PROJECT REPORT ON TRAINING AND DEVELOPMENT PROCESS AT RELIANCE INSURANCE

SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENT OF THE DEGREE OF MASTERS OF BUSINESS ADMINISTRATION FROM AMITY UNIVERISTY 2007-2010 SuSubmitted To: Amity University To: Submitted By: NIDHI AGARWAL ENROLLMENT NO. 16087821626

Amity School of Distance Learning (ASoDL)

CERTIFICATE
I, Nidhi agarwal, hereby declare that the work presented in the report entitled Training and Development Process at Reliance Life Insurance in partial fulfillment of the requirement for the award of the degree of Masters of Business Administration of Faculty of Management Studies, Amity University is an authentic work carried out by me under the sincere supervision and guidance of Mr. Sutapa Mandal (Exec. HR).

To the best of my knowledge, the content of this report does not form a basis for the award of any previous Degree to anyone else.

Nidhi Agarwal

ACKNOWLEDGEMENTS
I owe my sincere thanks and gratitude to Ms. Sutapa Mandal (HR Executive) who inspired me by his able guidance and was a constant guiding light during the course of project study. The support and knowledge provided by her has been a great value addition for me and will go a long way in building a promising career. Last but not least, I am also thankful to all the respondents of my survey without whom the project would not have been completed successfully.

(Nidhi Agarwal)

Executive Summary
The objective of the study is to analyze 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? The study on recruitment highlights the need of recruitment in HCL.

Human

resource

is

most

valuable

asset

in

the

Organization.

Profitability of the Organization depends on its utilization. If their utilization is done properly Organization 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 Descriptions, Job Specifications. HCL Analysis, Job a very important

procure manpower in these

scientific manner . It gets information by use of

documents like Job Analysis, Job Descriptions and Job Specifications. Without these recruitment may be unsuccessful.

SERIAL NO.

TITLE

PAGE NO.

1 2 3 4 5 6 6.1 6.2 7 7.1 7.2 8 8.1 9 9.1 10 10.1 11 12

Student Declaration Acknowledgement Certificate from Organization College Guide Certificate Executive Summary Chapter 1 ( Introduction ) Recruitment Selection Chapter 2 (Industry Information ) Evolution HR Consulting Industry Chapter 3 (Company Information ) Infosys Chapter 4 (Function Area Information ) Conjugate Chapter 5 ( General Summary ) Recruitment and Selection Reference Bibliography

2 3 4 5 8 9 10 35 56 57 58 69 70 84 85 91 92 95 96

Company History
HCL Technologies is a leading global IT services company, working with clients in the areas that impact and redefine the core of their businesses. Since its inception into the global landscape after its IPO in 1999, HCL focuses on 'transformational outsourcing', underlined by innovation and value creation, and offers integrated portfolio of services including software-led IT solutions, remote infrastructure management, engineering and R&D services and BPO. HCL leverages its extensive global offshore infrastructure and network of offices in 26 countries to provide holistic, multi-service delivery in key industry verticals including Financial Services, Manufacturing, Consumer Services, Public Services and Healthcare. HCL takes pride in its philosophy of 'Employee First' which empowers our 58,129 transformers to create a real value for the customers. HCL Technologies, along with its subsidiaries, had consolidated revenues of US$ 2.6 billion (Rs. 12,048 crores), as on 31st March 2010 (on LTM basis).

HCL is a $5 billion leading global Technology and IT Enterprise that comprises two companies listed in India - HCL Technologies & HCL Infosystems. Founded in 1976, HCL is one of India's original IT garage start-ups, a pioneer of modern computing, and a global transformational enterprise today. Its range of offerings spans Product Engineering, Custom & Package Applications, BPO, IT Infrastructure Services, IT Hardware, Systems Integration, and distribution of ICT products across a wide range of focused industry verticals. The HCL team comprises over 62,000 professionals of diverse nationalities, who operate from 26 countries including over 7

500 points of presence in India. HCL has global partnerships with several leading Fortune 1000 firms, including leading IT and Technology firms.

HCL Enterprise is a leading global technology and IT enterprise. Founded in 1976 and is one of the first Indian "IT garage startups," Founder, Chairman and CSO, Shiv Nadar has led HCL Enterprise's impressive growth. HCL Enterprise operates two major businesses. One is the India-facing SI business operated by HCL Infosystems, and the other is the global IT services bWhile HCL Enterprise has a 30year history, HCL Technologies is a relatively young company formed, nine years ago, in 1998. During this period, HCL has built unique strengths in IT applications (custom applications for industry solutions and package implementation), IT infrastructure management and business process outsourcing, while maintaining and extending its leadership in product engineering. HCL has also built domain depth through a micro-verticalization strategy in industries such as Financial Services, Hitech and Manufacturing, Retail, Media and Entertainment, Life Sciences, and Telecom. HCL has created the ability to distribute value across the customer's IT landscape through its well-distributed services portfolio, significant domain strengths, and locally relevant geographic distribution. HCL has the widest service portfolio among Indian IT service providers, with each of its services having attained critical mass. Our five mature lines of business are R&D and Engineering, Custom Applications, Enterprise Applications, IT Infrastructure Management, and BPO Services. In addition, HCL has recently launched its Enterprise Transformation Service offerings comprising of Business, Technology, Application and Data Transformation the four broad needs of any enterprise. Our ability to synergistically integrate these 8

service lines across the entire IT landscape creates new zones for value creation. Additionally, HCL has created unique service leadership in each of these areas through best-of-breed unique propositions. HCLs leadership in these service areas has been recognized by several leading independent analysts. In 2005, HCL started questioning the linearity of scale-driven business models adopted by service providers (largely in the IT application business). The questioning led us to the belief that the market was rapidly approaching a point of inflection, that is a point where the volume and value proportionality would change, opening up new opportunities for service providers who aspire to focus on value. With this realization, HCL embarked on a transformational journey that focuses on value centricity in customer relationships and on leveraging new market opportunities, while creating a unique employee experience. Hence HCL entered a new phase of evolution transforming it from a volume-driven service provider to value-centric enterprise that turns technology into competitive advantage for all its customers across the globe. Today HCLs new way of doing business is being recognized by Harvard, IDC, Fortune, Forbes, Economist, Business Week a 2008

-HCL to acquire British BPO firm

-HCL BPO to adopt non-linear growth strategy

-HCL completes acquisition of UK's Axon

-HCL wins over Axon board for takeover bid -HCL Technologies Launches First-of-its-Kind on-Demand Software Testing Lab 9

2009 - HCL Technologies has entered into a five-year transformational IT infrastructure management engagement with the Energy Future Holdings Corporation (EFHC), a Texas-based, privately-held energy company.

-HCL signs a Rs 393 crore, 7 year end-to-end IT Services engagement with National Insurance Company -HCL Tech gets outsourcing contract from MTV Networks -HCL Signs a five year engagement with Energy Future Holdings for IT Infrastructure Management Services

-HCL receives the International Investor of the Year Prize

-HCL Technologies Emerges as a Most Admired Knowledge Enterprises (MAKE) Winner

-HCL Technologies opens Global Development Center in Brazil to service growing client base in Latin America, North America and

-HCL Technologies opens Global Development Center in Brazil to service growing client base in Latin America, North America

2010 - HCL Technologies has announced a partnership with nMatric of the U.S. for providing intelligent shopfloor solutions to automotive manufacturers nd the likes.

usiness operated by HCL Technol1991 - HCL Technologies Limited was originally incorporated on 12th November, as HCL Overseas Limited. The certificate of commencement of business was received on 10th February, 1992. On July 14, 1994, the name of the Company was changed 10

to HCL Consulting Limited. The Company changed its name to HCL Technologies Limited on 6th October 1999 to better reflect the line of activities of the Company.

- HCL provides new technology development services to its clients. 1996 - The 50:50 joint venture with Perot Systems Corporation in the year, provided access to high value client base of Perot Systems.

- The Company has one of the largest software development infrastructures in India. This state-of-the-art infrastructure, which comprises seven software factories, is designed to take advantage of the high productivity and scalability as well as the relatively lower cost of software development in India. SERVICES HCL offers services including Software, Remote Infrastructure Management, Engineering and R&D Services and BPO. HCLs key services include:

Custom Application Services Enterprise Application Services Enterprise Transformation Services Engineering and R&D Services Infrastructure Management Business Processing Outsourcing.

In addition to this, HCL AXON, formed after the acquisition of Axon Group plc in December 2008, offers SAP services including:

Business Consulting Solutions Implementation Application Management Blue ocean upgrades

Integration Services. HCL serves industries such as Financial Services, Education, Hi-tech & Manufacturing, Aerospace & Defense, Telecom, Retail & CPG, Life 11

Sciences, Healthcare, Media & Entertainment, Travel, Transportation & Logistics, Automotive, Government, Energy & Utilities.

ACQUISITIONS AND JOINT VENTURES

The company acquired Capitalstream, a US BFSI product company for US $40 million in February 2008. Capitalstream's FinanceCenter product is an addition to HCL's current product addressing the BFSI market - Penstock, the product that HCL launched in 2007. On 15 December 2008, it acquired Axon Group, and was renamed HCL AXON the largest acquisition in the history of the Indian IT industry, surpassing Wipros $600 million acquisition of Infocrossing in 2007.[ HCL Technologies is a global IT Services company headquartered in Noida, a suburb of Delhi, India led by Vineet Nayar, HCL Technologies, along with its subsidiaries, had consolidated revenues of US$5 billion, as of 2010, and employed more than 58,129 workers. The name HCL is an abbreviation on Hindustan Computers Limited.

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OBJECTIVE OF THE STUDY

In HCL the recruitment policy spells out the objective and provides a framework form of for implementation of the recruitment programme in the procedures. The company involves a commitment to broad

principles such as filling vacancies with best qualified individuals. The recruitment policy in a company may embrace spell issue such as the extent of promotion from within, attitudes of enterprise in recruiting old, handicapped and minor individuals, minority group members,

parttime employees and relatives of present employees. In a company HCL, there usually a staff unit attached with personnel or an industrial relations This department specialization designated Of as employment enables or staff

recruitment office.

recruitment

personnel to become highly skilled in recruitment techniques and their evaluation. However, recruitment remains the line responsibility as far as the personnel requisition forms are originated by the personnel, who has the final words in the acceptance or rejection of a particular applicant. Despite this the staff personnel have adequate freedom in respect of

sources of manpower to be tapped and the procedure to be followed for this purpose

13

SCOPE AND IMPORTANCE OF THE STUDY

SCOPE 1. To structure the Recruitment policy of HCL for different categories of employees. 2. To analyse the recruitment policy of the organization. 3. To compare the Recruitment policy with general policy. 4. To provide a systematic recruitment process. 5. It extends to the whole Organization. It covers corporate office, sites and works appointments all over India. 6. It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and Senior Management cadres.

14

IMPORTANCE Without focusing the pattern of management, organization 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 & selection 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.

15

RESEARCH METHODOLOGY
To design this project report, a through literature survey was conducted which included detailed study of books and journals available on the subject. Based on this survey, a questionnaire was prepared to evaluate training and development programs. The research also included few personal interviews with the trainees as well as the trainers who gave an insight into the various training programs conducted to gain practical view of the programs. DATA COLLECTION A sample size of 20 employees are studied for this purpose. Employees of different unit where randomly administrated the questionnaire. DATA ANNAYSIS The analysis of data was done on the basis of unit, age and number of years of experience and factors. Analysis was done using the simple average method so that, finding of the survey was easily comprehensible by all. 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: PRIMARY 1. Interview schedule SECONDARY 1. Diary 16

2. Questionnaire 2. Books 3. Opinion Survey 3. Magazines 4. Other records

I have 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 organization. I have 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 respondent.

DATA TYPE Primary as well as secondary data was collected.

RESEARCH APPROACH

17

Conducting a field survey did a subjective assessment of the qualitative data. The research method used was that of questionnaire & interview for primary data & an extensive literature survey for secondary data.

RESEARCH INSTRUMENT
The questionnaire was used as the primary instrument for the collection of primary data which contained open-ended questions to chance response. In addition the personal interview method was employed to draw out answers to subjective questions, which could not be adequately answered through the use of questionnaire.

Preparing the questionnaire

The first task in the process of measuring the level of recruitment of the candidates in HCL was to prepare questionnaire. For this purpose a number of questionnaire we studied and finally a questionnaire where framed. The questions where grouped under five categories: 1. Company related 2. Environment related 3. Supervision related 4. Growth related 5. Job related

18

The questionnaire are also ask the employees for the demographic details regarding: 6. Age 7. Number of years of experience 8. Unit 9. Department 10. Grade Questionnaire consist of the following things: Which focused on the employee awareness levels regarding benefits provided which & outside the organization & assessing his overall satisfaction level. This prepared ground for further enquiry & enabled better analysis of the questions, which followed. Which focused on specific policies & judged them from different aspects making the questionnaire indepth & specific. Which consisted of open-ended question, inviting views & suggestions from the respondents.

INTERVIEW
Interviews lead to a better insight to subjective & open questions almost all interviewees responded.

SAMPLE UNIT
The sample unit consisted of all the departments of HCL.

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SAMPLE FRAME
Consisted of a comprehensive list of all the employees of HCL.

SAMPLE SIZE
Sample size=25 out of universe of 500.

SAMPLE DESIGN
Care was taken to choose the sample based on considerations like age, sex & work experience of respondents thus enabling better representations of the heterogeneous population. However, the sample design was that of

convenience sampling or haphazard sampling only. The time consideration & size of population were major factors in determining choice of sample design.

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DEFINATION
Recruitment is the process is seeking out and attempting to attract individuals in external labor markets, who are capable of and interested in filling available job Vacancies .Recruitment is an intermediate activity whoseprimary function is to serve as a link between human resource planning on the one hand and selection on the other.

To Recruit Means To Enlist, Replenish Or Reinforce. Recruitment begins by specifying the human resource requirements, initiating activities and actions to identify the possible sources from where they can be met, communicating the information about the jobs, term and conditions, and prospectus they offer, and enthusiast people who meet the requirement to respond to the initiation by applying for the jobs.

AIM
The aim of recruitment is the information obtained from job description and job specification along with precise staffing standards from the basis for determinig manpower requirement to attain the organizational objective.

Recruitment Needs Are Of Three Types:

21

Planned, anticipated and unexpected planned need arise from changes, in organization and retirement policy.

Resignations, deaths and accidents and illness give rise to unexpected needs.

Anticipated needs refer to those movements in personnel which an organization can predict by studying trends in the internal and external requirements.

Features Of Recruitment : 1 2 Process or series of activities rather than a single act or event. A linking activity as it brings together those with the jobs(employer) and those seeking jobs(prospective employees).

INTERNAL SOURCE OF RECRUITMENT Internal Transfer/Promotion with necessary screening, training and

selection to meet the specified requirement. It would be desirable to utilize the internal sources before going outside to attract the candidates. The two categories of internal sources including a review of the present employees and nomination of the candidates by employees.

22

Merits and Demerits of Internal Recruitment.

Merits.
Following are the merits of the internal source of recruitment;

1. Increase in Morale Recruitment through the internal sources, particularly promotion, increases the morale of the employee. Every body in the organization know that they can be promoted to a higher post, their morale will be boosted and their work efficiency will increase.

2. Better Selection The people working in the enterprise are known by the management and for selection higher post does not carry any risk as the employees are known.

3. Economical Internal Internal sources is highly economical because no expenditu re is involved in locating the source of recruitment and no time is wasted in the long process of selection. More over, these employees do not need extensive training because they already know about all the works of the enterprise.

4. Labor- turnover is Reduced When the employees know that they can be promoted to higher posts, they do not leave the enterprise. As a result of this policy labour turnover is reduced and the status of the company increases. 23

5. Better Labour-Management Relation When the internal source of recruitment is used the employees remains satisfied which leads to the establishment of better labour -management relationship.

Demerits
The internal source of recruitment of employees suffer from the following demerits: 1. Check on Young Blood The defect of the internal source of recruitment is that the young people fully equipped with the modern technical knowledge remain excluded from the entry in enterprise. As a result, the old people run the enterprise with the old ideas and experience. 2.Limited choice. The internal recruitment of the employees reduces the area of choice. The reduction in the area of choice means less number of applicants. The choice is to be made out of people working in the enterprise. 3.Encourages Favoritism . Internal source encourages favoritism in this system, the superiors usually select their favorites. Sometimes even a less capable person is selected which harms the enterprise. In this system , generally the personal impression of the managers about the employee is given preference for selection.

EXTERNAL SOURCES OF RECRUITMENT

An external source of Recruitment is considered from the combination of consultant and Advertisement 24

Merits and Demerits of External Recruitment Merits. The external recruitment has the following merits: 1.Entry of young blood. Recruitment through external source brings in new persons with modern ideas which can be profitable for the organization. 2.Wide choice. The use of external source of recruitment increases the number of candidat es and widen the choice. The managers judge the capabilities of the applicants and select the best ones for appointment. 3.Less Chances of Favouritism. All the candidates, under this system of recruitment, are new for the managers and this exclude the possibility of favouratism.

Demerits.
In spite of many merits, the system of recruitment from external sources is not free from defects. Its chief demerits are:

1.Decrease in Morale of Existing Employees. By adopting the system of external recruitment the chances of promotion of the present employees come to an end. Since there is no hope of any promotion the morale of the employee decreases and they do not perform their work with dedication. 2.Chances of Wrong Selection.

25

There are chances of wrong selection due to non-availability of information in case of external recruitment. If the wrong selection will upset the working condition of the organization. 3.Costly Source. The external source of recruitment involves expensive advertisement, long selection process and training after selection which increases organizational expenditure. 4.Increase in Labour-turnover. When the employees know that they cannot be appointed on high posts in the enterprise, they leave the organization at the first available opportunity, and as a result an increase in the labour-turnover which lowers the prestige or the reputation of the enterprise. 5.Detorioration in Labour-Management Relationship. Making use of the external source of recruitment affects the present employees and there is an increase in the incidents of strikes and lock-out.

LEGAL & POLITICAL CONSIDERATIONS

The constitution provides for the following as the fundamental rights of a citizen: Article 16 (1): No citizen shall, on ground of religion, race, caste, sex, descent, place of birth, residence or any of them, be negligible for an discriminated against in respect of any employment or office under the state.

26

 Article 16 (3): Nothing in this article shall prevent parliament from making any law persuading, in regard to a class or classes of employment on appointment to an office (under the govt. of or any local or other authority within a state or union territory), any requirement as to residence within that State or Union Territory prior to such employment or appointment.

The constituent ensures, in the directive principles of state policy, certain safeguards for scheduled castes, scheduled tribes & other weaker sections. Except in cases which are covered by Article 46 of the constitution, there can be no discrimination in the matter of employment anywhere in the country for any citizen.

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OBJECTIVES OF RECRUITMENT

To attract people with multidimensional skills and experiences that suit the present and future organizational strategies.

To induct outsiders with a new perspective to lead the company. To infuse fresh blood at all levels of the organization. To develop an organizational culture that attracts competent people to the company.

To search or head hunt/head pouch people whose skills fit the companys Values.

To devise methodologies for assessing psychological traits. To seek out Non Conventional development grounds of talent. To search for talent globally and not just within the company. To design entry pay that competes on quality but not on quantum. To anticipate & find people for positions that do not exist yet.

Steps on Recruitment Process

The recruitment process consist of the following steps:

Generally begins when the personnel department receives requisitions for recruitment from any department of the company the personnel requisitions contains detail about the positions to be filled. number of 28

persons to be recruited, required from the candidate, terms and conditions of employment and at the time by which the persons should be available appointment etc. Locating and developing the sources of required number and type of employees. Identifying the prospective employees with required characteristics. Communicating the information about the organization, the job and the terms and conditions of service. Encouraging the identified candidates to apply for jobs in the organization. Evaluating the effectiveness of recruitment process.

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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

30

human resource in the organisation whom will the human resource managers manage or whose energy will they channalise productively and usefully.

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.

METHODS AND TECHNIQUES OF RECRUITMENT

In a company recruitment sources indicates where human resources may be procured, the recruitment methods and techniques deal with how these resources should be tapped. As soon as the manpower manager has determined the personal qualities required on the part of an individual to fill an vacant position and visualized the possible sources of candidates with these qualities, his next step relates to making contact with such candidates. There are commonly three methods of recruitment which company follows:

1.DIRECT METHOD 2. INDIRECT METHOD 3.THIRD PARTY METHOD

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Following includes in the procedure

Job Annalysis Form

Job Specification Form

Interview Schedule

Application Form for Employment Interview Assesment Form

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1.MAN POWER RECRUITMENT

As and when the need arises , the Manpower Requirement Form is dually filled by the HOD/Group Manager of the concerned

department and forwarded to the HRD Department. The HRD Department initiates activity on the recruitment once the "Manpower Requirement" form is approved by MD.

All "Manpower Requirement "Forms Department.

are maintained by the HRD

2.IDENTIFYING SOURCES OF RECRUITMENT On the basis of Manpower Requirement Form a recruitment source is identified. The source of recruitment could be external or internal.

INTERNAL SOURCE OF RECRUITMENT Internal Transfer/Promotion with necessary screening, training and selection to meet the specified requirement. It would be desirable to utilize the internal sources before going outside to attract the

candidates. The two categories of internal sources including a review of the present employees and nomination of the candidates by

employees.

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The

COMPANY

suggests

that

the

effective

utilization

of

internal

sources necessitates an understanding of their skills and information regarding relationships horizontal and vertical of jobs. transfers This will provide the possibilities for

within

enterprise

eliminating

simultaneous attempts to lay off employees in one departmen t and recruitment of employees with similar qualification for another

department in the company. Promotions and Transfers within the plant where an employee is best suitable improves the morale along with solving recruitment problems. These measures can be taken effectively if we established job families through job analysis programmes combining together similar jobs

demanding similar employee characteristics. Again, employee can be requested to suggest promising candidates. Sometimes in a company the employees are given prizes for recommending a candidate who has been recruited. The usefulness of this system in the form of loyalty

and its wide practice, it has been pointed that it gives rise to cliques posing difficulty to management. Therefore, in this company before utilizing the system attempts should be made to determine through research whether or not employees thus recruited are effective on particular jobs. Usually, internal sources can be used effectively if the number of vacancies are not very large, adequate, employee records are maintained, jobs do not demand originality lacking in the internal sources, and employees have prepared themselves for promotion. 34

EXTERNA L SOURCE S OF RECRUITMENT An external source of Recruitment is considered from the combination of the following options: CONSULTANT Consultant are given the requirement specifying qualifications,

experience and all other necessary details. In consultant we considers the employment agencies, educational and technical institute, casual, labor and mail applicants, trade unions and other sources. Our c ompany have developed markedly in large cities in the form of consultancy services.

Usually this company facilitate recruitment of technical and professional personnel. Because of their specialization, they effectively assess the needs of their clients and aptitude and skills of the specialized

personnel. They do not merely bring an employer and an employee together but computerize lists of available talents, utilizing testing to classify and used advance techniques of vocational guidance for

effective placement purposes.

Educational and technical institutes also forms an effective source of manpower supply. There is an increasing 35 emphasis on recruiting

students from different management institutes and universities' commerce and management departments personnel by and recruiters for positions These in sales, are

accounting, finance,

production.

students

recruited as management trainees and then placed in special company training programmes. They are not recruited for particular positions but for development as future supervisors and executive. Indeed , this source provides a constant flow of new personnel with leadership personalities. Vocational schools and industrial training

institutes provides specialized employees, apprentices, and trainees for semiskilled and skilled jobs. Persons trained in these schools and institutes can be placed on operative and similar jobs with a minimum of in plant training. However, recruitment of these candidates must be based on realistic and differential standards established through research reducing turnover and enhancing productivity. The enterprise depends to some extent upon casual labour or

"applicant at the gate" and mail applicants. The candidates may appear personally at the company's employment office or send their

applications for possible vacancies. According to company the quality and quantity of such candidates depend on the im age of the company in community. Prompt response to these applicants proves very useful for the company. The company find that this source is uncertain, and applicants reveal a wide range of abilities necessitating a careful

screening. Despite these limitations, it forms a highly inexpensive source as the candidates themselves come to the gate of the company. 36

It also provides measures for a good public relations and accordingly , the candidates visiting the company must be received cordially. Trade unions are playing an increasingly important role in labour supply. In several trades, they supply skilled labour in sufficient

numbers. They also determine the order in which employees are to be recruited in the organization. In industries where they do not take active part in recruitment, they make it a point the employees laid off are given preference in recruitment. ADVERTISEMENT All recruitment advertisements are placed centrally by the HRD Department. The advertisement is drafted by HRD Department in consultation with the concerned Department. All related documents of Advertisements released are maintained in the "Advertisement" file.

In addition to the above sources, several organizations develop sources through voluntary organizations such as clubs, attracts employees of competitors looking for a change or good prospectus for emplo yment, utilize women, older workers and physically handicapped for specific positions where they are best suitable, and use the "situation wanted" advertisement in newspapers.

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3.SELECTION

A .SCREENING/SHORTLISING Resumes received from consultants and/or from the advertisements

released in Newspaper/Magzine are screened by HRD Department in consultation with the concerned department.

B.INTERVIEW CALL The shortlisted candidates are contacted for interview thro ugh an

interview call letter/telephone call/e-mai l or through the consultants.

C.INTERVIEW SCHEDULE Interview schedule is prepared and sent to the concerned Department's HOD, Interview panel and a copy is kept for HRD Depart ment requirement.

records. The Interview Schedule include the following

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6.STATISTICAL ANNALYSIS An Annalysis of the manpower requirements is prepared periodically based on the following factor: Source of recruitment Resumes received and short-listed Interviews conducted Candidates selected Candidates joined

F.FORMATS The Formats of the company includes the following: MANPOWER REQUIREMENT PERSONAL DATA FORM INTERVIEW ASSESSMENT FORM JOINING REPORT STAFF COMPARISION SHEET SALARY PROPOSAL SHEET

These Formats, when filled up, are available in the individual personal files along with other personal details of the individual, which are confedential in nature. G.RECORDS The company includes the following records Manpower Requirement Forms Correspondence for release advertisements Correspondence with consultant

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CANDIDATES WILLINGNESS TO JOIN THE COMPANY

Chart Showing Employees Willingness to Join the Company

23% 5% 11% 16%

17%

28%

Reputation of the Company Salary Package

Working Environment Job Prospect

40

From the chart it can be understood that most of the employees are inspired by the working environment of the company which resembles the personal traits of the Indians. I can also see that matters much followed reputation of the company and salary package which comprised 11% and 16% respectively. Job prospect plays a minor role in the minds of a candidate who had already joined the company. Location of the company (which comprised 5% of the sample size) where majority of the employees are qualified with technical who in most of the cases dare to bother it.

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MOST RELIABLE TYPE OF INTERVIEW IS

Chart Showing the Reliable Type of Interview is

7%

36%

36%

21%

Behavioral

Situational

Structured

Stress

I tried to find out the most reliable type of interview according the employee. They expressed different view. According to the sample

employees. I found that behavioral interview is most reliable and this

42

view was supported by 36% of the sample employees. Similar support was begged by the situational interview, while 26% structured interview and only 7% favoured stress interview. Corresponding to this data I have drawn a pie chart above: In HCL all the applications received in each branch/function (HR or Finance) will be separately arranged in descending order of merit i.e. based on a percentage of aggregate marks of all the years/ semesters of professional course and only the required number (according to the ratios mentioned) starting from the top will be called for written test in each discipline of Engineering/Function (HR or Finance). In case of a tie at cut-off marks, all the candidates scoring cut-off marks will be called for written test. The Written Test papers will be objective type in nature and will be in Hindi & English. Based on merit and requirement, the short listed candidates will have to appear Behavioral Assessment Interview for Psychometric Test and/or by Personal Interview.

followed

Candidates will be invited for Psychometric Test and/or Behavioral Assessment Interview followed by personal interview, in order of merit on the basis of Written Test performance. In case of a tie at cut -off marks, all the candidates scoring cut-off marks will be called for

interview.

The candidates are advised to ensure while applying that they fulfill the eligibility criteria and other requirements mentioned in this

advertisement and that the particulars furnished by them are correct in all respects. In case it is detected at any stage of recruitment process 43

that the candidate does not fulfill the eligibility criteria and/or does not comply with other requirements of this advertisement and/ or he/she has furnished any incorrect/ false information or has suppressed any material fact(s), his/her candidature is liable to be rejected. If any of
shortcomings is/are detected, even after appointment, his/her the above are

services

liable to be terminated without any no

44

BEST WAY TO RECRUIT PEOPLE

Chart Showing the Best way to Recruit People is

15%

40% 20%

25%

Advertisement

Walk-ins

Variable

Search Firms

45

The employees at HCL expressed their varied views about the best way, according to them, to recruit people. The employees in HCL bear an opinion (about 40% of the sample) that advertisement is the best way to recruit people. While to 25% of the sample employees feel that walk-ins is best way while 20% feel that variable ways are the best. Others feel that recruiting people from search firms in a best way. Corresponding to this data I have drawn a pie chart above:

The aim of advertising is to make people aware that a vacancy exists and to persuade them to apply for the position. Advertising helps to define exactly the need of the company, and what separates it from its competitors. Often the people you want to attract are not openly looking for a new job, so you need to think of ways to sell the attributes of the company, e.g. what makes It unique, its culture, values, philosophy and so on.

Good advertising highlights the assets of the position and appeals to the career needs and concerns of the desired applicants. It is worth making your advertisement effective and attractive, as there is a high correlation between advertisements with accurate and complete

information and recruitment suc 46

RESPONSE GIVEN BY THE STAFF ABOUT THEIR QUERY

Chart Showing Employees Satisfied with the Response given by the Staff about Query

6%

Yes No

94%

47

My survey clearly concludes that response of the company to any query made by the employees was absolutely good since 94% of my survey favors to this. 6% ratio of unsatisfied can also be further reduced if communication system is further improved. Corresponding to this data I have drawn a pie chart

I hereby submit my suggestion that every query by any employee should be seriously considered and it should be dealt in depth and if at any particular time of query if proper reply/material is not available, even than the answer must be given at a later stage after getting full information from the source available and the answer should not be kept in abeyance.

48

HOW CANDIDATES ARE RECRUITED IN THE COMPANY?

There are various ways of recruiting candidates in the company as depicted in the chart below: -

Chart Showing Employees Recruitment Process

6%

6%
9% 85% 3%

Written Exam.

Written Exam & Interview

Written Exam, G.D. & Interview

Others

49

From the chart it is quiet clear that the company adopts various processes for recruiting the right candidate. Actual recruitment procedure followed by the company is by conducting written examination followed by interview which comprised 85% of my sample survey of 36 employees. But still some candidates are also chosen through written exam, GD& interview comprising only 6% and others comprising only 3%. These others include the reference of the existing employees within the organization itself.

Eligible

candidates

will be invited for objective type written test at

their own expense. In Other words all the applications received in each branch/function (HR or Finance) will be separately arranged in

descending order of merit i.e. based on a percentage of aggregate marks of all the years/ semesters of professional course and only the required number (according to the ratios mentioned) starting from the top will be called for written test in each discipline of Engineering/Function (HR or Finance). In case of a tie at cut-off marks, all the candidates scoring cut-off marks will be called for written test. The Written Test papers will be objective type in nature and will be in Hindi & English.

WRITTEN TEST CENTRES The Written Test will be conducted at following eight centers: 1. Bhopal 2. Chennai 3. Delhi 4. Hyderabad 5. Kolkata 6. Mumbai 7. Silchar 8. Varanasi Candidates have to choose one of these cities as Test Centre and no change will be allowed subsequently .HCL reserves 50

the right to change or delete any of the above mentioned test centers at its discretion.

51

JOB SPECIFICATION OF THE EMPLOYEES

Chart Showing Job Specification of the Response of the Employees

3%

97%

Almost all the candidates got the specified jobs offered to them. This implies that the company has the organized manpower planning and well organized recruitment policy as shown in the following chart: 52

From the chart above it crystal clear that the candidates get exactly the same job as specified. So from the companys perspective it is a good sign for the overall growth & development. Still some employees who comprised only 2.33% of my sample study.

53

THE ATTITUDE OF H.R. MANAGER

Chart Showing what employees feel about the Attitude of H.R. Manager

13%

Good Very Good

57%

30%

Excellent

54

The chart below depicts that most of the employees are doing service as per my survey of 20 employees. Most of the employees are satisfied with the attitude of H.R. Manager. 13% says Good attitude, 30% says Very Good and 45% says the attitude of H.R. Manager is excellent. Corresponding to this data I have drawn a pie chart From the chart it is crystal clear that the attitude & working of H.R. Manager is whole heartedly accepted to all the employees of the company. This will definitely boost the morale of the employees, which ultimately will increase efficiency, & working of the employees resulting in better growth of the company. Thus by every means company is profitable. Moreover such behavior of H.R. Manager can become the ideal of their colleagues & subordinates.

55

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

THE PRIMARY SOURCE OF INFORMATION FOR RECRUITING PEOPLE SHOULD BE According to the sample employee the primary source of recruiting people is Managerial. However, Testing & Recruiters Themselves source are the second most favored source of Recruiting people. Whenever the process of Recruitment is to be carried out. Managerial source of Recruiting people should be heavily considered

Advertisement in publications and recruitment booklets and information sheets for applicants were found to be the most frequently and the least frequently used method of managerial recruitment.

Newspaper advertisement was found to be the most preferred technique, while advertisement in the technical and professional journals was the least preferred technique for managerial recruitment in HCL.

56

Chart Showing Opinion about BHEL Company's Applicatioon Blank

10%

55%

35%

Good

Very Good

Excellent

The above chart depicts that the Application Blank of the company was up to the marks as everyone has praised & liked it. All the information and present status of the candidate is very thoroughly covered and it also acts as a ready reckner for the company. All the information is gathered and define each and every thing very clearly about candidate who are applying for th e job .

57

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. Manpowers 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.

58

RECOMMENDATION
1.Fresh requisition requires approval and not replacement. 1. The Data Banks should be computerised. 2. The dead CVs should be destroyed. 3. 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. 4. Salary comparison should be seriously done to retain the old employees. 5. Proper salary structure to be structured to attract people and make it tax effective. 6. Cost benefit analysis should be alone before creating a position or recruitment of manpower. 7. Recruitment process should be fully computerised. 8. 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. 9. Manpower planning should be followed before recruiting. 10. Proper inquiry should be done regarding previous employment of a candidate before recruitment to avoid industrial disputes.

59

BIBLIOGRAPHY
Principles and practice of Management by C.B. Gupta.

Human Resource Development by U.B. Singh

Management of human Resource.

Dynamic of personnel administration by M.N. Rudrabasavaraj.

www.HCL.com

HCL manual

60

ANNEXURES

INTERVIEW SCHEDULE
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. 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.ata.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 1 st / 2 nd class for attending this interview. We take this opportunity to thank for the interest you have shown in joining our organisation. Yours sincerely, 61

For HCL

D.PERSONAL DATA FORM Any candidate appearing for an interview in the company is required to fill in his/her particulars in the prescribed "Personal Data Form"

62

APPLICATION FORM FOR EMPLOYMENT

CONFIDENTIAL Refrence (including advt. ref. if any) Position Applied for Time for Joining

PERSONAL DETAILS: Name: ( in Block letters as registered in school certificate) (First Name) Present Address: Permanent Address Tel. Res. Tel. Off. Date of Birth State Martial Status: Married/ Single Age E-mail (Personal) Place of Birth Mob. (Middle Name) (Last Name)

Children: Male Female

of age of

age EDUCATION: Details of all examination passed from matriculation or equivalent onwards Exam/Degree/ School/ Year Branch of Class/ Regular/Part Diploma/ College/ of Study Grade/ Time/ Certificate University Passing Electives/ Division Correspondence Specialization & % of Subjects marks

State reasons for gaps in studies, if any: Academic Achievements: PROJECT WORK/PUBLICATION/THESIS Organization Details 63

From

To

BRIEF DETAILS THESIS, IF ANY

OF

ANY

PRESENTATION/ PUBLICATION/

WORK EXPERIENCE: Present/ Last Job Organization Address Period of Employment From: Nature of Business To:

Telephone

Current Position/ Position held

Sales Turnover of the organization orgn. Sales Turnover of your unit unit No. of employees in the Dept. you work No.of -Non- Executive No. of Direct report: Executive List your 3 core competencies career 1. 2. 3.

No. of employees in the

No. of employees in your

No. of Executive

No. of Executives

No. of Non -

List 3 Key Achievements in your 1. 2. 3.

Please draw a brief organization chart of your dept./ Division and outline your responsibilities (Attach sheets giving details if required) Organisation Chart: Current Responsibilities Previous Employment Details: (Start from recent employment) Name of Period Position Position Brief description Last 64

drawn

the organizati on

From To

Joined

Last Held

of responsibilities

Gross salary Per month

Present Remuneration Drawn: A. Monthly: Basic DA

HRA/Lease

Conveyance Any other (mention details)

Total p.m.

Total p.a.

B. Annual: LTA

Variable pay/Bonus

Medical

Any other

Total p.a.

C. Other Terminal Benefit p.a. Pf Superannuation Gratuity Total p.a.

D. Gross p.a. (Total of A, B & C)

E. Other perk not included in Gross

Due date of next increment: above

Any other information relating to the

GENERAL Language Known Language Read

Write

Speak

65

1. Have you any relative working in HCL? If yes please give details : Name Designation Unit

Yes/No Relationship / Department

2. Have you earlier applied for any position in any of our factories/ Offices? Yes/No 3. Is your spouse e employed? 4. Have you any locational constraints? If yes, please give details/ reasons 5. Yes/No 6. 7. 8. Can you undertake frequent t travels: Yes/No Yes/No

Extra Curricular Activities: Interests/Hobbies: References: Please give names, addresses & Telephone Nos., of two Persons other than relatives to whom we may refer about you. 1. 2.

Any other information you would like to add:

Declaration I declare that the information given by me in this applicat ion is true and complete to the best of any knowledge and belief. I am not aware of any circumstances which might affect my fitness for employment. If any time, later, it is found that I have not disclosed any material information or have given incorrect or false information, the company will be liberty to terminate my appointment without any notice or compensation. Date: Place: Signature of Applicant We thank you for information and assure you that this will be kept in strict Confidence. E.CONDUCTING INTERVIEWS Interviews are conducted by an panel, which includes a staff member from the concerned department and may include an had representative. 66

F.INTERVIEW ASSESSMENT Interview assessment Format is filled up by the interview panel immediately after the interview and all the relevant papers are forwarded to the HRD Department at the earliest. The Interview Assessment include the following form which considers the following information: INTRVIEW ASSESSMENT FORM Interviewees Name Date Post Applied For Venue 1. 2. 3. ASSESSMENT FACTORS RATING Appearance Technical Knowledge General Knowledge Experience Communications Skills Innovative Thinking& Logic Growth Potential Decision Making Leadership Skills Maturity Interest/Cultural background A=Very Good B=Good D=Below Average Overall strong points Overall weak points Written Test/Remarks Reason for leaving Remuneration Expected Suitable for any other Deptt./job Comments, if any 2 006

REMARKS

C=Average

NotKeep Call for final Selected Pending Interview G.SALARY FIXATION "Staff comparison statement" and " salary proposal" formats are used for this purpose. 67

Selected

H.OFFER AND APPOINTMENT LETTER A candidate selected for appointment is mentioning the expected date of joining.

issued

an

offer

letter

Extension of time to join duties is granted to the candidate purely at Management discretion. A Detailed Appointment letter is issued after the individuals joins and fills the joining report. The offer and appointment letters are signed to all new joiners.

4.JOINING FORMALITIES All the new joinees are required to fill-up the relevant papers such as Nominations under Insurance and Gratuity schemes, PF Declaration Forms etc. and all these records are maintained in their personal files. Induction Training is organized for the new joinees. Induction is organized internally by HRD Department depending on the number of joinees in a month. Training needs o f the new joinees are identified as per the procedure. 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 BELOW ASSTT. MANAGER LEVEL

___________________ ___________________ ___________________

Dated : ___________________

68

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: 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.

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.

69

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 conduct is found subnormal of may be accelerated in case the same is adjudged to be commercial at the discretion of the management. place of posting will be at our _________________situated at

Your

____________________. However, you are liable to be transferred to any of our sites/factory/office at the discretion of the management. 1. 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.

2. Your hours of attendance shall be regulated to suit the duties entrusted to you from time to time, subject to the statutory provisions. 3. You shall be governed by the rules and regulations of the company in force from time to time, that may be applicable to you. 4. In the event of your confirmation in writing, in addition to the terms and conditions mentioned in this letter, except para (1): 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 Companys medical officer.

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

5. 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. 70

6. 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 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.

7. Your date of joining the services _________________________________

in

the

organization

is

8. 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.

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

We welcome you to our organization and wish you a successful career with us. Yours sincerely, For HCL 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

71

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

FOR ASSISTANAT MANAGER TO MANAGER

Dear Mr. Date..

72

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 months basic salary on either side.

4)

Salary Details:

73

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. 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.

74

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

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 DATE

SIGNATURE

75

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) 2)

Designation

: Your position in the company will be

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)

76

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 months basic salary per completed year of service. Your first entitlement for LTC will be on completion of 12 months service with the Company. 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. Your services are liable to be terminated without assigning any specific reason, whatsoever by giving you one months basic salary or one months notice. Likewise you would be free to leave the services of thew company by giving one mon ths notice or basic salary to the company.

The company normally does not permit employees to engage in any other business or

77

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.

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. 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 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

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. 78

HCL DATE: HRD DEPARTMENT NOIDA 110011 JOINING REPORT This is to inform you that I have joined the organisation as

On Department. My present address is

in

Telephone No.

And my Date of Birth is intimated to you.

. Any change in my address will be

NAME : SIGNATURE: DATE:

VI)
1. 2. 3. 4. 5.

DOCUMENTATION

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

5.DEPARTMENT INTERFACE HRD Department sends a Status Report updating on the recruitment process to the Department which has raised the manpower requirement.

79

80