PREFACE

The success of any business entity solely depends on how effectively

does it utilizes its optimum resources and how soon does it make
arrangements for the removal of the customer’s grievances. Moreover, the
company should always be ready to make necessary changes according
to the requirement in order to attract more customers so as to maintain a
substantial growth in the market. The topic given to me was:

“RECRUITMENT & SELECTION PROCESS”

I have tried to put my best efforts to complete this task on the basis of skill
that I have achieved during my studies in the institute.
I have tried to put my maximum effort to get the accurate statistical data. If
there is any error or any mistake in collecting the data, please ignore it.

7
 INTRODUCTION

HCL Infosystems

HCL Infosystems(“HCL”) is one of India’s leading global IT Services Company,

providing software- led IT solutions, BPO and Remote Infrastructure
Management services. Making a foray into the services domain in 1997-98, HCL
Infosystems focuses on technology and R&D outsourcing, working with clients in
areas at the core of their business. Partnerships and risk-sharing have been
integral to company’s growth. Relationships have been cemented with partners in
diverse areas such as investment banking and telecom.

Keeping pace with the industry trend, HCL has applied itself to gaining

momentum in emerging business segments such as Infrastructure Management

Services & BPO, optimizing its business portfolio. About 25% of revenues now

coming from these high growth segments of tomorrow. Product Engineering and

Technology services along with Applications & Enterprise Consulting services

contribute equally to the revenues.

HCL also has a rapidly diversifying geographic mix with Europe and Rest of the

World yielding 25% and 15% revenue, respectively. North America revenues

continue to dominate with a share of about 60%.

The company leverages an extensive offshore infrastructure and its global

network in 15 countries to deliver solutions across select verticals including

8
Banking, Insurance, Retail & Consumer, Aerospace, Automotive,

Semiconductors, Telecom and Life Sciences. For the twelve month period ended

30th June 2005, HCL Infosystemsalong with its subsidiaries had revenues of $

764 million and employed 24,000 professionals. For more information, please

visit www.hcltech.com

WHY HUMAN RESOURCE MANAGEMENT IS IMPORTANT

An organization is nothing without human resources. What is IBM without its

employees? Same is in a hotel industry. It is totally based on managing people or

manpower in an efficient way.

When we think about the million of organization that provide us with goods and

services, any one of more of which will employ us during our lifetime, often do

we explicitly consider that these organization depend on people to make them

operate? It is only under unusual circumstances, such as when clerks go on strike

at our local supermarket, or the teachers walkout from our schools, colleges or

employees working in an hotel industry, that we recognize the important role

play in making organization work.

There are some question which are listed down in order to know how important

HRM is are :

 How did these people come to be employees in an organization?

 How were they found and selected?

9
 Why do they come to work on a regular basis?

 How do they know what to do on their jobs?

 How does management know if the employees are performing adequately? If

they are not, what can be done about it?

 Will today’s employees be prepared for the work the organization will require

of them in ten, twenty - thirty years?

Management : It is the process of efficiently getting activities completed with

and through other people. The management process includes the planning,

organizing, leading, and controlling activities that take place to accomplish

objectives.

With reference to our definition, Goals are the “activities completed”. Limited

resources are implied in “efficiently”. People are those in “through other people”.

 First goals are necessary because activities must be directed toward some

end. There is a considerable truth in the observation that “if you don’t know

where you are going, any road will take you there”. The established goals may

not so explicit, but where there are no goals, there may be a need for a new

managers or no need for managers at all.

10
 Second, there are limited sources. Economic resources are scarce therefore,

the manager is responsible for their allocation. This requires not only that

managers be effective in achieving goals that are established but they be

efficient in relating output to input. They must seek a given output with a

lower input that is now being used or, for a given input, strive for a greater

output. It again depends how much the manager knows about his capacity

and how he designs his planning structure and how efficiently he gives a

better picture and utilizes it accordingly.

Managers , then are concerned with the attainment of goals, which makes them

effective, and with the best allocation of scarce resources, which makes them

efficient.

11
 The need for two or more people is third and last requisite for management. It

is with and through people that managers perform their work.

Managers are those who work with and through other people, allocating scarce

resources, to achieve goals.

12
HRM AND ITS FUNCTIONS

Human resource management is concerned with the “people” dimensions in

management. Since every organization is made up of people, acquiring their

services developing their skills, motivating them to high levels of performance,

and ensuring that they continue to maintain their commitment to the organization

are essential to achieving organizational goals.

To look HRM more specifically we suggest that it is a process consisting of four

function :-

Accusation, Development, Motivation and Maintenance - of Human Resource.

 ACQUISITION FUNCTION

The acquisition function being with planning. Relative to human resource

requirements, we new to know where we are giving and how we are giving to get

these. This includes the estimating demands and supplies of labour. Acquisition

also includes the recruitment, selection and socialization of employees.

 DEVELOPMENT FUNCTION

It can be seen along three dimensions. The first is employee training which

emphasizes skill development and the changing of attitudes among workers. The

second is management development, which concerns itself primarily with

knowledge acquisition and the enhancement of an executives conceptual abilities.

The third is career development, which is the continual effort to match long-

term individual and organizational needs. It also has a major function, it prepares

13
the employees to adopt change at any point of time. Since the scenario of the

market changes day by day it is very important for an organization to keep his

employees ready to face the change, and accordingly change in order to adapt the

change in order to sustain in this competitive market scenario.

14
 MANAGEMENT FUNCTION

The final function is maintenance. In contrast to the motivation function, which

attempts to stimulate performance, the maintenance function is concerned with

providing those working conditions that employees believe are necessary in order

to maintain their commitment to the organization.

 MOTIVATION FUNCTION

The motivation function begins with the recognition that individuals are unique

and that motivation techniques must reflect the needs of each individual. Within

the motivation function alienation, job satisfaction, performance appraisal

behavioral and structural techniques for stimulating worker performance, the

importance of linking regards to performance, compensation and benefits

administration and how to handle problem employees are renewed.

In recent years, more emphasis was given on manpower because of the change in

the society, attitude of an individual etc. etc. In a study ASID i.e. the

AMERICAN SOCIETY FOR TRAINING AND DEVELOPMENT recognized

nine are of HRM.

 Training and Development

 Organization and Development

 Organization/Job Design

 Human Resource Planning

 Selection and Staffing

15
 Personnel Research and Information Systems

 Compensation/Benefits

 Employee Assistance

 Union/Labour Relations

The outputs of this model are :

 Quality of Work Life

 Productivity

 Readiness to Change

16
 HRM MODEL

Training and
Development
- Focus is on
identifying and
assessing

Union/labour Organization
Relation Development
Focus : Assessing  Focus : assessing
healthy healthy inter
union/organization relationship as bell
relationship. as intra
 
Employee - Quality of work Organization/Job
Assistance Focus : life Design.
Providing personal
problem solving,  - Productivity  Focus : defining
- Readiness to how tasks, authority
canceling to and system will be
individual change
organized
employees
 
Compensation and Human Resource
Benefit Planning :
Focus : Assessing Determining the
compensation and origins major HRM
benefits  needs strategies and
policies

Personnel Selection and Staffing
research and :
information Focus : Matching
systems people and their career
Focus : assuring a needs and capabilities
personnel with join and career
information base path
From the above introduction about Human Resource management, it has been
pretty clear that how important is human resource and its allocation. Again it

17
depends on human resource planning. So the next question which arises is what is
Human Resource Planning?

HUMAN RESOURCE PLANNING

It is one of the most important and essential programme of Human Resource

Management.

Human Resource Planning is the process by which an organization ensures that it

has right number of people, right kind of people, at the right places, at the right
time, capable of the right places, at the right time, capable of effectively and
efficiently completing those tasks which will help the organization to achieve its
overall objectives as well as goals. Human Resource Planning then, translation
the organization’s objectives and plans into the number of workers needed to
meet those objectives. Without clear-cut planning, estimation of organization's
human resource need is reduced to more guesswork.

Of all the “MS” in management (the management of materials, machines,

methods, money, motive power), the most important is “M” for men or
manpower. Manpower is a primary resource without which other resources like
money, machines materials can not be put to use. Even in the age of computer and
Robert it requires human resources to execute it and plan further improvement. It
is the most valuable asset of an organisation.

If people of poor caliber are hired, nothing much can be accomplished and
Grasism’s law will work the bad people will drive out the good car cause them to
deteriorate.

Organisation of men for managing a purpose is age-old, even though, this science
of management is yet in a developing stage especially in developing countries.

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Effective utilisation of manpower resources is the key note of manpower
management. Ever since the factory system, production managers have devoted a
great deal of time and effort to the physical organisations of the industry. During
the nineteenth Century the average employer in their efforts to reduce costs
centralised their attention upon management of men and machines. Man
management is basically concerned with having right type of people available as
and when required and improving the performance of the existing people to make
them more productive on their job.

Recruitment forms the first stage in the process which continues with selection
and ceases with the placement of the candidates. It is the next step in the
procurement function, the first being the manpower planning. Recruitment makes
it possible to acquire the number and types of people necessary to ensure the
continued operation of the organisation. Recruiting is the discovering of potential
applicants for actual or anticipated organisational vacancies. In other words, it is a
linking activity bringing together those with jobs and those seeking jobs.

It’s purpose is to pave the way for the selection procedures by producing, ideally
the smallest number of candidates who appear to be capable either of performing
the required tasks of the job from the outset, or of developing the ability to do so
within a period of time acceptable to the employing organisation. The smallest
number of potentially suitable candidates can in theory, of course, be any number.
The main point that needs to be made about the recruitment task is that the
employing organisation should not waste time and money examining the
credentials of people whose qualification do not match the requirements of the
job. A primary task of the recruitment phase is to help would be applicants to
decide whether they are likely to be suitable to fill the job vacancy. This is clearly
in the interest of both the employing organisation and the applicants.

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SCOPE OF THE STUDY :

At this point we are nor concerned with desirability of recruitment process since it
can not be avoided. Instead our concern is focussed of those questions like
recruitment for what purpose. On what basis should it be written down and saved
or not? If saved for ever or for a year or two? These are issue to be argued and
these are the elements that make manpower planning ground or bad, effective or
ineffective.

SIGNIFICANCE OF STUDY :

Without focussing the pattern of management, organisation philosophy highlights

on achieving a surely where all citizens (employees) can lead a richer and fuller
life. Every organisation, therefore, strikes for greater productivity, elimination of
wastes, lower costs and higher wages, so the industry needs a stable and energetic
labours force that can boast of production by increased productivity. To achieve
these objectives a good recruitment process is essential. By which industry strikes
right number of persons and right kind of persons at the right time and at right
places through and the planning period without hampering productivity.

PURPOSE OF THE STUDY :

The objective of the study is to analyse the actual recruitment process in HCL ,
and to evaluate how far this process confirm to the purposes underlying the
operational aspects of the industry. How far the process is accepted by it ? And
what are the options of the family members of the organisation? The study on
recruitment highlights the need of recruitment in HCL InfosystemsLimited.

20
METHODOLOGY :

The study is carried on in a proper planned and systematic manner. This

methodology includes
(i) Familiarization with the organisation.
(ii) Observation and collection of data.
(iii) Analysis of data.
(iv) Conclusion and suggestion based on analysis.

HYPOTHESIS

The organisation follows a systematic recruitment process, which contributes

towards continuous flow of production without shortage or excess of labours.

SAMPLING

The study covers 10 executive, 20 employees from different departments/

sections of HCL as sample in order to elicit relevant facts. Since it is not possible
to approach each and every manpower of the organization.

UNIT OF STUDY:

An executive and a worker irrespective of their position and placements in any of

the departments of the organization is considered as unit of study.

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SOURCES OF DATA COLLECTION:

The primary as well as the secondary sources was used for collection of data. In
primary source of data collection the interview schedule and questionnaire and
opinion survey were used and in secondary source of data collection relevant
records, books, diary and magazines were used. Thus the source of data collection
were as follows:

SOURCE OF DATA COLLECTION

PRIMARY SECONDARY
1. Interview schedule 1. Diary
2. Questionnaire 2. Books
3. Opinion Survey 3. Other records
4. Magazines

The investigator used structural interview schedule, questionnaire and opinion

survey for collection of data from primary source. Interview schedules were used
for workers clerical, category and questionnaires were used for supervisory and
executive cadre and opinion survey was used to know the technology,
perceptions, thoughts and reactions of the executives, employees/workers and
trade union members of the organisation.

The investigator used the secondary source like diary, books, magazines and other
relevant records for collection of data to know about the industry as well as the
respondents.

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TABULATION, ANALYSIS AND INTERPRETATION:

After completion of data collection the editing of the responses go obtained was
done. This edited data further codified and code book was prepared. On the basis
of these tables the data were interpreted and analysed and conclusion was drawn.

LIMITATIONS:

Every scientific study has certain limitations and the present study is no more
exception. These are: -

1. Interviewing of the executive of top echelon position who are making

recruitment is busy in the Organisation State of affair. So it is not possible to
contact all of those every busy executives.

2. The terminology used in the subject is highly technical in nature and creates a
lot of ambiguity.

3. Confidentiality of the management is the strongest hindrance to the collection

of data and scientific analysis of the study.

4. All the secondary data are required were not available.

5. Respondents were found hesitant in revealing opinion about supervisors and

management.

In spite of all these limitations, the investigator has made an humble attempt to
present an analytical picture of the study with some suggestion for the long run
implementation.

23
 ABOUT HCL

In the early 70s, a group of young, enthusiastic and ambitious technocrats

embarked upon a venture that would make their vision of IT revolution in India a

reality. Shiv Nadar and five of his colleagues got together and in 1975, set up a

new company called Micro comp. To start with they decided to capitalize on their

marketing skills. Micro comp marketed calculators and within a few months of

starting operations, company was outselling its major competitors. In 1976, Micro

comp approached UPSEC (Uttar Pradesh State Electronics Corporation) for help

to set up a computer company. Impressed by their technical and marketing

competence, UPSEC agreed to set up a joint venture.

On the 11th of August 1976 Hindustan computers Limited was incorporated as a

join venture between the entrepreneurs and UPSEC and with an initial equity of

Rs. 1.83 lakhs.

HCL InfosystemsLimited (HCL) has now become India’s one of the big

technology integration company. Over the years, HCL Infosystemshas positioned

its business operations to fulfill its vision statement: ‘Together we create

enterprises of tomorrow’. The overarching theme for the company’s swift

progression into the software and services arena, in India and globally, is

evolving. Signifying a state of constant growth, the evolve theme is visible in the

many ways that HCL Infosystemshas undergone a metamorphosis into becoming

a complete IT solutions company.

24
The menu of HCL Infosystemsglobal services broadly covers IT consulting and

professional services in the area of vertical applications, technology integration,

ERP implementation and software development. This also includes a complete

portfolio of systems and network services for development. This also includes a

complete portfolio of systems and network services for Facilities Management,

Helpdesks, Systems Supports and network and Internet Implementation. HCL

Infosystems’ global customers include Samsung, Government of Singapore, and

AMAL insurance Jurong Port in Singapore and

Malaysian’s BSN commercial bank, SIA, DBS bank, Maybank life assurance

charted semiconductors, Asia Matsushita and Shell Malaysia. Some of its global

customer in the government sector is Inland Revenue authority of Singapore, civil

aviation authority of Singapore, Singapore power, ministry of education, health

and national development, telecom authority of Singapore and penang state govt.

HCL Infosystems’ chosen platform of total technology integration lends itself to

some very significant alliances with the global leaders. Among its partner are HP

for high end AISCE/UNIX services and workstation and HP Open view network

management solution; Intel for PC and PC server building blocks;

Microsoft,novell and SCO AG solutions; Red hat ;Linux; Samsung; Pivota for

CRM solution and ORACLE Sybase and Informix for RDBMS platform.

25
INDIAN HARDWARE INDUSTRY
AND

HCL INFOSYSTEMSLTD.

The Indian IT and Electronics market in 2004-05 was worth US$ 32.9 billion of

which US$ 19.7 billion consisted of software. Electronics and IT hardware

production stood at US$ 13.2 billion. Some 4,100 units are engaged in electronics

production manufacturing goods as diverse as TV tubes, test and measuring

instruments, medical electronics equipment, analytical and special application

instruments, process control equipment, power electronics equipment, office

equipment, components etc. Market researcher IDC estimates that the market-

value estimate over next 3 years for hardware products is Rs.79,000 crores

The Indian electronics and hardware industry has been lagging behind the

impressive performance of the software sector. Most of the hardware

requirements of the burgeoning software and telecom sectors are met by imports

which are about 25%.

The Ministry of Information Technology, Govt. of India has estimated that the

total requirement of hardware and components by 2008 would be in range of US$

160 billion and the investment required in the manufacturing facilities would be

US$ 16 billion. NASSCOM, the leading IT industry body estimates that to

achieve a software export target of US$ 87 billion in 2008, the hardware

requirement would be US$ 50 billion. By far the most comprehensive study was

carried out by Ernst & Young in association with MAIT, the hardware industry

body in 2002. It estimates that given the right incentives, India's electronic

26

i. e x e
hardware industry has the potential to reach US$ 62 billion by 2010, twelve times

its existing size with the domestic market accounting for US$ 37 billion and

exports of US$ 25 billion. The major export opportunities would be in the area of

innovative new products, contract manufacturing and design services. This shows

that there are large opportunities for Indian companies to increase their strength

and grave these opportunities for future growth. HCL InfosystemsLtd is one of

those companies which are working to increase their network and making

innovative new products.

HCL InfosystemsLtd. is currently engaged in selling manufactured hardware (like

PCs, servers, monitors and peripherals) and traded hardware (like notebooks,

peripherals) to institutional clients as well as retail channel partners. Besides, it

offers hardware support services to existing clients through annual maintenance

contracts, net work consulting and facilities management.

In 2002-03, HCL’s total hardware turnover was Rs. 10.97 billion, higher by

around 24% over the corresponding figure for 2001-02. Of this, manufactured

hardware constituted 60%, traded hardware 32% and hardware support services

9%. The company’s reported operating margins in 2002-03 (including six months

of OA, telecommunication and software businesses) increased to 6.7% from 5.9%

in 2001-02, primarily because of better margins in hardware. While average

material costs declined in 2002-03, the company was able to retain a part of the

margins in its product realizations. Better margins in hardware resulted in the

return on capital employed (ROCE) from hardware increasing from 11.9% in

2001-02 to 25.6% in 2002-03.

27
In the domestic home PC organized sector, HCL Infosystemsis the market leader.

Other players include Zenith Computers, IBM, Sun Microsystems, Wipro,

Hewlett Packard. Assembled personal computers have a large presence in the

domestic home PC market, accounting for a chunk of the total sales.

The overall market for desktop personal computers registered a 28.2 percent

growth during calendar year 2004 as compared to the previous year. What is

significant is that branded PCs continue to make impressive gains against the gray

market. According to IDC, the share of branded PCs grew from 36.2 percent in

2003 to 49.2 percent in 2004, registering an impressive growth rate of 74.3

percent. Interestingly, the gray market remained flat, registering a growth of 2.2

percent, while the total desktop PC market registered a growth of 28.2 percent.

According to IDC, the recent re-surfacing of finance-based purchase options had

an accelerating effect on the consumer desktop market, which is already

witnessing a consistent drop in end-user prices for both the branded and

unbranded PC segments. Among the vendors, HCL Infosystemsemerged as the

market leader with a share of 13.7 percent. The company registered a 91.4

percent growth during 2004 as compared to the previous year. HP followed HCL

with a market share of 11.9 percent. HP too grew at a blistering pace registering a

growth rate of 73.03 percent. IBM is in the third place with a market share of 6.2

percent.

IDC is not the only research firm confirming the signs of robust growth. Gartner,

in a recent report, states that the Indian desktop market grew by 31.5 percent in

2004. Says Vinod Nair, Analyst, Computing Systems, Gartner India, “Peaking

28
business confidence based on strong economic growth catalyzed PC purchases in

both consumer and corporate segments throughout 2004.”

While every research firm has given different figures, one thing is common—the

PC market is booming at double-digit growth rates. MAIT (Manufacturers

Association of Information Technology) estimates that the desktop PC market

grossed 17.1 lakhs units in the first half of fiscal 2004-05, registering a growth of

37 percent over the same period

of the previous fiscal. With the Indian economy booming, MAIT estimates that

PC sales will touch the 40 lakhs mark in fiscal 2004-05.

The buoyancy in PC sales can be attributed to increased consumption by

traditional industry verticals such as telecom, banking, financial services and

insurance, BPO, manufacturing and government. Consumption also increased in

non-traditional sectors such as education, retail outlets and self-employed

professionals.

In future, HCL’s hardware sales to the institutional segment are likely to remain

stable, with sustained hardware spending by all the verticals, especially the

banking and financial services sector. Besides, in retail hardware sales, a

continued reduction of price points, facilitated in part by the recent reduction in

excise duties on PCs, is likely to reduce the price advantage of the small

assemblers, and augur well for branded PC manufacturers like HCL. In the

medium term, HCL’s margins, despite its sales tax advantages, may be affected

29
 by the likely removal of duty protection on manufactured PCs from the year

2005.

Current Market Share of various IT players in over all Desktop Market in

2004

Vendors Units Market Units Percentage of Units Year-on-Year Growth

(2003) share(percent) (2004) Shipped (percent)
232,16
HCL 9.2 4,43,535 13.7 91.04
9
221,96
HP 8.8 3,84,058 11.9 73.03
4
132,58
IBM 5.3 1,98,973 6.2 50.8
2
Source : IDC India

Total desktop market

Units Percentage of Units Units Percentage of Year-on-Year
(2003) Shipped (2004) Units Shipped Growth(percent)
Branded 911,403 36.2 1,589,016 49.2 74.3
Grey 1,608,752 63.8 1,643,694 50.8 2.2
Total 2,520,155 100 3,232,710 100 28.2
Source : IDC India

30
 MARKET SHARE OF BRANDED PC DURING CALENDER YEAR
OF 2004

ZENITH HCL
13
WIPRO % HCL
HP
8 34
IBM
% %
WIPRO
ZENITH
IBM
15
%
HP
30
%

From the above figure we can clearly see that HCL emerged as the clear winner

among the branded PC companies with 34% or 13.7% of market share followed

by 30% or 11.9 % of market share by HP. IBM was third in the race with only

15% or 6.2% of market share of branded PC computers. Along with becoming

the market leader in branded PC HCL Infosystemsalso became 1.3 Billion

Dollar company in April 2006.

31
SUCCESS STORY

Vision, bravado and grit have seen HCL evolve from a dream of eight youngsters

in 1977 to the country's top IT group today, with revenues closing in on Rs 5,000

crore

1975: Six young men get together over a cup of coffee and snacks. The

conversation veers from cars and travel to jobs, career and the future. Since they

all work together, its only natural that they talk shop. They also explore the

possibility of starting a company of their own-one rooted in values, directed at

creating a market for its products in a segment hitherto unexplored, hardware.

Microcomp is born. The initial investment-all their savings, making up seed

capital of Rs 1.87 lakh.

"Six of us, all with DCM, wanted to start a computer company. But we didn't

have enough funds. We decided, therefore, to settle for a close second-we set up a

calculator company, Microcomp. We were, of course, working our way upward,

towards creating a computer company, till someone informed us that we would

need a license for the same. The Uttar Pradesh government was offering an open

license of this nature around that time. We acquired it and created Hindustan

Computers Ltd (HCL). The name itself had a reason behind it-it denoted

largeness, it was Indian, it was patriotic, it was perfect… Two more of our friends

joined us later to set up Hindustan Computers in August 1976-that took the

number of people who started HCL up to eight," remembers Ajai Chowdhry, one

of that original group of eight and now President and Managing Director of HCL

32
Infosystems.

"We dreamt of working in an industry that would revolutionize businesses, an

industry that gave everyone an equal chance to succeed… We also knew we

wanted to dominate it. Through these years, we have retained our number one

position and sustained our growth. The one business strategy that has dominated

and been at the core of our business is constant adaptation and renovation. We

have also developed new paradigms for new opportunities," adds Shiv Nadar,

Chairman of HCL Infosystems.

A teething problem faced by the company-getting imports through. The

regulations and laws of the time did not allow the import of technology.

Components and sub-assemblies, however, could be imported. "The latter was a

very expensive affair. This led to a sharp focus on in-house design. The first

product we came out with was targeted at the engineering research market-Micro

2200, based on a 4-bit microprocessor from Rockwell," says Chowdhry. With

Micro 2200, orders poured in for HCL. "We had no products, and we couldn't

simulate them, so we had to create a bread-board model. We actually had people

coming to us and looking at these models and placing orders-they believed in us!"

The deadlines were tough, but they had to be met, or the orders would fall

through. The first deadline was March 31, and everyone worked night and day for

weeks. The final delivery date-March 27. "I remember a particular instance. After

setting up of HCL (Chennai), we were flooded with orders, especially from IIT

33
Chennai. I personally went to the airport in my old Fiat and delivered the units

personally to the IIT professors," recalls Chowdhry.

When MNCs weren't popular

If we tabulate the history of Indian business, 1977 will go down as a "funny"

year. It was in 1977 that the Janata Party government came to power. Among

their first actions on the commerce front-asking IBM and Coke, among other

multinational companies, to either increase the component of Indian holdings or

move out. They moved out. "That was a stroke of luck for us," says Chowdhry.

"We created an eight-bit computer, our first usage of Intel architecture. We went

and sold that to lots and lots of companies, among them a cement company that

used four floppies to manage the payroll of all its 3,000 companies."

Three years later, in 1980, HCL became a Rs 2-crore company. "We decided to

expand overseas and entered the Singapore market, armed with some expertise in

hardware and targeting the SME market. However, once there, we realized that

the demand was more for solutions, not so much for boxes. We set up a software

factory in Chennai-we would go to customers and tell them we would do

everything-make the box, write the software, train the staff, maintain the

equipment, the works… And we had to do $1 million in orders out of Singapore

between August 1 and December 31, 1980. That was the make or break point-less

than that and we wouldn't have the cash flow to run the company." In the nick of

time is how things worked out-HCL Singapore managed that figure on the

morning of December 31.

34
HCL Group: How the Dream has Evolved

1975 Shiv Nadar and five colleagues start Microcomp

1976 HCL promoted with startup capital of Rs 1.83 lacs (US$ 3826.85)

1980 HCL's first transnational venture, Far east Computers, established in

Singapore

1981 Set up NIIT, India's first private sector IT education institution.

1985 HCL America established with headquarters at Sunnyvale, California

1991 HCL and HP, USA agree to enter into a partnership to form HCL HP

1994 HCL Tech formed as separate software company

1996 Joint venture with James Martin & Co. and Perot Systems Corporation

1997 HCL Tech incorporated in UK, Germany, France, Sweden, Belgium, Italy

and Switzerland

1998 Operations started in Japan, Hong Kong, Australia, and New Zealand

1999 Initial Public Offering made by HCL Tech Formation of Global Board of

Directors and Advisory Board. Audit, Compensation and Related Party

Transaction Committees set up Implementation of 'Glocal' Management Concept

2000 Large deals with Bankers Trust, KLA and GTech

2001 Acquisition of Deutsche Software Acquires Ireland-based BPO firm, Apollo

Contact Centre HCL Enterprise Solutions formed as a joint venture with

Computech Corporation, Inc, USA

The Singapore experience taught the founders a lesson-designing and

manufacturing products in India and selling them overseas was akin to walking a

tough and profit-less path. "This was when we decided to walk the software

35
integration road. We created the integration database, much before Intel... but we

killed it! We were so naïve, we killed a product line like that," says Chowdhry.

In 1984, the new computer policy was coined and standards were put in place.

This saw a major move by banks toward the Unix platform. "A few companies

approached us and we decided to launch the personal computer in India. We had

three weeks to do this. Our people flew all over the place, including Taiwan and

Bangkok, and brought back PCs. We took them apart, studied them and got into

manufacturing mode. We launched our PC in three weeks. And that, incidentally,

how Busybee was born," says Chowdhry.

A turning point came in 1989, just when the PC and software integration business

was chugging along smoothly. McKenzie & Company approached HCL and

offered to carry out a study for HCL, entitled HCL's Entry Into America. "We

told them we were too small and couldn't afford them. They did a project for us

anyway, and refused to charge us any money," says Chowdhry. When the

findings of the study were presented to the top brass at HCL, the company moved

into the US market-HCL America was born. "We marked the entry into the US

market with hardware. We had no environmental clearances and fell back. We

could not deliver as promised. Our entry strategy was right, but the product

wasn't. We were in big trouble-our overheads were high, we had no revenues…"

Unix to the rescue

It was the US reversal that made HCL look at newer avenues, and a path that

would lead to more revenues. "That is how our software strategy was born, and

we capitalized on our Unix strengths. Around this time, we were in talks with

36
Hewlett-Packard for a joint venture. We were also working on Apollo, and HP

bought out the product. About the same time as out foray into the US, we tied up

with HP. At that time, HP was smaller than the behemoth it is today, but it still

boasted global expertise. And that was something we wanted," says Chowdhry.

However, HP asked HCL to close down its RISC and Unix R&D setup.

Unwilling to down shutters on a going and profitable effort, HCL created a new

opportunity out of the situation-HCL Consulting was set up and the said works

were moved in to this new company. "We had our people working at the HP

research centers, taking in all of the technologies. This was a great learning period

and had a mushroom effect subsequently, when HCL Consulting turned into HCL

Technologies," says Chowdhry. And along the line, HCL Infosystemswas also set

up. Chowdhry remains upbeat on the company he runs on a day-to-day basis,

HCL Infosystems-despite the predicted flat growth in the current year.

HCL Insys focuses on the domestic products and software businesses and its main

areas of operations are:

-Products & System Integration: PCs, Phones, EPABXs, SI.

37
HCL’S OFFERINGS IN INFO-PROCESSING PRODUCTS

HCL’s Offerings in Info-Processing Products

Channel Sales
Home & Support Small Business

 Beanstalk Media Centre - Channel Sales & Support

Entertainment PC
 NetManager - Intel
 Beanstalk - India’s first  Infiniti PCs- India’s
Servers
Home PC Largest installed PC
 BusyBee -
India’s First
 Global Line - Intel Servers for
 EzeeBee - Desktop (‘86)
Enterprise applications
HCL’s Low Price PC  Networking
 Excel Line - AMD Servers Products
 Indic PC  Toshiba Laptops
 Infiniti Storage products

Security products  Monitors

 Keyboards
 Thin Clients Direct Sales & Support
 Cabinets & Racks
Sun Servers &
Workstations Enterprise  Information Kiosks

38
HCL Advantage

HCL Infosystemsdraws it's strength from 27 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 and

support capability to service the needs of the customers.

The last 27 years apart from knowledge and experience have also given continuity

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

HCL.

Our strengths can be summarized as:

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

- Long standing relationship with customers

- Pan India support & service infrastructure

- Best-vale-for-money offerings

Technology Leadership

HCL Infosystemsis known to be the harbinger of technology in the country. Right

from our inception we have attempted to pioneer the technology introductions in

the country either through our R&D or through partnerships with the world

39
technology leaders.

Using own R&D HCL has:

- Created own UNIX & RDBMS capability (in 80s).

- developed firewalls for enterprise & personal system security.

- launched our own range of enterprise storage products.

- launched our own range of networking products.

HCLI strive to understand the technology from the view of supporting it post

installation as well. This is one of the key ingredients that go into strategic

advantage.

HCL Infosystemshas to its claim several technology pioneering initiatives.

Some of them are:

- Country's first DeskTop PC - BusyBee 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

MANUFACTURING

HCL's computer hardware manufacturing plant is strategicaly located in the

Union territory of Pondicherry. Situated 165 kms south of Chennai on the coast of

the Bay of Bengal with proximity to Chennai Air/Sea port, special policies for

Industises of local Govt, , Inland Container Depots, attractive power and labour

rates - makes Pondicherry an ideal place for business.

40
Started in 1996 - with only Unit 1 - it now has 3 Units (Unit 1,2,& 3) with a built

up area of 3,23,000 sq. ft., PMO has a monthly capacity to make 50,000 desktops

and 2000 servers. The infrastructure is state of the art , one of the best & largest in

India.

All 3 factories are ISO 9001:2000 and ISO 14001 certified. PMO was also

Awarded MAIT Level 2 - by European Foundation for Quality Management in

the year 2001 . HCL was also awarded ELCINA's (Electronic Component

Industries Association) Quality Award for the year 2002- 2003

PMO also has Product Engg Group (PEG) and R&D teams constantly engaged in

developing new products and solutions.

Driven by a strong Manufacturing Objective

"WE SHALL DELIVER DEFECT-FREE PRODUCTS, SERVICES AND

SOLUTIONS TO MEET THE REQUIREMENTS OF OUR EXTERNAL
AND INTERNAL CUSTOMERS, THE FIRST TIME, EVERY TIME."

All processes in the manufacturing are aligned to this guiding objective . A strong

emphasis of "Quality by Process" is ensured across all processes. The products

manufactured here undergo stringent tests that ensures their ruggedness &

durability , which may be deployed anywhere in India and may have to face

severe conditions like - heat , humidity , rough transportation & handling .Our

41
products undergo drop tests , hot & cold temperature chamber , client-site

simulation tests , reliability tests et al .

Computers are shipped to locations all over India with an extensive network of

professional logistic support partners.

There is also a Customer satisfaction cell, in plant, to take care of problems

reported from field.

Customers, sales & marketing, support personnel, dealers & distributors are

encouraged to visit the plant to see, for themselves, what all goes in making a

quality computer system.

Philosophy of Quality

"We deliver defect-free products, services and solutions to meet the

requirements of our external and internal customers, the first time, and every

time."

To exist as a market leader in a globally competitive marketplace, organizations

need to adopt and implement a continuous improvement-based quality policy.

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

quality in all its endeavors.

HCL INFOSYSTEMSbelieves 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.

42
Over the last 20 years,HCL has adapted to newer and better Quality standards that

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

employee satisfaction.

QUALITY AT HCL INFOSYSTEMSLTD.

The history of structured quality implementation in HCL Infosystemsbegan 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).

And 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. We were certified for ISO 9002 by BVQI in 1994 and re-

certified in 1997 to ISO 9001-2000 (for Design & Manufacture of Personal

Computers, Business Servers, Work Stations and their Associated Sub-

Assemblies).

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

on Philip B. Crosby's methodology of QIPM (Quality Improvement Process

Management). This model was selected to because it considered the need and

commitment by an organization to improve but more importantly, the individual's

need towards better quality in his personal life.

Under our Quality Education System program, we train our employees on the

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

undertaken by employees, whereby process deficiencies and bottlenecks are

identified, and Corrective Action Projects (CAPs) are undertaken. This reduces

43
defect rates and improves cycle times in various processes, including personal

quality.

HCL has received MAIT's 'Level II recognition for Business Excellence' for initiatives in

the Information Technology Industry, adding another commendation to progress.

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

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

competitiveness.

Our certifications / awards in 2003 include ISO 9001-2000 certification by BVQI for

Infostructure Services (for Consultancy, Implementation, Support, Audit &

Management Services for Information Technology Solutions in the domain of

Networking, Security, Facilities Management and System Integration) and award

of First Prize by ELCINA (Electronic Component Industries Association) for Quality,

2002-03. The ELCINA award criteria considers two aspects. (1) Enablers

(Leadership & Management commitment, Resource Management, Product

Realisation, Measurement Analysis & Improvement) and Results (Product

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

The tryst for continuous quality improvement is never-ending in HCL. HCL

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

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

customers to serve their customers better.

CUSTOMER SATISFACTION
One of the cornerstones of strategy has been a very strong customer focus. 27

years of experience in servicing a varied range of customer requirements has

given domain knowledge of customer's business. As a result of this it is able to

44
provide exact solution to customers' needs. During these years they have been

able to cement their relationship with customers and gaining their trust and

confidence as well.

Today for desktop PC, they have more than 8 lakh units installed units. HCL

enjoy considerable market share in segments like Government, Banking &

Finance and Education & research.

SUPPORT SERVICES

HCL InfosystemsService Support infrastructure is one of the widest in the

country. No matter where you are, there's an HCL Service Centre near by.

Products are backed by an extensive direct support infrastructure spread across

170 locations nationwide which offer 24 x7 support offering for critical sites.

Channel strength is a balanced mix of retail outlets, resellers & distributors. It was

strong focus on distribution network that led HCL in devoting few brands

exclusively for channel. They are - Beanstalk, BusyBee, Netmanager (servers),

and recently launched EzeeBee. Today distribution network helps it take a varied

product range to customers in every nook & corner of the country .The product

range includes DeskTop PCs, Servers, Laptops & Pocket PCs.

45
 CONCEPTUAL FRAME WORK OF RECRUITMENT
PROCESS
Human resource Management classically pertains to planning; recruitment,

selection, placement, induction, compensation, maintenance, development,

welfare etc. of Human Resources of any organisation to enable the organization to

meet its objective while also enabling the human resources to attain their

individual goals.

As is evident from the definition of the concept the entire theme revolves

centrally around human resource and its role in enabling simultaneous satisfaction

of individual and organizational goals.

The immediate conclusion that follows from this is that the prime movers of the

organisation are the individuals. The process of bringing employees into the folds

of organisation is termed as recruitment and can be unambiguously treated as the

central pillar for foundation stone of the entire concept of human resource

management.

It is easy to see why recruitment has accorded such a high position out of the

various facets of human resource management. The reason is simply that unless

one has human resource in the organisation whom will the human resource

managers manage or whose energy will they channalise productively and

usefully.

46
Keeping this idea into mind this Projects is an attempt to study various options

that are available both theoretically as well as practically for an organisation to

launch itself into the task of recruitment.

The entire report is divided into various sub-sections which appear in a

chronology of events that are steps in the process.

DEFINITION

The success of and organisation largely depends upon the Team of the skilled and

qualified human resources who are chosen out of number of applicants for the

job. It is the primary duty of the HRD department to procure and maintain an

adequate qualified working force of various personnel necessary for manning the

organisation.

Procurement function of personnel Department includes three major sub-

functions- (A) Recruitment; (B) Selection: and (C) Placement on the job.

Recruitment is the positive process of employment. The process of Recruitment

is to identify the prospective employees, attract, encourage and stimulate them to

apply for the job, Interview the eligible and select them for a particular job in the

organisation.

47
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 selection of an efficient working force.

------------Yoder

48
OBJECTIVES
1. To structure the Recruitment policy of HCL InfosystemsLimited for different
categories of employees.

2. To analyse the recruitment policy of the organisation.

3. To compare the Recruitment policy with general policy.

4. To provide a systematic recruitment process.

SCOPE OF RECRUITMENT
It extends to the whole Organisation. It covers corporate office, sites and works
appointments all over India.

It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management

and Senior Management cadres.

49
CATEGORICALLY CLASSIFICATION OF EMPLOYEES OF
HCL

CATEGORY I All workmen, All Assistants (Accounts, Stores, Field),

clerk, Typist, Steno-Typist, Stenographer, Computer
Operator.

CATEGORY II Accountant, Store keeper, Supervisor up to the level of

Officers, Designer, Jr. Engineer, P.A, Sr. P.A, EDP
Programmer up to officer, Admin./ personnel / HRD
officer, Inspector.

CATEGORY III Secretary, Executive Secretary, Management Trainee, Asst.

Engineer, Engineer, Sr. Engineer, Sr. Programmer, Sr.
Officer, Asst. Manager, Dy. Manager, Manager, Sr.
Manager, Works Superintendent.

CATEGORY IV AGM, DGM, GM, SR. G.M.

CATEGORY V VP & above.

50
 ORGANISATION STRUCTURE OF
HCL
A brief introduction to Divisional / Departmental heads.

CHAIRMAN AND MANAGING DIRECTOR:

CMD holds to most position in the organisation. He is the owner of the

Company. He guide the functional heads to smoothen their activities. It is the
key position in the organisation.

DIRECTOR OPERATIONS:

He is the overall incharge of P&A, HRD, Systems, TQM and Critical Issues.

GM-PRODUCTION:

He is the overall incharge of works. He is directly involved in production

planning. He formulates various policies for betterment of the product. He issues
guidelines to Production Department and Quality Control Department for
implementation of the policies.

VP-FINANCE:

He is directly involved in finance matters and finance policy. He is also involved

with personnel department for wages compensation, salaries and other financial
benefits.

AGM- PERSONNEL & ADMINISTRATION :

He is the overall incharge of personnel, Administration and Industrial Relations

of the group and also oversees the HRD activities.

SR.MANAGER-CORPORATE HRD:

HRD Department is responsible for better utilisation of manpower through

Recruitment’s, Selections, Training, Development, Retention and Welfare of the
group. It is involved in policy formation and its implementation.

VP-MHD:

He is the profit center head of the Material Handling Division. He is responsible

for Design and Projects Execution.

51
VP-BUSINESS DEVELOPMENT:

He is the main source of Business Procurement to MHD.

SR.GENERAL MANAGER

He is responsible for marketing, Design, Estimation and Projects Management.

52
 RECRUITMENT PROCEDURE IN HCL

Human resource is a most valuable asset in the Organisation. Profitability of the

Organisation depends on its utilisation. If their utilisation is done properly
Organisation will make profit otherwise it will make loss. If a good dancer
appointed as a Chief Executive Officer of a Company, he may not run the
business. So right man should be procured at right place in right time, otherwise
their proper utilization may not be done. To procure right man at right place in
right time, some information regarding job and job doer is highly essential. These
information are obtained through Job Analysis, Job Descriptions, Job
Specifications. HCL procure manpower in a very scientific manner . It gets
information by use of these important documents like Job Analysis, Job
Descriptions and Job Specifications. Without these recruitment may be
unsuccess. Before recruit a person all information regarding job, working
conditions, duties and responsibilities of job doer, Skills experiences
qualifications of an employee to do the particular job is highly essential. To
obtain the pertinent information regarding job, duties, responsibilities, working
conditions, skill efficiency, education and experience of the employee, HCL, gets
the help of Job analysis, job description and job specifications.

53
 JOB ANALYSIS FORM OF HCL INFOSYSTEMSLTD.

Job Title………………………………….…… Date……………………………

Code No…………………………… …… Location ………………………..
Department…………………………………… Analyst………………………….
Reason for the job …………………………… Supervised.. ……………………
Wage or salary range…………………………………………………

Relation to other jobs: Promotion from……….. Promotion to…………………..

Job summary:
Work performed:………………………………………………………
Major duties :……………………………………………………….
Other tasks :…………………………………………………………
Equipment/Machines used:…………………………………………….
Working Condition……………………………………………………

Skill Requirements:
Education: (Grade or Year)
Training :
Job experience : (a)Type of experience……………………..
(b) Length of experience……………………
Supervision : (a) Positions supervised…………………….
(b) Extent of supervision…………………..
Job knowledge : (a) General ……………………………
(b) Technical………………………………
(c) Special…………………………………………
Responsibility : (a) For product and material …………………….
(b) For equipment and machinery………………
(c) For work of others………………………….
(d) For safety of others……
Physical Demands : Physical efforts
Surroundings
Hazards
Resourcefulness

54
 JOB SPECIFICATIONS FORM OF HCL

Job Title : Drill Operator Department………………………

Job Code …………………… Date……………………………..

REQUIREMENTS

1. EDUCATION : Ability to read and understand production orders and to

make simple calculations. Preferably High School Certificate.

2. TRAINING AND EXPERIENCE: No special training required . Requires one

month experience to learn job duties and to attain acceptable degree of
proficiency.

3. PHYCIAL EFFORT: No special physical effort is required.

4. MENTAL SKILL: Requires reasoning to interpret instructions and drawings

and productions orders. Must be able to concentrate when operating.

5. SUPERVISION : Routine checking and no close supervision required. Specific

but no detailed instructions.

6. Responsible for own work only. Only routine responsibility for safety of
others.

PROCEDURE OF RECRUITMENT

Following process of Recruitment has been followed in HCL .

1. REQUISITION
1) For new requirement or for replacement a manpower the given requisition
format is to be filled up by Head of the Division/Department and forwarded to
HRD after obtaining MD’s approval.

55
 INTERVIEW SCHEDULE
Date:
Venue:
Position:

NAME OF THE CANDIDATE TIME REMARKS

INTERVIEW CALL LETTER

Date ----------------
Dear Sir,
“___________________________________________________”

This has reference to your application for the above mentioned position in our
organisation.

We are pleased to invite you for a meeting with the undersigned

on…………………….at………a.m./p.m. please confirm this appointment.
We have enclosed a blank personal Data Form. Please fill this in and bring with
you along with your educational and experience certificates / testimonials in
original for the meeting.

No TA/DA shall be admissible for attending this interview.

You will be reimbursed to and for train fare by 1st / 2nd class for attending this
interview.

56
We take this opportunity to thank for the interest you have shown in joining our
organisation.

Yours sincerely,
For HCL InfosystemsLtd.

Authorized Signatory
Preliminary interview of the candidates is conducted by HRD based on Personal
Data Format given below filled up by the candidate with the help of technical
person along with the Dept. Head.

57
 HCL Infosystems Ltd.
Address:

PERSONAL DATA FORM

POSITION
APPLIED FOR
SOURCE

Name_____________________________________________________________
Surname First Name Middle Name

Present Address
________________________________________________________________
____________________________Phone_______________________________

Permanent Address
_____________________________________________________________
__________________________Phone______________________________

Date of Birth: Religion: Nationality:

Marital Status: Sex: Date of Marriage:

Languages Known Speak Read Write

_________________
__________________
Father’s Name
& Occupation

Spouse Name: No. of children:

Occupation

58
Educational / Professional Qualification Start With Latest Degree/
Diploma

Degree/ Institution/ Years Main Subject Division &

Diploma University/Board From % of
To marks

Publication & Membership

Special Interest/Hobbies

59
Employment Record: (Starting from present to first one)
Period Name of Designat Nature of Duties Gross
From Employer ion Performed Salary
To

60
Detail of Present Salary
Basi HRA Conveyan Bonu LTA Medica Supera P.F Other
c ce s l nnuatio . s
n

Salary Expected:
Joining Time Required:
Are you ready work any where in India:

Relatives & Acquaintances in HCL

Name Designation Department Relation

Any other information which you think should be taken into account while
considering your candidature

References: please give name and address of two persons who knows you
professionally or under whom you have worked.

Name: _____________________________________

Nature of
Acquaintance : ______________________________

Position : __________________________________

Address : __________________________________

Tel .: Off.:____________ Res.:___________

Off.:_ __________ Res.:___________

61
Declaration:
I hereby authorised verification of all statements in the record and shall
agree to produce any documentary evidence in proof of above statements as
desired by NPL. I certify that all the above statements are true and
understand that misrepresentation or mission of facts called for in this from
will cause separation from the company’s services without any notice or
compensation.

Date________________ Signature___________

FOR OFFICE USE ONLY

Test Performance

INITIAL INTERVIEW NOTES

1. PERSONALITY
2. MATURITY
3. COMMUNICATION
4. SELFCONFIDENCE
5. JOB KNOWLEDGE
6. OTHERS
FINAL INTERVIEW RESULTS

62
 SALARY FIXATION SHEET

DESIGNATION CATEGORY
LOCATION
ITEM PRESENT OFFERED
ACTUAL P.M. ACTUAL P.M.

OTHERS:

Joining Date: Probation Period:

DATE HOD HRDDEPTT.

Final approval for Asst. Manager and above is after final interview by the MD.
Travel Expenses to outstation candidates are reimbursed as per the travelling rules
existing in the company, in format given below.

63
 ACCOUNTS DEPARTMENT

OUTSTATION CANDIDATE
TRAVEL EXPENSES REIMBURSEMENT

NAME : ------------------------------------------------------------------------

ADDRESS :-------------------------------------------------------------------------

INTERVIEW DATE :-------------------------- POSITION :---------------------

DATE PLACE(FROM-TO) FARE(AMOUNT RS.)

TOTAL :
DATE :

SIGNATURE OF THE CANDIDATE HRD DEPARTMENT

64
After final selection Letter of Intent is issued in the following format

LETTER OF INTENT

With reference to your application and the subsequent interviews you had with us,
we are pleased to offer you the position of “______________” in our organisation
at mutually agreed terms and conditions based at _______________. However
you are liable to be transferred to any of our sites / sister concerns / associates
companies at the sole discretion of the management.

You will report for work on _____________at______________, failing which

this offer will stand automatically withdrawn. The detailed letter of appointment
will be issued to you on your joining.

Please submit the following documents at the time of joining :-

1. 3 passport size photographs.

2. Copy of last appointment letter, relieving letter & salary certificate.
3. Photocopies of educational and experience certificates.

Please sign you to our organisation and wish you a successful career with us.

Yours sincerely,
For HCL InfosystemsLtd.

Authorized Signatory

V) JOINING FORMALITIES

On the joining detailed appointment letters are issued as per below mentioned
levels:-
1) APPOINTMENT LETTER Language for below Asst. Manager level is given
in the following format .

65
 ‘BELOW ASSTT. MANAGER LEVEL’

___________________ Dated : ___________________

___________________
___________________

LETTER OF APPOINTMENT

Dear Mr. __________________________

With reference to the offer letter no.______________________dated __________

we are pleased to appoint you as ____________________ on the following terms
and conditions:
1) Ordinarily your period of probation will be Six months which could be

further extended for a period not exceeding three months and during

probationary period/extended probationary period your services are liable

to be terminated without any notice or without assigning any reason or

compensation in lieu thereof.

2) EMOLUMENTS:

A) you will be paid following emoluments:

Basic Salary : Rs. __________ p.m.

House Rent Allowance : Rs. __________ p.m.

Local Travelling Expenses : Rs. __________ p.m.

You shall also be entitled to benefits like Bonus, Gratuity, PF, ESI &

L.T.C as per rules of the company.

B) Further increment will be based on efficient, satisfactory and loyal

discharge of duties and may be withheld in case the standard of work and

66
 conduct is found subnormal of may be accelerated in case the same is

adjudged to be commercial at the discretion of the management.

3) Your place of posting will be at our _________________situated at

____________________. However, you are liable to be transferred to any
of our sites/factory/office at the discretion of the management.

4. During the period of your employment, you shall not secure or try to secure

any other post and undertake any course of study or work on part time basis

without the pronouncement or the Management in writing. You will also not

hold any office of profit outside the company or engage yourself in any other

trade or business either part time, or full time, whether for profit or gain, or on

honorary basis or otherwise, engage in an insurance agency or commission

agency etc. without the prior written permission of the management.

5. Your hours of attendance shall be regulated to suit the duties entrusted to you

from time to time, subject to the statutory provisions.

6. You shall be governed by the rules and regulations of the company in force

from time to time, that may be applicable to you.

7. In the event of your confirmation in writing, in addition to the terms and

conditions mentioned in this letter, except para (1):

67
 a) You will be liable to be retired on your reaching the age of 58 years or

earlier if found medically unfit. The organization shall have the right to

have you medically examined as and when considered necessary by a

registered medical practitioner or by the Company’s medical officer.

b) The employment will be liable to be terminated on either by giving one

month’s basic salary in lieu thereof. However, no notice would be

necessary to be given by the organisation if in their opinion you are found

guilty of any gross misconduct as generally understood in employment,

particularly disobedience, insubordination, insolence and acts subversive

of discipline, habitual negligence of duties, distrust, dishonesty or

embezzlement, illegal strike, habitual late attendance, absence, go-slow

etc.

8. In case any misconduct is alleged against you, you are liable to be suspended

forthwith without any salary or allowance, pending such inquiry, if in an

inquiry you are exonerated of the charges, you will be entitled to full salary as

if you were on duty. In the event you are found guilty of the charges levelled,

irrespective of the punishment imposed, you shall not be entitled to any

payment for the period of suspension.

9. The above mentioned “terms and conditions of services” shall prevail so long

as the same are not either modified or they will also be subject to such other

68
 and further rules and regulations which may be notified by us by putting a

notice in writing on the notice board put inside the premises.

10. Your date of joining the services in the organisation is

_________________________________

11. This letter is being offered to you in duplicate. In case the terms and

conditions expressly enumerated above are acceptable to you, please sign the

duplicate copy of this letter in token of your having read, understood and

accepted the terms and conditions mentioned above.

12. Please note that the court of jurisdiction shall be at New Delhi.

We welcome you to our organisation and wish you a successful career with us.

Yours sincerely,
For HCL InfosystemsLimited,

AUTHORISED SIGNATORY

ACCEPTANCE

I have clearly understood the terms and conditions mentioned in this letter of
appointment and I hereby accept the same.

NAME SIGNATURE DATE

69
2) Appointment letter language for asst. Manager to manager is given in the
following format.

FOR ASSISTANAT MANAGER TO MANAGER

Dear Mr……………………….
Date…………………..

APPOINTMENT LETTER

With reference to the offer letter no._________________

dated________________, we are pleased to appoint you in our
organisation on the following terms and conditions:-

1) Designation : Your position in the company will be

…………………………

2) Date of Joining: Your date of joining the services in the

organisation is ………………………………

3) Probation Period: Ordinarily your period of probation will be

Six months from the date of joining. Management may extends the
probation period depending upon your performance. On successful
completion of probation, you will be issued a confirmation letter.

During the probation period, your services are liable to be

terminated without assigning any specific reason, whatsoever
without giving any notice. After confirmation the notice period
will be one month or one month’s basic salary on either side.

4) Salary Details:

Your Basic Salary will be Rs. ………………./- p.m.

(Rupees ……………………………………………… only)
In addition you will be entitled to House Rent Allowance of Rs.
………………/- p.m.
(Rupees ………………………………………………only)
You will entitled to reimbursement of Local Travelling Expenses
upto a maximum limit of Rs. ………………/- p.m.
(Rupees ……………………………………. only)
You shall also be entitled to benefits like ESI/Medical
Reimbursement, LTC, Bonus Exgratia, Gratuity & PF as per rules
of the company.

70
5) Place of Posting: ………………………………
However, you would be liable to be transferred/posted at any of
the existing or proposed locations of the company or its
sister/associates companies at the sole discretion of the
management.

6) The company normally does not permit employees to engage in

any other business or work, either directly on their own account or
indirectly and you will be expected not to do so without prior
consent of the management in writing.

7) You will be governed by the rules and regulations of the company

as applicable in force, amended or altered from time to time during
the course of your employment.

8) You will automatically retire from the services of the Company on

attaining the age of 58 years. You may be retired earlier if found
medically unfit.

Please sign the duplicate copy of this letter signifying your acceptance and
return it to us.

We welcome you to our organisation and wish you a successful career

with us.

With best wishes,

Yours sincerely,
For HCL InfosystemsLimited,

AUTHORISED SIGNATORY

I agree to accept employment on the terms and conditions mentioned

above and agree to abide by all the rules and regulations of the company.

NAME SIGNATURE DATE

71
3) Appointment letter language for sr. manager and above is given in the
following format.

FOR SR. MANAGER AND ABOVE

Dear Mr. …………………………. Date……………

APPOINTMENT LETTER

With reference to the offer letter no.____________________ dated

______________, we are pleased to appoint you in our organisation on the
following terms and conditions:-

1) Designation : Your position in the company will be ……………………

2) Date of Joining: Your date of joining the services in the organisation

is …………………………..

3) Salary Details :
Your Basic Salary will be Rs. ………………/- p.m.
(Rupees ………………………………………only)
In addition you will be entitled to House Rent Allowance of
Rs………………../- p.m.
(Rupees…………………………………………………… only)
You will entitled to reimbursement of Local Travelling Expenses upto a
maximum limit of Rs. ………………../- p.m. (Rupees
……………………………………….. only)

You shall also be entitled to benefits like Exgratia, Gratuity, PF etc. as per
rules of the company.

You will be entitled to reimbursement of Medical Expenses for yourself

and family, the total cost of which shall be a maximum of one month's
basic salary in a year.

You will be entitled to reimbursement of LTC equivalent to one month’s

basic salary per completed year of service. Your first entitlement for LTC
will be on completion of 12 month’s service with the Company.

72
4) Place of Posting: …………………………. However, you would be liable to
be transferred/posted at any of the existing or proposed locations of the
company or its sister/associate companies at the sole discretion of the
management.
b
5) Your services are liable to be terminated without assigning any specific
reason, whatsoever by giving you one month’s basic salary or one month’s
notice. Likewise you would be free to leave the services of thew company by
giving one month’s notice or basic salary to the company.

6) The company normally does not permit employees to engage in any other
business or work, either directly on their own account or indirectly and you
will be expected not to do so without prior consent of the company in writing.

7) You will be governed by the rules and regulations of the company as

applicable in force, amended or altered from time to time during the course of
your employment.

8) You will automatically retire from the services of the Company on attaining
the age of 58 years. You may be retired earlier if found medically unfit.

Please sign the duplicate copy of this letter signifying your acceptance and return
it to us.

We welcome you to our organisation and wish you a successful career with us.

With best wishes.

Yours sincerely,
For HCL InfosystemsLimited,

AUTHORISED SIGNATORY

I agree to accept employment on the terms and conditions mentioned above and
agree to abide by all the rules and regulations of the company.

NAME SIGNATURE DATE

73
Joining report to be filled by the new join in format given below and experience
certificate, Date of Birth Certificate, Relieving letter, Salary Certificate and
Educational Certificate etc. to be submitted to personnel Department.

74
 HCL InfosystemsLimited
NEW DELHI
DATE:
HRD DEPARTMENT
NEW DELHI-110 020

JOINING REPORT

This is to inform you that I have joined the organisation as

On in

Department. My present address is

Telephone No.

And my Date of Birth is . Any change in my address will be

intimated to you.

NAME :

SIGNATURE:

DATE:

75
VI) DOCUMENTATION
1. Individual personal files are maintained.
2. Computerised Personal details are maintained.
3. After separation also the personal files are maintained of ex-employees.
4. Position wise Data Banks are maintained for future reference.
5. The following formats shall be generated as a result of implementation on this
procedure.

SOURCES OF RECRUITMENT
Sources of recruitment can be classified into two categories
(i) Internal Sources
(ii) External Sources

INTERNAL SOURCES:
Internal sources of recruitment means promotion of employees from the lower
rank to the upper rank. Majority of companies have established a policy of
promotion from within that is, vacancies other than at the lowest level are filled
up by promoting the personnel to the higher rank. Such practice leads the healthy
progressive atmosphere and the cost of training and the rage of labor turnover.

This source of recruitment is generally adopted to fill vacancies of middle and top
personnel.

EXTERNAL SOURCES:
It is always not possible to recruit the employees from within, especially
vacancies at lower level or recruitment at the time of expansion of the firm or
where job specification cannot be met by the present employees, the employer has
to go to external sources of manpower supply. Amongst the most commonly
used outside sources are as follows:

1. ADVERTISEMENT:
Advertisement in newspapers and journals is now an external popular source of
recruiting staff. For all types of types of vacancies employers resort to advertising
but it is the most suitable source for filling the vacancies of technical and senior
personnel. All particulars regarding the job and the qualifications of the
perspective candidate are given in their advertisement. Candidates processing the
requisite qualification apply for the job.

76
2. TECHNICAL INSTITUTIONS:
Campus interview is a very useful source of recruitment for a full range of jobs.
The employment managers of the enterprises maintain a close liaison with the
University and Technical institutions. This method is used for recruiting Officer,
Apprentices, Engineers or Management Trainees. Technical Institutions empanel
the promising young talents for employment and refer their names to the
prospective employers as and when asked for.

3. EMPLOYMENT EXCHANGE:

Employment exchanges are regarded as good source of recruitment for unskilled,

skilled or semiskilled operative jobs. The job seekers get their names registered
with employment exchanges managed and operated by the Central and State
Government. The employers notify the vacancies to be filled in by them to such
exchanges and the exchanges refer the names of prospective candidates to them.

4. PRIVATE AGENCIES:

Some private agencies are also doing a great service in recruiting technical and
professional personnel. They provide a nationwide service in attempting to match
the demand and supply of personnel. Many private agencies tend to specialize
supply of personnel. Many private agencies tend to specialize in a particular type
of jobs like Sales, Marketing, Technical Professional.

5. PERSONNEL CONSULTANTS:

Consultants who specialize in the recruitment of managers and other senior

officials are now being called upon to assist the management in filling of these
posts. Companies hire the services of these consultants at the time of recruitment
of the senior officials. These consultants agencies, on receiving requisition from
the client companies, advertise job description in leading newspapers and
periodicals without disclosing the names of the employers.

6. PROFESSIONAL BODIES:

Some professional institutions like Institute of Chartered Accountant , I.C.W.A.I.,

Institute of Company Secretary etc. maintain a register of qualified persons from
which they recommend the names of the job seekers to the employers when asked
for.

77
7. UNSOLICITED APPLICATIONS:

An organisation of repute draws a steam of unsolicited applications at the

company’s office. These applications are screened and places in the relevant Data
Banks. Whenever needed to locate suitable candidates for that particular skill
these are used.

8. RECRUITMENT AT THE GATE:

Sometimes direct recruitment of workers is made at the gate of the factory or
office. Generally, the number of vacancies, nature of work and time of interview
are notified by the Personnel Department on the blackboard at the gate.
Prospective candidates attend the interview at the appointed time and get the
appointment. This system of recruitment is generally used to recruit the unskilled
workers.

9. PART TIME EMPLOYEES:

Sometimes, persons are employed to dispose of the heavy seasonal work or the
areas of work of temporary nature on part time basis. These part time employees
form a good source of labours supply as and when vacancies occur. Vacancies are
filled up among them if they fulfil the requisite qualification to suit the jobs.

10. LEASING:

The short term fluctuations in personnel needs may be stabilized through leasing
of personnel for some specified period from other industries, offices and units.
This system of leasing has been well adopted by the public sector organizations.
With the rapid growth of public sector, the acute shortage of managerial
personnel, particularly at higher levels, they borrow the personnel of requisite
caliber from the Government Departments. At the end of their term they are given
an option to choose either their parent services or the present organizations.

11. TRADE UNION:

In some companies trade unions also assist in recruiting the staff. This sense of
cooperation helps in developing the better labor relations. This source of labor
supply cannot be relied upon on the ground that sometimes trade unions support a
candidate who in not fit for the job and is not acceptable to management. Such
view really worsens the labor relations.

However, this method is not being adopted by out organisation.

78
SELECTION TEST
Psychological tests are essentially an objective and standardized measure of a
sample of behavior. Objective of this definition refers to the validity and
reliability of measuring instruments. It also means the job relatedness of the test.

KINDS OF TEST
Following tests are adopted for selection:-

1. Achievement
2. Aptitude
3. Interest
4. Personality
5. Intelligence.
6. Leaderless Group Discussion
7. Interview

1. ACHIEVEMENT TESTS
This test measures a person’s potential in a given area. This test measure the skill
which involves performance of a sample operation requiring specialized skill and
believed to be satisfactorily answered by those who have some knowledge of the
occupation and trade.

2. APTITUDE TEST

This measures ability and skills. Specific aptitude tests have been designed for
jobs that require clerical, mechanical, and manual dexterity. Aptitude tests do not
measure motivation. Aptitude test is supplemented by interest and personality
test.

3. INTEREST TESTS

This test has been designed to discover a person’s area of interest, and do identify
the kind of work that will satisfy him.

4. PERSONALITY TESTS

Personality tests assess individuals motivation, predisposition and other pattern of

behavior. The personality tests, more often than the intelligence, achievement or
aptitude tests, predict performance success for jobs that require dealing with
people. Dimensions of personality such as interpersonal competence, dominance-
submission, ability to lead and ambition are more suitably measured by the
personality test.

79
5. INTELLIGENCE TEST
This tests generally aptitude ones. The scores on intelligence tests are usually
expressed as Intelligence Quotient (IQ), which are calculated by the following
formula.

Mental Age
IQ= --------------- x 100
Actual Age

6. LEADERLESS GROUP DISCUSSION

The essential feature of this technique is that instead of the candidates being
interviewed separately, they are brought together in gourp of six to eight for
informal discussion, and absolved and evaluated by the selectors. The two kinds
of group discussions are one, where the group is given a problem to discuss and
the individual member is free to choose his own approach to solving this problem;
and two, where each individual is allotted an initial position and supplied with
supporting information to defend his position.

The advantage of this method is that the decision to hire a person can be made
within a very short time, and the selector can evaluate the candidate’s personality
or leadership qualities very well.

7. INTERVIEW TECHNIQUES

The interview technique consists of interaction between interviewer and

interviewee (applicant).
Following are the methods of interview technique:-

1. PRELIMINARY INTERVIEW

These interviews are preliminary screening of applicants to decide whether a

more detailed interview will be worthwhile. The applicant is given job details
during the interview to afford him freedom to decide whether the job will suit
him. It is argued that preliminary interviews are unsatisfactory, first because they
might lead to the elimination of many desirable candidates, and second, because
interviews may not have much experience in evaluating candidates. The only
argument for this method is that it saves the company’s time and money.

80
2. DEPTH INTERVIEW

Depth interviews cover the complete life history of the applicant and include such
areas as the candidates work experience, academic qualifications, health,
interests, and hobbies. It is an excellent method for executive selection, performed
by qualified personnel. It is however. Costly and time consuming.

3. OATTERNED INTERVIEW

Patterned interviews are a combination of direct and indirect questioning of the

applicant. What is to be asked is already structured. The interviewer has certain
clues and guidelines to areas which should be probed deeply. The interview also
encourages the candidate to express the relevant information freely.

SELECTION METHODS

A variety of methods is used to personnel. The selection pattern, is not common

for all organizations. It varies from one to another, depending on the situation and
needs of the organization.

APPLICATION BLANK

The application blank is a highly interview in which the questions are standardize
and determined in advance. It tests the applicant’s ability to write, organize his
thoughts, and present facts. A number of application blanks give the impression
that “if you have seen one you have them all. Despite the diversity, all application
blanks essentially require three broad categories of information.

A. BIOGRAPHIC DATA

This is concerned with such variables as age, sex marital status and number of
dependents. This also have used items like the local address, age, previous salary
and age of children and have found no difference in long and short tenure
employees.

B. EDUCATION AND PAST EXPERIENCE

This is concerned with grade point, average, division and percentage of marks as
prerequisites for a job.

81
C. REFERENCES
References are letters of recommendation written by previous employees or
teachers. The general format is a paragraph or so on the person. Besides
inaccurate facts, this can be attributed to the referee'’ inability to assess and
describe the applicant, and his limited knowledge about him.

82
 DATA ANALYSIS INCLUDING OPINION SURVEY OF
EXECUTIVES STAFF/EMPLOYEE REGARDINDING
RECRUTIMENT POLICY OF HCL
MANPOWER POSITION OF HCL.
IN THE LAST 10 YEARS

YEAR H.O FACTORY FIELD TOTAL

(CORPT)
1995 80 200 104 414
1996 82 200 109 426
1997 82 202 109 428
1998 81 198 110 431
1999 81 195 120 440
2000 75 186 115 413
2001 76 190 118 439
2002 78 192 130 464
2003 76 188 134 464
2004 70 142 120 389

From the above table it is shown that increase in recruitment of manpower is

based on availability of Projects and diversification of business. At the saturation
point of one business it diversifies to another business which is highly required
for a business house. There is a little bit effect of non-availability of Projects and
diversification of business on manpower positions. In this way HCL, avoids
retrenchment and lay off and adjust the deficit and surplus manpower within the
organisation.

83
COMPARATIVE STATEMENT OF MANPOWER POSITION &
PROFITABILITY OF THE ORGANISATIONS SINCE LAST 10 YEARS

YEAR MAMPOWERS PROFIT / LOSS P/ L BY

TRENGTH (RS. In Las) RECRUITING ONE
EMPLOYEE
(In RS.)
1997 428 249.47 58287
1998 431 195.11 45269
1999 440 225.73 59302
2000 413 280.35 67881
2001 439 192.37 43820
2002 464 242.27 52213
2003 464 215.15 46362
2004 383 180.22 47054

It is clear from the above table that when recruitment of manpower increases
profitability of the organisation decreases and when recruitment of manpower
decreases profitability of the organisation increases. So it is clearly understood
that cost benefit analysis is not done properly before recruitment or creation of a
position in the organisation.

84
YEARWISE EXECUTIVES (VP AND MANAGERS) AND NON-
EXECUTIVES (SUPERVISORS AND STAFFS) STRENGTH OF M/S.
HCL.

YEARS EXECUTIVES NON- RATIO

EXECUTIVES
1997
16 154 1:10
1998
16 154 1:10
1999
17 158 1:9
2000
15 150 1:10
2001
18 160 1:9
2002
20 165 1:8
2003
20 165 1:8
2004
16 155 1:10

From the perusal of the above table it is found that the ratio of span of control of

HCL, is approximately 1:10 which is very good for an organisation in increase in

the productivity for better cost control. But it may not leads to proper supervision

and quality of work. Optimum utilisation of non-executives staff may not be

achieved.

85
 OPINION SURVEY:

Certain schemes yield more fruitful results in certain conditions and with some
specific objectives. Needless to say that management practices differ from
organisation to organisation. But the fact is that success does not follow
automatically, the people who implement the system that matters just as the
authority without acceptance have no meaning. Recruitment process without trust
of employees and organisation has no value how hobble the objective may be so
an attempt is made to study the attitude of those who are participating in
recruitment process before giving any suggesting and concluding remarks. For
this purpose research has taken opinion of 20 executives and 50 worker/employee
of different departments/sections of the organisation. The questionnaire prepared
and circulated may them is reproduced below indicating their responses to each
question.

Questionnaire circulated among 20 executives Yes No No Response

1. Are you in support of recruitment policy? 40% 50% 10%

2. Whether the existing recruitment policy is linked 40%

to productivity?
50% 10%
3. Do you feel that manpower recruitment has been
10%
rationalised by way of automation?
80% 10%
4. Whether the existing recruitment policy is getting
70%
will supports for the top management?
20% 10%
5. What are the benefits you are deriving from the
existing recruitment policy? 60%

a) Reduction on labor cost? 25% 30% 10%

b) Effective utilisation of human resources? 60% 65% 10%

c) Maintaining timing in recruitment and staffing 30% 10%

schedule? 85%

86
6. Do you feel that job evaluation and job analysis 5% 10%
helps in manpower recruitment in your
organisation?
10%
7. Do you think that the personal recruited from
80% 10%
external sources is more desirable than the internal
sources?

8. Whether cost benefit analysis is done before 30%

recruitment? 60% 10%
9. Are you satisfied with the existing recruitment 35%
system of the organisation?
55% 10%
10. Do you feel that performance appraisal helps in
65%
recruitment process?
25% 10%
11. Do you feel that training will effect to recruitment
process? 65%

12. Do you think job rotation will affect the 25% 10%
recruitment policy? 50%

40% 10%
13. How are you controlling the shortage and excess of
manpower?
90%
a) By employing casual worker
90% Nil 10%
b) By employing extra hours
Nil Nil 10%
c) By lay off / retrenchment
90% 10%

From the response indicated above it appears that the prevailing recruitment
policy has definite impact on the organisation. Most of the executives showed
positive response to different questionnaires by virtue of manpower planning they
used proposed deletion of manpower planning they used proposed deletion or
addition of man in the organisation for a planning period. The excess or shortage
are being adjusted and hence misutilisation is mere chance. The executives did

87
not respond to the lay off and retrenchment for reduction in available human
resources. Form the questionnaires it appears that the managerial staff are only
interested for filling of the vacancies of higher post from out of the internal
sources. This attitude will seize the professional approach of the organisation and
may not able to induct fresh brain. From the answers of most of the managers it is
observed that they want entry of new managers should be avoided and fresh
recruitment shall be limited up to only staff cadre and not above that. From the
answers of most of the executives it appears that cost benefit analysis is not
properly followed by the organisation and job rotation also not followed properly
in the organosation which make an employee all rounder in all respects. By
which, in the absence of an employee the work will not discontinue.

88
QUESTIONNAIRE CIRCULATED AMONG
20 EMPOLYEES/ WORKMEN: Yes No. No. Response

1. Are you satisfied with the existing recruitment

policy in your organisation? 25% 65% 10%
2. Do you feel work load in your department? 20% 70% 10%
3. Do you feel of your optimum utilisation? 25% 65% 10%
4. Do you satisfied with your job? 25% 65% 10%
5. Do you feel that motivation is main factor for 75% 15% 10%
optimum utilisation of existing manpower?
6. Do you feel that recruitment of lower level staff
from external source is desirable than internal
source? 50% 40% 10%
7. Do you feel that training imported by your
organisation helps in improving your
performance? 60% 30% 10%

From the response to the above questionnaires it is clearly indicated that most of
the workmen are dissatisfied about the existing recruitment policy. They are not
given chance for their development. Their skill efficincies are not recognized by
the company.

89
 CONCLUSION

Studying the recruitment procedures of HCL, analysing the respondents answers,

opinion survey and date analysis the researcher came to a conclusion that HCL is

a growing Company. It has a separate personnel department which is entrusted

with the task of carrying out the various policies, programmes like recruitment

selection, training etc. effectively and efficiently. The business of HCL is carried

on in a very scientific manner. In the saturation point of business it need not

waste the time to diversify into the another business. Management understands

the business game very well. At the time of difficulty it takes necessary action to

solve the problem. Now the personnel department of HCL is in infancy stage. It

always try to modernize the department. It strongly believes in manpower

position of the organization because it knows in the absence of ‘M’ for man all

‘Ms’ like money, material, machines, methods and motivation are failure. It

always tries to develop the human resources. In the absence of right man,

material, money, machines all things will not be properly utilized. So it always

recruits manpower in a scientific manner.

90
 FINDINGS & SUGGESTIONS

FINDINGS

1. Under recruitment Procedures Requisition System is incorrect because the

replacement does not require fresh approval, unless it is in place of
termination.

2. The data banks are not properly maintained.

3. The dead bio-data are never being destroyed.

4. Proper induction is not given to all the employees. It reserves to only a few
levels.

5. Salary comparison is not justifies. Old employees are demoralized by getting

less surely then new employee.

6. Salary fixation has a halo effect .

7. Recruitment procedure is not fully computerized.

8. Manpower’s are recruited from private placement consultancy, who are

demanding high amount of fees, where as HRD Department is not fully
utilised to recruit manpower by advertisement.

9. Before recruitment cost benefit analysis is not done properly. It causes

manpower surplus which makes loss in the industry.

10. Manpower is recruited from reliable source however efficiency does not
recognise.

91
SUGGESTIONS

1.Fresh requisition requires approval and not replacement.

2. The Data Banks should be computerised.

3. The dead CVs should be destroyed.

4. Each level of employee should be formally inducted and introduced to the

Departmental Head. If not all levels, at least Asst. Manager and above
category of employees.

5. Salary comparison should be seriously done to retain the old employees.

6. Proper salary structure to be structured to attract people and make it tax

effective.

7. Cost benefit analysis should be alone before creating a position or recruitment

of manpower.

8. Recruitment process should be fully computerised.

9. External source should be given equal importance with internal source. By

which new brain will be inducted in the company with skill, talent, efficiency
etc.

10. Manpower planning should be followed before recruiting.

11. Proper inquiry should be done regarding previous employment of a candidate

before recruitment to avoid industrial disputes.

92
 BIBLIOGRAPHY

 Principles of Management - by koontz o’ Donel.

 Principles and practice of Management –by C.B. Gupta.

 Human Resource Development – by U.B. Singh

 Principle and practice of Management –by L. M. Prasad.

 Personnel Management –by C.B. Mamoria.

 Management of human Resource.

 Dynamic of personnel administration by M.N. Rudrabasavaraj.

 Personal Management and industrial relation –by R.S Davar.

 World Resources –by M.S kar.

 www.hcl.com

 www.domain_b.com

93