CHAPTER 1: INTRODUCTION

COMPANY PROFILE

History

HCL Info systems Ltd is 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.

ABOUT HCL

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. In 1976, Micro comp approached UPSEC (Uttar

Pradesh State Electronics Corporation) for help to set up a computer company.

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 Info systems Limited (HCL) has now become India’s one of the big technology integration company.

Over the years, HCL Info systems have positioned its business operations to fulfill its vision statement:

‘Together we create enterprises of tomorrow’.

The menu of HCL Info systems 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, services for Facilities

Management, Helpdesks, Systems Supports and network and Internet Implementation.

HCL Infosystems’ global customers include Samsung, Government of Singapore, and AMAL insurance

Jurong Port in Singapore and Malaysian’s BSN commercial bank, SIA, DBS bank, Maybank 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.

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Forward-looking Statements

Certain statements in this release are forward-looking statements, risks and uncertainties relating to these

statements include, but are not limited to, risks and uncertainties regarding impact of pending regulatory

proceedings, fluctuations in earnings, our ability to manage growth, intense competition in IT services,

Business Process Outsourcing and consulting services including those factors which may affect our cost

advantage, wage increases in India, customer acceptances of our services, products and fee structures, our

ability to attract and retain highly skilled professionals, our ability to integrate acquired assets in a cost

effective and timely manner, time and cost overruns on fixed-price, fixed-time frame contracts, client

concentration, restrictions on immigration, our ability to manage our international operations, reduced

demand for technology in our key focus areas, disruptions in telecommunication networks, our ability to

successfully complete and integrate potential acquisitions, the success of our brand development efforts,

liability for damages on our service contracts, the success of the companies / entities in which we have made

strategic investments, withdrawal of governmental fiscal incentives, political instability, legal restrictions on

raising capital or acquiring companies outside India, and unauthorized use of our intellectual property, other

risks, uncertainties and general economic conditions affecting our industry. All forward looking statements

made herein are based on information presently available to the management of the Company and the

Company does not undertake to update any forward-looking statement that may be made from time to time

by or on behalf of the Company.

HCL Advantage

HCL Infosystems (HCLI) draws it's strength from 30 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, HCL Info

systems has a product range, sales & support capability to service the needs of the customer.

Last 30 years apart from knowledge & experience have also given us continuity in relationship with the

customers, thereby increasing the customer confidence in us. Our strengths can be summarized as:

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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-vale-for-money offerings. Staying competitive in today's dynamic business environment means finding

new ways to reduce costs while maximizing the value of your technology and personal resources. More than

ever, your ability to "do more with less" determines how successful your organization will be.

Table 1.1

From aeronautics to life sciences, HCL touches millions of people through technology across the world everyday

        

 

 

Touching lives the

HCL way

' Technology that touches lives ' campaign

 

 

One of the pioneers in modern computing , our expertise spans globally and we make a difference.

       

 

 

  Innovative Services &

Global Delivery Models

IT Infrastructure

Management

 

 

We are proud of our pioneering heritage in India and take forward the pioneering spirit to all our ventures

   

 

 

  Our Heritedge

Shiv Nadar the

founder of HCL

HCL DNA

The TIME magazine has referred to HCL as an "intellectual clean room where its employees could imagine

endless possibilities". The fact is, over the last thirty years that HCL has been operational, the company has

stood by its values and core philosophy. This entrepreneurial and win-win relationship driven culture

continues to guide HCL in all its endeavors.

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LEADERSHIP

Table 1.2

Name Designations Companies

Shiv Nadar Founder HCL, Chairman and CEO HCL Technologies

Ajai Chowdhry Co-Founder HCL, Chairman and CEO HCL Infosystems

Vineet Nayar President HCL Technologies

Ranjit President and CEO of the BPO Division HCL Technologies

AJAI CHOWDHRYFOUNDER- HCLCHAIRMAN & CEO- HCL INFOSYSTEMS

An engineer by training, Ajai Chowdhry is one of the founder members of HCL, India's

leading Technology and IT company. HCL, India's original IT garage start-up founded

in 1976, is today a US$ 5 Billion Global Enterprise.

Ajai Chowdhry took over the reins of HCL Infosystems, the flagship company of the

group, as President and CEO in 1994. He was appointed the Chairman of HCL Infosys-

tems in November 1999. Under Ajai's stewardship, the company's turnover has grown

to US$ 3.1 Bn (approx. Rs.15500 crores) from US$ 89 Million in 1994. Employing ~5100 people, it has

emerged as the country's information-enabling powerhouse.

Ajai has been a key force in driving the growth of HCL Infosystems. The credit of setting up HCL's overseas

operations, starting with Singapore in 1980 is Ajai's. During this tenure he extensively covered South Asian

Markets including Malaysia, Thailand, Hong Kong, Indonesia, and the People's Republic of China, expand-

ing business operations, which paved the way towards enhancing HCL's core competencies in bringing the

best international technologies to the domestic market. An absolute stickler for customer focus, he himself

spends significant time personally listening to customers.

Ajai sensed an emerging opportunity early in the telecom and imaging domain and today HCL Infosystems

is poised to exploit this opportunity to offer a richer bouquet of technology products to its customers.

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Ajai has been awarded the title of the 'IT Man of the Year' by The Skoch Consultancy and 'Best IT Man of

the Year' by The Foundation of Indian Industry and Economists. Recently, he has been awarded the 'Corpo-

rate Ratna - IT Industry of the Millennium' Award by Wisitek Foundation and 'Electronics Man of the Year -

2006' Award by EFY for his pivotal role in HCL's breakthrough innovations.

Ajai has a bachelor's degree in electronics and communication engineering, and attended the Executive Pro-

gram at the School of Business Administration at the University of Michigan, US.

HCL DIVISIONS

Table 1.3

PRODUCT SERVICE SUPPORTComputing Products consumer / home and home offices

1. ME Lap - tops

2. ME Note - books

3. ME Tablet

Enterprise BusinessBusiness Notebooks/Note -

books

1. Corporate2. Small & Medium

Business (SMB)3. Government/BFSI4. Students & Educa-

tional Institutes

Business PCs

1. Micro ATX series2. Slim Series3. ATX series4. Ultra Small Form Fac-

tor

Business PCs Supporting Linux

Business Workstations Servers Thin Clients HCL peripherals

Display Products

System Integration  

BFSI & BFSi Coop

Defence

Education

EGov

Healthcare

Homeland Security

Infrastructure

Media &Entertainment

Support and Servicesfor HCL Laptops

Enterprise Solutions &Services Organization (ESO)

Point of Sales (Support for Retail Products)

Support for Office Automation Imaging & Printing Solutions

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Storage Solutions

Software Licenses

POS, KIOSK, CustomerService CounterProducts

Racks & Enclosures

Office Automation Imaging & PrintingSolutions

Office Automation Telecom & AVSI Solutions

Office Automation Document Management Solutions & System Integration

Networking Products

Digital Lifestyle Products & Solutions

Software Solutions

Retail & POS

Railways

Telecom

Power

IT Infrastructure Consultancy 

IT Audit - Security, Compliance & Risk Management

ERP Consulting & Services   Managed Services 

Managed Services

Strategic Outsourcing Services  

Infostructure Services  

Networking Infrastructure  

Facilities Management  

VPN & Managed   Networking (HCL Infinet)

HCL CDC

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DIVISIONS OF HCL INFO SYSTEM

Table 1.4 Divisions according to Departments

ENTERPRISE

BUSINESS UNIT

OFFICE

AUTOMATION

COMPUTING SECURITY LEARNI

NG

Sales

Support

Infra Practices &

SD Infrastructure

Marketing

Plant

Corporate

Business PC’s

System Integration

Government

Display Products

ECC

RLB

Imaging & Printing

Solutions

Telecom & AVSI

Solutions

Document

Management

Solutions & System

Integration

Consumer / home and home

offices

Government/ BFSI

Corporate (Small medium

business)

Digital lifestyle Product &

solutions

Storage Solutions

Software license

Software Solutions

POS, KIOSK , Customer

service counter Products

Rack enclosure

Networking Products

Service

Facilities Management 

VPN & Managed   Networking

(HCL Infinet)

Service

Home land

security

Infrastructure

HCL CDC

HCL

education

HCL

learning

Programs

HCL

Training

Programs

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WHY HUMAN RESOURCE MANAGEMENT IS IMPORTANT

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.

When we think about the million of organization that provide us with goods and services, any one of more of

which will employ us during our lifetime, often do we explicitly consider that these organization depend on

people to make them operate? It is only under unusual circumstances, such as when clerks go on strike at our

local supermarket, or the teachers’ walkout from our schools, colleges or employees working in an hotel

industry, that we recognize the important role play in making organization work.

Management : It is the process of efficiently getting activities completed with and through other people.

The management process includes the planning, organizing, leading, and controlling activities that take place

to accomplish objectives.

With reference to our definition, Goals are the “activities completed”. Limited resources are implied in

“efficiently”. People are those in “through other people”.

First goals are necessary because activities must be directed toward some end. There is a considerable

truth in the observation that “if you don’t know where you are going, any road will take you there”. The

established goals may not so explicit, but where there are no goals, there may be a need for a new

managers or no need for managers at all.

Second, there are limited sources. Economic resources are scarce therefore, the manager is responsible

for their allocation. This requires not only that managers be effective in achieving goals that are

established but they be efficient in relating output to input. They must seek a given output with a lower

input that is now being used or, for a given input, strive for a greater output. It again depends how much

the manager knows about his capacity and how he designs his planning structure and how efficiently he

gives a better picture and utilizes it accordingly.

Managers , then are concerned with the attainment of goals, which makes them effective, and with the best

allocation of scarce resources, which makes them efficient.

The need for two or more people is third and last requisite for management. It is with and through people

that managers perform their work.

Managers are those who work with and through other people, allocating scarce resources, to achieve goals.

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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.

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.

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 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.

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In a study ASID 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/Benefits

Employee Assistance

Union/Labour Relations

The outputs of this model are :

Quality of Work Life

Productivity

Readiness to change

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CHAPTER 2: REVIEW OF THE LITERATURE

Recruiting the Wrong people Are the Job Ads to Blame

Brian P. Mathews, and Tom Redman Luton Business School, University of Luton, Park Square, Luton

LU1 3JU, United Kingdom

6 Sept, 2001

The salesperson is central to the success of many organizations, yet job turnover in this role is reported as

being excessive. Recruitment of these key individuals must be given a high priority, and practice should

be as effective as is practical. This research examines the extent to which the job advertisement may be a

contributory factor to this problem, by examining what recruiters say that they look for in today's

salesperson and evaluating the potential effectiveness of advertisements placed in the printed media in

the United Kingdom. Results indicate that advertised sales jobs tend to be for unqualified, relatively

inexperienced, individuals, and who are relatively poorly paid. Recruitment of high quality staff to sales

posts is further limited by advertisements that lack information of fundamental importance to potential

applicants. Hence, at least some of the blame for poor sales staff can be attributed to the advertising of

the posts and to the nature of posts that are advertised.

According to Bratton and Gold (2003), personnel recruitment can be defined as “the process of generating

a pool of capable people to apply for employment to an organization” (p. 488). Employees can be recruited

either within a firm (internally) or from the labour market (externally). While there are advancements to both

approaches; that is, they “make and buy their human capital” (Lepak and Snell, 1999, p. 32).

The main goal of personnel recruitment is to attract qualified applicants from whom employees can be

selected who presumably best fit the firm’s requirements. From a resource based view (RBV) perspective,

personnel marketing (value), employer image (uniqueness), and internal recruitment (inimitability) are

argued to increase the number of qualified applicants (e.g., Backhaus and Tikoo, 2004; Saa – Perez and

Garcia – Falcon, 2002; Wright et al., 2001).

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Technical Services Recruitment and Selection

Chatterjee, S.R. (2006). Human resource management in India. In A. Nankervis, Chatterjee, S.R. & J.

Coffey (Eds.), Perspectives of human resource management in the Asia Pacific (41-62). Pearson Prentice

Hall: Malaysia.

Business Week. (2007). A Red-HA Big Blue in India, Sept 3.

Slater, J. (2004). Job-hopping central: Far East Economic Review, 8(1),34.

Time. (2007),pg:33 Special Report: 60 years of Independence, 170(6), 4-42.

There has been a dramatic shift in the expectations of employees in the organized and globally linked sectors

of the economy. A rise in the disposable income coupled with a declining dependency ratio, has led to young

professionals becoming extremely mobile. The problem is critically evident in the off shoring industry where

the average retention period of an employee is considered to be around six to eight months. And the retention

of senior level executives is an additional challenge. The attrition rates are highest in information technology

(IT) (30-35%), business process outsourcing (BPO) (35-40%), insurance (35-40%), retail and fast moving

consumer goods (FMCG) (20-30%), and manufacturing and engineering (10-15%) said Chatterjee 2006.

The issue of retention is much more critical in the high value adding BPO sector such as R&D activities.

This $40 billion industry has one of the highest attrition rates of around 20 to 25 per cent. The service

laden on BPO industry have the highest attrition rates. Many companies are developing innovative

incentive packages in countering this job hopping phenomenon. The prominence of IBM as an employer

of technically qualified personnel has been acknowledged in the popular press (Business Week 2007).

Recruiting costs minimization

Companies are not leaving any stone unturned and thereby are spending a lot on resources in the

process for getting the huge talent requirements and to get the best of the lot. Recruitment costs are

becoming increasingly heavy on the pockets and there is a dire need for them to look for something

cheap without compromising on the quality of recruits. And with the rise in costs, they are growing more

cautions about recruitment expenditure. There is an age old adage ‘Give and Take’ or ‘you gain some,

you lose some’. And this adage seems to be put in practice by many companies.The average recruitment

cost per employee can range anywhere between Rs 50,000 to 60 lakhs, depending on the position.

12

Companies have devised actions plans which suit their needs best and at the same time cut the

recruitment costs without compromising on the quality. Most of the recruitment at senior levels is done

through contacts. Recruit through employee referral scheme has become a ‘Right’ feature which helps us

in getting the right person for the right job at a very nominal cost spent on recruiting. Internal referral is

the most effective and cheapest mode of recruitment. Walk-ins are undoubtedly the best and inexpensive

mode of hiring, and it has proved effective in volume hiring by many HR managers.

Research finds poor recruitment practices lose employers customers as well as potential recruits

02 April 2007 by Mike Berry

Poor recruitment practices are damaging brands, turning off potential employees and losing customers,

new research has found. An online survey of 2,560 working age adults by recruitment   outsourcing

provider Capital Consulting indicated companies are not handling the recruitment process as well as they

could.

More than half of jobseekers also said they would actively avoid buying products and services from a

company that treated them poorly.

Marisa Kacary, marketing director at Capital Consulting, said: “A huge amount of money and effort is

directed at delivering brand strategies to existing and potential customers, but that same attention is

clearly not being carried through to current and potential employees.

“If you treat people poorly during the recruitment process, you could lose them as customers, and they

are only too happy to tell others about their bad experience with your organization, too.”

Recruitment and Employment Confederation statistics show recruitment agency complaints rose

by 25% in 2006

19 March 2007

This article first appeared in Personnel Today magazine.

Official complaints against recruitment agencies rose by 25% in 2006, according to figures from the

Recruitment   and Employment Confederation (REC).

The REC's professional   standards team handled 685 complaints and enquiries in 2006, half of which

involved grievances against members. Its annual complaints report found temporary workers continued

to complain the most, accounting for about half of all gripes.

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However, the last quarter of 2006 showed a sharp rise in the number of complaints from candidates for

permanent jobs and from clients, two groups with little representation in complaint figures in the past.

Most complaints about the conduct of REC members involved some element of dissatisfaction with

customer service and agency complaint-handling practices.

The REC represents more than 8,000 corporate businesses and 5,500 recruitment consultants. The

organisation expelled three corporate members and one individual member during 2006, and issued one

reprimand.

Bad recruitment practices damage organizations' employer brand for potential employees and

customers

09 March 2007 11:30

Greg Pitcher

Poor recruitment practices are losing customers as well as potential employees for thousands of firms,

according to research. Recruitment provider Capital Consulting found that one   in four jobseekers felt

they had been treated badly when they applied for a job.

It also discovered that more than half of jobseekers stop buying goods or services from companies that

treat them poorly and disgruntled applicants spread their message far and wide, with 55% telling more

than three others of their bad experience.

Marisa Kacary, marketing director at Capital Consulting, said: “With the war for talent raging more

fiercely than ever, a good employer brand is increasingly critical to an organization’s commercial

success.

“As our research shows, if you treat people poorly during the recruitment process, you could lose them as

customers, and they would be only too happy to tell others about their bad experience with your

organisation, too.”

Jobseekers’ main gripes about the recruitment process involved a lack of communication. One in two

were aggrieved that no reason was given for not being offered the job, and roughly the same proportion

said the lack of feedback following an interview was their main irritation.

However, more than one-third said they were asked irrelevant or stupid questions at interview; and 30%

were asked to do irrelevant tests.

\

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Bad recruitment practice can put graduates off

12 December 2006

This article first appeared in Personnel Today magazine.

Patrice Barbedette

Founder, Jobpartners

As your article on recruiting Generation Y rightly points out (Personnel Today, 21 November), new

graduates can, indeed, be tough customers, as they want instant career gratification and can be difficult

to retain.

It is worrying, therefore, that more than one-third of graduate jobseekers have switched brands following

a negative experience while job hunting. Some employers are putting off potential employees before they

have even set foot in the door with bad recruitment processes, such as poor communication and slow

responses.

Members of Generation Y are avid communicators, hence the success of chat rooms, messaging,

MySpace, etc. They have to be involved to remain interested.

If a potential employer fails to provide good communication and feedback, it is highly likely that they

will lose the candidate.

Graduate starting salaries set to increase by just 2% in 2007

30 January 2007

This article first appeared in Personnel Today magazine.

Carl Gilleard, chief executive of the AGR

Starting salaries for graduates are expected to rise by just 2.1% this year - the smallest increase in six

years, research out today (Tuesday) has found. The twice-yearly Graduate Recruitment Survey,

published by the Association   of Graduate Recruiters (AGR), shows the median graduate starting salary in

2007 is expected to be £23,431.

But graduate vacancies are predicted to grow for the fourth year running.

The survey of 211 leading employers found the number of vacancies for graduates entering the job

market in 2007 is predicted to increase by 15.1%, significantly higher than last year's actual vacancy

increase of 5.2%.

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The rise in the number of vacancies continues to provide recruiters with challenges - more than 40% of

those surveyed anticipated difficulties in filling all positions in 2007.

Despite fierce competition between recruiters for the best talent, less than 20% believe shortfalls are

attributable to their starting salaries not being competitive.

Employers cited a number of recruitment challenges, including:

Lack of applicants with the right combination of skills, for example team-working and leadership

Lack of applicants with the right qualifications for specific job roles

Issues with specific geographical locations

Applicants' perceptions of the industry sector.

Carl Gilleard, chief executive of the AGR, said: "Once again, we are seeing an increase in the number of

graduate-level vacancies, which is great news for anyone applying for a graduate job this year.

"There is, however, a continuing anticipation that there will be some difficulty in filling these vacancies.

The main shortfalls appear to be in industries where specific qualifications are essential and where

applicants are unable to demonstrate the right combination of 'softer' skills, such as team-working, in

addition to their academic achievements."

What graduates can expect

Vacancy levels: The highest growth in graduate vacancies is predicted to be in investment banks or for

fund managers and accountancy or professional services firms. Increases have also been predicted within

transport and logistics, construction, telecommunications and the public sector.

Starting salaries: The largest increases are reported by organisations from the fast-moving consumer

goods sector, oil and energy, water, and utilities, followed by those in banking and financial services, and

construction companies.

Bonuses and allowance: This year is predicted to see a decrease in the number of organisations offering

lump sum payments for graduates, although a significant 35.4% will continue to do so, with the median

amount paid out staying at £2,000.

Source: AGR Graduate Recruitment Survey 2007

16

CHAPTER 3: CONCEPTUAL FRAME WORK OF RECRUITMENT PROCESS

INTRODUCTION:

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 fields 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.

Keeping this idea into mind this Project 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.

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 to 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.

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.17

SOURCES OF RECRUITMENT

Sources of recruitment can be classified into two categories

1) Internal Sources

2) External sources

INTERNAL SOURCES:

Internal sources of recruitment mean 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. HCL provide prior preference

to internal recruitment.

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:

i). 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. Candidates processing the requisite qualification apply for the

job.

ii). CAMPUS RECRUITMENT

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.

HCL recruit major chunk from this source.

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iii) 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.

iv) 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.

vi) 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 asked for.

vii) UNSOLICITED APPLICATIONS:

An organisation 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.

viii) 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.

ix) PART TIME EMPLOYEES:

19

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 labours supply as and when

vacancies occur. Vacancies are filled up among them if they fulfil the requisite qualification to suit the jobs.

x) 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.

xi) 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 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.

However, this method is not being adopted by out organisation.

xii) INTERNAL REFFERALS

Recommendations made by existing employees about their relatives and friends who are competent for the

job are hired by the company.

The HCL Family

At HCL, people are not just employees but family. So, like an important member of the family should, you

get endless freedom to experiment, unlimited empowerment to execute your dreams and the rare opportunity

to be an entrepreneur.

HCL Infosystems is the progenitor of the HCL Group and is known as the ‘Entrepreneurial Incubator’ in the

Indian IT industry. We believe in empowering people to help achieve their goals – goals that are achieved by

the coming together of talent and innovation, powered by ownership and freedom to experiment, leading to

tremendous growth and gains for the individual and the organization. We pride ourselves in being a pioneer

20

in creating the Indian IT Industry, by pioneering the creation of the people for the industry.

Our HR philosophy is “beyond HR Practices and Systems”, where we are ceaselessly creating the ‘HCL

Family’, whose DNA is Pride, Passion, Performance and People, with an inexhaustible Spirit of

Entrepreneurship.

Figure 3.1 HCL family

Who do we look for?

Our objective has always been to acquire quality people and groom them to become entrepreneurial Leaders.

HCLites are people who take pride in continually doing better than their best; people with a passion to

succeed; people who have a fire within to perform and realize results….People who want to ‘WIN’ (W –

Work hard, I- innovate and N-never giver up).

Culture at HCL

With our open and entrepreneurial environment, every HCLite is synonymous with passion for performance,

high need for achievement and commitment to job. Our core value of high integrity with a Never-Say-Die

approach is ingrained and visible in all our people, practices and processes.

a) Diversity and Inclusion:- HCL strives to attract and retain the best talent and provide an environment

where each individual is given the opportunity to build a rewarding career. With offices in more than 300+

locations, we employ a diverse group of people from different backgrounds, yet all connected by a common

sense of the HCL culture. We value the uniqueness of each individual, relying on the diversity to drive our

innovation, growth and performance

b) HCL’s Community Involvement 21

Recognizing the important role of business in society, HCL supports and encourages the active involvement

of its people in community volunteer initiatives. Employee volunteering programmes at HCL enable you to

do much more than routine work through active participation in various causes.

RECRUITMENT AND SELECTION PROCESS IN HCL INFOSYSTEMS

Figure 3.2 Flow Chart of Recruitment & Selection Process in HCL INFOSYSTEMS

22

COMPTENCY BASED RECRUITMENT

INTRODUCTION:

23

Competencies are the characteristics of a professional that lead to the demonstration of skills and abilities,

which result in effective performance within an organizational area.

It refers to skills or knowledge that leads to superior performance. These are formed through an

individual/organization’s knowledge, skills and abilities and provide a framework for distinguishing between

poor performances through to exceptional performance.

It sounds obvious that recruitment should be based on these factors. But all too often companies can’t find

the right candidate. Or worse, they find the right candidate only to discover later that it wasn’t the right

candidate after all.

Competencies can apply at organizational, individual, team, and occupational and functional levels.

Competencies are individual abilities or characteristics that are key to effectiveness in work.

Competencies are not "fixed"–they can usually be developed with effort and support (though some are harder

to develop than others). Employees and their managers together can identify which competencies would be

most helpful to work on to improve the employee’s effectiveness. They can then integrate that into a learning

plan that may include on-the-job experience, classroom training, or other developmental activities.

Some examples of competencies required by the employees are: -

Adaptability Commitment Creativity Motivation Foresight Leadership Independence Emotional Stability Analytical Reasoning and Communication Skills

Best Practices :

Having established the competency profiles for groups and roles, organizations can use the competencies as

the standards for assessing candidates throughout the screening and selection process as well as advertising

and communicating the organization’s requirements to potential applicants.

Aim:

Competency-based recruitment is about understanding exactly what is needed for the job in question. Next,

24

defining a process that identifies exactly those competencies critical for job success. In terms of personality,

ability, knowledge and cultural fit. Or more simply put, creating a clear distinction between personality traits

(prefers to do), motivation (wants to do) and cognitive abilities (is able to do) - and recruiting on the basis of

this information.

Of these, personality is typically underrated when predicting competencies and job success. As Jack Welsh,

former CEO of General Electric so succinctly put it: “Too often we hire for skills and then fire for

personality. I can teach skills; I want attitude.”

Reasons why competencies are needed: -

The best way to understand performance is to observe what people actually do to be successful

rather than relying on assumptions pertaining to trait and intelligence.

The best way to measure and predict performance is to assess whether people have key competen-

cies.

Competencies can be learnt and developed.

They should be made visible/accessible

They should be linked to meaningful life outcomes that describe how people should perform in the

real world

CLASSIFICATION OF COMPETENCIES

Core Competencies

A core competency is defined as an internal capability that is critical to the success of business. These are

organizational competencies that all individuals are expected to possess. These competencies define what the

organization values the most in people.

For example: - an organization might want each individual to possess teamwork, flexibility and

communication skills.

The goal of the core competencies is for individuals to be able to perform in a diverse number of positions

throughout the organization.

Core Competencies are not seen as being fixed. Core Competencies should change in response to changes in

the company's environment. They are flexible and evolve over time.

25

Core Competencies will have to adapt and change: As a business evolves and adapts to new circumstances

and opportunities,

For example, for a manufacturer of electronic equipment, key areas of expertise could be in the design of the

electronic components and circuits.

For a ceramics manufacturer, they could be the routines and processes at the heart of the production process.

For a software company the key skills may be in the overall simplicity and utility of the program for users or

alternatively in the high quality of software code writing they have achieved.

Professional Competencies or functional competencies

These distinctive competencies are grouped for each job within the organization.

The goal is to optimize performance by having the technical skills to perform a job.

Behavioral Competencies

These refer to competencies that are required by people in terms of behavior.

Team working is an example of competency required by an employee working in a typing group in an office

where they may be required to cover up for others as the work grows

Threshold competencies

The characteristics required by a jobholder to perform a job effectively are called threshold competencies

For the position of a typist it is necessary to have primary knowledge about typing, which is a threshold

competency

Differentiating competencies

The characteristics, which differentiate superior performers from average performers, come under this

category; such characteristics are not found in average performers. Knowledge of formatting is a competency

that makes a typist to superior to others in performance, which is a differentiating competency

Table 3.1 Skill Set in HCL INFOSYSTEMSSKILL SET IN HCL INFOSYSTEMS

EXECUTIVE LEVEL

MIDDLE MANAGEMENT

SENIOR MANAGEMENT

26

CORE COMPETENCIES

Good listening skills Analysis/ Reasoning Decision making and judgmental

Reading comprehension

Creative and innovative thinking

Coaching And mentoring

Operating Equipments

Mathematical reasoning

Leadership

Providing Consultations

Problem Solving Planning and organizing

Relationship Building

Facilitating Groups Strategic vision

Influencing others Interviewing others Economy study

Good communication skills

Managing Projects and programs

Market Understanding

Self Management Managing Disputes Goal oriented

Developmental & Continuous learning

Negotiating Arguments

Futuristic

Customer Focus Training and Presenting Information

Attention to details Staff Management

Adaptability and flexibility

Teamwork

Personal Effectiveness

CHAPTER 4: RECRUITMENT AND SELECTION PROCESS OF HCL INFOSYSTEMS:

HCL do have a formalized and standardized recruitment process. With 80 % of our recruitment directly from

campuses across India, including the B/C cities we are truly a campus Organization that continues to provide

opportunities to young and talented engineers across the country.

27

Candidates applying for the role of a customer engineer to even senior management undergo a

comprehensive combination of assessment techniques including:

technical and mechanical aptitude test

IQ test

Psychometric tests.

We have even been praised by the industry experts like Udai pareek on being one of the few companies that

continue to effectively use TAT (Thematic Apperception Test). To ensure that only the ideal candidate is

selected for a particular job role, recruitment is conducted as partnership between both HR and line function

with the selection panel consisting of General Manager/Vice President level person.

In line with our Hr philosophy of ‘recruitment the best’ the guiding principles for recruitment over the last

three decades include:

‘Talent creation’ rather than ‘ talent Acquisition’ , thereby creating a stronger HCL team

Selection is focused on attitude once a candidate meets the minimum talent requirement for a

particular job role

Recruit people who want to WIN (W- work hard, I- Innovate and N – Never give up) the marathon’

called career’.

At HCL, Business planning is done with the long term of 5 years and 3 years outlook along with the

planning on a yearly basis. People plan is an essential part of this business plan and also integrated with it.

As part of manpower planning we consider the following:

Existing business growth Targets (Being leaders in every segment like System integration,

Distribution and marketing service, PC, Projectors, Copiers etc).

New business initiative plans (like strategic Out sourcing career Development centre etc)

Long term Investment (like in the areas of R&D , Training and development , HCL Education

Programs etc)

People involved in the recruitment process and their roles:

Since recruitment is undertaken as a partnership between line and HR function there is involvement of HR

executives, HR Manager and Line Managers.

Divisions’ specific recruitment specialist is responsible for sourcing and administration of the test.

Interview selection panel comprises of both Hr and Line Managers, along With a General Manager / Vice

President level person. Services of external Consultants Are also hired from time to time when required

28

Average percentage breakup of our manpower requirement with respect to the following ( Consider a normal

year of operation):

Table 4.1 Manpower requirement

Average Percentage Break up

Fresher from management campus 12

Lateral hires 12

Fresher from any other type of School /

institutes

76

We are known as the ‘Entrepreneurial Incubator’ – our positioning in management schools. Our theme

Continues to be “To catch them young and set their mind on fire”.

HCL Info Systems has been the 1st System Integration Company in India.

Along with being the 1st in office Automation and 1st in ICT/ Electronics Distribution Marketing and

Services

HCL Info systems Ltd has been ranked second in the 7th Annual Best Employer Survey (2007) by Dataquest

– IDC. This is the third year running that the company has been ranked as one of the top three IT Employers

in the country.

Last year, HCL showcased itself through the “talking Numbers” Campaign using the voices of 0 & 1,

building Blocks of binary universe. This year, our brand building campaign presents the various examples of

the way HCL brings technology that touches lives. Extensive TV and prints ads showed our stakeholders, the

width and depth of our technology, and its ability to touch lives everywhere. Each addressed a specific target

group and highlights the facts relevant to that group.

We also have an Employee Communication team that organizes regular communication campaigns to

engage employees and highlight what differentiates HCL as an employer

1). SOURCING

Table 4.2 Sources that are used by the organization:

Sources of recruitment Check that Apply

Employees referrals

29

Internal job posting

External placement consultants

Internet based recruitment

Advertisement in newspaper

Direct Application

Campus Hires

Others (Please specify) HCL Education Program

HCL career Development Centre

MOU with various Government bodies

HCL have Formal Employees Referrals reward program

Based on openings and labour marketing condition we run employer reward programs from time to time.

These are communicated to the target employees through a combination of methods like e-Mail, notice

Boards etc.

We also receive a large number of employee referrals throughout the organizations – A Testimony to

employee engagements level within the organization

If yes, Please state the reward / bonus paid to successful referrals. Please indicate if there are different

rewards for different profile of referred candidates.

The rewards are different for different profiles and may vary from cash bonus to rewards in kind like i-pods,

laptop, holidays abroad etc.

What percentage of applications received and actual hiring in the last 12 months was a result of employees’ referrals?Our laterals recruitment forms 10-12% of lateral hirings, out of which about 10% is actually through

employee referrals.

Majority of recruitment (88-90%) is through campus, based on our campus connect programs where our

employees (being alumini of that institute) play a key role in managing and sustaining the relationship with

the institute

HCL have a formal job posting process in place?

If some positions are determined to be filled from within, procedure followed is:

A mix of various information sources of individual competencies like appraisal, 360 degree feedback reports,

competency maps are referred to identify the ideal candidates.

30

Regional Manager Inputs are also requested.

We also have programmes such as Mindia techXpert, based on an assessment centre format to identify talent

2). CAMPUS RECRUITMENT

Table 4.3 Break up for campus Recruitment

HCL recruit 80% from various business institutions

ENGINERING

CAMPUS

MANAGEMENT

CAMPUS

GRADUATE

SCHOOL

OTHERS

(PLEASE

SPECIFY)

What is the breakup

of requirement for

each campus as a

percentage of above?

23% 12% NA 63% of

Diploma

Holders

What is your

Recruitment

Philosophy on

campus?

Our recruitment philosophy on campus remains consistent to our overall

recruitment philosophy known as the Entrepreneurial Incubator in

campus we adopt the theme “Catch them young and set their minds on

fire “ for all campus presentations

What are the pre-

placements activities

e.g. talks , individual

discussion,

promotions, etc

Being a well- known company and a preferred employer among

campuses all over India, we still organize presentations, talks and

discussion to help students more about job role and opportunities at HCL

How do you build a

relationship with the

campuses you visit

regularly

Campus Connect Programmes enables HCL, Institutes and our people

share a unique relationship of customer-partner-Alumni

3). SELECTION PROCESS

HCL have a formalized and standardized selection process. Our company’s follows selection process that

varies across profiles (levels, functions, fresher’s/laterals)

31

Support and training given to the managers in the selection process:

Detailed job description and person specifications aid a more objective to selection processes.

Result for the various assessment tests are shared prior to the interview and act as identifier of

strength/weakness of the candidate which can be further probed during the interview

All the new managers undergo thorough induction including a section on people Management skills

Management development programmes regularly include People management issues

Feedback of performance of previously selected candidate are provided to managers

STEPS TO MANAGE THE CANDIDATE EXPERIENCE

At HCL, applicant are treated like customers, so that they feel valued, leading to good word of mouth

branding and higher application rates

We review our recruitment processes on a regular basis to ensure effectiveness and so that applicants

do not face any difficulty

‘Recruitment Compliance Sheet’ and checklists provides a step by step guide to each person involved

in recruitment – ensuring tasks like candidates with the detailed JD allowing Self- selection, etc are

carried out without fail

All members of HR department attend weekly “ Knowledge Hour “ sessions an soft skills, business

knowledge and to share best practices

Table 4.4 Steps in selection process

Freshers WRITTEN TEST- Technical competency,

Aptitude, Psychometric tools like MAP, TAT

Group Discussion

Panel Interview where panel includes a

GM/VP level person from line functions as

well as HR Person

32

Lateral hires

For Executives

For Managers

WRITTEN TEST- Technical competency,

Aptitude, Psychometric tools like MAP, TAT

i) HR Interview

ii) Test like

Managerial response test

Psychometric test- Thematic

Apperception Test (TAT)

c) Panel Interview where panel includes a

GM/VP level person from line functions as

well as HR Person

4). RECRUITMENT PROCESS ANSLYSIS

PROCESS METICS FOR HCL SELECTION PROCESS

FOR CAMPUS:

Select only the best 2-3 best candidates from a campus

Cover all states in India for campus recruitment

Quality of Recruitment is continually tracked on the basis of –

No. of resignations within 1st year of joining

Percentage of employees confirmed in last quarter with an outstanding performance rating

Average recruitment cycle time

BENCHMARKS STANDARDS OR SERVICE LEVEL AGREEMENTS FOR THE REQUIREMENT

PROCESS:

CYCLE TIME for

Hot Skills – 15 Days

Regular Skills – 30 Days

Completed Recruitment Compliance Sheet for each candidate

KRA Sheet for all joining within one month of joining

33

5). JOINING PROCESS

Reference checks are conducted for all new lateral recruits using internal formats by HR department.

Typically references are taken from

Table 4.5 Composition of Sources of recruitment

Campus recruitment Lateral recruitment

Total offer made Total acceptance Total offers made Total acceptances

1215 97.1% 244 94%

34

JOBS AT HCL

Table 4.6 Jobs at HCL INFOSYSTEMS

Technical Support Share point Developer

COGNOS Developer

Technical Lead/JAVA/ORACLE 10G

Deputy Manager - MIS reporting

OMNI flow developer/Team lead/Project Manager

Oracle Data Integrator

BIZTALK Developer

Server Engineer

Executive Assistant

Asset Manager

Assistant Manager

Microsoft System Centre Configuration

Project Manager -Networking

Oracle DBA

SQL DBA Admin

Microsoft System Centre Configuration

Deputy Manager

Project Manager JAVA

Project Manager (.NET)

BPM Professionals

User Interface Designer

Design Manager

Senior Software engineer

Technical Writer

HP UNIX Admin

Service Partner Executive

Sales and services Network field engineer

Manager Civil works

Service partner

35

Trainer/ Facilitators of HCL

Project Manager service delivery

SAP SD ,FI,PM,PS,PP,MM,QM, ABAP, BASIS, PS ,

COBI/BO,Crm(Sales)

Regional Coordinator

Vendor Manager(IT)

Pre- Sales Consultant SAP

Senior sales Executive

Territory Manager

Call centres Help Desk/Call co-coordinator

Desktop engineer

Lotus Domino Administrator

Key Account Manager

Oracle Supply Chain Management Functional Consultant

SAP DMS Consultant

36

CHAPTER 5: RECRUITMENT PROCESS OF COMPETITORS

DELL

Dell is one of the fastest growing technology solutions providing companies in India. It serves various

customers including small scale, large scale and medium business firms. Their services to customers include

sales & marketing, research & development, consumer contact centers, IT, manufacturing & services.

The company offers many job opportunities for the candidates who are interested to work in there. The

recruitment process of Dell is usually simple. They mainly focus on the candidates’ stability. The

recruitment process consists of three rounds. They are

Aptitude round

Technical interview

HR interview

Each stage of the process will be an elimination round. This is to pick out the talented candidates from a

large bunch. A systematic preparation for the test will help the aspirants to effectively clear these rounds.

Dell Placement Test

Like all other companies’ recruitment process Dell also conducts a written test initially. The main intention

of this test is to evaluate the candidate’s analytical and logical ability. The stage includes an aptitude test.

This test is further divided into two sections- General aptitude and English. The general aptitude questions

include the topics like data sufficiency, problems on age, series, time and work, programming language

questions such as C, C++, etc. The English section comprises the questions on general English knowledge

like comprehension, grammar, etc. A total of 50 questions are included in this written test.

Dell Placement Interview

The placement interview round of Dell consists of different rounds. The rounds are:

Personal Introduction and Technical interview

HR round

In personal interview round the candidates will be asked for a self introduction. This section is usually very

simple and it will be for 10 to 15 minutes. The technical interview will include the questions based on the

technical subjects C, C++, DBMS, DS, etc

The next is the HR interview in which candidates are asked about the general questions like their academic

details, interest to join the particular company, about Dell, their work experience if any, etc.

37

HP

Recruitment at HP Advanced Solutions Inc., is typically a four-stage process focused on identifying,

assessing, interviewing and hiring the very best person for each opportunity.

1.  APPLICATIONApply to each position of interest to you that aligns with your educational background, competencies and

experience by reviewing the postings web site.

2.  EVALUATIONOnce your application is submitted, it will be reviewed against the requirements of the position.

3. ASSESSMENT  The assessment process may include written exercises and interviews with a Recruiter and/or Hiring

Manager. The primary purpose is to assess your competencies and fit with the needs of HP Advanced

Solutions and also serves as a way for you to gain a better understanding of the opportunity and our

organization.

4.  SELECTIONOnce a position has been filled, those candidates not selected will be notified as to the status of their

application. It is the goal of HP Advanced Solutions to hire the most qualified individual for each

opportunity.

We hope that you have found this overview helpful and appreciate your interest in our organization.

38

IBM

About IBM :

International Business Machines Corporation (known as IBM or "Big Blue") is a multinational computer

technology and consulting corporation headquartered in Armonk, New York, USA. The company is one of

the few information technology companies with a continuous history dating back to the 19th century. IBM

manufactures and sells computer hardware, software, infrastructure services, hosting services and consulting

services in areas ranging from mainframe computers to nanotechnology.

With over 350,000 employees worldwide, IBM is the largest information technology employer in the world.

IBM holds more patents than any other U.S. based technology company. It has engineers and consultants in

over 170 countries and IBM Research has eight laboratories worldwide.As a chip maker, IBM is among the

Worldwide Top 20 Semiconductor Sales Leaders.

IBM's PC division was bought by Chinese company Lenovo on May 1, 2005.

Recruitment Procedure

The IBM recruitment process contains three rounds.

Written Test

Technical Interview

HR Interview

But now two more rounds are added to this process.

Essay writing

Group Discussions.

Selection stages that you can expect during IBM recruitment drives.

In general, any IBM placement drive can be expected to comprise of the below 4 stages. They are ,

1. Written Aptitude Test,

2. Group Discussion Round,

3. Technical Interview, and

39

4. HR Interview.

Let us discuss all four stages in detail.

1. Written Aptitude Test

You can expect two to three sub sections in the written tests. For example one section may contain questions

from number series like AP, GP and the other may contain questions from basic aptitude topics and so on.

Total number of questions can be around 50 to 60 with 15 to 20 questions in each of the three sections.It is

believed that these sub sections will have sectional cut offs. You should be very careful while answering

your questions, as unlike several other papers, these questions are expected to carry negative marks as well.

Hence, the sectional cut off and negative marking make these papers unique.

2. Group Discussion Round.

Once you have cleared the placement tests, you would be called for group discussion. This round would be

very easy with simple topics from sports, politics etc. You can expect least elimination from this round.

3. Technical Interview.

This round can be bit tough with questions from several different sections concerned with software

engineering. For example you can expect a lot of questions from sections like OS, C++/JAVA, Networking,

DBMS, Programming concepts like OOPS etc.

4. HR Interview.

This can again get harder with stringent selection process. Unlike most other companies, there could be

significant elimination during HR interview as well.

40

WIPRO

WIPRO recruitment process consists of three rounds

Round 1: Written test consists three sections

1. Verbal: This section will have 15 questions related to synonyms, antonyms, Analogies, SC, Preposi-tions and reading comprehension.

2. Aptitude: This sections will have 15 questions related to aptitude topics like Time & Work, Time & Distance, Blood Relations, Series Completion, Puzzles, Calendars, Clocks, Percentages, Ratio pro-portions, Ages, Pipes and Cisterns etc.,

3. Technical: This section will have 20 questions related to basic technical concepts from C, C++, Java, Linux, UNIX, DBMS, SQL, Programming fundamentals, Hardware, Software Engineering, Micro Processors etc.,

Round 2: Technical Interview

This is a major elimination round. Candidates should be thorough with their basic technical skills to

clear this round. Candidates are here by informed to be prepared with their core subjects.

Round 3: HR Interview

Candidates can expect basic HR interview questions like Tell me about your self, Why should I hire

you, Why only WIPRO, What is SIX sigma level.

Candidates will be tested in their communication and vocabulary during technical and HR interviews.

Type of Recruitment at WIPRO

Employee Referrals

Job Portals

Campus/Fresher Recruitment

Staffing partners

Advertisement and web Banners

Interview and selection Process

41

COMPARITIVE ANALYSIS

Table 5.1 Comparative study of CompetitorsBASIS DELL HP IBM WIPROTURNOVER (USD Billion)

2 3.5 3 6.03

FOCUS Candidate Stability

i.e. Retention

Hiring the best

for each

opportunity

Skill and

Knowledge based

recruitment

Bringing the best

talent from the

industry.

SOURCES OF CANDIDATE SELECTION

Employee

Referral

Web

Portals

HR

consultants

Campus

recruitment

Employee

Referral

Job

Portals

Campus

Recruitme

nt

Employee

Referral

Web Portals

HR

consultants

Campus

recruitment

Employee

Referral

Job

Portals

Campus

Recruitme

nt

Staffing

partners

Advertise

ment and

web

banners

INTERVIEW PROCESS

Personal

interview

Psychometr

ic test

HR round

Technical

round

Psychome

tric Test

HR round

Line

Manager

Technical

interview

HR

interview

Psychometri

c Test

Technical

interview

HR

interview

Psychome

tric Test

ATTRITION 8% 7% 10% 23%

42

RATE

CHAPTER 6: ATTRITION RATE

Introduction:

The attrition rate plays a significant role in an organization. High attrition rate of employees in an

organization is a serious concern because the employees are the human capital. Some of the organizations

have started searching the cause due to which the employees are leaving the organization.

There are some organizations specially belonging to IT, Telecom, and various other sectors which are facing

high attrition rate. Due to high attrition rate, cost of the organization increases due to training, development,

socialization and other costs on the employees. Attrition rate is high basically in an organization whose work

is mostly dependent on knowledge workers like BPO, paramedical, aeronautics etc.

Attrition is defined as reduction in the number of employees through retirement, resignation or death. The

rate of shrinkage in size or number of employees is known as attrition rate. Different organizations use

different method to calculate the rate of attrition. The most common formula to calculate the rate of attrition

used by many organizations is:

Attrition Rate = (Number of employees who left in the year / Average employees in the year) * 100

TRENDS OF ATTRITION IN IT-INDUSTRY

HIGH RATE OF ATTRITION IN IT – SECTOR

Introduction: In the best of worlds, employees would love their jobs, like their co-workers, work hard for

their employers, get paid well for their work, have ample chances for the advancement, and the flexible

schedules so they could attend to personal or family needs as and when necessary.

Leaving the present job for a better pasture is the most common among the employees of Information

Technology industries. This is also true for other industries, but IT is somewhat different from the routine

industries existing in the business arena for more than few decades. The salary level in the IT field is

definitely more than other industries; also the demand of new skilled employees is much more without

doubt. Apart from biggies like TCS, Infosys, Wipro, Mahindra Satyam, HCL, there are many medium and

small size IT companies quite established nationally and internationally. Therefore, the process of

recruitment has become a daily core for the HR professionals of these companies.

Attrition is one thing that cannot be brought to zero, since the companies cannot make the employees ever

happy with their demands that change continuously with the time.  The attrition level is higher than any other

43

industries, as the salary level too is higher for the IT companies. The factors in the term EBITDA namely

earnings before tax, tax, depreciation and amortization margins or operating margins are all dipping for most

of the IT companies at different percentages due to the wage hike. This is difficult to check, since qualified

and skilled hands are on the move to increase their values in new companies all the time.  

Let’s see some figures in this respect to understand where the IT companies stand today. Operating margins

declining by

Infosys- 2.36%,

Tata Consultancy- 0.7%,

and HCL Technology- 1.1%

Whereas the attrition rate for Wipro, Infosys, HCL Infosystems, and TCS is at 23%, 15.8%, 15.7%, and

13.1% respectively in the June quarter. These figures are not stagnant, and are ascending in the last few

quarters. Another worried fact for the companies is that the high percentage of attrition is not confined in just

one level of management; all three levels of junior, middle and senior are affected by this truth. Since the

companies invest extensively on the entry level workers, the attrition becomes a problem for all the

companies.  

Reason for attrition as follows:

Salary hike

Promotion

Less onsite opportunities

Brand

Facilities

Working Environment

Work Pressure.

Work culture - Management-IT industry is known for its high pressure work atmosphere and long

working hrs, which create high levels of stress, employee and high attritions rates.

Lack of job satisfaction- Good leaders who can motivate and guide their team well-IT managers lack

both the time and tools needed for assessing their team members and taking corrective action to

improve their performance which is directly related to job satisfaction.

Increasing percentage of women employees-Most women leave their job either after marriage or

because of long working hours, work stress and other social pressures. Attrition is higher because

salary is dynamic…

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PDC-Product Development Companies(Most of the IT people in IT services would like to move

PDC as the kind of work would be challenging & exciting)

Steps to Reduce Attrition or retention strategy:

In today’s scenario, it becomes very important for organizations to retain their employees. Employees stay

and leave organizations for many reasons. The reason may be personal or professional. These reasons should

be understood by the employer and should be taken care of. The organizations are becoming aware of these

reasons and adopting many strategies for employee retention.

Similarly, HR Professionals spend most of their time in framing Employee Retention Strategies. The

Employee Attrition rate is nearly 20 to 30% in India. In the case of BPO industries, it is even worst because

the attrition rate is 30 to 40%.

1). Focus on Exit-interviews- Employers should not ask why are you leaving? Rather they should ask when

you start searching for a job.

If a key employee resigns, it should be taken up on a priority basis and kept confidential as far as possible

and the senior management should meet the employee to discuss his reason for leaving and evaluate if his

issues bear merit and whether they can be resolved. Getting an insight and inside scoop can really help. It

gives information about internal problems, employee’s perceptions of the organization, underlying

workplace issues and colleagues.

2) Let employees know that their opinions are valuable. Ask them to open up. Listen to employees ideas;

never ridicule them. Compliment and thank your employees for their valuable contribution. Recognize and

celebrate their success.

3) Setting up a feedback mechanism to maintain consistency in performance and high motivation levels.

Offer performance feedback and praise good efforts and results. Criticize but Praise publicly.

4) Give them job security.

5) Providing opportunities of learning by constantly upgrading the skills of employees.

6) Paying attention to employee’s personal needs and participation.

8) Communicate goals, roles and responsibilities so that people know what is expected from them and feel a

part of crowd.

9) Keep employees informed about the happening in the company so that they will be confident about the

future or not to look for better option.

10) The attrition battle could be won by focusing on retention, Encourage humor & laughter in workplace to

deal with stress which will ensure that the employees are happy which gets reflected in their services

45

especially critical in voice based transaction. It has been observed that attrition rate was lower when

employees perceived their workplace as a ‘fun environment’ and viewed their jobs as enjoyable.

11) Feeling valued by their managers or superior in the workplace is a key to high employee motivation and

morale.

12) Not hiring employees who have a history of jumping from one job to other. Recognizing the

contributions of achievers would also inspire others to try hard and put in their best.

13) Group cohesiveness also helps in coping with the attrition. Built teams and generate competition between

them.

14) Monotony and stress have contributed to increased attrition rate. So keep changing the duties or position

(job rotation) of employees after fix period.

15) Induction program and Exit interview are very important.

16) Identify the key employees of the firm or categorize the employee according to need of the firm. It will

help you to customize your retention program.

17) Your staff members must feel rewarded, recognizes and appreciated. Monetary rewards, bonuses and

gifts make the thank you even more appreciated. Understandable raises tied to accomplishments and

achievements help to retain staff. Offer an attractive, competitive, benefits package.

So if we want to reduce attrition we can take the points mentioned above for the same and can do best

from our end to reduce attrition rate in IT-Sector.

Best rated company in it sectors according to employees satisfation survey

HCL - A good company to be in. Called as a "retirement company."

HP - Dream Company.

It scores high on job content and financial compensation. One of the best aspects about HP India is that it

allows employees to move across jobs internally, says the survey. HP offers flexible job options.

Infosys - Dream Job. On a way to achieve the status of a secured, stable Govt. company.

AOL, Google and Yahoo - Best companies to work with, great job satisfaction as well as great salary and

work environment. Rarely fires an employee. As they are internet based companies' they offer lots of

opportunities to grow.

46

Aricent - a communication based software company, has never fired any employee and gives great perks &

incentives, lot of projects in kitty. Minimal level of attrition.

CHAPTER 7: DATA ANALYSIS INCLUDING OPINION SURVEY OF EXECUTIVES STAFF/EMPLOYEE REGARDINDING RECRUTIMENT POLICY OF HCL INFOSYSTEMS

Q1. Please Indicate the Number of years you've worked in this organisation:Less than 1 year 13Between 1-5 Years 22Between 5-10 Years 11Between 10-15 Years 5Between 15-20 Years 6Above 20 Years 3

13

22

11

56

3

0

5

10

15

20

25

Less than 1year

Between 1-5Years

Between 5-10Years

Between 10-15Years

Between 15-20Years

Above 20Years

47

Q2 Interpersonal relationship with-in colleagues are goodStrongly agree 48Somewhat Agree 6Neutral 2Somewhat Disagree 5Strongly Disagree 3

48

62

5 3

0

10

20

30

40

50

60

Strongly agree Somewhat Agree Neutral SomewhatDisagree

Strongly Disagree

CONCLUSION:

In the survey conducted at HCL INFOSYSTEMS , graph depicts that majority of people strongly said that

their interpersonal relationship with their subordinates or their superior is strong , which leads to quality flow

of communication , reduces communication gap and misunderstandings, built friendly relationship and

healthy environment to work. As per the conversation with the employees, we can conclude that HR Team

helps the new recruits to get adjusted with the concerned department and they regular be in touch to make

the environment friendly.

48

Q3. Did this company help you to fulfill your Career goals & ambition? Strongly agree 12Somewhat Agree 30Neutral 10Somewhat Disagree 6Strongly Disagree 2

12

30

10

6

2

0

5

10

15

20

25

30

35

Strongly agree Somewhat Agree Neutral SomewhatDisagree

Strongly Disagree

CONCLUSION:

According to the survey, we can conclude that HCL INFOSYSTEMS provide the opportunity to its

employee to develop their career goals and ambitions, which could be a step to reduce attrition rate in the

company and retain their valuable asset, and this helps them to develop a strong and experienced work force

that grows the organization. HCL INFOSYSTEMS has also developed various Training Programs and

Career Development Centre (CDC) that helps the employee to upgrade himself with the new tevhnologies.

49

Q4. Do you feel your pay, benefits and other incentives are as per industry standards?Strongly agree 14Somewhat Agree 21Neutral 12Somewhat Disagree 10Strongly Disagree 6

14

21

12

76

0

5

10

15

20

25

Strongly agree Somewhat Agree Neutral SomewhatDisagree

Strongly Disagree

CONCLUSION:

According to the observation, we can conclude that employees are not much satisfied by the reward and

salary system, around 58% of employees said that they are satisfied while 22% disagree. Company should

set the salary structure as per the market standards which will attract efficient employees from the market.

Reward system should be improved which indirectly leads to motivate the employees to perform effectively

and efficiently continuously.

50

Q5. Would you recommend working for this company to your family and friends?

Strongly agree 18

Somewhat Agree 36

Neutral 6

Somewhat Disagree 0

Strongly Disagree 0

18

36

6

0 00

5

10

15

20

25

30

35

40

Strongly agree Somewhat Agree Neutral SomewhatDisagree

Strongly Disagree

CONCLUSION:

As observed, employees will recommend their family and friends to work with HCL which states that they

are overall satisfied with the company policies and procedure. This concludes that may be one or two things

are dissatisfactory but employees are overall satisfied with the company. This strongly interprets that people

want to stay with the organization. Hence attrition rate will be comparatively low.

51

Q6 Is hr Team trained, in hiring new employees and to make the best hiring decision?

Strongly agree 8

Somewhat Agree 14

Neutral 21

Somewhat Disagree 12

Strongly Disagree 5

8

14

21

12

5

0

5

10

15

20

25

Strongly agree Somewhat Agree Neutral SomewhatDisagree

Strongly Disagree

CONCLUSION:

As per the observation, we can conclude that HR team is focused towards hiring the best and quality

employees. Recruitment Process Consist of various Scrutining step to identify the suitable candidate for the

particular post, HR team is well developed and experienced to pool in the quality employees, so that

Company’s goals are achieved effectively within the course of time. HR team fills in the vacancy as per

demanded by the Line Managers to avoid delay in any task. Employees are satisfied with the job done by

HR Team.

52

Q7. Do you think the HR team acts effectively to enhance the quality of employees’ selection process?

Strongly agree 11Somewhat Agree 26Neutral 8Somewhat Disagree 12Strongly Disagree 3

11

26

8

12

3

0

5

10

15

20

25

30

Strongly agree Somewhat Agree Neutral SomewhatDisagree

Strongly Disagree

CONCLUSION:

According to the survey conducted, we can draw a conclusion that HR team work to enhance employees’

selection process to hire the best applicant among all. Various steps like psychological testing, one to one

Interview with the HR Manager and the Line Manager helps the Company to scrutinize the best employees

whose interest go hand in hand with organization goals. 62% of the employees are satisfied with the

Selection process of the company initiated by HR executives.

53

Q8. Are you satisfied with the effectiveness of the interviewing process and other selection in-struments?

Strongly agree 27Somewhat Agree 19Neutral 7Somewhat Disagree 4Strongly Disagree 3

27

19

7

4 3

0

5

10

15

20

25

30

Strongly agree Somewhat Agree Neutral SomewhatDisagree

Strongly Disagree

CONCLUSION:

According to the survey conducted, we can draw a conclusion that HR team work to enhance employees’

selection process to hire the best applicant among all. Various steps like psychological testing, one to one

Interview with the HR Manager and the Line Manager helps the Company to scrutinize the best employees

whose interest go hand in hand with organization goals. 77% of the employees are satisfied with the

Selection process of the company initiated by HR executives.

54

Q9. Do you think the objective, requirements, criteria, job profile and job specification defined by the management, are clear and transparent?

Strongly agree 13Somewhat Agree 26Neutral 14Somewhat Disagree 5Strongly Disagree 2

13

26

14

5

2

0

5

10

15

20

25

30

Strongly agree Somewhat Agree Neutral SomewhatDisagree

Strongly Disagree

CONCLUSION:

According to the survey conducted, Objectives, requirements, criteria, job profile and job specification

defined by management is transparent so that employees are clear about the expectations of the company,

and how their task will fit into the larger picture. Hence they feel as valued part of the organization

55

Q10. Is HR team able to attract an adequate pool of quality applicants?Strongly agree 23Somewhat Agree 17Neutral 11Somewhat Disagree 5Strongly Disagree 4

23

17

11

54

0

5

10

15

20

25

Strongly agree Somewhat Agree Neutral SomewhatDisagree

Strongly Disagree

CONCLUSION:

According to the survey conducted, we can observe that the 70% of the employees agrees to the fact that HR

team is able to attract quality applicants. Therefore, the employees recruited in the organization are able to

work effectively and efficiently towards the long term goals of the organization.

56

CHAPTER 8: CONCLUSION

Studying the recruitment procedures of HCL, analyzing the respondent’s 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 another business.

Management understands the business game very well. At the time of difficulty it takes necessary action to

solve the problem.

As per the survey conducted we can conclude that it not only focuses on recruiting employees but also

developing their career goals and ambitions, HCL also maintains the healthy working environment by

building good interpersonal relationship. The HR department is able to pool quality applicants such that they

could contribute their efforts effectively and efficiently towards the achievement of the organization goals.

HR Team uses the suitable methods for various kinds of recruitment to select the best out of all.

Objectives , requirements , criteria, job profile and job specification defined by management is transparent

so that employees are clear about the expectations of the company, and how their task will fit into the larger

picture. Hence they feel as valued part of the organization.

Quality hire also sustain the employees for longer period of time which reduces the attrition rate of the

company, lower the attrition rate indicates that employees are not using the company’s resources and name

as a step to move forward in their career.

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.

57

CHAPTER 9: SUGGESTIONS

1. Develop a wider scope for the employees to enhance their career and ambitions

2. 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.

3. Salary comparison should be seriously done to retain the old employees, and should consider market

standards.

4. HR team should adopt certain measures to reduce attrition rate in order to retain their assets.

5. Cost benefit analysis should be alone before creating a position or recruitment of manpower.

6. 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.

7. Company should maintain its policies and procedures, as employees are satisfied, hence would be

interested in internal referrals.

8. HR team is able to enhance Quality of employees by following distinctive selection process.

58

CHAPTER 10: ANNEXURES

QUESTIONNAIRE

NAME:-AGE:-DESIGNATION:-

Q1. Please indicate the number of years you’ve worked in this organization:1) Less than 1 year 2) Between 1-5 year 3) Between 5-10 years 4) Between 10-15 years 5) Between 15-20 years 6) Above 20 years

Q2. Interpersonal relationship with-in colleagues are good:1) Strongly agree 2) somewhat agree 3) Neutral 4) Somewhat disagree 5) Strongly disagree

Q3. Did this company help you to fulfill your career goals & ambition? 1) Strongly agree 2) somewhat agree 3) Neutral 4) Somewhat disagree 5) Strongly disagree

Q4. Do you feel your pay, benefits and other incentives are as per industry standards?1) Strongly agree 2) somewhat agree 3) Neutral 4) Somewhat disagree 5) Strongly disagree

Q5. Would you recommend working for this company to your family and friends? 1) Strongly agree 2) somewhat agree 3) Neutral 4) Somewhat disagree 5) Strongly disagree

Q6. Is HR team trained, in hiring new employees and to make the best hiring decision?1) Strongly agree 2) somewhat agree 3) Neutral 4) Somewhat disagree 5) Strongly disagree

Q7. Do you think the HR team acts effectively to enhance the quality of employees’ selection process?1) Strongly agree 2) somewhat agree 3) Neutral 4) Somewhat disagree 5) Strongly disagree

Q8. Are you satisfied with the effectiveness of the interviewing process and other selection instruments?1) Strongly agree 2) somewhat agree 3) Neutral 4) Somewhat disagree 5) Strongly disagree

Q9. Do you think the objective, requirements, criteria, job profile and job specification defined by the management, are clear and transparent?1) Strongly agree 2) somewhat agree 3) Neutral 4) Somewhat disagree 5) Strongly disagree

Q10. Is HR team able to attract an adequate pool of quality applicants?1) Strongly agree 2) somewhat agree 3) Neutral 4) Somewhat disagree 5) Strongly disagree

Thank you for the kind support.

59

INTERVIEW SCHEDULE

Date:

Venue:

Position:

NAME OF THE CANDIDATE TIME REMARKS

60

Interview call letter

Date ----------------Dear Sir,

“___________________________________________________”

This has reference to your application for the above mentioned position in our organisation.

We are pleased to invite you for a meeting with the undersigned on…………………….at………a.m./p.m.

please confirm this appointment.

We have enclosed a blank personal Data Form. Please fill this in and bring with you along with your

educational and experience certificates / testimonials in original for the meeting.

No TA/DA shall be admissible for attending this interview.

You will be reimbursed to and for train fare by 1st / 2nd class for attending this interview.

We take this opportunity to thank for the interest you have shown in joining our organisation.

Yours sincerely,

For HCL InfosystemsLtd.

Authorized Signatory

Preliminary interview of the candidates is conducted by HRD based on Personal Data Format given below

filled up by the candidate with the help of technical person along with the Dept. Head.

61

HCL Infosystems Ltd.

Address:

PERSONAL DATA FORM

POSITION

APPLIED FOR

SOURCE

Name_____________________________________________________________

Surname First Name Middle Name

Present Address ________________________________________________________________

____________________________Phone_______________________________

permanent Address _____________________________________________________________

__________________________Phone______________________________

Date of Birth: Religion: Nationality:

Marital Status: Sex: Date of Marriage:

Languages Known Speak Read Write

_________________

__________________

Father’s Name

& Occupation

62

Spouse Name:

Occupation

No. of children:

Educational / Professional Qualification Start With Latest Degree/ Diploma

Degree/

Diploma

Institution/

University/Board

Years

From to

Main Subject Division &

% of marks

Publication &

Membership

Special Interest/Hobbies

Employment Record: (Starting from present to first one)

Period

From to

Name of

Employer

Designatio

n

Nature of Duties

Performed

Gross Salary

63

Detail of Present Salary

Basic HRA Conveyance Bonus LTA Medical Superann

uation

P.F. Others

Salary Expected:

Joining Time Required:

Are you ready work any where in India:

Relatives & Acquaintances in HCL

Name Designation Department Relation

Any other information which you think should be taken into account while considering your candidature

References: please give name and address of two persons who knows you professionally or under whom

you have worked.

Name: _____________________________________

Nature of

Acquaintance : ______________________________

Position : __________________________________

Address : __________________________________64

Tel .: Off.:____________ Res.:___________

Off.:_ __________ Res.:___________

Declaration:

I hereby authorised verification of all statements in the record and shall agree to produce any documentary

evidence in proof of above statements as desired by NPL. I certify that all the above statements are true and

understand that misrepresentation or mission of facts called for in this from will cause separation from the

company’s services without any notice or compensation.

Date________________ Signature___________

FOR OFFICE USE ONLY

Test Performance

INITIAL INTERVIEW NOTES

1. PERSONALITY

2. MATURITY

3. COMMUNICATION

4. SELFCONFIDENCE

5. JOB KNOWLEDGE

6. OTHERS

FINAL INTERVIEW RESULTS

65

SALARY FIXATION SHEET

DESIGNATION CATEGORY LOCATION

Item present

ACTUAL P.M.

OFFERED

ACTUAL P.M.

OTHERS:

Joining Date: Probation Period:

DATE HOD HRDDEPTT.

Final approval for Asst. Manager and above is after final interview by the MD.

Travel Expenses to outstation candidates are reimbursed as per the travelling rules existing in the company,

in format given below.

After final selection Letter of Intent is issued in the following format

66

LETTER OF INTENT

With reference to your application and the subsequent interviews you had with us, we are pleased to offer

you the position of “______________” in our organisation at mutually agreed terms and conditions based at

_______________. However you are liable to be transferred to any of our sites / sister concerns / associates

companies at the sole discretion of the management.

You will report for work on _____________at______________, failing which this offer will stand

automatically withdrawn. The detailed letter of appointment will be issued to you on your joining.

Please submit the following documents at the time of joining :-

3 passport size photographs.

Copy of last appointment letter, relieving letter & salary certificate.

Photocopies of educational and experience certificates.

Please sign you to our organisation and wish you a successful career with us.

Yours sincerely,

For HCL InfosystemsLtd.

Authorized Signatory

67

V) JOINING FORMALITIES

On the joining detailed appointment letters are issued as per below mentioned levels:-

1) APPOINTMENT LETTER Language for below Asst. Manager level is given in the following format .

BELOW ASSTT. MANAGER LEVEL’

___________________ Dated : _________________________________________________________

LETTER OF APPOINTMENT

Dear Mr. __________________________

With reference to the offer letter no.______________________dated __________ we are pleased to appoint

you as ____________________ on the following terms and conditions:

1) Ordinarily your period of probation will be Six months which could be further extended for a period

not exceeding three months and during probationary period/extended probationary period your

services are liable to be terminated without any notice or without assigning any reason or

compensation in lieu thereof.

2) EMOLUMENTS:

A) you will be paid following emoluments:

Basic Salary : Rs. __________ p.m.

House Rent Allowance : Rs. __________ p.m.

Local Travelling Expenses : Rs. __________ p.m.

You shall also be entitled to benefits like Bonus, Gratuity, PF, ESI & L.T.C as per rules of the

company.

68

B) Further increment will be based on efficient, satisfactory and loyal discharge of duties and may be

withheld in case the standard of work and conduct is found subnormal of may be accelerated in case

the same is adjudged to be commercial at the discretion of the management.

3) Your place of posting will be at our _________________situated at ____________________. However, you are liable to be transferred to any of our sites/factory/office at the discretion of the management.

1. During the period of your employment, you shall not secure or try to secure any other post and undertake

any course of study or work on part time basis without the pronouncement or the Management in writing.

You will also not hold any office of profit outside the company or engage yourself in any other trade or

business either part time, or full time, whether for profit or gain, or on honorary basis or otherwise,

engage in an insurance agency or commission agency etc. without the prior written permission of the

management.

2. Your hours of attendance shall be regulated to suit the duties entrusted to you from time to time, subject

to the statutory provisions.

3. You shall be governed by the rules and regulations of the company in force from time to time, that may

be applicable to you.

4. In the event of your confirmation in writing, in addition to the terms and conditions mentioned in this

letter, except para (1):

a) You will be liable to be retired on your reaching the age of 58 years or earlier if found medically

unfit. The organization shall have the right to have you medically examined as and when considered

necessary by a registered medical practitioner or by the Company’s medical officer.

69

b) The employment will be liable to be terminated on either by giving one month’s basic salary in lieu

thereof. However, no notice would be necessary to be given by the organisation if in their opinion

you are found guilty of any gross misconduct as generally understood in employment, particularly

disobedience, insubordination, insolence and acts subversive of discipline, habitual negligence of

duties, distrust, dishonesty or embezzlement, illegal strike, habitual late attendance, absence, go-slow

etc.

5. In case any misconduct is alleged against you, you are liable to be suspended forthwith without any

salary or allowance, pending such inquiry, if in an inquiry you are exonerated of the charges, you will be

entitled to full salary as if you were on duty. In the event you are found guilty of the charges levelled,

irrespective of the punishment imposed, you shall not be entitled to any payment for the period of

suspension.

6. The above mentioned “terms and conditions of services” shall prevail so long as the same are not either

modified or they will also be subject to such other and further rules and regulations which may be

notified by us by putting a notice in writing on the notice board put inside the premises.

7. Your date of joining the services in the organisation is _________________________________

8. This letter is being offered to you in duplicate. In case the terms and conditions expressly enumerated

above are acceptable to you, please sign the duplicate copy of this letter in token of your having read,

understood and accepted the terms and conditions mentioned above.

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

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

Yours sincerely,For HCL InfosystemsLimited,

AUTHORISED SIGNATORY

ACCEPTANCE

70

I have clearly understood the terms and conditions mentioned in this letter of appointment and I hereby accept the same.

NAME SIGNATURE DATEFOR ASSISTANT MANAGER TO MANAGER

Dear Mr………………………. Date…………………..

APPOINTMENT LETTER

With reference to the offer letter no._________________ dated________________, we are pleased to appoint you in our organisation on the following terms and conditions:-

1) Designation : Your position in the company will be …………………………

2) Date of Joining: Your date of joining the services in the organisation is ………………………………

3) Probation Period: Ordinarily your period of probation will be Six months from the date of joining. Management may extends the probation period depending upon your performance. On successful completion of probation, you will be issued a confirmation letter.

During the probation period, your services are liable to be terminated without assigning any specific reason, whatsoever without giving any notice. After confirmation the notice period will be one month or one month’s basic salary on either side.

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 upto a maximum limit of Rs. ………………/- p.m. (Rupees ……………………………………. only)You shall also be entitled to benefits like ESI/Medical Reimbursement, LTC, Bonus Exgratia, Gratuity & PF as per rules of the company.

71

5) Place of Posting: ………………………………However, you would be liable to be transferred/posted at any of the existing or proposed locations of

the company or its sister/associates companies at the sole discretion of the management.

6) The company normally does not permit employees to engage in any other business or work, either directly on their own account or indirectly and you will be expected not to do so without prior consent of the management in writing.

7) You will be governed by the rules and regulations of the company as applicable in force, amended or altered from time to time during the course of your employment.

8) You will automatically retire from the services of the Company on attaining the age of 58 years. You may be retired earlier if found medically unfit.

Please sign the duplicate copy of this letter signifying your acceptance and return it to us.

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

With best wishes,

Yours sincerely,For HCL InfosystemsLimited,

AUTHORISED SIGNATORY

I agree to accept employment on the terms and conditions mentioned above and agree to abide by all the rules and regulations of the company.

NAME SIGNATURE DATE

72

FOR SR. MANAGER AND ABOVE

Dear Mr. …………………………. Date……………

APPOINTMENT LETTER

With reference to the offer letter no.____________________ dated ______________, we are pleased to appoint you in our organisation on the following terms and conditions:-

1) Designation : Your position in the company will be ……………………

2) Date of Joining: Your date of joining the services in the organisation is …………………………..

3) Salary Details :Your Basic Salary will be Rs. ………………/- p.m.(Rupees ………………………………………only)In addition you will be entitled to House Rent Allowance of Rs………………../- p.m.(Rupees…………………………………………………… only)You will entitled to reimbursement of Local Travelling Expenses upto a maximum limit of Rs. ………………../- p.m. (Rupees ……………………………………….. only)

You shall also be entitled to benefits like Exgratia, Gratuity, PF etc. as per rules of the company.

You will be entitled to reimbursement of Medical Expenses for yourself and family, the total cost of which shall be a maximum of one month's basic salary in a year.

You will be entitled to reimbursement of LTC equivalent to one 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.  

73

3) 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.

4) 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 notice. Likewise you would be free to leave the services of thew company by giving one month’s notice or basic salary to the company.

5) 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.

6) 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.

7) You will automatically retire from the services of the Company on attaining the age of 58 years. You may be retired earlier if found medically unfit.

Please sign the duplicate copy of this letter signifying your acceptance and return it to us.

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

With best wishes.

Yours sincerely,For HCL InfosystemsLimited,

AUTHORISED SIGNATORY

I agree to accept employment on the terms and conditions mentioned above and agree to abide by all the rules and regulations of the company.

NAME SIGNATURE DATE

Joining report to be filled by the new join in format given below and experience certificate, Date of Birth Certificate, Relieving letter, Salary Certificate and Educational Certificate etc. to be submitted to personnel Department.

74

HCL InfosystemsLimitedNOIDA

DATE: HRD DEPARTMENTNEW DELHI-110 020

JOINING REPORT

This is to inform you that I have joined the organisation as

On in

Department. My present address is

Telephone No.

And my Date of Birth is . Any change in my address will be intimated to you.

NAME :

SIGNATURE:

DATE:

75

V) DOCUMENTATION

1. Individual personal files are maintained.

2. Computerised 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.

76

JOB ANALYSIS FORM OF HCL INFOSYSTEMSLTD.

Job Title………………………………….…… Date……………………………Code No…………………………… …… Location ………………………..Department…………………………………… Analyst………………………….Reason for the job …………………………… Supervised.. ……………………Wage or salary range…………………………………………………

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………………………….(d) For safety of others……

Physical Demands : Physical effortsSurroundingsHazards Resourcefulness

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JOB SPECIFICATIONS FORM OF HCL

Job Title : Drill Operator Department………………………

Job Code …………………… Date……………………………..

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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CHAPTER 11: REFERENCES

(n.d.). Retrieved June Tuesday, 2011, from www.indianmba.com: www.indianmba.com/Faculty_Column/FC404?fc404.html

(n.d.). Retrieved May Saturday, 2011, from www.shvoong.com: www.shvoong.com/business-management/human-resources/2042566-http-timesofindia-indiatimes-com-business/#ixzz1NTvt6hHO

(n.d.). Retrieved June Thursday, 2011, from www.ibm.com: www.ibm.com/services/process

(n.d.). Retrieved June Monday, 2011, from www.tjohncollege.com: www.tjohncollege.com/IBM_Recruitment_Process.html

(n.d.). Retrieved June Tuesday, 2011, from www.hpadvancedsolutions.com: www.hpadvancedsolutions.com/careers/recruitment_process.htm

(n.d.). Retrieved May friday, 2011, from www.slideshare.net: www.slideshare.net/guest61a8d3/r-e-c-r-u-i-t-m-e-n-t

(n.d.). Retrieved July Monday, www.hclinfosystems.in, from www.hclinfosystems.in: http://www.hclinfosystems.in/

(n.d.). Retrieved May Friday, 2011, from www.businessweek.com: http://businessweek.com/magazine/content/07_36/b4048052.htm

(2003). Retrieved June Monday, 2011, from www.careersvalley.com: http://www.careersvalley.com/tcs-recruitment-process-freshers-stages-pattern-explained

Berger, D. B. (2003). Talent Management Handbook: Creating Organizational Excellence. New York: McGraw Hill.

Klemp, G. (1980). The Assessment of Occupational Competence. Washington D.C.

Northhouse, P. (2004). Leadership Theory and Practice. Sage Publications.

Parry, S. (July, 1996). The quest for competence. Training Magazine , 48-56.

Sanghi, S. (2007). The Handbook of Competency Mapping: Understanding, Designing and implementing Competency Models in Organizations. New Delhi: Sage Publications.

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Thank You

Akanksha Jagia

A0102310134

MBA – HR Class of 2012

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