DEFINITION OF RECRUITMENT :-

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The recruitment and selection is the major function of the human resource

department and recruitment process is the first step towards creating the

competitive strength and the strategic advantage for the organizations.

Recruitment process involves a systematic procedure from sourcing the

candidates to arranging and conducting the interviews and requires many

resources and time.

The recruitment process is immediately followed by the selection process i.e. the

final interviews and the decision making, conveying the decision and the

appointment formalities.

In that case we can define i.e. Recruitment means sourcing the right capable

candidate for the specific job. Right candidate can be searched from the different

sources like internal & appropriate database, Employee referral program, job

portals (naukri.com, monster.com timesjobs.com etc.),effective headhunting

Every company has their own recruitment policy. Few companies believe closing

position through their internal database. However in today’s time companies

believe to give their position to the outside consultants or Vendors as they are

becoming more approachable & efficient. Companies are rigorously not allowed

to source the candidate straight away from the other competitive company.

Getting the recruitment done is becoming crucial & competitive day by day as the

availability of the capable & compatible manpower. Still only smart recruiters are

able to manage their work effectively.

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

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

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

adequate qualified working force of various personnel necessary for manning the

organization.

Procurement function of personnel Department includes three major sub-

functions

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

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

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

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

organization

Recruitment is a process to discover the sources of manpower to meet the

requirements of the staffing schedule and to employ effective measures for

attracting selection of an efficient working force.

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

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SCOPE OF RECRUITMENT

It extends to the whole Organization. It covers corporate office, sites and works

appointments all over India.

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

and Senior Management cadres.

RECRUITMENT PROCEDURE IN HCL

Human resource is a 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 Analysis, Job Descriptions, Job

Specifications. HCL procure manpower in a very scientific manner . It gets

information by use of these important documents like Job Analysis, Job

Descriptions and Job Specifications. Without these recruitment may be

unsuccessful. Before recruit a person all information regarding job, working

conditions, duties and responsibilities of job doer, Skills experiences

qualifications of an employee to do the particular job is highly essential.

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PROCEDURE OF RECRUITMENT

Following process of Recruitment has been followed in HCL .

1. REQUISITION

1) For new requirement or for replacement a manpower the given requisition

format is to be filled up by Head of the Division/Department and forwarded to

HRD after obtaining MD’s approval.

INTERVIEW SCHEDULE

Date:

Venue:

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

following format.

FOR ASSISTANAT MANAGER TO MANAGER

Dear Mr.……………………….

Date…………………..

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 APPOINTMENT LETTER

With reference to the offer letter no._________________

dated________________, we are pleased to appoint you in our

organization 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

organization is ………………………………

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

months from the date of joining. Management may extends the

probation period depending upon your performance. On successful

completion of probation, you will be issued a confirmation letter.

During the probation period, your services are liable to be

terminated without assigning any specific reason, whatsoever

without giving any notice. After confirmation the notice period will

be one month or one month’s basic salary on either side.

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4) Salary Details:

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

(Rupees ……………………………………………… only)

In addition you will be entitled to House Rent Allowance of Rs.

………………/- p.m.

(Rupees ………………………………………………only)

You will entitled to reimbursement of Local Travelling Expenses up

to a maximum limit of Rs. ………………/- p.m. (Rupees

……………………………………. only)

You shall also be entitled to benefits like ESI/Medical

Reimbursement, LTC, Bonus Excreta, 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.

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

as applicable in force, amended or altered from time to time during

the course of your employment.

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

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

medically unfit.

Please sign the duplicate copy of this letter signifying your acceptance and

return it to us.

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

with us.

With best wishes,

Yours sincerely,

For HCL Technologies Limited.

AUTHORISED SIGNATOR

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

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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 organization 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 organization

is …………………………..

3) Salary Details :

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

(Rupees ………………………………………only)

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 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 Excreta, Gratuity, PF etc. as per

rules of the company.

You will be entitled to reimbursement of Medical Expenses for yourself

and family, the total cost of which shall be a maximum of one month's

basic salary in a year.

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

basic salary per completed year of service. Your first entitlement for LTC

will be on completion of 12 month’s service with the Company.

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.

5) Your services are liable to be terminated without assigning any specific

reason, whatsoever by giving you one month’s basic salary or one month’s

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 notice. Likewise you would be free to leave the services of the company by

giving one month’s notice or basic salary to the company.

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

business or work, either directly on their own account or indirectly and you will

be expected not to do so without prior consent of the company in writing.

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

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

your employment.

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

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

Please sign the duplicate copy of this letter signifying your acceptance and return

it to us.

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

With best wishes.

Yours sincerely,

For HCL Technologies Limited

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.

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 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.

DOCUMENTATION

1. Individual personal files are maintained.

2. Computerized Personal details are maintained.

3. After separation also the personal files are maintained of ex-employees.

4. Position wise Data Banks are maintained for future reference.

5. The following formats shall be generated as a result of implementation on this

procedure.

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SOURCES OF RECRUITMENT

Sources of recruitment can be classified into two categories

(i) Internal Sources

(ii) External Sources

INTERNAL SOURCES:

Internal sources of recruitment means promotion of employees from the lower

rank to the upper rank. Majority of companies have established a policy of

promotion from within that is, vacancies other than at the lowest level are filled up

by promoting the personnel to the higher rank. Such practice leads the healthy

progressive atmosphere and the cost of training and the rage of labor turnover.

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

personnel.

EXTERNAL SOURCES:

It is always not possible to recruit the employees from within, especially

vacancies at lower level or recruitment at the time of expansion of the firm or

where job specification cannot be met by the present employees, the employer

has to go to external sources of manpower supply. Amongst the most commonly

used outside sources are as follows:

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1. ADVERTISEMENT:

Advertisement in newspapers and journals is now an external popular source of

recruiting staff. For all types of types of vacancies employers resort to advertising

but it is the most suitable source for filling the vacancies of technical and senior

personnel. All particulars regarding the job and the qualifications of the

perspective candidate are given in their advertisement. Candidates processing

the requisite qualification apply for the job.

2. TECHNICAL INSTITUTIONS:

Campus interview is a very useful source of recruitment for a full range of jobs.

The employment managers of the enterprises maintain a close liaison with the

University and Technical institutions. This method is used for recruiting Officer,

Apprentices, Engineers or Management Trainees. Technical Institutions empanel

the promising young talents for employment and refer their names to the

prospective employers as and when asked for.

3. EMPLOYMENT EXCHANGE:

Employment exchanges are regarded as good source of recruitment for

unskilled, skilled or semiskilled operative jobs. The job seekers get their names

registered with employment exchanges managed and operated by the Central

and State Government. The employers notify the vacancies to be filled in by

them to such exchanges and the exchanges refer the names of prospective

candidates to them.

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4. PRIVATE AGENCIES:

Some private agencies are also doing a great service in recruiting technical and

professional personnel. They provide a nationwide service in attempting to match

the demand and supply of personnel. Many private agencies tend to specialize

supply of personnel. Many private agencies tend to specialize in a particular type

of jobs like Sales, Marketing, Technical Professional.

5. PERSONNEL CONSULTANTS:

Consultants who specialize in the recruitment of managers and other senior

officials are now being called upon to assist the management in filling of these

posts. Companies hire the services of these consultants at the time of

recruitment of the senior officials. These consultants agencies, on receiving

requisition from the client companies, advertise job description in leading

newspapers and periodicals without disclosing the names of the employers.

6. PROFESSIONAL BODIES:

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

Institute of Company Secretary etc. maintain a register of qualified persons from

which they recommend the names of the job seekers to the employers when ask

for.

7. UNSOLICITED APPLICATIONS:

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

company’s office. These applications are screened and places in the relevant

Data Banks. Whenever needed to locate suitable candidates for that particular

skill these are used.

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8. RECRUITMENT AT THE GATE:

Sometimes direct recruitment of workers is made at the gate of the factory or

office. Generally, the number of vacancies, nature of work and time of interview

are notified by the Personnel Department on the blackboard at the gate.

Prospective candidates attend the interview at the appointed time and get the

appointment. This system of recruitment is generally used to recruit the unskilled

workers.

9. PART TIME EMPLOYEES

Sometimes, persons are employed to dispose of the heavy seasonal work or the

areas of work of temporary nature on part time basis. These part time employees

form a good source of labors supply as and when vacancies occur. Vacancies

are filled up among them if they fulfill the requisite qualification to suit the jobs.

10. LEASING:

The short term fluctuations in personnel needs may be stabilized through leasing

of personnel for some specified period from other industries, offices and units.

This system of leasing has been well adopted by the public sector organizations.

With the rapid growth of public sector, the acute shortage of managerial

personnel, particularly at higher levels, they borrow the personnel of requisite

caliber from the Government Departments. At the end of their term they are given

an option to choose either their parent services or the present organizations.

11. TRADE UNION:

In some companies trade unions also assist in recruiting the staff. This sense of

cooperation helps in developing the better labor relations. This source of labor

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supply cannot be relied upon on the ground that sometimes trade unions support

a candidate who in not fit for the job and is not acceptable to management. Such

view really worsens the labor relations

SELECTION TEST

Psychological tests are essentially an objective and standardized measure of a

sample of behavior. Objective of this definition refers to the validity and reliability

of measuring instruments. It also means the job relatedness of the test.

KINDS OF TEST

Following tests are adopted for selection:-

1. Achievement

2. Aptitude

3. Interest

4. Personality

5. Intelligence.

6. Leaderless Group Discussion

7. Interview

1. ACHIEVEMENT TESTS

This test measures a person’s potential in a given area. This test measure the

skill which involves performance of a sample operation requiring specialized skill

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and believed to be satisfactorily answered by those who have some knowledge

of the occupation and trade.

2. APTITUDE TEST

This measures ability and skills. Specific aptitude tests have been designed for

jobs that require clerical, mechanical, and manual dexterity. Aptitude tests do not

measure motivation. Aptitude test is supplemented by interest and personality

test.

3. INTEREST TESTS

This test has been designed to discover a person’s area of interest, and do

identify the kind of work that will satisfy him.

4. PERSONALITY TESTS

Personality tests assess individuals motivation, predisposition and other pattern

of behavior. The personality tests, more often than the intelligence, achievement

or aptitude tests, predict performance success for jobs that require dealing with

people. Dimensions of personality such as interpersonal competence,

dominance-submission, ability to lead and ambition are more suitably measured

by the personality test.

5. INTELLIGENCE TEST

This tests generally aptitude ones. The scores on intelligence tests are usually

expressed as Intelligence Quotient (IQ), which are calculated by the following

formula.

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 Mental Age

IQ= --------------- x 100

Actual Age

6. LEADERLESS GROUP DISCUSSION

The essential feature of this technique is that instead of the candidates being

interviewed separately, they are brought together in group of six to eight for

informal discussion, and absolved and evaluated by the selectors. The two kinds

of group discussions are one, where the group is given a problem to discuss and

the individual member is free to choose his own approach to solving this

problem; and two, where each individual is allotted an initial position and supplied

with supporting information to defend his position.

The advantage of this method is that the decision to hire a person can be made

within a very short time, and the selector can evaluate the candidate’s personality

or leadership qualities very well.

7. INTERVIEW TECHNIQUES

The interview technique consists of interaction between interviewer and

interviewee (applicant).

Following are the methods of interview technique:-

1. PRELIMINARY INTERVIEW

These interviews are preliminary screening of applicants to decide whether a

more detailed interview will be worthwhile. The applicant is given job details

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during the interview to afford him freedom to decide whether the job will suit him.

It is argued that preliminary interviews are unsatisfactory, first because they

might lead to the elimination of many desirable candidates, and second, because

interviews may not have much experience in evaluating candidates. The only

argument for this method is that it saves the company’s time and money.

2. DEPTH INTERVIEW

Depth interviews cover the complete life history of the applicant and include such

areas as the candidates work experience, academic qualifications, health,

interests, and hobbies. It is an excellent method for executive selection,

performed by qualified personnel. It is however. Costly and time consuming.

3. OATTERNED INTERVIEW

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

applicant. What is to be asked is already structured. The interviewer has certain

clues and guidelines to areas which should be probed deeply. The interview also

encourages the candidate to express the relevant information freely.

SELECTION METHODS

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

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

needs of the organization.

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APPLICATION BLANK

The application blank is a highly interview in which the questions are standardize

and determined in advance. It tests the applicant’s ability to write, organize his

thoughts, and present facts. A number of application blanks give the impression

that “if you have seen one you have them all. Despite the diversity, all application

blanks essentially require three broad categories of information.

BIOGRAPHIC DATA

This is concerned with such variables as age, sex marital status and number of

dependents. This also have used items like the local address, age, previous

salary and age of children and have found no difference in long and short tenure

employees.

EDUCATION AND PAST EXPERIENCE

This is concerned with grade point, average, division and percentage of marks as

prerequisites for a job.

REFERENCES

References are letters of recommendation written by previous employees or

teachers. The general format is a paragraph or so on the person. Besides

inaccurate facts, this can be attributed to the referee'’ inability to assess and

describe the applicant, and his limited knowledge about him.

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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 organization 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

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

of organization is termed as recruitment and can be unambiguously treated as

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

management.

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

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

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

managers manage or whose energy will they channelize productively and

usefully.

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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 organization to

launch itself into the task of recruitment.

HRM MODEL

Training and

Development

- Focus is on

identifying and

assessing

Union/labor Organization

Relation Development

Focus : Assessing  Focus : assessing

healthy healthy inter

union/organization relationship as

relationship. bell as intra

 
Employee - Quality of work Organization/Job

Assistance Focus : life Design.

Providing personal  - Productivity  Focus : defining

problem solving, - Readiness to how tasks,

canceling to change authority and

individual system will be

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employees organized
 
Compensation and Human Resource

Benefit Planning :

Focus : Assessing Determining the

compensation and origins major HRM


benefits needs strategies and

policies

Personnel Selection and Staffing

research and :

information Focus : Matching

systems people and their

Focus : assuring career needs and

a personnel capabilities with join

information base and career path

From the above introduction about Human Resource management, it has been

pretty clear that how important is human resource and its allocation. Again it

depends on human resource planning. So the next question which arises is what

is Human Resource Planning?

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HUMAN RESOURCE PLANNING

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

Management. Human Resource Planning is the process by which an

organization ensures that it has right number of people, right kind of people, at

the right places, at the right time, capable of the right places, at the right time,

capable of effectively and efficiently completing those tasks which will help the

organization to achieve its overall objectives as well as goals. Human Resource

Planning then, translation the organization’s objectives and plans into the

number of workers needed to meet those objectives. Without clear-cut planning,

estimation of organization's human resource need is reduced to more

guesswork.

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

methods, money, motive power), the most important is “M” for men or manpower.

Manpower is a primary resource without which other resources like money,

machines materials can not be put to use. Even in the age of computer and

Robert it requires human resources to execute it and plan further improvement. It

is the most valuable asset of an organization.

If people of poor caliber are hired, nothing much can be accomplished and

Grasism’s law will work the bad people will drive out the good car cause them to

deteriorate.

Organization of men for managing a purpose is age-old, even though, this

science of management is yet in a developing stage especially in developing

countries.

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Effective utilization of manpower resources is the key note of manpower

management. Ever since the factory system, production managers have devoted

a great deal of time and effort to the physical organizations of the industry.

During the nineteenth Century the average employer in their efforts to reduce

costs centralized their attention upon management of men and machines. Man

management is basically concerned with having right type of people available as

and when required and improving the performance of the existing people to make

them more productive on their job.

Recruitment forms the first stage in the process which continues with selection

and ceases with the placement of the candidates. It is the next step in the

procurement function, the first being the manpower planning. Recruitment makes

it possible to acquire the number and types of people necessary to ensure the

continued operation of the organization. Recruiting is the discovering of potential

applicants for actual or anticipated organizational vacancies. In other words, it is

a linking activity bringing together those with jobs and those seeking jobs.

JOB ANALYSIS FORM OF HCL TECHNOLOGIES LTD.

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

Code No…………………………… …… Location ………………………..

Department…………………………………… Analyst………………………….

Reason for the job …………………………… Supervised.. ……………………

Wage or salary range…………………………………………………

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

Job summary:

Work performed:………………………………………………………

Major duties :……………………………………………………….

Other tasks :…………………………………………………………

Equipment/Machines used:…………………………………………….

Working Condition……………………………………………………

Skill Requirements:

Education: (Grade or Year)

Training :

Job experience : (a)Type of experience……………………..

(b) Length of experience……………………

Supervision : (a) Positions supervised…………………….

(b) Extent of supervision…………………..

Job knowledge : (a) General ……………………………

(b) Technical………………………………

(c) Special…………………………………………

Responsibility : (a) For product and material …………………….

(b) For equipment and machinery………………

(c) For work of others………………………….

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 (d) For safety of others…

REQUIREMENTS

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

simple calculations. Preferably High School Certificate.

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

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

proficiency.

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

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

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

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

but no detailed instructions.

6. RESPONSIBLE FOR OWN WORK ONLY: Only routine responsibility for

safety of others.

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29
SCOPE OF THE STUDY :

At this point we are not concerned with desirability of recruitment process since it

can not be avoided. Instead our concern is focused of those questions like

recruitment for what purpose. On what basis should it be written down and saved

or not? If saved for ever or for a year or two? These are issue to be argued and

these are the elements that make manpower planning ground or bad, effective or

ineffective.

PURPOSE OF THE STUDY:

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 ? And

what are the options of the family members of the organization? The study on

recruitment highlights the need of recruitment in HCL Technologies Limited.

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31
SIGNIFICANCE OF STUDY :

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 organization, therefore, strikes for greater productivity, elimination of

wastes, lower costs and higher wages, so the industry needs a stable and

energetic labors force that can boast of production by increased productivity. To

achieve these objectives a good recruitment process is essential. By which

industry strikes right number of persons and right kind of persons at the right time

and at right places through and the planning period without hampering

productivity.

IMPORTANCE

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

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

manpower in an efficient way.

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

HRM is are :

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

• How were they found and selected?

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• Why do they come to work on a regular basis?

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

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

they are not, what can be done about it?

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

of them in ten, twenty - thirty years?

HRM AND ITS FUNCTIONS

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

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

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

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

are essential to achieving organizational goals.

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

function :-

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

• ACQUISITION FUNCTION

The acquisition function being with planning. Relative to human resource

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

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

also includes the recruitment, selection and socialization of employees.

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• DEVELOPMENT FUNCTION

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

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

second is management development, which concerns itself primarily with

knowledge acquisition and the enhancement of an executives conceptual

abilities. The third is career development, which is the continual effort to match

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

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

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

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

adapt the change in order to sustain in this competitive market scenario.

• MANAGEMENT FUNCTION

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

attempts to stimulate performance, the maintenance function is concerned with

providing those working conditions that employees believe are necessary in

order to maintain their commitment to the organization.

• MOTIVATION FUNCTION

The motivation function begins with the recognition that individuals are unique

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

the motivation function alienation, job satisfaction, performance appraisal

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behavioral and structural techniques for stimulating worker performance, the

importance of linking regards to performance, compensation and benefits

administration and how to handle problem employees are renewed.

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

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

AMERICAN SOCIETY FOR TRAINING AND DEVELOPMENT recognized nine

are of HRM.

• Training and Development

• Organization and Development

• Organization/Job Design

• Human Resource Planning

• Selection and Staffing

• Personnel Research and Information Systems

• Compensation/Benefit

• Employee Assistance

• Union/Labor Relations

The outputs of this model are :

• Quality of Work Life

• Productivity

• Readiness to Change

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36
HCL Technologies:

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

providing software- led IT solutions, BPO and Remote Infrastructure

Management services. Making a foray into the services domain in 1997-98, HCL

Technologies focuses on technology and R&D outsourcing, working with clients

in areas at the core of their business. Partnerships and risk-sharing have been

integral to company’s growth. Relationships have been cemented with partners in

diverse areas such as investment banking and telecom.

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

momentum in emerging business segments such as Infrastructure Management

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

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

Technology services along with Applications & Enterprise Consulting services

contribute equally to the revenues.

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

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

continue to dominate with a share of about 60%.

The company leverages an extensive offshore infrastructure and its global

network in 15 countries to deliver solutions across select verticals including

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

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

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

37
764 million and employed 24,000 professionals. For more information, please

visit www.hcltech.com

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

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

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

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

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

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

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

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

competence, UPSEC agreed to set up a joint venture.

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

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

Rs. 1.83 lakhs.

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

technology integration company. Over the years, HCL Technologies has

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

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

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

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

many ways that HCL Technologies has undergone a metamorphosis into

becoming a complete IT solutions company.

38
The menu of HCL Technologies global services broadly covers IT consulting and

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

ERP implementation and software development. This also includes a complete

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

complete portfolio of systems and network services for Facilities Management,

Helpdesks, Systems Supports and network and Internet Implementation. HCL

Info systems’ global customers include Samsung, Government of Singapore, and

AMAL insurance Jurong Port in Singapore and

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

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

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

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

and national development, telecom authority of Singapore and Penang state

govt.

HCL Info systems’ chosen platform of total technology integration lends itself to

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

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

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

Microsoft,novell and SCO AG

solutions; Red hat ;Linux; Samsung; Pivota for CRM solution and ORACL

Sybase and Informix for RDBMS platform.

39
INDIAN HARDWARE INDUSTRY

AND

HCL TECHNOLOGIES LTD.

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

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

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

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

measuring instruments, medical electronics equipment, analytical and special

application instruments, process control equipment, power electronics

equipment, office equipment, components etc. Market researcher IDC estimates

that the market-value estimate over next 3 years for hardware products is

Rs.79,000 crores

The Indian electronics and hardware industry has been lagging behind the

impressive performance of the software sector. Most of the hardware

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

which are about 25%.

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

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

US$ 160 billion and the investment required in the manufacturing facilities would

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

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

40

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

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

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

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

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

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

innovative new products, contract manufacturing and design services. This

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

strength and grave these opportunities for future growth. HCL Technologies Ltd

is one of those companies which are working to increase their network and

making innovative new products.

HCL Technologies Ltd. is currently engaged in selling manufactured hardware

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

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

Besides, it offers hardware support services to existing clients through annual

maintenance contracts, net work consulting and facilities management.

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

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

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

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

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

5.9% in 2001-02, primarily because of better margins in hardware. While average

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

41
margins in its product realizations. Better margins in hardware resulted in the

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

2001-02 to 25.6% in 2002-03.

In the domestic home PC organized sector, HCL Technologies is the market

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

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

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

The overall market for desktop personal computers registered a 28.2 percent

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

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

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

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

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

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

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

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

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

unbranded PC segments. Among the vendors, HCL Technologies emerged as

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

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

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

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

6.2 percent.

42
IDC is not the only research firm confirming the signs of robust growth. Gartner,

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

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

business confidence based on strong economic growth catalyzed PC purchases

in both consumer and corporate segments throughout 2004.”

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

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

Association of Information Technology) estimates that the desktop PC market

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

37 percent over the same period

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

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

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

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

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

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

professionals.

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

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

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

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

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

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

43
medium term, HCL’s margins, despite its sales tax advantages, may be affected

by the likely removal of duty protection on manufactured PCs from the year 2005.

MARKET SHARE OF BRANDED

PC DURING CALENDER YEAR OF
2004

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

WIPRO
ZENITH
IBM
15%

HP
30%

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

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

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

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

the market leader in branded PC HCL Technologies also became 1.3 Billion

Dollar company in April 2006.

44
HCL’S OFFERINGS IN INFO-PROCESSING PRODUCTS

HCL ’sOfferingsinInfo -ProcessingProducts

ChannelSales
Home &Support SmallBusiness
BeanstalkMediaCentre - ChannelSales&Support
EntertainmentPC
NetManager - Intel
Beanstalk - India ’s first Infiniti PCs - India ’s
Servers
HomePC LargestinstalledPC
BusyBee -
India ’sFirst
Global Line - Intel Serversfor
EzeeBee - Desktop( ‘86)
Enterpriseapplications
HCL ’sLowPricePC Networking
Excel Line - AMDServers Products
IndicPC ToshibaLaptops
Infiniti Storage products

Securityproducts Monitors
Keyboards
ThinClients DirectSales&Support
Cabinets&Racks
SunServers&
Workstations Enterprise InformationKiosks

45
 Advantage of HCL Technologies

HCL Technologies draws it's strength from 27 years of experience in handling the

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

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

service & support infrastructure.

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

stop-shop convenience to its diverse customers having an equally diverse set of

requirements, be it a large multi-location enterprise, or a small/medium

enterprise, or a small office or a home, HCLI has a product range, sales and

support capability to service the needs of the customers.

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

continuity in relationship with the customers, thereby increasing the customer

confidence in HCL.

Our strengths can be summarized as:

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

- Long standing relationship with customers

- Pan India support & service infrastructure

- Best-vale-for-money offerings

MANUFACTURING

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

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

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

46
Industries of local Govt, Inland Container Depots, attractive power and labor

rates - makes Pondicherry an ideal place for business.

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

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

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

in India.

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

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

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

Association) Quality Award for the year 2002- 2003

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

in developing new products and solutions.

QUALITY AT HCL TECHNOLOGIES LTD.

The history of structured quality implementation in HCL Technologies began in

the late 1980s with the focus on improving quality of its products by using basis

QC tools and Failure Reporting and Corrective Active Systems (FRACAS). And

47
also employed concurrent engineering practices including design reviews, and

rigorous reliability tests to uncover latent design defects.

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

process quality systems. We were certified for ISO 9002 by BVQI in 1994 and re-

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

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

Assemblies).

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

for Info structure Services (for Consultancy, Implementation, Support, Audit &

Management Services for Information Technology Solutions in the domain of

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

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

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

(Leadership & Management commitment, Resource Management, Product

Realization, Measurement Analysis & Improvement) and Results (Product

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

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

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

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

customers to serve their customers better.

48
CUSTOMER SATISFACTION

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

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

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

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

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

confidence as well.

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

enjoy considerable market share in segments like Government, Banking &

Finance and Education & research.

CATEGORICALLY CLASSIFICATION OF EMPLOYEES OF

HCL

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

Typist, Steno-Typist, Stenographer, Computer Operator.

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

Officers, Designer, Jr. Engineer, P.A, Sr. P.A, EDP

Programmer up to officer, Admin./ personnel / HRD officer,

Inspector.

49
CATEGORY III Secretary, Executive Secretary, Management Trainee, Asst.

Engineer, Engineer, Sr. Engineer, Sr. Programmer, Sr.

Officer, Asst. Manager, Dy. Manager, Manager, Sr.

Manager, Works Superintendent.

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

CATEGORY V VP & above.

50
51
METHODOLOGY :

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

methodology includes

(i) Familiarization with the organisation.

(ii) Observation and collection of data.

(iii) Analysis of data.

(iv) Conclusion and suggestion based on analysis.

HYPOTHESIS

The organization follows a systematic recruitment process, which contributes

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

SAMPLING

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

sections of HCL as sample in order to elicit relevant facts. Since it is not possible

to approach each and every manpower of the organization.

UNIT OF STUDY:

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

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

52
OBJECTIVES of the study

1. To structure the Recruitment policy of HCL Technologies Limited for different

categories of employees.

2. To analyze the recruitment policy of the organization.

3. To compare the Recruitment policy with general policy.

4 . To provide a systematic recruitment process.

53
TOOLS & TECHNIQUES OF DATA COLLECTION

The primary as well as the secondary sources was used for collection of data. In

primary source of data collection the interview schedule and questionnaire and

opinion survey were used and in secondary source of data collection relevant

records, books, diary and magazines were used. Thus the source of data

collection were as follows:

SOURCE OF DATA COLLECTION

PRIMARY SECONDARY

1. Interview schedule 1. Diary

2. Questionnaire 2. Books

3. Opinion Survey 3. Other records

4. Magazines

The investigator used structural interview schedule, questionnaire and opinion

survey for collection of data from primary source. Interview schedules were used

for workers clerical, category and questionnaires were used for supervisory and

executive cadre and opinion survey was used to know the technology,

perceptions, thoughts and reactions of the executives, employees/workers and

trade union members of the organization.

54
55
DATA ANALYSIS INCLUDING OPINION SURVEY OF EXECUTIVES

STAFF/EMPLOYEE REGARDINDIRECRUTIMENT POLICY OF

HCL

OPINION SURVEY:

Certain schemes yield more fruitful results in certain conditions and with some

specific objectives. Needless to say that management practices differ from

organization to organization. But the fact is that success does not follow

automatically, the people who implement the system that matters just as the

authority without acceptance have no meaning. Recruitment process without

trust of employees and organization has no value how hobble the objective may

be so an attempt is made to study the attitude of those who are participating in

recruitment process before giving any suggesting and concluding remarks. For

this purpose research has taken opinion of 20 executives and 50

worker/employee of different departments/sections of the organization. The

questionnaire prepared and circulated may them is reproduced below indicating

their responses to each question.

56
Questionnaire circulated among 20 Yes No No Response

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

2. Whether the existing recruitment policy is 40% 50% 10%

linked to productivity?

3. Do you feel that manpower recruitment has 10% 80% 10%

been rationalized by way of automation?

4. Whether the existing recruitment policy is

70% 20% 10%
getting will supports for the top management?

5. What are the benefits you are deriving from

the existing recruitment policy?

a) Reduction on labor cost?

60% 30% 10%
b) Effective utilization of human resources?
25% 65% 10%
c) Maintaining timing in recruitment and

staffing schedule? 60% 30% 10%

6. Do you feel that job evaluation and job

analysis helps in manpower recruitment in 85% 5% 10%

your organization?

7. Do you think that the personal recruited from

external sources is more desirable than the

10% 80% 10%
internal sources?

57
8. Whether cost benefit analysis is done before

recruitment? 30% 60% 10%

9. Are you satisfied with the existing recruitment

system of the organization?

35% 55% 10%
10. Do you feel that performance appraisal helps

in recruitment process?
65% 25% 10%
11. Do you feel that training will effect to

recruitment process?

65% 25% 10%

12. Do you think job rotation will affect the

recruitment policy?

50% 40% 10%

13. How are you controlling the shortage and

excess of manpower?

a) By employing casual worker

b) By employing extra hours 90% Nil 10%

c) By lay off / retrenchment 90% Nil 10%

Nil 90% 10%

From the response indicated above it appears that the prevailing recruitment

policy has definite impact on the organization. Most of the executives showed

positive response to different questionnaires by virtue of manpower planning they

58
used proposed deletion of manpower planning they used proposed deletion or

addition of man in the organization for a planning period. The excess or shortage

are being adjusted and hence misutilisation is mere chance. The executives did

not respond to the lay off and retrenchment for reduction in available human

resources. Form the questionnaires it appears that the managerial staff are only

interested for filling of the vacancies of higher post from out of the internal

sources. This attitude will seize the professional approach of the organisation

and may not able to induct fresh brain. From the answers of most of the

managers it is observed that they want entry of new managers should be avoided

and fresh recruitment shall be limited up to only staff cadre and not above that.

From the answers of most of the executives it appears that cost benefit analysis

is not properly followed by the organization and job rotation also not followed

properly in the organization which make an employee all rounder in all respects.

By which, in the absence of an employee the work will not discontinue.

TABULATION, ANALYSIS AND INTERPRETATION:

After completion of data collection the editing of the responses go obtained was

done. This edited data further codified and code book was prepared. On the

basis of these tables the data were interpreted and analyzed and conclusion

was drawn.

QUESTIONNAIRE CIRCULATED AMONG

20 EMPOLYEES/ WORKMEN: Yes No. No.

59
 Response

1. Are you satisfied with the existing recruitment 25% 65% 10%

policy in your organization?

2. Do you feel work load in your department? 20% 70% 10%

3. Do you feel of your optimum utilization? 25% 65% 10%

4. Do you satisfied with your job? 25% 65% 10%

5. Do you feel that motivation is main factor for 75% 15% 10%

optimum utilization of existing manpower?

6. Do you feel that recruitment of lower level staff 50% 40% 10%

from external source is desirable than internal

source? 60% 30% 10%

7. Do you feel that training imported by your

organization helps in improving your

performance?

From the response to the above questionnaires it is clearly indicated that most of

the workmen are dissatisfied about the existing recruitment policy. They are not

given chance for their development. Their skill efficiencies are not recognized by

the company.

Executive point of view

.

Ratio of people support recruitment policy

Figure 1.1

60
 10%

40%
yes
no
no respose
50%

Interpretation

Above data 40% people support recruitment policy, 50% people not support
recruitment policy &10% people no response for recruitment policy.

Ratio of existing recruitment policy is linked to productivity.

Figure 1.2

61
 10%
40% yes
no
no response
50%

Interpretation

Above data 40% people agree for existing recruitment policy , 50% people no
agree for existing recruitment policy & 10% people no response for existing
recruitment policy is linked to productivity.

Ratio of manpower recruitment has been rationalized by way of

automation. (Figure 1.3)

62
 10% 10%
yes
no
noresponse
80%

Interpretation
Above data 10% people says yes for manpower recruitment has been
rationalized by way of automation,80% says no & 10% people no response.

Ratio of existing recruitment policy getting will supports for the top
management. (Figure 1.4)

63
 10%

20%
yes
no
no response
70%

Interpretation

Above data existing recruitment policy getting will support for the top
management.70% people says yes,20% people says no & 10% people no
response.

Ratio benefits deriving from the existing policy. Ratio of reduction on

labor cost
( Figure 1.5)

64
 10%

yes
no
30% no response
60%

Interpretation
Above data 60% people tells existing recruitment policy beneficial for reduction
on labor cost,30% people tells existing recruitment policy for not beneficial for
reduction on cost &10% people no response.

Ratio of effective utilization of human resource.

( Figure 1.6)

65
 10%
25%

yes
no
no response

65%

Interpretation
Above data 25% people says recruitment policy is effective utilization of human
resources, 65% people says recruitment policy is not effective utilization of
human resources &10% people no response.

Ratio of maintaining timing in recruitment and staffing schedule.

( Figure 1.7)

66
 10%

yes
no
30%
60% no response

Interpretation

Above data 60% people tells recruitment policy helpful for maintaining timing in
recruitment & staffing schedule,20% people tells no helpful & 10% people no
response.

Job evaluation and job analysis helps in manpower recruitment in your

Organization.
( Figure 1.8)

67
 10%
5%
yes
no
no respose
85%

Interpretation

Above data 85% people tells job evaluation and job analysis helps in manpower
recruitment in organization,5% people says job evaluation & job analysis not
helps in manpower recruitment in organization & 10% people no response.

Ratio of the personal recruitment from external sources is more

desirable than the internal
( Figure 1.9)

68
 10% 10%
yes
no
no response
80%

Interpretation

Above data 10% people says yes, 80% people says no& 10% people no
response for the personal recruitment from external sources more desirable than
the internal sources.

Ratio of benefits of cost analysis is done before recruitment.

( Figure 1.10)

69
 10%
30%
yes
no
no response

60%

Interpretation

Above data 30% people says yes ,60% people says no & 10% people no
response cost analysis is done before recruitment.

Ratio of the satisfaction with the existing recruitment system

of the organization.

( Figure 1.11)

70
 10%
30%
yes
no
no response
60%

Interpretation

Above data 30% people says yes,60% people says no & 10% people no
response for satisfaction with the existing recruitment system of the organization

Ratio of the performance appraisal help in recruitment process.

( Figure 1.12)

71
 10%
35%
yes
no
no response
55%

Interpretation

Above data 35% people says yes,55% people says no& 10% people no
response for performance appraisal help in recruitment process.

Ratio of the training will effect to recruitment process.

( Figure 1.13)

72
 10%

25% yes
no
65% no response

Interpretation

Above data 65% people tells yes, 25% people tells no& 10% people no response
for the training will effect to recruitment process.

Ratio of the job rotation will affect the recruitment policy.

( Figure 1.14)

Ratio of the job rotation will affect the recruitment policy.

( Figure 1.14)

73
 10%

yes
no
50% no response
40%

Interpretation

Above data 50% people says yes, 40% people says no & 10% people no
response for job rotation will effect the recruitment policy.

Ratio of the controlling the shortage and excess of manpower.

( Figure 1.158)

74
 0% 10%

yes
no
no response

90%

Interpretation

Above data 90% people tells yes, 10% people no response for controlling the
shortage and excess of manpower by employing casual work

Ratio of the by employing extra hours

( Figure 1.16)

75
 10%
0%
yes
no
no response
90%

Interpretation
Above data 90% people says yes, 10% people no response for employees
extra workes.

Ratio of the by layoff or retrenchment.

( Figure 1.16)

76
 10% 0%

yes
no
no response

90%

Interpretation

Above data 90% people says no & 10% people no response for layoff
retrenchment.

Employees/workers point of view

Ratio of the satisfied with existing recruitment policy in your
organization.
( Figure 1.17)

77
 10% 25%
yes
no
no response
65%

Interpretation

Above data 65% people no, 25% people yes& 10% people no response for
satisfaction with existing recruitment policy in organization.

Ratio of the workload in department.

( Figure 1.18)

78
 10% 20%

yes
no
no response

70%

Interpretation

Above data 20% people says yes,70% people no & 10% people no response for
workload in department.

Ratio of optimum utilization.

( Figure 1.19)

79
 10% 25%
yes
no
no response
65%

Interpretation

Above data 25% people says yes ,65% people says no & 10% people no
response for optimum utilization.

Ratio of satisfaction with the job.

80
 10%
25%

yes
no
no response

65%

Interpretation

Above data 25% people says yes , 65% people says no & 10% people no
response for satisfaction with the job.

Ratio of the motivation of the main factor for optimum utilization of

81
 existing manpower.

10%
15%
yes
no
no response
75%

Interpretation

Above data 75% people says yes ,15% people says no& 10% people no
response for the motivation of the main factor for optimum utilization of existing
manpower.

Ratio of that recruitment of lower level staff from external source is

desirable than internal source.

82
 10%

yes
no
50%
40% no response

Interpretation

Above data 50% people tells yes ,40% people tells no & 10% people no
response for recruitment of lower level staff from external source is desirable
than internal source.

Ratio of that recruitment and training important by in organization

helps in improving performance.

83
 10%

yes
no
30%
60% no response

Interpretation

Above data 60% people says yes, 30% people says no & 10% people no

response for recruitment and training important by in organization helps in

improving performance.

84
85
FINDINGS

1. Under recruitment Procedures Requisition System is incorrect because the

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

termination.

2. The data banks are not properly maintained.

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

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

levels.

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

less surely then new employee.

6. Salary fixation has a halo effect .

7. Recruitment procedure is not fully computerized.

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

demanding high amount of fees, where as HRD Department is not fully

utilized 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

recognize.

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 SUGGESTIONS

1. Fresh requisition requires approval and not replacement.

2. The Data Banks should be computerized.

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 computerized.

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.

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 CONCLUSION

Studying the recruitment procedures of HCL, analyzing the respondents

answers, opinion survey and date analysis the researcher came to a conclusion

that HCL is a growing Company. It has a separate personnel department which is

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

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

is carried on in a very scientific manner. In the saturation point of business it

need not waste the time to diversify into the another business. Management

understands the business game very well. At the time of difficulty it takes

necessary action to solve the problem. Now the personnel department of HCL is

in infancy stage. It always try to modernize the department. It strongly believes

in manpower position of the organization because it knows in the absence of ‘M’

for man all ‘Ms’ like money, material, machines, methods and motivation are

failure. It always tries to develop the human resources. In the absence of right

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

always recruits manpower in a scientific manner.

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LIMITATIONS:

Every scientific study has certain limitations and the present study is no more

exception. These are: -

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

recruitment is busy in the Organization State of affair. So it is not possible to

contact all of those every busy executives.

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

lot of ambiguity.

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

of data and scientific analysis of the study.

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

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

management.

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In spite of all these limitations, the investigator has made an humble attempt to

present an analytical picture of the study with some suggestion for the long run

implementation.

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 BIBLIOGRAPHY

 Principles of Management - by Koontz o’ Donel.

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

 Human Resource Development – by U.B. Singh

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

 Personnel Management –by C.B. Mamoria.

 Management of human Resource.

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

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

 World Resources –by M.S Kar.

 www.hcl.com

 www.domain_b.com

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QUESTIONNAIRE TO EXECUTIVE

1. a) Name of the respondent :

b) Date of joining:

c) Employment NO:

d) Designation:

e) Department

2. Details of the Organization:

a) Name :

b) Address:

c) Nature of Production:

d) Location;

e) When started

3. Are you satisfied in your job? Satisfied/Not-Satisfied

i) Are you satisfied with the existing manpower position your department?

(Satisfied/Non-Satisfied)

ii) If not, do you need more manpower in your department? (Yes/No)

iii) Is it justified according to your workload? (Justified/Not Justified)

iv) Kindly give reasons for your answer in brief.

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4. (i) How do you ascertain the need of manpower in your department? Mention

the technique of manpower assessment.

(ii)Whether the planning period is long range/Medium range/Short range.

(iii)Whether the process of recruitment is approved by top management.

5. (a) How the personnel are recruited?

(i) Through external source

(ii) Through internal source

(iii) Or the both

(b) Are you satisfied with the existing recruitment system of the organisation?

(Yes/No)

(c) Kindly give reasons foe your answer briefly.

6. While recruiting the new personnel:

(a) Is there any job evaluation or job analysis procedure adopted? (Yes/No)

(b) Is there rate of labors turn over exactly calculated? (Yes/No)

(c) What are the requisite sources to fill the vacancies

(i) Through employment exchange

(ii) Advertising through T.V, Radio, Magazines and other Journals.

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 (iii) Through campus interview.

(iv) Through management consultancy.

(v) At factory gate from any reliable source

7. while the selection procedure is going on

(a) Is the interview conducted in a special room?(Yes/No)

(b) Whether the organization conducts written test/verbal test/the both

(c) Whether the interviewer are company men/outsider/ the both

8. After selecting the candidate

(i) Is the induction programme being conducted? (Yes/No)

(ii) Is proper placement offered to the candidate?(Yes/No)

9. Is performance appraisal conducted for recognizing the efficiency in the

performance of employees? (Yes/No)

10. (a) Is there any provision for imparting training facilities to the employees?

(Yes/No)

b (b) Which type of training for imparting training facilities to the employees?

(Yes/No)

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c (c) In present context which type of training you considered as appropriate?

(d) Do you feel that training helps in recruitment policy? (Yes/No)

11. (a) Is there any promotion facility provided to the employees in your

organization ? (Yes/No)

(b) If yes, is it given on the basis of Efficiency/Seniority/the both

12. (a) What are the welfare amenities provided in your organization?

Crèche Yes/No

Canteen Yes/No

Recreation Yes/No

Medical Yes/No

Conveyance Yes/No

Free education for children Yes/No

b) Is there any motivational technique adopted by the company?(Yes/No)

i) If yes, whether it is financial/Non-financial/the both

ii) Whether it is job enrichment/job enlargement/the both

iii) If no, kindly give your option

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13. (a) low do your manage the shortage of manpower in your organization?

By way of retrenchment/lay off/ the both/No one.

(b) How do you manage the shortage of manpower in your organization?

Recruiting casual workers/Engaging overtime/Recruiting permanent

workers/the both

14. Since the technology follow by the organization is not up-to-date. It needs

rationalization is there any future plan to bring latest technological

know-how? (Yes/No)

15. If so how and it what way it is going to affect the overall manpower

recruitment in the organization.

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 ANNEXURE – II

OUESTIONNAIRE TO EMPLOYEE/WORKER

1. a) Name of the respondent.

b) Designation :

a) Date of joining :

b) Token no :

c) Department :

2. a) Are you a workman / employee in the following category ? permanent /

Temporary / Casual.

b) Are you getting wages in piece rate / Time rate / any other method.

c) Is wages fixed by wage Board / Collective bargaining / Any other method.

d) Are you feeling any work load in your job? Yes/No.

e) If yes, do you need extra hands? Yes/No

3. a) How do you have recruited ?

Through a employment exchange / through union / Political pressure /

through relatives.

b) Do you like internal source of recruitment ? Yes/No.

d c) Do you feel that any extra manpower is needed for your organization?

e Yes/No

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4. a) Is there any training facility for you? Yes/No

f b) If yes, is it on the job training loft the job training / off the job training?

g Yes/No.

c) Do you feel that training is inevitable for you? Yes /No

5. a) Are you satisfied with your job? Yes /No.

b) Is the job appraised by your superior authority? Yes/No.

6. a) Are you getting promotion? Yes/No.

h b) If yes, in which basis you have promoted? Efficiency / Seniority / The

i both.

7. Are you getting any motivational facilities? Financial / Non-financial / The

j both.

8. What types of facilities the company is extending for you?

Creche Yes/No

Canteen Yes/No

Recreation Yes/No

Medical Yes/No

Conveyance Yes/No

Free education for children Yes/No

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9. Whether the organization provides employment opportunity to the family

members in case of death of the worker / employee.

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