FINAL PROJECT REPORT

ON
RECRUITMENT AND SELECTION
IN

Submitted for the partial fulfillment of the requirement for award of degree of
MASTERS OF BUSINESS ADMINISTERATION to
PUNJAB TECHNICAL UNIVERSITY, JALANDHAR

Submitted to: Submitted by:

Director VIBHA
RBIEBT Roll no. 90602264199
MBA IV SEM
RBIEBT
RAYAT AND BAHRA INSTITUTE OF ENGINEERING AND BIO
TECHNOLOGY (MBA), MOHALI
DECLARATION

1
I hereby declare that the project titled “Recruitment and Selection in HCL” is an
original piece of research work carried out by me under the guidance and supervision of
MISS RYTHEEMA DULLO . The information has been collected from genuine &
authentic sources. The work has been submitted in partial fulfillment of MASTERS OF
BUSINESS ADMINISTERATION to RAYAT AND BAHRA INSTITUTE OF
ENGINEERING AND BIO TECHNOLOGY.
This work has not been submitted anywhere else for any other degree/diploma.

VIBHA
RBIEBT
MBA(HR)
IV SEM

2
 ACKNOWLEDGEMENT

I take the opportunity to express my gratitude to all the concerned people who have
directly or indirectly contributed towards completion of this project. I extend my sincere
gratitude towards HCL for providing the opportunity and resources to work on this
project.

I am extremely grateful to my faculty members whose insight encouraged me to go

beyond the scope of the project and this broadened me learning on this project.

I also want to show my gratitude to all whose insight helped me to complete this
Project.

VIBHA

EXECUTIVE SUMMARY

3
“True learning is born out of experiences and observation.”

Theoretical study gives us the conceptual clarity while practical study states about it and
how it can be performed in real life. Theoretical study does give us the knowledge about
Human Resource management, but without the practical exposure one cannot be total in
the same field.

In the competitive economy the quality and the performance of the management
determines the success of the organization. However the art and practice of management
is quite different in different environment. Thus, by visiting a HRD of Hindustan
Computers limited, Mohali. I got a chance to learn the various aspects of the world
outside book that is so wide and expanded. As we go deeper into, we find more and more
of it.

The main objective of summer project training is to develop practical knowledge and
awareness about industrial environment and business practices in the students.

As a supplement to theoretical studies of Administration and Management in a specific

area like HRM, It increases the skill, ability and attitude to perform specific job in
industrial environment.

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 INDEX

S. No Topic Page No.

Chapter-1 INTRODUCTION TO THE 7-27

PROJECT
Chapter-2 INTRODUCTION TO THE 28-49
COMPANY
Chapter-3 RECRUITMENT AND 50-60
SELECTION IN HCL
Chapter-4 RESEARCH OBJECTIVES & 61-65
METHODOLOGY
Chapter-5 DATA ANALYSIS 66-82

Chapter-6 FINDINGS AND 83-87

SUGGESTIONS
Chapter-7 CONCLUSIONS 88-89

BIBLIOGRAPHY 90-91

ANNEXURE 92-95

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 CHAPTER-1
INTRODUCTION TO THE PROJECT

6
 INTRODUCTION TO THE PROJECT

RECRUITMENT AND SELECTION

RECRUITMENT

Recruitment is “hiring” of employees from outside. Recruitment has been regarded as the
most important function of the HR department , because unless the right type of people
are hired, even the best plans, organization chart and control system would not do much
good.
Recruitment is the discovering of potential applicant for actual or anticipated
organizational vacancies. Accordingly the purpose of recruitment is to locate sources of
manpower to meet the job requirements and job specification.
It is defined as „ a process to discover the sources of manpower to meet the requirements
of staffing schedule and to apply effective measures for attracting the manpower to
adequate number to facilitate effective selection of an effective workforce
Yoder points out that recruitment is a process to discover the sources of manpower to
meet the requirement of the staffing schedule and to employee effective measures to
attracting that manpower in adequate number to facilitate effective selection of an
effective workforce.
Edwin B Flippo defines recruitment as “The process of searching for prospective
employees and stimulating them to apply for the jobs in the organization.It is the process
of finding and attracting capable applicants for employment. The process begins when
new recruits are sought and ends when their application are submitted. The result is a
pool of applicants from which new employees are selected.”

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 SOURCES OF RECRUITMENT

Sources of
Recruitment

Internal Source External source

1. Transfer 1. Media advertisement
2. Promotion 2. Employment agencies
3. Educational institutes
4. References
5. Labor contractors
6. Gate hiring
7. Management
consultant

8
Methods of Recruitment

Dunn and Stephens summaries the possible recruiting methods into three categories,
namely

1: Direct method
2: Indirect method
3: Third party method

1. DIRECT METHOD

The direct method includes sending of the recruiters to different educational and
professional institutions, employees contact with public and mannered exhibits. One of
the widely used methods is sending the recruiters to different colleges and technical
schools. This is mainly done with the cooperation of the placement office of the college.
Sometimes, firms directly solicit information form the concerned professors about
student with an outstanding records.
Other direct methods include sending recruiters to conventions and seminars, setting up
exhibits at fairs, and using mobile offices to go the desired centers.

2. INDIRECT METHOD

Indirect method involves mainly advertising in newspapers, on the radios, in trade and
professional journals, technical magazines and brochures.
Advertisements in newspapers and or trade journals and magazines are the most
frequently used methods. Senior post is largely filled with such methods. Advertising is a
very useful for recruiting blue color and hourly worker, as well as scientific, professional,
and technical employees.

9
Local newspaper can be good sources of blue collar workers, clerical employees, and
lower level administrative employees.
The main point is that the higher the position in the organization the more dispersed
advertisement is likely to be. The search for the top executive might include
advertisement in a national periodical, whereas the advertisement of the blue color jobs
usually confine to the daily newspaper.
According to the Advertisement tactic and strategy in personnel Recruitment, three
main points need to be borne in the mind before an advertisement in inserted.
First, to visualize the type of applicants one is trying to recruit.
Second, to write out a list of advantages the company offers, or why should the reader
join the company.
Third, to decide where to run the advertisement , not only in which area, but also in
which newspaper having a local, state or a nation- wide circulation.

3. THIRD PARTY

These include the use of commercial or private employment agencies, state agencies, and
placement offices of schools colleges and professional associations recruiting firms,
management consulting firms, indoctrination seminars for college professors, and friends
and relatives.
Private employment agencies are the most widely used sources. They charge a small fee
from the applicant. They specialize in specific occupation; general office help, salesmen,
technical workers, accountant, computer staff, engineers and executives.

State or public employment agencies are also known as the employment or labour
exchanges, are the main agencies for the public employment. Employers inform them of
their personnel requirement, while job seekers get information for them about the type of
job are referred by the employer.

10
Schools and colleges offer opportunities for recruiting their student. They operate
placement services where complete biodata and other particular of the student are
available.
Professional organization or recruiting firms maintain complete information records
about employed executive. These firms maintain complete information records about
employed executives. These firms are looked upon as the “head hunters”, “raiders” and
“pirates” by organization which choose their personnel through their efforts.

Evaluation of the recruitment method

The following is the evaluation of the recruitment method :

1: Number of initial enquires received which resulted in completed application forms

2: Number of candidates recruited.

3: Number of candidates retained in the organization after six months.

4: Number of candidates at various stages of the recruitment and selection process,

especially those short listed.

Objective of Recruitment

1: To attract with multi dimensional skills and experience that suite the present and future
organization strategies.

2: To induct outsider with new perspective to lead the company.

3: To infuse fresh blood at all levels of organization.

4: To develop an organizational culture that attracts competent people to the company.

11
5: To search or headhunt people whose skill fit the company’s values.
6: To seek out non-conventional development grounds of talent

7: To devise methodology for assessing psychological traits.

8: To search for talent globally not just with in the company.

9: To design entry pay that competes on quality but not on quantum.

10: To anticipate and find people for position that doesn’t exists yet.

Recruitment represents the first contact that a company makes with potential employees.
It is through recruitment that many individuals come to know about the company and
eventually decide whether they wish to work for it.

The recruitment process should inform qualified individuals about the job so that
applicant can make comparison with their qualification and interest.

Factors affecting Recruitment

There are two types of factors that affect the Recruitment of candidates for the company.

1: Internal factors: These includes

- Company’s pay package

- Quality of work life

- Organizational culture

- Company’s size

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- Company’s product

- Growth rate of the company

- Role of trade unions

- Cost of recruitment

2: External factors: These include

- Supply and demand factors

- Employment rate

- Labour market condition

- Political, legal and government factors

- Information system

Factors to be undertaken while formulating recruitment policies :

The following factors should be undertaken while formulating the policies -

- Government polices
- Recruitment sources

- Recruitment needs

- Recruitment cost

- Organizational and personal policies

13
Theories Regarding Recruitment

Recruitment is two way street: it takes a recruiter has a choice whom to recruit, same way
the prospective employee also has taken the decision whether or not to apply for the
given job vacancy. The individual take the decision usually on three different basic:

1: The objective factors

2: The critical contact

3: The subjective factor

The objectives theory views that the process of organizational choice as being one of
weighing and evaluating set of measurable characteristic of employment offers, such pay,
benefits , location, opportunity for advancement, the nature of job to performed, and
education opportunities.

Whereas, the critical contact theory suggests that the typical candidates is unable to
make a meaningful differentiation of organization’s offers in terms of objective or
subjective factors, because of his limited or very short contact with the organization.
Choice can be made only when applicant can readily perceive the factors such as the
behavior of the recruiters, the nature of the physical facilities, and such as the efficiency
in processing paper work association with the application.

On the other hand, the subjective theory emphasizes the congruence. Here the choices
are made on highly personal and emotional basis.

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Recruitment Procedure overview

Manpower Requisition Form

Recruitment Plan

Budget

Sourcing

Selection Process

Joining

Post Recruitment Data Updating

15
Evaluation of recruitment process

The following are the evaluation of the recruitment process:

1: Return rate of application sent out.

2: Number of suitable candidates for selection.

3: Retention and performance of the candidate selection.

4: Cost of recruitment

5: Time lapsed data.

6: Comments on image projected.

PHILOSOPHIES OF RECRUITMENT

Basically there are two Philosophies of recruitment. These are as follows:

1: REALISTIC JOB PREVIEWS (RJP)

Realistic Job Previews provides complete job related information to the applicants so that
they can make the right decision before taking up the jobs. It includes positive and the
negative aspects of the job.

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2: JOB COMPATIBILITY QUESTIONNAIRE (JCQ)

Job compatibility Questionnaire was developed to determine whether an applicant’s

preference for the work match the characteristic of the job. The JCQ is designed to collect
information on all aspects of the job which have a bearing in on employee performance
.absenteeism, turnover and job satisfaction. The underlying assumption of JCQ is that,
greater the compatibility between an applicant’s preference for the job and characteristic
of the job as perceived by the job seeker, the greater the probability of employee
effectiveness and longer the tenure.

SELECTION

Selection is a negative process and involves the elimination of candidates who do not
have the required skills and qualification for the job proposed. Also it is a process of
differentiating between applicants in order to identify and hire those with grater
likelihood of success in job.

The objective of selection decision is to choose the individual who can most successfully
perform the job from the pool of qualified candidates. It is the system of function and
devise adopted in a given company to ascertain whether the candidate’s specifications are
matched with the job specifications and recruitment or not.

Selection process or activities typically follow a standard patter, beginning with an initial
screening interview and concluding with final employment decision. The traditional
selection process includes: preliminary screening interview, completion of application
form, employment test, comprehensive interview, background investigation, physical
examination and final employment decision to hire.

17
Organization for selection

Until recently the basic hiring process was performed in a rather unplanned manner in
many organizations. In some companies, each department screened and hired its own
employees. Many mangers insisted on screening their own employees as they thought no
one else could do that as efficiently as they themselves.

But now selection is centralized and handled by the Human Resource Department. This
type of arrangement is also preferred due to some of these advantages:

- It is easier for the application because they can send their applications to a single
centralized department.

- It facilitates contact with applicants because issues pertaining to employment can be

cleared through one central location.

- It helps operating managers to concentrate on their operating responsibilities. This is

especially helpful during the chief hiring period.

- It can provide for better selection because hiring is done by specialist trained in staffing
techniques.

- The applicant is better assured of consideration for a greater variety of jobs.

- Hiring cost is cut because duplication of efforts is reduced.

- With increased governmental regulation on selection process, it is important that people

who know about these rules handle a major part of the selection process.

Ideally, a selection process involves mutually decision making. The organization decides
whether or not to make a job offer and how attractive the job offer should be

18
SELECTION PROCESS

The actual steps involved in recruitment follow a well defined path:

Preliminary Assessment: The short listed candidates go through a preliminary round of

interviews. This interview lays more emphasis on functional competencies. To have more
data on the functional skills, the candidates may be given a business case for analysis and
presentation (This is done for certain positions only).

Application Form: Application form is a traditional and widely used device for
collecting information from candidates. Small firm design no application form and ask
the candidates to write detail about their age, martial status, education, work experience,
etc.

Medical Evaluation: Candidates who are selected by Colgate are asked to undergo a
medical test.

Final interview: Here the candidates who successfully clear the first round of interview
go through another round of interview with one or more of the functional heads.

SELECTION METHODS

This section looks at the process of selecting candidates. A variety of

Methods are available and consideration needs to be given as to which are suitable for a
particular post.

19
The methods described here are:

· On-line screening and short listing

· Technical Tests

· Interviews

. Psychometric testing

· Ability and aptitude tests

· Personality profiling

ON-LINE SCREENING AND SHORTLISTING

Initial screening of applications is usually based on an assessment of a

Candidate’s experience and qualifications against the job’s requirements. Online
Systems are now available which can filter applications automatically.
An on-line selection facility screens applications against set criteria through
Key word searches. It may also provide a scoring mechanism. The use of on-line
screening may be a useful way of filtering quickly through a huge volume of applications
or sorting applications, if there are a number of jobs that have been advertised at the same
time. Some organizations that use this approach have had to develop long application
forms in order to ensure that the candidate includes all appropriate information in
sufficient detail. Other organizations only use this approach as a first step in attempting to
select candidates and then go through the applications again manually to double check
that all appropriate applications have been selected.

20
TECHNICAL TESTS

One of the important and most commonly used methods in the Insurance
Industry is the use of logical test to judge the accuracy and presence of mind of the
candidate.

INTERVIEWS

Interviews are almost always used at some point in the process. The interview process is
formed through identification of the key requirements of the job and a list of questions is
drawn up. The panel of interviewers work through each set of questions with each
candidate and scores them on their answers. At the end of the interview process the
overall scores are considered and the best candidate chosen. If additional selection
methods are Chosen this is fed into the overall process at the end and again the best-fit
candidate is offered the appointment. Even where the interview is structured, this does
not mean that follow up questions cannot be asked to probe more deeply into a
candidate’s skills and experience. An interview that does not do this, but instead sticks to
a rigid list of questions, will not allow the interviewer to obtain the information
required to make a proper decision. Also, sometimes these interviews are
based on the technical test that the person has given. Officers and members who are
involved in the interview process should be trained in interviewing skills and the sorts of
questions they should or should not ask.

PSYCHOMETRIC TESTING

A range of attributes are best tested through psychometric testing. This term
is often confusing but in essence, means that a ‘mental measure’ is used.
Therefore, psychometric testing covers ability tests, aptitude testing and
personality profiling.

21
Proper psychometric testing can only be carried out by appropriately
qualified staff. It is essential that applicants are offered feedback on their
performance and that applicant understand how the test information is used
during decision-making processes. Personality tests are usually considered
in conjunction with other information, as the results can be unreliable.
Ability tests can also be used in this way, but many organizations use cut-off
marks so that all candidates who achieve less than a certain mark are
rejected while the rest progress to the next stage.

ABILITY AND APTITUDE TESTS

The term ‘ability tests’ is used broadly and in this context will encompass
aptitude tests too. Ability tests may cover a range of areas including:

· General intelligence;

· Verbal ability;

· Numerical ability;

· Spatial ability;

· Clerical ability;

· Diagrammatical ability;

· Mechanical ability;

· Sensory and motor abilities.

22
PERSONALITY PROFILE

An individual's personality may affect their suitability for some posts.

However, personality profiling does not have a ‘right’ or ‘wrong’ answer and
individuals may be sifted through identifying particular behaviors that are
better suited to the job than others. It is therefore important for those
undertaking the selection process to be clear on the characteristics required
to perform well in the job.

DECIDING WHICH SELECTION METHODS TO USE

A significant amount of research has been done on how reliable various

methods are. A summary of research on how well methods predict future job
performance shows that, where perfect prediction is 1.0, the following
selection methods score as follows:

● Assessment centre promotion (0.68)

 Work samples (0.54)

 Ability tests (0.54)

 Structured interviews (0.44)

 Integrity tests (0.41)

 Assessment centre performance (0.41)

 Personality tests (0.38)

23
Which methods are suitable for a particular job?

When determining which selection method is most appropriate, it is

necessary to consider the requirements of the job, through analysis of the
job/role description and person specification, and what skills, experience and
aptitudes are being sought. Some authorities make reference on the person
specification as to how they will assess that requirement during the selection
process, so that potential candidates are aware of the methods the authority
will use. Of course, more than one selection method may be appropriate for
a particular job.

BARRIERS TO EFFECTIVE SELECTION

The main objective of selection process is to hire people having competence and
commitment towards the given job profile. But due to some reason the main purpose of
effectively selecting candidates is defeated. These reasons are:

1: Perception or the Halo effect:

Many a times the interviewer selects a candidate according to the perception he has or he
made up while talking or looking at the individual. This way he does not see through the
caliber or the efficiency of the individual and many times it leads to the selection of the
wrong candidates.

2: Fairness:

During the selection process the interviewer does not select the individual on the basis of
his knowledge and hence the right type of the candidates is not selected.

24
3: Pressure:

The people from the HR department and also have a lot of pressure from the top
management and from other top class people for selecting the candidates they want. This
ways the purpose of effective selection process of effective selection process is defeated
as they have to select that individual whether or not he is capable of the job. that is being
offered.

ESSENTIAL OF SELECTION PROCEDURE

- Someone should have the authority to select.

- There must be sufficient number of applicants from whom the required number of
employees to be selected.

- There must be some standards of personnel with which a prospective employee may be
compared

FACTORS EFFECTING SELECTION DECISION

Includes:

- Profile matching

- Organization and social environment

- Multi correlations

. - Successive hurdles

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SCOPE OF THE STUDY

The scope of the study covers in depth, the various recruitment and selection practices,
modules, formats being followed and is limited to the company HCL and its employees.

26
 CHAPTER-2
INTRODUCTION TO THE COMPANY

27
 INTRODUCTION TO THE COMPANY

HCL Technologies is a global IT Services company headquartered in Noida, a suburb of

Delhi, India led by Nayar, HCL Technologies, along with its subsidiaries, had
consolidated revenues of US$5 billion, as of 2010, and employed more than 58,129
workers. The name HCL is an abbreviation on Hindustan Computers Limited.

HCL offers services including Software, Remote Infrastructure Management,

Engineering and R&D Services and BPO. HCL’s key services include:

 Custom Application Services

 Enterprise Application Services
 Enterprise Transformation Services
 Engineering and R&D Services
 Infrastructure Management
 Business Processing Outsourcing.

28
 HCL Business Model

Networking
and
Services network Distribution
integration and retail

IT Technology
BPO
Manufacturing

Engineering Infrastructure
and R&D Enterprise
and custom
application
s

In addition to this, HCL AXON, formed after the acquisition of Axon Group in December
2008, offers SAP services including:

29
  Business Consulting
 Solutions Implementation
 Application Management
 Blue ocean upgrades
 Integration Services.
HCL serves industries such as Financial Services, Education, Hi-tech & Manufacturing,
Aerospace & Defense, Telecom, Retail & CPG, Life Sciences, Healthcare, Media &
Entertainment, Travel, Transportation & Logistics, Automotive, Government, and Energy
& Utilities, Acquisitions and Joint ventures

The company acquired Capital stream, a US BFSI Product Company for US$40 million
in February 2008.Capital stream’s Finance Center product is an addition to HCL's current
product addressing the BFSI market - Penstock, the product that HCL launched in 2007.
On 15 December 2008, it acquired Axon Group, and was renamed HCL AXON [4] [5],
the largest acquisition in the history of the Indian IT industry, surpassing Wipro’s $600-
million acquisition of Info crossing in 2007.

HCL Vision and Mission

30
HCL - An Overview

31
LEADERS

32
Shiv Nadar
Founder - HCL, Chairman & Chief Strategy Officer - HCL
Technologies

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

J V Ramamurthy

Chief Operating Officer, HCL Infosystems Ltd

33
 HCL Advantage

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.

HCL - Partnership

HCL strongly believes in the power of relationships and partners with world's leading
organizations. HCL has strategic partnerships and alliances with several leading Fortune
1000 firms, including leading IT and Technology firms, and ISVs that help us to create
and deliver the best suited IT-enabled business solutions for customers.

HCL is partner for Informatica for APAC, US & Canada. HCL and informatica are
focusing on providing Data Integration Solutions to different verticals including Financial
services, Insurance, Healthcare, Life sciences, Telecommunications etc.

HCL & BMC software share a strategic alliance wherein HCL is BMC's Global
Outsourcer, SI Partner & Global Managed Service Provider Partner. This partnership
allows HCL to focus upon all the major BMC disciplines of Business Service
Management such as Service Resource Planning, Service Automation, Service Support,
Service Assurance & Atrium Core, and has a dedicated technology team known as 'Center
of Excellence' which proactively develop/deploy these solutions.

34
The HCL/EMC Alliance program has enabled HCL to partner with EMC to cut costs
and/or improve client operations through refresh, content management, consolidation,
upgrade, virtualization (VMWare) and security (RSA) programs. EMC is an industry
leading information and data management product and solutions provider. HCL is
regarded as one of the top EMC Global Alliance partners.

HCL and CA have established a strategic relationship to meet the Enterprise IT

Management needs of customers. The partnership is focused on solutions around CA's
‘Govern’, ‘Secure’ and ‘Manage’ products across distributed and mainframe
environments. The HCL-CA partnership combines CA's leadership in platform
technologies and HCL's business transformation services to deliver efficiency and cost
advantage for customers.

HCL and Microsoft leverage our collaboration to deliver this value through industry
solutions and client innovation.

HCL values its 10+ year multi-faceted relationship with SAP? As a customer, a
development partner and a go-to-market partner. HCL and SAP together focus on proving
business solutions to customers in areas including Consulting services, Systems
integration services and Support for evaluation, implementation and continuous
improvement.

35
HCL has a 6+ year relationship with Oracle Corporation and today we are a Certified
Advantage Partner, globally, the highest partnership status at Oracle. HCL is also the
Value Added Reseller of Oracle products in the APAC region. HCL and Oracle
Corporation have a multi-pronged strategy on product development, professional services
and joint Go-to-market across geographies.

TIBCO Software Inc. is a leading independent business integration software company

and enabler of real-time business, helping companies become more cost-effective, agile
and efficient. TIBCO has a proven track record of delivering business value to its
customers by helping them solve problems and execute on strategies in three key areas
Service Oriented Architecture (SOA), Business Process Management (BPM) and
Business Optimization (BO).

HP is a leading global technology company that offers a broad product portfolio of

infrastructure and business solutions. HCL, as a Global Systems Integrator for HP, is able
to offer a comprehensive suite of solutions to our Customer by utilizing HP hardware and
software platforms.

HCL leverages a broad range of IBM products to build world class, flexible and industry
leading infrastructure and business intelligence solutions. These flexible mainframe
solutions (z Series, Websphere) and BladeCenter systems infrastructure solution help our

36
clients manage the growth and change in their business operations while simplifying their
IT environment.

HCL Business Stream

HCL
Business
Stream

Global IT IT Infrastructure
services Solutions
(HCL (HCL
Technologies) Infosystems)

1. Product 1. IT h/w
engineering &
Services
technology
development 2. Networking &
2. Applications network
3. Infrastructure integrations
4. BPO
3. Distribution:
Telecom &
imaging products
retail

37
HCL has a global set-up of offices situated in 26 nations. Some of them
are listed below

Australia & New Zealand

Hong Kong
Japan
Singapore
China
Europe
India
Malaysia
Middle East
US

SWOT ANALYSIS HCL TECHNOLOGIES

STRENGTHS

A. Wide Range of Products and Services like Bpo’s, Software Services, and
Infrastructure Management which cater into both large and medium size companies.
B. Global Coverage in countries like U.S, Europe, Japan etc
C. Strong employees base of upto 50000Pax.
D. Support sales activities by understanding the customer business
better.
E. Keep up-to-date on what competition is doing.
F. Its revenue has increased from 60.7bn in 2007 from 114bn
In 2009 which shows its increasing trend.

38
WEAKNESS

A. One of the key weaknesses of HCL is that it has lost projects in continuation like
recently BFSI cuts projects.
B. HCL has always a weakness in TIER1 sectors.
C. Total asset turnover is one of the weakness of HCL as they has always failed to
materialize its assets in right direction.
D. Lack of innovation and distribution network especially in case of laptops has reflected
HCL’s weakness.

OPPORTUNITIES

A. Acquisitions:-HCL has already done 3 major acquisitions like Liberta. This enables
them to expand and create opportunity for them to wide there spectrum.
B. Key opportunities lies in the countries like Eastern Europe and APAC(Asia-Pacific
Region).
C. Mid Market segment is the opportunity area as against fortune200 companies.
D. Opportunity of doing better on return on equity from 21.42% by beating satyam
(26.08%)
E. Increasing its market share from 9.8% vs. 19.7 %( HP).

THREATs

A. One of key threat for HCL and the industry as a whole is the ban of outsourcing from
India due to new regulations from U.S
B. Dip in quarterly Sales by 5% can lead to loss of market share and product
depreciation.
C. Small Players and manufactures are trying to enter into the segment where they can
provide much cheaper products then HCL which will be a rising competition for HCl to
stand.

39
Key features distinguishing HCL from other IT firms

From aeronautics to life sciences, HCL reach out to millions of people with the help of
updated technology worldwide on the daily basis
HCL broke new grounds in modern calculation. Its proficiency covers nations globally
and aims at making a difference.
HCL team holds its head high in being a pioneer of heritage in India and taking ahead the
revolutionary spirit to their all other undertakings
Corporate Control at HCL

HCL considers that tough corporate control measures should be essential to all activities
of its Group Firms to guarantee competent conduct of the business of the Firms, while
maintaining the standards of lucidity, honesty, sincerity, and responsibility.

Mentioned below are two examples of how the HCL Corporations maintain transparency
in its business culture:

The "Directions" convention which takes place every year, witnesses the interaction
between the CEO of HCL Technologies and the employees. At the end of the discussion
the CEO draws out calculated steps to be implemented by the company.
The HCL Global Meet where the company's customers, investors, analysts meet and
interact.
The HCL corporate control measures have developed over the enterprise's 32 years
journey and are in observance with the necessity of the amended norms on corporate
control fixed in Clause 49 of the Listing Agreement with the Stock Exchanges.

40
Industry Sectors of HCL

By combining technology with business knowledge, HCL has created value for itself.

Aerospace and Defense

Automotive
Consumer Electronics
Energy and Utilities
Financial Services
Government
Healthcare
Independent Software Vendors
Industrial Manufacturing
Life Sciences
Media & Entertainment
Retail & Consumer
Semiconductors
Server and Storage
Telecom
Transportation & Logistics
Travel & Hospitality

HCL Career Development Centre

As the training arm of the HCL Infosystems, HCL Career Development Centre (CDC)
carries forth a legacy of excellence spanning across more than three decades. HCL Career
Development Centre (CDC) is an initiative that enables individuals and organizations to
benefit from HCL’s deep expertise in the IT space.
Among the fastest growing IT education brands in India, HCL Career Development
Centre offers a complete spectrum of quality training programs on software, hardware,
networking as well as global certifications in associations with leading IT organizations
worldwide.

41
Empowered with strategic alliances with leading IT organizations in India and abroad,
HCL Career Development Centre training solutions cater to diverse consumer profiles
including individuals, enterprises, academic institutions and Government enterprises.
Guiding Principles
“Empowering you to bring out the best”
As the fountainhead of the most significant pursuit of human mind (IT), HCL strongly
believes, “Only a leader can transform you into a leader”. HCL Career Development
Centre is a formalization of this experience and credo which has been perfected over the
decades.
Vision and Mission
Vision
“Together we create the enterprise of tomorrow”

Mission
“To provide world class information technology solutions and services in order to enable
our customers to serve their customers better.”
Objectives
Our Objective
“To fuel initiative and foster activity by allowing individuals freedom of action and
innovation in attaining defined objectives.”
Our People Objective
“To help people in HCL Infosystems Ltd. share in the company’s successes, which they
make possible; to provide job security based on their performance; to recognize their
individual achievements; and help them gain a sense of satisfaction and accomplishment
from their work.”

Core Values
1. We shall uphold the dignity of the individual.
2. We shall honour all commitments.
3. We shall be committed to Quality, Innovation and Growth in every endeavour.
4. We shall be responsible corporate citizens.

42
Head HCL Career Development Centre (CDC)
From The Desk of Head HCL CDC
At HCL, the concept of people-empowerment has been our guiding force through an
eventful journey of over three decades having HCL a $5.1 billion global conglomerate.
HCL has played a pioneering role in creating and transforming the IT & IT Enabled
Services Industry in India and abroad, across areas of hardware, networking solutions,
distribution, infrastructure management, product engineering, managed services, software
development and BPO services. This has happened equipped us to create and deliver
appropriate content for industry-led training programs.
Over the years, HCL has shaped the careers of thousands of IT professionals and
transformed lives. I invite you to share this legacy of excellence in the form of HCL
Career Development Centre (CDC) and become the IT Professionals of tomorrow.
The global economic order is set to change again placing fresh demands on individuals
and organizations alike. It is now more than ever before, that we need to re-invent
ourselves in terms of ability and performance. This is the time to build upon a fresh set of
competencies that the market place can value and deploy.
Koushik Chaterjee
Head CDC

Quality at HCL CDC

“We shall develop and impart Industry relevant ICT education to meet the requirement of
customers, Industry and society by continually updating technology content and
improving our processes.”
Certification of Quality Standards
“In its pursuit of excellence”, the company has developed quality management system in
line with ISO 9001:2000 standards.
Business Excellence Initiatives
The organizations follow a framework developed by EFQM (European Foundation for
Quality Management). Organization policies and strategies are aligned with EFQM

43
Model. The “Quest of Excellence” is taken as a mission who drives the quality of
Training Delivery and associated services.
HCL Career Develpoment Centre Advantages
At HCL Career Development Centre, we provide upon the fact that our training programs
provide students with a sustainable competitive edge that not only hepls them secure the
initial placement but rather remains as an asset throughout their career span.
1. Learn industry nitty-gritty from Top HCL professionals
2. Customised and industry specific career programs. Hand on experience.
3. After HCL CDC certification, leave behind your placement worries!

 HCL HeritEdge
HCL CDC combines our heritage of excellence with cutting-edge IT
expertise across multiple IT domains.

 ISO 9001:2000 Certification

Students in HCL CDC share the benefit of ISO 9001:2000 certified training practices and
procedures. Must have an attitude and be a self starter. The right candidate will progress
really fast within the organization:
 Cutting-edge Courseware
Our courseware is designed and developed in consultation with seasoned
IT professionals and is continuously updated as per the changing industry
trends.

 Global Alliances
Through partnership with leading technology companies including
Microsoft, Oracle and RedHat, HCL CDC conducts certification programs
in software, system and network administration offering you a distinct
edge in the job market.

 International Recognition
All the training programs are backed by HCL. Its successful brand image
is well recognized all across the world.

 Hands on Training

44
 We place major emphasis upon the application and practical training
aspect of IT training to make the students-ready from day one.

 Widespread Network
HCL CDC has set up premier IT training centres across the geography of
India and the network is growing at a rapid pace with ambitious global
expansion plans on the anvil.

 100% Placement Record

HCL CDC dedicated team of placement professional’s offers employment
support through regular interface with the industry. Career Development
Centre prides upon 100% placement record* with students having been
placed in leading organizations in the IT/non-IT space.

Courses
1). Software Courses
A). HCSE+ (JAVA, .NET & ORACLE)
Course contents and unique features:
HCL has come up with an Industry Ready Course known as HCSE+ which culminates
the power of Object Oriented Programming Technologies with most-in demand Database
Technology. Tracks available in HCSE along the with IT Fundamentals training will be
focused on following topics:
a. Microsoft .Net 3.5
b. JAVA 1.6
c. Oracle 9i Developer
d. Oracle 9i Administrator

Exit Profile
After completing the course the student is ready for a power packed job in IT market on
following profiles:
 Software programmer
 Software Developer
 Web Developer
 Window Developer
 Software Architect
 Database Administrator
 Database Performance Analyzer/Optimizer

45
B). HCSE+ (JAVA Track)
Course contents and unique features
Talking into consideration the industry requirements HCL has come up with an Industry
Ready Course known as HCSE. Along the with the IT fundamental training will be
focussed on following topics to make JAVA Specialist.

a. Fundamental of JAVA 1.6

b. RMI
c. Servlet & JSP
d. EJB 2.0 6. Sturts
e. JDBC

Exit Profile
After completing the course the student is ready for a power packed job in IT market on
following profiles:
 Software programmer
 Software Developer
 Web Developer
 Window Developer
 Software Architect

C). HCSE (Oracle DBA Track)

Course Content and Unique Features
Talking into consideration the industry requirements HCL has come up with an Industry
Ready Course known as HCSE. Along the with the IT fundamental training will be
focussed on following topics to make Oracle Specialist.
Oracle 9i Forms Developer Track
a. Introduction to 9i SQL
b. Oracle 9i: Programs with PL/SQL
c. Oracle 9i Forms Developer: Builds Internet Application

Exit Profile
After completing the course the student is ready for a power packed job in IT market on
following profiles:

46
  Oracle Developer to work with Oracle Forms & Reports
 Database Performance Analyzer/Optimizer

D). HCSE+ (.Net Track)

Course content and unique features
Talking into consideration the industry requirements HCL has come up with an Industry
Ready Course known as HCSE. Along the with the IT fundamental training will be
focussed on following topics to make .Net Specialist.
a. Microsoft .Net 3.5 framework
b. Implementation of Windows based Application using VB.Net
c. LINQ with C# 3.0
d. WPF with C# 3.0
e. WCF with C# 3.0
f. WWF with C# 3.0
g. Asp.Net with C# 3.0

Exit Profile
 Software programmer
 Software Developer
 Web Developer
 Window Developer
 Software Architect
 Database Administrator
 Database Performance Analyzer/Optimizer

2). Hardware Courses

A). HCE+ (HCL Certified Enterprise Engineer)
Course Content and unique features:
Talking into consideration the industry requirements HCL has come up with an Industry
Ready Course known as HCEE (Known as HCE+). The various course contents are:

Basic hardware & Server technology

a. Advanced Networking and Security
b. System Engineering on Microsoft Technologies
c. Networking Technologies and Devices

47
 d. Linux Administrator and Security
e. Service Desk Institute
f. Advanced Storage Technology

Exit Profile
After completing the course the candidate can start his career as:
 Network Technician
 System Executive
 Network Administrator
 Support Engineer
 Network Security Specialist
 Storage Specialist
 Junior Network Analyst

48
 CHAPTER-3
RECRUITMENT AND SELECTION IN
HCL

49
Process of Recruitment and Selection

Telephonic Round Initial Round Operations Round

3 Interview Rounds

Tests conducted

Different Rounds in the Recruitment process at HCL Technologies

RECRUITMENT PROCESS AT HCL

Recruitment process in HCL technologies consists of different stages. It includes

three stages of interview which deal with different aspects of job specification.
After passing the 3 interview rounds, the candidate has to give an online
examination. If candidate gets at least passing marks in the examination, offer is
made to the selected candidate and certain formalities are completed by the
candidate which including filling documents like declaration, application blank,
pre-interview form, background verification form. A date of joining is given to the

50
 candidate, on which they have to bring all of their original documents for
verification.

On the date of joining documentation formalities, PRU (which is process

resource update) is filled online, it includes all the details of candidate.

Next stage, by which candidates have to go through is medical checkup. After

joining formalities are completed a date of induction is given candidate.

 TELEPHONIC ROUND

Call is made to candidate from the data which is result of different sources of
recruitment. Few questions are asked on telephone like whether the candidate is
interested in joining HCL-CDC and why? If responses is positive certain
questions are asked to check the communications skills of the candidate and also
related to questions to resume. If its suitable, then date of interview is given to
them with other information like address where the interview is to be held and
candidate have to bring copy of resume on the date of interview.

 INITIAL ROUND

This is round is which face to face conversation is done between interview and
interviewer. Certain question are asked to the candidate to check there
communication skills. Generally questions which are asked belong to their past,
daily routine etc.

There are certain parameters on which candidate is tested:

51
 Interactive Skill: The candidate must have good communication skills, must be
able to interact easily. When questions are asked to the candidate he/she must be
able to communicate easily.

 Confidence: Confidence level of the candidate is also checked like how well
they present their words in front of the interviewer. When questions are asked to
the candidate he must be confident at that time.

 Attitude: Candidate must have positive attitude at the time of interview, must be
able to present himself in right and positive manner and also be able to make an
impact on the interviewer.

 OPERATIONS ROUND

In this assessor checks the suitability of the candidate for different openings. Like,
if there are two opening:

 Technical Support officer

 Customer senior executive

For TECHNICAL, SUPPORT, the candidate must have technical background

like B. Tech. B.E. etc & must be have the knowledge and skills regarding the
technical field. Candidates are made to appear for a technical interview in which
their technical competence is evaluated for the requirement & is captured by the
Technical Interviewer in the Interview feedback form.

Similarly, for the opening of customer senior executive, the candidate must be
able to answer the questions like:-

 What’s his or her understanding by customer service?

52
  What are the qualities a ESE must have to deal with customer?

& many more questions…………

Candidate need to give right answers and selection depends upon the way one
presents his answers, which must be in structured form and use of incomplete
sentences should be avoided. If candidate gets selected in this round, next stage
which is faced by the candidate is online exam.

 TESTS CONDUCTED

This exam includes 50 questions including aptitude, technical, grammar &

desktop familiarity. Each question carries 2 marks.

Candidate must have a minimum score of to marks to pass in this round.

It includes:

1. APTITUDE TEST: Aptitude tests measure whether an individual has the

capacity or latent ability to learn to given job if given adequate training. The use
of aptitude test is advisable when an applicant has had title or no experience along
the line of the job opening. Aptitude tests help determine a person’s potential to
learn in a given area. An example of such test is the general management aptitude
tests (GMAT), which many business students take prior to gaining admission to a
graduate business school programmed. Aptitude test indicates the ability or fitness
of an individual to engage successfully in any member of specialized activities.
They cover areas like clerical aptitude, numerical aptitude, mechanical aptitude,
motor co-ordination, finger dexterity and manual dexterity. These tests help to
detect positive and negative points in a person’s sensory or intellectual ability.
They focus attention on a particular type of talent such as learning or reasoning in
respect of a particular field of work.

53
FORMS OF APTITUDE TEST:

 Mental or intelligence tests:

They measure the overall intellectual ability of a person and enable to know
whether the person has the mental ability to deal with certain problems.

 Mechanical aptitude tests:

They measure the ability of a person to learn a particular type of mechanical

work. These tests helps to measure specialized technical knowledge and problem sowing
abilities of the candidate. They are useful in selection of mechanics, maintenance workers
etc.

 Psychometer or Skills test:

They are those, which measures a person’s ability to do a specific job. Such test
are conducted in respect of semi-skilled and repetitive jobs such as packing, testing and
inspection etc.

2. GRAMMAR TEST: It includes fill in the blanks of English based on tenses,

arrangement of sentences, completion of English sentences etc. It includes questions
related to vocabulary. The objective of this test is to check the knowledge of English of a
candidate.

54
3. TECHNICAL TEST: Candidates are made to appear for an online technical
exam in which their technical competence is evaluated for the requirement. In this
technical knowledge of the candidate is checked again.

4. DESKTOP FAMILIARITY : Knowledge of computers is checked in this

section of the online examination. It is used to measure the familiarity of the candidates
with computers.

 If a candidate scores at least to marks out of 100 in this online examination, the
offer is made to the candidate.

 At the same time, if a candidate gets rejected in any of the round, he/she re-apply
after 3 months in HCL technologies.

SELECTION PROCESS AT HCL

Before the final selection process starts, following steps are undertaken:-

i. Short-listing the appropriate candidates through their Bio-data.

ii. Interviews with HR as well as Functional Head and Department head
to ensure that the process is effective.

iii. PI test are generally carried out for engineering & executive level.

The number of factors taken into consideration before selection is

i Experience

ii Qualification

iii Previous salary

55
 Once the candidate is selected, he needs to fulfil a number of formalities that
includes.

APPLICATION FORM : Selected candidates need to fill in an application form

that contains important information like-caste, religion, birthplace, address, work
experience etc.

REFERENCE CHECKS: Selected candidates are also asked to fill in a reference

check form that demands for information regarding the name, address, designation,
organization & relationship of the hired candidates with the references given by him.

BACKGROUND INFORMATION:HCL requests names, address and telephone

numbers of references for the purpose of verifying information and perhaps, gaining
additional background information of an applicant.

SELECTION DECISION

After obtaining information through the preceding stops, selection decision – the
most critical of all the steps must be made. The other stages in the selection process have
been used to narrow the number of the candidates. The final decision has to be made from
the pool of individuals who pass the test, interviews and reference checks.

The view of the line manager will be generally considered in the final selection
because it is he/she who is responsible for the performance of the new employee. The HR
manager plays a crucial role in the final selection.

JOB OFFER

56
 The next step is the selection process is job offer to those applicants who have
crossed all the previous hurdles. Job offer is made through a letter of appointment. Such a
letter generally contains a date by which the appointee must report on duty. The appointee
must be given reasonable time for reporting. This is particularly necessary when he or she
is already in employment, in which case the appointee is required to obtain a relieving
certificate from the previous employer. Again, a new job may require movement to
another city, which means considerable preparation, and movement of property. The
individual may also want the company to delay the date of reporting on duty. Decency
demands that the ejected applicants be informed about their non-selection. Their
applicants may be preserved for future use. It needs no emphasis that the applications of
selected candidates must also be preserved for the future references.

 DOCUMENTATION

Application forms

Application form is a traditional & widely device for collecting information from
candidates. It should provide all the information relevant to selection, where reference for
caste, religion, birth place, may be avoided as if may be regarded as evidence by
candidates which include Bio-data, education other information like.

 Date of birth

 Present and permanent address

 Information about family

 Details related to education

 Details of previous organization

 Disclosure regarding health.

57
  Disclosure regarding criminal record.

 FOLLOW UP

The recruitment cell does a follow up with the candidate who is extended an offer
to ensure candidate is joining within the stipulated time.

 DATE OF JOINING

At the time when offer is made to candidate date of joining is given to candidate.
On date of joining candidate must bring all his/her original documents as well as
photo copies with them.

When candidate visit on the date of joining, all their original documents are
checked and submission of photo copies is to be done for maintaining record.

 PROCESS RESOURCE UPDATE

In this all the details of candidate are filled online which is every important for the
organization to keep record of the candidate online, so whenever any information is
required it can be found out easily. It include personal details of candidates, educational
information, name of the person who hired the candidate, in other words name of the
recruiter , name of the assessor who took voice and ascent round, operations round with
the score of candidate obtained in all the rounds including test details.

It also includes the process for which he/she to hired for and for which profile.

It includes the date of offer and actual date of joining of the candidate.

After updating the information certain code is given by the system for every
candidate which acts as identity for candidate.

58
HCL VALUES

WE

Constantly upheld the dignity of every individual

Aspire to honor all commitments.

Resolve to be committed to quality, innovation

Endeavour to be responsible corporate citizens.

 FINAL EMPLOYMENT DECISION

It is a final step. In this step company makes a very important decision.

After all these processes follow up is done i.e. the selected person is induced and
placed at the right job.

New employers are sent in batches for the purpose of commencement of their
training. Training is provided on regular basis to the new employees of HCL.

59
 CHAPTER-4
RESEARCH METHODOLOGY

60
 RESEARCH METHODOLOGY

OBJECTIVES

1. To study the recruitment and selection procedure followed in HCL-CDC, Mohali.

2. To study the various sources of recruitment followed in HCL.
3. To give suitable suggestions to make the recruitment process more effective.

METHODOLOGY

Every project work is based on certain methodology, which is a way to systematically

solve the problem or attain its objectives. It is a very important guideline and lead to
completion of any project work through observation, data collection and data analysis .
According to Clifford Woody, Research Methodology comprises of defining & redefining
problems, collecting, organizing &evaluating data, making deductions &researching to
conclusions.
Accordingly, the methodology used in the project is as follows: -
 Defining the objectives of the study
 Framing of questionnaire keeping objectives in mind (considering the objectives)
 Feedback from the employees
 Analysis of feedback
 Conclusion, findings and suggestions.

SELECTION OF SAMPLE SIZE

61
In order to take a reasonable sample size and not to disturb the functioning of the
organization, a sample size of reasonable strength of the Company has been taken in
order to arrive at the present practices of recruitment in the Company.
Accordingly, 10 officers have been selected at random from all the departments of the
organization and feedback forms (questionnaire) have been obtained. The data has been

analyzed in order to arrive at present recruitment practices in the organization.

SAMPLING TECHNIQUE USED

The technique of convenient sampling has been used in the analysis of the data from a
finite population. Convenience sampling (sometimes known as grab or oppurtunity
sampling ) is type of non-probability sampling which involves the sampling being drawn
from that part of the population which is close to hand.That is, a sample population
selected because it is readily available and convenient. The researcher using such a
sample cannot scientifically make generalizations about the total population from this
sample because it would not be representative enough.

DATA COLLECTION

To determine the appropriate data for research mainly two kinds of data was collected
namely primary & secondary data as explained below:

PRIMARYDATA

Primary data are those, which were collected afresh & for the first time and thus happen
to be original in character. However, there are many methods of collecting the primary
data; all have not been used for the purpose of this project. The ones that have been used
are:

62
 Questionnaire
 Informal Interviews

SECONDARY DATA

Secondary data is collected from previous researches and literature to fill in the
respective
project. The secondary data was collected through:
 Text Books
 Articles
 Journals
 Websites

STATISTICAL TOOLS USED

The main statistical tools used for the collection and analyses of data in this project are:
 Pie Charts, bar graphs.
 Tables

LIMITATIONS

In every project/study undertaken limitations arises and are inevitable.

● This project report is based on the information given by the head or Unit Manager’s of
the centers. The information is also collected through some
magazines, newspapers and e-mails. Some respondents were not interested in giving
answers as they were appearing to be busy.

63
●In fact, this project report involves human processing and analysis.Therefore, there
are chances of human error.

●One of the major limitations is time boundedness. The Management Trainees are
restricted to a training of 6-8 weeks only ,and much of the time is spent in Coaching and
training itself and not in the field.
●Trainees are provided with limited resources. No financial aid or stipend is being paid to
them, so they can not spend much on meetings with the
potential customers. It can be also treated as a limitation of Cost Boundedness

SCOPE OF THE STUDY

The scope of the study covers in depth, the employee retention practices, modules,
formats being followed and is limited to the company HCL and its employees

64
 CHAPTER-5
DATA ANALYSIS AND INTERPRETATION

65
 DATA ANALYSIS

Q1. What are the sources for recruitment and selection?

OPTIONS RESPONDENTS %AGE

EXTERNAL 3 30%
INTERNAL 1 10%
BOTH 6 60%
Total 10 100%

Interpretation:

From the above data it has been interpreted that about 60% of the employers say that they
prefer both internal as well as external source for recruitment and selection where as only
10% go for internal source and 30% go for external sources.

Q2. Which method do you mostly prefer for recruitment and selection ?

66
OPTIONS RESPONDENTS %AGE
DIRECT 6 60%
INDIRECT 2 20%
THIRD PARTY 2 20%
Total 10 100%

Interpretation:

From the above data it has been interpreted that about 60% of the employers go for direct
recruitment and selection whereas 20% go for Indirect method and 20% go for the third
party recruitment method.

Q3. When do you prefer to go for manpower planning?

67
OPTIONS RESPONDENTS %AGE
YEARLY 3 30%
QUATERLY 1 10%
NO FIXED TIME 6 60%
Total 10 100%

Yearly
30%

Yearly

No fixed Quarterly
Quarterly
time 10%
60% No fixed time

65

Interpretation:

From the above data it has been interpreted that around 10% of the employees go for
quarterly manpower planning and 60 % do not follow any pattern they don’t have any
fixed time where as 30% go for yearly.

Q4. What sources for external recruitment are preferred?

OPTIONS RESPONDENTS %AGE

68
Campus Interview
Placement Agencies
Data Bank
Casual Applicants
Total
5 50%
1 10%
1 10%
3 30%
10 100%

Interpretation:

From the above data it has been interpreted that in HCL 50% of employees go for campus
interviews, 10% go for data bank, 30% from the casual application that are received and
only 10% go for any placement agencies.

Q5: What form of interview do you prefer?

OPTIONS RESPONDENTS %AGE

Personal Interview 8 80%

69
Video Conferencing 0 0%
Others 2 20%
Total 10 100%

Interpretation:

From the above data it has been interpreted that most of the employees prefer Personal
interviews i.e. 80% and rest 20% adopt some other means of interviews.

Q6. Are you satisfied with the interview process ?

OPTIONS RESPONDENTS %AGE

Yes 7 70%
No 3 30%
Total 10 100%

70
 yes
no

Interpretation:

From the above data it has been interpreted that 70% of employers feel that they are
satisfied with the interview process whereas 30% of employers says that they are not
satisfied with the interview process.

Q7. Are the Aptitude Tests conducted?

OPTIONS RESPONDENTS %AGE

Yes 10 100%
No 0 0%
TOTAL 10 100%

71
Interpretation:

From the above data it has been interpreted that all of the employers says that the
Aptitude test is conducted during the recruitment and selection process.

Q8.If yes then it is for,

OPTIONS RESPONDENTS %AGE

FRESHER 0 0%
EXECUTIVES 0 0%
BOTH 10 100%
TOTAL 10 100%

72
Interpretation:

From the above data it has been interpreted that all of the employers says that the
Aptitude test is conducted for both, Freshers as well as Executives during the recruitment
and selection process.

Q9. How many stages are followed in selection procedure ?

OPTIONS RESPONDENTS %AGE

2 to 3 6 60%
2 to 4 3 30%
2 to 5 1 10%
More 0 0%
Total 10 100%

73
Interpretation:

From the above data it has been interpreted that about 60% employers prefer that there is
two to three stage selection procedures, 30% said that there is two to four stages in
selection and 10% prefer two to five stages.

Q10: Rank the qualities in the order of your preference on the bases of which you select
candidates.

OPTIONS RESPONDENTS %AGE

QUALIFICATION 42 28%
EXPERIENCE 30 20%
SKILL 31 21%
PERSONALITY 23 15%
DEPENDS ON JOB 24 16%
Total 150 100%

74
Interpretation:

From the above data it has been interpreted that about 28% of the employers rank
qualification as no.1 preference and 21% employers rank skill on second position and
20% employers rank experience on third position and 15% employers keep personality at
last position.

Q11. What recruitment sources are used?

OPTIONS RESPONDENTS %AGE

Advertisement 8 80%
Empolyee referral 0 0%
Consultant 1 10%
All of these 1 10%
Total 10 100%

75
Interpretation:

From the above data it has been interpreted that about 80% of the employers use
Advertisement as the main recruitment source, whereas 10% of the employers use
Consultant as the recruitment source and 10% of the employers use all of these as the
source.

Q12. Is there any contract(bond)signed by the employees while joining the organization ?

OPTIONS RESPONDENTS %AGE

YES 10 100%
NO 0 0%
Total 10 100%

76
Interpretation:

From the above data it has been interpreted from the opinion of the employers that there
is a contract (bond) of two years which is signed by the employees while joining the
organization.

Q13. Does HCL-CDC adopts internal recruitment source i.e. Transfer & Promotion.

OPTIONS RESPONDENTS %AGE

Yes 7 70%
No 3 30%
Total 10 100%

77
Interpretation:

From the above data it has been interpreted that about 70% of the employers says that
they adopt internal recruitment source i.e Transfer and Promotion in HCL-CDC, whereas
30% of the employers says that they do not do so.

Q 14. Do you follow the sequence of tests during recruitment?

OPTIONS RESPONDENTS %AGE

Yes 9 90%
No 1 10%
Total 10 100%

78
Interpretation:

From the above data it has been interpreted that about 90% of the employers follow the
sequence of tests during recruitment which includes psychometric, aptitude,
mathematical skills etc. which enables the organization to understand the candidate’s
psychology and mental ability to face the organizational challenges, while 10%
employers does not follow the same.

Q 15. Do you take any technological support for the process of recruitment?

OPTIONS RESPONDENTS %AGE

TELEPHONE 2 20%
VIDEO CONFERENCING 1 10%
OTHERS 7 70%
Total 10 100%

79
Interpretation:

From the above data it has been interpreted that about 20% of the employers take
Telephone as the technological support for the process of recruitment, whereas only 10%
of the employers use Video conferencing as the technical support for the process of
recruitment and 70% of the employers says that they use other sources for the process of
recruitment.
Q16: How do you rate the HR practices of the company?

OPTIONS RESPONDENTS %AGE

VERY GOOD 30 30%
GOOD 60 60%
AVERAGE 10 10%
BAD 0 0%
Total 10 100%

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Interpretation:

From the above data it has been interpreted that about 60% of the managers feel that there
HR department is good whereas 30% say that it is very good and 10% says its average.

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 CHAPTER-6
FINDINGS AND SUGGESTIONS

FINDINGS

The major findings of the project are enumerated as follows:

 The Recruitment and Selection procedure carried out in HCL-CDC involves 3

major rounds that are, TELEPHONIC ROUND, INITIAL ROUND and
OPERATIONS ROUND, which is then followed by the various test conducted
such as, Aptitude test, Technical Test etc. on the basis of which the Selection of
the appropriate candidate is done.

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 In HCL-CDC most of the employees feel that the HR department is good. About
60% of the employees say that they prefer both internal as well as external source
for recruitment and selection. About 60% of the employees go for direct
recruitment and selection and less number for employees prefer indirect or third
party.

 60% of employees say that there is No Fixed Time for manpower planning and 30
% says that manpower planning is done yearly and 10% employees say that
manpower planning is done quarterly. HCL prefers to go for campus interviews
and even casual application that are received for recruitment but they hardly
prefer placement agencies.

 Most of the manager Prefer Personal interviews, 10% prefer other.60% of

employees says that HR practices of company is good, 30% says that it is very
good and 10% says that it is average.80% employees say that advertisement is a
source of recruitment .

 Retaining the current talent is the top priority for the organization.

 Most of the employees have a clear knowledge about the company’s vision,
mission and objectives. And they know how to achieve their objectives.

 They are clear about their role and responsibility and they know well about other
staff members.

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 SUGGESTIONS

Based on the data collected through the questionnaire and interactions with the Officers
of HCL the following suggestions are made for consideration:

 Manpower requirement for each department in the company should be identified

well in advance.

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 If the manpower requirement is high and the recruitment team of the HR
department alone cannot satisfy it, then help from the placement agencies should
be taken.

 Time management is very essential and it should not be ignored at any level of
the process.

 The recruitment and selection through placement agencies is the last resort and
shulod be utilized only when needed.

 The recruitment and selection procedure should not to be lengthy and time
consuming.

 The candidates called for interview should be allotted timings and it should not
overlap with each other.

 Facility management should be improved like lockers should be given to all

employees.

 Needs of the Employer: To get maximum returns from each employee, recover
training and development costs, minimize cost in terms of time in training new
workforce, ensure that adequate number of people are there to carry on the
process(proper manpower planning).

 Needs of the Employee: Enriched job profile, better career path, challenging
work environment, future prospects of the job.

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86
 CHAPTER-7
CONCLUSION

CONCLUSION

This presents the summary of the study and survey done in relation to the Recruitment
and Selection in HCL-CDC. The conclusion is drawn from the study and survey of the
company regarding the Recruitment and Selection process carried out there.

The recruitment process at HCL-CDC to some extent is not done objectively and
therefore lot of bias hampers the future of the employees. That is why the search or
headhunt of people should be of those whose skill fits into the company’s values.

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Most of the employees were satisfied but changes are required according to the changing
scenario as recruitment process has a great impact on the working of the company as a
fresh blood, new idea enters in the company.

Selection process is good but it should also be modified according to the requirements
and job profile so that main objective of selecting the candidate could be achieved.

The essence of recruitment can be summed up as “the philosophy of attracting as many

applicants as possible for given jobs”. The face value of this definition is what guided
recruitment activities in the past. These days, however, the emphasis is on aligning the
organization’s objectives with that of the individual’s. By making this a priority, an
organization safeguards its interests and standing. After all, a satisfied workforce is a
stable workforce which also ensures that an organization has credible and reliable
performance. The project examines the various processes and nuances one of the most
critical activities of an organization.

In the end, this project endeavors to present a comprehensive picture of sources and
process of Recruitment and Selection of candidate and hopes to enable the reader to
appreciate the various intricacies involved.

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 BIBLIOGRAPHY

BOOKS

 Kothari C.R. , Research Methodology, New Delhi; New Age

International Publication, second edition.

 Human Resource Management by Ashwathapa (third edition),

Published by TATA Mc GRAW HILL Publication Company

 Human Resource Management, (2005), Dr.P.C. Pardeshi

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  Human Resource Management By T. N. Chhabra

 V.S.P RAO (2005) Human Resource Management

 David A.Decenzo/Stephen P.Robins (2004) Personnel and Human Resource

Management

WEBSITES

www.wikipedia.org
www.naukrihub/recruitmentandselection.com
www.hcl.in
www.hclcdc.in
www.hcltech.com

ANNEXURE
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 ANNEXURE

Dear Sir / Madam

I am a student of RBIEBT, KHARAR (MOHALI). I am doing my MBA. As part of my
curriculum I have selected RECRUITMENT AND SELECTION as my project work.
Thus, I am submitting my questionnaire to your kind opinion. This questionnaire is only
for the study purpose.

Thanking you
------------------------------------------------------------------------------------------------------------

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NAME:___________________________________________________
DESIGNATION:___________________________________________

QUESTIONNAIRRE ON “RECRUITMENT AND SELECTION IN HCL”

QUESTION 1: What are the sources for recruitment and selection?

 Internal
 External
 Both

Question 2: Which method do you mostly prefer for recruitment and selection
preferred way of recruitment?

 Indirect
 Direct
 Third Party

Question 3: When do you prefer to go for manpower planning?

 Yearly
 Quarterly
 No Fixed Time

Question 4: What sources for external recruitment are preferred?

 Campus Interview
 Placement Agencies

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  Data Bank
 Casual Applicants
 Any other,pls specify

Question 5: What form of interview do you prefer?

 Personal Interview
 Telephonic Interview
 Video Conferring
 Others,pls specify

Question 6: Are you satisfied with the interview process?

 Yes

 No

 To some extent

Question 7: Are the aptitude test conducted?

 Yes

 No

Question 8: If yes then it is for

 Fresher

 Executives

Question 9: How many stages are followed in selection procedure?

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  2 to 3
 2 to 4
 2 to 5
 more

Question 10: Rank the qualities in the order of your preference on the bases of
which you select candidates.

 Qualification
 Experience
 Skills
 Personality
 Depend on job

Question 11: What recruitment sources are used?

 Advertisement
 Employee Referral
 Consultant
 ALL of these

Question 12. Is there any contract (Bond) signed by employees while

joining the organization? (For all Levels)
 Yes
 No

Question 13: Does HCL-CDC use internal recruitment source i.e Transfer &
Promotion

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  Yes
 No

Question 14: Do you take any technological support for the process of recruitment?

 Telephone
 Video conferencing
 Others

Question 15: How do you rate the HR practices of the company?

 Very Good
 Good
 Average
 Bad

Question 16. Do you follow the sequence of tests during recruitment?

 Yes
 No

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