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DEFINITION OF RECRUITMENT :-
The recruitment and selection is the major function of the human resource
department and recruitment process is the first step towards creating the
competitive strength and the strategic advantage for the organizations.
Recruitment process involves a systematic procedure from sourcing the
candidates to arranging and conducting the interviews and requires many
resources and time.
The recruitment process is immediately followed by the selection process i.e. the
final interviews and the decision making, conveying the decision and the
appointment formalities.
In that case we can define i.e. Recruitment means sourcing the right capable
candidate for the specific job. Right candidate can be searched from the different
sources like internal & appropriate database, Employee referral program, job
portals (naukri.com, monster.com timesjobs.com etc.),effective headhunting
Every company has their own recruitment policy. Few companies believe closing
position through their internal database. However in today’s time companies
believe to give their position to the outside consultants or Vendors as they are
becoming more approachable & efficient. Companies are rigorously not allowed
to source the candidate straight away from the other competitive company.
Getting the recruitment done is becoming crucial & competitive day by day as the
availability of the capable & compatible manpower. Still only smart recruiters are
able to manage their work effectively.
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The success of and organization largely depends upon the Team of the skilled
and qualified human resources who are chosen out of number of applicants for
the job. It is the primary duty of the HRD department to procure and maintain an
adequate qualified working force of various personnel necessary for manning the
organization.
Procurement function of personnel Department includes three major sub-
functions
- (A) Recruitment; (B) Selection: and (C) Placement on the job.
Recruitment is the positive process of employment. The process of Recruitment
is to identify the prospective employees, attract, encourage and stimulate them
apply for the job, Interview the eligible and select them for a particular job in the
organization
Recruitment is a process to discover the sources of manpower to meet the
requirements of the staffing schedule and to employ effective measures for
attracting selection of an efficient working force.
------------Yoder
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SCOPE OF RECRUITMENT
It extends to the whole Organization. It covers corporate office, sites and works
appointments all over India.
It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management
and Senior Management cadres.
RECRUITMENT PROCEDURE IN HCL
Human resource is a most valuable asset in the Organization. Profitability of the
Organization depends on its utilization. If their utilization is done properly
Organization will make profit otherwise it will make loss. If a good dancer
appointed as a Chief Executive Officer of a Company, he may not run the
business. So right man should be procured at right place in right time, otherwise
their proper utilization may not be done. To procure right man at right place in
right time, some information regarding job and job doer is highly essential. These
information are obtained through Job Analysis, Job Descriptions, Job
Specifications. HCL procure manpower in a very scientific manner . It gets
information by use of these important documents like Job Analysis, Job
Descriptions and Job Specifications. Without these recruitment may be
unsuccessful. Before recruit a person all information regarding job, working
conditions, duties and responsibilities of job doer, Skills experiences
qualifications of an employee to do the particular job is highly essential.
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PROCEDURE OF RECRUITMENT
Following process of Recruitment has been followed in HCL .
1. REQUISITION
1) For new requirement or for replacement a manpower the given requisition
format is to be filled up by Head of the Division/Department and forwarded to
HRD after obtaining MD’s approval.
INTERVIEW SCHEDULE
Date:
Venue:
2) Appointment letter language for asst. Manager to manager is given in the
following format.
FOR ASSISTANAT MANAGER TO MANAGER
Dear Mr.……………………….
Date…………………..
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APPOINTMENT LETTER
With reference to the offer letter no._________________
dated________________, we are pleased to appoint you in our
organization on the following terms and conditions:-
1) Designation : Your position in the company will be
…………………………
2) Date of Joining: Your date of joining the services in the
organization is ………………………………
3) Probation Period: Ordinarily your period of probation will be Six
months from the date of joining. Management may extends the
probation period depending upon your performance. On successful
completion of probation, you will be issued a confirmation letter.
During the probation period, your services are liable to be
terminated without assigning any specific reason, whatsoever
without giving any notice. After confirmation the notice period will
be one month or one month’s basic salary on either side.
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4) Salary Details:
Your Basic Salary will be Rs. ………………./- p.m.
(Rupees ……………………………………………… only)
In addition you will be entitled to House Rent Allowance of Rs.
………………/- p.m.
(Rupees ………………………………………………only)
You will entitled to reimbursement of Local Travelling Expenses up
to a maximum limit of Rs. ………………/- p.m. (Rupees
……………………………………. only)
You shall also be entitled to benefits like ESI/Medical
Reimbursement, LTC, Bonus Excreta, Gratuity & PF as per rules of
the company.
5) Place of Posting: ………………………………
However, you would be liable to be transferred/posted at any of the
existing or proposed locations of the company or its
sister/associates companies at the sole discretion of the
management.
6) The company normally does not permit employees to engage in
any other business or work, either directly on their own account or
indirectly and you will be expected not to do so without prior
consent of the management in writing.
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7) You will be governed by the rules and regulations of the company
as applicable in force, amended or altered from time to time during
the course of your employment.
8) You will automatically retire from the services of the Company on
attaining the age of 58 years. You may be retired earlier if found
medically unfit.
Please sign the duplicate copy of this letter signifying your acceptance and
return it to us.
We welcome you to our organization and wish you a successful career
with us.
With best wishes,
Yours sincerely,
For HCL Technologies Limited.
AUTHORISED SIGNATOR
I agree to accept employment on the terms and conditions mentioned
above and agree to abide by all the rules and regulations of the company.
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NAME SIGNATURE DATE
3) Appointment letter language for sr. manager and above is given in the
following format.
FOR SR. MANAGER AND ABOVE
Dear Mr. …………………………. Date……………
APPOINTMENT LETTER
With reference to the offer letter no.____________________ dated
______________, we are pleased to appoint you in our organization on the
following terms and conditions:-
1) Designation : Your position in the company will be ……………………
2) Date of Joining: Your date of joining the services in the organization
is …………………………..
3) Salary Details :
Your Basic Salary will be Rs. ………………/- p.m.
(Rupees ………………………………………only)
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In addition you will be entitled to House Rent Allowance of
Rs………………../- p.m.
(Rupees…………………………………………………… only)
You will entitled to reimbursement of Local Travelling Expenses upto a
maximum limit of Rs. ………………../- p.m. (Rupees
……………………………………….. only)
You shall also be entitled to benefits like Excreta, Gratuity, PF etc. as per
rules of the company.
You will be entitled to reimbursement of Medical Expenses for yourself
and family, the total cost of which shall be a maximum of one month's
basic salary in a year.
You will be entitled to reimbursement of LTC equivalent to one month’s
basic salary per completed year of service. Your first entitlement for LTC
will be on completion of 12 month’s service with the Company.
4) Place of Posting: …………………………. However, you would be liable to be
transferred/posted at any of the existing or proposed locations of the
company or its sister/associate companies at the sole discretion of the
management.
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5) Your services are liable to be terminated without assigning any specific
reason, whatsoever by giving you one month’s basic salary or one month’s
notice. Likewise you would be free to leave the services of the company by
giving one month’s notice or basic salary to the company.
6) The company normally does not permit employees to engage in any other
business or work, either directly on their own account or indirectly and you will
be expected not to do so without prior consent of the company in writing.
7) You will be governed by the rules and regulations of the company as
applicable in force, amended or altered from time to time during the course of
your employment.
8) You will automatically retire from the services of the Company on attaining the
age of 58 years. You may be retired earlier if found medically unfit.
Please sign the duplicate copy of this letter signifying your acceptance and return
it to us.
We welcome you to our organization and wish you a successful career with us.
With best wishes.
Yours sincerely,
For HCL Technologies Limited
AUTHORISED SIGNATORY
I agree to accept employment on the terms and conditions mentioned above and
agree to abide by all the rules and regulations of the company.
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NAME SIGNATURE DATE
Joining report to be filled by the new join in format given below and experience
certificate, Date of Birth Certificate, Relieving letter, Salary Certificate and
Educational Certificate etc. to be submitted to personnel Department.
2) DOCUMENTATION
1. Individual personal files are maintained.
2. Computerized Personal details are maintained.
3. After separation also the personal files are maintained of ex-employees.
4. Position wise Data Banks are maintained for future reference.
5. The following formats shall be generated as a result of implementation on this
procedure.
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SOURCES OF RECRUITMENT
Sources of recruitment can be classified into two categories
(i) Internal Sources
(ii) External Sources
INTERNAL SOURCES:
Internal sources of recruitment means promotion of employees from the lower
rank to the upper rank. Majority of companies have established a policy of
promotion from within that is, vacancies other than at the lowest level are filled up
by promoting the personnel to the higher rank. Such practice leads the healthy
progressive atmosphere and the cost of training and the rage of labor turnover.
This source of recruitment is generally adopted to fill vacancies of middle and top
personnel.
EXTERNAL SOURCES:
It is always not possible to recruit the employees from within, especially
vacancies at lower level or recruitment at the time of expansion of the firm or
where job specification cannot be met by the present employees, the employer
has to go to external sources of manpower supply. Amongst the most commonly
used outside sources are as follows:
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1. ADVERTISEMENT:
Advertisement in newspapers and journals is now an external popular source of
recruiting staff. For all types of types of vacancies employers resort to advertising
but it is the most suitable source for filling the vacancies of technical and senior
personnel. All particulars regarding the job and the qualifications of the
perspective candidate are given in their advertisement. Candidates processing
the requisite qualification apply for the job.
2. TECHNICAL INSTITUTIONS:
Campus interview is a very useful source of recruitment for a full range of jobs.
The employment managers of the enterprises maintain a close liaison with the
University and Technical institutions. This method is used for recruiting Officer,
Apprentices, Engineers or Management Trainees. Technical Institutions empanel
the promising young talents for employment and refer their names to the
prospective employers as and when asked for.
3. EMPLOYMENT EXCHANGE:
Employment exchanges are regarded as good source of recruitment for
unskilled, skilled or semiskilled operative jobs. The job seekers get their names
registered with employment exchanges managed and operated by the Central
and State Government. The employers notify the vacancies to be filled in by
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them to such exchanges and the exchanges refer the names of prospective
candidates to them.
4. PRIVATE AGENCIES:
Some private agencies are also doing a great service in recruiting technical and
professional personnel. They provide a nationwide service in attempting to match
the demand and supply of personnel. Many private agencies tend to specialize
supply of personnel. Many private agencies tend to specialize in a particular type
of jobs like Sales, Marketing, Technical Professional.
5. PERSONNEL CONSULTANTS:
Consultants who specialize in the recruitment of managers and other senior
officials are now being called upon to assist the management in filling of these
posts. Companies hire the services of these consultants at the time of
recruitment of the senior officials. These consultants agencies, on receiving
requisition from the client companies, advertise job description in leading
newspapers and periodicals without disclosing the names of the employers.
6. PROFESSIONAL BODIES:
Some professional institutions like Institute of Chartered Accountant , I.C.W.A.I.,
Institute of Company Secretary etc. maintain a register of qualified persons from
which they recommend the names of the job seekers to the employers when ask
for.
7. UNSOLICITED APPLICATIONS:
An organization of repute draws a steam of unsolicited applications at the
company’s office. These applications are screened and places in the relevant
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Data Banks. Whenever needed to locate suitable candidates for that particular
skill these are used.
8. RECRUITMENT AT THE GATE:
Sometimes direct recruitment of workers is made at the gate of the factory or
office. Generally, the number of vacancies, nature of work and time of interview
are notified by the Personnel Department on the blackboard at the gate.
Prospective candidates attend the interview at the appointed time and get the
appointment. This system of recruitment is generally used to recruit the unskilled
workers.
9. PART TIME EMPLOYEES
Sometimes, persons are employed to dispose of the heavy seasonal work or the
areas of work of temporary nature on part time basis. These part time employees
form a good source of labors supply as and when vacancies occur. Vacancies
are filled up among them if they fulfill the requisite qualification to suit the jobs.
10. LEASING:
The short term fluctuations in personnel needs may be stabilized through leasing
of personnel for some specified period from other industries, offices and units.
This system of leasing has been well adopted by the public sector organizations.
With the rapid growth of public sector, the acute shortage of managerial
personnel, particularly at higher levels, they borrow the personnel of requisite
caliber from the Government Departments. At the end of their term they are given
an option to choose either their parent services or the present organizations.
11. TRADE UNION:
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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
SELECTION TEST
Psychological tests are essentially an objective and standardized measure of a
sample of behavior. Objective of this definition refers to the validity and reliability
of measuring instruments. It also means the job relatedness of the test.
KINDS OF TEST
Following tests are adopted for selection:-
1. Achievement
2. Aptitude
3. Interest
4. Personality
5. Intelligence.
6. Leaderless Group Discussion
7. Interview
1. ACHIEVEMENT TESTS
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This test measures a person’s potential in a given area. This test measure the
skill which involves performance of a sample operation requiring specialized skill
and believed to be satisfactorily answered by those who have some knowledge
of the occupation and trade.
2. APTITUDE TEST
This measures ability and skills. Specific aptitude tests have been designed for
jobs that require clerical, mechanical, and manual dexterity. Aptitude tests do not
measure motivation. Aptitude test is supplemented by interest and personality
test.
3. INTEREST TESTS
This test has been designed to discover a person’s area of interest, and do
identify the kind of work that will satisfy him.
4. PERSONALITY TESTS
Personality tests assess individuals motivation, predisposition and other pattern
of behavior. The personality tests, more often than the intelligence, achievement
or aptitude tests, predict performance success for jobs that require dealing with
people. Dimensions of personality such as interpersonal competence,
dominance-submission, ability to lead and ambition are more suitably measured
by the personality test.
5. INTELLIGENCE TEST
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This tests generally aptitude ones. The scores on intelligence tests are usually
expressed as Intelligence Quotient (IQ), which are calculated by the following
formula.
Mental Age
IQ= --------------- x 100
Actual Age
6. LEADERLESS GROUP DISCUSSION
The essential feature of this technique is that instead of the candidates being
interviewed separately, they are brought together in group of six to eight for
informal discussion, and absolved and evaluated by the selectors. The two kinds
of group discussions are one, where the group is given a problem to discuss and
the individual member is free to choose his own approach to solving this
problem; and two, where each individual is allotted an initial position and supplied
with supporting information to defend his position.
The advantage of this method is that the decision to hire a person can be made
within a very short time, and the selector can evaluate the candidate’s personality
or leadership qualities very well.
7. INTERVIEW TECHNIQUES
The interview technique consists of interaction between interviewer and
interviewee (applicant).
Following are the methods of interview technique:-
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1. PRELIMINARY INTERVIEW
These interviews are preliminary screening of applicants to decide whether a
more detailed interview will be worthwhile. The applicant is given job details
during the interview to afford him freedom to decide whether the job will suit him.
It is argued that preliminary interviews are unsatisfactory, first because they
might lead to the elimination of many desirable candidates, and second, because
interviews may not have much experience in evaluating candidates. The only
argument for this method is that it saves the company’s time and money.
2. DEPTH INTERVIEW
Depth interviews cover the complete life history of the applicant and include such
areas as the candidates work experience, academic qualifications, health,
interests, and hobbies. It is an excellent method for executive selection,
performed by qualified personnel. It is however. Costly and time consuming.
3. OATTERNED INTERVIEW
Patterned interviews are a combination of direct and indirect questioning of the
applicant. What is to be asked is already structured. The interviewer has certain
clues and guidelines to areas which should be probed deeply. The interview also
encourages the candidate to express the relevant information freely.
SELECTION METHODS
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A variety of methods is used to personnel. The selection pattern, is not common
for all organizations. It varies from one to another, depending on the situation and
needs of the organization.
APPLICATION BLANK
The application blank is a highly interview in which the questions are standardize
and determined in advance. It tests the applicant’s ability to write, organize his
thoughts, and present facts. A number of application blanks give the impression
that “if you have seen one you have them all. Despite the diversity, all application
blanks essentially require three broad categories of information.
BIOGRAPHIC DATA
This is concerned with such variables as age, sex marital status and number of
dependents. This also have used items like the local address, age, previous
salary and age of children and have found no difference in long and short tenure
employees.
EDUCATION AND PAST EXPERIENCE
This is concerned with grade point, average, division and percentage of marks as
prerequisites for a job.
REFERENCES
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References are letters of recommendation written by previous employees or
teachers. The general format is a paragraph or so on the person. Besides
inaccurate facts, this can be attributed to the referee'’ inability to assess and
describe the applicant, and his limited knowledge about him.
CONCEPTUAL FRAME WORK OF RECRUITMENT PROCESS
Human resource Management classically pertains to planning; recruitment,
selection, placement, induction, compensation, maintenance, development,
welfare etc. of Human Resources of any organization to enable the organization
to meet its objective while also enabling the human resources to attain their
individual goals.
As is evident from the definition of the concept the entire theme revolves centrally
around human resource and its role in enabling simultaneous satisfaction of
individual and organizational goals.
The immediate conclusion that follows from this is that the prime movers of the
organization are the individuals. The process of bringing employees into the folds
of organization is termed as recruitment and can be unambiguously treated as
the central pillar for foundation stone of the entire concept of human resource
management.
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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 Projects is an attempt to study various options
that are available both theoretically as well as practically for an organization to
launch itself into the task of recruitment.
HRM MODEL
Training and
Development
- Focus is on
identifying and
assessing
Union/labor
Relation
Focus : Assessing
healthy
union/organization
relationship.
Organization
Development
Focus : assessing
healthy inter
relationship as
bell as intra
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Employee
Assistance Focus :
Providing personal
problem solving,
canceling to
individual
employees
- Quality of work
life
- Productivity
- Readiness to
change
Organization/Job
Design.
Focus : defining
how tasks,
authority and
system will be
organized
Compensation and
Benefit
Focus : Assessing
compensation and
benefits
Human Resource
Planning :
Determining the
origins major HRM
needs strategies and
policies
Personnel
research and
information
systems
Focus : assuring
a personnel
Selection and Staffing
:
Focus : Matching
people and their
career needs and
capabilities with join
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information base and career path
From the above introduction about Human Resource management, it has been
pretty clear that how important is human resource and its allocation. Again it
depends on human resource planning. So the next question which arises is what
is Human Resource Planning?
HUMAN RESOURCE PLANNING
It is one of the most important and essential program of Human Resource
Management. Human Resource Planning is the process by which an
organization ensures that it has right number of people, right kind of people, at
the right places, at the right time, capable of the right places, at the right time,
capable of effectively and efficiently completing those tasks which will help the
organization to achieve its overall objectives as well as goals. Human Resource
Planning then, translation the organization’s objectives and plans into the
number of workers needed to meet those objectives. Without clear-cut planning,
estimation of organization's human resource need is reduced to more
guesswork.
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Of all the “MS” in management (the management of materials, machines,
methods, money, motive power), the most important is “M” for men or manpower.
Manpower is a primary resource without which other resources like money,
machines materials can not be put to use. Even in the age of computer and
Robert it requires human resources to execute it and plan further improvement. It
is the most valuable asset of an organization.
If people of poor caliber are hired, nothing much can be accomplished and
Grasism’s law will work the bad people will drive out the good car cause them to
deteriorate.
Organization of men for managing a purpose is age-old, even though, this
science of management is yet in a developing stage especially in developing
countries.
Effective utilization of manpower resources is the key note of manpower
management. Ever since the factory system, production managers have devoted
a great deal of time and effort to the physical organizations of the industry.
During the nineteenth Century the average employer in their efforts to reduce
costs centralized their attention upon management of men and machines. Man
management is basically concerned with having right type of people available as
and when required and improving the performance of the existing people to make
them more productive on their job.
Recruitment forms the first stage in the process which continues with selection
and ceases with the placement of the candidates. It is the next step in the
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procurement function, the first being the manpower planning. Recruitment makes
it possible to acquire the number and types of people necessary to ensure the
continued operation of the organization. Recruiting is the discovering of potential
applicants for actual or anticipated organizational vacancies. In other words, it is
a linking activity bringing together those with jobs and those seeking jobs.
JOB ANALYSIS FORM OF HCL TECHNOLOGIES LTD.
Job Title………………………………….…… Date……………………………
Code No…………………………… …… Location ………………………..
Department…………………………………… Analyst………………………….
Reason for the job …………………………… Supervised.. ……………………
Wage or salary range…………………………………………………
Relation to other jobs: Promotion from……….. Promotion to…………………..
Job summary:
Work performed:………………………………………………………
Major duties :……………………………………………………….
Other tasks :…………………………………………………………
Equipment/Machines used:…………………………………………….
Working Condition……………………………………………………
Skill Requirements:
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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…
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.
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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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SCOPE OF THE STUDY :
At this point we are not concerned with desirability of recruitment process since it
can not be avoided. Instead our concern is focused of those questions like
recruitment for what purpose. On what basis should it be written down and saved
or not? If saved for ever or for a year or two? These are issue to be argued and
30
these are the elements that make manpower planning ground or bad, effective or
ineffective.
PURPOSE OF THE STUDY:
The objective of the study is to analyze the actual recruitment process in HCL,
and to evaluate how far this process confirm to the purposes underlying the
operational aspects of the industry. How far the process is accepted by it ? And
what are the options of the family members of the organization? The study on
recruitment highlights the need of recruitment in HCL Technologies Limited.
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SIGNIFICANCE OF STUDY :
Without focusing the pattern of management, organization philosophy highlights
on achieving a surely where all citizens (employees) can lead a richer and fuller
life. Every organization, therefore, strikes for greater productivity, elimination of
wastes, lower costs and higher wages, so the industry needs a stable and
32
energetic labors force that can boast of production by increased productivity. To
achieve these objectives a good recruitment process is essential. By which
industry strikes right number of persons and right kind of persons at the right time
and at right places through and the planning period without hampering
productivity.
IMPORTANCE
An organization is nothing without human resources. What is IBM without its
employees? Same is in a hotel industry. It is totally based on managing people or
manpower in an efficient way.
There are some question which are listed down in order to know how important
HRM is are :
How did these people come to be employees in an organization?
How were they found and selected?
Why do they come to work on a regular basis?
How do they know what to do on their jobs?
How does management know if the employees are performing adequately? If
they are not, what can be done about it?
Will today’s employees be prepared for the work the organization will require
of them in ten, twenty - thirty years?
HRM AND ITS FUNCTIONS
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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
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prepares the employees to adopt change at any point of time. Since the scenario
of the market changes day by day it is very important for an organization to keep
his employees ready to face the change, and accordingly change in order to
adapt the change in order to sustain in this competitive market scenario.
MANAGEMENT FUNCTION
The final function is maintenance. In contrast to the motivation function, which
attempts to stimulate performance, the maintenance function is concerned with
providing those working conditions that employees believe are necessary in
order to maintain their commitment to the organization.
MOTIVATION FUNCTION
The motivation function begins with the recognition that individuals are unique
and that motivation techniques must reflect the needs of each individual. Within
the motivation function alienation, job satisfaction, performance appraisal
behavioral and structural techniques for stimulating worker performance, the
importance of linking regards to performance, compensation and benefits
administration and how to handle problem employees are renewed.
In recent years, more emphasis was given on manpower because of the change
in the society, attitude of an individual etc. etc. In a study ASID i.e. the
AMERICAN SOCIETY FOR TRAINING AND DEVELOPMENT recognized nine
are of HRM.
Training and Development
Organization and Development
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Organization/Job Design
Human Resource Planning
Selection and Staffing
Personnel Research and Information Systems
Compensation/Benefit
Employee Assistance
Union/Labor Relations
The outputs of this model are :
Quality of Work Life
Productivity
Readiness to Change
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HCL Technologies:
HCL Technologies (“HCL”) is one of India’s leading global IT Services Company,
providing software- led IT solutions, BPO and Remote Infrastructure
Management services. Making a foray into the services domain in 1997-98, HCL
Technologies focuses on technology and R&D outsourcing, working with clients
in areas at the core of their business. Partnerships and risk-sharing have been
integral to company’s growth. Relationships have been cemented with partners in
diverse areas such as investment banking and telecom.
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Keeping pace with the industry trend, HCL has applied itself to gaining
momentum in emerging business segments such as Infrastructure Management
Services & BPO, optimizing its business portfolio. About 25% of revenues now
coming from these high growth segments of tomorrow. Product Engineering and
Technology services along with Applications & Enterprise Consulting services
contribute equally to the revenues.
HCL also has a rapidly diversifying geographic mix with Europe and Rest of the
World yielding 25% and 15% revenue, respectively. North America revenues
continue to dominate with a share of about 60%.
The company leverages an extensive offshore infrastructure and its global
network in 15 countries to deliver solutions across select verticals including
Banking, Insurance, Retail & Consumer, Aerospace, Automotive,
Semiconductors, Telecom and Life Sciences. For the twelve month period ended
30th June 2005, HCL Technologies along with its subsidiaries had revenues of $
764 million and employed 24,000 professionals. For more information, please
visit www.hcltech.com
In the early 70s, a group of young, enthusiastic and ambitious technocrats
embarked upon a venture that would make their vision of IT revolution in India a
reality. Shiv Nadar and five of his colleagues got together and in 1975, set up a
new company called Micro comp. To start with they decided to capitalize on their
marketing skills. Micro comp marketed calculators and within a few months of
starting operations, company was outselling its major competitors. In 1976, Micro
comp approached UPSEC (Uttar Pradesh State Electronics Corporation) for help
38
to set up a computer company. Impressed by their technical and marketing
competence, UPSEC agreed to set up a joint venture.
On the 11th of August 1976 Hindustan computers Limited was incorporated as a
join venture between the entrepreneurs and UPSEC and with an initial equity of
Rs. 1.83 lakhs.
HCL Technologies Limited (HCL) has now become India’s one of the big
technology integration company. Over the years, HCL Technologies has
positioned its business operations to fulfill its vision statement: ‘Together we
create enterprises of tomorrow’. The overarching theme for the company’s swift
progression into the software and services arena, in India and globally, is
evolving. Signifying a state of constant growth, the evolve theme is visible in the
many ways that HCL Technologies has undergone a metamorphosis into
becoming a complete IT solutions company.
The menu of HCL Technologies global services broadly covers IT consulting and
professional services in the area of vertical applications, technology integration,
ERP implementation and software development. This also includes a complete
portfolio of systems and network services for development. This also includes a
complete portfolio of systems and network services for Facilities Management,
Helpdesks, Systems Supports and network and Internet Implementation. HCL
Info systems’ global customers include Samsung, Government of Singapore, and
AMAL insurance Jurong Port in Singapore and
39
Malaysian’s BSN commercial bank, SIA, DBS bank, May bank life assurance
charted semiconductors, Asia Matsushita and Shell Malaysia. Some of its global
customer in the government sector is Inland Revenue authority of Singapore, civil
aviation authority of Singapore, Singapore power, ministry of education, health
and national development, telecom authority of Singapore and Penang state
govt.
HCL Info systems’ chosen platform of total technology integration lends itself to
some very significant alliances with the global leaders. Among its partner are HP
for high end AISCE/UNIX services and workstation and HP Open view network
management solution; Intel for PC and PC server building blocks;
Microsoft,novell and SCO AG
solutions; Red hat ;Linux; Samsung; Pivota for CRM solution and ORACL
Sybase and Informix for RDBMS platform.
INDIAN HARDWARE INDUSTRY
AND
HCL TECHNOLOGIES LTD.
The Indian IT and Electronics market in 2004-05 was worth US$ 32.9 billion of
which US$ 19.7 billion consisted of software. Electronics and IT hardware
production stood at US$ 13.2 billion. Some 4,100 units are engaged in
40
electronics production manufacturing goods as diverse as TV tubes, test and
measuring instruments, medical electronics equipment, analytical and special
application instruments, process control equipment, power electronics
equipment, office equipment, components etc. Market researcher IDC estimates
that the market-value estimate over next 3 years for hardware products is
Rs.79,000 crores
The Indian electronics and hardware industry has been lagging behind the
impressive performance of the software sector. Most of the hardware
requirements of the burgeoning software and telecom sectors are met by imports
which are about 25%.
The Ministry of Information Technology, Govt. of India has estimated that the
total requirement of hardware and components by 2008 would be in range of
US$ 160 billion and the investment required in the manufacturing facilities would
be US$ 16 billion. NASSCOM, the leading IT industry body estimates that to
achieve a software export target of US$ 87 billion in 2008, the hardware
requirement would be US$ 50 billion. By far the most comprehensive study was
carried out by Ernst & Young in association with MAIT, the hardware industry
body in 2002. It estimates that given the right incentives, India's electronic
hardware industry has the potential to reach US$ 62 billion by 2010, twelve times
its existing size with the domestic market accounting for US$ 37 billion and
exports of US$ 25 billion. The major export opportunities would be in the area of
innovative new products, contract manufacturing and design services. This
shows that there are large opportunities for Indian companies to increase their
41
strength and grave these opportunities for future growth. HCL Technologies Ltd
is one of those companies which are working to increase their network and
making innovative new products.
HCL Technologies Ltd. is currently engaged in selling manufactured hardware
(like PCs, servers, monitors and peripherals) and traded hardware (like
notebooks, peripherals) to institutional clients as well as retail channel partners.
Besides, it offers hardware support services to existing clients through annual
maintenance contracts, net work consulting and facilities management.
In 2002-03, HCL’s total hardware turnover was Rs. 10.97 billion, higher by
around 24% over the corresponding figure for 2001-02. Of this, manufactured
hardware constituted 60%, traded hardware 32% and hardware support services
9%. The company’s reported operating margins in 2002-03 (including six months
of OA, telecommunication and software businesses) increased to 6.7% from
5.9% in 2001-02, primarily because of better margins in hardware. While average
material costs declined in 2002-03, the company was able to retain a part of the
margins in its product realizations. Better margins in hardware resulted in the
return on capital employed (ROCE) from hardware increasing from 11.9% in
2001-02 to 25.6% in 2002-03.
In the domestic home PC organized sector, HCL Technologies is the market
leader. Other players include Zenith Computers, IBM, Sun Microsystems, Wipro,
Hewlett Packard. Assembled personal computers have a large presence in the
domestic home PC market, accounting for a chunk of the total sales.
42
The overall market for desktop personal computers registered a 28.2 percent
growth during calendar year 2004 as compared to the previous year. What is
significant is that branded PCs continue to make impressive gains against the
gray market. According to IDC, the share of branded PCs grew from 36.2 percent
in 2003 to 49.2 percent in 2004, registering an impressive growth rate of 74.3
percent. Interestingly, the gray market remained flat, registering a growth of 2.2
percent, while the total desktop PC market registered a growth of 28.2 percent.
According to IDC, the recent re-surfacing of finance-based purchase options had
an accelerating effect on the consumer desktop market, which is already
witnessing a consistent drop in end-user prices for both the branded and
unbranded PC segments. Among the vendors, HCL Technologies emerged as
the market leader with a share of 13.7 percent. The company registered a 91.4
percent growth during 2004 as compared to the previous year. HP followed HCL
with a market share of 11.9 percent. HP too grew at a blistering pace registering
a growth rate of 73.03 percent. IBM is in the third place with a market share of
6.2 percent.
IDC is not the only research firm confirming the signs of robust growth. Gartner,
in a recent report, states that the Indian desktop market grew by 31.5 percent in
2004. Says Vinod Nair, Analyst, Computing Systems, Gartner India, “Peaking
business confidence based on strong economic growth catalyzed PC purchases
in both consumer and corporate segments throughout 2004.”
While every research firm has given different figures, one thing is common—the
PC market is booming at double-digit growth rates. MAIT (Manufacturers
43
Association of Information Technology) estimates that the desktop PC market
grossed 17.1 lakhs units in the first half of fiscal 2004-05, registering a growth of
37 percent over the same period
of the previous fiscal. With the Indian economy booming, MAIT estimates that PC
sales will touch the 40 lakhs mark in fiscal 2004-05.
The buoyancy in PC sales can be attributed to increased consumption by
traditional industry verticals such as telecom, banking, financial services and
insurance, BPO, manufacturing and government. Consumption also increased in
non-traditional sectors such as education, retail outlets and self-employed
professionals.
In future, HCL’s hardware sales to the institutional segment are likely to remain
stable, with sustained hardware spending by all the verticals, especially the
banking and financial services sector. Besides, in retail hardware sales, a
continued reduction of price points, facilitated in part by the recent reduction in
excise duties on PCs, is likely to reduce the price advantage of the small
assemblers, and augur well for branded PC manufacturers like HCL. In the
medium term, HCL’s margins, despite its sales tax advantages, may be affected
by the likely removal of duty protection on manufactured PCs from the year 2005.
44
From the above figure we can clearly see that HCL emerged as the clear winner
among the branded PC companies with 34% or 13.7% of market share followed
by 30% or 11.9 % of market share by HP. IBM was third in the race with only
15% or 6.2% of market share of branded PC computers. Along with becoming
the market leader in branded PC HCL Technologies also became 1.3 Billion
Dollar company in April 2006.
HCL’S OFFERINGS IN INFO-PROCESSING PRODUCTS
MARKET SHARE OF BRANDED PC DURING CALENDER YEAR OF
2004
HCL 34%
HP30%
IBM15%
WIPRO8%
ZENITH13% HCL
HPIBM
WIPRO
ZENITH
45
Advantage of HCL Technologies
HCL Technologies draws it's strength from 27 years of experience in handling the
ever changing IT scenario , strong customer relationships , ability to provide the
cutting edge technology at best-value-for-money and on top of it , an excellent
service & support infrastructure.
Today HCL is country's premier information enabling company . It offers one-
stop-shop convenience to its diverse customers having an equally diverse set of
requirements, be it a large multi-location enterprise, or a small/medium
enterprise, or a small office or a home, HCLI has a product range, sales and
support capability to service the needs of the customers.
The last 27 years apart from knowledge and experience have also given
continuity in relationship with the customers, thereby increasing the customer
confidence in HCL.
Our strengths can be summarized as:
- Ability to understand customer's business and offer right technology
- Long standing relationship with customers
- Pan India support & service infrastructure
- Best-vale-for-money offerings
MANUFACTURING
HCL's computer hardware manufacturing plant is strategically located in the
Union territory of Pondicherry. Situated 165 kms south of Chennai on the coast of
the Bay of Bengal with proximity to Chennai Air/Sea port, special policies for
47
Industries of local Govt, Inland Container Depots, attractive power and labor
rates - makes Pondicherry an ideal place for business.
Started in 1996 - with only Unit 1 - it now has 3 Units (Unit 1,2,& 3) with a built up area of 3,23,000 sq. ft.,
PMO has a monthly capacity to make 50,000 desktops and 2000 servers. The infrastructure is state of the
art , one of the best & largest in India.
All 3 factories are ISO 9001:2000 and ISO 14001 certified. PMO was also
Awarded MAIT Level 2 - by European Foundation for Quality Management in the
year 2001 . HCL was also awarded ELCINA's (Electronic Component Industries
Association) Quality Award for the year 2002- 2003
PMO also has Product Engg. Group (PEG) and R&D teams constantly engaged
in developing new products and solutions.
QUALITY AT HCL TECHNOLOGIES LTD.
The history of structured quality implementation in HCL Technologies began in
the late 1980s with the focus on improving quality of its products by using basis
QC tools and Failure Reporting and Corrective Active Systems (FRACAS). And
also employed concurrent engineering practices including design reviews, and
rigorous reliability tests to uncover latent design defects.
48
In the early 90s, the focus was not merely on the quality of products but also the
process quality systems. We were certified for ISO 9002 by BVQI in 1994 and re-
certified in 1997 to ISO 9001-2000 (for Design & Manufacture of Personal
Computers, Business Servers, Work Stations and their Associated Sub-
Assemblies).
Our certifications / awards in 2003 include ISO 9001-2000 certification by BVQI
for Info structure Services (for Consultancy, Implementation, Support, Audit &
Management Services for Information Technology Solutions in the domain of
Networking, Security, Facilities Management and System Integration) and award
of First Prize by ELCINA (Electronic Component Industries Association) for
Quality, 2002-03. The ELCINA award criteria considers two aspects. (1) Enablers
(Leadership & Management commitment, Resource Management, Product
Realization, Measurement Analysis & Improvement) and Results (Product
Quality, Customer / Stake holder satisfaction , Business results).
The tryst for continuous quality improvement is never-ending in HCL. HCL
always strive to maintain high quality standards, which help us fulfill mission to
provide world-class information technology solutions and services, to enable
customers to serve their customers better.
CUSTOMER SATISFACTION
One of the cornerstones of strategy has been a very strong customer focus. 27
years of experience in servicing a varied range of customer requirements has
given domain knowledge of customer's business. As a result of this it is able to
49
provide exact solution to customers' needs. During these years they have been
able to cement their relationship with customers and gaining their trust and
confidence as well.
Today for desktop PC, they have more than 8 lakhs units installed units. HCL
enjoy considerable market share in segments like Government, Banking &
Finance and Education & research.
CATEGORICALLY CLASSIFICATION OF EMPLOYEES OF
HCL
C ATEGORY I All workmen, All Assistants (Accounts, Stores, Field), clerk,
Typist, Steno-Typist, Stenographer, Computer Operator.
CATEGORY II Accountant, Store keeper, Supervisor up to the level of
Officers, Designer, Jr. Engineer, P.A, Sr. P.A, EDP
Programmer up to officer, Admin./ personnel / HRD officer,
Inspector.
CATEGORY III Secretary, Executive Secretary, Management Trainee, Asst.
Engineer, Engineer, Sr. Engineer, Sr. Programmer, Sr.
Officer, Asst. Manager, Dy. Manager, Manager, Sr.
Manager, Works Superintendent.
CATEGORY IV AGM, DGM, GM, SR. G.M.
50
METHODOLOGY :
The study is carried on in a proper planned and systematic manner. This
methodology includes
(i) Familiarization with the organisation.
52
(ii) Observation and collection of data.
(iii) Analysis of data.
(iv) Conclusion and suggestion based on analysis.
HYPOTHESIS
The organization follows a systematic recruitment process, which contributes
towards continuous flow of production without shortage or excess of labours.
SAMPLING
The study covers 10 executive, 20 employees from different departments/
sections of HCL as sample in order to elicit relevant facts. Since it is not possible
to approach each and every manpower of the organization.
UNIT OF STUDY:
An executive and a worker irrespective of their position and placements in any of
the departments of the organization is considered as unit of study.
OBJECTIVES of the study
1. To structure the Recruitment policy of HCL Technologies Limited for different
categories of employees.
53
2. To analyze the recruitment policy of the organization.
3. To compare the Recruitment policy with general policy.
4 . To provide a systematic recruitment process.
TOOLS & TECHNIQUES OF DATA COLLECTION
The primary as well as the secondary sources was used for collection of data. In
primary source of data collection the interview schedule and questionnaire and
opinion survey were used and in secondary source of data collection relevant
54
records, books, diary and magazines were used. Thus the source of data
collection were as follows:
SOURCE OF DATA COLLECTION
PRIMARY SECONDARY
1. Interview schedule 1. Diary
2. Questionnaire 2. Books
3. Opinion Survey 3. Other records
4. Magazines
The investigator used structural interview schedule, questionnaire and opinion
survey for collection of data from primary source. Interview schedules were used
for workers clerical, category and questionnaires were used for supervisory and
executive cadre and opinion survey was used to know the technology,
perceptions, thoughts and reactions of the executives, employees/workers and
trade union members of the organization.
55
DATA ANALYSIS INCLUDING OPINION SURVEY OF EXECUTIVES
STAFF/EMPLOYEE REGARDINDIRECRUTIMENT POLICY OF
HCL
OPINION SURVEY:
56
Certain schemes yield more fruitful results in certain conditions and with some
specific objectives. Needless to say that management practices differ from
organization to organization. But the fact is that success does not follow
automatically, the people who implement the system that matters just as the
authority without acceptance have no meaning. Recruitment process without
trust of employees and organization has no value how hobble the objective may
be so an attempt is made to study the attitude of those who are participating in
recruitment process before giving any suggesting and concluding remarks. For
this purpose research has taken opinion of 20 executives and 50
worker/employee of different departments/sections of the organization. The
questionnaire prepared and circulated may them is reproduced below indicating
their responses to each question.
Questionnaire circulated among 20
executives
Yes No No R esponse
1. Are you in support of recruitment policy?
2. Whether the existing recruitment policy is
40%
40%
50%
50%
10%
10%
57
linked to productivity?
3. Do you feel that manpower recruitment has
been rationalized by way of automation?
4. Whether the existing recruitment policy is
getting will supports for the top management?
5. What are the benefits you are deriving from
the existing recruitment policy?
a) Reduction on labor cost?
b) Effective utilization of human resources?
c) Maintaining timing in recruitment and
staffing schedule?
6. Do you feel that job evaluation and job
analysis helps in manpower recruitment in
your organization?
7. Do you think that the personal recruited from
external sources is more desirable than the
internal sources?
8. Whether cost benefit analysis is done before
recruitment?
9. Are you satisfied with the existing recruitment
system of the organization?
10%
70%
60%
25%
60%
85%
10%
30%
80%
20%
30%
65%
30%
5%
80%
60%
10%
10%
10%
10%
10%
10%
10%
10%
58
10.Do you feel that performance appraisal helps
in recruitment process?
11.Do you feel that training will effect to
recruitment process?
12.Do you think job rotation will affect the
recruitment policy?
13.How are you controlling the shortage and
excess of manpower?
A) By employing casual worker
b) By employing extra hours
c) By lay off / retrenchment
35%
65%
65%
50%
90%
90%
Nil
55%
25%
25%
40%
Nil
Nil
90%
10%
10%
10%
10%
10%
10%
10%
From the response indicated above it appears that the prevailing recruitment
policy has definite impact on the organization. Most of the executives showed
positive response to different questionnaires by virtue of manpower planning they
used proposed deletion of manpower planning they used proposed deletion or
addition of man in the organization for a planning period. The excess or shortage
are being adjusted and hence misutilisation is mere chance. The executives did
59
not respond to the lay off and retrenchment for reduction in available human
resources. Form the questionnaires it appears that the managerial staff are only
interested for filling of the vacancies of higher post from out of the internal
sources. This attitude will seize the professional approach of the organisation
and may not able to induct fresh brain. From the answers of most of the
managers it is observed that they want entry of new managers should be avoided
and fresh recruitment shall be limited up to only staff cadre and not above that.
From the answers of most of the executives it appears that cost benefit analysis
is not properly followed by the organization and job rotation also not followed
properly in the organization which make an employee all rounder in all respects.
By which, in the absence of an employee the work will not discontinue.
TABULATION, ANALYSIS AND INTERPRETATION:
After completion of data collection the editing of the responses go obtained was
done. This edited data further codified and code book was prepared. On the
basis of these tables the data were interpreted and analyzed and conclusion
was drawn.
QUESTIONNAIRE CIRCULATED AMONG
20 EMPOLYEES/ WORKMEN: Yes No. No.
Response
1. Are you satisfied with the existing recruitment 25% 65% 10%
60
policy in your organization?
2. Do you feel work load in your department?
3. Do you feel of your optimum utilization?
4. Do you satisfied with your job?
5. Do you feel that motivation is main factor for
optimum utilization of existing manpower?
6. Do you feel that recruitment of lower level staff
from external source is desirable than internal
source?
7. Do you feel that training imported by your
organization helps in improving your
performance?
20%
25%
25%
75%
50%
60%
70%
65%
65%
15%
40%
30%
10%
10%
10%
10%
10%
10%
From the response to the above questionnaires it is clearly indicated that most of
the workmen are dissatisfied about the existing recruitment policy. They are not
given chance for their development. Their skill efficiencies are not recognized by
the company.
Executive point of view
.
Ratio of people support recruitment policy Figure 1.1
61
Interpretation
Above data 40% people support recruitment policy, 50% people not support recruitment policy &10% people no response for recruitment policy.
Ratio of existing recruitment policy is linked to productivity.
62
Figure 1.2
Interpretation
Above data 40% people agree for existing recruitment policy , 50% people no agree for existing recruitment policy & 10% people no response for existing recruitment policy is linked to productivity.
Ratio of manpower recruitment has been rationalized by way of automation. (Figure 1.3)
63
Interpretation Above data 10% people says yes for manpower recruitment has been rationalized by way of automation,80% says no & 10% people no response.
Ratio of existing recruitment policy getting will supports for the top management. (Figure 1.4)
64
Interpretation
Above data existing recruitment policy getting will support for the top management.70% people says yes,20% people says no & 10% people no response.
Ratio benefits deriving from the existing policy. Ratio of reduction on labor cost ( Figure 1.5)
65
InterpretationAbove data 60% people tells existing recruitment policy beneficial for reduction on labor cost,30% people tells existing recruitment policy for not beneficial for reduction on cost &10% people no response.
Ratio of effective utilization of human resource. ( Figure 1.6)
66
InterpretationAbove data 25% people says recruitment policy is effective utilization of human resources, 65% people says recruitment policy is not effective utilization of human resources &10% people no response.
Ratio of maintaining timing in recruitment and staffing schedule. ( Figure 1.7)
67
Interpretation
Above data 60% people tells recruitment policy helpful for maintaining timing in recruitment & staffing schedule,20% people tells no helpful & 10% people no response.
Job evaluation and job analysis helps in manpower recruitment in your Organization. ( Figure 1.8)
68
Interpretation
Above data 85% people tells job evaluation and job analysis helps in manpower recruitment in organization,5% people says job evaluation & job analysis not helps in manpower recruitment in organization & 10% people no response.
Ratio of the personal recruitment from external sources is more desirable than the internal ( Figure 1.9)
69
Interpretation
Above data 10% people says yes, 80% people says no& 10% people no response for the personal recruitment from external sources more desirable than the internal sources.
Ratio of benefits of cost analysis is done before recruitment.
( Figure 1.10)
70
Interpretation
Above data 30% people says yes ,60% people says no & 10% people no response cost analysis is done before recruitment.
Ratio of the satisfaction with the existing recruitment system of the organization.
( Figure 1.11)
71
Interpretation
Above data 30% people says yes,60% people says no & 10% people no response for satisfaction with the existing recruitment system of the organization
Ratio of the performance appraisal help in recruitment process.
( Figure 1.12)
72
Interpretation
Above data 35% people says yes,55% people says no& 10% people no response for performance appraisal help in recruitment process.
Ratio of the training will effect to recruitment process.
( Figure 1.13)
73
Interpretation
Above data 65% people tells yes, 25% people tells no& 10% people no response for the training will effect to recruitment process.
Ratio of the job rotation will affect the recruitment policy.
( Figure 1.14)
Ratio of the job rotation will affect the recruitment policy.
( Figure 1.14)
74
Interpretation
Above data 50% people says yes, 40% people says no & 10% people no response for job rotation will effect the recruitment policy.
Ratio of the controlling the shortage and excess of manpower.
( Figure 1.158)
75
Interpretation
Above data 90% people tells yes, 10% people no response for controlling the shortage and excess of manpower by employing casual work
Ratio of the by employing extra hours ( Figure 1.16)
76
Interpretation
Above data 90% people says yes, 10% people no response for employees extra workes.
Ratio of the by layoff or retrenchment.
77
( Figure 1.16)
Interpretation
Above data 90% people says no & 10% people no response for layoff retrenchment.
Employees/workers point of view
Ratio of the satisfied with existing recruitment policy in your
78
organization. ( Figure 1.17)
Interpretation
Above data 65% people no, 25% people yes& 10% people no response for
satisfaction with existing recruitment policy in organization.
Ratio of the workload in department.
( Figure 1.18)
79
Interpretation
Above data 20% people says yes,70% people no & 10% people no response for workload in department.
Ratio of optimum utilization.
( Figure 1.19)
80
Interpretation
Above data 25% people says yes ,65% people says no & 10% people no response for optimum utilization.
Ratio of satisfaction with the job.
81
Interpretation
Above data 25% people says yes , 65% people says no & 10% people no response for satisfaction with the job.
Ratio of the motivation of the main factor for optimum utilization of
82
existing manpower.
Interpretation
Above data 75% people says yes ,15% people says no& 10% people no response for the motivation of the main factor for optimum utilization of existing manpower.
Ratio of that recruitment of lower level staff from external source is desirable than internal source.
83
Interpretation
Above data 50% people tells yes ,40% people tells no & 10% people no response for recruitment of lower level staff from external source is desirable than internal source.
Ratio of that recruitment and training important by in organization helps in improving performance.
84
Interpretation
Above data 60% people says yes, 30% people says no & 10% people no
response for recruitment and training important by in organization helps in
improving performance.
85
FINDINGS
1. Under recruitment Procedures Requisition System is incorrect because the
replacement does not require fresh approval, unless it is in place of
termination.
2. The data banks are not properly maintained.
3. The dead bio-data are never being destroyed.
4. Proper induction is not given to all the employees. It reserves to only a few
levels.
5. Salary comparison is not justifies. Old employees are demoralized by getting
less surely then new employee.
6. Salary fixation has a halo effect .
7. Recruitment procedure is not fully computerized.
8. Manpower’s are recruited from private placement consultancy, who are
demanding high amount of fees, where as HRD Department is not fully
utilized to recruit manpower by advertisement.
9. Before recruitment cost benefit analysis is not done properly. It causes
manpower surplus which makes loss in the industry.
10.Manpower is recruited from reliable source however efficiency does not
recognize.
87
SUGGESTIONS
1. Fresh requisition requires approval and not replacement.
2. The Data Banks should be computerized.
2. The dead CVs should be destroyed.
3. Each level of employee should be formally inducted and introduced to the
Departmental Head. If not all levels, at least Asst. Manager and above
category of employees.
4. Salary comparison should be seriously done to retain the old employees.
5. Proper salary structure to be structured to attract people and make it tax
effective.
6. Cost benefit analysis should be alone before creating a position or
recruitment of manpower.
7. Recruitment process should be fully computerized.
8. External source should be given equal importance with internal source. By
which new brain will be inducted in the company with skill, talent, efficiency
etc.
9. Manpower planning should be followed before recruiting.
10.Proper inquiry should be done regarding previous employment of a candidate
before recruitment to avoid industrial disputes.
89
CONCLUSION
Studying the recruitment procedures of HCL, analyzing the respondents
answers, opinion survey and date analysis the researcher came to a conclusion
that HCL is a growing Company. It has a separate personnel department which is
entrusted with the task of carrying out the various policies, programmes like
recruitment selection, training etc. effectively and efficiently. The business of HCL
is carried on in a very scientific manner. In the saturation point of business it
need not waste the time to diversify into the another business. Management
understands the business game very well. At the time of difficulty it takes
necessary action to solve the problem. Now the personnel department of HCL is
in infancy stage. It always try to modernize the department. It strongly believes
in manpower position of the organization because it knows in the absence of ‘M’
for man all ‘Ms’ like money, material, machines, methods and motivation are
failure. It always tries to develop the human resources. In the absence of right
man, material, money, machines all things will not be properly utilized. So it
always recruits manpower in a scientific manner.
91
LIMITATIONS:
Every scientific study has certain limitations and the present study is no more
exception. These are: -
1. Interviewing of the executive of top echelon position who are making
recruitment is busy in the Organization State of affair. So it is not possible to
contact all of those every busy executives.
2. The terminology used in the subject is highly technical in nature and creates a
lot of ambiguity.
3. Confidentiality of the management is the strongest hindrance to the collection
of data and scientific analysis of the study.
4. All the secondary data are required were not available.
5. Respondents were found hesitant in revealing opinion about supervisors and
management.
92
In spite of all these limitations, the investigator has made an humble attempt to
present an analytical picture of the study with some suggestion for the long run
implementation.
93
BIBLIOGRAPHY
Principles of Management - by Koontz o’ Donel.
Principles and practice of Management –by C.B. Gupta.
Human Resource Development – by U.B. Singh
Principle and practice of Management –by L. M. Prasad.
Personnel Management –by C.B. Mamoria.
Management of human Resource.
Dynamic of personnel administration by M.N. Rudrabasavaraj.
Personal Management and industrial relation –by R.S Davar.
World Resources –by M.S Kar.
www.hcl.com
www.domain_b.com
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QUESTIONNAIRE TO EXECUTIVE
1. a) Name of the respondent :
b) Date of joining:
c) Employment NO:
d) Designation:
e) Department
2. Details of the Organization:
a) Name :
b) Address:
c) Nature of Production:
d) Location;
e) When started
3. Are you satisfied in your job? Satisfied/Not-Satisfied
i) Are you satisfied with the existing manpower position your department?
(Satisfied/Non-Satisfied)
ii) If not, do you need more manpower in your department? (Yes/No)
iii) Is it justified according to your workload? (Justified/Not Justified)
iv) Kindly give reasons for your answer in brief.
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4. (i) How do you ascertain the need of manpower in your department? Mention
the technique of manpower assessment.
(ii)Whether the planning period is long range/Medium range/Short range.
(iii)Whether the process of recruitment is approved by top management.
5. (a) How the personnel are recruited?
(i) Through external source
(ii) Through internal source
(iii) Or the both
(b) Are you satisfied with the existing recruitment system of the organisation?
(Yes/No)
(c) Kindly give reasons foe your answer briefly.
6. While recruiting the new personnel:
(a) Is there any job evaluation or job analysis procedure adopted? (Yes/No)
(b) Is there rate of labors turn over exactly calculated? (Yes/No)
(c) What are the requisite sources to fill the vacancies
(i) Through employment exchange
(ii) Advertising through T.V, Radio, Magazines and other Journals.
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(iii) Through campus interview.
(iv) Through management consultancy.
(v) At factory gate from any reliable source
7. while the selection procedure is going on
(A) Is the interview conducted in a special room?(Yes/No)
(b) Whether the organization conducts written test/verbal test/the both
(c) Whether the interviewer are company men/outsider/ the both
8. After selecting the candidate
(i) Is the induction programme being conducted? (Yes/No)
(ii) Is proper placement offered to the candidate?(Yes/No)
9. Is performance appraisal conducted for recognizing the efficiency in the
performance of employees? (Yes/No)
10. (a) Is there any provision for imparting training facilities to the employees?
(Yes/No)
(b) Which type of training for imparting training facilities to the
employees?(Yes/No)
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(c) In present context which type of training you considered as appropriate?
(d) Do you feel that training helps in recruitment policy? (Yes/No)
11. (a) Is there any promotion facility provided to the employees in your
organization ? (Yes/No)
(b) If yes, is it given on the basis of Efficiency/Seniority/the both
12. (a) What are the welfare amenities provided in your organization?
Crèche Yes/No
Canteen Yes/No
Recreation Yes/No
Medical Yes/No
Conveyance Yes/No
Free education for childrenYes/No
b) Is there any motivational technique adopted by the company?(Yes/No)
i) If yes, whether it is financial/Non-financial/the both
ii) Whether it is job enrichment/job enlargement/the both
iii) If no, kindly give your option
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13.(a) low do your manage the shortage of manpower in your organization?
By way of retrenchment/lay off/ the both/No one.
(b) How do you manage the shortage of manpower in your organization?
Recruiting casual workers/Engaging overtime/Recruiting permanent
workers/the both
14.Since the technology follow by the organization is not up-to-date. It needs
rationalization is there any future plan to bring latest technological
know-how? (Yes/No)
15. If so how and it what way it is going to affect the overall manpower
recruitment in the organization.
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ANNEXURE – II
OUESTIONNAIRE TO EMPLOYEE/WORKER
1. a) Name of the respondent.
b) Designation :
a) Date of joining :
b) Token no :
c) Department :
2. a) Are you a workman / employee in the following category ? permanent /
Temporary / Casual.
b) Are you getting wages in piece rate / Time rate / any other method.
c) Is wages fixed by wage Board / Collective bargaining / Any other method.
d) Are you feeling any work load in your job? Yes/No.
e) If yes, do you need extra hands? Yes/No
3. a) How do you have recruited ?
Through a employment exchange / through union / Political pressure /
through relatives.
b) Do you like internal source of recruitment ? Yes/No.
c) Do you feel that any extra manpower is needed for your organization?
Yes/No
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4. a) Is there any training facility for you? Yes/No
b) If yes, is it on the job training loft the job training / off the job training?
Yes/No.
c) Do you feel that training is inevitable for you? Yes /No
5. a) Are you satisfied with your job? Yes /No.
b) Is the job appraised by your superior authority? Yes/No.
6. a) Are you getting promotion? Yes/No.
b) If yes, in which basis you have promoted? Efficiency / Seniority / The
both.
7. Are you getting any motivational facilities? Financial / Non-financial / The
both.
8. What types of facilities the company is extending for you?
Creche Yes/No
Canteen Yes/No
Recreation Yes/No
Medical Yes/No
Conveyance Yes/No
Free education for children Yes/No
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9. Whether the organization provides employment opportunity to the family
members in case of death of the worker / employee.
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