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SUMMER TRAINING PROJECT REPORT ON

A Study of Recruitment and Selection Process in HCL Info system Ltd.

A SUMMER INTERNSHIP PROJECT Submitted towards the partial fulfillment of the Requirements for the certificate of the Post-Graduate Diploma in Business Management (Approved by AICTE, Government of India) (Equivalent to MBA) ACADEMIC SESSION 2009-2011

DATE OF SUBMISSION 26/07/2010 Internal Supervisor: Prof. Anita Singh Area chairperson- H.R IMS Ghaziabad External Supervisor: Mr. Bhaskar Senapati H.R Department H.C.L Info System Ltd IMS GHAZIABAD LALKUAN GHAZIABAD

Submitted by: Akansha Jaiswal BM:09022

DECLARATION

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I Akansha Jaiswal, student of Post Graduate Diploma of Management from Institute of Management Studies, Ghaziabad, during the academic year 2009-11, hereby declare that all the information, facts and figures mentioned in this project is actually based on my own study and knowledge. This project was done under the able guidance and supervision of Prof. Anita Singh who is my faculty guide and Mr. Bhaskar Senapati, H.R Department H.C.L Info System Noida in the partial fulfillment of the requirement for the Post Graduate Diploma In Management from Institute Of Management Studies, Ghaziabad.

Furthermore, I confirm that the whole work is my own contribution and have not been taken from any sources. However, I have taken help from various sources on the Internet and journals available in my college library.

The inferences and conclusion of the study are subjected to the information gathered from various sources.

CERTIFICATE

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This is to certify that the project report entitled Process of Recruitment and Selection procedure of H.C.L Info system made during the summer internship done at H.C.L INFOSYSTEM is a bonafide record of work done by Akansha Jaiswal, and has been submitted in the partial fulfillment of the requirements of Post Graduate Diploma In Management from Institute Of Management Studies, Ghaziabad, under my guidance with full honesty and integrity.

Prof. Anita Singh IMS, Ghaziabad

PREFACE

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Practical training imbibes an integral part of management studies. One cannot merely depend upon the theoretical knowledge. It is to be coupled with the practical for it to be fruitful. Classroom lectures make the fundamental concept of the students clear. But the industry exposure facilitate with the learning of practical things. However class lectures must be correlated with the practical training in the company, which has a significant role to play in the establishment of a Business Manager. To develop managerial and administrative skills in future mangers and to enhance their analytical skills, it is necessary that they combine their classroom learning with the knowledge of real business environment. After liberalization, Indian economy scene is really a buzz with activity. Lots and lots of multinational companies are coming in which their technical expertise and management concepts should be given way to be proved. Industrial activity in India has become a thing to watch and I really wanted to be a part of it, as it is essential for me being a management student. I found myself lucky to get done my summer internship in a brand name H.C.L Info System. I went 8 weeks training in its Sector-11 Noida. It helped me to get a practical insight into the actual business environment and provided me an opportunity to make my management concepts clearer. It is difficult to elaborate everything which I learned during the training however, I have endeavored to many comprehensive picture of details about working in the latter pages. I have accumulated the desired information through personal observations, interviews and study of documents.

ACKNOWLEDGEMENT

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Acknowledgement meaning a

is

an word,

art,

one on

can the

write

glib other

stanzas hand

without one

can make a simple expression of gratitude. It gives me great pleasure to express my gratitude and reverence to people who guided and supported me in the development of this project.. I would like to thank MR RK. BHARAHWAJ Director General of IMS Ghaziabad. And Prof Timira Shukla Chairperson of PGDM Ghaziabad for granting me the opportunity to complete the project. During this time many people have rendered me their precious time in valuable suggestion that were of great help. I confer very special thanks to our project guide Mr.Bhaskar Senapati (H.R. Department), my mentor Prof. Anita Singh, who gave us valuable guidance & help. . This report is result of efforts put in many people who contributed to it by offering valuable suggestions encouraging advices, constructive criticism and proper guidance. It was indeed a fruitful experience at HCL Info systems Ltd. I shall always be inspired by all that I have learnt and will strive to put it in practical use. Finally, last but not least my thanks to my parents for their boundless love and affection that they have molded on me in a manner that I can stride gracefully in this world with my head held high.

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Abstract

Today, in every organization personal planning as an activity is necessary. It is an important part of an organization. Human resource planning is a vital ingredient for the success of the organization in the long run. The objective of Human Resource Department are Human Resource Planning, Recruitment and Selection, Training and Development, Carrier Planning, Transfer and Promotion, Risk Management, Performance Appraisal and so on. Each objective needs special attention and proper planning and implementation.

For every organization it is important to have a right person on a right job. Recruitment and Selection plays a vital role in this situation. Shortage of skills and the use of new technology are putting considerable pressure on how employers go about Recruiting and selecting staff. It is recommended to carry out a strategic analysis of Recruitment and Selection procedure.

With reference to this context, this project is been prepared to put light on Recruitment and Selection process at HCL Technologies. This report is divided into two phases to analyze how an employee is recruited at HCL Technologies. These two phases are sources of Recruitment (through Portals, Campus, Consultants, Reference, Advertisements, Walk ins, Talent Express, job fair) and Process of Recruitment that includes various elimination rounds of interview.

Table Of Contents
Declaration.. I

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Certificate from the Faculty guide.. ii Certificate from the Company.... iii Preface iv Acknowledgement.. v List Of Tables..... vi List Of Figures...... vii Chapter No. 1 2 4 5 6 7 8 9 10 Title Objectives Of The Study Literature Review Company profile Recruitment and selection an overview Recruitment and selection at HCL Research Methodology Data Analysis and Interpretation Conclusions Findings Page No. 10-11 12-13 14-24 25-36 37-43 44-49 50-64 65-66 67-68

Recommendations and Suggestions69-70 Bibliography.................................. 71 Annexure.. 72-75

LIST OF FIGURES
SL NO TABLE NAME PAGE NO

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1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21

Hcl Info system chart Office automation spectrum Hcl infinet programme Joint venture Sources of recruitment Hcl info system ltd Sources of recruitment at Hcl Job Requirement Knowledge, Skills, Abilities Accurate and Up-To-Date Detail Sheet Job Description Recruitment Strategies Realistic and Accurate information Screening Procedure Curriculum Vitae Structured interview Set of Question Assessment Criteria Candidates feedback Front line Workers

13 14 16 20 25 32 33 50 51 52 53 54 55 56 56 58 59 59 61 62 63

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CHAPTER: 1

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OBJECTIVE OF STUDY
Every research has some objectives, reasons behind the study conducted. Objectives can gives us a brief idea about the project report. The objectives behind this project are as follows: To study the different sources of Recruitment which are adopted in HCL Info systems Ltd.

To study different stages of recruitment process which led to selection of a candidate till an offer is made to them.

To understand what all Recruitment practices are being adopted so as to make the organization work well.

Scope of Study:

The scope of this study is to observe Recruitment & Selection Techniques adopted by the company. Apart from getting an idea of the techniques & methods in the recruitment procedures, a close loop will be taken at the insight of corporate culture prevailing in the organization. This would not only help to be familiar with the corporate environment but it would also enable to get a close loop at the various levels authority responsibilities relationship prevailing in the organization.

Scope of Project includes: -

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Study of importance of Recruitment & Selection process for an enterprise. Study of Recruitment & Selection practices at HCL Info systems Ltd.

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CHAPTER: 2

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LITERATURE REVIEW
The literature review regarding various HR practices is presented in the following paragraphs. Job analysis is the process of obtaining information about jobs i.e. information about the tasks to be done on the job, as well as personal characteristics (education, experience, specialized training) necessary to do the tasks (Cascio 1998). Job analysis in many ways is the rst personnel activity that aects commitment and performance (Dessler 2003). Human resource planning analyzes and identies the need for and availability of human resources for an organization to meet its objectives (Mathis and Jackson 2004). Recruitment is a process of attracting a pool of high quality applicants so as to select the best among them (Kulik 2004). Top performing companies devote considerable resources and energy to creating high quality selection systems (Pfeer 1995). Placement involves assigning a specic rank and responsibility to an employee (Jyothi and Venkatesh 2006). Socialization, the process of orienting new employees to the organization, can make the dierence between a new workers feeling like an outsider and feeling like the member of the team (Gomez-Mejia, Balkin and Cardy 2003). The current challenges caused by the globalization pressures in the realm of economics behoove work communities to review their personnel training and management practices (Pitkanen 2007).

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CHAPTER: 3

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COMPANY PROFILE

Born in 1976, HCL has a 3-decade rich history of inventions and innovations. In 1978, HCL developed the first indigenous microcomputer at the same time as Apple and 3 years before IBM's PC. During this period, India was a black box to the world and the world was a black box to India. This microcomputer virtually gave birth to the Indian computer industry. The 80's saw HCL developing know-how in many other technologies. Hals in-depth knowledge of Unix led to the development of a fine grained multi-processor Unix in 1988, three years ahead of Sun and HP. HCL's R&D was spun off as HCL Technologies in 1997 to mark their advent into the software services arena. During the last eight years, HCL has strengthened its processes and applied its know-how, developed over 28 years into multiple practices - semi-conductor, operating systems, automobile, avionics, bio-medical engineering, wireless, telecom technologies, and many more. Today, HCL sells more PCs in India than any other brand, runs Northern Ireland's largest BPO operation, and manages the network for Asia's largest stock exchange network apart from designing zero visibility landing systems to land the world's most popular airplane. HCL Info systems Ltd are one of the pioneers in the Indian IT market, with its origins in 1976. For over quarter of a century, we have developed and implemented solutions for multiple market segments, across a range of technologies in India. We have been in the forefront in introducing new technologies and solutions. In the early 70s a group of young and enthusiastic and ambitious technocrats embarked upon a venture that would make their vision of IT revolution in India a reality. Shiv nadir and five of his colleagues got together and 1975 set up a new company MICROCOMP to start with; they started to capitalize on their marketing skills. Micro comp marketed calculators and within a few month of starting operation, the company was out selling its major competitors. On 11th August 1976 HINDUSTAN COMPUTERS LIMITED was incorporated as joint venture between the entrepreneurs and UPSCE, with an initial equity of Rs.1.83 Lacs.

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COMPANY STATEMENTS

Vision Statement:

It is the most preferred employer and principal taking leading edge IT & Telecom products and services to the masses through sustained excellence.

Mission Statement:

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

Quality Policy Statement:

We will deliver defect-free products, services and solutions to meet the requirements of our external and internal customers the first time, every time.

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HCL INFOSYSTEMS: Figure: 1

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Office Automation Spectrum:

Figure: 2

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HCL INFINET:

Creating Lifeline for Connecting Business...HCL Infinet Ltd. is the Networking Services arm of the HCL Group. The company holds an all India license to operate as a Class "A" ISP, ITSP and NLD service provider. The ISP/NLD operations are carried out through the state-of-art network infrastructure across the country. HCL Infinet Ltd. is a leader in providing multi service Data, Voice and Video application support on IP/MPLS-VPN and Internet bandwidth offering complete range of managed services to Enterprise across India. Testimonials..."A very special thanks to entire HCL's POP team of the Herculean effort that had gone in keep in the Data Center up and running. When there was need for disaster response, HCL executed very well." --- MD, Bharat Shell"I t wish to thank HCL of Global Connectivity of our 12 offices/factories in India with our ERP servers n USA in a span of 3 weeks. The roll out was a commendable job and it has further strengthened our four year old relationship of domestic enterprise wide c connectivity" --- AVP IT, Tecumseh India.

INFINET SERVICES:
HCL Infinte an Internet Infrastructure initiative of the HCL group caters to the networking requirements of domestic enterprise market. Partnering with world leaders we provide state-of-the-art products and solutions for network requirements of organizations of all sizes. HCL Infinet offers a complete range of networking services & solutions like: Internet Bandwidth Services Internet Telephony Managed Data Centre Co-location Services a a) Managed Data Centre Services b) Managed Network Services Corporate Messaging Solution Virtual Private Network Services (VPN) MPLS Networking Services Wireless Broadband Services

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INFINET PRODUCTS:

Figure: 3

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HCL GLOBAL:
Among the top 5 service providers in short span of 7 years
HCL tops growth rate among IT leaders today Only organization with full service

range: IT infrastructure, Applications & BPO Services. Multi Service delivery capacity - large transformational deals.
Pioneers of Modern computing - at the frontiers of Technology.

HCL INDIA: Table: 1

1. Indias largest ICT Directs Sales & Services organization support.

- 12800 Engineers - 360 Locations - 1 Million units

2. Indias Leading System Integration Organization. 3. World's No1 Specialty offshore Infrastructure service provider.

- Pan-India SI Infrastructure - Multi Technology product capacity - Ranked Numero Uno in The Black Book of Outsourcing survey, among the 50 best managed companies global outsourcing global

4. Indias largest ICT distribution and Retail Network.

- 50000 outlets - 5000 towns - Sound post sales service network

5. Largest Manufacturer of PCs in India.

- Indias Largest Direct Sales Organization - Indias Largest Services Organization

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HCLs DIFFERENTIATORS

30 Year history of invention, innovation & market creation. Successful Carve-outs & M&A history. Proactively work with governments.

Strong DNA, Guiding Principles & Brand. The most Modern Management in the World. Strong Financial Position.

3 decades of Technology & Innovation Heritage -Pioneers of Modern Computing

Global Strengths India strengths Wide Services portfolio in IT, Infrastructure, and BPO. Strong Product Engineering & R&D capabilities. Leadership in Infrastructure services. Comprehensive Range of ICT Products & Services. Reach into key growth Market Segments & Verticals.
Manufacturing

Expertise & Nation wide Service Support

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Partnerships: The growth drivers

1996 Dominant position in mobile handset market in India.

1977 Leading position in Office Automation and Laptops in India.

I

1981 25 years of scripting an ear of computing across the Microprocessor.

1985 21 years of strategic relationship that has seen the computer evolve from a computing device to the centre of the Digital World.

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Joint Ventures:

Figure :- 4

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CHAPTER:4

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RECRUITMENT AND SELECTION

Recruitment and selection are two of the most important functions of personnel management. Recruitment precedes selection and helps in selecting a right candidate. Recruitment is a process to discover the sources of manpower to meet the requirement of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of efficient personnel. Staffing is one basic function of management. All managers have responsibility of staffing function by selecting the chief executive and even the foremen and supervisors have a staffing responsibility when they select the rank and file workers. However, the personnel manager and his personnel department is mainly concerned with the staffing function. Every organization needs to look after recruitment and selection in the initial period and thereafter as and when additional manpower is required due to expansion and development of business activities.

Right person for the right job is the basic principle in recruitment and selection. Ever organization should give attention to the selection of its manpower, especially its managers. The operative manpower is equally important and essential for the orderly working of an enterprise. Every business organization/unit needs manpower for carrying different business activities smoothly and efficiently and for this recruitment and selection of suitable candidates are essential. Human resource management in an organization will not be possible if unsuitable persons are selected and employment in a business unit.

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MEANING:
Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for the jobs, from among whom the right people can be selected. A formal definition states, It is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicants from which new employees are selected. In this, the available vacancies are given wide publicity and suitable candidates are encouraged to submit applications so as to have a pool of eligible candidates for scientific selection. In recruitment, information is collected from interested candidates. For this different source such as newspaper advertisement, employment exchanges, internal promotion, etc. are used. In the recruitment, a pool of eligible and interested candidates is created for selection of most suitable candidates. Recruitment represents the first contact that a company makes with potential employees.

Definition:
According to EDWIN FLIPPO,Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.

Need for recruitment:

The need for recruitment may be due to the following reasons / situation: a) Vacancies due to promotions, transfer, retirement, termination, permanent disability, death and labor turnover. b) Creation of new vacancies due to the growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job specification.

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Purpose and importance of Recruitment:

1. Determine the present and future requirements of the organization on conjunction with its personnel-planning and job analysis activities. 2. Increase the pool of job candidates at minimum cost. 3. Help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants. 4. Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time. 5. Meet the organizations legal and social obligations regarding the composition of its work force. 6. Begin identifying and preparing potential job applicants who will be appropriate candidates. 7. Increase organizational and individual effectiveness in the short term and long term. 8. Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants. Recruitment is a positive function in which publicity is given to the jobs available in the organization and interested candidates are encouraged to submit applications for the purpose of selection. Recruitment represents the first contact that a company makes with potential employees. It is through recruitment that many individuals will come to know a company, and eventually decided whether they wish to work for it. A well-planned and well-managed recruiting effort will result in high quality applicants, whereas, a haphazard and piecemeal efforts will result in mediocre ones.

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RECRUITMENT PROCESS
Recruitment refers to the process of identifying and attracting job seekers so as to build a pool of qualified job applicants. The process comprises five interrelated stages, via, 1. Planning. 2. Strategy development. 3. Searching. 4. Screening. 5. Evaluation and control. The ideal recruitment programme is the one that attracts a relatively larger number of qualified applicants who will survive the screening process and accept positions with the organization, when offered. Recruitment programmers can miss the ideal in many ways i.e. by failing to attract an adequate applicant pool, by under/over selling the organization or by inadequate screening applicants before they enter the selection process. Thus, to approach the ideal, individuals responsible for the recruitment process must know how many and what types of employees are needed, where and how to look for the individuals with the appropriate qualifications and interests, what inducement to use for various types of applicants groups, how to distinguish applicants who are qualified from those who have a reasonable chance of success and how to evaluate their work.

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Figure :- 5

Sources of Recruitment

SOURCES OF MANAGERIAL RECRUITMENT

INTERNAL SOURCES

EXTERNAL SOURCES

1. Promotion 2. Transfers 3.Internal Notification (Advertisements) 4. Retirement 5.Recall former employees

1. 2. 3.

Campus Recruitment Press Advertisement Management consultancy services & Private employment exchange

4. Deputation of personnel from One enterprise to another. 5. Management Training Schemes.

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The sources of recruitment can be broadly categorized into internal and external sources(I) Internal Recruitment Internal recruitment seeks applicants for positions from within the company. The various internal sources include:

Promotions and Transfers

Promotion is an effective means using job posting and personnel records. Job posting requires notifying vacant positions by posting notices, circulating publications or announcing at staff meetings and inviting employees to apply. Personnel records help discover employees who are doing jobs below their educational qualifications or skill levels. Promotions has many advantages like it is good public relations, builds morale, encourages competent individuals who are ambitious, improves the probability of good selection since information on the individuals performance is readily available, is cheaper than going outside to recruit, those chosen internally are familiar with the organization thus reducing the orientation time and energy and also acts as a training device for developing middle-level and top-level managers. However, promotions restrict the field of selection preventing fresh blood & ideas from entering the organization. It also leads to inbreeding in the organization. Transfers are also important in providing employees with a broad-based view of the organization, necessary for future promotions.

Employee referralsEmployees can develop good prospects for their families and friends by acquainting them with the advantages of a job with the company, furnishing them with introduction and encouraging them to apply. This is a very effective means as many qualified people can be reached at a very low cost to the company. The other advantages are that the employees would bring only those referrals that they feel would be able to fit in the organization based on their own experience. The organization can be assured of the reliability and the character of the referrals. In this way, the organization can also fulfill social obligations and create goodwill.

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Former EmployeesThese include retired employees who are willing to work on a part-time basis, individuals who left work and are willing to come back for higher compensations. Even retrenched employees are taken up once again. The advantage here is that the people are already known to the organization and there is no need to find out there past performance and character. Also, there is no need of an orientation programme for them, since they are familiar with the organization.

Retirements: At times, management may not find suitable candidates in place of the one who had retired, after meritorious service. Under the circumstances, management may decide to call retired managers with new extension.

(II) External Recruitment External recruitment seeks applicants for positions from
sources outside the company. They have outnumbered the internal methods. The various external sources include:

Professional or Trade Associations: Many associations provide placement service to its members. It consists of compiling job seekers lists and providing access to members during regional or national conventions. Also, the publications of these associations carry classified advertisements from employers interested in recruiting their members. These are particularly useful for attracting highly educated, experienced or skilled personnel. Also, the recruiters can zero on in specific job seekers, especially for hard-to-fill technical posts.

Advertisements: -

It is a popular method of seeking recruits, as many recruiters prefer advertisements because of their wide reach. Want ads describe the job benefits, identify the employer and tell those interested how to apply. Newspaper is the most common medium but for highly specialized recruits, advertisements may be placed in professional or business journals. Advertisements must contain proper information like the job content, working conditions, location of job, compensation including fringe benefits, job specifications, growth aspects, etc. The advertisement has to sell the idea that the company and job are perfect for the candidate. Recruitment advertisements can also serve as corporate advertisements to build company image.

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It also cost effective.

Employment Exchanges: Employment Exchanges have been set up all over the country in deference to the provision of the Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959. The Act applies to all industrial establishments having 25 workers or more each. The Act requires all the industrial establishments to notify the vacancies before they are filled. The major functions of the exchanges are to increase the pool of possible applicants and to do the preliminary screening. Thus, employment exchanges act as a link between the employers and the prospective employees. These offices are particularly useful to in recruiting blue-collar, white collar and technical workers.

Campus Recruitments: Colleges, universities, research laboratories, sports fields and institutes are fertile ground for recruiters, particularly the institutes. Campus Recruitment is going global with companies like HCL, HLL, Citibank, HCL-HP, and ANZ Grind lays, L&T, Motorola and Reliance looking for global markets. Some companies recruit a given number of candidates from these institutes every year. Campus recruitment is so much sought after that each college; university department or institute will have a placement officer to handle recruitment functions. However, it is often an expensive process, even if recruiting process produces job offers and acceptances eventually. A majority leaves the organization within the first five years of their employment. Yet, it is a major source of recruitment for prestigious companies.

Walk-ins
The most common and least expensive approach for candidates is direct applications, in which job seekers submit unsolicited application letters or resumes. Direct applications can also provide a pool of potential employees to meet future needs. From employees viewpoint, walk-ins are preferable as they are free from the hassles associated with other methods of recruitment. While direct applications are particularly effective in filling entry-level and unskilled vacancies, some organizations compile pools of potential employees from direct applications for skilled positions. Write-ins are those who send written enquiries. These jobseekers are asked to complete application forms for further processing. Talk meeting the recruiter (on an appropriated date) for detailed talks. No application is required to be submitted to the recruiter.

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Contractors: They are used to recruit casual workers. The names of the workers are not entered in the company records and, to this extent; difficulties experienced in maintaining permanent workers are avoided.

Consultants: They are in the profession for recruiting and selecting managerial and executive personnel. They are useful as they have nationwide contacts and lend professionalism to the hiring process. They also keep prospective employer and employee anonymous. However, the cost can be a deterrent factor.

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SELECTION

Selection is defined as the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job.

Selection is basically picking an applicant from (a pool of applicants) who has the appropriate qualification and competency to do the job. The difference between recruitment and selection:

Recruitment is identifying n encouraging prospective employees to apply for a job. And Selection is selecting the right candidate from the pool of applicants. SELECTION PROCESS: Selection is a long process, commencing from the preliminary interview of the applicants and ending with the contract of employment.

Selection is different from Recruitment:

1.) Recruitment is the process of searching for prospective candidates and motivating them to apply for job in the organization. Whereas, selection is a process of choosing most suitable candidates out of those, who are interested and also qualified for job. 2.) In the recruitment process, vacancies available are finalized, publicity is given to them and applications are collected from interested candidates. In the selection process, available applications are scrutinized. Tests, interview and medical examination are conducted in order to select most suitable candidates.

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3.) In recruitment the purpose is to attract maximum numbers of suitable and interested candidates through applications. In selection process the purpose is that the best candidate out of those qualified and interested in the appointment. 4.) Recruitment is prior to selection. It creates proper base for actual selection. Selection is next to recruitment. It is out of candidates available/interested. 5.) Recruitment is the positive function in which interested candidates are encouraged to submit application. Selection is a negative function in which unsuitable candidates are eliminated and the best one is selected. 6.) Recruitment is the short process. In recruitment publicity is given to vacancies and applications are collected from different sources Selection is a lengthy process. It involves scrutiny of applications, giving tests, arranging interviews and medical examination. 7.) In recruitment services of expert are not required whereas in selection, services of expert are required. 8.) Recruitment is not costly. Expenditure is required mainly for advertising the posts. Selection is a costly activity, as expenditure is needed for testing candidates and conduct of interviews.

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CHAPTER: 5

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RECRUITMENT & SELECTION PROCESS IN HCL INFOSYSTEMS LTD.

Figure 6 Steps of Recruitment:

Telephonic Round

Initial Round

Operations Round

Interview Rounds

If a candidate passed in all these 3 rounds, offer is made to selected candidate and certain formalities are completed by the candidate which include filling document like declaration, application blank, pre interview form, background verification form. A date of joining is given to the candidate on whom they have to bring all of their original documents for verification. On the date of joining, verification of all the original documents is done & submission of photocopies is carried out. After completing the documentation formalities next stage by which candidate have to go through its medical checkup. After joining formalities are completed a date of induction is given to the candidate.

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Figure 7 Sources of Recruitment in HCL Info systems:

VACANCY

OLD SITES
(Operation)

NEW SITES
(BD)

UNDERSTAND THE JOB DESCRIPTION FOR THE POSITION

CV COLLECTION
(CV DATABANK / DIFFERENT SOURCE)

NO YES

RECEPTIONIST

CV VALIDATION, SHORTLISTING AND INTERVIEW - CALL TO CANDIDATE THROUGH PHONE THROUGH REFERENCES

HR ROUND
HR ROUND

NO YES

CANDIDATE RATING SHEET

NO
TEST

YES NO
TECHNICAL HEAD
TECHNICAL INTERVIEW

YES NO

GM HR

GM-HR INTERVIEW / DOCUMENT VERIFICATION

YES NO YES

OFFER LETTER

JOINING AND INDUCTION

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In HCL, the HR department gets the description of the vacancy either through the E-mail or through the telephonic call. As soon as the HR receives the initial intimation of vacancy, the HR sends the Manpower Requisition Form, which needs to be filled by the concerned person to explain the details about the position. This form gives the whole description related to position such as job description, salary details, desired qualification, experience etc. HR Department finds the candidates according to the Job description provided in Manpower Requisition Form. Through the various sources as follows: E RECRUITMENT CONSULTANTS EMPLOYEE REFERRALS INTERNAL JOB POSTING INTERNAL ADVERTISEMENT WALK IN

Then CVs short listing process starts by the HR Department. After this process, the short listed candidates are contacted by: Telephone call Email Intimation References.

They are given the date, time and venue for the interview and need to carry a hard copy of the resumes.

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1st Round- Initial Screening by HR

The 1st round of the interview is taken to judge the candidates personal back round, total experience; take home salary, knowledge about related field, Job profile etc. If the interviewer founds that a candidate is suitable for the post then the candidate is send for the next round.

Second Round- Technical

If the candidate is from operations then he has to give the technical round for checking his technical qualification. If he clears the technical round then he will send for next round.

Third round- GM / HR Round

General Manager HR manager of the HCL takes GM/ HR round, which is the final and deciding round for the candidate.

External Recruitment:
For the posts of technicians, engineers, floor managers etc, it looks out for external sources, which include. Institutions: Like B Schools, colleges, Management Institutes, etc. Websites: www.timesjob.com www.naukri.com

CAMPUS:
Campus recruitment is so much sought after that each college; university department or institute will have a placement officer to handle recruitment functions. However, it is often an expensive process, even if recruiting process produces job offers and acceptances eventually. A majority leaves the organization within the first five years of their employment. Yet, it is a major source

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of recruitment for prestigious companies. HCL is the company of choice for campus recruitment programs in most major engineering institutes such as IITs, RECs etc. and at premier management institutes such as the IIMs.

Management Institutes:
Campus hiring at management institutes typically starts in December and continues through March. We hire management graduates from all disciplines, with or without prior work experience in software or other fields. All applications are pre-screened based on academic credentials. Short-listed candidates are usually invited for an interview as part of the selection process.

ADVERTISEMENTS: It is a popular method of seeking recruits, as many recruiters prefer advertisements because of their wide reach.

HCL advertises in: NEWS PAPERS:

Times of India the economic times Indian express Hindustan times the financial express Employment papers

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MAGAZINES:
Business world Business Today Business journals IT magazines Computer and technical journals

WEB:
www.hcl.com www.timesjob.com www.naukri.com Advertisements contain proper information like the job content, working conditions, location of job, compensation including fringe benefits, job specifications, growth aspects, etc. The advertisement sells the idea that the company and job are perfect for the candidate.

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CHAPTER: 6

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RESEARCH METHODOLGY

Research The study of research method provides us with the knowledge and skills needed to solve the problem and meet the challenges of the fact-based decision. Marketing environment we define as Business Research as a systematic enquiry whose objective is to provide information to solve managerial problem. Business Research produces information to reduce uncertainty. It helps focus decision-making. In a number of situations business researchers know exactly what their business problems are and design studies to test specific hypothesis. Because of the variety of research activity, it will be helpful to categorize the type of business research. Business research can be classified on the basis of either technique or function. Methodology is an essential aspect of any project or research. It enables researchers look at the problem in a systemic, meaningful and orderly way. Methodology comprises the source of data, selection of data, various designs and techniques used for analyzing the data.

Research Design A research design is a master plan specifying the methods and procedures for collecting and analyzing the needed information. It is a framework or blueprint that plans the action for the research project. The objectives of the study determined during the early stages of the research are included in the design to ensure that the information collected is appropriate for solving the problem. The research investigator must also specify the sources of information, the research method or technique, the sample methodology, and the schedule and cost of the research.

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PHASES OF RESEARCH PROCESS The different stages are: 1. Defining the problem 2. Planning a research design 3. Planning a sample 4. Collecting data 5. Analyzing the data 6. Formulating the conclusions and preparing the data Figure 7: Phases of the Research Process

Defining the Problem

Planning a Research Design

Planning a Sample

Gathering the Data

Processing and Analyzing the Data

Formulating Conclusions and Preparing the Report

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Type Of Research Descriptive Research Descriptive study is a fact-finding investigation with adequate interpretation. It is the simplest type of research. It is more specific than an explanatory study, as it has focus on particular aspect of the problem studied. It is designed to get descriptive information and provide information for formulating more sophisticated studies. Using one or more appropriate method, observation and questionnaire collects data. The major purpose of descriptive research, as the term implies, is to describe characteristics of a population or phenomenon. Descriptive research often helps segment and target markets. Accuracy is of paramount importance in descriptive research; still errors cannot be completely eliminated. Descriptive studies are based on some previous understandings of the nature of the research problem.

Sample Design Sample Unit The sampling unit for project is employees at HCL INFOSYSTEM, NOIDA Sample Size: Sample size is 50, which includes the member of Human Resources, Recruitment as well as selection panel. The sampling size includes male and female of a company at different age group and different hierarchy level. The sampling size was restricted to 50 because of the member constrain. Here, convenient sampling technique has been adopted for collecting the primary data.

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SAMPLING TECHNIQUE: CONVENIENCE SAMPLING It attempts to obtain a sample of convenient elements. The selection of sampling units is left primarily to the interviewer. Often, respondents are selected because they happen to be in the right place at the right time. Convenience sampling is the least expensive and least time consuming.

Data Collection
I. Sources Primary Data Primary data is the first hand information that the researcher collects. It helps in collecting useful and most accurate information that is needed for the researcher to do his work. The primary data are collected through survey method. Survey method is undertaken to find the selection procedure. A survey was conducted among the member of HCL Info system HR department of NOIDA (SECTOR 11) by the aid of well-structured questionnaire. The population for the study consists of people who are the member of recruitment panel of HCL Info system.

Secondary Data Secondary Data, or historical data, are data previously collected and assembled for some project other than the one at hand. This data can be found inside the company, on the Internet, in the library, or they can be purchased from firms that specialize in providing information, such as economic forecasts, that is useful to organization. Secondary data can almost always be gathered faster and more inexpensively than primary data. Secondary Data: secondary data was collected from the following sources: a. Websites b. Newspapers c. Project Materials d. Books.

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Statistical Tools: For analyzing the data, statistical tables and percentage were used.

LIMITATIONS
The study was restricted to only those people, which are related to Human Resources of HCL Info system. The study was confined within only HCL Info system. The sample size was limited so the results obtained from the study may not be generalized for all the Human Resources Department. The time period of the study was not sufficient to measure effectiveness of Recruitment and Selection procedure. Many of the respondents may not have given the correct information due to personal bias.

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CHAPTER: 7

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DATA ANALYSIS AND INTERPRETATION

Ques: 1 The job requirements (e.g.: specific tasks, activities) in your organization are clearly defined. Table 1 Highly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree
job Requirments 35 30 25 20 job Requirments 15 10 5 0 Highly Agree Agree Nethier Disagree Strongly Agree nor Disagree Disagree

30 12 5 2 1

Analysis : Employees in the organization highly agree that the job requirements are clearly defined.

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Ques: 2 The applicant requirements (e.g.: knowledge, skills and Abilities) are clearly spell out.

Table 2
Highly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree
KSA
25

14 23 10 2 1

20

Highly Agree Agree

15 Nethier Agree nor Disagree 10 Disagree Strongly Disagree 5

0 1

Analysis: The data represents that maximum of the employees in the organization agree that KSA are clearly spell out.

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Ques: 3 My organization provides accurate and up-to-date Job description to the applicants prior to the interview. Table 3 Highly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 19 20 5 4 2

Analysis: the data represents that the employees agrees that the organization provides accurate and

8% 10%

4% 38%

Highly Agree Agree Nethier Agree nor Disagree Disagree

40%

Strongly Disagree

up-to-date job description to the applicants prior to the interview.

Ques: 4 My organization makes the candidate fill the detail sheet accurately.

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Table 4 Highly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 23 13 7 6 1

Strongly Disagree Disagree 2% 12% Highly Agree Nethier Agree nor Disagree 14% Agree Highly Agree 46% Nethier Agree nor Disagree Disagree Strongly Disagree Agree 26%

Analysis: The data represents that the employees highly agrees, that the candidates are made to fill the form Correctly.

Ques: 5 Job descriptions contain realistic details. Table 5

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Highly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree

15 14 11 7 3

6% 14% 30%

Highly Agree Agree Nethier Agree nor Disagree

22% 28%

Disagree Strongly Disagree

Analysis: The data represents that the employees agree on the statement that JDs are realistic.

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Ques : 6 In my organization recruitment strategies are well defined to the recruitment panel. Table 6 Highly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 5 25 16 3 0

30 25 20 16 15 10 5 0 1/1/00 Highly Agree Nethier Agree nor Disagree Strongly Disagree Agree Disagree 5 3 0 25

Analysis: The data represents that the recruitment panel agrees, that they are well known about the recruitment strategies,.

Ques: 7 The recruitment panel furnishes candidates with realistic and accurate information.

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Table 7 Highly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 9 18 17 5 1

Strongly Disagree 2% Disagree 10% Nethier Agree nor Disagree 34%

Highly Agree 18%

Highly Agree Agree Nethier Agree nor Disagree

Agree 36%

Disagree Strongly Disagree

Analysis: The employees in the organization agree that the candidates get an accurate and real information from the recruitment panel.

Ques : 8 The screening procedure is firm and fair. Table 8 Highly Agree 14

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Agree Neither Agree nor Disagree Disagree Strongly Disagree

20 10 3 3

25 20

20

15

14 10 Series1

10

0 Highly Agree Series1 14 Agree 20

Nethier Agree nor Disagree Disagree 10 3

Strongly Disagree 3

Analysis: The graph represents that the employees agree that the screening procedure is firm and fair.

Ques: 9 The curriculum vitae of the applicants are properly reviewed. Table 9

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Highly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree

15 21 6 3 5

Series1 Strongly Disagree Disagree Nethier Agree nor Disagree Agree Highly Agree 0 Highly Agree Series1 15 5 Agree 21 10 Nethier Agree nor Disagree 6 Highly Agree 15 Disagree 3 20 Strongly Disagree 5 25 Strongly Disagree Disagree Nethier Agree nor Disagree Agree

Analysis : The data represents that the maximum employees agree that the CVs are properly reviewed

Ques: 10 Interviewer follows structured interview format. Table 10 Highly Agree 9

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Agree Neither Agree nor Disagree Disagree Strongly Disagree

21 9 5 6

12%

18% Highly Agree Agree Nethier Agree nor Disagree Disagree

10%

18%

Strongly Disagree 42%

Analysis: The data represents that the employees agree that the interviewer follows structured format for interviewing.

Ques : 11 Same set of questions are asked to the concerned candidates. Table 11 Highly Agree Agree Neither Agree nor Disagree Disagree 10 18 11 8

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Strongly Disagree

3 10 8 Highly Agree Agree Nethier Agree nor Disagree Disagree 11 18 Strongly Disagree

Analysis : The data represents that the maximum of the employees agrees that he same set of questions are asked to all the concerned candidates

Ques: 12 the assessment criteria related to the job are accurate. Table 12 Highly Agree Agree Neither Agree nor Disagree Disagree 10 20 7 8

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Strongly Disagree

20 18 16 14 12 10 8 6 4 2 0 Highly Agree 10

20

8 5

Series1

Agree

Nethier Disagree Strongly Agree Disagree nor Disagree

Analysis : The employees agree that the assessment criteria is accurate

Ques: 13 The candidates are given their feedback firmly. Table 13 Highly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 12 18 12 6 2

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18 16 14 12 10 8 6 4 2 0 Highly Agree Series1 12 Highly Agree

Agree

Nethier Agree nor Disagree

Disagree

Series1

Strongly Disagree Nethier Agree nor 12

Agree 18

Disagree 6

Strongly Disagree 2

Analysis: The employees agrees that the feedback given to the candidate is very firm

Ques : 14 The front line workers or team workers are included in the recruitment panel. Table 14 Highly Agree Agree Neither Agree nor Disagree Disagree Strongly Disagree 13 15 13 4 5

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Strongly Disagree 10% Disagree 8%

Highly Agree 26%

Highly Agree Agree Nethier Agree nor Disagree Disagree

Nethier Agree nor Disagree 26%

Agree 30%

Strongly Disagree

Analysis : The data represents that the team workers are included in the recruitment panel.

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CHAPTER: 8

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Conclusion
The human element of organization is the most crucial asset of an organization. Taking a closer perspective -it is the very quality of this asset that sets an organization apart from the others, the very element that brings the organizations vision into fruition. Thus, one can grasp the strategic implications that the manpower of an organization has in shaping the fortunes of an organization. This is where the complementary roles of Recruitment and Selection come in. The role of these aspects in the contemporary organization is a subject on which the experts have pondered, deliberated and studied, considering the vital role that they obviously play. The essence of recruitment can be summed up as the philosophy of attracting as many applicants as possible for given jobs. The face value of this definition is what guided recruitment activities in the past. These days, however, the emphasis is on aligning the organizations objectives with that of the individuals. By making this a priority, an organization safeguards its interests and standing. After all, a satisfied workforce is a stable workforce, which also ensures that an organization has credible and reliable performance. The end result of the recruitment process is essentially a pool of applicants. The research has given the result that the employees in the organization have a full knowledge about the recruitment and selection procedure and therefore we can say that the recruitment and selection procedure is effective at HCL INFO SYSTEMS. In the end, this project endeavors to present a comprehensive picture of Recruitment and Selection and hopes to enable the reader to appreciate the various intricacies involved.

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CHAPTER:9

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Findings
Here are some conclusions drawn from the graphical presentation.

Most of the employees are satisfied with the recruitment and selection process

initiated by the company.

Most of the employees are satisfied with the Induction process they receive in the

company.

Most of the employees think that their training needs are well aligned with their

job profile.

Employees feel that the Induction programs are carefully designed and

appropriately match with the expectation of the new joinee.

Employees are happy with the Recruitment evaluation rounds adopted by the

company.

Still some employees feel that the time taken to complete the interview process is

more and should be reduced.

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CHAPTER: 10

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RECOMMENDATIONS AND SUGGESTIONS

Although employees at HCL, Ltd are quite satisfied with the recruitment and selection process held at the company but according to the project, the company should work in the following areas for making their Recruitment and Selection more effective.

HCL Info systems Ltd. should recruit more technical and qualified candidates for More emphasis should be laid on the practical aspects of recruitment and Recruitment and selection process should be fair without any personal biases. Employee reference scheme can be effectively used as a means in recruitment and Psychometric test and competency mapping can be effectively used.

their required job. selection.

selection.

Needs of the employer: To get maximum returns from each employees, recover training & development costs, minimize cost in terms of time in training new workforce ensure that adequate number of people are there to carry on the process (proper manpower planning)

Needs of the employee: Enriched job profile, better carrier path, challenging work environment, future prospects of the job.

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BIBLOGRAPHY
WEB RESOURCES www.hclinfosystem.com www.hclinfinet.in www.hcl.in/history-milestones.asp www.hcl.in/about-hcl.asp www.hclinfosystems.in/lan_company_page.htm www.hclinfosystems.in/lan_product_page.htm www.articlesnatch.com www.academon.com/essay-the-Recuritment-Process/4454

BOOKS ASHWATHAPPA. Human Resources Management Jyothi, P & D.N Venkatsh. (2006) .HRM .New Delhi: Oxford University press.

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ANNEXURE
Questionnaire Dear respondents,

The following questionnaire asks about recruitment process followed in the organization. I would request you to kindly spare a few minutes to fill up this questionnaire. The information furnished shall be used for academic purpose only.

Designation _____________________________________________________

Please furnish the following Information: -

Age Group: 20-25____ 25-30____ 30-35___ 35-40____ 40 and above. ____

Gender:

M ____ F _____

a) Are you aware about the recruitment system of your organization? If yes then go to (b) Yes ____ NO___.

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b) Please tick the following statement as per the scale of rating given below: 1= Highly Agree, 2= Agree, 3 = Neither Agree nor Disagree, 4 = Disagree SL NO: 1 Statements The job requirements (e.g.: specific tasks, Activities) in your organization are clearly defined. 2 The applicant requirements (e.g.: knowledge, skills and Abilities) are clearly spell out. 3 My organization provides accurate and up-to-date Job description to the applicants prior to the interview. 4 My organization makes the candidate fill the detail Sheet accurately. 5 Job description contains realistic details. 1 5 = Highly Disagree 2 3 4 5

In my organization recruitment strategies are well defined to The recruitment panel.

The recruitment panel furnishes candidates with realistic And accurate information.

8 9 10

The screening procedure is firm and fair. The curriculum vitae of the applicants are properly reviewed. Interviewer follows structured interview format.

11

Same set of questions is asked to the concerned candidates.

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12 13 14

The assessment criteria related to the job is accurate. The candidates are given their feedback firmly The front line workers or team workers are included in the recruitment panel.

15

The execution of reference check is done by the HR department

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WORK IN H.C.L
During my summer training, as I have been placed in Recruitment cell so the things or work that I have done or learned: Sourcing the Portals Searching the candidates according to the job requirements How to talk with candidates at phone While communicating we ask about their CTC, little about their educational background & check their communication skills Also checking the interest area of candidate Certain job profiles on which I have done work are as follows: POP Customer Engineer
VPN Support. (3rd party payroll)

Procurement team leader (Commercial Department) Billing Department (senior executive) Commercial OJT.

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Functional KRAs and Check Points for POP (CE/OJT)

In FM, we basically need to ensure that POPs are managed by CEs , OJTs during the operational hours and they remain available on mobiles during off hours as well, incase of any crisis at any of the POP. (i) POP CE/OJT will come on MSN chat the moment he comes in the office and will remain in online during the operational timings. This will be monitored by HO FM Manager and any CE/OJT not doing so, shall be marked as absent for that particular day. (ii) (iii) POP should not be unmanned during decided POP Manning Hrs. The POP CE/OJT will ensure that the installed equipment at POP keep working to its full capacity at all times. He must update HO FM Support Manager incase of any help from the Head Office. (iv) (v) (vi) POP should be neat & clean always. No dust on N/W rack and on the equipment. All equipment should have identification tag, Asset ID/barcode number and their placement should be proper placed in Rack. All cable and wiring should be routed properly and clamped properly. Earthling of Power Equipment / Networking Equipment and MDF should be proper and as per required norms. (vii) The equipment like UPS, Generator, AC etc all are under maintenance contracts with related vendors. POP CE/OJT shall get the problem resolved from the concerned vendor whenever there is any problem. In case of any major issue, apart from taking desirable action and informing the local VPN, POP Manager/RCEM, matter must be brought to the notice of HO FM Manager. (viii) NOC at HO is responsible for all Network related problems and if any such problem is observed at any of the POP, must be brought to the notice of the NOC and HO FM Support Manager for immediate solution. (ix) POP CE/OJT will also be responsible for looking after all the POP links (Back Bone as well as the customer links). In case of any Backbone link going down he must log a complaint with DOT and also inform the concerned C&I person, NOC and HO-FM. Similarly incase of any problem with the customer link, he must log the complaint with DOT and also informs to Customer/client about it through phone. The local VPN Manager and VPN Help Desk must also be informed about it.

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(x) (xi)

POP CE/OJT is also responsible to update calls into IMS and in case call is not logged then he should get the call lodged into IMS through VPN team. POP CE/OJT are also responsible for providing installation and post installation support as directed by VPN Manager or HO Support Manager. C&I person will also help him in doing this job. I.e. Between POP OJT and C&I person, if one person goes to field for any reasons, the other person will man the POP. Under any circumstances, POP shall not be left unattended during operational hours. C&I person has to own his own function as well while delivering to this function.

(xii) (xiii) (xiv) (xv) (xvi)

POP CE/OJT is responsible to send all required reports as per direction from HO FM Support Manager as being done at present. A Visitor Log should be maintained with proper entries at all the site for recording the movements of visitors. All bills like Electricity; Telephone should be co-ordinate with departments for on time receipt and payments with out any penalty. Ensure Daily, Weekly and Monthly POP activities should be entertained as per schedule. POP ASSET Register should be updated and maintained correctly. without fail. (Daily report at 10.30 Am daily and Monthly Report of month completed on 1st day of next month)

(xvii) POP OJT is responsible for daily report and monthly at given time and decided format

(xviii) Sufficient Fuel (diesel/petrol) should be available in DG Set for any emergency at night (non office hrs.). Keep the record of Fuel consumption on daily basis in register. (xix) (xx) (xxi) OJT should maintain tie up with local electrician to handle emergency situation. Also should have tie up with DG vendor for emergency requirement. Every POP have stand by AC. Hence AC should be used in cyclic mode (One during day time and other during night) Check POP DG on daily basis on full load for 5 to 10 minute and working condition of all equipments like UPS, ACs etc. (xxii) NAV should be loaded frequently in POP PC. It should be updated on regular basis. (xxiii) All links should be monitored through WAN monitor and if links are down then followed up with DOT/BSNL for making it UP. (xxiv) Measure the POP earth resistance on daily basis and watering to earth pit on weekly basis. Keep proper record of this.

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(B) SPECIAL POINTS to be taken care by POP CE/OJT /in charge.

(i)

All ISDN PRI, ISDN BRI, E1R2, CC (Microsoft, Lexmark etc), LL and OFC Bills are paid by HO-Infinet. So photo or scanned copies of these bills should reach to HO (infirep@hcl.in & fmsupport@hcl.in ) well in time for releasing their payments.

(ii)

Scanned copy of Electricity Bill, Help Desk & Phone Bill should come to HO at least 10 days prior to pay by date for payment. It is necessary to ensure timely payment of above said services/utilities.

(iii)

Original bill for Diesel/Petrol expenses, Security Charges, OJTs Mobile Exp and POP cleaning/Up Keep expenses should come to HO FM team for payment processing.

(iv) (v)

Some amount as POP Impress money (advance) is allocated to every POP CE/OJT for smooth operations. POP Telephone should be accessible to Security Guard at T2 & T3 POP for non Manning Hrs. And Security Guard should have local contact number of POP CE/OJT/ POP I/C and RCEMs for emergency contact at no manning hrs.

(vi) (vii)

Security Guard should be trained to Start DG Set during non manning hrs at T2/T3 POP, in case of any power cuts. POP OJT and NAT Engg (where no POP CE ) should make their weekly off as POPOJT on Saturday and NAT/C&I Engg. On Sunday. It should be fixed and communicated by POP In-charge.

(viii) (ix)

POP Telephone, POP PCs and other POP equipments should not be shared by any other division. POP should be locked and sealed daily after POP Manning hrs, where ever premise is shared with other division of HCL. One Key should be kept with POP Security or building owner.

(x)

No material should move out from POP with out approved STN (stock transfer note)

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from HO. POP Engineer should keep copy of STN for every transaction (IN/OUT). Copy of receipt confirmation should be filed along with STN copy for every movement. Every Movement of Support material to local customer end should be on valid challange and acknowledgement is must from customer for that material. (xi) (xii) POP OJT has to file the acknowledgement copy of every movement at pop for future reference. Every POP has a challenge book for support material movement (From POP to Customer End) and POP OJT only is entitled to use challan book with CE/RC/Managers approval. POP OJT is sole owners to avoid misuse of challan book. Challan Book Should kept under lock and key. (xiii) POP should maintain Asset movement register in given format for Capex, Support and Customer material movement. POP should maintain copy of Invoice/STN/challan for future reference. (xiv) (xv) (xvi) And Asset Register (Capex , Support & Customer) should be corrected accordingly after every movement/change. Any changes in FM Matrix, should be communicated to HO. Escalation-Matrix/POP FM-Matrix and important contact number like vendor, BSNL, DOT, Electricity Board should be available to POP. Contact list of POP team including C&I and Field team should be pasted at every POP. (xvii) POP OJT has to ensure the preventive maintenance of all Power Equipments as per their AMC norms. Take the PM report from vendor and file it properly. Back up available and redundancy checked should be clearly mentioned in every PM slip. Also ensure monthly PM of POP Electric Control Panel. (xviii) Fire Extinguisher should be refilled before its expiry.

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Desired Eligibility or criteria for team leader, procurement department & on this basis we have to call the candidates.
1. To follow up with NSE members for collection of renewal orders and payments as per assigned target for the month.

2.

To review the collection status with entire NSE team based on the target given & resolves the issues, if any. To resolve all discrepancy cases relating to NSE for all regions. To follow up with accounts depts. for processing the refund/adjustment cases for NSE members. To resolve any query raised by NSE members.

3.

To follow up with BSNL / MTNL for leased line procurement, bill payments & other media procurement related issues. To coordinate with internal project team and ensure timely execution of orders.

4.

To coordinate with billing team to resolve any billing related issues of BSNL/MTNL.

5.

To make cold calls and generate the business leads. To ensure that minimum orders of Rs 5 lacs are booked every month (Quarterly 15 lacs).

6.

To ensure that all reports (related to NSE, media procurement & business) are updated on daily basis & sent to concerned teams.

7.

To coordinate the activities within the team and send a summary report everyday.

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Eligibility Person should be graduate (commerce graduate to be preferred) Minimum 3-4 years of experience of handling the team of 10-15 persons Good communications skills and customer handling. Should be a team player. Good knowledge of MS Word, Excel, Power Point and Outlook. Some experience of working in SAP will be preferred. And once candidate is finally selected, I have to called them and told them about the documents which they have to submit before joining in the organization.

Documents for joining: -

1. Recent Passport size colored photograph 2. Educational certificate/professional certificate 3. Release letter/resignation letter from previous employer 4. Last drawn pay slip 5. Appointment letter/experience certificate of all previous employers 6. Identity proof. 8. Residence Proof. 9. Medical Certificate. 10. Postcard photos.