A RESEARCH REPORT

ON
RECRUITMENT & SELECTION PROCESS
IN

A report submitted in partial fulfillment of the requirement ofMASTER OF

BUSINESS ADMINISTRATION MBA
SESSION: (2017-2019)

AFFILIATED TO DR. A.P.J ABDUL KALAM TECHNICAL UNIVERSITY

SUBMITTED TO:MR. NITIN TRIPATHI SIR

SUBMITTED BY:
NAVJEET KUMR MBA – III SEM
ROLL NO. 1780170120

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 GL Bajaj Institute of Technology and Management

Plot No. 2, Knowledge Park III, Greater Noida, Distt. G.B.Nagar, Knowledge
Park III, Greater Noida, Uttar Pradesh 201306

ACKNOWLEDGEMENT

“Not a single gram can be breaking the whole vessel”. This is a common saying
and it is correct. Any project is not an out come of a single participation but it is a
team work. So, I take a great opportunity to thank those entire people who
helped me throughout my project.

With deep sense of gratitude, I want to acknowledgment my faculty guide,

MR. NITIN TRIPATHI SIR, G.L BAJAJ, Greater Noida for his valuable guidance
and timely suggestion offered to me throughout the course of my project.

Last but not least, I also very much thankful to my parents, sister, my seniors, my
batch mates and friends especially for their continuous encouragement and
moral support in preparing this project.

NAVJEET KUMAR
MBA (3rdSem)

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Abstract: Better recruitment and selection strategies result in
improved organizational outcomes. With reference to this context,
the research paper entitled Recruitment and Selection has been
prepared to put a light on Recruitment and Selection process. The
main objective is to identify general practices that organizations use
to recruit and select employees and, to determine how the
recruitment and selection practices affect organizational outcomes
at Electronics Industry, In Krishna Dt Ap,India. Successful
recruitment and selection practices are key components at the
entry point of human resources in any organization . The main
objective of this paper is to identify general practices that
organizations use to recruit and select employees .The study also
focus its attention to determine how the recruitment and selection
practices affect the organizational outcomes and provide some
suggestions that can help. Data analysis has been done with statistical
Tools like pie chart bar diagrams and graphs.

DECLARATION

The research project report entitled “RECRUITMENT AND SELECTION

PROCEDURE IN HCL INFOSYSTEMS LTD.” under the guidance of

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MR.UDAY PRASAD is the original work done by me. This is the property of the
institute and use of this report without prior permission of the institute will be
considered illegal and actionable.

Date: _____________________ Navjeet kumar

Place: ____________________ signature

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 TABLE OF CONTENTS

1. Introduction
1.1 Objective of the study
1.2 Relevance of Recruitment Selection in HR
1.3 Study Justification

2. Review of Literature
2.1 Theoretical perspective of Recruitment Selection
2.2 Factors affecting Recruitment
2.3 Theories regarding Recruitment
2.4 Steps in Recruitment Process
2.5 Recruitment Policy
2.6 Prerequisites of a good Recruitment Policy
2.7 Sources of Recruitment
2.8 Methods of Recruitment
2.9 Selection procedure
2.10 Selection policy
2.11 Essentials of Selection Procedure
2.12 Steps in Selection Procedure

3. Methodology
3.1 Sample
3.2 Procedures

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4. Company Profile
4.1 Company History
4.2 HR Structure of HCL Infosystems LTD

5. Findings
5.1 Recruitment and Selection process of HCL
5.2 Recruitment Procedure
5.3 View of the HR Manager on the Recruitment and Selection policy
5.4 Selection Procedure

6. Discussion
6.1 Analysis of Questionnaire from employees'
perspective about the Recruitment and Selection procedure OF HCL

7. Results

8. Limitations

9. Conclusions

10. Bibliography

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 EXECUTIVE SUMMARY

The study of my project is Recruitment and Selection procedures of HCL Infosystems

ltd.Recruitment process starts when we don't get suitable unutilized required resource

within the organization after RMG (Resource Management Group) meeting. Determining

the Manpower requirement of the company.Analysing different sources of Recruitment

i.e. the internal as well as external and how it takes place and which all resource channels

are used when the company has to recruit from outside the organization. The various

steps the company has to follow selecting an individual for the job posting -resumes

screening, shortlisting, written test and interview. HCL Infosystems Ltd. is India's

premier information enabling company. They are the one-stop-shop for your requirements

of products & services in the areas of Computers, Laptops, Servers, Storage, Enterprise

Networking, Copiers, and Digital Projectors & Communication Devices. This is backed

by HCL's service support infrastructure - the widest in the country. HCL Infosystems

( HCLI) draws it's strength from 29 years of experience in handling the ever changing IT

scenario, strong customer relationships , ability to provide the cutting edge technology at

best-value-for-money and on top of it , an excellent service & support infrastructure.

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 INTRODUCTION

The Recruitment and Selection Procedure of the company determines the level of

achieving Organizational Goals in the long run. As per definition it is stated that which is

all about Selecting Right person for the Right Job at the Right Time at the best Possible

Position. Although it sounds quite simple but it is also not an easier job to evaluate a

person with his Ability and Skills that may satisfy the Core Competency for the Job so

that his degree of willingness to pursue a Job becomes Positive. From Job Seeker's

prospective it is the Core Competencies which matter much for a job. So it is the effective

Recruitment and Selection Procedure which determines not only the right candidate for a

job but also a long-term accomplishment of Organizational Goals.

In my Research as I go further I come to know the Different Techniques adopted by the

IT Company towards this effect. I have chosen HCL INFOSTEMS LTD, which is

Multinational IT giant for studying their methods of Recruitment and Selection Function.

In the course of my study I came to know that, it has the probability of achieving more

than 50% of the people to be placed for the Right Job, which reflects some of the unique

ways for recruiting the candidates to fill jjp various vacancies.

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The Aim of the Company is to achieve overall Organizational Goal not only by way of

fulfilling the targeted top line but also Employee Satisfaction towards various position of

Job to the Maximum Level. This I will see as I proceed subsequently in my Project.

Successful human resource should identify human resource

needs in the organization. Recruitment is the discovering of

potential candidates for actual or anticipated organizational

vacancies. Or, from another perspective, it is a linking activity

bringing together those with jobs to fill and those seeking job.

The ideal recruitment effort will attract a large number of

qualified applicants who will take the job if it is offered. It

should also provide information so that unqualified applicants

can self select themselves out of job candidacy; this is, a good

recruiting program should attract the qualified and not attract the

unqualified. This dual objective will minimize the cost of

processing unqualified candidates.

According to Edwin B Flippo

Recruitment as “the process of searching for

prospective employees and stimulating them to apply for the

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jobs in the organization.”

According to Yoder

Recruitment is a process to discover the sources of

manpower to meet the requirement of the staffing schedule and

to employee effective measures to attracting that manpower in

adequate number to facilitate effective selection of an

effective workforce

1.1 Recruitment

•Recruitment is the process of attracting prospective employees

and stimulating them for applying job in an organization.

•Recruitment is the process of hiring the right kinds of

candidates on the right job

Recruitment and selection activity is predominantly dealt with in

two fields:

·A generally prescriptive human resource management or

personnel management viewpoint and

· A very technical psychology literature that focuses on the

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validity (absolute and relative) of different forms of recruitment

techniques, such as competency modelling, interviews and

various types of psychometric testing

Methods of Recruitment

There are various methods of recruitment but for the sake of

simplicity, they have been categorized under two broad

headings.

•Internal Recruitment

•External Recruitment

Benefits and Importance of Recruitment:

(1).Helps to create a talent pool of potential candidates for the

benefits of the organization

.(2).To increases the pool of job seeking candidates at minimum

cost.

(3).It helps to increase the success rate of selection process by

decreasing the no of visits qualified or over qualified job

applicants.

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(4).Helps in identifying and preparing potential job applicants

who will be the appropriate candidature for the job. (5).Finally it

helps in increasing organization and individual effectiveness of

various recruiting

techniques and for all the types of job applicants.

1.2Selection:

Selection is the process of picking individuals who have relevant

qualifications to fill jobs in an organization. Selection is much

more than just choosing the best candidate. It is an attempt to

strike a happy balance between what the applicant can and wants

to do and what the organization requires.

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(1.1) OBJECTIVE OF THE STUDY

My primary objective here is to study and observe the Recruitment and Selection Process
of HCL Infosystems under the following heads: —

1. Procedures followed in the Recruitment Process

2. Criteria of Recruitment

3. Jobs Specification

4. Various Recruitment Sources used by the Company i.e. both External and
Internal.

5. Recruitment Sources preferred by the Company

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(1.2) RELEVANCE OF RECRUITMENT AND SELECTION PROCEDURES IN
HR

Recruitment and Selection Procedure is a vital factor of an Organization. If it is not done

properly the Production Procedure will be hampered. Hence Productivity will fall down.

So the Organization will be in trouble and it will affect the Employer- Employee

Relationship.

So Recruitment and Selection Procedure should be done in Proper and Correct manner.

The New Candidates should replace the vacant post so that the production of the

company does not hamper. By this the Productivity will increase and the Organization

will gain profit. So the Employer will be happy and will not hesitate to distribute bonus

and increments to the workers. The Workers will also be more motivated to work. Hence

there will be Harmonious Relationship in the Organization. It will also stabilize the

organization in the long run.

1.3 WHY I CHOSE RECRUITMENT AND SELECTION FOR MY STUDY -

JUSTIFICATION

Basically Recruiting is the discovering of Potential Candidates for actual or anticipated

organizational vacancies. It also can be said in another way that bringing together those

with jobs to fill and those seeking jobs.

It is important to study Recruitment and Selection because through it I can identify our
Human Resource needs. I can know what kind of people must be selected to fill up the
Specified Vacancies.
The Ideal Recruitment effort will attract a large number of qualified applicants who will
take the job if it is offered. It should also provide information so that unqualified
applicants can self select them out of job candidacy, that is, a good Recruiting Program

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should attract the qualified and not attract the unqualified. Recruiting people is done by
various ways, for the study first I have to know the Recruiting Sources. There are Internal
and External Sources as well as Employee Referrals/Recommendation.
In this Project I am studying Recruitment and Selection Process of HCL INFOSYSTEMS
LTD. To find out Actual Recruitment and Selection Process of IT Company is my main
objective of study.
My aim is to study the IT company to understand the Image of the Organization,
Attractiveness of the job, Internal policies, about the Union (if any), Govt. requirement
Recruiting Budgets etc.
Through this kind of surveys I will be able to achieve Real Recruitment Program of this
IT Company where for all kinds of operational level Technical Qualification is needed. I
also have the picture of Selection Cost of the company. It is very interesting to study
Recruitment and Selection Process as it will give me light when I will work, in HR
Department in my future Corporate Life. That's why I choose this topic.

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 REVIEW OF LITERATURE

(2.1) THEORITICAL PERSPECTIVE OF RECRUITMENT AND SELECTION

PROCESS:

Recruiting is the discovering of Potential Applicants for actual or anticipated

organizational vacancies. In other words, it is a 'linking activity' bringing together those

with job and those seeking jobs. As Yodel and other point out: "Recruitment is a process

to discover the sources of manpower to meet the requirements of the staffing schedule

and to employ effective measures for attracting that manpower in adequate numbers to

facilitate effective selection of an efficient working force."

Recruitment has been regarded as the most important function of personnel

administration, because unless the right type of people are hired, even the best plans,

organization charts and control systems would not do much goods. Flippo views

recruitment both as 'positive' and 'negative' activity. He says: "It is a process of searching

for prospective employees and stimulating and encoy/aging them to apply for jobs in an

organization. !t is often termed positive in that it stimulates people to apply for jobs to

increase the 'hiring ration', i.e., the number of applicants for a job. Selection, on the other

hand tends to be negative because it rejects a good member of those who apply, leaving

only the best to be hired".

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(2.2) FACTORS AFFECTING RECRUITMENT:

Most of the organizations, whether large or small, do engage in recruiting activity, though

not to the same extent. This differs with:

1. The size of the organization;

2. The employment conditions in the community where the organization is located;

3. The effects of past recruiting efforts which show the organization's ability to

locate and keep good performing people;

4. Working conditions and salary and benefit packages offered by the

organization - which may influence turnover and necessitate future recruiting;

5. The rate of growth or organization;

6. The level of seasonally of operations and future expansion and production

programs; and

7. Cultural, economic and legal factors, etc.

Factors governing recruitment may broadly be divided as internal and external

factors.

(1) The internal factors are:

(i) Recruiting policy of the organization;

(ii) Human resource planning strategy of the company;

(iii) Size of the organization and the number of employees employed;

(iv) Cost involved in recruiting employees, and finally;

(v) Growth and expansion plans of the organization.

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(2) The external factors are:

(i) Supply and demand of specific skills in the labour market;

(ii) Political and legal considerations such as reservation of jobs for SCs, STs, and so

on.

(iii) Company's image-perception of the job seekers about the company.

(2.3) THEORIES REGARDING RECRUITMENT

Recruitment is a two-way street: it takes a Recruiter and a Recruitee. Just as the recruiter

has a choice whom to recruit and whom not, so also the prospective employee has to

make the decision if he should apply for that organization's job.

The individual makes this decision usually on three different bases, the objective factor,

critical contact, and subjective factor.

"The objective factor theory views the process of organizational choice as being one of

weighing and evaluating a set of measurable characteristics of employment offers, such

as pay, benefits, location, opportunity for advancement, the nature of the work to be

performed, and educational opportunities."

"The critical contact theory suggests that the typical candidate is unable to make a

meaningful differentiation of organization's offers in terms of objective or subjective

factors, because of his limited or very short contact with the organization. Choice can be

made only when the applicant can readily perceive the factors such as the behavior of the

recruiter, the nature of the physical facilities, and the efficiency in processing paper work

associated with the application."

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"The subjective factor theory emphasis the congruence between personality patterns and

the 'image' of the organization, i.e., choices are made on a highly personal and emotional

basis."

(2.4) Steps in Recruitment Process

As was mentioned earlier, recruitment refers to the process of identifying and attracting

job seekers so as to build a pool of qualified job applicants. The process comprises five

inter-related stages, viz.,

(i) Planning,

(ii) Strategy development,

(iii) Searching,

(iv) Screening, and

(v) Evaluation and Control

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 (2.5) RECRUITMENT POLICY
Such a policy asserts the objectives of Recruitment and provides a framework of

implementation of their recruitment program in the form of procedures. As Yoder and

other observe:

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"Such a policy may involve a Commitment to broad principles such as filling vacancies

with the best qualified individuals. It may embrace several issues such as extent of

promotion from within, attitudes of enterprise in recruiting its old employees, handicaps,

minority groups, women employees, part-time employees, friends and relatives of present

employees. It may also involve the organization system to be developed for implementing

recruitment program and procedures to the employed." Therefore, a well considered and

pre-planned recruitment policy, based on corporate goals, study of environment and the

corporate needs, may avoid hasty or ill-defined procedures.

Considered decisions and may go a long way to man the organization with the right type

of personnel.

(a) A good recruitment policy must contain these elements:

(a) Organization's Objectives - Both in the Short-term and Long-term -must be

taken into consideration as a basic parameter for Recruitment Decisions and needs of the

personnel -area-wise, job-family-wise.

(b) Identification of the Recruitment Needs to take decisions regarding the balance of

the qualitative dimensions of the would be recruits, i.e., the recruiters should prepare

profiles for each category of workers and accordingly work out the main specifications,

decide the sections, departments or branches where they should be placed and identify the

particular responsibilities which may be immediately assigned to them.

(c) Preferred sources of Recruitment, which would be tapped by the Organization,

e.g., for skilled or semi-skilled manual workers, internal sources and employment

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exchanges may be preferred; for highly specialized categories and managerial personnel,

other sources besides the former, may be utilized.

(d) Criteria of Selection and Preferences: These should be based on conscious thought

and serious deliberations. In some cases trade unions may be consulted in working out

the recruitment policy. In others, management may take the unilateral decision.

(e) The cost of Recruitment and Financial implications of the same.

A "Recruitment Policy," in its broadest sense, "involves a commitment by the

employer to such general principles as:

(i) To find and employ the best qualified persons for: each job;

(ii) To retain the best and most promising of those hired;

(iii) To offer promising opportunities for life-time working careers; and

(iv) To provide programmes and facilities for personal growth on the job."

According to Yoder, "the Recruitment Policy is concerned with quantity and

qualifications (viz., and Q1 and Q2) of manpower." It establishes broad guidelines for the

staffing process. Generally, the following factors are involved in a recruitment policy.

(i) To carefully observe the letter and spirit of the relevant public policy on hiring, and,

on the whole, employment relationship;

(ii) To provide Individual employees with the maximum of employment security,

avoiding, frequent lay-off or lost time;

(iii) To provide each employee with an open road and encouragement in the continuing

development of his talents and skills;

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(iv) To assure each employee of the organization interest in his personal goals and

employment objectives;

(v) To assure employees of fairness in all employment relationships, including

promotions and transfers;

(vi) To avoid cliques which may develop when several members of the same household

or community are employed in the organization;

(vii) To provide employment in jobs which are engineered to meet the qualifications of

handicapped workers and minority sections; and

(viii) To encourage one or more strong, effective, responsible trade unions among the

employees.

(2.6) PREREQUISITES OF A GOOD RECRUITMENT POLICY

The recruitment policy of an organization must satisfy the following conditions: (i)

It should be in conformity with its general personnel policies;

(ii) It should be flexible enough to meet the changing needs of an organization;

(iii) It should be so designed as to ensure employment opportunities for its employees

on a long-term basis so that the goals of the organization should be achievable; and it

should develop the potentialities of employees;

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(iv) It should match the qualities of employees with the requirements of the work for

which they are employed; and

(v) It should highlight the necessity of establishing job analysis.

The nature and extent of the Recruitment Programme depends on a number of factors,

including the skills required, the state of the labour market, general economic conditions,

and the image 'of the employer. A Company which has a reputation of paying fair wages,

providing good employee benefits and taking interest in employee welfare activities

would attract a larger number of applicants than it needs without making any extra

recruiting effort. Small companies which hire only a few persons each year may not need

to do more than spread the word around the plant or office that a vacancy exists.

However, as a result of regulations and pressures from society and the government, the

recruitment programme now requires the employers to go out and actively seek job

applicants from groups of those who may not otherwise apply for employment.

(2.7) SOURCES OF RECRUITMENT

Before an organization activity begins recruiting applicants, it should consider the most

likely source of the type of employee it needs. Some companies try to develop new

sources, while most only try to tackle the existing sources they have. These sources,

accordingly, may be termed as internal and external.

(1) INTERNAL SOURCES

Internal sources are the most obvious sources. These include personnel already on the

pay-roll of an organization, i.e., its present working force. Whenever any vacancy occurs,

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somebody from within the organization is upgraded, transferred, promoted or sometimes

demoted. This source also includes personnel who were once on the pay-roll of the

company but who plan to return or whom the company would like to rehire, such as those

on leave of absence, those who quit voluntarily, or those on production lay-offs.

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MERIT: The use of an internal source has some merits:

(i) It improves the morale of employees, for they are assured of the fact that they
would be preferred over outsiders when vacancies occur.
(ii) The employer is in a better position to evaluate those presently employed than
outside candidates. This is because the company maintains a record of the progress,
experience and service of its employees.
(iii) It promotes loyalty among the employees, for it gives them a sense of job security
and opportunities for advancement.
(iv) As the persons in the employment of the company are fully aware of, and well
acquainted with, its policies and know its operating procedures, they require little
training, and the chances are that they would stay longer in the employment of the
organization than a new outsider would.
(v) They are tried people and can, therefore, be relied upon.
(vi) It is less costly than going outside to recruit.
Demerits: However, this system suffers from certain defects as well.
(i) It often leads to inbreeding, and discourages new blood from entering an
organization.
(ii) There are possibilities that internal sources may "dry up", and it may be difficult to
find the requisite personnel from within an organization.
(iii) Since the learner does not know more than the lecturer, no innovations worth the

name can be made. Therefore, on jobs which require original thinking (such as

advertising, style, designing and basic research), this practice is not followed.

(iv) As promotion is based on seniority, the danger is that really capable hands may not

be chosen. The likes and dislikes of the management may also play an important role in

the selection of personnel.

This source is used by many organizations; but a surprisingly large number ignore this

source, especially for middle management jobs. In other words, this source is the lode

that is rarely mined. It is not only reasonable but wise to use this source, if the vacancies

to be filled are within the capacity of the present employees; if adequate employee

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records have been maintained, and if opportunities are provided in advance for them to

prepare themselves for promotion from "blue-collar" to "White-collar" jobs.

(2) EXTERNALSOURCES
These sources lie outside the organization. They usually include:
(i) New entrants to the labor force, i.e., young, mostly inexperienced potential

employees -the college students;

(ii) The unemployed -with a wide range of skills and abilities;

(iii) Retired experienced persons such as mechanics, machinists, welders; accountants;

(iv) Others not in the labor force, such as married women and persons from minority

groups.

Merits: (i) External sources provide the requisite type of personnel for an organization,

having skill, training and education up to the required standard,

(ii) Since persons are recruited from a large market, the best selection can be made

without any distinctions of caste, sex or color, (iii) In the long run, this source proves

economical because potential employees do not need extra training for their jobs.

Demerits: However, this system suffers from what is called "brain drain," especially

when, experienced persons are raided or hunted by sister concerns.

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(2.8) METHODS OR TECHNIQUES OF RECRUITMENT
Dunn and Stephens summarize the possible recruiting methods into three categories:

direct, indirect and third party.

(1) DIRECT METHODS

These include sending traveling recruiters to educational and professional institutions,

employees' contacts with public, and manned exhibits. One of the widely used direct

methods is that of sending of recruiters to colleges and technical schools. Most college

recruiting is done in co-operation with the placement office of a college. The placement

office usually provides help in attracting students, arranging interviews, furnishing space,

and providing student resumes. For managerial, professional and sales personnel, campus

recruiting is an extensive operation. Persons reading for MBA or other technical diplomas

are picked up in this manner. For this purpose, carefully prepared brochures, describing

the organization and the jobs it offers, are distributed among students, before the

interviewer arrives. The DCM, TATAS, and other enlightened firms maintain continuing

contacts with institutions' placement officials with a view to recruiting staff regularly for

different responsible positions.

Sometimes, firms directly solicit information from the concerned professors about

students with an outstanding record.

Many companies have found employees' contact with the public a very effective method.

Other- direct methods include sending recruiters to conventions and seminars, setting up

exhibits at fairs, and using mobile offices to go to the desired centres.

(2) INDIRECT METHODS

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Indirect methods involve mostly advertising in newspaper, on the radio, in trade, and

professional journals, technical magazines and brochures.

Advertising in newspapers and/or trade journals and magazines is the most frequently

used method, when qualified or experienced personnel are not available from other

sources. Senior posts are largely filled by such methods when they cannot be filled by

promotion from within.

Advertising is very useful for recruiting blue-collar and hourly workers, as well as

scientific, professional, and technical employees. Local newspaper can be a good source

of blue-collar workers, clerical employees, and lower-level administrative employees.

The main point is that the higher the position is in the organization, or the more

specialized the skills sought, the more widely dispersed advertisement is likely to be. The

search for top executive might include advertisements in a national periodical; while the

advertisement of blue-collar jobs is usually confined to the daily newspaper or regional

trade journals.

The classified advertisement section of a daily newspaper or the Sunday weekly edition

of The Hindustan Times, The Times of India, The Tribune, Bharat Jyoti, The National

Herald, The Free Press Journal, The Pioneer, Amrit Bazar Patrika, The Economic Times,

The Hindu, The Indian Express etc., carry advertisements for all types of positions. Such

advertisements enable prospective candidates to screen themselves in order to find out

whether they are fit for the job for which the advertisement has been issued.

In order to be successful, an advertisement should be carefully written. If it is not

properly written, it may not draw the right type of applicants or it may attract too many

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applicants who are not qualified for the job. It should be so framed as to attract attention

-for example, by the use of different sizes and types of print. The first line should limit

the audience somewhat and the next few lines should further screen out the readers who

do not possess the necessary qualifications. It should provide specific information on job

requirements and opportunities for advancement, the benefits to be enjoyed by working

in the company; and it should emphasize facts related to the dignity of the job and to its

professional aspects. "Frilly advertisements, containing exaggerated claims and

gimmicky appeals, are to be avoided." Advertising can be very effective if its media are

properly chosen.

According to Advertisement Tactics and Strategy in Personnel Recruitment, three points

need to be borne in mind before an advertisement is inserted. First, to visualize the type

of applicant one is trying to recruit. Second, to write out a list of the advantages a

company offers; in other words, why the reader should work for the company. Third, to

decide where to run the advertisement, not only in which area but in which newspaper

having a local, state or nation-wide circulation.

Many organizations often place what is referred to as a blind advertisement, one in which

there is no identification of the organization. Respondents are asked to reply to a 'Post

Office Box Number' or to a consulting firm that is acting as an intermediary between the

applicant and the organization. The large organizations with regional or national

reputation do not usually use blind advertisements.

Other methods include advertising in publications, such as trade and professional

journals, and radio or television announcements, as is done by many Indian

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manufacturers. Professional journals are read by people with specialized backgrounds

and interests. Therefore, advertisements in these are generally selective.

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(3) THIRD PARTY METHODS (TPMs)

The best management policy regarding recruitment is to look first within the

organization. If that source fails, external recruitment must be tackled.

These include the use of commercial or private employment agencies, state agencies, and

placement offices of schools, colleges and professional associations, recruiting firms,

management consulting firms, indoctrination seminars for college professors, and friends

and relatives.

Private employment agencies are widely used. They charge a small fee from an applicant.

They specialize in specific occupations: general office help, salesmen, technical workers,

accountants, computer staff, engineers and executives. These private agencies are brokers

who bring employers and employees together. The specialization of these agencies

enhances their capacity to interpret the needs of their clients, to seek out particular types

of persons and to develop proficiency in recognizing the talent of specialized personnel.

State or Public Employment Agencies also known as Employment or Labor Exchanges

are the main agencies of public employment. They provide a clearing house for jobs and

job information. Employers inform them of their personnel requirements, while job-

seekers get information for them about the types of jobs that are referred to by employers.

These agencies provide a wide range of services -counseling, assistance in getting jobs,

information about the labor market, labor and wage rates.

Schools, Colleges and Professional Institutions offer opportunities for recruiting their

students. They operate placement services where complete bio-data and other particulars

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of the students are available. The companies that need employees maintain contact with

the Guidance Counselors of Employment Bureaus and teachers of business and

vocational subjects. The prospective employers can review credentials and interview

candidates for management trainees or probationers. Whether the education sought

involves a higher secondary certificate, specific vocational training, or a college

background with a bachelor's, master's, or doctoral degree, educational institutions

provide an excellent source of potential employees for entry-level positions in

organizations. These general and technical/professional institutions provide blue-collar

applicants, white-collar and managerial personnel.

Sometimes, the organizations provide Work Study Programme to the students or summer

jobs for undertaking a project in the establishment so as to get them interested in the

organization in question, and after completion of this, they may be absorbed by the

companies concerned.

Professional organizations or recruiting firms or executive recruiters maintain complete

information records about employed executives. These firms are looked upon as 'head

hunters', 'raiders' and 'pirates' by organizations which lose personnel through their efforts.

However, these same organizations may employ "executive search firms" to help them

find executive talent. These consulting firms recommend persons of high caliber for

managerial, marketing, and production engineers' posts.

Indoctrination seminars for colleges professors are arranged to discuss the problem of
companies and employees. Professors are invited to take part in these seminars. Visits to
plants and banquets are arranged so that the participant professors may be favorably
impressed. They may later speak well of a company and help it getting the required
personnel.

33
Employee Referrals: Friends and relatives of present employees are also a good source
from which employees may be drawn. When the labor market is very tight, large
employers frequently offer their employees bonuses or prizes for any referrals that are
hired and stay with the company for a specific length of time. Some companies maintain
a register of former employees whose record was good to contact them when there are
new job openings for which they are qualified. This method of recruitment, however,
suffers from a serious defect that it encourages nepotism, i.e., persons of one's
community or castes are employed that may or may not be fit for the job.

Trade Unions also provide manual and skilled workers in sufficient numbers. Under

agreement, they may agree as to who is to be given preference. But in case of adverse

industrial relations, this technique may create difficulties.

Casual Labor or Applicant at the Gate: Most industrial units rely to some extent on the

casual labor, which presents itself daily at the factory gate or employment office.

However, this source is uncertain, and the candidates cover a wide range of abilities.

Even then, many of our industries make use of this source to fill up casual vacancies.

Unconsolidated Applications: For positions in which large numbers of candidates are not

available from other sources, the companies may gain in keeping files of applications

received from candidates who make direct enquiries about possible vacancies on their

own, or may send unconsolidated applications. The information may be indexed and filed

for future use when there are openings in these jobs. If necessary, the candidates may be

requested to keep the organization posted with any change in their q ualifications,

experience or achievements made.

Voluntary Organizations, such as private clubs, social organizations, might also provide

employees - handicapped, widowed or married women, old persons, retired hands, etc. in

response to advertisements.

34
Computer Data Banks: When a company desires a particular type of employee, job

specifications and requirements are fed into a computer, where they are matched against

the resume data stored therein. The output is a set of resumes for individuals who meet

the requirements. This method is very useful for identifying candidates for hard-to-fill

positions, which call for an unusual combination of skills

(2.9) SELECTION PROCEDURE

The Selection Procedure is concerned with securing relevant information about an

applicant. This information is secured in a number of steps of stages. The objective of

selection process is to determine whether an applicant meets the qualifications for a

specific job and to choose the applicant who is most likely to perform well in that job.

Selection is a long process, commencing from the preliminary interview of that applicant

and ending with the contract of employment.

The hiring procedure is not a single act but it is essentially a series of methods or steps or

stages by which additional information is secured about the applicant. At each stage, facts

may come to light, which may lead to the rejection to the applicant. A procedure may be

compared to a series of successive hurdles or barriers, which an applicant must cross.

These are intended as screens, and they are designed to eliminate an unqualified applicant

at any point in the process. This technique is known as the successive hurdles technique.

Not all selection processes include all these hurdles. The complexity of a process usually

increases with the level and responsibility of the position to be filled.

35
According to Yoder, "the hiring process is of one or many 'go, no-go' gauges. Candidates

are screened by the application of these tools. Qualified applications go on to the next

hurdle, while the unqualified are eliminated." Thus, an effective selection programme is a

non-random process because those selected have been chosen on the basis of the

assumption that they are more likely to be "better" employees than those who have been

rejected.

Selection processes or activities typically follow a standard pattern, beginning with an

initial screening interview and concluding with the final employment decision. The

traditional selection process includes: preliminary screening interview; completion of

application form; employment tests; comprehensive interview; background

investigations, physical examination and final employment decision to hire.

(2.10) SELECTION POLICY

While formulating a selection policy, due consideration should be given to organizational

requirements as well as technical and professional dimensions of selection procedures.

Yoder and others have suggested goals, technological issues, cost factors, extent of

formality, etc. In other words, and effective policy must assert the "why" and "What"

aspects of the organizational objectives.

(2.11) ESSENTIALS OF SELECTION PROCEDURE

The selection procedure adopted by an organization is mostly tailored made to meet its

particular needs. The thoroughness of the procedure depends upon three factors:

First, the nature of selection, whether faulty or safe, because faulty selection affects not

only the training period that may be needed, but also results in heavy expenditure on the

36
new employee and the loss that may be incurred by the organization is case the job-

occupant fails on his job.

Second, the policy of the company and the attitude of the management. As a practice

some companies usually hire more than the actual number needed with a view to

removing the unfit persons from the jobs.

Third, the length of the probationary or the trial period. The longer the period, the greater

the uncertainty in the minds of the selected candidate about his future.

37
The hiring process can be successful, if the following preliminary requirements are

satisfied:

(i) Some one should have the authority to hire. This authority comes from the

Employment Requisition, as developed by an analysis of the work-load and work force.

(ii) There must be some standard or personnel, with which a prospective employee may

be compared, i.e., there should be available, beforehand, a comprehensive job description

and job specifications as developed by a Job Analysis.

(iii) There must be a sufficient number of applicants from whom the required number of

employees may be selected.

(2.12) STEPS IN SELECTION PROCEDURE

There is no shortcut to an accurate evaluation of a candidate. The hiring procedures are,

therefore, generally long and complicated. Many employers make use of such techniques

and pseudo-sciences as phrenology, physiognomy, astrology, graphology etc., while

coming to hiring decisions. However, in modern times, these are considered to be

unreliable measures.

The following is a popular procedure though it may be modified to suit individual

situation:

1. Reception or preliminary interview or screening;

2. Application blank - a fact-finder which helps one in learning about an applicant's

background and life history;

38
3. A well conducted interview to explore the facts and get at the attitudes of the

applicant and his family to the job;

4. A physical examination - health and stamina are vital factors in success;

5. Physiological testing to explore the surface area and get an objective look at a

candidate's suitability for a job;

6. A reference check;

7. Final selection approval by manager; and communication of the decision to the

candidate.

39
RESEARCH METHODOLOGY

40
 Research methodology is a method to solve the

research problem systematically. It involves gathering data, use

of statistical techniques, interpretations and drawing conclusions

about research data. Keeping in view the objectives of the study,

data is collected from different sources.

The purpose of this section is to describe the methodology

carried out to complete the work. The methodology plays a

dominant role in any research work. The effectiveness of any

research work depends upon the correctness and effectiveness of

the research methodology.

IV. Data Collection

Data refers to a collection of organized information,

usually the results of experience, observation or experiment, or a

set of premises. This may consist of numbers, words, or images,

particularly as measurements or observations of a set of

variables.

V. Data Sources

There are two types of data sources available to the research

processes. 1. Primary data. 2. Secondary data.

1. Primary Data

The primary data is collected by using primary methods such

questionnaires, interviews, observations etc. For this study

questionnaires are used to collect primary data from the

41
 employees of the industries.

We know relatively little on a systematic basis about how or

why organizations choose to use different combinations of these

strategies, though some of the results reported in the study of

recruitment and selection and in large firms offers some

pointers that are worthy of further exploratory research,

particularly among small and medium sized organizations.

Nowadays employees suggests that personality tests are now

being routinely used for some occupations in 19 per cent of

workplaces, and performance tests are being used in Recruitment

and selection in 46% of workplaces. Personality testing seems to

be concentrated in larger workplaces and used upon

professional, managerial, and sales staff; and performance

testing concentrated again in larger workplaces but used for

professional and administrative staff. Among the sample of large

employers the overall relative ranking of importance of different

skill/suitability Assessment methods was as follows:

1. Interview

2. Work experience

3. Performance/competency test

4. Qualifications

5. Assessment center

6. Personality/aptitude test

42
2. Secondary Data:-

Secondary data is collected from various Journals, books,

websites, Government reports, News papers, and other research

reports.

43
The Purpose of the Methodology is to describe the Research Procedure. This includes

overall Research Design, the Sampling Procedure, the Data Collection Method, and the

Analysis Procedure. Out of total universe 15 Respondents have been taken for

Convenience. The Sample Procedure chosen for this are Statistical Sampling Method.

Here Randomly Employees are selected. Information, which I collected, was based on the

questionnaires filled up by the Sample Employees. Under Secondary Method I took the

help of various Reference Books which I have mentioned in Bibliography and also by

way of surfing through the Company Website.

(3.1) SAMPLE SIZE

HR Executives 15 H R Manager 1

(3.2) METHODS OF DATA COLLECTION

1. SECONDARY SOURCES: Secondary data was collected from various sources

such as: Business magazines Journals Textbooks Internet

Company Bulletin The details of these sources are mentioned in the bibliography.

2. PRIMARY DATA: Primary data was collected through a structured, non-

disguised questionnaire. Questionnaire was designed for the employees at HCL.

3. STATISTICAL METHODS USED FOR ANALYSIS OF DATA:

The various pie charts methods used for the analysis of the data.

CORPORATE PROFILE - HCL INFOSYSTEMS LTD

44
HCL is one of the leading global Technology and IT enterprises with annual revenues of

US$ 3.30 billion. The HCL Enterprise comprises two companies listed in India, HCL

Technologies and HCL Infosystems. The 30 year old enterprise, founded in 1976.HCL

team comprises 34,000 professionals of diverse nationalities, operating across 16

countries including 300 points of presence in India. HCL has global partnerships with

several leading Fortune 1000 firms, including several IT and Technology majors.

The HCL Enterprise comprises two companies listed in India, HCL Technologies and

HCL Infosystems. HCL Infosystems is the IT hardware and system integration arm

focused on the Indian market.

Research Methodology

Research methodology is a method to solve thresearch problem systematically. It

involves gathering data, use

of statistical techniques, interpretations and drawing conclusions

about research data. Keeping in view the objectives of the study,

data is collected from different sources.

The purpose of this section is to describe the methodology

carried out to complete the work. The methodology plays a

dominant role in any research work. The effectiveness of any

research work depends upon the correctness and effectiveness of

the research methodology.

IV. Data Collection

Data refers to a collection of organized information,

usually the results of experience, observation or experiment, or a

45
set of premises. This may consist of numbers, words, or images,

particularly as measurements or observations of a set of

variables.

V. Data Sources

There are two types of data sources available to the research

processes. 1. Primary data. 2. Secondary data.

1. Primary Data

The primary data is collected by using primary methods such

questionnaires, interviews, observations etc. For this study

questionnaires are used to collect primary data from the

employees of the industries.

We know relatively little on a systematic basis about how or

why organizations choose to use different combinations of these

strategies, though some of the results reported in the study of

recruitment and selection and in large firms offers some

pointers that are worthy of further exploratory research,

particularly among small and medium sized organizations.

Nowadays employees suggests that personality tests are now

being routinely used for some occupations in 19 per cent of

workplaces, and performance tests are being used in Recruitment

and selection in 46% of workplaces. Personality testing seems to

be concentrated in larger workplaces and used upon

professional, managerial, and sales staff; and performance

46
 testing concentrated again in larger workplaces but used for

professional and administrative staff. Among the sample of large

employers the overall relative ranking of importance of different

skill/suitability Assessment methods was as follows:

1. Interview

2. Work experience

3. Performance/competency test

4. Qualifications

5. Assessment center

6. Personality/aptitude testGLOBAL FOCUS

47
HCL INFOSYSTEMS LTD

HCL Infosystems Ltd. is India's premier information enabling company. They are the

one-stop-shop for your requirements of products & services in the areas of Computers,

Laptops, Servers, Storage, Enterprise Networking, Copiers, and Digital Projectors &

Communication Devices. This is backed by HCL's service support infrastructure - the

widest in the country.

HCL Infosystems ( HCLI) draws it's strength from 29 years of experience in handling the

ever changing IT scenario , strong customer relationships , ability to provide the cutting

edge technology at best-value-for-money and on top of it, an excellent service & support

infrastructure.

Today HCL is country's premier information enabling company. It offers one-stop-shop

convenience to its diverse customers having an equally diverse set of requirements. Be it

a large multi-location enterprise, or a small/medium enterprise, or a small office or a

home, HCLI has a product range, sales & support capability to service the needs of the

customer.

Last 29 years apart from knowledge & experience have also given them continuity in

relationship with the customers, thereby increasing the customer confidence in us.

48
STRENGTHS

- Ability to understand customer's business and offer right technology

- Long standing relationship with customers

- Pan India support & service infrastructure

- Best-value for money offerings

HCL Infosystems Ltd is one of the pioneers in the Indian IT market, with its origins in

1976. For over quarter of a century, they developed and implemented solutions for

multiple market segments, across a range of technologies in India.

(4.1) COMPANY HISTORY

1976

In 1976 HCL infosystem was incorporated in India

Introduced microcomputers-based programmable calculators with wide

acceptance in the scientific / education community

1977
Launch of the first microcomputer-based commercial computer with a ROM -based Basic
interpreter

49
1983
HCL launches an aggressive advertisement campaign with the theme ' even a typist can

operate' to make the usage of computers popular in the SME (Small & Medium

Enterprises) segment. This proposition involved menu-based applications for the first

time, to increase ease of operations. The response to the advertisement was phenomenal.

1991
HCL enters into a joint venture with Hewlett Packard
HP assists HCL to introduce new services: Systems Integration, IT consulting, packaged
support services
1996
Sets up the STP (Software Technology Park ) at Chennai to execute software projects for
international customers Becomes national integration partner for SAP
1997
Kolkata and Noida STPs set up
HCL buys back HP stake in HCL Hewlett Packard
1998
Chennai and Coimbatore development facilities get ISO 9001 certification
1999
Acquires and sets up fully owned subsidiaries in USA and UK
HCL ties up with Broadvision as an integration partner
2000
Sets up fully owned subsidiary in Australia
Chennai and Coimbatore development facilities get SEI Level 4 certification
Bags Award for Top PC Vendor In India
Becomes the 1st IT Company to be recommended for latest version of ISO 9001: 2000
Rated as No. 1 IT Group in India
2001
Launched Pentium IV PCs at below Rs 40,000
IDC rated HCL Infosystems as No. 1 Desktop PC Company of 2001

50
2002
Declared as Top PC Vendor by Dataquest
HCL Infosystems & Sun Microsystems enters into an Enterprise Distribution Agreement
2003
Became the first vendor to register sates of 50,000 PCs in a quarter First Indian company
to be numero uno in the commercial PC market Launched Home PC for Rs 19,999 HCL
Infosystems' Info Structure Services Division received ISO 9001:2000 certification
Launches Infiniti Mobile Desktops on Intel Platform
Launched Infiniti PCs, Workstations & Servers on AMD platform

51
2004
1st to announce PC price cut in India, post duty reduction, offers Ezeebee at Rs. 17990
Maintains No.1 position in the Desktop PC segment for year 2003.Enters into partnership
with Port Wise to support & distribute security & VPN solutions in India Partners with
Microsoft & Intel to launch Beanstalk Neo PC Becomes the 1st company to cross 1 iac
unit milestone in the Indian Desktop PC market
Partners with Union Bank to make PCs more affordable, introduces lowest ever EMI for
PC in India

TECHNOLOGY LEADERSHIP
HCL Infosystems is known to be the harbinger of technology in the country. Right from
their inception they have attempted to pioneer the technology introductions in the country
either through R&D or through partnerships with the world technology leaders.
- Created their own UNIX & RDBMS capability (in 80s)
- Developed firewalls for enterprise & personal system security
- Launched their own range of enterprise storage products
- Launched their own range of networking products
HCL Infosystems has to its claim several technology pioneering initiatives. Some of
them are:
- Country's first Desktop PC - Busy Bee in 1985
- Country's first branded home PC - Beanstalk in 1995
- Country's first Pentium 4 based PC at sub 40k price point
- Country's first Media Center PC
Alliances & Partnerships
To provide world-class solutions and services , HCL has formed Alliances and

Partnerships with leading IT companies worldwide.HCL Infosystems has alliances with

global technology leaders like Intel, AMD, Microsoft, Bull, Toshiba, Nokia, Sun

Microsystems, Ericsson, NVIDIA, SAP, Scansoft, SCO, EMC, Veritas, Citrix, CISCO,

Oracle, Computer Associates, RedHat, Infocus, Duplo, Samsung and Novell.

52
These alliances on one hand give access to best technology & products as well enhancing

understanding of the latest in technology. On the other hand they enhance their product

portfolio, and enable us to be one stop shop for our customers.

RECENT UPDATES

HCL & Nokia decide on longer term strategy to further penetrate Indian market Gist of

Q&A with callers/ investors/ shareholders on the announcement Relating to the long term

agreement with Nokia

Toshiba in partnership with HCL Infosystems expands its retail presence in India by

unveiling 'shop Toshiba1

HCL forms a strategic alliance with Bull to launch a new range of Scalable Enterprise

Class Servers on Open Architecture AMD & IT Ministry unveil affordable computer to

promote 50x15 vision in India

HCL CORE VALUES

• Customer Focus

• Organizational Pride

• Mutual Respect and Trust

• Initiative and Speed

• Total Value

QUALITY

53
One of the key elements to HCL's success is its never-ending pursuit of superior quality

in all its endeavors.

HCL INFOSYSTEMS believes in the Total Quality Management philosophy as a means

for continuous improvement, total employee participation in quality improvement and

customer satisfaction. Its concept of quality addresses people, processes and products

Over the last 20 years, they have adapted to newer and better Quality standards that

helped them effectively tie Quality with Business Goals, leading to customer and

employee satisfaction.

QUALITY AT HCL INFOSYSTEMS LTD

The history of structured quality implementation in HCL Infosystems began in the late

1980s with the focus on improving quality of its products by using basis QC tools and

Failure Reporting and Corrective Active Systems (FRACAS). They also employed

concurrent engineering practices including design reviews, and rigorous reliability tests

to uncover latent design defects.

In the early 90s, the focus was not merely on the quality of products but also the process

quality systems. HCLs manufacturing unit at NOIDA was certified initially to ISO

9002:1994 by BVQI in 1994 and later on to ISO 9001:1994 in 1997. As of now, all

manufacturing units are certified by BVQ! as per ISO 9001:2000

In early 1995, a major quality initiative was launched across the company based on Philip

B. Crosby's methodology of QIPM (Quality Improvement Process Management). This

model was selected to because it considered the need and commitment by an organization

54
to improve but more importantly, the individual's need towards better quality in his

personal life.

Under Quality Education System program, they train their employees on the basic

concepts and tools of quality. A number of improvement projects have been undertaken

by our employees, whereby process deficiencies and bottlenecks are identified, and

Corrective Action Projects (CAPs) are undertaken. This reduces defect rates and

improves cycle times in various processes, including personal quality.

HCL has received MAiT's 'Level II recognition for Business Excellence' for their

initiatives in the Information Technology Industry, adding another commendation to our

fold. MAIT's Level II recognition is based on the 'European Foundation for Quality

Management' (EFQM), for gaining quality leadership and business competitiveness.

Their certifications / awards in 2003 include ISO 9001-2000 by BVQI for our

InfoStructure Services and award of First Prize by ELCINA (Electronic Component

Industries Association) for Quality, 2002-03. The ELCINA award criteria consider two

aspects. (1) Enablers (Leadership & Management commitment, Resource Management,

Product Realisation, Measurement Analysis & Improvement) and Results (Product

Quality, Customer / Stake holder satisfaction , Business results).

55
The tryst for continuous quality improvement is never-ending in HCL Infosystems They

always strive to maintain high quality standards, which help us fulfill our mission to

provide world-class information technology solutions and services, to enable our

customers to serve their customers better.

56
57
 (5.2) Recruitment Procedure

Recruitment Process starts when the company does not get suitable unutilized required

resource within the organization after RMG (Resource Management Group) Meeting.

The following procedure used when a post is to be filled:

1. MPR (Man Power Requirement Form) : First of all MPR must be filled in

following situation.

• If it is an existing post, is an exact replacement required or is this is an

opportunity to revise the requirements.

• If it is a newly established post be clear on the exact requirements

• Draw up a job description and consult the appropriate Director / Human

Resources Department in relation to the appropriate nos. of position and required skills

Complete a Man Power Requirement Form which confirms:

• Details of the post

• Final approval from the appropriate Director / CEO;

• Send the Man Power Requirement Form to the Human Resources Department

• Ensure the Job Description and person specification are up-to-date. Contact the
Human Resources Department for advice / any assistance in completing these..

• Discuss with the Human Resources Department the most effective means of
obtaining suitable candidates.

2. Resource channels used for new post or existing replacements

58
• Resource Database: Initially HR people search the required resource and skills
set within the database.

• Company Website: HR people generally post vacancies on company website for

current requirements and future requirements.

• Electronic Job Portals and Database: HR uses this resource to fulfill the
requirement, required skills and position. This media is used for creating, updating and
maintaining database. Job Portals like Naukri.com & Monster.com are used.

• Employee reference: HR uses this resource, in case of unavailability of required

skills set and suitable profile within database, from company website or electronic job
portals, by dropping a mail with required position details on HCL, by using HR notice
board.

• Publishing advertise in newspaper: In case of Mass Recruitment or Brand

Building of company, HR publishes the advertisement in newspaper.

• External recruitment agencies: HR uses external Recruitment Agencies when its

very critical or urgent requirements give by the management or EC head or for senior
position in the company.

• Duration for the above process: Once HR receive and understand MPR, above
all activities has been done within 24 hour except 'Publishing ads in Newspaper
and External Recruitment Agencies"

3. Resumes screening, shortlisinq, Written test and Interviews.

• Resumes screening by HR: HR receives resumes from various sources and than

screening as per requirement details and other necessary criteria as per requirement like,

candidate's qualification must be B.E / B. Tech / MCA / M. Tech / M.E / M.S / M. Sc.

(CS) / MS / MBA / CA / CS from reputed college and university.

59
• Resumes screening by technical people: HR people sends the screened profile

to technical EC head or concern program manager of given requirement for technical

screening. Once they shortlist the profile and revert back to HR.

• Interview Schedules and Conduct: HR people schedule and conduct technical

written test and interview of short listed candidates according to predefine technical

resource viabilities.

• Written test: Those candidates who are having lest than 3 years experience, have

to appear in written test, if individual qualify the test then only, can proceed for interview.

• Interview: Those candidates who are having equal or more than 3 years

experience or those who qualified the written test can appear in interview, interviews are

generally conducted 2 or 3 technical rounds and then if candidate founds suitable for

requirement, the final round is conducted by HR for offer.

(5.3) VIEW OF THE H.R. MANAGER ON THE RECRUITMENT AND

SELECTION POLICY IN HCL INFOSYSTEMS LTD

HCL Infosystems is an IT Company. Around 4000 employees are working in this

Company. The company has a well established recruitment and selection policy. The

policy asserts the objectives of the recruitment and provides a framework of

implementation of their Recruitment programme in the form of procedures.

This policy involves filling vacancies with the best qualified individuals. There is no

special occasion or time for recruitment in HCL Infosystems. They are recruiting

continuously, it means, every day is a recruitment day for them. Whenever the company

identifies recruitment needs, the recruiters prepare profile for each category of workers

60
and accordingly work out the main specification, decide the sections and department

where they should be placed and identify the particular job responsibility which may be

assigned to them. The company follows various sources of recruitment. These are:-

61
1. Campus Recruitment

- For this the company goes to the various engineering colleges, Diploma

colleges& MBA colleges across the country and they recruit fresh candidates from there.

2. Media

- The company also recruits through media. For this the company uses vehicles like

newspapers, magazines etc. They prefer this media basically when large volumes of

people are required.

3. Web- Based Recruitment

- The company also gives recruitment notice in the web and they recruit through

the web.

4. Employee Reference

- The company also recruits from friends and relatives of present employees.

5. Consultancy

- Whenever necessary the company takes the help of the consultancy for recruiting

candidates. This is also an important source for them.

6. Electronic Job Portals and Database

- Electronic job Portals and Database are user for recruiting candidates for required

skills and position. This media is used for creating, updating and maintaining database.

7. Third Party Methods (TPMs)

62
- The Company uses Third Party Methods (TPMs) for recruiting candidates. These

include the use of Commercial or Private Employment Agencies, State Agencies, and

Placement Offices of Schools, Colleges and Professional Associations, Recruiting Firms,

Management Consulting Firms.

(a) Preferred sources of recruitment

Although there are various sources of employment, followed by the company, i.e.

external and internal sources. But the company mostly prefers the external source for

recruiting the candidate. The company uses Electronic Job Portals and the company

website where the candidates can post their resumes.

(b) Costs involved in recruitment

Costs play an important role in Recruitment. The company incurs various types of costs.

These are:-

1. Traveling cost - Cost incurred for traveling

2. Consultancy cost - Cost paid to the consultancy firm

3. Publication cost - Cost incurred for giving recruitment notice in

Newspapers and Magazines.

4. Re-location cost - Cost incurred for transferring employees in other departments

and branches.

(c) Reservation of jobs for SCs, STs, etc.

63
The company does not follow any reservation policy for SCs and STs etc for recruiting

the candidates. They only look for the eligible candidates.

(d) Criteria for the candidate

Mainly the criterion is role dependent. It depends on the job of the candidate. But the

candidates require highly personal and technical skills. The company looks for both

fresher and experienced candidates. Incase of freshers the candidate must be well

qualified preferably from a BTECH/MBA background from a reputed college. But in

case of experienced candidates, minimum two-three years of experience is required.

(e) Employees turnover ratio

Employees turnover ratio in the IT industry is 17%, where as in HCL Infosystems it is

16%.

(f) Steps taken by the company to reduce employees turnover ratio

The company has taken various steps to reduce employee's turnover ratio. Such as :-

1. Encouraging Job Satisfaction

2. Building Organization Culture/ Working Environment, so that the employees can

be retained.

3. Career Growth Opportunity

4. Offering better benefits.

(5.4) Selection procedures followed in the company

64
Candidates are recruited on the basis of Written Test and Interviews. Candidates must

have good Analytical Reasoning Ability and Logical Power. Candidate has to go through

three Interviews in the Selection Process. Among them two-three Technical Interviews

and one Human Resource Interview is conducted. The company looks for Technical and

Job Specification both in the candidate. Incase of Experienced Candidates Direct

Interviews are conducted. But in case of Freshers Written Test and Interview both are

conducted.

65
(a) Job specification and Job description

The company follows both Job specification and job description. For job description,

document for the next job is available to all the employees of the company. By this, the

employees can already be aware about the next jobs they have to perform and it creates

the delta between the current role and the new role of the employees. By this the

employees can upgrade or prepares themselves for their new job.

(b) Trade union

There is no trade union in the Company. So no question of Trade Union arises in my

analysis, which I have already mentioned in my scope and limitation section.
(c) Facultv selection
According to my interaction with the H.R. manager, I can infer that the Company has

rarely suffered from any faulty Selection Procedure. But it is also true that no company is

perfect in all respect, which can be experienced that so, they don't need to bother about it.

The Recruitment and Selection procedure in HCL Infosystems is dynamic in the past

years. That means it keeps on changing every year and it always remains updated.

66
 DISCUSSIONS

(6.1) Analysis of questionnaire from employees' perspective about Recruitment

and Selection procedure in 'HCL Infosvstems'

1. What are the reasons of the candidate to join the company?

• Salary Package

• Reputation of the company/Brand name

• Growth Phase

• Working Environment

• Job Prospects

• Location of the Company

• Career Growth Opportunity

Candidates willingness to join the company

Most of the Indian candidate looks in for the salary package and job security before
joining a company for job.

67
All other things such as Reputation of the company, Working Environment, job prospects,

location of the company, career Growth opportunity, they look these things in either in

isolation or in combination to each other as a whole as shown in the above graph:

From the chart it can be understood that most of the employees are inspired by the salary

package of the company which resembles the personal traits of the Indians. 1 can also see

that matters much followed reputation of the company and working environment, which

comprised 17% and 16% respectively. Job prospect plays a minor role in the minds of a

candidate who had already joined the company. Location of the company (which

comprised 5% of the sample size) where majority of the employees are qualified with

technical who in most of the cases dare to bother the location of the company.

2. How Candidates are recruited in the company?

• Written exam

• Written exam and Interview

• Written exam, GD and Interview

• Others, Please Specify

How candidates are recruited in the company?

68
There are various ways of recruiting candidates in the company as depicted in the chart

above:

From the chart it is quiet clear that the company adopts various processes for recruiting

the right candidate. Actual recruitment procedure followed by the company is by

conducting written examination followed by interview which comprised 85% of my

sample survey of 15 employees. But still some candidates are also chosen through written

exam, Gd ^interview comprising only 6% and others comprising only 3%. These 'others'

include the reference of the existing employees within the organization itself.

As it is IT Company most of recruitment is done through campus selection, the

candidates are selected by way of testing their knowledge and technical skills in their

prospective fields. For that very reason written test followed by interview is given mostly

prioritized.

69
3. If a vacancy arises in a certain department, then which of the following two

options does the company adopt first and why?

• Internal Recruitment

• External Recruitment

After the analysis of the questionnaire it turns out that 80% of the people prefer internal

recruitment over external. In internal recruitment the vacancies are filled by the

permanent, temporary and casual employees already working on the pay of the

70
organization. This helps in building the morale and motivation of the employees as they

are assured that they would be preferred in filling up vacancies at higher levels. A sense

of security is created among employees. And in India security is one of the major reasons

why people take a particular job. A sense of job security and opportunity for advancement

promotes loyalty and commitment among the employees and the stability of employment

is improved.

In addition, 20% of the people prefer external recruitment over internal. The preference is

low because it is more expensive and time consuming to recruit people from outside.

Detailed screening is required as the candidate appearing for the interview is a complete

alien for the organization.

However in actual practice, it is desirable to use a mix of both internal and external

recruitment. From the chart it is clear that the company prefers internal recruitment to

external recruitment.

Preferred Sources of recruitment used by the company

71
72
4. Is there any role of Union in the company?

• Yes

• No

ROLE OF UNION IN THE ORGANIZATION

There is hardly any presence of union in the organization. It is an IT Company. As a

result most of the employees are either engineer or post graduate software specialist. The

workers performing operational level to decision making are all well educated

employees. So for the welfare of the quality of work life and other activities related to the

welfare of the workers, they are not take into such consideration. Basically this is an

industry related to special kind of production. It is not like that of automobile or any other

heavy production industry where there is working class like labor. In those industry union

exit because the quality of work life is something different. Their heavy work relating to

manual function is present. So I don't think there is any need arise for the presence of

union.

So, an industry like this has no union. From this kind of research I can infer that in

recruitment and selection process which is done by the company like this, but not by

employee's association.

73
5. Have there been any changes in the recruitment and selection

procedures of the company in the last five years?

• Yes, please specify

• No

74
 CHANGES OCCURRED IN
RECRUITMENT AND SELECTION PROCEDURE

In this question I was looking for any sort of changes at list during the preceding five

years. Every year there are some changes take place in recruitment and selection process

for better result and production. It is such an industry where in every moment some

innovation takes place. So the company needs some new skills to achieve the required

fulfillment. For the last couple of years the company is focusing more on campus

interview to give more chances to the fresher This resembles that the company's

recruitment policy, the company's needs for greater committed employee and also motive

behind concentrating more on fresher, as it is the belief from company's perspective to be

working smartly with full enthusiasm. They are also updated with the current concepts,

which are required in IT industry. It is also experienced, as the company is dealing with

creating software Hardware packages, developing and maintaining them. The company is

dealing with IT Hardware and system integration.

It is also felt that unlike the experienced candidate, the freshers find it difficult to get a

job easily. As it is obvious from the fact that the experienced candidate demands high

value in the market for employment opportunity. The changes during the past few years

(say five years) will give me an idea of how they get themselves updated with the needs

of the industry. It also gives me an idea of any third party intervention in the recruitment

and selection procedure of the organization.

75
It depends upon the market demands of the particular industry as to how the candidates

would be available for service in the prospective sectors.

For example, two years back due to September 11, attack there was a great recession in

the global software industry which let to decrease of about 25% in the wages of its

employees. Since compensation is the basic factor of motivation of employees so it

decreased the commitment, gratitude, dedication of

employees towards the organization.

76
6. Is the organization doing anything to reduce the employee turnover ratio? (Tick
whichever is applicable)

• Better salary package

• More Benefits

• Changing / Improving working condition

• Better promotion / Career Development Opportunity

77
 ORGANIZATION'S ATTEMPT
TO REDUCE EMPLOYEE TURNOVER RATIO

I gave 4 options to the employees to know what the organization is doing to reduce
employee turnover ratio. These are: -

▪ Better salary package

▪ More benefits

▪ Changing / Improving working conditions

▪ Better promotion / Career Development Opportunity

After summarizing the entire 12 respondent's view, the data I have found out are:

▪ Better salary package (22%)

▪ More benefits (10%)

▪ Changing / improving working conditions (8%)

▪ Better promotion / Career Development Opportunity (60%)

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Corresponding to this data I have drawn a pie chart below:-

So it is evident from the pie chart that majority of the respondents 60% have mentioned

Better promotion / Career Development Opportunity for the retention of employees and

thereby reducing the employee turnover ratio. Providing better salary package which

comprised 22% can also help in reducing employee turnover ratio and help in the

retention of the employees. Since it is An IT Company so growth opportunity is immense.

The facilities provided by the organization are up to the mark. So overall employees are

satisfied with the job

79
7. Is the company providing better working condition, promotion/ career growth

opportunities for an employee?

• Yes
• NO

All the employees are satisfied with their jobs. Since it is IT company so growth

opportunity is immense. The facilities provided by the organization are up to the mark.

So overall employees are satisfied with the job. The working environment in the

company is excellent. On the basis of my interaction with the employees i came to know

that most of the employees have mentioned career growth opportunity, as the reason of

joining the organization. All of them are satisfied with the career growth opportunities.

Their work is highly logical and analytical and also interesting too. They enjoy their work

very much. There is a very good relationship between the employees and the

management. Management is always helpful and also cooperative to the employees. They

are loyal to the organization.

80
8. Which of the following variables are more important while considering a

candidate for a particular job? Please rank them on a scale of 1 to 8, 1 being the most

important and 8 being the least important.

• Potential

• Motivation

• Organizational Fit

• Technical Skill

• Leadership (If appropriate)

• Communication skills

• Personality

• Innovative

R Potential Moti Org Technic Leade Comm Personal Innovation

v Fit al Skills r Skills ity
atio ship
n

1 II I IIII
1

2 II I IIII II II

3 I III I II II III I

4 III I I I I IIII

5 IIII II II I III IIII II

6 I IIII I III II II I

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7 II I II IIII II I IIII

8 II I III IIII
II

Rank 5 6 2 1 7 3 8 4
ings

From the above table, we can obtain the rankings for each of the elements. For example,

we can clearly see that technical skills has been ranked first by most of the respondents,

hence we place it at the first position, as the most important skill for doing a technical

job.

Leadership has been ranked 7 by most respondents hence we assign it rank 7.

Organizational fit is ranked 2.

Other ranking can be obtained similarly.

The responses by the people working in the organization indicate that technical skills are

pivotal for any job. Until and unless an individual is not aware of the basic primary

knowledge, one can not proceed in the given task as we put it "right fit for the right job".

Technical skills along with the appropriate work culture enhance the productivity.

Organizational fit as we name it, therefore gets second most preferable responses.

Working in the right kind of an organization increases the satisfaction of the employees

thereby increasing organizational effectiveness.

82
Despite the fact that communication skills and leadership qualities have not been given

preferences I believe that if you have the right skills that needs to be communicated well

among your team members with certain leadership qualities.

83
9. Does the company consider graduates with experience equivalent to postgraduates

without experience?

• Yes

• NO, why not

After the analysis of the questionnaire it seems that 57% of the employers prefer

graduates with work experience. Not everyone can afford to invest in a full degree

program right after graduation. Lacking a PG degree does not have to restrict one's career

choices. Many professionals start their careers in retail sales, customer service, or other

positions that offer on-the-job training. Corporate sector demands lot of dedication and

patience along with the ability to handle the stress as the challenges can be very

discouraging. A full time can prepare you for real challenges faced in the same. One

becomes fully equipped to match the demands of a regular job.

84
On the other hand approx. 43% of the people feel that postgraduate without experience

are a better option as it prefers one for tougher entry-level requirements in an ever-

changing job market. Being a fresher the mind is loaded with creativity and openness to

ideas that may lead to innovation. The company can mould the individual according to

their organizations ethics, culture and policies.

85
10. When recruiting staff from outside the organization, what methods do you use to

attract/identify the candidates?

• Advertising in newspapers

• Government agencies

• External firms (consultants)

• Professional institutions

• Internet job site

• Resumes or application on file

After the analysis of the questionnaire 50% of the employees prefer to recruit candidates

through internet job site which is widely used nowadays. Monster, naukri.com, jobsahead

are usually the first websites that come to mind when launching a job hunt. Candidates

have to just post their resumes on various job sites and that helps the company to recruit

them easily. This method is appropriate when the organization wants to reach out to a

large target groups scattered geographically. On the other hand 30% of the employees go

for advertisements in newspapers. A well thought out and clear advertisement enables

candidates to assess their suitability so that only those possessing the requisite

qualifications will apply. Professional institutions and external firms which comprised 10.

%, are also used to recruit candidates from outside the organization which can be a good

source of recruitment. This can be depicted in the chart below:

86
 PREFERRED SOURCES OF EXTERNAL RECRUITMENT

11. Does your company use employee referral plan for recruitment?
• Yes
• No

The company also recruits from friends and relatives of present employees. Employee

Referral Scheme" (ERS) by which an existing employee can refer a suitable candidate for

a new job or which has fallen vacant. In the event of such reference matures and the

referee is recruited, a fixed sum of payment is given to the staff who has referred, subject

to the terms of ERS, being implemented In several companies employee referral scheme

is implemented to encourage employees to refer friends and relatives for employment in

the organization. From the chart it is quiet clear that the company uses employee referral

plans for recruitment.93% respondents have responded positively. Employee referral is

important because the companies get trusted employees for whom they don't have to

spent money in doing Referral checks.

12. What generally is the duration of the Recruitment and Selection Procedure?

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• 2-4weeks

• 4-6weeks

• 6-8 weeks

The duration for recruitment and selection procedure varies from company to company.

In case of HCL the recruitment process takes 6-8 weeks. Firstly the HR department

screens the resume and sends it to the technical department. Once the profile is short

listed, it is reverted back to the HR. further, HR people schedule and conduct technical

written test and interview of short listed candidates according to predefine technical

resource viabilities. Candidates having less than 3 years experience, have to appear in

written test, if individual qualify the test then only, can proceed for interview. Interviews

are generally conducted 2 or 3 technical rounds and then if candidate founds suitable for

requirement, the final round has been conducted by HR for offer.

88
13. What are the main problems you come across while selecting individuals?

• Qualified candidates

• Salary structure (Competitors paying more)

• Lacking work ethics

• Lack of work experience

• Any other

After the analysis of the questionnaire 70% of employees feels that salary is the main

hurdle in recruiting candidates, as they have high expectations because competitors are

paying lucrative packages. More over 30% feel lack of work experience as a major

problem in recruiting candidates. Work experience helps to develop a learning culture in

their organization. From the chart it is quiet clear that salary which comprised 70% is a

main hurdle in selecting candidates because salary is the main attraction for the

candidates.

89
PROBLEMS WHILE SELECTING CANDIDATES

90
 . Findings

The findings from theanalysis including charts, bars, and graphs

are listed as follows:-
•The company considered portals as the most important medium
of hiring employees and then employee references are also act as
the important source of recruiting people.
•The employees consider the employee references are one of the
most reliable source of hiring the new employees and also to
some extent portals, but before hiring from portals the references
provided there are need to be confirmed as I did during my
training period.
•The most important feature in company’s recruitment
&selection policy is that we need to take in consideration the
ratio between the turn-up and line-up candidates, and after
analysis I found it most of the employees are also holding the
same opinion.
•The existing recruitment process of company is good but it has
some shortcomings that is being Covered in recommendations
and on overall the recruitment department has pressure on it.
•After analysis of the company selection procedure I found out
the company is using quite effective method of doing selection
of candidates and they always take in consideration the costbenefit ratio which is
quite important from the long perspective
of hiring employees.
•The ratio of selected candidates to joining candidates is quite
effective and highest in number as the employees being selected
are also of the view that they are analyzed properly and
effectively

91
 RESULTS

The career growth opportunity and salary package as the major reasons for joining the

company and the job prospects plays a minor role in the minds of the people. Location of

the company is given the least importance. However the company adopts various

processes for recruiting the right candidate. Actual recruitment procedure followed by the

company is by conducting written examination followed by interview which comprised

85% of my sample survey of

15 executives. But experienced candidates who have an experience of not less than 3

years have to appear only for the interview. If a vacancy arises in the certain department

the company prefers internal recruitment over external recruitment. Internal recruitment

is more desirable as it helps in building up the morale of the employees and helps in

improving their performance. There is hardly any presence of union in the organization.

The recruitment and selection procedure of the company is quite dynamic and changes

take place in the process for better result and production. The company is providing better

career growth opportunities to reduce the employee turnover ratio and to increase the

retention rate. While recruiting staff from outside the organization the company mainly

uses internet job site which is widely used nowadays. The company also recruits

candidates from professional institutions and external firms. The duration of the

recruitment and selection process at HCL varies from 6-8 weeks.

92
 LIMITATIONS

At the first, although the Limitations that I faced in the Organizations is the absence of

Trade Unions, otherwise which could have helped me in understanding the industrial

relations in a comprehensive manner.

Secondly, the Limitation that I had is the Scope of Collection of Sample Size which was

confined to only one Department, which would have other wise made my study and

observations much vaster.

Lastly, the stipulated time for the project is insufficient to undergo an Exhaustive Study

about the topic assigned and moreover the scope of the topic (Recruitment and Selection)

is wide enough, so it is difficult to cover the entire topic within the stipulated time, but

still whatever I could do towards this effect, I have done that.

93
 RECOMMENDATIONS /
SUGGESTIONS

1. After looking at and analyzing all the criteria, I have found that the company

lacks little bit in job security. The employees are also not very much satisfied with job

security. So to gain the confidence of the employees the company should improve job

security.

2. The company should Provide Salary which is comparable in the industry and also

should give adequate Attention to the problems being faced by the employees In order to

reduce the employee turnover ratio.

3. I think the company should promote more of Employee referral Schemes by

providing various incentives structures to existing employees who's Referral have got

selected, this would lead to cost cutting in the recruitment process and would indirectly

boost the morale of the employee whose referral has got selected.

4. Also as far as Choosing between the sources of Recruitment is concerned that is

Internal or External. I would suggest to HCL that for Most of the important positions it

should go for Internal job Postings and only if the company thinks that for a particular

post they require fresh ideas they should go in for external positions.

94
 CONCLUSIONS

From the analysis it is clear that the salary package and the career growth opportunities

are the major reasons for the candidate to join the company. The working environment in

the company is excellent and is up to the mark. HCL being an IT company growth

opportunities are immense. I have given various options for joining of the candidates in

the organization in the questionnaire. Also 1 got more options from the employees while

interacting with them. 16% of the employees have mentioned or pointed it out the

working environment as the reason for joining the organization. 11% talked about the job

prospects. So I can say salary package and career growth opportunity attracts most of the

employees towards an organization.

From the analysis of recruitment and selection procedure it is clear that for recruiting

employees HCL Infosystems mainly conduct written examination followed by interview.

For selection of the technical candidates they have to go through three mandatory

interviews, out of which two are technical interviews and one is the interview with the

Human Resource head. Inexperienced candidates or those candidate who have less than 3

years of experience, have to appear in written test, if individual qualify the test then only,

can proceed for interview. The candidates have to go through 3 rounds of interview, two

technical interviews and one with the human resource head.

Those candidates who have equal or more than 3 years experience does not have to

appear for the written test and can directly appear for the interview. Incase a vacancy

arises the company goes for internal recruitment. Internal Recruitment helps in building

95
the morale and motivation of the employees as they are assured that they would be

preferred in filling up vacancies at higher levels.

The main thing that I want to conclude firstly is that with the

help of analysis, feedback generated through questionnaire I

found that the company is following an effective Recruitment

and Selection process to maximum extent.

As per my study, out of the various methods of sourcing

candidates, the best one is – getting references via references and

networking. In the process, I came across various experiences

where the role of an HR and the relevant traits he finds in the

candidates were displayed. Company should focus on long term

consistent performance rather than short term. The emphasis

towards training and enhancing skills of recruiters needs to be

more and also consistent .Even though an HR manager has many

challenges to face in order to ensure that the human resource

department contributes to the bottom-line and emerges as a

strategic partner in the business, it is“ Talent acquisition”, that is

the key determining factor in how well an Human resource department contributes

towards the achievement of the overall

objective of the organization and therefore is a daunting task for

any HR manager.

96
BIBLIOGRAPHY

C.B Mamoria and S.V Gankar, "Personnel Management- Text and Cases"
2} David A. De Cenzo and Stephen P Robbins, " Personnel/ Human resource
Management-Prentice Hall India Private Limited, New Delhi -110001,2000
3) Stephen P. Robbins, "Organizational Behavior- Concepts, Controversies and
Application, Prentice Hall India Private Limited, New Delhi-110001, 1999
4) Dr C.B Gupta,"Human Resource Management-Chand and Sons

MAGAZINES / NEWSPAPERS
● Business World
● Business Times
● The Financial Express
● The Times of India

WEBSITES
● www.hclinfosysltd..com
● www.hcl.org
● www.rocsearch.com
● www.ksa-technopak.com
● www.hr.nic.in

97
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