SAURABH SHARMA PG 20112202

Hindustan Computers Limited is one of Indias largest electronic, computing and IT company. It was founded in 1976 and since its inception it has grown to become what it is today under the strong leadership and guidance of Shiv Nadar (Founder, Chairman & Chief Strategy Officer) Its range of offerings includes Product engineering, Custom & Package applications, BPO, IT Infrastructure Services, IT Hardware, Systems Integration and Distribution of ICT products. Based in Noida, near Delhi, the company comprises two publicly listed Indian companies, HCL Technologies and HCL Infosystems.

 VISION-

Together we create the enterprises of tomorrow

MISSION-

To provide world-class information technology solutions and services to enable our customers to serve their customers better
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HCL Infosystems Ltd., a listed subsidiary of HCL, is an India-based hardware and systems integrator with a focus on emerging markets. It has a presence in 170 cities and 505 points of presence reaching 4000 towns throughout India and operations in emerging markets including South Asia, Middle East & Africa. It has a strong distribution network of 93,000 outlets in over 9,000 towns in India. Its manufacturing facilities are based in Chennai, Pondicherry and Uttarakhand. It is headquartered at Noida.

HCL Infosystems(HCLI) is one of the leading ICT system integrator and distribution company. It originated in 1976, It developed the first indigenous micro-computer at the same time as Apple and 3 years before IBM's PC in 1978. This micro-computer virtually gave birth to the Indian computer industry. HCL's in-depth knowledge of Unix led to the development of a fine grained multi-processor Unix in 1988, three years ahead of Sun and HP. Today, HCL sells more PCs in India than any other brand, runs Northern Ireland's largest BPO operation, and manages the network for Asia's largest stock exchange network apart from designing zero visibility landing systems to land the world's most popular airplane. And this it does across 23 countries and across 360 service locations in India.

DATE OF ESTABLISHMENT REVENUE MANAGEMENT DETAILS

1976 2476.57 ( USD in Millions) Chairperson - Ajai Chowdhry MD - Sushil Kumar Jain Directors - Ajai Chowdhry, Ajay Vohra, Anita Ramachandran, D S Puri, Dhirendra Singh, E A Kshirsagar, Harsh Chitale, J V Ramamurthy, Nikhil Sinha, Pradeep K Khosla, R P Khosla, S Bhattacharya, Sushil Kumar Jain, T S Purushothaman, V N Koura Total Income - Rs. 110241.4 Million ( year ending Jun 2011) Net Profit - Rs. 1772.3 Million ( year ending Jun 2011) Sushil Kumar Jain Canara Bank , HDFC Bank, HSBC Bank, ICICI Bank, Standard Chartered Bank, State Bank of India, State Bank of Patiala, State Bank of Saurashtra Price Waterhouse

FINANCIALS

COMPANY SECRETARY BANKERS

AUDITORS

ACI Infocom Ltd.(ACIINF) Allied Computers International (Asia) Ltd. (ALLCOM) Moser Baer India Zenith Computers CMC Redington Ricoh India
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Ability to understand customer's business and offer right technology. Long standing relationship with customers. Pan India support & service infrastructure. Best-value-for-money offerings.

Created own UNIX & RDBMS capability (in 80s). developed firewalls for enterprise & personal system security. launched its own range of enterprise storage products. launched its own range of networking products.
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HRM can be defined as the art of procuring, developing and maintaining competent workforce to achieve the goals of an organization in an effective and efficient manner. It tries to secure the best from people by winning their wholehearted cooperation.

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Significance for an enterprise- HRM can help an enterprise in achieving its goals more efficiently and effectively by attracting and retaining required talent, developing necessary skills and by securing willing cooperation of the employees. Professional significance- It contributes to professional growth by providing maximum opportunities to employees for personal development and by allocating work properly. Social significance- It helps to enhance the dignity of labor by providing suitable employment that provides social and psychological satisfaction and by eliminating waste of human resources through conservation of physical and mental health. National significance- it plays a vital role in development of a nation. The level of development of a nation depends on the skills, attitudes and values of its human resources. It also thus speeds up the process of economic growth.
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Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment. Recruitment is understood as the process of searching for and obtaining applicants for the jobs, from among whom the right people can be selected. It is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicants from which new employees are selected
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Determine the present and future requirements of the organization on conjunction with its personnel-planning and job analysis activities. Increase the pool of job candidates at minimum cost. Help increase the success rate of the selection process by reducing the number of visibly under qualified or overqualified job applicants. Help reduce the probability that job applicants, once recruited and selected, will leave the organization only after a short period of time. Meet the organizations legal and social obligations regarding the composition of its work force. Begin identifying and preparing potential job applicants who will be appropriate candidates. Increase organizational and individual effectiveness in the short term and long term.
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SOURCES OF RECRUITMENT
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INTERNAL SOURCESTRANSFERS RECRUITMENT

OF RETIRED EMPLOYEES TRANSFERS EXTERNAL SOURCESADVERTISEMENT

EMPLOYEE CAMPUS

REFERAL

RECRUITMENT RECRUITMENT THROUGH PLACEMENT AGENCIES

Selection is the process of differentiating between applicants in order to identify those with a greater likelihood of success in a job. It is the process of picking individuals, out of the pool of job applicants, with requisite qualification and competence to fill job in the organization.
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Application form Preliminary interview Pre-employment tests Interview by department head Medical or physical examination Reference checks Final approval Issue of appointment letter
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The objective of the study is to analyze the actual recruitment process in HCL, and to evaluate how far this process confirms 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 Info systems Limited.

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SAMPLINGThe study covers 20 employees and 20 executives from different departments/ sections of HCL as sample in order to elicit relevant facts. Since it is not possible to approach each and everyone in the organization.
SOURCES OF DATA COLLECTIONThe primary as well as the secondary sources were used for collection of data. In primary source of data collection, the casual interview and questionnaires were used and in secondary source of data collection relevant records, books, and magazines were used.
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The data banks are not properly maintained. The dead CVs are never being destroyed. Proper induction is not given to all the employees. It reserves to only a few levels. Salary comparison is not justified. Old employees are demoralized by getting less salary than new employees. Salary fixation has a halo effect . Recruitment procedure is not fully computerized. Manpowers are recruited from private placement consultancy, who are demanding high amount of fees. Before recruitment cost benefit analysis is not done properly. It causes manpower surplus which makes loss in the industry.

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The Data Banks should be computerized. The dead CVs should be destroyed. Each level of employee should be formally inducted and introduced to the Departmental Head. Salary comparison should be seriously done to retain the old employees. Proper salary structure should be structured to attract people and make it tax effective. Cost benefit analysis should be alone before creating a position or recruitment of manpower. Recruitment process should be fully computerized. 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. Manpower planning should be followed before recruiting. Proper inquiry should be done regarding previous employment of a candidate before recruitment to avoid industrial disputes.

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