competitors paying more)
Lacking work ethics
Lack of work experience
Any other
After the analysis of the questionnaire 70% of employees feels that salary is the
main hurdle in recruiting candidates, as they have high expectations because
competitors are paying lucrative packages. More over 30% feel lack of work
experience as a major problem in recruiting candidates. Work experience helps to
develop a learning culture in their organization. From the chart it is quiet clear that
salary which comprised 70% is a main hurdle in selecting candidates because
salary is the main attraction for the candidates.
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RESULTS
The career growth opportunity and salary package as the major reasons for joining
the company and the job prospects plays a minor role in the minds of the people.
Location of the company is given the least importance. However the company
adopts various processes for recruiting the right candidate. Actual recruitment
procedure followed by the company is by conducting written examination
followed by interview which comprised 85% of my sample survey of
15 executives. But experienced candidates who have an experience of not less than
3 years have to appear only for the interview. If a vacancy arises in the certain
department the company prefers internal recruitment over external recruitment.
Internal recruitment is more desirable as it helps in building up the morale of the
employees and helps in improving their performance. There is hardly any presence
of union in the organization. The recruitment and selection procedure of the
company is quite dynamic and changes take place in the process for better result
and production. The company is providing better career growth opportunities to
reduce the employee turnover ratio and to increase the retention rate. While
recruiting staff from outside the organization the company mainly uses internet job
site which is widely used nowadays. The company also recruits candidates from
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professional institutions and external firms. The duration of the recruitment and
selection process at HCL varies from 6-8 weeks.
LIMITATIONS
At the first, although the Limitations that I faced in the Organizations is the
absence of Trade Unions, otherwise which could have helped me in understanding
the industrial relations in a comprehensive manner.
Secondly, the Limitation that I had is the Scope of Collection of Sample Size
which was confined to only one Department, which would have other wise made
my study and observations much vaster.
Lastly, the stipulated time for the project is insufficient to undergo an Exhaustive
Study about the topic assigned and moreover the scope of the topic (Recruitment
and Selection) is wide enough, so it is difficult to cover the entire topic within the
stipulated time, but still whatever I could do towards this effect, I have done that.
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RECOMMENDATIONS /
SUGGESTIONS
1.
After looking at and analyzing all the criteria, I have found that the
company lacks little bit in job security. The employees are also not very
much satisfied with job security. So to gain the confidence of the employees
the company should improve job security.
2.
3.
4.
company thinks that for a particular post they require fresh ideas they
should go in for external positions.
CONCLUSIONS
From the analysis it is clear that the salary package and the career growth
opportunities are the major reasons for the candidate to join the company. The
working environment in the company is excellent and is up to the mark. HCL
being an IT company growth opportunities are immense. I have given various
options for joining of the candidates in the organization in the questionnaire. Also
1 got more options from the employees while interacting with them. 16% of the
employees have mentioned or pointed it out the working environment as the
reason for joining the organization. 11% talked about the job prospects. So I can
say salary package and career growth opportunity attracts most of the employees
towards an organization.
From the analysis of recruitment and selection procedure it is clear that for
recruiting employees HCL Info systems mainly conduct written examination
followed by interview. For selection of the technical candidates they have to go
through three mandatory interviews, out of which two are technical interviews and
one is the interview with the Human Resource head. Inexperienced candidates or
those candidate who have less than 3 years of experience, have to appear in written
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test, if individual qualify the test then only, can proceed for interview. The
candidates have to go through 3 rounds of interview, two technical interviews and
one with the human resource head.
Those candidates who have equal or more than 3 years experience does not have
to appear for the written test and can directly appear for the interview. Incase a
vacancy arises the company goes for internal recruitment. Internal Recruitment
helps in building the morale and motivation of the employees as they are assured
that they would be preferred in filling up vacancies at higher levels.
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BIBLIOGRAPHY
BOOKS
1)
C.B Mamoria and S.V Gankar, "Personnel Management- Text and Cases"
2}
3)
4)
MAGAZINES / NEWSPAPERS
Business World
Business Times
The Financial Express
The Times of India
WEBSITES
www.hclinfosysltd..com
www.hcl.org
www.rocsearch.com
www.ksa-technopak.com
www.hr.nic.in
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ANNEXURE
1.
2.
3.
4.
Internal Recruitment
External Recruitment
No
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5.
Have there been any changes in the recruitment and selection procedures of
the company in the last five years?
Yes, please specify
6.
No
7.
8.
No
Potential
Motivation
Organizational Fit
Technical Skill
Communication skills
Personality
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9.
Innovative
10.
When recruiting staff from outside the organization, what methods do you
use to attract/identify the candidates?
Advertising in newspapers
Government agencies
Professional institutions
11.
use employee
referral
Yes
No
12.
13.
6-8 weeks
What are the main problems you come across while selecting individuals?
Qualified candidates
Salary structure (Competitors paying more)
Lacking work ethics
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