A

PROJECT REPORT ON RECRUITMENT & SELECTION IN RELIANCE COMMUNICAION

A report submitted to the Director, Directorate of FOSTIIMA BUSINESS SCHOOL

Submitted to: Director Mr. Anil Somani

Submitted By: Name of Student: Kriti sharma Roll no: PGP13044

PREFACE
It is the matter of great pleasure for me to write about Reliance HR services As a part of MBA program all the student are liable to undergo summer training in an organization to enable them to be aquatinted with a practical aspect of business decision making. This connects the rise we have learnt in class with practical knowledge. At Reliance HR services, the employees are considered as most valuable asset and strength for sustained growth in the development of the company. It believes in the testing continuously in human resources for employees personal growth. Young professional leads the company .It has an open work environment, which is achievements oriented and its driven by autonomy and receptive to innovations.
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The company tremendous success and commitment to be the best in practice in the Indian industry has craned it the status of being largest. The main aim of this project report is to study about guidelines which help company in achieving its objective in specific time. For this company adapt some policies which help company in giving light to the worker. Hasty and rush decision in changing operations can be avoided by managers on the basic of prevailing policies, even when expediency and temporary solutions might require alternation of procedures and practices. Routine matter and ordinary problems are quickly disposed of due to policies offering predetermined answer to routine problems. Thus managers have more time to deal with non-routine and extraordinary problems. The main purpose for studying on MIS (ESS, ESIC, Reimbursement, Provident Fund, Full and Final) is known about the path follow by employees that are laid down by company.

ACKNOWLEDGEMENT

In difficult moments, behave like duck; keep calm and unruffled on the surface, but keep paddling away like crazy underneath

First of all I would like to thank Miss Payal Malhotra (HR Manager) for granting permission to me for project at Reliance communication. I would also like to thanks to Mr. Prasanna Kumar (Senior Executive officer ) who provided me sincere guidance at every possible juncture. I was able to complete my work because of his direction.

Last but not the least; I thank my institute Fostiima Business School, Delhi, for providing me with the experience of performing my project at a reputed company like RELIANCE COMMUNICATION.

CONTENT CHAPTER I
1.1 1.2 1.3 1.4 1.5 1.6 1.7 1.8 Introduction Objectives of study Period of study Research Methodology Method (Tools of Analysis) Limitations of study Scope of the study Operational definitions of the concept
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CHAPTER II 2.1 Industry Profile 2.2 Company Profile 2.2.1 History Of Company 2.2.2 Product & Solutions CHAPTER III 3.1 Data Analysis and Interpretations 3.2 Findings CHAPTER IV 4.1 Recommendations 4.2 Conclusion Bibliography Annexure

CHAPTER I

1.1 INTRODUCTION
In the so highly competitive and rapidly changing environment to survive the companies need well trained and skilled worker. India is a very rich country in the term of resources, weather natural or technical and scientific .But it is very sad to state that India, till now, has not perfectly learnt how to develop its man power and tap its human resources for the betterment of its citizenry and business goal. I like observe the people, so because of this interest I have completed my project in the area of Human Resource Management. The topic which I cover under this report is HR Policies, MIS and Process of Recruitment in

RELIANCE COMMUNICATION. This project report will clarify that what company does for its employees & their growth. For summer training I got an opportunity to do my summer training in HCL INFOSYSTEMS LTD. Because it is one of the biggest, well established and renowned in its field and serious about training its worker and intent to make it understood that they really care for them.

1.2 OBJECTIVES OF STUDY

The major objective of this report is to find out the way by which company recruit and select its employees. This report includes some other objectives: Candidates behavior towards company Recruitment And Selection Process. Relationship between top management and middle level management. Recruitment And Selection process used by the company. Companys policies towards employees development.

satisfaction level of selected candidate. Process ID cards with the help of (ESS Make and process ESIC cards Work on Provident fund Work on Full & Final Work on

1.3 SAMPLE SIZE

The sample size is 50 Employees, from HCL INFOSYSTEMS RUDRAPUR.

1.4 PERIOD OF STUDY

The pilot study was conducted during 1st May 2009. The study was done during 7th MAY to 6th JULY in 2009.

1.5 RESEARCH METHODOLOGY

The study was done with the help of primary as well as secondary data. Primary data were collected through the personal interview, questionnaire while secondary data were collected through: Internet Company report Brochures etc.

1.6 SCOPE OF THE STUDY

The scope of the project report is to provide information about the company and it focuses on the HR policies being used and the process of Recruitment & Selection. This study also focuses on the behavior of employees towards their company. Further scopes of the report are:1. 2. 3. employees? The project provides useful information about the company. To know the behavior of employees towards Recruitment & Selection To find out whether the technique is being liked by the candidates as well as

process used by the organization.

1.7 LIMITATION OF THE STUDY

While preparing this project, many limitations have been confirmed with. As no method approaching to the problem is an appropriate way. Every method is also having some limitations, which are under:1. It is also possible that respondents have given false information and
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conceal the true facts. 2. 3. 4. Time is most important for data collection. A large number of samples Could not cover due to lack of time. Few respondents filled the questionnaire without taking any interest. They did this just for the sake of formality. As we have to choose the simple, there may be some contradictions in the result of the project.

1.8

OPERATIONAL DEFINITION OF THE CONCEPT

1.8.1 MEANING OF RECUIRMENT According to Edwin B Flippo, Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. Recruitment is the activity that links the employers and the job seekers. A few definition of recruitment are: A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. It is the process to discover sources of manpower to meet the recruitment of staffing schedule and to employee effective measures for attracting that manpower in adequate . numbers to facilitate effective selection of an efficient working force. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process to expedite the selection process. Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resource needs even though specific vacancies do

not exist. Usually, the recruitment process starts when a manager initiates an employee requisition for a specific vacancy or an anticipate vacancy.

RECRUITMENT NEED ARE OF THREE TYPES 1:-Planned i.e. the needs arising from changes in organization and retirement policy. 2:-Anticipated:- Anticipated needs are those movements in personnel, which an
organization can predict by studying trends in internal and external environment. 3:-Unexpected:- Resignation, death, accidents, illness give rice to unexpected needs.

1.8.2 Purpose & Importance of Recruitment

1. Attract and encourage more and more candidates to apply in the organization. 2. Create a talent pool of candidates to enable the selection of best candidates for the organization. 3. Determine present and future requirements of the organization in conjunction with its personnel and job analysis activities. 4. Recruitment is the process which links the employers with the employees. 5. Increase the pool of job candidates at minimum cost. 6. Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. 7. Help reduce the probability that job applicants once regarding and selected will leave the organization only after a short period of time. 8. Meet the organization legal and social obligations regarding the composition of its Workforce. 9. Begin identifying and preparing potential job applicants who will be appropriate candidates. 10. Increase organization and individual effectiveness of various recruiting techniques

1.8.3 Recruitment Process

The recruitment and selection is the major function of the human resource department and recruitment process is the first step toward creating the competitive strength and the strategic advantage for the organization. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the

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interviews and requires many resources and time. A general recruitment process is as follows: Identifying The Vacancy:The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company: Posts to be filled. Number of persons. Duties to be performed. Qualification required. Preparing the job description and person specification. Locating and developing the source of required number and type of employees. Short-listing and identifying the prospective employee with required characteristics. Arranging the interview with the selected candidates. Conducting the interview and decision making.

1.8.4 Source Of Recruitment

Every organization has the option of choosing the candidate for its recuirment process from two kinds of sources: internal and external sources. The sources within the organization itself (like transfer of employees from one department to other , promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidate from all
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the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment.

Internal Sources Of Recruitment

Transfer Promotions Upgrading Demotion Retired employees Retrenched employees Dependents and relatives of deceased employees

External Sources Of Recruitment

Press advertisement Educational institution Placement agencies/outsourcing Employment exchange Labor contractors Unsolicited applicants Employee referrals Recruitment at factory gate

1.8.5 Factor Affecting Recruitment Process

The recruitment function of the organization is affected and governed by a mix of various internal and external forces. The internal forces or factor are the factors that can be controlled by the organization. And the external factors are those factors which cannot be controlled by the
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organization. The internal and external forces affecting recruitment function of an organization are:

Internal Factors
Recruitment policy Human resource planning Size of the firm Cost of the recruitment Growth and expansion

External Factor
Supply and demand Labor market Image/ Goodwill Political- Social-Legal environment Unemployment rate Competitors

1.8.6 Meaning Of Selection

Selecting a suitable candidate can be the biggest challenge for any organization. According to Dale Yoder Selection is the process in which candidate for employment are divided into two classes-those who are to be offered employment and those who are not.
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The success of a sales organization largely depends on its staff. Selection of the right candidate builds the foundation of any organizations success and helps in reducing turnovers. Through there is no fool proof selection procedure that will ensure low turnover and high profits, the following steps generally make up the selection process for the right sales person.

Steps Taken In Selection Process Step 1- Pre Interview Screening And Preliminary Interview
This is generally the starting point of any employee selection process. Pre interview screening eliminates unqualified applicants and helps save time. Applications received from various sources are scrutinized and irrelevant ones are discarded. A preliminary interview may be conducted as well.

Step 2- Application From

A candidate who passes the preliminary interview and is found to be eligible for the job is asked to fill in a formal application form. Such a form is designed in a way that is records the personal as well as professional details of the prospective sales employee.

Step 3- Personal Interview

Most sales managers believe that the personal interview is an absolute MUST. It helps them in obtaining more information about the prospective employee. It also helps them in interacting with the candidate and judging his communication abilities, his case of handling pressure etc. In some companies, the selection process comprises only of the interview.

Step 4- Checking Reference

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Most application forms include a section that required prospective candidates to put down names of a few reference. References can be classified into- former employer, former customers, business references, reputable person. Such reference are contacted to get a feedback on the person in question including his behavior, skills, conduct etc.

Step 5- Credit Checks

Many companies check the financial condition of a prospective employee. If a person faces the burden of heavy loan or debt, a prospective employer would want to know that.

Step 6- Tests
Different type of test are conducted to evaluate the capabilities of an applicant, his behavior , special qualities etc. Separate tests are conducted for various type of job.

Step 7- Physical Examination

If all goes well, then at this stage, a physical examination is conducted to make sure that the candidate enjoys sound health and does not suffer from any serious type of ailment.

Step 8- Job Offer

A candidate who clears all the steps is finally considered right for a particular job and is presented with the job offer. An applicant can be dropped at any given stage considered unfit for the job. Only after successfully clearing all the hurdles, an applicant can enjoy the feeling of being selected for a particular job

DIFFERENCE BETWEEN RECRUITMENT & SELECTION

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1: - Recruitment is the process of attracting the applicants. Where as selection is the

process of finding the appropriate candidate among them.

2:- Recruitment is a process of searching for prospective employees and simulating and
encouraging them to apply for job in an organization. Where as selection is a hiring process is of one or many go-on-goguages.

3: - Recruitment is the discovering of potential applicants for actual or anticipated

organizational vacancies. Where as in selection candidates are screened by the employer and the short- listed applicants go on to the next hurdle.

4: - Recruitment process occurs before selection process.

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CHAPTER II

2.1 INDUSTRY PROFILE

2.1.1 INFORMATION TECHNOLOGY Information Technology (IT) is concerned with the use of technology in managing and processing information, especially in large organizations.

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In particular, IT deals with the use of electronic computers and computer software to convert, store, protect, process, transmit, and retrieve information. For that reason, computer professionals are often called IT specialists or Business Process Consultants, and the division of a company or university that deals with software technology is often called the IT department. Other names for the latter are information services (IS) or management information services (MIS), managed service providers (MSP). In the United Kingdom education system, information technology was formally integrated into the school curriculum when the National Curriculum was devised. It was quickly realised that the work covered was useful in all subjects. With the arrival of the Internet and the broadband connections to all schools, the application of IT knowledge, skills and understanding in all subjects became a reality. This change in emphasis has resulted in a change of name from Information Technology to Information and Communication Technology (ICT). ICT in Education can be understood as the application of digital equipment to all aspects of teaching and learning. It is present in almost all schools and is of growing influence. The growth of use of Information and Communications Technology and its tools in the field of Education has seen tremendous growth in the recent past. Technology has entered the classroom in a big way to become part of the teaching and learning process.

2.1.2 INDUSTRY ORGANIZATIONS

The World Information Technology and Services Alliance (WITSA) is a consortium of over 60 information technology (IT) industry associations from economies around the world. WITSA members represent over 90 percent of the world IT market. As the global voice of the IT industry, WITSA is dedicated to:

Advocating policies that advance the industrys growth and development;

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Facilitating international trade and investment in IT products and services; Strengthening WITSAS national industry associations through the sharing of knowledge,

Experience, and critical information; Providing members with a vast network of contacts in nearly every geographic region of the world;

Hosting the World Congress on IT, the premier industry sponsored global IT event; Hosting the Global Public Policy Conference; and Hosting the Global Information Security Summit.

Founded in 1978 and originally known as the World Computing Services Industry Association, WITSA has increasingly assumed an active advocacy role in international public policy issues affecting the creation of a robust global information infrastructure, including:

Increasing competition through open markets and regulatory reform; Protecting intellectual property; Encouraging cross-industry and government cooperation to enhance information security;

Bridging the education and skills gap reducing tariff and non-tariff trade barriers to IT goods and services; and

Safeguarding the viability and continued growth of the Internet and electronic commerce.

The Information Technology Association of America (ITAA)is an industry trade group for several U.S. information technology companies. Founded in 1961 as the Association of Data Processing Services Organizations (ADAPSO), the Information Technology Association of America (ITAA)provides global public policy, business networking, and national leadership to promote the continued rapid growth of the
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IT industry. ITAA consists of approximately 325 corporate members throughout the U.S., and is secretariat of the World Information Technology and Services Alliance (WITSA)., a global network of 67 countries' IT associations. The Association plays a leading role in issues of IT industry concern including information security, taxes and finance policy, digital intellectual property protection, telecommunications competition, workforce and education, immigration, online privacy and consumer protection, government IT procurement, human resources and e-commerce policy. ITAA members range from the smallest IT start-ups to industry leaders in the Internet, software, IT services, digital content, systems integration, telecommunications, and enterprise solution fields. ITAA membership is open to any company with operations situated in the U.S. and offering commercial IT products and services. Companies eligible for full IT membership include firms with headquarters, division offices, or branch offices located in the U.S. as well as foreign firms with subsidiary operations in the U.S. In addition, [1] offers affiliate membership to firms that sell business products and services to IT companies
ITAA publishes a series of electronic newsletters. The ITAA E-LETTER covers the issues of the networked economy. These include coverage issues such as information and telecommunications public policy, as well as pertinent news about the businesses of electronic commerce, Internet service and enhanced telecommunications service providers. The ITAA E-LETTER is distributed exclusively by electronic mail and available for free available for free.

2.2 COMPANY PROFILE

Overview HCL is a leading global Technology and IT Enterprise with annual revenues of US$ 4.1 billion. The HCL Enterprise comprises two companies listed in India, HCL Technologies (www.hcltech.com) and HCL Infosystems (www.hclinfosystems.in) The 3 decade old enterprise, founded in 1976, is one of India's original IT garage start ups. Its range of offerings span R&D and Technology Services, Enterprise and Applications
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Consulting, Remote Infrastructure Management, BPO services, IT Hardware, Systems Integration and Distribution of Technology and Telecom products in India. The HCL team comprises 47,000 professionals of diverse nationalities, operating across 17 countries including 360 points of presence in India. HCL has global partnerships with several leading Fortune 1000 firms, including several IT and Technology majors.

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2.2.1 HCL INAUGURATES ITS MANUFACTURING FACILITY AT UTTARAKHAND HCL the largest vertically integrated IT manufacturing Company of India announces its commercial production in North India Rudrapur (Uttarakhand): -- Taking yet another step to sustain and strengthen its leadership in the ICT arena - HCL Infosystems Ltd., nation's premier information enabling and Integration Company, today launched its manufacturing facility in India at Rudrapur, Uttrakhand. Spread over 10 acres of land area in the progressive SIDCUL Industrial Estate at Pantnagar in Rudrapur, this facility would enhance the overall capacity of HCL the largest PC manufacturer of India to 2 million PCs per annum. Beginning with production of desktops computers and LCD monitors, the plant has the capability to manufacture an entire spectrum of ICT products - including notebooks, servers as well as thin clients. The new HCL manufacturing base, which was completed in just eight months after commissioning, has already received its ISO 14001, ISO 9001:2000 certifications-ensuring that all HCL products manufactured here, comply with global quality standards. Not only will the said facility boost the overall ICT manufacturing capacities in the country, it will also act as a strong catalyst for the development of regional economy. While HCL has already recruited more than 200 local employees, it plans to recruit around 500 people in various capabilities as it commissions to its full capacity. Inaugurating the facility, Pt. N.D.Tiwari, Hon'ble Chief Minister of Uttarakhand said "As the Indian IT industry is growing at a rapid pace and is working extensively to bridge the digital divide, we in Uttarakhand would like to welcome the nations' most renowned indigenous ICT innovator - HCL, to the state. We are sure that this new facility of HCL will further enable them to take computing and ICT, right till the most remote corner of the country and will also prominently display the state of Uttarakhand on the Indian IT map. We are happy to welcome them and would like to extend our cooperation and support, by providing a comprehensive blend of progressive industrial policies and infrastructure."
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Talking on advanced capabilities and projected future plans, Mr. Ajay Chowdhry Chairman & CEO, HCL Infosystems Ltd., said, "This facility will complement our existing manufacturing base at Pondicherry - taking our overall annual capacity to two million PCs per annum. With multiproduct manufacturing capabilities, HCL will be amongst the nation's largest vertically integrated ICT manufacturing facilities. Besides enabling us to manufacture a wide spectrum of ICT products, this facility will also allow us to offer more enhanced value to our customers through better logistics efficiency, lower time to market as well as de-risk our complete manufacturing portfolio - with strong facility base in both southern & northern India. Moreover it makes us future-ready to take on expected strong growth potential, being expected in Indian PC market." The new HCL facility has installed several state-of-the-art processes as well as advanced testing techniques. These ensure that the various products coming out from HCL assembly line are uniquely equipped to face any challenging & extreme operating situations, which are often witnessed in Indian hinterlands. Some of these initiatives include: Components -These are especially sourced and tested for their tolerance towards temperature, humidity & heat. Special wireless LAN-based Reliability tests - which tests each component of the PC both individually as well as in an integrated manner for a continuous period of 4 hours Extreme Temperature tests - Specifically created environmental chambers which tests PCs for effective operations within a temperature range of 0o centigrade to 40o centigrade and at humidity range of 95%. Drop tests - Tests in which computers are dropped from a height of around 5 feet to test their handling reliability. Several other tests, which include ESD test, Earth Leakage test and others. Further still, HCL also demonstrated the unique 'Build-to-order' (BTO) capabilities of the manufacturing plant pioneered by it thirty years ago - which enables HCL to manufacture & design ICT products with specific configurations - customized to suit the needs of particular customers,
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in a matter of just few hours! Bringing it alive during the plant tour, HCL exhibited - how some specific orders, received by the plant were shipped within 24 hrs.The plant is networked & online with HCL branch and head offices. State of the art IT systems in MRP, ERP, Online configurators enable this latest unit of HCL to leverage the power of IT in delivering optimum efficiency. The Uttarakhand facility will cater to the additional volumes of HCL servicing the northern markets.

About HCL Infosystems HCL Infosystems, with annual revenues of US$ 2.6 billion, is India's premier information enabling and system integration company. HCL offers products and infrastructure solutions in the fields of computing, communication, networking, office automation, broadcasting and imaging. It has partnerships with leading global players like Intel, AMD, Toshiba, Bull, Ericsson, Cisco, Microsoft, Nokia, Apple, Casio, Computer Associates, Symantec and Konica Minolta among others. HCL has a direct sales, channel sales and retail sales network pan India. HCL has a support of 360+ customer service centers and four ISO 9001 certified state-of-the-art manufacturing facilities. HCL Infosystems has pan India presence across metros and non-metros. With a mission to provide world-class information technology solutions and services to enable its customers to serve their customers better, HCL Infosystems is forever setting new standards of IT in the country. For more information please visit us at www.hclinfosystems.in

About HCL Enterprise

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HCL Enterprise is a leading global technology and IT enterprise with annual revenues of US $3.7 billion (Rs. 16,789 crores). The HCL Enterprise comprises two companies listed in India - HCL Technologies & HCL Infosystems. The 3-decade-old enterprise, founded in 1976, is India's original IT garage start-up. Its range of offerings span Product Engineering, Technology and Application Services, BPO, Infrastructure Services, IT Hardware, Systems Integration, and distribution of ICT products. The HCL team comprises 40,999 professionals of diverse nationalities, who operate from 16 countries including 360 points of presence in India. HCL has global partnerships with several leading Fortune 1000 firms, including leading IT and Technology firms. For more information please visit us at www.hcl.in 2.2.2 COMPANY > 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. The highlights of the HCL saga are summarised below:

YEAR HIGHLIGHTS 1976 - Foundation of the Company laid - Introduces microcomputer-based programmable calculators with wide acceptance in the scientific / education community - Launch of the first microcomputer-based commercial computer with a ROM -based Basic interpreter - Unavailability of programming skills with customers results in HCL developing bespoke applications for their customers

1977

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1978 1980 1981

- Initiation of application development in diverse segments such as textiles, sugar, paper, cement , transport - Formation of Far East Computers Ltd., a pioneer in the Singapore IT market, for SI (System Integration) solutions - Software Export Division formed at Chennai to support the bespoke application development needs of Singapore - HCL launches an aggressive advertisement campaign with the theme ' even a typist can operate' to make the usage of computers popular in the SME (Small & Medium Enterprises) segment. This proposition involved menu-based applications for the first time, to increase ease of operations. The response to the advertisement was phenomenal. - HCL develops special program generators to speed up the development of applications - Bank trade unions allow computerisation in banks. However , a computer can only run one application such as Savings Bank, Current account , Loans etc. - HCL sets up core team to develop the required software - ALPM ( Advanced Ledger Posting Machines ) . The team uses reusable code to reduce development efforts and produce more reliable code . ALPM becomes the largest selling software product in Indian banks - HCL designs and launches Unix- based computers and IBM PC clones - HCL promotes 3rd party PC applications nationally - Zonal offices of banks and general insurance companies adopt computerization

1983

1985

1986

- Purchase specifications demand the availability of RDBMS products on the supplied solution (Unify, Oracle). HCL arranges for such products to be ported to its platform. - HCL assists customers to migrate from flat-file based systems to RDBMS - HCL enters into a joint venture with Hewlett Packard - HP assists HCL to introduce new services: Systems Integration, IT consulting, packaged support services ( basicline, teamline )

1991 - HCL establishes a Response Centre for HP products, which is connected to the HP Response Centre in Singapore. - There is a vertical segment focus on Telecom, Manufacturing and Financial Services 1994 - HCL acquires and executes the first offshore project from IBM Thailand

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- HCL sets up core group to define software development methodologies - Starts execution of Information System Planning projects 1995 - Execution projects for Germany and Australia - Begins Help desk services - Sets up the STP ( Software Technology Park ) at Chennai to execute software projects for international customers - Becomes national integration partner for SAP - Kolkata and Noida STPs set up 1997 - HCL buys back HP stake in HCL Hewlett Packard 1998 - Chennai and Coimbatore development facilities get ISO 9001 certification - Acquires and sets up fully owned subsidiaries in USA and UK 1999 - Sets up fully owned subsidiary in Australia - HCL ties up with Broadvision as an integration partner - Sets up fully owned subsidiary in Australia - Chennai and Coimbatore development facilities get SEI Level 4 certification - Bags Award for Top PC Vendor In India 2000 - Becomes the 1st IT Company to be recommended for latest version of ISO 9001 : 2000 - Bags MAIT's Award for Business Excellence - Rated as No. 1 IT Group in India -Launched Pentium IV PCs at below Rs 40,000 2001 -IDC rated HCL Infosystems as No. 1 Desktop PC Company of 2001 2002 -Declared as Top PC Vendor by Dataquest -HCL Infosystems & Sun Microsystems enters into a Enterprise Distribution Agreement - Realigns businesses, increasing focus on domestic IT, Communications & Imaging
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1996

products, solutions & related services - Became the first vendor to register sales of 50,000 PCs in a quarter - First Indian company to be numero uno in the commercial PC market - Enters into partnership with AMD 2003 - Launched Home PC for Rs 19,999 - HCL Infosystems' Info Structure Services Division received ISO 9001:2000 certification - Launches Infiniti Mobile Desktops on Intel Platform - Launched Infiniti PCs, Workstations & Servers on AMD platform - 1st to announce PC price cut in India, post duty reduction, offers Ezeebee at Rs. 17990 - IDC India-DQ Customer Satisfaction Audit rates HCL as No.1 Brand in Desktop PCs - Maintains No.1 position in the Desktop PC segment for year 2003 - Enters into partnership with Port Wise to support & distribute security & VPN solutions in India - Partners with Microsoft & Intel to launch Beanstalk Neo PC 2004 - Becomes the 1st company to cross 1 lac unit milestone in the Indian Desktop PC market - Partners with Union Bank to make PCs more affordable, introduces lowest ever EMI for PC in India - Launched RP2 systems to overcome power problem for PC users - Registers a market share of 13.7% to become No.1 Desktop PC company for year 2004 - Crosses the landmark of $ 1 billion in revenue in just nine months 2005 - Launch of HCL PC for India, a fully functional PC priced at Rs.9,990/- Rated as the No.1 Desktop PC company by IDC India -Dataquest

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- 'Best Employer 2005' with five star ratings by IDC India -Dataquest. - 'The Most Customer Responsive Company 2005' -IT Hardware Category by The Economic Times -Avaya Global Connect. -Top 50 fastest growing Technology Companies in India' & 'Top 500 fastest Growing Technology Companies in Asia Pacific' by 'Deloitte & Touche'. by 'Deloitte & Touche' -'7th IETE -Corporate Award 2005' for performance excellence in the field of Computers & Telecommunication Systems by IETE. -'Best Bhoomi Brand 2005' by 360 magazine -in the PC category -in the LCD Monitor category. -Indias 'No.1 vendor' for sales of A3 size Toshiba Multi Functional Devices for the year '04 -'05 by IDC. -Toshiba Super Award 2005 towards business excellence in distribution of Toshiba Multifunctional products, -Strategic Partners in Excellence' Award by Infocus Corporation for projectors. -'Most valued Business Partner' Award for projectors by Infocus Corporation in 2005 2006 - 75, 000+ machines produced in a single month - HCL Infosystems in partnership with Toshiba expands its retail presence in India by unveiling 'shop Toshiba' - HCL Infosystems & Nokia announce a long term distribution strategy - HCL the leader in Desktops PCs unveils India's first segment specific range of notebooks brand - 'HCL Laptops' - IDBI selects HCL as SI partner for 100 branches ICT infrastructure rollout - HCL Infosystems showcases Computer Solutions for the Rural Markets in India - HCL Support wins the DQ Channels-2006 GOLD Award for Best After Sales Service on a nationwide customer satisfaction survey conducted by IDC - HCL Infosystems First in India to Launch the New Generation of High Performance Server Platforms Powered by Intel Dual - Core Xeon 5000 Processor

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- HCL Forms a Strategic Partnership with APPLE to provide Sales & Service Support for iPods in India - HCL Infosystems reports consolidated revenue of Rs. 3130.4 crores (USD 776.8 MN) for the quarter ended 30th September 2007, Computer Systems revenue registered a growth of 36%, Consolidated Profit Before Tax reported at Rs. 105.6 crores (USD 26.2 Mn). - HCL Wins 'The Most Admired Retailer Of The Year' Award 2007, Recognition for HCL Digilife stores by IMAGES Retail Awards in 'Consumer Durables and Electronics' category. - HCL Infosystems reports quarterly consolidated revenue of Rs. 3108.3 crores (USD 708.2 Mn), taking the consolidated revenue for the year to Rs. 11855.4 crores (USD 2.7 Bn). - Kodak And HCL Ink Agreement to distribute Digital Cameras in India. - HCL Infosystems reports consolidated revenue of Rs. 2954.3 crores (USD 673.1 Mn) for the quarter ended 31st March 2007. Profit After Tax reported at Rs. 88.0 crores (USD 20.0 Mn). - HCL Infosystems reports consolidated revenue of Rs. 2968.9 crores (USD 664.5 Mn) for the quarter ended 31st December 2006. PAT is Rs. 76.0 crores (USD 17.0 Mn), grows at 19%.

2007

2008

- HCL unveils the future of personal computing unveils next generation, ultra portable, sub Rs.14000/- laptops for the first time in india - HCL expands its initiative to create industry ready ICT professionals - Launches HCL Career Development Centre in Hyderabad , offering specially designed courses in Infrastructure, Middleware and Networking - HCL Infosystems reports consolidated revenue of Rs. 3306.6 crores (USD 842.2 Mn) and PAT of Rs. 81.4 crores (USD 20.7 Mn) for the quarter ended 31st December 2007. Computer Systems business revenue reported at Rs. 911.0 crores (USD 232.1 Mn), a growth of 40%. - Announcement from HCL & Toshiba PC & Network Company april 04. - Microsoft and HCL Infosystems strengthen partnership april 11 HCL Infosystems reports consolidated revenue of Rs. 3017.5 crores (USD 765.7 Mn) and PAT of Rs. 81.5 crores (USD 20.7 Mn) for the quarter ended 31st March 2008

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- HCL Digilife Chain becomes the most awarded retail chain in 2007-08 - HCL Infosystems reported quarterly consolidated revenue of Rs. 3155 crores (USD 788.5 Mn), taking the consolidated revenue for the year to Rs. 12605 crores (USD 3149.7 Mn) - HCL Infosystems limited announces an alliance with Gyan Ganga Institute of Technology and Science (GGITS) to launch HCL K2 Academy in Bhopal and Jabalpur. Sep 05. - HCL Equips Delhi Police With Technology to Fight Crime oct14. - HCL Infosystems Reports Consolidated Revenue of Rs. 3125.8 Crores (USD 673.5 Mn) for the Quarter Ended 30th September 2008 - HCL introduces Laptop Series 39 with excellent thermals, Energy Star 4.0 compliance and imprint designs customized for Indian consumers nov14. 2009 Jan 17, 2009 : HCL Infosystems Limited announces an alliance with Business School of Delhi to launch HCL K2 Academy in Greater Noida. Jan 21, 2009 : HCL Infosystems organizes Expressions of the Mind 2009, a special programme of HCL Concert Series at the India Habitat Centre. Jan 27, 2009 : HCL Infosystems reports consolidated revenue of Rs. 3140 crores (USD 646 Mn) for the quarter ended 31st December 2008. Jan 28, 2009 : Nokia Corporation announces to set up a joint venture with HCL Infosystems to sell mobile value added services directly to consumers in India. Feb 10, 2009 : HCL Infosystems announces launch of HCL TOUCH its 24X7 round the clock, service & support for its Laptop customers in Punjab and Haryana.

Feb 19, 2009 : HCL Infosystems announces launch of HCL TOUCH its 24X7 round the clock, service & support for its Laptop customers in Rajasthan. Mar 09, 2009 : HCL Infosystems announces a tie-up with Korean major Nautilus Hyosung, to provide complete ATM solutions for Indian banks across the country.

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Mar 17, 2009 : HCL Infosystems announces launch of HCL TOUCH its 24X7 round the clock, service & support for its Laptop customers in Madhya Pradesh. Apr 23, 2009 : HCL Infosystems reports consolidated revenue of Rs. 3023.8 crores (USD 610.7 Mn) for the quarter ended 31st March 2009. Apr 29, 2009 : HCL Infosystems Ltd launches HCL Laptop Z39, a first of its kind power packed laptop in India at Kolkata today May 25, 2009 : HCL Infosystems Bags Large BSNL IT Deal - A System Integration Project worth Rs. 240 Crs for Implementation & Support Jun 02, 2009: HCL Infosystems showcases its future range of products and launches breakthrough customer service technology at Computex 2009', the largest computer exhibition in Asia and the second largest in the world being held at Taipei, Taiwan. Jun 05, 2009 : HCL Infosystems Kick Starts Green Bag Campaign to Facilitate eWaste collection Jun 29, 2009 : HCL Infosystems Deploys Banking Solutions for Agrasen Bank

32

CHAPTER III

33

DATA ANALYSIS AND INTERPRETATION

Q1.Are you aware of recruitment programmes provided by an organization?

Particulars YES NO

No of Percentage Respondents (%) 40 10 80 20

34

Are you aware of recruitment programmes by an provided organization? No 10,20%

yes no

Yes 40,80%

Interpretation:-Acc to this pie-chart maximum worker know about recruitment

programmes and received maximum percentage i.e. 80%. And 20% workers dont know abut it.

Q2. Is there any need of improvement regarding recruitment?

Particulars YES

No of Percentage Respondents 11 22

NO

39

78

35

Is there any need of improvement regarding recruitment ?

YES , 11, 22% YES NO

NO, 39, 78%

Interpretation:-Acc to this pie-chart, workers who said that there is no need of

improvement regarding recruitment programmers received maximum percentage i.e. 78% and who said that there is need of improvement received less percentage i.e.22%.

Q3. Does recruitment programmes contribute to stability of employment in your

organization?

Particulars YES

No of Percentage Respondents 45 90

NO

10

36

Does recruitment programmes contribute to stability of employment in your organization?

NO, 5, 10%

yes no

YES, 45, 90%

Interpretation:-Acc to this pie-chart all workers who said that recruitment

programmers contribute to stability of employment in the organization received Maximum percentage i.e. 90% And who said no got 10%.

Q4. Do you like recruitment policy?

Particulars YES

No of Percentage Respondents 39 78

NO

11

22

37

Do you like recruitm ent policy?

NO 11, , 22%
YES N O

YES, 39, 78%

Interpretation:-Acc to this pie-chart mostly workers said that they like recruitment policy and received maximum percentage i.e. 78% and those who dont like gained les percentage i.e.22%. Q5. Do you think recruitment policy should be changed?

Particulars YES

No of Percentage Respondents 11 22

NO

39

78

38

Do you think recruitm ent policy should be changed?

Y S, 11, E 22%

YES NO

N , 39, 78% O

Interpretation:-Acc to this pie-chart mostly workers said that the recruitment policy should not be changed and received maximum percentage i.e. 78% and those who said that there should be change in recruitment policy gained least percentage i.e.22% Q6. At the time of interview do you feel nervous?

Particulars YES

No of Percentage Respondents 32 64

NO

18

36

39

At the time of interview do you feel nervous?

no, 18, 36%

YES NO
yes, 32, 64%

Interpretation:-Acc to this pie-chart 36% workers said that they were feeling
nervous at the time of interview while 64% workers said that they didnt feel nervous.

Q7. Is there any known person already working in this organization?

Particulars YES

No of Percentage Respondents 25 50

NO

25

50

40

Is any known person already working in this organisation?

NO, 25, 50%

YES, 25, 50%

YES NO

Interpretation:-Acc to this pie-chart half of the workers said that there is known
person already working in this organization i.e. 50% and half of the workers said that there is not any known person already working in this organization i.e. 50%.

Q8. Are you aware about terms and conditions of the organization?

Particulars YES

No of Percentage Respondents 21 42

NO

29

58

41

Are you aware about terms and conditions of the organisation?

YES, 21, 42% YES NO

NO, 29, 58%

Interpretation:-Acc to this pie-chart 42 %workers said that they were aware

about terms and conditions of the firm whereas 58% workers said that they were not aware about the terms and conditions and gained maximum percentage. Q9. Is organization checked your past experience records?

Particulars YES

No of Percentage Respondents 30 60

NO

20

40

42

Is organisation checked your past record?

NO, 20, 40%

yes no

YES, 30, 60%

Interpretation:-Acc to this pie-chart all workers said that the firm checked their
past experience records and received maximum percentage i.e. 100%. Q10. Is the present job linked with past job?

Particulars YES

No of Percentage Respondents 28 56

NO

22

44

43

Is the present job linked with past job?

NO, 22, 44%

YES, 28, 56%

YES NO

Interpretation:-Acc to this pie-chart 56% workers said that their present job linked with past job and 44% workers said that their present job is not linked with past job. Q11. Are you satisfied with the salary offered by an organization?

Particulars YES

No of Percentage Respondents 25 50

NO

25

50

44

Are you satisfied with salary offered by an organisation?

NO, 25, 50%

YES, 25, 50% YES NO

Interpretation:-Acc to this pie-chart half of the workers i.e. 50% said that they are
satisfied with the salary offered by the firm while half i.e. 50% of the workers are not satisfied. Q12. Do you like selection policy?

Particulars YES

No of Percentage Respondents 43 86

NO

14

45

Do you like selection policy? NO 7, , 14%

YES N O

Y ES, 43, 86%

Interpretation:-Acc to this pie-chart mostly all workers said that they like selection
policy of the firm and got maximum percentage i.e.86% while 14% said that they didnt like selection policy.

Q13. Do you think selection procedure should be changed?

Particulars YES

No of Percentage Respondents 7 14

NO

43

86

46

Do you think selection procedure should be changed?

YES, 7, 14%
YES NO

NO, 43, 86%

Interpretation:-Acc to this pie-chart 14% of the workers said that selection policy
should be changed and 86% said that there should not be any change in selection procedure and received maximum percent.

FINDINGS
The response collected was based on the employees experience. 1. 80% employees know about recruitment programmers provide by the organization. 2. Near about 78% of the employees said there is no need of improvement in recruitment programmers of organization. 3. 90% employees say that recruitment programmers contribute to stability of employment in the organization. 4. 78% of the employees say that they like recruitment polices of organization. 5. 78% of the responses show that recruitment polices should not be changed.

47

6. 64% of the respondents satisfied that they feel nervous at the time of interview. . 7. 50% of the respondents show that some known person already working in organization. 8. 58% employees said that they dont know about the term or condition of the organization. 9. Near about 60% of the respondents, say that Organization checked their experience record before giving job. 10. 56% employees said that, the present jobs are linked with previous job. 11. 50% are satisfied with the salary and 50% are not. 12. 86% employees said that they like selection polices. 13. 86% person said selection procedure should not be changed.

48

CHAPTER IV

RECOMMENDATION

1. 2. 3. 4. 5.

Recruitment and Selection should be updated according to need. Employees should have to be aware about the recruitment and selection polices techniques. Recruitment and Selection polices should be clear to all. Respondents should have to better understand the job responsibility. Time of getting in and out during these sessions should be mentioned maintain punctuality of time.

49

CONCLUSION
It is truth that no work is completed in itself. Infect, completion of one job is actually the beginning of another job. Likewise, recruitment and selection is never ending process. It is essential for personal & professional Development.

This project has been considering all possible aspects mentioned in the project aspects mentioned in the project booklet. The project is made very clear and precise with the help of the relevant data which is provided by the company & through various annexure. This project report to me a greater satisfaction.

50

In the concluding remark of my project report, I would like to state that HCL INFOSYSTEMS LTD, the employers are considered as most valuable assets & strength for sustained growth & development of the company so we have to recruit and select right person for right job and for longer time.

They believe in investing continuously in human resource for their growth. The company is led by young professionals. They have an open work environment which is achievement Oriented.

In spite of these merits, there are some demerits also in the company that the goals of the company are not decided in advance and no feedback fixed for workers and executives in HCL INFOSYSTEMS LTD RUDRAPUR.

BIBLIOGRAPHY

1)

Human Resource Management By K. Aswathapa

2)

Human Resource Management By L. M. Prasad

3)

Human Resource Management By S. K. Gupta

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4)

Website:- www.hclinfosystem.com www.google.com www.wikkipedia.com

QUESTIONNAIRE
Questionnaire OF Recruitment Q1 Are you aware of Recruitment programmes provided by an organization? a) YES b) NO

Q2 Is there any need of improvement regarding recruitment? a) YES b) NO

Q3 Does recruitment programmes contribute to stability of employment in your organization?

52

a) YES

b)

NO

Q4 Do you like recruitment policy? a) YES b) NO

Q5

Do you think recruitment policy should be changed? b) NO

a) YES

Questionnaire of Selection Q6 At the time of interview do you feel nervous? a) YES b) NO

Q7 Is any known person already working in this organization? a) YES b) NO

Q8 Are you aware about terms and conditions of the organization? a) YES b) NO

Q9 Is Organization checked your past experience records? a) YES b) NO

Q10 Is the present job linked with past job? a) YES b) NO

Q11 Are you satisfied with the salary offered by an organization?

53

a) YES Q12 Do you like selection policy? a) YES

b) NO

b) NO

Q13 Do you think selection procedure should be changed? a) YES b) NO

54