SUMMER TRAINING REPORT

ON
LEAD MANAGEMENT SYSTEM
Submitted in partial fulfillment of
MASTER OF BUSINESS ADMINISTRATION (MBA)

Conducted by
APJ AK TECHNICAL UNIVERSITY, LUCKNOW
Under the guidance of Under the guidance of
Dr. Ragini Johari Varun Sharma
Professor & Head, School of Management Assosciate Executive New Vistas
AITM, LucknowHCL IT CITY Pvt. Ltd

Submitted By
SUDHIR Kumar Gupta
MBA III Semester
Enrolment No. 1674870032
SESSION- 2017-18

ANSAL TECHNICAL CAMPUS, LUCKNOW

SECTOR-C, POCKET-9, SUSHANT GOLF CITY, SHAHEED PATH, LUCKNOW
www.aitmlucknow.edu.in

1
2
 TABLE OF CONTENT

SR. TOPIC PAGE

NO. NO.

1 INTERNSHIP CERTIFICATE ISSUED BY THE 2

ORGANIZATION
Part I
2 ACKNOWLEDGEMENT 4
4 DECLARATION 5
5 EXECUTIVE SUMMARY 6
6 INTRODUCTION 7-9

7 COMPANY PROFILE 9-23

8 RECRUITMENT POLICY 24-60

9 SWOT ANALYSIS 61-63

10 TRAINING PROGRAM AND HIRING 64-73

Part II

10 OBJECTIVE OF THE STUDY 76

11 RESEARCH METHODOLOGY 77-79

Part III

12 DATA ANALYSIS AND INTERPRETATION 82-91

13 CONCLUSION 92
14 FINDINGS AND SUGGESTION 94
15 LIMITATION 95
16 BIBILIOGRAPHY 96
17 ANNEXURE 98-102

3
 ACKNOWLEDGMENTS
"Success is any endeavor, calls for cooperation and guidance from seniors & colleagues". This
was aptly bought to me while undergoing my research work for the project. It is impossible to
thank the people who have helped me prepare my project, but I would like to take the
opportunity to express my profound gratitude and indebtedness to the following.

Last but not the least the cooperation and my deep gratitude to my mentor Dr. RaginiJohari& all
of my friends for providing me all implicit and explicit support during the project.
However, the describable contents source of inspiration and supervision at every stage of the
study was my project guide Varun Sharma. It was an honour to have worked under him.

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 DECLARATION

I hereby declare that the project work entitled ofLead Management System (HCL
TSS) LUCKNOW.

Submitted to the Ansal Technical Campus Lucknow, is a record of an original work done by

me under the guidance of Dr. RaginiJohari. And this project work is submitted in the partial

fulfillment of Master of Business Administration (MBA).

PLACE: LUCKNOW
DATE:
Sudhir Kumar Gupta
MBA 2nd Semester
University Roll no: 1674870032

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 EXECUTIVE SUMMARY

Theory and practice are the two eyes of the management education. Management education

without practical training at an organization remains incomplete. The training prescribed by the

Ansal Technical Campus Lucknow student have various objectives like helping the student to

acquire knowledge, give an opportunity to know the difference between theory and practice,

enable the student to interact with experienced and knowledgeable persons of business world .

As a student of Master of Business Administration, I got an opportunity to undergo on

training. The training title is Lead Management System.
I successfully completed my training report within the specified time. It was really a thrilling

experience for me with senior officials of Industry and to interact with different members,

employees of the organization. It was an experience of enjoyment through hard work and

dedication.

Through this finding of this report, I hope that the Industry in India as well as outside the country

will benefit.

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 INTRODUCTION

Human Resource Management is an art of managing people at work in such a manner

that they give their best to the organization. In simple word human resource management

refers to the quantitative aspects of employees working in an organization.

Human Resource Management is also a management function concerned with hiring, motivating,

and maintains people in an organization. It focuses on people in organization.

Organizations are not mere bricks, mortar, machineries or inventories. They are people. It is the

staff who manage organizations HRM involves the application of management functions and

principles. The functions and principles are applied to acquisitioning, developing, maintain, and

remunerating employees in organizations.

Decisions relating to employees must be integrated. Decision on different aspect of employees

must be consistent with other human resource decisions. Decision made must influence the

effectiveness of organization. Effectiveness of an organization must result in betterment of

services to customers in the form of high-quality product supplied at reasonable costs.

HCL Training and Staffing Services is on a mission to bring the best opportunities for graduates

through a job assurance program, referred as LEAP

Given the ever-increasing demand for quality skilled talent within HCL, there was a significant

need to create a dedicated talent pool that would be equipped technically and professionally to

meet the talent requirements of HCL. Thus was conceived the idea of HCL TSS, with the

7
objective of becoming the largest integrated talent-solutions company. HCL TSS LEAP trainees

are deployed in HCL after successful completion of the program.

8
 ABOUT HCL-TSS

HCL Training & Staffing Services is a division subsidiary company of HCL Technologies

Limited created with a vision to provide assured jobs through a unique training program Learn

to Earn Accelerator Program or LEAP. Given the ever-increasing demand for quality talent

within HCL, there was a significant need to create a niche avenue a talent pool that would be

equipped with the requisite expertise, and will be technically and professionally prepared to join

the highly specialized workforce at HCL. Thus was conceived the idea of HCL TSS, with the

objective of becoming the largest integrated talent-solutions Company in India preparing skilled

workforce for the future. HCL TSS is further creating employment opportunities in Tier II and

Tier III cities by sourcing, training and deploying talent locally by offering world class job

opportunities.

Recruitment outsourcing experts have noted that the skill gap across industries is primarily an

education issue one that creates a mismatch between what gets taught to aspiring students in

institutions, and the expectations awaiting them in the real-life job environment. HCL TSS

creates the much-needed bridge between deserving talent across the country and vacant jobs that

are difficult to fill due to a crisis of skills. HCL TSSs focus is on solutions that offer a career

launch pad for engineers / graduates in the corporate world, assuring them employment

opportunities with HCL.

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 COMPANY PROFILE

HCL Technologies Limited is an Indian multinational IT services company, headquartered in

Noida, Uttar Pradesh, India. It is a subsidiary of HCL Enterprise. Originally a research and

development division of HCL, it emerged as an independent company in 1991 when HCL

ventured into the software services business. HCL Technologies (the abbreviation of Hindustan

Computers Limited) offers services including IT consulting, enterprise transformation, remote

infrastructure management, engineering and R&D, and business process outsourcing (BPO). The

company has offices in 34 countries including the United States, European countries like France

and Germany, and Northern Ireland in the United Kingdom. It operates across a number of

sectors including aerospace and defense, automotive, consumer electronics, energy and utilities,

financial services, government, industrial manufacturing, life sciences and healthcare, media and

entertainment, mining and natural resources, public services, retail and consumer,

semiconductor, server and storage, telecom, and travel, transportation, logistics, and hospitality.

HCL Technologies is on the Forbes Global 2000 list. It is among the top 20 largest publicly

traded companies in India with a market capitalization of $22.1 billion as of May 2015. As of

August 2015, the company, along with its subsidiaries, had consolidated revenue of $6.0 billion.

HCL Technologies Limited is engaged in providing a range of software development services,

business process outsourcing services and information technology (IT) infrastructure services.

The Company's segments include software services, infrastructure management services and

business process outsourcing services. The software services segment provides application

development and maintenance, enterprise application, software as a service (SAAS) application

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services and engineering, and research and development (R&D) services to global customers.

The infrastructure management services segment involves managing customer's IT assets. The

business process outsourcing services segment includes contact center and help desk services.

The Company delivers its solutions across select verticals, including financial services,

manufacturing, retail and consumer products, media, publishing and entertainment, public

services, energy and utility, healthcare, and travel, transport and logistics.

In this mobile world, every machine needs to be handicapped accessible.

Besides the responsibility of organizations to make their products (and services) accessible;

governments, local communities and NGOs are also making sure that we do it the right way.

Rules have been made and laws have been passed to bring about equality in all sections of the

society.

It is estimated that at least a billion people across the world are suffering from one or the other

forms of disability. It can be a temporary disability or a permanent one. It can be a partial

disability, a complete disability, or even situational disability. It can be disability due to

visibility, hearing, or mobility, or any other kind of disability. Leaving them behind without

enabling them, we are actually letting go of 17% of the total available market as well. Hence,

from a financial standpoint as well it is important to consider making handicap accessible

products and services for people with disabilities.

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12
The work that HCL Engineering and R&D Services team is presently doing to make products

and services accessible is worth mentioning here. It all started with a 5-member team learning on

how to make a product accessible for all. Today, hundreds of engineers apply their thought

process daily to make hundreds of products and services accessible to people with disabilities.

HCL team provides end to end outsourced services, from design consulting to usability,

from testing and remediation to training services. HCL has invested in a state of the art

Accessibility Lab, which is being well appreciated by business leaders across the globe. The

facilities are made accessible to help people with disabilities who are working on multiple

projects. These teams play the most important role in the usability studies. They testify the

accessibility quality of the product and assess whether a product or service has a delight in using

it. They certify this quality check.

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 HCL TSS LUCKNOW

HCL TSS Lucknow is a strategic addition steering HCLs foray in new Indian cities. Our

Development Center in Lucknow will be an integral part of HCL IT City in Lucknow and will be

a strategic addition to our global delivery centers located across India. HCL TSS Lucknow aims

to provide assured jobs to people from Lucknow and nearby areas through a unique training

programs. They are a paid training programs, and the candidates will be provided with access to

loans through nationalized banks.

The three types of Programs are:

1. Alternate Training Pool(Training Program for Junior IT Support Engineer)

2. Training & Hiring Program For Graduates(Business Process Management Roles)

3. Graduate Engineer Training Program (B.Tech& MCA)

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 Process of Hiring & Recruitment for Graduate Engineer Training

Program:

Eligibility:

Engineering Graduates B.E / B.Tech (IT or Non IT) / MCA / M.E / M.Tech

0-1 yrs of work exp in IT

Experience in Non-IT and wish to pursue career in IT

Women having worked in IT and now want to resume their career again

Age and gender no bar

Local residents of Lucknow (within 20 KM radius)

Only those who have already graduated

55% (cumulative) marks in college degree and no arrears

Selection Process

At HCL TSS Lucknow we have a standardized selection process comprising of:

Career Counseling

Online Aptitude Test / Technical Test

Interview

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Program Duration

Six Months (Three months of classroom training & three months of Professional Practice Term)

Program Details

The six month long training program follows a three-pronged structure to round up the learning

and training needs of graduates / engineers before they join the highly specialized workforce at

HCL. The half-yearly tenure comprises: Common FoundationTraining, Track Specific Technical

Training and on-the-job training leading to final deployment with HCL in Lucknow.

Program Fees

INR 2, 30,000 (Inclusive of all current applicable taxes). Financial assistance in the form of bank

loans is available

Career Path

Post completion of training program, you start your career with HCL in Application

Development / Testing/ Maintenance/ Support roles spanning across business units such as

Banking, Healthcare, Financial Services, Infrastructure Management and Engineering Services.

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 Training & Hiring Program for Graduates (Business Process

Management Roles)

Eligibility

Normal Graduates B.A, B.Com, B.S.C, B.C.A ,B.B.A

0-1 yrs of work exp in any Feild

Women who wants to resume their career again

Age and gender no bar

Local residents of Lucknow (within 20 KM radius)

Only those who have already graduated

50% (cumulative) marks in college degree and no arrears

Selection Process

At HCL TSS Lucknow we have a standardized selection process comprising of:

Career Counseling

Online Aptitude Test

Interview

Program Duration

Three Months (One months of classroom training &Two months of Professional Practice Term)

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Program Details

The three month long training program follows a one-pronged structure to round up the learning

and training needs of graduates before they join the highly specialized workforce at HCL. The

three tenure comprises: Common Foundation Training, Track Specific Technical Training and

on-the-job training leading to final deployment with HCL in Lucknow.

Program Fees

INR 100,000 (Inclusive of all current applicable taxes). Financial assistance in the form of bank

loans is available

Career Path

Post completion of training program, you start your career with HCL in Back Office

profile/Dealing With Foreign Clients/Chat Process, Support roles spanning across business units

such as Banking, Healthcare, Financial Services, Infrastructure Management and Engineering

Services.

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 Alternate Training Pool (Training Program for Junior IT Support

Engineer)

Eligibility

12th Passed Out (With PCM)

Year of passing should be 2014 or after that.

Passed With Percentage:

CBSE & ICSE : 80%

UP STATE BOARD: 70%

Local residents within 200 KM radius From Lucknow

Only those who have Completed Intermediate.

Selection Process

At HCL TSS Lucknow we have a standardized selection process comprising of:

Career Counseling

Online Aptitude Test / Technical Test

Interview

Assured job with HCL on successful completion of your training program.

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Program Duration

1 Year of Training (Nine months of classroom training & three months of Professional Practice

Term)

Program Details

Nine months of classroom training lays strong emphasis on practical exercises, continuous

assessments and assignments. Interactive training with personal coaching available on demand.

Learning management system fosters learning with peer based discussions, online assessments,

assignments and case based submissions. The three months tenure comprises: Common

Foundation Training, Track Specific Technical Training and on-the-job training leading to final

deployment with HCL in Lucknow.

Program Fees

INR 200,000 (Inclusive of all current applicable taxes). Financial assistance in the form of bank

loans is available

Career Path

- Job with HCL post successful completion of the program.

- Stipend of INR3500 per month during the entire duration of the training.

- Opportunity to pursue higher education program in future.

Post completion of training program, you start your career with HCL in Junior Support IT

Engineer.

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 FAQ

Why should I choose HCL TSS Lucknow over other IT training institutes or

staffing companies?

First of all the candidates are assured of a job with HCL. Secondly, candidates have the

opportunity to go through a rigorous comprehensive training program encompassing technical

and business skills. The courseware and assessment procedure has been created in consultation

with subject matter experts and delivered by seasoned trainers. Candidates are trained for HCL

jobs and therefore they become industry ready upon completion of the training.

Is a job guaranteed at the end of completing training at HCL TSS Lucknow?

At HCL we are committed to offer the best to our employees as well as our clients. All students

who successfully complete training program will be deployed in HCL. If for some reason a

student is not able to clear all his assessments and therefore unable to clear our training

program we will refund the fee paid back to the candidate.

Will I get a job in Lucknow after completing my training program?

Yes. All candidates from Lucknow and nearby areas will ONLY be deployed in HCL IT City in

Lucknow post completion of the training program.

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 RECRUITMENT POLICY

Recruitment refers to the overall process of attracting, selecting and appointing suitable

candidates to a one or more jobs within an organisation, either permanent or temporary. The term

may sometimes be defined as incorporating activities which take place ahead of attracting

people, such as defining the job requirements and person specification, as well as after the

individual has joined the organisation, such as induction and on boarding. Recruitment can also

refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles

or training programs. Depending on the size and practices of the organization, recruitment may

be undertaken in-house by managers, human resource generalists and/or recruitment specialists.

Alternatively, parts of the process may be undertaken by either public-sector employment

agencies, commercial recruitment agencies, or specialist search consultancies.

The use of internet-based services and computer technologies to support all aspects of

recruitment activity and processes has become widespread and has revolutionised recruitment

activities ranging from recruitment agencies sourcing candidates through online job boards and

social media, or human resource.

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 RECRUITMENT PROCESS

JOB ANALYSIS:

In situations where multiple new jobs are created and recruited for the first time, a job

analysis might be undertaken to document the knowledge, skill, ability, and other personal

characteristics required for the job. From these the relevant information is captured in such

documents as job descriptions and job specifications. Often a company will already have job

descriptions that represent a historical collection of tasks performed. Where already drawn up,

these documents need to be reviewed or updated to reflect present day requirements. Prior to

initiating the recruitment stages a person specification should be finalized to provide the

recruiters commissioned with the requirements and objectives of the project.

SOURCING:

Sourcing is the use of one or more strategies to attract or identify candidates to fill job vacancies.

It may involve internal and/or external advertising, using appropriate media, such as local or

national newspapers, specialist recruitment media, professional publications, window

advertisements, job centers, or in a variety of ways via the internet. Alternatively, employers may

use recruitment consultancies or agencies to find otherwise scarce candidates who may be

content in their current positions and are not actively looking to move companies. This initial

research for so-called passive candidates, also called name generation, results in a contact

information of potential candidates who can then be contacted discreetly to be screened and

approached.

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 TYPES OF RECRUITMENT PROCESS

In house

Many employers undertake their own in-house recruitment, using their human

resources department, front-line hiring managers and recruitment personnel who handle targeted

functions and populations. In addition to coordinating with the agencies mentioned above, in-

house recruiters may advertise job vacancies on their own website and other job boards,

coordinate internal employee referrals, target and headhunt external candidates (much like an

external agency or search firm), work with external associations, trade groups and/or focus on

campus graduate recruitment. Some large employers choose to outsource all or some of their

recruitment process (recruitment process outsourcing), however a more common approach is for

employers to introduce referral schemes where employees are encouraged to source new staff

from within their own network.

Internal recruiters

An internal recruiter (alternatively in-house recruiter or corporate recruiter) is member of

a company or organization and typically works in the human resources department. Internal

recruiters may be multifunctional, serving in an HR generalist role or in a specific role focusing

all their time on recruiting. Activities vary from firm to firm but may include, screening CVs or

rsums, conducting aptitude or psychological testing, interviewing, undertaking reference and

background checks, hiring; administering contracts, advising candidates on benefits, on

boarding new recruits and conducting exit interviews with employees leaving the organization.

They can be permanent employees or hired as contractors for this purpose. Contract recruiters

tend to move around between multiple companies, working at each one for a short stint as

24
needed for specific hiring purposes. The responsibility is to filter candidates as per the

requirements of each client.

Employee referral

An employee referral program is a system where existing employees recommend prospective

candidates for the job offered, and in some organizations if the suggested candidate is hired, the

employee receives a cash bonus. Job seekers may also be referred or recommended by a third-

party affiliate within a particular field based on certain criteria resulting in a lead or interview

with a potential future employer.

In some cases the organization provides the employee referral bonus only if the referred

employee stays with the organization for stipulated time duration (most cases 36 months).

Referral bonus depends on the grade of the referred employee, higher the grade then higher the

bonus however, this method is not used for senior level hiring.

Outsourcing

An external recruitment provider may suit small organizations without the facilities to recruit.

Typically in large organizations, a formal contract for services is negotiated with a specialist

recruitment consultancy. These are known in the industry as Recruitment Process Outsourcing.

Recruitment process outsourcing may involve strategic consulting for talent acquisition, sourcing

for select departments or skills, or total outsourcing of the recruiting function.

In todays rapidly changing business environment, A well Defined recruitment policy is

necessary for organizations to respond to its human resource requirements in time. Therefore, it

25
is important to have a clear and concise recruitment policy in place, which can be executed

effectively to recruit the best talent pool for the selection of the right candidate at the right place

quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process.

A clear and concise recruitment policy helps ensure a sound recruitment process. It specifies the

objectives of recruitment and provides a framework for implementation of recruitment program.

Policies increase managerial effectiveness by standardizing many routine decisions clarifying the

discretion managers and subordinates can exercise in implementing functional tactics. Changing

environment has a direct effect on the success and failure of the organization. These changes take

place

inside

and

outside

the

Organiz

ation.

Most policies in organizations are never reviewed and they become irrelevant due to the changes

in the environment that the organization is operating.

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 COMPONENTS OF THE RECRUITMENT POLICY

The general recruitment policies and terms of the Organization

Recruitment services of consultants

Recruitment of temporary employees

Unique recruitment situations

The selection process

The job description

The terms and conditions of the employment

A recruitment policy of an organization should be such that:

It should focus on recruiting the best potential people.

To ensure that every applicant and employee is treated equally with dignity and respect.

Unbiased policy.

To aid and encourage employees in realizing their full potential.

Transparent, task oriented and merit based selection.

Weightage during selection given to factors that suit organization needs.

Optimization of manpower at the time of selection process.

Defining the competent authority to approve each selection.

Abides by relevant public policy and legislation on hiring and employment relationship.

Integrates employee needs with the organizationalneeds.

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FACTORS AFFECTING RECRUITMENT POLICY

Organizational objectives

Personnel policies of the organization and its competitors.

Government policies on reservation.

Preferred sources of recruitment.

Need of the organization.

Recruitment costs and financial implications.

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 Job Interview

Sometimes companies send recruiters to colleges to interview prospective employees.

Employment agencies

For more details on this topic, see employment agencies.

Employment agencies operate in both the public and private sectors. Publicly funded services

have a long history, often having been introduced to mitigate the impact of unemployment in

economic downturns, such as those which form part of the New Deal program in the United

States, and the Jobcentre Plus service in the UK.

The commercial recruitment industry is based on the goal of providing a candidate to a client for

a price. At one end of the spectrum, there are agencies that are paid only if they deliver a

candidate that successfully stays with the client beyond the agreed probationary period. On the

other end, there are agencies that are paid a retainer to focus on a client's needs and achieve

milestones in the search for the right candidate, and then again are paid a percentage of the

candidate's salary when a candidate is placed and stays with the organization beyond the

probationary period.

The agency recruitment industry is highly competitive, therefore agencies have sought out ways

to differentiate themselves and add value by focusing on some area of the recruitment life cycle.

Though most agencies provide a broader range of service offerings, at the two extremes are the

traditional providers and the niche operators.

Traditional agency

Also known as employment agencies, recruitment agencies have historically had a physical

location. A candidate visits a local branch for a short interview and an assessment before being

29
taken onto the agencys books. Recruitment consultants then work to match their pool of

candidates to their clients' open positions. Suitable candidates are short-listed and put forward for

an interview with potential employers on a contract or direct basis.

Niche recruiters

'Specialized recruiters' exist to seek staff with a very narrow specialty. Because of their focus,

these firms can very often produce superior results due to their ability to channel all of their

resources into networking for a very specific skill set. This specialization in staffing allows them

to offer more jobs for their specific demographic, which in turn attracts more specialized

candidates from that specific demographic over time building large proprietary databases. These

niche firms tend to be more focused on building ongoing relationships with their candidates as is

very common the same candidates are placed many times throughout their careers. Online

resources have developed to help find niche recruiters. Niche firms also develop knowledge on

specific employment trends within their industry of focus (e.g., the energy industry) and are able

to identify demographic shifts such as aging and its impact on the industry.

Financial arrangements operated by agencies take several forms, the most popular are:

A contingency fee paid by the company when an agency introduced candidate accepts a

job with the client company. Typical fees range from 15% to 35% based on the

candidates first-year base salary (fees as low as 12.5% can be found online). This type of

recruitment usually has a rebate or replacement guarantee should the candidate fail to

perform or leave within a set period of time (often up to a three-month period and as

much as a 100% rebate).

An advance payment that serves as a retainer, also paid by the company, is non-

refundable and paid in full depending on outcome and success (e.g., 40% up front, 30%

30
 in 90 days and the remainder once a search is completed). This form of compensation is

generally reserved for high level executive search/headhunters

Hourly charge for temporary workers and projects. A negotiated hourly fee in which the

agency is paid and then pays the applicant as a consultant for services as a third party.

Many contracts allow a consultant to transition to a full-time status upon completion of a

certain number of hours with or without a conversion fee.

Job search engines

The emergence of meta-search engines allows job-seekers to search across multiple websites.

Some of these new search engines index and list the advertisements of traditional job boards.

These sites tend to aim for providing a "one-stop shop" for job-seekers. However, there are many

other job search engines which index solely from employers' websites, choosing to bypass

traditional job boards entirely. These vertical search engines allow job-seekers to find new

positions that may not be advertised on traditional job boards, and online recruitment websites.

Recruitment agency directories

The emergence of the Internet provided the functionality to provide recruitment agencies with a

low-cost alternative to advertising. Unlike a standard directory, these niche directories have

helped those searching for employment representation, a way to narrow down their requirements

based on their own job-searching requirements. Recruitment agencies are then able to showcase

their services directly to those looking.

Social recruiting

Social recruiting is the use of social media for recruiting including sites like Facebook, Twitter,

and LinkedIn. It is a rapidly growing sourcing technique, especially with middle-aged people. On

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Google+, the fastest-growing age group is 45-54. On Twitter, the expanding generation is people

from ages 5564.

Mobile social recruiting is rapidly expanding. CareerBuilder ran a recent survey of the Fortune

500 companies and discovered that 39% of people in the United States uses tablet computers.

Another recent survey done by Glassdoor.Comrevealed that 43% of candidates research

company policy, culture, and history all within the fifteen minute time period before an interview

begins. However, 80% of Fortune 500 companies fail to use mobile-optimized career sites.[16]

Candidate Paid Recruiters

Some recruiters work by accepting payments from job seekers, and in return help them to find a

job. Such recruiters often refer to themselves as "personal marketers" and "job application

services" rather than as recruiters.

Strategic talent acquisition

Talent acquisition is the targeted recruitment/acquisition of high performing teams for example;

in sales management or financial into a company from a competitor or similar type of

organization. Organizations requiring external recruitment or head-hunting firms are now

employing "talent acquisition" specialists whose job it is to identify, approach and recruit top

performing teams from competitors. This role is a highly specialized role akin to that of a

traditional recruiter/headhunter specialist but carrying greater visibility and strategic importance

to a business. In many cases the talent acquisition person is linked directly to a company's

executive management, given the potential positive impact a company can benefit from by

getting high-performance sales people into the business, whilst removing the same performing

sales people from competitors.

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PURPOSE & IMPORTANCE OF RECRUITMENT

Attract and encourage more and more candidates to apply in the organization.

Create a talent pool of candidates to enable the selection of best candidates for the

organization.

Determine present and future requirements of the organization in conjunction with its

personnel planning and job analysis activities.

Recruitment is the process which links the employers with the employees.

Increase the pool of job candidates at minimum cost.

Help increase the success rate of selection process by decreasing number of visibly under

qualified or overqualified job applicants.

Help reduce the probability that job applicants once recruited and selected will leave the

organization only after a short period of time.

Meet the organizations legal and social obligations regarding the composition of its

workforce.

Begin identifying and preparing potential job applicants who will be appropriate

candidates.

Increase organization and individual effectiveness of various recruiting techniques and

sources for all types of job applicants.

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RECENT TRENDS IN RECRUITMENT

The following trends are being seen in recruitment:

OUTSOURCING

In India, the HR processes are being outsourced from more than a decade now. A company

may draw required personnel from outsourcing firms. The outsourcing firms help the

organisation by the initial screening of the candidates according to the needs of the

organisation and creating a suitable pool of talent for the final selection by the organisation.

Outsourcing firms develop their human resource pool by employing people for them and make

available personnel to various companies as per their needs. In turn, the outsourcing firms or

the intermediaries charge the organisations for their services.

Advantages of outsourcing are:

1. Company need not plan for human resources much in advance.

2. Value creation, operational flexibility and competitive advantage

3. turning the management's focus to strategic level processes of HRM

4. Company is free from salary negotiations, weeding the unsuitable resumes/candidates.

5. Company can save a lot of its resources and time

POACHING/RAIDING

Buying talent (rather than developing it) is the latest mantra being followed by the

organisations today. Poaching means employing a competent and experienced person

already working with another reputed company in the same or different industry; the

organisation might be a competitor in the industry. A company can attract talent from

34
 another firm by offering attractive pay packages and other terms and conditions, better

than the current employer of the candidate. But it is seen as an unethical practice and

not openly talked about. Indian software and the retail sector are the sectors facing the

most severe brunt of poaching today. It has become a challenge for human resource

managers to face and tackle poaching, as it weakens the competitive strength of the

firm.

E-RECRUITMENT

Many big organizations use Internet as a source of recruitment. E- recruitment is the

use of technology to assist the recruitment process. They advertise job vacancies

through worldwide web. The job seekers send their applications or curriculum vitae i.e.

CV through e mail using the Internet. Alternatively job seekers place their CVs in

worldwide web, which can be drawn by prospective employees depending upon their

requirements.

Advantages of recruitment are:

o Low cost.

o No intermediaries

o Reduction in time for recruitment.

o Recruitment of right type of people.

o Efficiency of recruitment process.

35
RECRUITMENT ROLES AND RESPONSIBILITIES

The recruitment process is difficult, and management of the recruitment process needs a clear

definition of the unique roles and responsibilities. The recruitment process has many players and

employees have to understand their responsibilities and their decision possibilities.

The key success factor for the recruitment is a smooth processing of the individual job vacancies.

The smooth processing clearly defined processes. The communication channels have to be set,

and the mutual expectations have to be agreed and aligned.

36
37
Key Roles and Responsibilites in the Recruitment Process

Main players in the recruitment process are:

HR Recruiter

HR Business Partner

Hiring Manager

Job Candidate

Recruitment Services Provider

HR Recruiter

The HR Recruiter plays the most prominent role in the recruitment process. The HR Recruiter is

responsible for the selection of the right recruitment sources (using the guidelines defined in the

strategic recruitment processes), prescreens the job candidates and conducts the first round job

interview.

The HR Recruiter is responsible for wording the job advert. It looks unimportant, but the text in

the job advert usually decides about the application for a new job. The good HR Recruiter feels

the emotions of job candidates and makes them interested to explore more about the job position

offered.

The HR Recruiter is responsible for the pre-selection of the best candidates. The role of the HR

Recruiter is the key one.

38
HR Business Partner and the Hiring Manager

The HR Business Partner and the Hiring Manager are the clients of the HR Recruiter. They are

the clients, but they have their responsibilities. Their role is in a clear definition of the job

vacancy and the description of the ideal profile. The ideal profile is the best candidate (skills,

competencies, personality).

They have to cooperate closely with the HR Recruiter, and they have to interview the delivered

job candidates promptly. It is their role and responsibility. Many companies lose the candidates

as the manager has no time to interview the job candidates. It is not fair to the HR Recruiter who

delivers quickly.

Job Candidate and Recruitment Services Provider

The job candidate plays the crucial role. The recruitment process is about choosing the best

candidate from the available talent pool on the external or internal job market. The job candidate

has to be motivated during the job interviewing process and has to provide the useful feedback to

the company. On the other hand, the HR Recruiter has to keep the job candidate motivated to

accept the job offer.

The recruitment agency (or any other recruitment services provider) plays the key role to

determine the best candidate or to find a powerful source of job candidates on the job market.

The recruitment agency has to recognize the outstanding talents, and it has to recommend such a

talent to its business clients.

39
SOURCES OF RECRUITMENT

Every organization has the option of choosing the candidates for its recruitment processes from

two kinds of sources: Internal and External Sources.

The sources within the organization itself (like transfer of employees from one department to

other promotions) to fill a position are known as the InternalSources of Recruitment.

Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as

the External Sources of Recruitment.

SOURCES OF
RECRUITMENT

INTERNAL SOURCES EXTERNAL SOURCES

1) Promotions
1) Advertisements
2) Demotions
2) Employment Exchanges
3) Transfers
3) Consultants
4) Retired and retrenched
4) Labor Contractors
employees
5) The dependents and relatives
of Deceased employees and
disabled employees

40
INTERNAL SOURCES OF RECRUITMENT IN HCL TSS

Internal Recruitment is a recruitment which takes place within the concern or organization.

Internal sources of recruitment are readily available to an organization. Internal sources are

primarily three- Transfers, Promotions and Re-employment of ex-employees. Internal

recruitment may lead to increase in employees productivity as their motivation level increases.

It also saves time, money and efforts. But a drawback of internal recruitment is that it refrains the

organization from new blood. Also, not all the manpower recruitments can be met through

internal recruitment. Hiring from outside has to be done.

ADVANTAGES OF INTERNAL RECRUITMENT

It offers wonderful opportunities for the current staff to further their careers.

Internal recruitment could also be a great way of keeping workers who may have been

considering a flight from the company, this is advantageous because the cost of training

are at most best insignificant and to the worst much less than it would cost if the

organization advertised outside.

Its definitely faster and less costly than outside recruitment and it has the added merits

because current employees are familiar entity.

DISADVANTAGES OF INTERNAL RECRUITMENT

Limits the number of potential applicants for a job.

External candidates might be better suited/qualified for the job.

Another vacancy will be created that has to be filled.

Existing staff may feel they have the automatic right to be promoted, whether or not they

are competent.

41
 Business may become resistant to change; by recruitment from outside, new perspectives

and attitudes are brought in.

The Internal sources of Recruitment include:-

Promotions

Demotions

Transfers

Retired and retrenched employees

The dependents and relative of Deceased employees.

42
PROMOTIONS

The employees are promoted from one department to another with more benefits and greater

responsibility based on efficiency and experience. Promotion implies upgrading of an employee

to a higher position carrying higher status, pay and responsibilities. Promotion from among the

present employees is advantageous because the employees promoted are well acquainted with

the organizational culture, they get motivated. Promotion from among present employees also

reduces the recruitment for job training.

Promotions for various Executives and Non-Executives cadres in HCL TSS are based on certain

criteria as prescribed below:

CRITERIA AND BENCHMARK FOR PROMOTIONS TO VARIOUS GRADES

IN EXECUTIVE AND NON EXECUTIVE CADRES:

For Promotion to the level of Deputy General Manager (DGM) (E-6) and

above:

The benchmark for promotions to the Grade of DGM (E-6) and above will be VERY GOOD.

(This will ensure elements of higher selectivity in comparison to promotions to the grades

lower than the aforesaid level, where the benchmark as indicated below, shall be GOOD

only). The DPC shall for promotion to the said Pay Scale (Grade) and above, will give one of

the following overall grading to the officers who are in the consideration zone:-

i) OUTSTANDING

ii) VERY GOOD

iii) GOOD

iv) AVERAGE

43
 v) UNFIT

DEMOTIONS

An employee in HCL TSS can be demoted on violation of the- Employees (conduct, Discipline

and Appeal) Regulations

Employees (conduct, Discipline and Appeal) Regulations

An employee who is found guilty on the following grounds shall attract Minor Penalties or

Major Penalties:

44
1, Fraud or dishonesty in connection with the business or property of the Authority or property of

another person within the premises;

2. Taking or giving bribes or any illegal gratification to which he is legally not entitled;

3 .Furnishing wrong information regarding name, date of birth, age or any other matter in

relation to the employment at the time of appointment or during the course of employment;

4. Acting in manner prejudicial to the interests of the Authority;

5. Wilful insubordination or disobedience of any lawful and reasonable order of his superior;

6. Irregular attendance;

7. Neglect of works or negligence in the performance of the duty including malingering or

slowing down of work;

8. Interference or tampering with any safety device installed in or about the premises of the

Authority;

9. Drunkenness or riotous or disorderly or indecent behaviour in the premises of the Authority or

outside such premises where such behaviour is related to or connected with employment;

10. Gambling within the premises of the Authority;

11. Commission of any act which amounts to a criminal offence involving moral turpitude;

12. Purchasing from or selling to the Authority properties, machinery, stores or any other articles

without express permission in writing from the competent authority;

13 .Participating in an illegal strike or abetting, inciting instigating or acting in furtherance

thereof;

14. Levelling malicious or false allegations;

15. Occupying or taking possession in an unauthorized manner or refusal to vacate or deliver

possession of Authoritys quarter or any of its premises;

45
16. Disclosing to any

unauthorized person any

information in accordance with

the working of process of the

Authority which comes into

possession of the employees

during the course of his work.

17. Violations of the provisions of any of the rules or established practices of the Authority;

46
 TRANSFERS

The employees are transferred from one department to another according to their

efficiency and experience.

It refers to change in job assignment which may involve promotion, demotion or not

change in terms of responsibility & status. Transfers may be either temporary or

permanent depending upon necessities of filling jobs. Transfers generally involve no

significant change in pay, status & responsibility of employees.

Generally transfers are meant to utilize the individuals skill/potential in areas in which

he/she has been trained/skilled. The transfer shall apply to all transferable posts in all

disciplines.

47
DEFINITIONS:

(i) Normal transfer session: For both inert-regions and intra-regions.

Normal transfer season would be April-May each year.

(ii) Inter-regional transfer: transfers from one region to another region.

(iii) Intra- regional transfer: transfers from one station to another station within the

region.

(iv) Tenure station: transfer to a region for a specific time period (1-2 years).

(v) Home town: the permanent home town as accepted by the HCL TSS and entered

in the service book of the employee.

48
 RETIRED AND RETRENCHED EMPLOYEES

Retired and Retrenched employees may also be recruited once again in case of shortage

of qualified personnel or increase in load of work. Recruitment such people save time and

costs of the organizations as the people are already aware of the organizational culture

and the policies and procedures. Former employees are also an internal source of

applicants. Some retired employees may be willing to come back to work on a part time

basis or may recommend someone who would be interested in working for the company.

Sometimes people who have left the company for some reason or the other are willing to

come back and work. Individuals, who left their jobs, might be willing to comeback for

higher emoluments. An advantage with this source is that the performance of these

people is already known.

49
DEPENDENTS OF DECEASED AND DISABLED EMPLOYESS

The dependents and relatives of Deceased employees and Disabled employees are also

done so that the members of the family do not become dependent on the mercy of others.

The objectives of the Scheme for Compassionate Appointment is to grant appointment on

compassionate grounds to a dependent family member of a Government servant dying in

harness or who is retired on medical grounds, thereby leaving his family in penury and

without any means of livelihood. It is to relieve the family of the Government servant

concerned from financial destitution and to help it get over the emergency.

The efficacy of the Scheme is based on its transparency. It is this aspect, which is

foremost and hence while considering a request for appointment on Compassionate

grounds by a Committee, a balanced and objective assessment of the financial condition

of the family has to be made taking into consideration its assets and liabilities and all

other relevant factors such as the presence of earning member, size of the family, age of

the children and the essential needs of the family etc.

The existing position has been reviewed in this Department and it has been decided by

the competent authority that to achieve the objective of the scheme of the Compassionate

Appointment and to ensure complete transparency, merits of the cases can be

conveniently decided by allocating points to the applicants based on various attributes

indicated in the references of DOP & T from time to time.

50
EXTERNAL SOURCES OF RECRUITMENT IN HCL TSS

External sources of recruitment have to be solicited from outside the organization. External

sources are external to a concern. But it involves lot of time and money.

ADVANTAGES OF EXTERNAL RECRUITMENT

Outside people bring in new ideas.

Large pool of candidates from which to choose the best candidates.

The organization will have the benefit of new skills, new talents and new experiences,

if people are hired from external sources.

The management will be able to fulfil reservation requirements in favour of the

disadvantaged sections of the society.

Scope for resentment, heartburn and jealousy can be avoided by recruiting from

outside.

DISADVANTAGES OF EXTERNAL RECRUITMENT

Longer process.

More expensive process due to advertisements and interviews required.

Selection process may not be effective enough to reveal the best candidate

Better motivation and increased morale associated with promoting own employees re

lost to the organization.

External recruitment is costly.

If recruitment and selection process are not properly carried out, chances of right

candidates being rejected and wrong applicants being selected occur.

High training time is associated with external recruitment.

51
The External Sources of recruitment include-

Advertisements

Employment exchanges

Consultants

ADVERTISEMENTS

It is a popular method of seeking recruits, as many recruiters prefer advertisements because of

their wide reach. Want ads describe the job benefits, identify the employer and tell those

interested how to apply. Newspaper is the most common medium but for highly specialized

recruits, advertisements may be placed in professional or business journals. Advertisements must

contain proper information like the job content, working conditions, location of job,

compensation including fringe benefits, job specifications, growth aspects, etc. The

advertisement has to sell the idea that the company and job are perfect for the candidate.

52
Recruitment Advertising includes all communications used by an organization to attract talent

to work within it.

Recruitment advertisements may be the first impression of a company for many people, and the

first impression the firm makes goes a long way to determining interest in the job opening being

advertised. HCL TSS Recruitment advertisements typically have a uniform layout and contain

the following elements:

The job title heading and location.

An exploratory paragraph describing the company.

A description of the position

Entry qualification.

The remuneration package (not always provided by the employer).

Further details and from where application forms may be sought.

These ads are placed in business journals like employment news. A number of factors

influence the response rate of advertisements. There are three important variables-

identification of the organization, labor market conditions and the degree to which

specific requirements are included in the advertisements.

The respective Personnel Department will release an advertisement in the Press inviting

applications from candidates fulfilling the conditions of the post. Recruitment will be resorted to

only against duly sanctioned posts as per the requirement of the department concerned. While

releasing the advertisement, the job specifications, the educational qualifications and experience

required for the post and reservation details shall be clearly mentioned.

53
54
EMPLOYMENT EXCHANGES

FUNCTIONS OF THE EMPLOYMENT EXCHANGES

For jobseekers:

Registration and renewal of jobseekers registration and now it is online at this website.

Vacancy notification and submission and the details will be available online at this

website.

Employment Market Information and the establishments can update their quarterly

information on line at this website.

Vocational Guidance to the jobseekers and now relevant information is also available at

this website in Career and Vocational Guidance module.

Facilities and Schemes for the physically handicapped

In addition to the above mentioned employment services at Special Employment Exchanges for

Physical Handicapped persons, various other schemes and incentives provided by other

departments of the Government to them are:

Railways concessions

Free travelling by buses

Self -Employment Financial Assistance

The vacancies shall be notified in writing to the appropriate Employment Exchange on the

following format, furnishing as many details as practicable, separately in respect of each type of

vacancy:-

55
FORM AND MANNER OF NOTIFICATION OF VACANCIES

1. Name, Address and Tel. No. ( if any) of the employer:

2. Name, Designation & Tel. No. (if any) of the indenting officer:

3. Nature of Vacancy:

(a) Designation of the Post(s) to be filled:

(b) Description of Duties:

(c) Qualification required

(i) Essential

(ii) Desirable:

(iii) Age limits, if any:

(iv) Whether women are eligible?:

4 .Number of posts to be filled duration-wise:

Duration No. of posts

(a)Permanent:

(b)Temporary:

(i) Less than 3 months:

(ii) Between 3 months & one year:

(iii) Likely to be continued beyond one year:

5.Whether there is any obligation or arrangement for giving preference to any category of

persons such as Scheduled Caste, Scheduled Tribe, Ex-Servicemen and Physically Handicapped

persons in filling up the vacancies and, if so, the number of vacancies to be filled by such

category of persons:-

a) Scheduled Castle

56
b) Scheduled Tribe

c) Ex-Servicemen

d) Physically Handicapped

e) Others

f) Pay & Allowance

5. Place of work (Name of the town/village and district in which it is situated).

6. Probable date by which the vacancy will be filled

7 .Particulars regarding interview/test of applicants:

(a)Date of Interview/Test

(b)Time of Interview/Test

(c)Place of Interview/Test

(d)Name, designation, address and Tel. No., (if any) of the Officer to whom applicants should

report:

8 .Any other relevant information:

*Certified that while placing this demand, the instruction connected with the orders on

communal representation in the services have been strictly followed with due regard to the roster

maintained in accordance with these orders (to be given only by all the central Govt.

Officers/establishments/undertaking, etc .on whom reservation orders are applicable).

Signature of the Head of Office

Date:

57
3. CONSULTANTS

They are in the profession for recruiting and selecting managerial and executive personnel. They

are useful as they have nationwide contacts and lend professionalism

to the hiring process. They also keep prospective employer and employee anonymous. However,

the cost can be a deterrent factor.

Normally appointments are made in the government against sanctioned posts. However, occasion

may arise where for understanding specific jobs of a specialized nature, specialists have to be

appointed as consultants. Such consultants may be appointed neither on a full time or a part time

basis.

CRITERIA FOR NUMBER OF CONSULTANTS

Consultants should be engaged only to undertake specific jobs of a specialized nature and should

not be appointed for the regular work of the ministries/departments. Engagement of any

Consultants whether outside experts, i.e those who have not been in Govt. services, or retired

govt. servants should henceforth be limited to tapping skills which is not available within the

cadre or for attending to specific and time bound jobs like preparation of Project Reports and

engagement of consultants should not at all be allowed for routine day-to-day work.

PERIOD OF ENGAGEMENT

Consultants may be engaged for the minimum period required. The maximum period of

engagement should not exceed two years in case of outside experts. However, in case of

retired/retiring govt. servants, the period of engagements as consultants should not exceed six

months. To ensure this, consultants should not be engaged for jobs which cannot be completed

within a period of two years or six months, as the case may be.

FEES

58
The consolidated fee payable may be decided in each case by departments in consultation with

their financial advisors after considering all the factors including the level of the post which the

individual held on the date of his retirement.

SWOT ANALYSIS OF HCL TECHNOLOGIES (HCL TSS)

1)STRENGTHS

29 years of experience in handling the ever changing IT scenario.

Ability to understand customers business and offer right technology.

Excellent service & support infrastructure Long standing relationship with customers.

Pan India support & service infrastructure

Ability to provide the cutting edge technology at best-value-for- money Technology

Leadership Proved to be an innovator and leader in technology

Fast paced and flexible work culture, which provides its employees autonomy to

accomplish the task without much pressure from the higher authorities.

Thus, employees are motivated to give their best to the organization.

The mass markets handled through a chain of dealers, resellers and retailers which help

bring technology usage closer to the individual.

It has very strong distribution network. Its pool of competencies: Hardware, Software,

Training, Networking, Telecom and System Integration.

59
 2)WEAKNESSES

Poor Human Resource management system

No proper marketing channels and strategies Awareness of complete line of products

offered is not there in the market

Perception of customers is that HCL is a local brand and is inferior to the global brands

After sales services are not customer satisfactory

Poor customer relationship

Lack of HCL service centers in SMB cluster areas

Less promotional campaigns

3. OPPURTUNITIES

Expanding disposable income of people

A large number of Untapped SMBs are realizing the importance of I.T solutions to gain

an edge in their business.

IT industry booming at a rate of 45% every year.

Increasing consumer awareness about IT and its use.

Tremendous untapped potential of IT products in India.

Increasing competition.

Tie-ups with various MNCs enable to extract their core competencies.

60
4. THREATS

Less franchise models Local assemblers are biggest menace for the company

Advent of global players entering into India and setting up their manufacturing plants.

Entry of MNCs i.e. IBM, Compaq giving direct competition Inaccurate government

database. Govt. instability has a long term repercussions affecting companys policies &

its growth. Technological shift as a result of research & development.

61
 TRAINING & HIRING PROGRAM IN HCL LUCKNOW

1. ENGEENIERING GRAGUATES TRAINING PROGRAM

Eligibility:

Engineering Graduates B.E / B.Tech (IT or Non IT) / MCA / M.E / M.Tech/ M.Sc (CS/ IT)

With or without relevant work exp in IT

Women who wish to resume their career

Local residents of Lucknow

Only those who have already graduated

55% (cumulative) marks in college degree and no arrears

Program Details:

The six month long training program follows a three-pronged structure to round up the learning

and training needs of graduates / engineers before they join HCL. The half-yearly tenure

comprises: Common Foundation Training, Track Specific Technical Training and Professional

Practice Term training leading to final deployment with HCL in Lucknow.

Selection Process:

At HCL Lucknow we have a standardized selection process comprising of:

Career Counseling

Online Aptitude Test / Technical Test

62
 Interview

Resources for Online Test:

Sample Test Aptitude

Sample Test Computer Fundamentals

Sample Test Computer Fundamentals NON-IT

Program Duration:

Six Months (Three months of classroom training & three months of Professional Practice Term)

Program Fee:

INR 2,30,000 (inclusive of all applicable taxes.) Financial assistance in the form of bank loans is

available

Eligibility:

Graduation (minimum 50% marks)

People with more than 1-year experience need not apply

63
TRAINING & HIRING PROGRAM FOR GRADUATES

(BUSINESS PROCESS MANAGEMENT ROLES)

Program Details:

HCL invites local residents of Lucknow and nearby areas to join its 3-month training & hiring

program leading to assured jobs in Business Process Management roles with HCL Lucknow.

Candidates selected undergo three-month training post successful completion of which they get

an assured job with HCL Lucknow.

Selection Process:

Online English and Aptitude Test

Followed by an Interview

Program Duration:

3 Month training comprising:

1 Month Classroom Training

2 Months of Professional Practice Term

Students are paid a stipend of INR 1750/- per month during the Professional Practice Term

Program Fee:

INR 1 Lakh (inclusive of all applicable taxes).

20% Program Fee to be paid at the time of joining. Rest can be taken in the form of Bank Loans

are available.
64
65
66
67
 VISION STATEMENT

Together we create the enterprises of tomorrow.

MISSION STATEMENT

To provide world-class information about technology solutions and services

to enable our customers to serve their customer better.

68
Corporate Governance at HCL

HCL believes that strong corporate governance practices should be integral to all activities of its

Group Companies to ensure efficient conduct of the affairs of the Companies, while upholding

the core values of transparency, integrity, honesty, and accountability. The annual Directions

meet where the CEO of HCL Technologies interacts with all employees and arrive at the

strategic direction the company needs to take, and the HCL Global Meet where its customers,

investors, analysts all interact together in a free flowing discussion, are just two examples of how

transparency has become a part of the HCL Enterprise culture

The HCL corporate governance practices have matured over the 32 year journey of the

Enterprise; and are in compliance with the requirement of the revised guidelines on corporate

governance stipulated in Clause 49 of the Listing Agreement with the Stock Exchanges.

69
 PERFORMANCE

(APRIL 2010)

FINANCIAL HIGHLIGHTS

QUARTERLY HIGHLIGHTS

Consolidated

Revenue at Rs. 2842 crores. Services revenue at Rs. 176 crores.

Profit before tax at Rs. 89 crores. Profit after tax at Rs. 60 crores.

Basic EPS at Rs. 2.8 per share of Rs. 2/- each.

Computer Systems

Revenue at Rs. 960 crores, up 33% sequentially. PBIT at Rs. 53 crores, up 89%

sequentially.

Telecommunication & Office Automation

70
 Revenue at Rs. 1885 crores. PBIT at Rs. 54 crores.

Third Interim dividend of Rs. 2/- per share (100 % on an equity share of par value

of Rs. 2/- each).

71
Part II

72
OBJECTIVE OF THE

STUDY

&

RESEARCH

METHODOLOGY

73
 OBJECTIVES OF THE STUDY

To attract the people with multi-dimensional skills and experiences that suits the present

and future organizational strategies.

To induct outsiders with a new perspective to lead the company.

To infuse fresh blood at all levels of organization

To devise methodologies for assessing psychological traits.

To seek out non-conventional developments grounds of talent.

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

To anticipate and fine people for positions that does not exist yet.

74
 RESEARCH METHODOLOGY

a) Research Design:Descriptive Design

b)Data Collection Method:Questionnaire, online portals

c)Universe:Under Graduates, Graduates

d)Sampling Method:The sample was collected through various online Job Portals, School and

colleges. The data has been analyzed by using mathematical or statistical tools.

e)Sample Size:10000 respondents

f)Sampling Unit:Schools and Colleges

g)Data Source:
Primary data is collected in the form of Structured Questionnaire.
Secondary data is collected from various online portals.
h) Sample Design: Data has been presented with the help of Bar Graph, Pie Chart, and Line

Graph etc.

i) Duration of the Study: The study was carried out for a period of 90 Days, from 7th June to 3rd

Sep 2017.

75
Types of Research:

Exploratory Research:

Exploratory research studies are also termed as formulated research studies. The main purpose

of such studies is that of formulating a problem for more precise investigation of developing the

working hypothesis from an operational point of view.

Descriptive Research:

Descriptive research studies, which are concerned with describing the characteristics of

particulars individual, or of a group. The main characteristics of this method are researcher has

no control over the variable, he can only report what has happened or what is happening. The

methods of research utilized in described research are survey methods of all kinds, including

comparative and correction method.

Experimental Research:

The most scientifically valid research is experimental research. The purpose of experimental

research is to capture cause-and-effective relationships by eliminating competing explanations of

the observed findings.

76
Panel Research:

Longitudinal studies are based on panel data methods. A panel is a sample of respondents who

are interviewed and then re-interviewed from time to time. Generally, panel data relate to the

repeated measurements of the same variables. Each family included in the panel, records its

purchases of a number of products at regular intervals, say, weekly, or quarterly. Over a period

of time, such data will reflect change in the buying behavior of families.

77
Research Instrument:

The data collected from questionnaire is utilized for having interaction with the respondents.

The free interaction which took 15-20 min with every respondent, facilitated a better

understanding of the issues and also helps verify the responses by the respondents.

Type of Questionnaire: The data was collected with the help of a questionnaire. The time

required for filling the questionnaire is approximately 10-15 minutes

Tools of Analysis:

Simple percentage method: Percentage method is used to calculate the opinions of the

respondents on recruitment and selection process.

NUMBER OF RESPONDENTS

FORMULA = ____________________________ * 100

TOTAL NO. OF RESPONDENTS

78
Part III

79
DATA ANALYSIS

AND

ITS

INTERPRETATION

80
 DATA ANALYSIS AND INTERPRETATION

Q1. What is the estimated recruitment timing / process in HCL?

i. 6 months

ii. 3 months

iii. 1 year

iv. Less than 1 month

6 month ,
10%

3 month ,
less than 1 30%
month, 60%

1 year, 0%

INTERPRETATION:

The above pie chart shows that 60% of the recruitment is done within 1 month, 30% is done in 3

months and 10% is done within 6 months.

81
Q2. Is CBI (Competency based interview) questions are being adapted at

HCL in comparison to traditional method?

(i) Yes

(ii) No

(iii) Cant Say

Analysis

Yes , 20%

Can't say,
50% No, 30%

INTERPRETATION:

The above pie chart shows that 20% CBI questions are adapted at HCL, as well traditional

method is up to 30% and 50% cant say about that.

82
Q3. Both technical and behavioral factors are taken into consideration at

the time of recruitment?

(i) Yes

(ii) No

(iii) Cant Say

Analysis

Yes, INTER
10% PRET
Can't say,
30% ATIO

N:

No, 60% The

above

pie chart

shows

that 10% both technical and behavioral factors are taken into consideration, as well 60% say no

and 30% cant say about that.

83
Q4. When applicants are called for the interview they know that who will be

present in the interview panel and for what duration?

(i) Yes

(ii) No

(iii) Cant say

Analysis

yes, 0%
INT

ER
Cant say,
20% PR

ET

No, 80% ATI

ON:

The

abov

e pie chart says that 80% dont know who will be present at interview panel, , 20% cant say

about that and 0% say yes.

84
Q5. What are best sources in information of reference check for an

employee?

(i) Personal reference

(ii) On the job performance

(iii) HR Office

(iv) Good questioning technique

Analysis

INT

Personal ER
Good
questioning Reference, 40%
PR
tefhnique , 30%

ET
HR Office, 20%
ATI
On the job
performance, ON:
10%
The

above pie chart says that 40% says about personal reference, 30% says about good questioning

and 20% says about HR office.

85
Q6. Which recruitment source are being adapted most in HCL?

(i) Internal resources

(ii) Employee reference

(iii) Head hunting

(iv) Advertising agency

Analysis

Advertising Interest
Agency, 0% resources, 10%

Employee
reference, 20%

Head hunting,
70%

INTERPRETATION:

The above pie chart shows that 70% Head Hunting is adapted, 20% employee reference, and

10% interest resource.

86
Q7. What is the mode of recruitment information received by applicant?

(i) Post

(ii) Electronically

(iii) Both

(iv) None

Analysis

None, 0%

Post, 30%

Both, 50%

Electronically,
20%

INTERPRETATION:

The above pie chart shows that 30% Post mode is received by applicant, 20% electronically and

50% says both.

87
Q8. If by post than how many days after you requested the pack being

received?

(i) 1 to 2 days

(ii) 2 to 3 days

(iii) Above 3 days

Analysis

Above 2 days, 0%

2 to 3 days, 40%

1 to 2 days, 60%

INTERPRETATION:

The above pie chart shows that 60% says within 1 or 2 days, 40% says that 2 to 3 days and 0%

says above 2 days.

88
Q9. Is there is professional equity in recruitment and selection policies in

HCL?

(i) Yes

(ii) No

(iii) Cant say

Analysis

Can't say, 30% yes, 40%

No, 30%

INTERPRETATION:

The above pie chart shows that 40% say Yes, 30% say NO and 30% cant say.

89
Q10. What is the present recruitment hiring ratio?

(i) 1 on 20

(ii) 1 on 5

(iii) 5 on 15

(iv) 6 on 12

Analysis

5 on 15, 20%
1 on 5, 30%

1 on 20, 50%

INTERPRETATION:

The above pie chart shows that 50% say 1 on 20, 30% says 1 on 5 and 20% says 5 on 15.

90
CONCLUSIONS,

SUGGESTIONS

&

LIMITATION

91
 CONCLUSION

Recruitment is essential to effective Human Resources Management. It is the heart of the

whole HR systems in the organization. The effectiveness of many other HR activities,

such as selection and training depends largely on the quality of new employees attracted

through the recruitment the recruitment process.

Policies should always be reviewed as these are affected by the changing environment.

Management should get specific training on the process of recruitment to increase their

awareness on the dangers of wrong placements.

Effective recruitment is important in achieving high organizational performance and

minimizing labor turnover. As of now HCL. Ltd. has a team of effective human resource

which is efficiently managing the organization at its best. Though the recruitment process

adopted by the organization needs to be improved, challenges are ahead for the HR

Department to recruit people after the effect of recession.

In the present competitive & dynamic environment, it has become essential for

organization to build and sustainable.

92
 SUGGESTIONS AND FINDINGS

1. Psychometric tests have to be conducted to assessing the personality of the applicants

will they fit in?

2. Look for different skills as well as the ideas of the candidate at the time of recruitment

and selection process.

3. Adopting adequate recruitment procedures to employ efficient and talented people.

4. Job responsibilities have to be clearly explained to the candidate before the joining

formality is done.

5. Campus recruitments, job fairs may attract more skilled and talented employees towards

the organization.

6. Provide orientation training to all new employees before their initial work assignments

and to all current employees who receive a different task or job.

7. Referral scheme has to be encouraged more at times when the requirement is urgent.

93
 LIMITATION OF THE STUDY

Since the survey was conducted among the certain employees it may not reflect the real

opinion of the entire population.

The samples may behave of give opinions differently at different times because of their

psychological temperament. This will affect the survey.

Though the respondents are clear about the answers they may not be in position to

explain in the manner related to this study.

Since the study was restricted to, majority of findings are applicable only to this company

and cannot be generalized.

94
BIBLIOGRAPHY

95
 BIBLIOGRAPHY

BOOKS

Human resource management by RAO, V.S.P

PRESS RELEASE

News Papers - business standard

Monthly magazines

business world

Front line

WEBSITE

www.hcltss_lucknow.com

www.hr.ac.in

96
ANNEXURE

97
 QUESTIONNAIRE

Name:-

.....................................................................................................................................................

Age............................ yrs. Gender................................................. Contact

No..........................................

Address..............................................................................................................................................

............................................................................................................................................................

....................

Q1.What is the estimated recruitment timing / process in HCL.?

(i) 6 Month

(ii) 3 Month

(iii) 1 year

(iv) Less than 1 Month

Q2. Is CBI (Competency based interview) questions are being adapted at

COMPANY in comparison to traditional method?

(i) Yes

(ii) No

(iii)Cant Say

98
Q3.Both technical and behavioral factors are taken into consideration at the time of

recruitment?

(i) Yes

(ii) No

(iii) Cant Say

Q4. When applications are called for the interview they know that who will be

present in the interview panel and for what duration?

(i) Yes

(ii) No

Q5. What is best sources in information of reference check for an employee?

(i) Personal reference

(ii) On the job performance

(iii) HR Office

(iv) Good questioning technique

Q6. Which recruitment source are being adapted most in HCL?

(i) Internal resources

(ii) Employee reference

(iii) Head hunting

(iv) Advertising agency

99
Q7. What is the mode of recruitment information received by applicant?

(i) Post

(ii) Electronically

(iii) Both

(iv) None

Q8. If by post than how many days after you requested the pack being received?

(i) 1 to 2 days

(ii) 2 to 3 days

(iii) Above 3 days

Q9. Is there is professional equity in recruitment and selection policies in HCL.?

(i) Yes

(ii) No

(iii) Cant say

Q10. What is the present recruitment hiring ratio?

(i) 1 on 20

(ii) 1 on 5

(iii) 5 on 15

(iv) 6 on 12

100
Q11. What is the average joining ratio?

(i) > 50%

(ii) <25%

(iii)>75%

(iv) None

101
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