1

CHAPTER-1

INTRODUCTION

Human resources or employees are the real assets for every organization. So to utilize these
resources in most appropriate way a proper planning are required. Human resources planning
is the predefined process of forecasting the availability of future human resources that the
organization will have required with the necessary skills to meet its strategic objectives.

Talent Acquisition also known as Recruitment is one of the most important function of Human
Resources. However, if the recruitment process is not done effectively then this will impact the
organization for long term. Recruitment is the vast procedure of filling vacancy in organisation
and it started from attracting the eligible candidate for applying for the job till to the selection of
right candidate for the job post.

1.1. Purpose of the study:

To find out how the recruitment and selection process of HCL Infosystems is carried out. To
know about the strategies and methods adopted for the recruitment of employees and to find
about its strength and weakness.

1.2. Significance of study:

Recruitment is the very important part of every organization and if it is not done properly then it
may prove to be costly for the organization as the most suitable candidate will not be acquired
for the best suitable position.

1.3. Learning Objectives:

To study the existing Hiring methods.

To bring out new innovative ways of Hiring that can be implemented.

Pros and Cons of using different hiring methods.

 2

Out of the existing hiring methods, which ones are best suited for the company?

To find the gaps in existing methods of hiring.

What are the new methods of hiring that the company is planning to implement.

1.4. Definitions:
1. Recruitment
Recruitment refers to the process of identifying & encouraging prospective employees to
apply for the job. It is positive in its approach as it seeks to attract as many candidates as
possible. It is the process of finding and attracting job candidates who are qualified to fill
job vacancies.

2. Sourcing
Sourcing involves the following steps:
Internal sources:
The most common internal sources of internal recruitment are:
1. Personal recommendations
2. Notice boards
3. Newsletters
4. Memoranda

External sources:

There are many sources to choose from if you are seeking to recruit from outside the
company.
1. Word of mouth
2. Notices
3. Job centers
4. Private agencies and consultants
5. Education institutions
 3

3. Recruitment mistakes

There are a number of methods companies should avoid when putting their recruitment plans
into practice. For instance, many businesses have the necessary talent within their organizations,
but are too busy looking outside to recruit the skilled employees they already have. Others try to
look for a mirror-replacement to the employee they have lost, duplicates with the same attitudes
and skills, when companies can benefit more from employees with new experience and outlooks
on the position. Some employers forget to include their employees in the recruitment process, or
attempt to find the perfect employee without noticing the talents of the job seekers they
interview.

4. Selection

It is the process of picking individuals (out of the pool of job applicants) with requisite
qualifications & competence to fill jobs in the organization. It differentiates between applicants
in order to identify & hire those with a greater likelihood of success in a job. Selection of the
right applicant, for the right job & at the right time is an important aspect of recruitment &
selection procedure in every organization

5. Methods of Internal Hiring are:-

Internal Advertisements ( emails, newsletters, forms )
Word of Mouth
Promotions
Internal Employee Referrals
Retired Employees for temporary or contract positions.
Present temporary/contract employees to permanent positions
Former employees for part time/freelancer/work at home.

This involves recruiting a candidate through references, networks, job portals or they may
approach recruitment agencies. In order to compete with other companies & increase their
standard, employers hunt for best talents working for other top companies.
 4

6. Methods of External Recruitment:-

Job Portals
Internal and External Employee Referrals
Recruitment/Headhunting agencies
Job ads on Newspapers/Websites
Campus Recruitment
Walk In

EXISTING METHODS OF HIRING IN HCL INFOSYSTEMS:-

HCL follows External methods of Hiring:-

This involves recruiting a candidate through references, networks, job portals or they may
approach recruitment agencies. In order to compete with other companies & increase their
standard, employers hunt for best talents working for other top companies.

External Hiring practices followed are:-

Hiring through Job Portals

Walk-In Interviews
Campus Recruitment
Referral

1.5. Company Profile:

HCL Infosystem Ltd. is Indias Premier Distribution and IT Services and Solutions Company.
HCL Infosystems has one of the largest sales & distribution network in the country and provides
value added distribution for partners including last mile connect and support in marketing and
promotions for Telecom, IT , Office Automation and Consumer Electronics products covering
more than 15000 towns across 664 districts in India. In the services space the Company has
robust services offerings such as a comprehensive portfolio of Infrastructure Managed Services,
Enterprise Application Services, System Integration Services, Office Automation Services,
 5

Managed Print Services, Life Cycle Services and After-Sales Support Services. HCL Learning,
the Companys learning solutions business, serves the entire spectrum of education and training
requirements across schools colleges, individuals and enterprises and offers Digital Content &
Learning Solutions.

VISION STATEMENT:

"Together we create the enterprises of tomorrow"

MISSION STATEMENT:

"To provide world-class information technology solutions and services to enable our customers
to serve their customers better''

Objectives:

To fuel initiative and foster activity by allowing individuals freedom of action and innovation in
attaining defined objectives.

CORE VALUES:

It will uphold the dignity of the individual. It will honor all commitments. It will be committed to
Quality, Innovation and Growth in every endeavor. It will be responsible corporate citizens.

COMPANY Alliances & Partnerships:

To provide world-class solutions and services to all its customers, it has formed Alliances and
Partnerships with leading IT companies worldwide. HCL Infosystem has alliances with global
technology leaders like Intel, AMD, Microsoft, Bull, Toshiba, Nokia, Sun Microsystems,
 6

Ericsson, NVIDIA, SAP, Scansoft, SCO, EMC, VERITAS, Citrix, CISCO, Oracle, Computer
Associates, RedHat, Infocus, Duplo, Samsung and Novel.

Service innovation at HCL

Eli Lilly and HCL announce unique collaboration to change new ideas to reality HCL AXON
delivers Crew Management Solution for SAP Transportation customers with Initial Release of
iCREW to CN

NEW at HCL

HCL Technologies wins the HP Alliance ONE Partner of the Year Award .HCL ISD's customer
Energy Future Holdings wins Computerworld Laureate 2011 Recognition .HCL becomes first
global IT Services Company to Join Advanced Message Queuing Protocol (AMQP) Working
Group.

1.6. Summary:

The methods and sources of Recruitment adopted by HCL Infosystem is not some extent to the
objective of organization because of which the overall budget of hiring employees exceeds the
planned budget limit. It was also noticed that the deadline of hiring candidates also exceeds
sometime. There should be headhunt of only those candidates whose skills suitable for the job
vacancies .According to my survey most of the employees are satisfied with current recruitment
methods but in my opinion theres need to some changes in existing recruitment method to deal
with competitive market.

The organizations heavily invest for the training and development programs of their
employees so it is the responsibility of HR to select the best fits candidates who were easily
fitted in the environment of organization.
The manpower requirements are mostly fulfilled through indirect methods. They strive to
create a work culture that is conducive to great performance as well as fun and stimulating.
They also believe that by investing and building in human Capital and recruiting the right
 7

people one can achieve their vision. Selection method is quiet systematic and simple to
follow but it should also be modified according to the requirements and should job profile so
that main objective of selecting the candidate could be achieved.
Recruitment and selection process are very important functions for every organization and it
is very necessary to evaluate the employees. The process of recruitment is very systematic
and lengthy. It includes various evaluation rounds for the selection of suitable candidate for
suitable job. The process includes the steps like HR planning, attracting applicant and
screening them. It is very important activity as it provides right people on right place at right
time and is needed in every organization. If suitable employees are selected then it will be
beneficial to the organization and it is a safe side but if the decision goes wrong it can be
very dangerous to organization, so it is an activity for which HR department is responsible
for and gets very much importance.
 8

CHAPTER 2

LITERATURE REVIEW

In an Organization to deal with different sectors of market have different departments such as
Finance, Technical, Marketing and Human Resource. All these departments consist of the
experts employees to deal with all the situations. For an organization there people are there
valuable assets. Human Resource management deals with all the functions for the optimal use of
human resource and also provides training. Recruitment and selection both are very important
functions of HRM. Recruitment is the process of finding and attracting job candidates who are
qualified to fill vacancies.

According to Edwin B Flippo, Recruitment is the process of searching the best and eligible
candidates for some particular task and then stimulating them according to that particular job in
the organization. It is also defined as the process of attracting the right candidate for the right
job .The overall process of attracting the eligible candidates till to selection of the right candidate
for particular job is so long and complicated, so it is very necessary to select correct source and
methods for the success of recruitment process. It can also be defined as a process to discover
sources of manpower to meet the requirement of the staffing schedule and to employ effective
measures for attracting the manpower in adequate numbers in order to facilitate the effective
selection of an efficient working force.

Selection is the process of picking individual (out of the pool of job applicants) with required
qualifications and competence to fill the vacant place in organization. Recruitment is a process
which starts with the submissions of applications of interested applicants and continues till the
signing of contract by selected candidates. In selection process recruiter differentiate between
applicants in order to identify and hire those with greater likelihood success in job. Selection of
right candidate, for the right job and at the right time is an important aspect of recruitment and
selection in an organization. The purpose of recruitment is to identify suitable man power to
meet the job requirements and job specifications .Recruitment and selection is the most
important function of personnel administration on the one hand selection is concerned with
securing right information about the applicant and recruitment is about hiring the right candidate
 9

for the job. The object of selection process is to determine whether the prospective candidate
possesses the qualification for the specific job it is a long process. Recruitment and selection are
lengthy process it starts from the interview and ends with the contract of employment.

From the study it is review that social media and internet based recruitment-

Social networking sites, such as Facebook, Twitter and LinkedIn, can allow individuals to post
and share their personal information and experiences, which has led many US employers to use
social networking sites to screen the job applicants (Shea and Wesley, 2006; Witham, 2011). A
reason for using social networking sites is to screen employees so that the employers might want
to verify information which is provided by the applicants. For example, ADP Screening and
Selection services found that applicants falsify their information on applications form, such as
their experience, education qualification and credentials or licenses (Levashina, 2009). Other
reasons for using social networking sites for selection and recruitment purposes is that the social
networking sites have some advantages over traditional human resource tools, such as being
accessible without costs (Jacobs, 2009) and are perceived to be reliable sources by users
(Kluemper & Rosen, 2009).

According to David A De Cenzo, for the success of recruitment process three things are mainly
required:

(a)Planned Needs: These needs are required from the starting of new organization till to
the retirement policies for creation of vacancies for new employees. Planning phase is
initial phase and for the fulfillment of objective proper planning are needed.
(b)Anticipated Needs: These are those movements in personal which an organization can
predict by studying trends both in external as well as internal environment.
(c) Contingent Needs: These needs arise to handle the uncertain situations of life like
deaths, resignations, accidents, illness, relocation etc.

Taylor, P. (1998). In the article of seven staff selection myths, the most commonly held seven
misconceptions about recruitment and selection process are mentioned. It includes areas such as
validity of various Recruitment and selection measures (e.g., interviewing, reference checks), the
conditions are required to maximize the effectiveness and success of these practices and
 10

Common mistaken perceptions is about the interview process. This study is most helpful for
readers who are interested in workforce development theory and research.

One can higher the candidates by using social networking site , according to Nigel Wright (2011)
using social network for recruitment and selection process is act as- Marketing tool, and argues
that Important aspects is on its way to out. Early moves into online recruitment were initially
the virtual equivalent of a traditional jobs board that might publicizes vacancies in the
employment offices or newspaper.

So recruitment and selection is the important part of every organization. It has been regarded as
the most important function of personnel administration because unless the right type of people
are hired even the best plans made for the and the organization charts and control system would
not do so much good. So recruitment and selection plays an important role in every
organization.

Another study conducted by the Russo et al. (2001), investigates about the various strategies
made by recruiter for the different profiles and for different market conditions. Their empirical
findings show that the hiring of unemployed candidates and the use of the public employment
service and the events which are more likely to happen in a slack regional labor market. On the
basis of their results they concluded that the use of advertisements and the hiring of already-
employed job seekers are more likely to occur in the presence of excess demand on the relevant
regional labor market.
 11

CHAPTER 3

JOB DESCRIPTION AND FUNCTIONAL PROFILE

Recruitment and Selection Process of HCL Infosystems Ltd.

Recruiter gets to know about the vacancy through the project manager or the client
involved.
Recruiter studies the job description and job specification of the required position.
Recruiter does the sourcing wherein the recruiter uses various job portals such as
Naukri.com, Shine, Monster.com
Sourcing also involves Referrals/ Head Hunting, Job Advertisements, Job Postings,
Network Websites such as LinkedIn where a recruiter can build networks.
After the sourcing part, the recruiter works on the Screening of the candidates
Screening process involves varied methods but the ones researcher used are:
Putting up situational questions in front of the candidates as it helps in attracting worthy
candidates that may not have made it through a more standard interview loop. For eg.
1) Describe a situation where you had to on a collaborative project with a difficult
colleague,
2) Describe a situation where you had to work with a new team,
3) Describe a situation when you needed to work with a client or customer who was
different from you.
Asking the candidates their work portfolio and various other job related questions as it
helps the recruiter to know their job responsibility in a better manner.
Validating the candidates according to the job specification and job description.
Then the recruiter shares the profile with the client.
Shortlisted candidates by the client are then further lined up for the telephonic interview
Candidates who clear the telephonic interview by the client are further lined up for the
face to face interview which may take place at the client site or HCL premises
After clearing the telephonic and face to face interview rounds the candidates are
required to face the HR Interview round which involves salary negotiation, job
 12

description which involves job identification, job summary, Job responsibility,

relationship i.e. whom to report, whom to supervise etc
Next part of the process involves documentation. It requires the selected candidates to
submit the following documents:
1) Interview Process Form
2) Updated Resume
3) 10th Mark sheet and certificate
4) 12th Mark Sheet and certificate
5) Certificate and Mark Sheets of Graduations.
6) Offer Letter of the previous company
7) Last three months salary slip
8) Experience Letter of the previous company
9) Relieving Letter of the previous company
10) Address Proof
11) PAN Card
12) Colored photographs in JPEG format
Then the candidate accepts the salary structure
Handover of all documents for approval from HR Shared Services

Then the selected candidate receives the Offer Letter from HR Shared Services
Last part of the process involves the selected candidate receiving the appointment letter from
HR Shared Services.

Roles and Responsibilities by Researcher

Researcher learns about the recruitment and selection process in HCL.
Researcher is given sample resumes and is taught how to use a job portal.
It involves working on job portals such as Naukri.com, Shine.com, LinkedIn, and
Monster.com.
Researcher is given a job description which is based on the requirement of the project and
skills required for suitability of manpower.
 13

Initially the researcher is given a target of 10 resumes per profile

With time it was reduced to 5 resumes per profile if there is a single position for that
particular job profile as it gets easier to shortlist the candidate for the client.
Researcher works on the following profiles:

Network Engineer
Asset Management Engineer
Wintel Administrator
Network Security Administrator
TAC Storage Support Engineer
Data Center Operator
Desktop Engineer
Desktop Remote Support Engineer
IT Recruiter
IT Security Consultant
JAVA Developer
Linux Engineer
Linux System Administrator
MIS Specialist
Network Manager
Service Desk Engineer
Sony Broadcasting Technical Support
Storage And Backup Administrator
Storage Engineer
System Officer
Team Lead Of Call Coordinators
Team Lead Of Desktop Helpdesk
Team Lead Of Field Engineers
VIP Support Engineer
 14

VM Ware Engineer
Windows System Administrator
Data Base Administrator
EMC Storage Engineer

Researcher also maintains a tracker for the job profiles in order to

get the candidate's personal and professional details.
Maintaining the tracker:
The tracker includes the following details:
Date
Candidate's Name
Contact Number
Project Name (On which our company is working)
Candidate's Designation in the current company
Job Location - Current job location of the candidate
Preferred Location - Job location offered by our company
Candidate's current company's name
Relevant Experience
Current Cost To Company (CTC)
Expected Cost To Company (CTC)
Notice Period - HCL generally prefers candidates with a one month notice period, if the
candidate has a two or three months notice period then the candidate is asked to negotiate
it to one month if possible according to their company's norms.
Qualification - HCL hires candidates who have completed their graduation and it should
be regular. When the candidate is hired for a technical position then the person should be
a B. tech, B.E or the candidate should have done Diploma of three years otherwise they
would be hired for a temporary position or on a third party payroll.
Reason For Job Change
Email Id
 15

Remarks - The researcher can include any certification that the candidate holds,
candidate's communication skills, candidate's working capabilities etc.

Researcher had to take the telephonic interview of the candidate in order to update
the tracker. It helps the researcher in getting to know the verbal communication
skills of the candidate.

Documentation

1) Researcher had to work on the documentation part where the researcher had to gather all
the required documents of the candidates who were selected.
2) Researcher screens the documents as per the requirements of the company.
3) Researcher needs to verify the documents provided in the resume of the selected candidates in
order to prevent fraud, industrial espionage and reputation damage.
4) While hiring, attention is on selecting candidates with the required technical skills, there is
limited emphasis on knowing the prospective employee's background and determining the true
identity of the person. In that limited scope of background checking we have to validate the
candidates.
5) The checks which need to be conducted depend on the job role, industry and company
policies. However the main checklists include:
o Identity
o Address
o Education
o Employment
o Criminal Background
o Credit Rating

o Proof Of Identity - Voters ID card, passport, social security number, driver's license.
o Address - Address details including permanent and correspondence which can also be
verified through voter id card
 16

o Education - Copies of certificates

o Employment - Appointment letter, salary statement, resignation letter, full and final
settlement (FNF) clearance letter.
o Criminal Background - Information on local and federal cases
o Credit Rating - Bank And Credit Card Statements

HR Interview

1) Recruiter conducts the HR Interview which includes many types of questions some of them
are:
o Why does this role interest you?
o Why do you think we should take you for this job?
o Are you willing to change your profile/designation when required?
o Do you know anyone who works in this company?
o Are you flexible with the timings?
o Do you have a referral in this company?

2) Most importantly the recruiter had to do the salary negotiation.

Telling the candidate about their CTC and the deductions of other benefits from CTC to come to
the candidate's gross salary.
3) Salary Breakup Annexure in HCL:

Take Home = Basic Pay + HRA + DA + Transport Allowances + Shift/

Attendance Allowance (As applicable according to the project) + Other
fixed earnings

Gross Earning = Take Home + PF Deductions + PT Deductions + ESI or

GMI Deductions + Variable Pay (If Any)

CTC = Take Home + Gross Salary

 17

4) Discussions regarding the company policies and procedures, working hours, job
responsibilities, benefits provided by HCL in the salary structure of the candidate.

5) Recruiter also discusses about the offer letter process with the selected candidate.

ON BOARDING PROCESS

In this process new employees are integrating into the organization, of preparing
them to succeed at their job and to become fully engaged, productive members of
the organization.
Objectives of On Boarding process:

I. It helps in enhancing performance

II. Improves morale of the employee
III. To help in employee retention

On boarding is a three step process:

I. Get clarity around expectations
II. Ask what is important to learn and from whom to learn it
III. Ask about the processes, procedures and changes the organization intends
the executive to implement at the end of 3 months, 6 months and one year.

I worked with the on boarding team wherein the OJTs were being converted into
on roll employees.
First I had to checklist the important documents that are necessary for this process
which are:
Nomination form
Declaration form
Smart Card Form
 18

ID proof
Passport (If the employee has it)
3 passport size photographs
Copy of all the educational documents
First day feedback form
Interview Process Form
Bond
Code Of Conduct
Cancelled check
After the employee signs the bond then the new employee code is generated.

Appraisal
I had to work on the appraisal process by verifying the educational documents of P0 employees
for their appraisal which was due in the coming months and to ensure that the educational
documents are complete and correct. Complete and correct documents would only make the
employees eligible for their appraisal. If the documents were not complete I had to make sure
that the employees send in their documents by sending them reminders.
 19

CHAPTER-4
Research Methods and Procedures

Research methodology:
In this section description about the methodology chosen out to fulfill the work .It plays an
important role for the successful completion of research work. For the successful completion of
research work it is necessary to properly select the methodology as effectiveness of research is
fully depends upon the correctness of the research methodology.

Objectives of study:
The objective is to study about the existing recruitment process used in HCL Infosystem and to
bring out new innovative ideas of hiring that can be implemented. Pros and cons of various
hiring methods and to analyze out of existing methods, which one are best suited for the
company. Bridge the gaps in existing process.

Sources of Data Collection Methods:

Primary Data

Primary data was collected through survey method by distributing questionnaires to branch
manager and other sales managers. The questionnaires were carefully designed by taking into
account the parameters of my study.

Secondary Data

Secondary data was collected from various web sites, handbooks of organization, articles in
news papers etc. These data was collected and recorded by someone else for the purpose of other
than those of our particular research study.
 20

Research Design

Exploratory research:

In this research exploratory research type is used .As the source of information are few and
purpose of research is to find out various solution and alternatives of the problems. The
exploratory study is often used as an introductory phase of a larger study and results are used in
developing specific technique for larger study.

Sampling technique:

Judgmental Sampling Judgmental sampling is a form of convenience sampling in which the

population elements are selected based on the judgment of the researcher. Target population and

Sample:

Sample includes the employees of HR Department at HCL infosystems Ltd Noida .

Sample Size

It includes the sample size of 30 employees of HR Department.

Framework to analysis

1. Questionnaire was printed out.

2. Explanation on how to fill the questionnaire was delivered through sessions to the respondents.
3. Information on how to fill the questionnaire was also printed on the questionnaire.
4. Questionnaires were distributed to the members of HR team.
5. Questionnaires were collected and analyzed.
6. Data retrieved from analysis of the questionnaires individually was fed into excel to derive.
 21

CHAPTER 5

DATA ANALYS

1. Which sources of recruitment is used in your organization?

a. Internal
b. External
c. Both

Factor No. of Respondent (% of Respondent)

Internal 6 12%

External 13 26%

Both 31 62%

Total 50 100%

Table 5.1 SOURCES OF RECRUITMENT

1st Qtr
2nd Qtr
3rd Qtr

FIGURE 5.1: SOURCES OF RECRUITMENT

 22

Interpretation

From the above analysis it was found that about 62% of the respondents say that they prefer both
internal as well as external source for recruitment and selection where as only 12% go for
Internal source of recruitment and selection and 26% adopt for External source of recruitment
and selection.

2. Does the external recruitment bring in desirable employees in the organization?

a. Yes
b. No

Factor No. of Respondent (% of Respondent)

Yes 30 60%
No 20 40%
Total 50 100%
TABLE 5.2: EXTERNAL RECRUITING

30
25
20
15
10
5
0
Category 1 Category 2

FIGURE 5.2: EXTERNAL RECRUITING

 23

Interpretation: From the above chart it shows that the 60% says that recruitment through
external sources brings in desirable employees in the organisation and 40% says that no external
sources does not bring in desirable employees to the organisation.

3. Which of the following external sources are used in HCL Infosystems Ltd.?
a. Advertisement
b. Online Recruitment Portals
c. Campus Recruitments
d. Consultancies
e. All of the above

Factor No. of Respondent (% of Respondent)

Advertisement 20 40%
Online Recruitments 10 20%
Portals

Campus 15 30%
Recruitments
Consultancies 5 10%
Total 50 100%
TABLE 5.3: EXTERNAL SOURCES

1st Qtr
2nd Qtr
3rd Qtr
4th Qtr

FIGURE 5.3: EXTERNAL SOURCES

 24

Interpretation

From the above data it is analysed that in HCL Infosytems Ltd. for external sources of
recruitment 40% people preferred advertisement, 20% prefer internet is the source of external
recruitment, 30% go for campus drive and rest 10% says that external recruitment should be
done through consultancies.

4. Which of the following methods of selection did you face during your selection?
a. Written test
b. Group discussion
c. Personal interview
d. All of the above

Factor No. of Respondent (% of Respondent)

Written Test 15 30%
Group discussion 5 10%
Personal interview 10 20%
All of the above 20 40%
Total 50 100%

TABLE 5.4: METHOD OF SELECTION

1st Qtr
2nd Qtr
3rd Qtr
4th Qtr

FIGURE5.4: METHOD OF SELECTION

 25

Interpretation

When asked to the employees which method of recruitment selection did they face during their
selection process , 30% most of the people said they face written test, 10% had group discussion,
20% had group interview and rest 40% had all of the above mentioned test.

5. Do you think innovative technique like stress test, psychometric test and personality test
should be used for selection?
a. Yes
b. No

Factor No. of Respondent (%. of Respondent )

Yes 42 84%
No 8 16%
Total 50 100%
TABLE5.5: INNOVATIVE TECHNIQUES

100

80

60

40

20

0
1st Qtr
2nd Qtr

FIGURE5.5: INNOVATIVE TECHNIQUES

 26

Interpretation:
When respondents were asked if innovative techniques like stress test, personality test should
be adopted 84% most of the people said that yes innovative techniques should be adopted and
16% says that no innovative techniques should be adopted in the organization.

6. What form of interview do you prefer?

a. Personal interview
b. Telephonic interview
c. Video conferencing
d. Other

Factor No. of Respondent (% of Respondent)

Personal Interviews 20 40%
Telephonic Interview 15 20%
Video Conferencing 10 30%
Other 5 10%
Total 100 100%
TABLE5.6: FORM OF INTERVIEW

1st Qtr
2nd Qtr
3rd Qtr
4th Qtr

FIGURE5.6: FORM OF INTERVIEW

 27

Interpretation

Employees were asked which type of interview they preferred, 40% of the people said that they
would like to go for Personal interviews, 30% prefer to take telephonic interviews whereas only
20% go for video conferencing and rest 10% adopt some other means of interviews.

7. Are you satisfied with the current recruitment and selection process followed by the
organization?
a. Highly satisfied
b. Satisfied
c. Dissatisfied
d. Highly dissatisfied

Factor No. of Respondent (%. of Respondent )

Highly Satisfied 30 60%
Satisfied 10 20%
Dissatisfied 6 12%
Highly Dissatisfied 4 8%
Total 50 100%
TABLE 5.7: SATISFACTION FROM CURRENT RECRUITMENT METHOD
 28

60

50
40
30
20
10
0
1st Qtr 2nd Qtr
3rd Qtr 4th Qtr

FIGURE 5.7: SATISFACTION FROM CURRENT RECRUITMENT METHOD

Interpretation:
From the above responds it is analyzed that for existing recruitment and selection process 60%
of the respondents are highly satisfied with the recruitment and selection process 20% are satisfied with
the current recruitment and selection process , 12% are dissatisfied and 8% are highly dissatisfied with the
recruitment and selection process.

8. Are you satisfied with the remuneration offered to you?

a. highly satisfied
b. satisfied
c. dissatisfied

Factor No. of Respondent (%. of Respondent )

Highly satisfied 25 50%
Satisfied 15 30%
Dissatisfied 10 20%
Total 50 100%
TABLE5.8: SATISFACTION FROM REMUNERATION
 29

50

40

30

20

10

0
1st Qtr
2nd Qtr
3rd Qtr

FIGURE5.8: SATISFACTION FROM REMUNERATION

Interpretation:
When asked about the remuneration i.e. offered to the employees, 50% of the respondents are
highly satisfied with the remuneration that is offered to them .30% is satisfied with the pay
scales and 20% respondents are dissatisfied with the remuneration offered to them.
9. Are you satisfied with the career growth opportunities in the company?

a. Yes
b. No

Factor No. of Respondent (%. of Respondent )

Yes 42 84%
No 8 16%
Total 50 100%

TABLE5.9: CAREER GROWTH OPPORTUNITIES

 30

100

80

60

40

20

0
1st Qt
2nd Qtr

FIGURE 5.9.: CAREER GROWTH OPPORTUNITIES

Interpretation:
When asked about the career growth opportunities in the organization 84% of the respondents
feel that they are satisfied with the career growth and 16% are not satisfied with the career growth
and opportunities which is provided in the organization.
10. When do people prefer to go for manpower planning?
a. Yearly
b. Quarterly
c. No fixed time

Factor No. of Respondent (% of Respondent)

Yearly 10 20%

Quarterly 25 50%

No fixed time 15 30%

Total 50 100%

TABLE5.10: MANPOWER PLANNING

 31

50
40
30
20
10
0
1st Qtr
2nd Qtr
3rd Qtr

FIGURE5.10: MANPOWER PLANNING

Interpretation

From the above data it is analyzed that 50% of the respondents prefer to go for Quarterly
manpower planning and 30 % do not follow any pattern they have any fixed time where as 20%
go for yearly manpower planning.

11. Which method do people mostly prefer for recruitment and selection process?
a. Direct
b. Indirect
c. Third party

Factor No. of Respondent (% of Respondent)

Direct 31 62%

Indirect 15 30%

Third Party 4 8%

Total 50 100%

TABLE5.11: RECRUITMENT AND SELECTION MEHOD

 32

1st Qtr
2nd Qtr
3rdQtr

FIGURE5.11: RECRUITMENT AND SELECTION METHOD

Interpretation

About 62% of the respondents feel that direct recruitment is best so they prefer employees being
selected through direct recruitment and selection , 30% of the respondents feel that indirect
recruitment should be done and only 8 % go for third party recruitment way.

12. What are the main reasons for employees leaving the organization?
a. Insufficient salary package
b. Inappropriate training and development
c. Inefficient supervisor
d. Market condition

Factor No. of Respondent (%. of Respondent )

Insufficient salary 20 40%
Inappropriate training 15 30%
Inefficient supervisor 10 20%
Market condition 5 10%
Total 50 100%
TABLE5.12: REASONS OF EMPLOYEES ATTRITION
 33

1st Qtr
2nd Qtr
3rd Qtr
4th Qtr

FIGURE5.12: REASONS OF EMPLOYEES ATTRITION

Interpretation:
The major reason for employees leaving the organization are that 40% of the respondents feel
that the salary is insufficient ,30% of the employees are leaving the organization due to insufficient
training ,20% of the respondents feel that insufficient supervision is there, and 10% are leaving the
organization due to market condition.

13. How do you rate the HR practices of the company?

a. Very good
b. Good
c. Average
d. Bad
 34

Factor No. of Respondent (% of Respondent)

Very Good 25 50%
Good 12 24%
Average 8 16%
Bad 5 10%
TABLE5.13: HR PRACTICES

40
35
30
25
20
15
10
5
0
1st Qtr 2nd Qtr
3rd Qtr 4th Qtr

FIGURE5.13: HR PRACTICES

Interpretation

In above bar chart 50% of the respondents feel that HR department is very good where as 24%
say that the HR department is good where as 16% of the people thinks that the HR department is
average and only 10% respondents feel that the HR department is bad.
 35

CHAPTER 6

FINDINGS OF THE STUDY

After the data analysis and interpretation the findings are- At HCL Infosystems Ltd. there is a
proper Recruitment and Selection Management known as TALENT ACQUISITION
MANAGEMENT.

Talent acquisition management is directed towards recruiting and hiring the best talent and
enabling them to grow by offering a culture where people are empowered to take up new
challenges and continuously add values to their lives.

This Talent Management program ensures that Employees are equipped, Empowered and
engaged to be able to deliver, succeed and progress so that a rewarding career with HCL
infosystems ltd. is assured.

Talent management includes:

On- Boarding
Hiring
Off- Boarding
Learning and Development
Rewards & Recognition
Goal assurance

A Self- driven professional with the right mindset can have better opportunities at HCL
Infosystems Ltd.

After the analysis and interpretation was done following were analysed and the major findings
were-
 36

In HCL Infosystems Ltd both internal and external sources of recruitment and selection
are mainly preferred. But it is analyzed that about 50% of HR member prefer to use
internal sources to reduce overall recruitment budget and time.
The most common source of external recruitment preferred by organization is through
consultancies and advertisement. About 40% of respondents prefer to hiring candidates
through consultancy firm.
When asked about the interview method faced by respondents during their selection
process it is analyzed that around 40% respondents had faced personal interview, 30% of
telephonic interviews, 20 % by video conferencing and rest of 10% through some other
means.
To ease the overall process of recruitment of candidates some of HR members prefer
direct recruitment by using direct interaction with applicants through personal interview.
It is analyzed that most of HR members are ready to make changes in existing process of
Recruitment by adopting new trends and techniques such as psychological testing,
psychometric testing etc.
Half of the respondents prefer for Quarterly manpower planning, around 20% go for
yearly manpower planning and 30% do not follow any fix time.
It is analysed that 50% of the respondents are satisfied with the HR practices applied in
organization, 24% responds neutrally and around 16% says it is average and 10% are
not satisfied at all.
The major reason for employees leaving the organization are that 40% of the people are
not satisfied with the salary,30% are not satisfied with the trainings methods ,20% says
that inefficient supervision is there and 10% are leaving due to market conditions.
 37

CHAPTER 7

CONCLUSION & RECOMMENDATIONS

Summer internship is the best opportunity for a student to experience and to learn how to work in
an organization, about the culture of corporate organization. This is the summary of the study
and work I have done about recruitment and selection process at HCL Infosystems Ltd. The
methods and sources of Recruitment adopted by HCL Infosystem is not some extent to the
objective of organization because of which the overall budget of hiring employees exceeds the
planned budget limit. It was also noticed that the deadline of hiring candidates also exceeds
sometime. There should be headhunt of only those candidates whose skills suitable for the job
vacancies .According to my survey most of the employees are satisfied with current recruitment
methods but in my opinion theres need to some changes in existing recruitment method to deal
with competitive market.

The organizations heavily invest for the training and development programs of their employees
so it is the responsibility of HR to select the best fits candidates who were easily fitted in the
environment of organization.

The manpower requirements are mostly fulfilled through indirect methods. They strive to create
a work culture that is conducive to great performance as well as fun and stimulating. They also
believe that by investing and building in human Capital and recruiting the right people one can
achieve their vision. Selection method is quiet systematic and simple to follow but it should also
be modified according to the requirements and should job profile so that main objective of
selecting the candidate could be achieved.

Recruitment and selection process are very important functions for every organization and it is
very necessary to evaluate the employees. The process of recruitment is very systematic and
lengthy. It includes various evaluation rounds for the selection of suitable candidate for suitable
job. The process includes the steps like HR planning, attracting applicant and screening them. It
is very important activity as it provides right people on right place at right time and is needed in
every organization. If suitable employees are selected then it will be beneficial to the
 38

organization and it is a safe side but if the decision goes wrong it can be very dangerous to
organization, so it is an activity for which HR department is responsible for and gets very much
importance.

Thus we can say that-

Recruitment is the process that links the employer with the job seekers.
It is a process of finding the job and attracting capable applicants for employment. It
begins when new recruits are sought out and application is selected and ends when
the application is submitted.
It is a process to discover the sources of manpower to meet the requirement of
organization and staffing schedule and to employ effective measures for attracting
that manpower in adequate numbers for the efficient working of the organization.

RECOMMENDATIONS

Following are suggestions made for the benefits and augmentation of the sound working of the.
Company HCL Infosystems Ltd

To reduce the budget and the time of hiring and recruiting Organization should have to
recruit through internal hiring first. By giving chance to the employees by job rotation or
through promotion we can increase the motivation of the employees.
Company should adopt various psychometric tests, personality test, stress test so that
right candidates got selected for right job.
Company should adopt various new methods and sources for hiring candidates.
All the terms and conditions about organization policies should discussed from
candidates before joining.
There should be proper communication between Human Resource Management and other
Employees of organization.
All the necessary information and changes should be communicated to the employees on
time.
 39

LIMITATIONS:

The sample size of study is less because of time shortage.

Some of the employees were not showing interest to give informations, which leads to
bias and half picture.
The study is based on current and past scenario it could change in future.
Due to personal biasness of some employees it may have chances of misguide data.
Theres also shortage of time and money.
 40

REFERENCES
WEBSITE- HCL INFOSYSTEMS
URL- www.hclinfosystems.in
Alfus P.(2000) Todays Recruitment Practices Require Technical and
Internet .Hotel Management , December, 2000.
Bayley, G.; Nancarrow, C. (2005). Hiring methods
Dittmar, H., Beattie, J., and Friese, S. (1995). Walk-ins/ Journal of interviews,
16:3, 491-511.
Fishbein, M. and Azjen, I. (1975). Types of hiring/Reading, MA.
Naukri.com- www. Naukri.com
Amanda J. Daly ,M.C.(2009),preferences in recruitment and selection in a
sample of organization ,International Journal of organizational behavior.
By Margaret Dale A managers Guide to Recruitment and Selection page
no.48-55
By R .L .Campton ,William J .Morrissey ,Alan R. Nankervis ,Bill Morrissey
Effective Recruitment and Selection Practices page no 15-40
Galanaki, E (2007) .Effective Recruitment and Selection .An approach model
Building.HRM Review,7(1),page no 1-3.
Breaugh, A. J.Starke, M (2000) .Research on employee recruitment : so many
studies, so many remaining questions. Journal of Management, 26(3) , pp.405-
434.
Ma.R,Allen , D.G (2009).Recruiting across cultures. A valve based model of
recruitment. Human resource Management Review, 19(4) pp334-346.
Ouchi, W. G. (1984). The M-Form Society: Lessons from Business Management.
Human Resource Management, 23(2), 191-213.
Ewart keep and Susan James Recruitment and Selection the Great Neglected
Topic .Scope research paper Feb 2010.
 41

ANNEXURE
QUESTIONNAIRE

a) Name b) Occupation

c) Age..d) Income.
e) Address: - .

Q.1What is the sources of Recruitment & Selection used by your organization?

A) Internal

B) External

C) Both

Q.2 Does the external recruitment bring in desirable employees in the organization?

A) Yes

B) No

Q.3 Which of the following external sources are used in HCL infosystems Ltd.?
 42

A) Advertisements

B) Internet

C) Campus drives

D) Consultancies

E) All of the above

Q.4 Which of the following methods of selection did you face during your selection process?

A) Written test

B) Group discussion

C) Personal interview

D) All of the above

Q.5 Do you think innovative techniques like stress test, psychometric test, and personality test
should .be used for selection?

A) Yes

B) No

Q .6 What form of Interview do you prefer?

A) Personal interview

B) Telephonic interview

C) Video conferencing
 43

D) Other

Q.7 Are you satisfied with the current recruitment and selection process followed by the
organization?

A) Highly Satisfied

B) Satisfied

C) Dissatisfied

D) Highly dissatisfied

Q.8 Are you satisfied with the remuneration offered to you?

A) Highly Satisfied

B) Satisfied

C) Dissatisfied

Q.9 Are you satisfied with the career growth opportunities in the company?

A) Yes

B) No
 44

Q.10 When do you prefer to go for Manpower Planning?

A) Yearly

B) Quarterly

C) No Fixed Time

Q.11 What are the main reason for employees leaving the organization?

A) Insufficient salary package

B) Inappropriate training and development

C) Insufficient supervision

D) Market condition

Q.12. How do you rate the HR practices of the Company?

A) Very Good

B) Good

C) Average

D) Bad
45