akansha hcl

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SUMMER TRAINING PROJECT REPORT ON

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

A SUMMER INTERNSHIP PROJECT

Submitted towards the partial fulfillment of the

Requirements for the certificate of the

Post-Graduate Diploma in Business Management

(Approved by AICTE, Government of India)

(Equivalent to MBA)

ACADEMIC SESSION

2009-2011

DATE OF SUBMISSION - 26/07/2010

IMS GHAZIABAD LALKUAN

GHAZIABAD

External Supervisor:

Mr. Bhaskar Senapati

H.R Department

H.C.L Info System Ltd

Submitted by:

Akansha Jaiswal

BM:09022

Internal Supervisor:

Prof. Anita Singh

Area chairperson- H.R

IMS Ghaziabad

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DECLARATION

I Akansha Jaiswal, student of Post Graduate Diploma of Management from Institute of

Management Studies, Ghaziabad, during the academic year 2009-11, hereby declare that all the

information, facts and figures mentioned in this project is actually based on my own study and

knowledge. This project was done under the able guidance and supervision of Prof. Anita Singh

who is my faculty guide and Mr. Bhaskar Senapati, H.R Department H.C.L Info System Noida in

the partial fulfillment of the requirement for the Post Graduate Diploma In Management from

Institute Of Management Studies, Ghaziabad.

Furthermore, I confirm that the whole work is my own contribution and have not been

taken from any sources. However, I have taken help from various sources on the Internet and

journals available in my college library.

The inferences and conclusion of the study are subjected to the information gathered

from various sources.

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CERTIFICATE

This is to certify that the project report entitled “Process of Recruitment and Selection

procedure of H.C.L Info system” made during the summer internship done at “H.C.L

INFOSYSTEM” is a bonafide record of work done by Akansha Jaiswal, and has been

submitted in the partial fulfillment of the requirements of Post Graduate Diploma In

Management from Institute Of Management Studies, Ghaziabad, under my guidance with

full honesty and integrity.

Prof. Anita Singh

IMS, Ghaziabad

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PREFACE

Practical training imbibes an integral part of management studies. One cannot merely

depend upon the theoretical knowledge. It is to be coupled with the practical for it to be fruitful.

Classroom lectures make the fundamental concept of the students clear. But the industry

exposure facilitate with the learning of practical things. However class lectures must be

correlated with the practical training in the company, which has a significant role to play in the

establishment of a Business Manager. To develop managerial and administrative skills in future

mangers and to enhance their analytical skills, it is necessary that they combine their classroom

learning with the knowledge of real business environment.

After liberalization, Indian economy scene is really a buzz with activity. Lots and lots of

multinational companies are coming in which their technical expertise and management concepts

should be given way to be proved. Industrial activity in India has become a thing to watch and I

really wanted to be a part of it, as it is essential for me being a management student.

I found myself lucky to get done my summer internship in a brand name “H.C.L Info

System”. I went 8 weeks training in its Sector-11 Noida. It helped me to get a practical insight

into the actual business environment and provided me an opportunity to make my management

concepts clearer.

It is difficult to elaborate everything which I learned during the training however, I have

endeavored to many comprehensive picture of details about working in the latter pages. I have

accumulated the desired information through personal observations, interviews and study of

documents.

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ACKNOWLEDGEMENT

“Acknowledgement is an art, one can write glib stanzas without

meaning a word, on the other hand one

can make a simple expression of gratitude.”

It gives me great pleasure to express my gratitude and reverence to people who guided

and supported me in the development of this project.. I would like to thank MR RK.

BHARAHWAJ Director General of IMS Ghaziabad. And Prof Timira Shukla Chairperson of

PGDM Ghaziabad for granting me the opportunity to complete the project. During this time

many people have rendered me their precious time in valuable suggestion that were of great help.

I confer very special thanks to our project guide Mr.Bhaskar Senapati (H.R. Department), my

mentor Prof. Anita Singh, who gave us valuable guidance & help. .

This report is result of efforts put in many people who contributed to it by offering

valuable suggestions encouraging advices, constructive criticism and proper guidance.

It was indeed a fruitful experience at HCL Info systems Ltd. I shall always be inspired by

all that I have learnt and will strive to put it in practical use. Finally, last but not least my thanks

to my parents for their boundless love and affection that they have molded on me in a manner

that I can stride gracefully in this world with my head held high.

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Abstract

Today, in every organization personal planning as an activity is necessary. It is an important part

of an organization. Human resource planning is a vital ingredient for the success of the

organization in the long run. The objective of Human Resource Department are Human Resource

Planning, Recruitment and Selection, Training and Development, Carrier Planning, Transfer and

Promotion, Risk Management, Performance Appraisal and so on. Each objective needs special

attention and proper planning and implementation.

For every organization it is important to have a right person on a right job. Recruitment and

Selection plays a vital role in this situation. Shortage of skills and the use of new technology are

putting considerable pressure on how employers go about Recruiting and selecting staff. It is

recommended to carry out a strategic analysis of Recruitment and Selection procedure.

With reference to this context, this project is been prepared to put light on Recruitment and

Selection process at HCL Technologies. This report is divided into two phases to analyze how an

employee is recruited at HCL Technologies. These two phases are sources of Recruitment

(through Portals, Campus, Consultants, Reference, Advertisements, Walk ins, Talent Express,

job fair) and Process of Recruitment that includes various elimination rounds of interview.

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Table Of Contents

Declaration………………………………………………………………….. I

Certificate from the Faculty guide…………………………………….……. ii

Certificate from the Company…………………………………………….... iii

Preface……………………………………………………………………… iv

Acknowledgement………………………………………………………….. v

List Of Tables………………………………………………...…………….. vi

List Of Figures…………………………………..……………………….... vii

Chapter No. Title Page No.

1 Objectives Of The Study 10-11

2 Literature Review 12-13

4 Company profile 14-24

5 Recruitment and selection an overview 25-36

6 Recruitment and selection at HCL 37-43

7 Research Methodology 44-49

8 Data Analysis and Interpretation 50-64

9 Conclusions 65-66

10 Findings 67-68

Recommendations and Suggestions………………………………………………………69-70

Bibliography……………………………………...........……………………....................... 71

Annexure………………………………………………………………………………….. 72-75

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LIST OF FIGURES

SL NO TABLE NAME PAGE NO

1 Hcl Info system chart 13

2 Office automation spectrum 14

3 Hcl infinet programme 16

4 Joint venture 20

5 Sources of recruitment 25

6 Hcl info system ltd 32

7 Sources of recruitment at Hcl 33

8 Job Requirement 50

9 Knowledge, Skills, Abilities 51

10 Accurate and Up-To-Date 52

11 Detail Sheet 53

12 Job Description 54

13 Recruitment Strategies 55

14 Realistic and Accurate information 56

15 Screening Procedure 56

16 Curriculum Vitae 58

17 Structured interview 59

18 Set of Question 59

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19 Assessment Criteria 61

20 Candidates feedback 62

21 Front line Workers 63

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CHAPTER: 1

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OBJECTIVE OF STUDY

Every research has some objectives, reasons behind the study conducted. Objectives can

gives us a brief idea about the project report. The objectives behind this project are as

follows: -

To study the different sources of Recruitment which are adopted in HCL Info

systems Ltd.

To study different stages of recruitment process which led to selection of a

candidate till an offer is made to them.

To understand what all Recruitment practices are being adopted so as to make the

organization work well.

Scope of Study:

The scope of this study is to observe Recruitment & Selection Techniques adopted by the

company. Apart from getting an idea of the techniques & methods in the recruitment

procedures, a close loop will be taken at the insight of corporate culture prevailing in the

organization. This would not only help to be familiar with the corporate environment but

it would also enable to get a close loop at the various levels authority responsibilities

relationship prevailing in the organization.

Scope of Project includes: -

Study of importance of Recruitment & Selection process for an enterprise.

Study of Recruitment & Selection practices at HCL Info systems Ltd.

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CHAPTER: 2

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LITERATURE REVIEW

The literature review regarding various HR practices is presented in the following paragraphs.

Job analysis is the process of obtaining information about jobs i.e. information about the tasks to

be done on the job, as well as personal characteristics (education, experience, specialized

training) necessary to do the tasks (Cascio 1998).

Job analysis in many ways is the first personnel activity that affects commitment and

performance (Dessler 2003). Human resource planning analyzes and identifies the need for and

availability of human resources for an organization to meet its objectives (Mathis and Jackson

2004).

Recruitment is a process of attracting a pool of high quality applicants so as to select the best

among them (Kulik 2004). Top performing companies devote considerable resources and energy

to creating high quality selection systems (Pfeffer 1995). Placement involves assigning a specific

rank and responsibility to an employee (Jyothi and Venkatesh 2006).

Socialization, the process of orienting new employees to the organization, can make the

difference between a new worker’s feeling like an outsider and feeling like the member of the

team (Gomez-Mejia, Balkin and Cardy 2003). The current challenges caused by the globalization

pressures in the realm of economics behoove work communities to review their personnel

training and management practices (Pitkanen 2007).

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CHAPTER: 3

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COMPANY PROFILE

Born in 1976, HCL has a 3-decade rich history of inventions and innovations. In 1978,

HCL developed the first indigenous microcomputer at the same time as Apple and 3 years before

IBM's PC. During this period, India was a black box to the world and the world was a black box

to India. This microcomputer virtually gave birth to the Indian computer industry. The 80's saw

HCL developing know-how in many other technologies. Hal’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.

HCL's R&D was spun off as HCL Technologies in 1997 to mark their advent into the

software services arena. During the last eight years, HCL has strengthened its processes and

applied its know-how, developed over 28 years into multiple practices - semi-conductor,

operating systems, automobile, avionics, bio-medical engineering, wireless, telecom

technologies, and many more. Today, HCL sells more PCs in India than any other brand, runs

Northern Ireland's largest BPO operation, and manages the network for Asia's largest stock

exchange network apart from designing zero visibility landing systems to land the world's most

popular airplane.

HCL Info systems Ltd are one of the pioneers in the Indian IT market, with its origins in 1976.

For over quarter of a century, we have developed and implemented solutions for multiple market

segments, across a range of technologies in India. We have been in the forefront in introducing

new technologies and solutions.

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

upon a venture that would make their vision of IT revolution in India a reality. Shiv nadir and

five of his colleagues got together and 1975 set up a new company MICROCOMP to start with;

they started to capitalize on their marketing skills. Micro comp marketed calculators and within a

few month of starting operation, the company was out selling its major competitors.

On 11th August 1976 HINDUSTAN COMPUTERS LIMITED was incorporated as joint venture

between the entrepreneurs and UPSCE, with an initial equity of Rs.1.83 Lacs.

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COMPANY STATEMENTS

Vision Statement:

“It is the most preferred employer and principal taking leading edge IT & Telecom products and

services to the masses through sustained excellence.”

Mission Statement:

“To provide world-class information technology solutions and services to enable our customers

to serve their customers better"

Quality Policy Statement:

“We will deliver defect-free products, services and solutions to meet the requirements of our

external and internal customers the first time, every time.”

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HCL INFOSYSTEMS:

Figure: 1

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Office Automation Spectrum:

Figure: 2

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HCL INFINET:

Creating Lifeline for Connecting Business...HCL Infinet Ltd. is the Networking

Services arm of the HCL Group. The company holds an all India license to operate as a

Class "A" ISP, ITSP and NLD service provider. The ISP/NLD operations are carried out

through the state-of-art network infrastructure across the country. HCL Infinet Ltd. is a

leader in providing multi service Data, Voice and Video application support on

IP/MPLS-VPN and Internet bandwidth offering complete range of managed services to

Enterprise across India. Testimonials..."A very special thanks to entire HCL's POP team

of the Herculean effort that had gone in keep in the Data Center up and running. When

there was need for disaster response, HCL executed very well." --- MD, Bharat Shell"I

wish to thank HCL of Global Connectivity of our 12 offices/factories in India with our

ERP servers n USA in a span of 3 weeks. The roll out was a commendable job and it has

further strengthened our four year old relationship of domestic enterprise wide

connectivity" --- AVP IT, Tecumseh India.

INFINET SERVICES:

HCL Infinte an Internet Infrastructure initiative of the HCL group caters to the

networking requirements of domestic enterprise market. Partnering with world leaders we

provide state-of-the-art products and solutions for network requirements of organizations

of all sizes.

HCL Infinet offers a complete range of networking services & solutions like:

Internet Bandwidth Services Internet Telephony Managed Data Centre Co-location

Services a) Managed Data Centre Services b) Managed Network Services Corporate

Messaging Solution Virtual Private Network Services (VPN) MPLS Networking Services

Wireless Broadband Services

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INFINET PRODUCTS:

Figure: 3

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HCL GLOBAL:

Among the top 5 service providers in short span of 7 years

HCL tops growth rate among IT leaders today Only organization with full service

range:

IT infrastructure, Applications & BPO Services.

Multi Service delivery capacity - large transformational deals.

Pioneers of Modern computing - at the frontiers of Technology.

HCL INDIA:

Table: 1

1. India’s largest ICT Directs Sales &

Services organization support.

- 12800 Engineers

- 360 Locations

- 1 Million units

2. India’s Leading System Integration

Organization.

- Pan-India SI Infrastructure

- Multi Technology product capacity

3. World's No1 Specialty offshore

Infrastructure service provider.

- Ranked Numero Uno in The Black Book

of

Outsourcing survey, among the 50 best

managed global outsourcing global

companies

4. India’s largest ICT distribution and

Retail Network.

- 50000 outlets

- 5000 towns

- Sound post sales service network

5. Largest Manufacturer of PCs in India. - India’s Largest Direct Sales Organization

- India’s Largest Services Organization

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HCL’s DIFFERENTIATORS

3 decades of Technology & Innovation Heritage

-Pioneers of Modern Computing

Global Strengths

India strengths

30 Year history of invention, innovation & market creation.

Successful Carve-outs & M&A history.

Proactively work with governments.

Strong DNA, Guiding Principles & Brand.

The most Modern Management in the

World.

Strong Financial Position.

Wide Services portfolio in IT, Infrastructure, and BPO.

Strong Product Engineering & R&D capabilities.

Leadership in Infrastructure services.

Comprehensive Range of ICT Products & Services.

Reach into key growth Market Segments & Verticals.

Manufacturing Expertise & Nation wide Service Support

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Partnerships: The growth drivers

198521 years of strategic relationship that has seen the computer evolve from a computing device to the centre of the Digital World.

1996Dominant position in mobile handset market in India.

1977Leading position in Office Automation and Laptops in India.I

198125 years of scripting an ear of computing across the Microprocessor.

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Joint Ventures:

Figure :- 4

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CHAPTER:4

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RECRUITMENT AND SELECTION

Recruitment and selection are two of the most important functions of personnel

management. Recruitment precedes selection and helps in selecting a right candidate.

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

staffing schedule and to employ effective measures for attracting that manpower in adequate

numbers to facilitate effective selection of efficient personnel. Staffing is one basic function of

management. All managers have responsibility of staffing function by selecting the chief

executive and even the foremen and supervisors have a staffing responsibility when they select

the rank and file workers. However, the personnel manager and his personnel department is

mainly concerned with the staffing function. Every organization needs to look after recruitment

and selection in the initial period and thereafter as and when additional manpower is required

due to expansion and development of business activities.

‘Right person for the right job’ is the basic principle in recruitment and selection. Ever

organization should give attention to the selection of its manpower, especially its managers. The

operative manpower is equally important and essential for the orderly working of an enterprise.

Every business organization/unit needs manpower for carrying different business activities

smoothly and efficiently and for this recruitment and selection of suitable candidates are

essential. Human resource management in an organization will not be possible if unsuitable

persons are selected and employment in a business unit.

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MEANING:

Recruitment means to estimate the available vacancies and to make suitable arrangements for

their selection and appointment. Recruitment is understood as the process of searching for and

obtaining applicants for the jobs, from among whom the right people can be selected. A formal

definition states, “It is the process of finding and attracting capable applicants for the

employment. The process begins when new recruits are sought and ends when their applicants

are submitted. The result is a pool of applicants from which new employees are selected”. In this,

the available vacancies are given wide publicity and suitable candidates are encouraged to

submit applications so as to have a pool of eligible candidates for scientific selection. In

recruitment, information is collected from interested candidates. For this different source such as

newspaper advertisement, employment exchanges, internal promotion, etc. are used. In the

recruitment, a pool of eligible and interested candidates is created for selection of most suitable

candidates. Recruitment represents the first contact that a company makes with potential

employees.

Definition:

According to EDWIN FLIPPO,”Recruitment is the process of searching for prospective

employees and stimulating them to apply for jobs in the organization.”

Need for recruitment :

The need for recruitment may be due to the following reasons / situation:

a) Vacancies due to promotions, transfer, retirement, termination, permanent disability, death and

labor turnover.

b) Creation of new vacancies due to the growth, expansion and diversification of business

activities of an enterprise. In addition, new vacancies are possible due to job specification.

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Purpose and importance of Recruitment:

1. Determine the present and future requirements of the organization on conjunction with its

personnel-planning and job analysis activities.

2. Increase the pool of job candidates at minimum cost.

3. Help increase the success rate of the selection process by reducing the number of visibly under

qualified or overqualified job applicants.

4. Help reduce the probability that job applicants, once recruited and selected, will leave the

organization only after a short period of time.

5. Meet the organizations legal and social obligations regarding the composition of its work

force.

6. Begin identifying and preparing potential job applicants who will be appropriate candidates.

7. Increase organizational and individual effectiveness in the short term and long term.

8. Evaluate the effectiveness of various recruiting techniques and sources for all types of job

applicants.

Recruitment is a positive function in which publicity is given to the jobs available in the

organization and interested candidates are encouraged to submit applications for the purpose of

selection. Recruitment represents the first contact that a company makes with potential

employees. It is through recruitment that many individuals will come to know a company, and

eventually decided whether they wish to work for it. A well-planned and well-managed

recruiting effort will result in high quality applicants, whereas, a haphazard and piecemeal efforts

will result in mediocre ones.

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RECRUITMENT PROCESS

Recruitment refers to the process of identifying and attracting job seekers so as to build a pool of

qualified job applicants. The process comprises five interrelated stages, via,

1. Planning.

2. Strategy development.

3. Searching.

4. Screening.

5. Evaluation and control.

The ideal recruitment programme is the one that attracts a relatively larger number of qualified

applicants who will survive the screening process and accept positions with the organization,

when offered. Recruitment programmers can miss the ideal in many ways i.e. by failing to attract

an adequate applicant pool, by under/over selling the organization or by inadequate screening

applicants before they enter the selection process. Thus, to approach the ideal, individuals

responsible for the recruitment process must know how many and what types of employees are

needed, where and how to look for the individuals with the appropriate qualifications and

interests, what inducement to use for various types of applicants groups, how to distinguish

applicants who are qualified from those who have a reasonable chance of success and how to

evaluate their work.

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Figure :- 5

Sources of Recruitment

SOURCES OF MANAGERIAL RECRUITMENT

1. Promotion 1. Campus Recruitment

2. Transfers 2. Press Advertisement

3.Internal Notification 3. Management consultancy services

(Advertisements) & Private employment exchange

4. Retirement 4. Deputation of personnel from

One enterprise to another.

5.Recall former employees 5. Management Training Schemes.

INTERNAL SOURCES

EXTERNAL SOURCES

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The sources of recruitment can be broadly categorized into internal and

external sources-

(I) Internal Recruitment – Internal recruitment seeks applicants for positions from within the company.

The various internal sources include:

Promotions and Transfers –

Promotion is an effective means using job posting and personnel records. Job posting requires

notifying vacant positions by posting notices, circulating publications or announcing at staff

meetings and inviting employees to apply. Personnel records help discover employees who are

doing jobs below their educational qualifications or skill levels. Promotions has many

advantages like it is good public relations, builds morale, encourages competent individuals who

are ambitious, improves the probability of good selection since information on the individual’s

performance is readily available, is cheaper than going outside to recruit, those chosen internally

are familiar with the organization thus reducing the orientation time and energy and also acts as a

training device for developing middle-level and top-level managers. However, promotions

restrict the field of selection preventing fresh blood & ideas from entering the organization. It

also leads to inbreeding in the organization. Transfers are also important in providing employees

with a broad-based view of the organization, necessary for future promotions.

Employee referrals-

Employees can develop good prospects for their families and friends by acquainting them with

the advantages of a job with the company, furnishing them with introduction and encouraging

them to apply. This is a very effective means as many qualified people can be reached at a very

low cost to the company. The other advantages are that the employees would bring only those

referrals that they feel would be able to fit in the organization based on their own experience.

The organization can be assured of the reliability and the character of the referrals. In this way,

the organization can also fulfill social obligations and create goodwill.

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Former Employees-

These include retired employees who are willing to work on a part-time basis, individuals who

left work and are willing to come back for higher compensations. Even retrenched employees are

taken up once again. The advantage here is that the people are already known to the organization

and there is no need to find out there past performance and character. Also, there is no need of an

orientation programme for them, since they are familiar with the organization.

Retirements: -

At times, management may not find suitable candidates in place of the one who had retired, after

meritorious service. Under the circumstances, management may decide to call retired managers

with new extension.

(II) External Recruitment – External recruitment seeks applicants for positions from

sources outside the company. They have outnumbered the internal methods. The various external

sources include:

Professional or Trade Associations: -

Many associations provide placement service to its members. It consists of compiling job

seeker’s lists and providing access to members during regional or national conventions. Also, the

publications of these associations carry classified advertisements from employers interested in

recruiting their members. These are particularly useful for attracting highly educated,

experienced or skilled personnel. Also, the recruiters can zero on in specific job seekers,

especially for hard-to-fill technical posts.

Advertisements: -

It is a popular method of seeking recruits, as many recruiters prefer advertisements because of

their wide reach. Want ads describe the job benefits, identify the employer and tell those

interested how to apply. Newspaper is the most common medium but for highly specialized

recruits, advertisements may be placed in professional or business journals. Advertisements must

contain proper information like the job content, working conditions, location of job,

compensation including fringe benefits, job specifications, growth aspects, etc. The

advertisement has to sell the idea that the company and job are perfect for the candidate.

Recruitment advertisements can also serve as corporate advertisements to build company’ image.

It also cost effective.

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Employment Exchanges: -

Employment Exchanges have been set up all over the country in deference to the provision of the

Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959. The Act applies to

all industrial establishments having 25 workers or more each. The Act requires all the industrial

establishments to notify the vacancies before they are filled. The major functions of the

exchanges are to increase the pool of possible applicants and to do the preliminary screening.

Thus, employment exchanges act as a link between the employers and the prospective

employees. These offices are particularly useful to in recruiting blue-collar, white collar and

technical workers.

Campus Recruitments: -

Colleges, universities, research laboratories, sports fields and institutes are fertile ground for

recruiters, particularly the institutes. Campus Recruitment is going global with companies like

HCL, HLL, Citibank, HCL-HP, and ANZ Grind lays, L&T, Motorola and Reliance looking for

global markets. Some companies recruit a given number of candidates from these institutes every

year. Campus recruitment is so much sought after that each college; university department or

institute will have a placement officer to handle recruitment functions. However, it is often an

expensive process, even if recruiting process produces job offers and acceptances eventually. A

majority leaves the organization within the first five years of their employment. Yet, it is a major

source of recruitment for prestigious companies.

Walk-ins

The most common and least expensive approach for candidates is direct applications, in which

job seekers submit unsolicited application letters or resumes. Direct applications can also provide

a pool of potential employees to meet future needs. From employees’ viewpoint, walk-ins are

preferable as they are free from the hassles associated with other methods of recruitment. While

direct applications are particularly effective in filling entry-level and unskilled vacancies, some

organizations compile pools of potential employees from direct applications for skilled positions.

Write-ins are those who send written enquiries. These jobseekers are asked to complete

application forms for further processing. Talk meeting the recruiter (on an appropriated date) for

detailed talks. No application is required to be submitted to the recruiter.

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Contractors: -

They are used to recruit casual workers. The names of the workers are not entered in the

company records and, to this extent; difficulties experienced in maintaining permanent workers

are avoided.

Consultants: -

They are in the profession for recruiting and selecting managerial and executive personnel. They

are useful as they have nationwide contacts and lend professionalism to the hiring process. They

also keep prospective employer and employee anonymous. However, the cost can be a deterrent

factor.

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SELECTION

Selection is defined as the process of differentiating between applicants in order to identify

(and hire) those with a greater likelihood of success in a job.

Selection is basically picking an applicant from (a pool of applicants) who has the appropriate

qualification and competency to do the job. The difference between recruitment and selection:

Recruitment is identifying n encouraging prospective employees to apply for a job.

And Selection is selecting the right candidate from the pool of applicants.

SELECTION PROCESS:

Selection is a long process, commencing from the preliminary interview of the applicants and

ending with the contract of employment.

Selection is different from Recruitment:

1.) Recruitment is the process of searching for prospective candidates and motivating them to

apply for job in the organization. Whereas, selection is a process of choosing most suitable

candidates out of those, who are interested and also qualified for job.

2.) In the recruitment process, vacancies available are finalized, publicity is given to them and

applications are collected from interested candidates. In the selection process, available

applications are scrutinized. Tests, interview and medical examination are conducted in order to

select most suitable candidates.

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3.) In recruitment the purpose is to attract maximum numbers of suitable and interested

candidates through applications. In selection process the purpose is that the best candidate out of

those qualified and interested in the appointment.

4.) Recruitment is prior to selection. It creates proper base for actual selection. Selection is next

to recruitment. It is out of candidates’ available/interested.

5.) Recruitment is the positive function in which interested candidates are encouraged to submit

application. Selection is a negative function in which unsuitable candidates are eliminated and

the best one is selected.

6.) Recruitment is the short process. In recruitment publicity is given to vacancies and

applications are collected from different sources Selection is a lengthy process. It involves

scrutiny of applications, giving tests, arranging interviews and medical examination.

7.) In recruitment services of expert are not required whereas in selection, services of expert are

required.

8.) Recruitment is not costly. Expenditure is required mainly for advertising the posts. Selection

is a costly activity, as expenditure is needed for testing candidates and conduct of interviews.

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CHAPTER: 5

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RECRUITMENT & SELECTION PROCESS IN HCL INFOSYSTEMS LTD.

Figure 6

Steps of Recruitment:

If a candidate passed in all these 3 rounds, offer is made to selected candidate and certain

formalities are completed by the candidate which include filling document like declaration,

application blank, pre interview form, background verification form. A date of joining is given to

the candidate on whom they have to bring all of their original documents for verification. On the

date of joining, verification of all the original documents is done & submission of photocopies is

carried out.

After completing the documentation formalities next stage by which candidate have to go

through its medical checkup. After joining formalities are completed a date of induction is given

to the candidate.

Telephonic Round

Initial RoundOperations

Round

Interview Rounds

NEW SITES

(BD)

OLD SITES

(Operation)

VACANCY

UNDERSTAND THE JOB DESCRIPTION FOR THE

POSITION

CV COLLECTION

(CV DATABANK / DIFFERENT SOURCE)

CV VALIDATION, SHORTLISTING AND INTERVIEW - CALL TO CANDIDATE

THROUGH PHONETHROUGH REFERENCES

HR ROUND

HR ROUND

CANDIDATE RATING SHEET

TEST

NO

YES

NO

YES

NO

YES

TECHNICAL

INTERVIEW

GM-HR INTERVIEW / DOCUMENT

VERIFICATION

OFFER LETTER

JOINING AND INDUCTION

NO

YES

YES

NO

NO

YES

RECEPTIONIST

TECHNICAL HEAD

GM HR

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Figure 7

Sources of Recruitment in HCL Info systems:

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In HCL, the HR department gets the description of the vacancy either through the E-mail or

through the telephonic call.

As soon as the HR receives the initial intimation of vacancy, the HR sends the Manpower

Requisition Form, which needs to be filled by the concerned person to explain the details about

the position. This form gives the whole description related to position such as job description,

salary details, desired qualification, experience etc.

HR Department finds the candidates according to the Job description provided in Manpower

Requisition Form. Through the various sources as follows:

E – RECRUITMENT

CONSULTANTS

EMPLOYEE REFERRALS

INTERNAL JOB POSTING

INTERNAL ADVERTISEMENT

WALK – IN

Then CV’s short listing process starts by the HR Department. After this process, the short listed

candidates are contacted by:

Telephone call

Email Intimation

References.

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

resumes.

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1st Round- Initial Screening by HR

The 1st round of the interview is taken to judge the candidate’s personal back round, total

experience; take home salary, knowledge about related field, Job profile etc. If the interviewer

founds that a candidate is suitable for the post then the candidate is send for the next round.

Second Round- Technical

If the candidate is from operations then he has to give the technical round for checking his

technical qualification. If he clears the technical round then he will send for next round.

Third round- GM / HR Round

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

round for the candidate.

External Recruitment:

For the posts of technicians, engineers, floor managers etc, it looks out for external sources,

which include. Institutions: Like B Schools, colleges, Management Institutes, etc.

Websites: www.timesjob.com

www.naukri.com

CAMPUS:

Campus recruitment is so much sought after that each college; university department or institute

will have a placement officer to handle recruitment functions. However, it is often an expensive

process, even if recruiting process produces job offers and acceptances eventually. A majority

leaves the organization within the first five years of their employment. Yet, it is a major source

of recruitment for prestigious companies.

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HCL is the company of choice for campus recruitment programs in most major engineering

institutes such as IITs, RECs etc. and at premier management institutes such as the IIMs.

Management Institutes:

Campus hiring at management institutes typically starts in December and continues through

March. We hire management graduates from all disciplines, with or without prior work

experience in software or other fields. All applications are pre-screened based on academic

credentials. Short-listed candidates are usually invited for an interview as part of the selection

process.

ADVERTISEMENTS: -

It is a popular method of seeking recruits, as many recruiters prefer advertisements because of

their wide reach.

HCL advertises in:

NEWS PAPERS:

Times of India

the economic times

Indian express

Hindustan times

the financial express

Employment papers

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MAGAZINES:

Business world

Business Today

Business journals

IT magazines

Computer and technical journals

WEB:

www.hcl.com

www.timesjob.com

www.naukri.com

Advertisements contain proper information like the job content, working conditions, location of

job, compensation including fringe benefits, job specifications, growth aspects, etc. The

advertisement sells the idea that the company and job are perfect for the candidate.

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CHAPTER: 6

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RESEARCH METHODOLGY

Research

The study of research method provides us with the knowledge and skills needed to solve

the problem and meet the challenges of the fact-based decision. Marketing environment we

define as Business Research as a systematic enquiry whose objective is to provide information to

solve managerial problem. Business Research produces information to reduce uncertainty. It

helps focus decision-making. In a number of situations business researchers know exactly what

their business problems are and design studies to test specific hypothesis. Because of the variety

of research activity, it will be helpful to categorize the type of business research. Business

research can be classified on the basis of either technique or function. Methodology is an

essential aspect of any project or research. It enables researchers look at the problem in a

systemic, meaningful and orderly way. Methodology comprises the source of data, selection of

data, various designs and techniques used for analyzing the data.

Research Design

A research design is a master plan specifying the methods and procedures for collecting

and analyzing the needed information. It is a framework or blueprint that plans the action for the

research project. The objectives of the study determined during the early stages of the research

are included in the design to ensure that the information collected is appropriate for solving the

problem. The research investigator must also specify the sources of information, the research

method or technique, the sample methodology, and the schedule and cost of the research.

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PHASES OF RESEARCH PROCESS

The different stages are:

1. Defining the problem

2. Planning a research design

3. Planning a sample

4. Collecting data

5. Analyzing the data

6. Formulating the conclusions and preparing the data

Figure 7: Phases of the Research Process

↓

↓

↓

↓

↓

Defining the Problem

Processing and Analyzing the Data

Formulating Conclusions and

Preparing the Report

Gathering the Data

Planning a Sample

Planning a Research Design

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Type Of Research

Descriptive Research -

Descriptive study is a fact-finding investigation with adequate interpretation. It is the

simplest type of research. It is more specific than an explanatory study, as it has focus on

particular aspect of the problem studied. It is designed to get descriptive information and provide

information for formulating more sophisticated studies. Using one or more appropriate method,

observation and questionnaire collects data. The major purpose of descriptive research, as the

term implies, is to describe characteristics of a population or phenomenon. Descriptive research

often helps segment and target markets. Accuracy is of paramount importance in descriptive

research; still errors cannot be completely eliminated. Descriptive studies are based on some

previous understandings of the nature of the research problem.

Sample Design

Sample Unit

The sampling unit for project is employees at HCL INFOSYSTEM, NOIDA

Sample Size:

Sample size is 50, which includes the member of Human Resources, Recruitment as well

as selection panel. The sampling size includes male and female of a company at different age

group and different hierarchy level. The sampling size was restricted to 50 because of the

member constrain. Here, convenient sampling technique has been adopted for collecting the

primary data.

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SAMPLING TECHNIQUE:

CONVENIENCE SAMPLING – It attempts to obtain a sample of convenient elements.

The selection of sampling units is left primarily to the interviewer. Often, respondents are

selected because they happen to be in the right place at the right time. Convenience sampling is

the least expensive and least time consuming.

Data Collection

I.Sources

Primary Data –

Primary data is the first hand information that the researcher collects. It helps in

collecting useful and most accurate information that is needed for the researcher to do his work.

The primary data are collected through survey method. Survey method is undertaken to find the

selection procedure. A survey was conducted among the member of HCL Info system HR

department of NOIDA (SECTOR 11) by the aid of well-structured questionnaire. The population

for the study consists of people who are the member of recruitment panel of HCL Info system.

Secondary Data –

Secondary Data, or historical data, are data previously collected and assembled for some

project other than the one at hand. This data can be found inside the company, on the Internet, in

the library, or they can be purchased from firms that specialize in providing information, such as

economic forecasts, that is useful to organization. Secondary data can almost always be gathered

faster and more inexpensively than primary data.

Secondary Data: secondary data was collected from the following sources:

a. Websites

b. Newspapers

c. Project Materials

d. Books.

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Statistical Tools: -

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

LIMITATIONS

The study was restricted to only those people, which are related to Human Resources of

HCL Info system.

The study was confined within only HCL Info system.

The sample size was limited so the results obtained from the study may not be

generalized for all the Human Resources Department.

The time period of the study was not sufficient to measure effectiveness of Recruitment

and Selection procedure.

Many of the respondents may not have given the correct information due to personal bias.

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CHAPTER: 7

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DATA ANALYSIS AND INTERPRETATION

Ques: 1 The job requirements (e.g.: specific tasks, activities) in your organization are

clearly defined.

Table 1

Highly Agree 30

Agree 12

Neither Agree nor Disagree 5

Disagree 2

Strongly Disagree 1

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

defined.

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

Table 2

Highly Agree 14

Agree 23


Disagree 2

Strongly Disagree 1

Analysis: The data represents that maximum of the employees in the organization agree that KSA

are clearly spell out.

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Ques: 3 My organization provides accurate and up-to-date Job description to the applicants

prior to the interview.

Table 3

Highly Agree 19

Agree 20


Disagree 4

Strongly Disagree 2

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

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

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

Table 4

Highly Agree 23

Agree 13


Disagree 6

Strongly Disagree 1

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

the form Correctly.

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Ques: 5 Job descriptions contain realistic details.

Table 5

Analysis: The data represents that the employees agree on the statement that JD’s are realistic.

Highly Agree 15

Agree 14


Disagree 7

Strongly Disagree 3

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Ques : 6 In my organization recruitment strategies are well defined to the recruitment panel.

Table 6

Highly Agree 5

Agree 25


Disagree 3

Strongly Disagree 0

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

recruitment strategies,.

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

Table 7

Highly Agree 9

Agree 18


Disagree 5

Strongly Disagree 1

Analysis: The employees in the organization agree that the candidates get an accurate and real

information from the recruitment panel.

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Ques : 8 The screening procedure is firm and fair.

Table 8

Highly Agree 14

Agree 20


Disagree 3

Strongly Disagree 3

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

fair.

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

Table 9

Highly Agree 15

Agree 21


Disagree 3

Strongly Disagree 5

Analysis : The data represents that the maximum employees agree that the CV’s are properly

reviewed

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Ques: 10 Interviewer follows structured interview format.

Table 10

Highly Agree 9

Agree 21


Disagree 5

Strongly Disagree 6

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

for interviewing.

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Ques : 11 Same set of questions are asked to the concerned candidates.

Table 11

Highly Agree 10

Agree 18


Disagree 8

Strongly Disagree 3

Analysis : The data represents that the maximum of the employees agrees that he same set of

questions are asked to all the concerned candidates

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Ques: 12 the assessment criteria related to the job are accurate.

Table 12

Highly Agree 10

Agree 20


Disagree 8

Strongly Disagree 5

Analysis : The employees agree that the assessment criteria is accurate

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Ques: 13 The candidates are given their feedback firmly.

Table 13

Highly Agree 12

Agree 18


Disagree 6

Strongly Disagree 2

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

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Ques : 14 The front line workers or team workers are included in the recruitment panel.

Table 14

Highly Agree 13

Agree 15


Disagree 4

Strongly Disagree 5

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

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CHAPTER: 8

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Conclusion

The human element of organization is the most crucial asset of an organization. Taking a

closer perspective -it is the very quality of this asset that sets an organization apart from the

others, the very element that brings the organization’s vision into fruition.

Thus, one can grasp the strategic implications that the manpower of an organization has in

shaping the fortunes of an organization. This is where the complementary roles of Recruitment

and Selection come in. The role of these aspects in the contemporary organization is a subject on

which the experts have pondered, deliberated and studied, considering the vital role that they

obviously play. The essence of recruitment can be summed up as ‘the philosophy of attracting as

many applicants as possible for given jobs’. The face value of this definition is what guided

recruitment activities in the past. These days, however, the emphasis is on aligning the

organization’s objectives with that of the individual’s. By making this a priority, an organization

safeguards its interests and standing. After all, a satisfied workforce is a stable workforce, which

also ensures that an organization has credible and reliable performance.

The end result of the recruitment process is essentially a pool of applicants. The research

has given the result that the employees in the organization have a full knowledge about the

recruitment and selection procedure and therefore we can say that the recruitment and selection

procedure is effective at HCL INFO SYSTEMS. In the end, this project endeavors to present a

comprehensive picture of Recruitment and Selection and hopes to enable the reader to appreciate

the various intricacies involved.

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CHAPTER:9

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Findings

Here are some conclusions drawn from the graphical presentation.

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

initiated by the company.

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

company.

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

job profile.

Employees feel that the Induction programs are carefully designed and

appropriately match with the expectation of the new joinee.

Employees are happy with the Recruitment evaluation rounds adopted by the

company.

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

more and should be reduced.

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CHAPTER: 10

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RECOMMENDATIONS AND SUGGESTIONS

Although employees at HCL, Ltd are quite satisfied with the recruitment and selection

process held at the company but according to the project, the company should work in the

following areas for making their Recruitment and Selection more effective.

HCL Info systems Ltd. should recruit more technical and qualified candidates for

their required job.

More emphasis should be laid on the practical aspects of recruitment and

selection.

Recruitment and selection process should be fair without any personal biases.

Employee reference scheme can be effectively used as a means in recruitment and

selection.

Psychometric test and competency mapping can be effectively used.

Needs of the employer:

To get maximum returns from each employees, recover training & development costs,

minimize cost in terms of time in training new workforce ensure that adequate number of

people are there to carry on the process (proper manpower planning)

Needs of the employee:

Enriched job profile, better carrier path, challenging work environment, future prospects of

the job.

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BIBLOGRAPHY

WEB RESOURCES

www.hclinfosystem.com

www.hclinfinet.in

www.hcl.in/history-milestones.asp

www.hcl.in/about-hcl.asp

www.hclinfosystems.in/lan_company_page.htm

www.hclinfosystems.in/lan_product_page.htm

www.articlesnatch.com

www.academon.com/essay-the-Recuritment-Process/4454

BOOKS

ASHWATHAPPA. Human Resources Management

Jyothi, P & D.N Venkatsh. (2006) .HRM .New Delhi: Oxford University press.

http://www.articlesnatch.com/

http://www.hclinfosystems.in/lan_product_page.htm

http://www.hclinfosystems.in/lan_company_page.htm

http://www.hcl.in/about-hcl.asp

http://www.hcl.in/history-milestones.asp

http://www.hclinfosystem.com/

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ANNEXURE

Questionnaire

Dear respondents,

The following questionnaire asks about recruitment process followed in the organization.

I would request you to kindly spare a few minutes to fill up this questionnaire. The information

furnished shall be used for academic purpose only.

Designation _____________________________________________________

Please furnish the following Information: -

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

Gender: M ____ F _____

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

Yes ____ NO___.

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b) Please tick the following statement as per the scale of rating given below:

1= Highly Agree, 2= Agree, 3 = Neither Agree nor Disagree, 4 = Disagree 5 = Highly Disagree

SL

NO:

Statements 1 2 3 4 5

1 The job requirements (e.g.: specific tasks,

Activities) in your organization are clearly defined.

2 The applicant requirements (e.g.: knowledge, skills and

Abilities) are clearly spell out.

3 My organization provides accurate and up-to-date

Job description to the applicants prior to the interview.

4 My organization makes the candidate fill the detail

Sheet accurately.

5 Job description contains realistic details.

6 In my organization recruitment strategies are well defined to

The recruitment panel.

7 The recruitment panel furnishes candidates with realistic

And accurate information.

8 The screening procedure is firm and fair.

9 The curriculum vitae of the applicants are properly reviewed.

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10 Interviewer follows structured interview format.

11 Same set of questions is asked to the concerned candidates.

12 The assessment criteria related to the job is accurate.

13 The candidates are given their feedback firmly

14 The front line workers or team workers are included in the

recruitment panel.

15 The execution of reference check is done by the HR department

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WORK IN H.C.L

During my summer training, as I have been placed in Recruitment cell so the things or work that

I have done or learned:

Sourcing the Portals

Searching the candidates according to the job requirements

How to talk with candidates at phone

While communicating we ask about their CTC, little about their educational

background & check their communication skills

Also checking the interest area of candidate

Certain job profiles on which I have done work are as follows:

POP Customer Engineer

VPN Support. (3rd party payroll)

Procurement team leader (Commercial Department)

Billing Department (senior executive)

Commercial OJT.

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Functional KRA’s and Check Points for POP (CE/OJT)

In FM, we basically need to ensure that POPs are managed by CEs , OJTs during the

operational hours and they remain available on mobiles during off hours as well, incase

of any crisis at any of the POP.

(i) POP CE/OJT will come on MSN chat the moment he comes in the office and will remain

in online during the operational timings. This will be monitored by HO FM Manager and

any CE/OJT not doing so, shall be marked as absent for that particular day.

(ii) POP should not be unmanned during decided POP Manning Hrs.

(iii) The POP CE/OJT will ensure that the installed equipment at POP keep working to its full

capacity at all times. He must update HO FM Support Manager incase of any help from

the Head Office.

(iv) POP should be neat & clean always. No dust on N/W rack and on the equipment.

(v) All equipment should have identification tag, Asset ID/barcode number and their

placement should be proper placed in Rack.

(vi) All cable and wiring should be routed properly and clamped properly. Earthling of

Power Equipment / Networking Equipment and MDF should be proper and as per

required norms.

(vii) The equipment like UPS, Generator, AC etc all are under maintenance contracts with

related vendors. POP CE/OJT shall get the problem resolved from the concerned vendor

whenever there is any problem. In case of any major issue, apart from taking desirable

action and informing the local VPN, POP Manager/RCEM, matter must be brought to the

notice of HO FM Manager.

(viii) NOC at HO is responsible for all Network related problems and if any such problem is

observed at any of the POP, must be brought to the notice of the NOC and HO FM

Support Manager for immediate solution.

(ix) POP CE/OJT will also be responsible for looking after all the POP links (Back Bone as

well as the customer links). In case of any Backbone link going down he must log a

complaint with DOT and also inform the concerned C&I person, NOC and HO-FM.

Similarly incase of any problem with the customer link, he must log the complaint with

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DOT and also informs to Customer/client about it through phone. The local VPN

Manager and VPN Help Desk must also be informed about it.

(x) POP CE/OJT is also responsible to update calls into IMS and in case call is not logged

then he should get the call lodged into IMS through VPN team.

(xi) POP CE/OJT are also responsible for providing installation and post installation support

as directed by VPN Manager or HO Support Manager. C&I person will also help him in

doing this job. I.e. Between POP OJT and C&I person, if one person goes to field for any

reasons, the other person will man the POP. Under any circumstances, POP shall not be

left unattended during operational hours. C&I person has to own his own function as well

while delivering to this function.

(xii) POP CE/OJT is responsible to send all required reports as per direction from HO FM

Support Manager as being done at present.

(xiii) A Visitor Log should be maintained with proper entries at all the site for recording the

movements of visitors.

(xiv) All bills like Electricity; Telephone should be co-ordinate with departments for on time

receipt and payments with out any penalty.

(xv) Ensure Daily, Weekly and Monthly POP activities should be entertained as per schedule.

(xvi) POP ASSET Register should be updated and maintained correctly.

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

without fail. (Daily report at 10.30 Am daily and Monthly Report of month completed on

1st day of next month)

(xviii) Sufficient Fuel (diesel/petrol) should be available in DG Set for any emergency at night

(non office hrs.). Keep the record of Fuel consumption on daily basis in register.

(xix) OJT should maintain tie up with local electrician to handle emergency situation. Also

should have tie up with DG vendor for emergency requirement.

(xx) Every POP have stand by AC. Hence AC should be used in cyclic mode (One during day

time and other during night)

(xxi) Check POP DG on daily basis on full load for 5 to 10 minute and working condition of

all equipments like UPS, AC’s etc.

(xxii) NAV should be loaded frequently in POP PC. It should be updated on regular basis.

(xxiii) All links should be monitored through WAN monitor and if links are down then followed

up with DOT/BSNL for making it UP.

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(xxiv) Measure the POP earth resistance on daily basis and watering to earth pit on weekly

basis. Keep proper record of this.

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

(i) All ISDN PRI, ISDN BRI, E1R2, CC (Microsoft, Lexmark etc), LL and OFC Bills

are paid by HO-Infinet. So photo or scanned copies of these bills should reach to HO

([email protected] & [email protected] ) well in time for releasing their payments.

(ii) Scanned copy of Electricity Bill, Help Desk & Phone Bill should come to HO at least

10 days prior to pay by date for payment. It is necessary to ensure timely payment of

above said services/utilities.

(iii) Original bill for Diesel/Petrol expenses, Security Charges, OJT’s Mobile Exp and

POP cleaning/Up Keep expenses should come to HO FM team for payment

processing.

(iv) Some amount as POP Impress money (advance) is allocated to every POP CE/OJT

for smooth operations.

(v) POP Telephone should be accessible to Security Guard at T2 & T3 POP for non

Manning Hrs. And Security Guard should have local contact number of POP

CE/OJT/ POP I/C and RCEM’s for emergency contact at no manning hrs.

(vi) Security Guard should be trained to “Start DG Set“ during non manning hrs at T2/T3

POP, in case of any power cuts.

(vii) POP OJT and NAT Engg (where no POP CE ) should make their weekly off as POP-

OJT on Saturday and NAT/C&I Engg. On Sunday. It should be fixed and

communicated by POP In-charge.

(viii) POP Telephone, POP PC’s and other POP equipments should not be shared by any

other division.

(ix) POP should be locked and sealed daily after POP Manning hrs, where ever premise is

shared with other division of HCL. One Key should be kept with POP Security or

building owner.

mailto:[email protected]

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

from HO. POP Engineer should keep copy of STN for every transaction (IN/OUT).

Copy of receipt confirmation should be filed along with STN copy for every

movement. Every Movement of Support material to local customer end should be on

valid challange and acknowledgement is must from customer for that material.

(xi) POP OJT has to file the acknowledgement copy of every movement at pop for future

reference.

(xii) Every POP has a challenge book for support material movement (From POP to

Customer End) and POP OJT only is entitled to use challan book with

CE/RC/Manager’s approval. POP OJT is sole owners to avoid misuse of challan

book. Challan Book Should kept under lock and key.

(xiii) POP should maintain Asset movement register in given format for Capex, Support

and Customer material movement. POP should maintain copy of Invoice/STN/challan

for future reference.

(xiv) And Asset Register (Capex , Support & Customer) should be corrected accordingly

after every movement/change.

(xv) Any changes in FM Matrix, should be communicated to HO.

(xvi) Escalation-Matrix/POP FM-Matrix and important contact number like vendor, BSNL,

DOT, Electricity Board should be available to POP. Contact list of POP team

including C&I and Field team should be pasted at every POP.

(xvii) POP OJT has to ensure the preventive maintenance of all Power Equipments as per

their AMC norms. Take the PM report from vendor and file it properly. Back up

available and redundancy checked should be clearly mentioned in every PM slip.

Also ensure monthly PM of POP Electric Control Panel.

(xviii) Fire Extinguisher should be refilled before its expiry.

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Desired Eligibility or criteria for team leader, procurement department & on

this basis we have to call the candidates.

1. To follow up with NSE members for collection of renewal orders and payments as

per assigned target for the month.

2. To review the collection status with entire NSE team based on the target given &

resolves the issues, if any. To resolve all discrepancy cases relating to NSE for all

regions. To follow up with accounts depts. for processing the refund/adjustment

cases for NSE members. To resolve any query raised by NSE members.

3. To follow up with BSNL / MTNL for leased line procurement, bill payments & other

media procurement related issues. To coordinate with internal project team and

ensure timely execution of orders.

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

5. To make cold calls and generate the business leads. To ensure that minimum orders

of Rs 5 lacs are booked every month (Quarterly 15 lacs).

6. To ensure that all reports (related to NSE, media procurement & business) are

updated on daily basis & sent to concerned teams.

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

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Eligibility –

- Person should be graduate (commerce graduate to be preferred)

- Minimum 3-4 years of experience of handling the team of 10-15 persons

- Good communications skills and customer handling. Should be a team player.

- Good knowledge of MS Word, Excel, Power Point and Outlook. Some experience of

working in SAP will be preferred.

And once candidate is finally selected, I have to called them and told them about the documents

which they have to submit before joining in the organization.

Documents for joining: -

1. Recent Passport size colored photograph

2. Educational certificate/professional certificate

3. Release letter/resignation letter from previous employer

4. Last drawn pay slip

5. Appointment letter/experience certificate of all previous employers

6. Identity proof.

8. Residence Proof.

9. Medical Certificate.

10. Postcard photos.

akansha hcl

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