CHAPTER 1: INTRODUCTION

COMPANY PROFILE History HCL Info systems Ltd is one of the pioneers in the Indian IT market, with its origins in 1976. For over quarter of a century, we have developed and implemented solutions for multiple market segments, across a range of technologies in India. We have been in the forefront in introducing new technologies and solutions. ABOUT HCL In the early 70s, a group of young, enthusiastic and ambitious technocrats embarked upon a venture that would make their vision of IT revolution in India a reality. Shiv Nadar and five of his colleagues got together and in 1975, set up a new company called Micro comp. In 1976, Micro comp approached UPSEC (Uttar Pradesh State Electronics Corporation) for help to set up a computer company. On the 11th of August 1976 Hindustan computers Limited was incorporated as a join venture between the entrepreneurs and UPSEC and with an initial equity of Rs. 1.83 lakhs. HCL Info systems Limited (HCL) has now become Indias one of the big technology integration company. Over the years, HCL Info systems have positioned its business operations to fulfill its vision statement: Together we create enterprises of tomorrow. The menu of HCL Info systems global services broadly covers IT consulting and professional services in the area of vertical applications, technology integration, ERP implementation and software development. This also includes a complete portfolio of systems and network services for development, services for Facilities Management, Helpdesks, Systems Supports and network and Internet Implementation. HCL Infosystems global customers include Samsung, Government of Singapore, and AMAL insurance Jurong Port in Singapore and Malaysians BSN commercial bank, SIA, DBS bank, Maybank life assurance charted semiconductors, Asia Matsushita and Shell Malaysia. Some of its global customer in the government sector is Inland Revenue authority of Singapore, civil aviation authority of Singapore,
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Singapore power, ministry of education, health and national development, telecom authority of Singapore and Penang state govt.

Forward-looking Statements Certain statements in this release are forward-looking statements, risks and uncertainties relating to these statements include, but are not limited to, risks and uncertainties regarding impact of pending regulatory proceedings, fluctuations in earnings, our ability to manage growth, intense competition in IT services, Business Process Outsourcing and consulting services including those factors which may affect our cost advantage, wage increases in India, customer acceptances of our services, products and fee structures, our ability to attract and retain highly skilled professionals, our ability to integrate acquired assets in a cost effective and timely manner, time and cost overruns on fixed-price, fixed-time frame contracts, client concentration, restrictions on immigration, our ability to manage our international operations, reduced demand for technology in our key focus areas, disruptions in telecommunication networks, our ability to successfully complete and integrate potential acquisitions, the success of our brand development efforts, liability for damages on our service contracts, the success of the companies / entities in which we have made strategic investments, withdrawal of governmental fiscal incentives, political instability, legal restrictions on raising capital or acquiring companies outside India, and unauthorized use of our intellectual property, other risks, uncertainties and general economic conditions affecting our industry. All forward looking statements made herein are based on information presently available to the management of the Company and the Company does not undertake to update any forward-looking statement that may be made from time to time by or on behalf of the Company. HCL Advantage HCL Infosystems (HCLI) draws it's strength from 30 years of experience in handling the ever changing IT scenario , strong customer relationships, ability to provide the cutting edge technology at best-valuefor-money and on top of it, an excellent service & support infrastructure. Today, HCL is country's premier information enabling company. It offers one-stop-shop convenience to its diverse customers having an equally diverse set of requirements.
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Be it a large multi-location enterprise, or a small/medium enterprise, or a small office or a home, HCL Info systems has a product range, sales & support capability to service the needs of the customer. Last 30 years apart from knowledge & experience have also given us continuity in relationship with the customers, thereby increasing the customer confidence in us. Our strengths can be summarized as:

Ability to understand customer's business and offer right technology. Long standing relationship with customers. Pan India support & service infrastructure.

Best-vale-for-money offerings. Staying competitive in today's dynamic business environment means finding new ways to reduce costs while maximizing the value of your technology and personal resources. More than ever, your ability to "do more with less" determines how successful your organization Table 1.1 will be.

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

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

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

Touching lives the HCL way

Innovative Services & Global Delivery Models IT Infrastructure Management

Our Heritedge Shiv Nadar the founder of HCL

Technology that touches lives ' campaign

'

HCL DNA The TIME magazine has referred to HCL as an "intellectual clean room where its employees could imagine endless possibilities". The fact is, over the last thirty years that HCL has been operational, the company has stood by its values and core philosophy. This entrepreneurial and win-win relationship
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driven culture continues to guide HCL in all its endeavors.

LEADERSHIP Table 1.2

Name Shiv Nadar Ajai Chowdhry Vineet Nayar Ranjit Designations Founder HCL, Chairman and CEO Co-Founder HCL, Chairman and CEO President President and CEO of the BPO Division Companies HCL Technologies HCL Infosystems HCL Technologies HCL Technologies

AJAI CHOWDHRY FOUNDER- HCL CHAIRMAN & CEO- HCL INFOSYSTEMS An engineer by training, Ajai Chowdhry is one of the founder members of HCL, India's leading Technology and IT company. HCL, India's original IT garage startup founded in 1976, is today a US$ 5 Billion Global Enterprise. Ajai Chowdhry took over the reins of HCL Infosystems, the flagship company of the group, as President and CEO in 1994. He was appointed the Chairman of HCL Infosystems in November 1999. Under Ajai's stewardship, the company's turnover has grown to US$ 3.1 Bn (approx. Rs.15500 crores) from US$ 89 Million in 1994. Employing ~5100 people, it has emerged as the country's information-enabling powerhouse.

Ajai has been a key force in driving the growth of HCL Infosystems. The credit of setting up HCL's
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overseas operations, starting with Singapore in 1980 is Ajai's. During this tenure he extensively covered South Asian Markets including Malaysia, Thailand, Hong Kong, Indonesia, and the People's Republic of China, expanding business operations, which paved the way towards enhancing HCL's core competencies in bringing the best international technologies to the domestic market. An absolute stickler for customer focus, he himself spends significant time personally listening to customers. Ajai sensed an emerging opportunity early in the telecom and imaging domain and today HCL Infosystems is poised to exploit this opportunity to offer a richer bouquet of technology products to its customers.

Ajai has been awarded the title of the 'IT Man of the Year' by The Skoch Consultancy and 'Best IT Man of the Year' by The Foundation of Indian Industry and Economists. Recently, he has been awarded the 'Corporate Ratna - IT Industry of the Millennium' Award by Wisitek Foundation and 'Electronics Man of the Year - 2006' Award by EFY for his pivotal role in HCL's breakthrough innovations. Ajai has a bachelor's degree in electronics and communication engineering, and attended the Executive Program at the School of Business Administration at the University of Michigan, US.

HCL DIVISIONS Table 1.3

PRODUCT SERVICE SUPPORT

Computing Products consumer / home and home offices

System Integration

Support and Services for HCL Laptops Enterprise Solutions & Services Organization (ESO) Point of Sales (Support for Retail Products) Support for Office Automation Imaging & Printing Solutions

1. 2. 3.

ME Laptops ME Notebooks ME Tablet

BFSI & BFSi Coop

Defence

Enterprise Business Business

Notebooks/Notebooks

1. Corporate 2. Small & Medium Business (SMB) 3. Government/BFSI 4. Students & Educational Institutes

Business PCs

Education

EGov

Healthcare

1. Micro ATX series 2. Slim Series 3. ATX series 4. Ultra Small Form Factor
Business PCs Supporting Business Workstations Servers Thin Clients HCL peripherals

Homeland Security

Linux

Infrastructure

Media & Entertainment

Display Products Retail & POS Storage Solutions Software Licenses POS, KIOSK, Customer Service Counter Products Racks & Enclosures Office Automation Imaging & Printing Solutions Office Automation Telecom & 6

Railways

Telecom

Power

IT Infrastructure Consultancy IT Audit - Security, Compliance & Risk Management

AVSI Solutions Office Automation Document Management Solutions & System Integration Networking Products Digital Lifestyle Products & Solutions Software Solutions

ERP Consulting & Services Managed Services Managed Services Strategic Outsourcing Services Infostructure Services Networking Infrastructure Facilities Management VPN & Managed Networking (HCL Infinet) HCL CDC

DIVISIONS OF HCL INFO SYSTEM Table 1.4 Divisions according to Departments ENTERPRISE BUSINESS UNIT Sales Support Telecom & AVSI Government/ BFSI Infra Practices & Solutions OFFICE COMPUTING SECURITY LEARNI NG HCL CDC land HCL
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AUTOMATION Imaging & Printing Consumer / home and home Service Solutions offices Home security Infrastructure

SD Infrastructure Marketing Plant Corporate Business PCs System Integration Government Display Products ECC RLB

Document Management Solutions & System Integration

Corporate business) Digital solutions

(Small

medium

education

lifestyle

Product

& HCL learning Programs

Storage Solutions Software license Software Solutions POS, KIOSK , Customer

HCL Training Programs

service counter Products Rack enclosure Networking Products Service

Facilities Management VPN & Managed Networking (HCL Infinet)

WHY HUMAN RESOURCE MANAGEMENT IS IMPORTANT An organization is nothing without human resources. What is IBM without its employees? Same is in a hotel industry. It is totally based on managing people or manpower in an efficient way. When we think about the million of organization that provide us with goods and services, any one of more of which will employ us during our lifetime, often do we explicitly consider that these organization depend on people to make them operate? It is only under unusual circumstances, such as
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when clerks go on strike at our local supermarket, or the teachers walkout from our schools, colleges or employees working in an hotel industry, that we recognize the important role play in making organization work.

Management : It is the process of efficiently getting activities completed with and through other people. The management process includes the planning, organizing, leading, and controlling activities that take place to accomplish objectives. With reference to our definition, Goals are the activities completed. Limited resources are implied in efficiently. People are those in through other people. First goals are necessary because activities must be directed toward some end. There is a

considerable truth in the observation that if you dont know where you are going, any road will take you there. The established goals may not so explicit, but where there are no goals, there may be a need for a new managers or no need for managers at all. Second, there are limited sources. Economic resources are scarce therefore, the manager is responsible for their allocation. This requires not only that managers be effective in achieving goals that are established but they be efficient in relating output to input. They must seek a given output with a lower input that is now being used or, for a given input, strive for a greater output. It again depends how much the manager knows about his capacity and how he designs his planning structure and how efficiently he gives a better picture and utilizes it accordingly. Managers , then are concerned with the attainment of goals, which makes them effective, and with the best allocation of scarce resources, which makes them efficient. The need for two or more people is third and last requisite for management. It is with and through people that managers perform their work. Managers are those who work with and through other people, allocating scarce resources, to achieve goals.

HRM AND ITS FUNCTIONS Human resource management is concerned with the people dimensions in management. Since every organization is made up of people, acquiring their services developing their skills, motivating them to

high levels of performance, and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational goals. To look HRM more specifically we suggest that it is a process consisting of four function :Accusation, Development, Motivation and Maintenance - of Human Resource. ACQUISITION FUNCTION

The acquisition function being with planning. Relative to human resource requirements, we new to know where we are giving and how we are giving to get these. This includes the estimating demands and supplies of labour. Acquisition also includes the recruitment, selection and socialization of employees. DEVELOPMENT FUNCTION

It can be seen along three dimensions. The first is employee training which emphasizes skill development and the changing of attitudes among workers. The second is management development, which concerns itself primarily with knowledge acquisition and the enhancement of an executives conceptual abilities. The third is career development, which is the continual effort to match long-term individual and organizational needs. It also has a major function, it prepares the employees to adopt change at any point of time. Since the scenario of the market changes day by day it is very important for an organization to keep his employees ready to face the change, and accordingly change in order to adapt the change in order to sustain in this competitive market scenario. MOTIVATION FUNCTION

The motivation function begins with the recognition that individuals are unique and that motivation techniques must reflect the needs of each individual. Within the motivation function alienation, job satisfaction, performance appraisal behavioral and structural techniques for stimulating worker performance, the importance of linking regards to performance, compensation and benefits administration and how to handle problem employees are renewed. In recent years, more emphasis was given on manpower because of the change in the society, attitude of an individual etc. etc.

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In a study ASID AMERICAN SOCIETY FOR TRAINING AND DEVELOPMENT recognized nine are of HRM. Training and Development Organization and Development Organization/Job Design Human Resource Planning Selection and Staffing Personnel Research and Information Systems Compensation/Benefits Employee Assistance Union/Labour Relations

The outputs of this model are : Quality of Work Life Productivity Readiness to change

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CHAPTER 2: REVIEW OF THE LITERATURE Recruiting the Wrong people Are the Job Ads to Blame Brian P. Mathews, and Tom Redman Luton Business School, University of Luton, Park Square, Luton LU1 3JU, United Kingdom 6 Sept, 2001 The salesperson is central to the success of many organizations, yet job turnover in this role is reported as being excessive. Recruitment of these key individuals must be given a high priority, and practice should be as effective as is practical. This research examines the extent to which the job advertisement may be a contributory factor to this problem, by examining what recruiters say that they look for in today's salesperson and evaluating the potential effectiveness of advertisements placed in the printed media in the United Kingdom. Results indicate that advertised sales jobs tend to be for unqualified, relatively inexperienced, individuals, and who are relatively poorly paid. Recruitment of high quality staff to sales posts is further limited by advertisements that lack information of fundamental importance to potential applicants. Hence, at least some of the blame for poor sales staff can be attributed to the advertising of the posts and to the nature of posts that are advertised. According to Bratton and Gold (2003), personnel recruitment can be defined as the process of generating a pool of capable people to apply for employment to an organization (p. 488). Employees can be recruited either within a firm (internally) or from the labour market (externally). While there are advancements to both approaches; that is, they make and buy their human capital (Lepak and Snell, 1999, p. 32). The main goal of personnel recruitment is to attract qualified applicants from whom employees can be selected who presumably best fit the firms requirements. From a resource based view (RBV) perspective, personnel marketing (value), employer image (uniqueness), and internal recruitment (inimitability) are argued to increase the number of qualified applicants (e.g., Backhaus and Tikoo, 2004; Saa Perez and Garcia Falcon, 2002; Wright et al., 2001).

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Technical Services Recruitment and Selection Chatterjee, S.R. (2006). Human resource management in India. In A. Nankervis, Chatterjee, S.R. & J. Coffey (Eds.), Perspectives of human resource management in the Asia Pacific (41-62). Pearson Prentice Hall: Malaysia. Business Week. (2007). A Red-HA Big Blue in India, Sept 3. Slater, J. (2004). Job-hopping central: Far East Economic Review, 8(1),34. Time. (2007),pg:33 Special Report: 60 years of Independence, 170(6), 4-42. There has been a dramatic shift in the expectations of employees in the organized and globally linked sectors of the economy. A rise in the disposable income coupled with a declining dependency ratio, has led to young professionals becoming extremely mobile. The problem is critically evident in the off shoring industry where the average retention period of an employee is considered to be around six to eight months. And the retention of senior level executives is an additional challenge. The attrition rates are highest in information technology (IT) (30-35%), business process outsourcing (BPO) (35-40%), insurance (35-40%), retail and fast moving consumer goods (FMCG) (20-30%), and manufacturing and engineering (10-15%) said Chatterjee 2006. The issue of retention is much more critical in the high value adding BPO sector such as R&D activities. This $40 billion industry has one of the highest attrition rates of around 20 to 25 per cent. The service laden on BPO industry have the highest attrition rates. Many companies are developing innovative incentive packages in countering this job hopping phenomenon. The prominence of IBM as an employer of technically qualified personnel has been acknowledged in the popular press (Business Week 2007). Recruiting costs minimization

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Companies are not leaving any stone unturned and thereby are spending a lot on resources in the process for getting the huge talent requirements and to get the best of the lot. Recruitment costs are becoming increasingly heavy on the pockets and there is a dire need for them to look for something cheap without compromising on the quality of recruits. And with the rise in costs, they are growing more cautions about recruitment expenditure. There is an age old adage Give and Take or you gain some, you lose some. And this adage seems to be put in practice by many companies.The average recruitment cost per employee can range anywhere between Rs 50,000 to 60 lakhs, depending on the position. Companies have devised actions plans which suit their needs best and at the same time cut the recruitment costs without compromising on the quality. Most of the recruitment at senior levels is done through contacts. Recruit through employee referral scheme has become a Right feature which helps us in getting the right person for the right job at a very nominal cost spent on recruiting. Internal referral is the most effective and cheapest mode of recruitment. Walk-ins are undoubtedly the best and inexpensive mode of hiring, and it has proved effective in volume hiring by many HR managers. Research finds poor recruitment practices lose employers customers as well as potential recruits 02 April 2007 by Mike Berry Poor recruitment practices are damaging brands, turning off potential employees and losing customers, new research has found. An online survey of 2,560 working age adults by recruitment outsourcing provider Capital Consulting indicated companies are not handling the recruitment process as well as they could. More than half of jobseekers also said they would actively avoid buying products and services from a company that treated them poorly. Marisa Kacary, marketing director at Capital Consulting, said: A huge amount of money and effort is directed at delivering brand strategies to existing and potential customers, but that same attention is clearly not being carried through to current and potential employees. If you treat people poorly during the recruitment process, you could lose them as customers, and they are only too happy to tell others about their bad experience with your organization, too.
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Recruitment and Employment Confederation statistics show recruitment agency complaints rose by 25% in 2006 19 March 2007 This article first appeared in Personnel Today magazine. Official complaints against recruitment agencies rose by 25% in 2006, according to figures from the Recruitment and Employment Confederation (REC). The REC's professional standards team handled 685 complaints and enquiries in 2006, half of which involved grievances against members. Its annual complaints report found temporary workers continued to complain the most, accounting for about half of all gripes. However, the last quarter of 2006 showed a sharp rise in the number of complaints from candidates for permanent jobs and from clients, two groups with little representation in complaint figures in the past. Most complaints about the conduct of REC members involved some element of dissatisfaction with customer service and agency complaint-handling practices. The REC represents more than 8,000 corporate businesses and 5,500 recruitment consultants. The organisation expelled three corporate members and one individual member during 2006, and issued one reprimand. Bad recruitment practices damage organizations' employer brand for potential employees and customers 09 March 2007 11:30 Greg Pitcher Poor recruitment practices are losing customers as well as potential employees for thousands of firms, according to research. Recruitment provider Capital Consulting found that one in four jobseekers felt they had been treated badly when they applied for a job. It also discovered that more than half of jobseekers stop buying goods or services from companies that treat them poorly and disgruntled applicants spread their message far and wide, with 55% telling more than three others of their bad experience.

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Marisa Kacary, marketing director at Capital Consulting, said: With the war for talent raging more fiercely than ever, a good employer brand is increasingly critical to an organizations commercial success. As our research shows, if you treat people poorly during the recruitment process, you could lose them as customers, and they would be only too happy to tell others about their bad experience with your organisation, too. Jobseekers main gripes about the recruitment process involved a lack of communication. One in two were aggrieved that no reason was given for not being offered the job, and roughly the same proportion said the lack of feedback following an interview was their main irritation. However, more than one-third said they were asked irrelevant or stupid questions at interview; and 30% were asked to do irrelevant tests. \

Bad recruitment practice can put graduates off 12 December 2006 This article first appeared in Personnel Today magazine. Patrice Barbedette Founder, Jobpartners As your article on recruiting Generation Y rightly points out (Personnel Today, 21 November), new graduates can, indeed, be tough customers, as they want instant career gratification and can be difficult to retain. It is worrying, therefore, that more than one-third of graduate jobseekers have switched brands following a negative experience while job hunting. Some employers are putting off potential employees before they have even set foot in the door with bad recruitment processes, such as poor communication and slow responses. Members of Generation Y are avid communicators, hence the success of chat rooms, messaging, MySpace, etc. They have to be involved to remain interested.
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If a potential employer fails to provide good communication and feedback, it is highly likely that they will lose the candidate. Graduate starting salaries set to increase by just 2% in 2007 30 January 2007 This article first appeared in Personnel Today magazine. Carl Gilleard, chief executive of the AGR Starting salaries for graduates are expected to rise by just 2.1% this year - the smallest increase in six years, research out today (Tuesday) has found. The twice-yearly Graduate Recruitment Survey, published by the Association of Graduate Recruiters (AGR), shows the median graduate starting salary in 2007 is expected to be 23,431. But graduate vacancies are predicted to grow for the fourth year running. The survey of 211 leading employers found the number of vacancies for graduates entering the job market in 2007 is predicted to increase by 15.1%, significantly higher than last year's actual vacancy increase of 5.2%. The rise in the number of vacancies continues to provide recruiters with challenges - more than 40% of those surveyed anticipated difficulties in filling all positions in 2007. Despite fierce competition between recruiters for the best talent, less than 20% believe shortfalls are attributable to their starting salaries not being competitive. Employers cited a number of recruitment challenges, including: Lack of applicants with the right combination of skills, for example team-working and leadership Lack of applicants with the right qualifications for specific job roles Issues with specific geographical locations Applicants' perceptions of the industry sector. Carl Gilleard, chief executive of the AGR, said: "Once again, we are seeing an increase in the number of graduate-level vacancies, which is great news for anyone applying for a graduate job this year. "There is, however, a continuing anticipation that there will be some difficulty in filling these vacancies. The main shortfalls appear to be in industries where specific qualifications are essential and where applicants are unable to demonstrate the right combination of 'softer' skills, such as teamworking, in addition to their academic achievements."

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What graduates can expect Vacancy levels: The highest growth in graduate vacancies is predicted to be in investment banks or for fund managers and accountancy or professional services firms. Increases have also been predicted within transport and logistics, construction, telecommunications and the public sector. Starting salaries: The largest increases are reported by organisations from the fast-moving consumer goods sector, oil and energy, water, and utilities, followed by those in banking and financial services, and construction companies. Bonuses and allowance: This year is predicted to see a decrease in the number of organisations offering lump sum payments for graduates, although a significant 35.4% will continue to do so, with the median amount paid out staying at 2,000. Source: AGR Graduate Recruitment Survey 2007

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CHAPTER 3: CONCEPTUAL FRAME WORK OF RECRUITMENT PROCESS INTRODUCTION: Human resource Management classically pertains to planning; recruitment, selection, placement, induction, compensation, maintenance, development, welfare etc. of Human Resources of any organization to enable the organization to meet its objective while also enabling the human resources to attain their individual goals. As is evident from the definition of the concept the entire theme revolves centrally around human resource and its role in enabling simultaneous satisfaction of individual and organizational goals. The immediate conclusion that follows from this is that the prime movers of the organization are the individuals. The process of bringing employees into the fields of organization is termed as recruitment and can be unambiguously treated as the central pillar for foundation stone of the entire concept of human resource management. It is easy to see why recruitment has accorded such a high position out of the various facets of human resource management. The reason is simply that unless one has human resource in the organization whom will the human resource managers manage or whose energy will they channelize productively and usefully. Keeping this idea into mind this Project is an attempt to study various options that are available both theoretically as well as practically for an organization to launch itself into the task of recruitment. Procurement function of personnel Department includes three major sub-functions(A) Recruitment; (B) Selection: and (C) Placement on the job. Recruitment is the positive process of employment. The process of Recruitment is to identify the prospective employees, attract, encourage and stimulate them to apply for the job, Interview the eligible and select them for a particular job in the organization. Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting selection of an efficient working force.

SCOPE OF RECRUITMENT

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It extends to the whole Organization. It covers corporate office, sites and works appointments all over India. It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and Senior Management cadres.
SOURCES OF RECRUITMENT

Sources of recruitment can be classified into two categories 1) Internal Sources

2)

External sources

INTERNAL SOURCES: Internal sources of recruitment mean promotion of employees from the lower rank to the upper rank. Majority of companies have established a policy of promotion from within that is, vacancies other than at the lowest level are filled up by promoting the personnel to the higher rank. Such practice leads the healthy progressive atmosphere and the cost of training and the rage of labor turnover. HCL provide prior preference to internal recruitment. This source of recruitment is generally adopted to fill vacancies of middle and top personnel. EXTERNAL SOURCES: It is always not possible to recruit the employees from within, especially vacancies at lower level or recruitment at the time of expansion of the firm or where job specification cannot be met by the present employees, the employer has to go to external sources of manpower supply. Amongst the most commonly used outside sources are as follows: i). ADVERTISEMENT: Advertisement in newspapers and journals is now an external popular source of recruiting staff. For all types of types of vacancies employers resort to advertising but it is the most suitable source for filling the vacancies of technical and senior personnel. Candidates processing the requisite qualification apply for the job. ii). CAMPUS RECRUITMENT Campus interview is a very useful source of recruitment for a full range of jobs. The employment managers of the enterprises maintain a close liaison with the University and Technical institutions. This
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method is used for recruiting Officer, Apprentices, Engineers or Management Trainees. Technical Institutions empanel the promising young talents for employment and refer their names to the prospective employers as and when asked for. HCL recruit major chunk from this source.

iii) EMPLOYMENT EXCHANGE: Employment exchanges are regarded as good source of recruitment for unskilled, skilled or semiskilled operative jobs. The job seekers get their names registered with employment exchanges managed and operated by the Central and State Government. The employers notify the vacancies to be filled in by them to such exchanges and the exchanges refer the names of prospective candidates to them. iv) PRIVATE AGENCIES: Some private agencies are also doing a great service in recruiting technical and professional personnel. They provide a nationwide service in attempting to match the demand and supply of personnel. Many private agencies tend to specialize supply of personnel. Many private agencies tend to specialize in a particular type of jobs like Sales, Marketing, Technical Professional. vi) PROFESSIONAL BODIES: Some professional institutions like Institute of Chartered Accountant , I.C.W.A.I., Institute of Company Secretary etc. maintain a register of qualified persons from which they recommend the names of the job seekers to the employers when asked for. vii) UNSOLICITED APPLICATIONS: An organisation of repute draws a steam of unsolicited applications at the companys office. These applications are screened and places in the relevant Data Banks. Whenever needed to locate suitable candidates for that particular skill these are used. viii) RECRUITMENT AT THE GATE: Sometimes direct recruitment of workers is made at the gate of the factory or office. Generally, the number of vacancies, nature of work and time of interview are notified by the Personnel Department on
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the blackboard at the gate. Prospective candidates attend the interview at the appointed time and get the appointment. This system of recruitment is generally used to recruit the unskilled workers. ix) PART TIME EMPLOYEES: Sometimes, persons are employed to dispose of the heavy seasonal work or the areas of work of temporary nature on part time basis. These part time employees form a good source of labours supply as and when vacancies occur. Vacancies are filled up among them if they fulfil the requisite qualification to suit the jobs.

x) LEASING: The short term fluctuations in personnel needs may be stabilized through leasing of personnel for some specified period from other industries, offices and units. This system of leasing has been well adopted by the public sector organizations. With the rapid growth of public sector, the acute shortage of managerial personnel, particularly at higher levels, they borrow the personnel of requisite caliber from the Government Departments. At the end of their term they are given an option to choose either their parent services or the present organizations. xi) TRADE UNION: In some companies trade unions also assist in recruiting the staff. This sense of cooperation helps in developing the better labor relations. This source of labor supply cannot be relied upon on the ground that sometimes trade unions support a candidate who in not fit for the job and is not acceptable to management. Such view really worsens the labor relations. However, this method is not being adopted by out organisation. xii) INTERNAL REFFERALS Recommendations made by existing employees about their relatives and friends who are competent for the job are hired by the company.

The HCL Family

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At HCL, people are not just employees but family. So, like an important member of the family should, you get endless freedom to experiment, unlimited empowerment to execute your dreams and the rare opportunity to be an entrepreneur. HCL Infosystems is the progenitor of the HCL Group and is known as the Entrepreneurial Incubator in the Indian IT industry. We believe in empowering people to help achieve their goals goals that are achieved by the coming together of talent and innovation, powered by ownership and freedom to experiment, leading to tremendous growth and gains for the individual and the organization. We pride ourselves in being a pioneer in creating the Indian IT Industry, by pioneering the creation of the people for the industry. Our HR philosophy is beyond HR Practices and Systems, where we are ceaselessly creating the HCL Family, whose DNA is Pride, Passion, Performance and People, with an inexhaustible Spirit of Entrepreneurship. Figure 3.1 HCL family

Who do we look for?

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Our objective has always been to acquire quality people and groom them to become entrepreneurial Leaders. HCLites are people who take pride in continually doing better than their best; people with a passion to succeed; people who have a fire within to perform and realize results.People who want to WIN (W Work hard, I- innovate and N-never giver up). Culture at HCL With our open and entrepreneurial environment, every HCLite is synonymous with passion for performance, high need for achievement and commitment to job. Our core value of high integrity with a Never-Say-Die approach is ingrained and visible in all our people, practices and processes. a) Diversity and Inclusion:- HCL strives to attract and retain the best talent and provide an environment where each individual is given the opportunity to build a rewarding career. With offices in more than 300+ locations, we employ a diverse group of people from different backgrounds, yet all connected by a common sense of the HCL culture. We value the uniqueness of each individual, relying on the diversity to drive our innovation, growth and performance b) HCLs Community Involvement Recognizing the important role of business in society, HCL supports and encourages the active involvement of its people in community volunteer initiatives. Employee volunteering programmes at HCL enable you to do much more than routine work through active participation in various causes.

RECRUITMENT AND SELECTION PROCESS IN HCL INFOSYSTEMS Figure 3.2 Flow Chart of Recruitment & Selection Process in HCL INFOSYSTEMS

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COMPTENCY BASED RECRUITMENT

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INTRODUCTION: Competencies are the characteristics of a professional that lead to the demonstration of skills and abilities, which result in effective performance within an organizational area. It refers to skills or knowledge that leads to superior performance. These are formed through an individual/organizations knowledge, skills and abilities and provide a framework for distinguishing between poor performances through to exceptional performance. It sounds obvious that recruitment should be based on these factors. But all too often companies cant find the right candidate. Or worse, they find the right candidate only to discover later that it wasnt the right candidate after all. Competencies can apply at organizational, individual, team, and occupational and functional levels. Competencies are individual abilities or characteristics that are key to effectiveness in work. Competencies are not "fixed"they can usually be developed with effort and support (though some are harder to develop than others). Employees and their managers together can identify which competencies would be most helpful to work on to improve the employees effectiveness. They can then integrate that into a learning plan that may include on-the-job experience, classroom training, or other developmental activities.

Some examples of competencies required by the employees are: Adaptability Commitment Creativity Motivation Foresight Leadership Independence Emotional Stability Analytical Reasoning and Communication Skills

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Best Practices : Having established the competency profiles for groups and roles, organizations can use the competencies as the standards for assessing candidates throughout the screening and selection process as well as advertising and communicating the organizations requirements to potential applicants.

Aim:
Competency-based recruitment is about understanding exactly what is needed for the job in question. Next, defining a process that identifies exactly those competencies critical for job success. In terms of personality, ability, knowledge and cultural fit. Or more simply put, creating a clear distinction between personality traits (prefers to do), motivation (wants to do) and cognitive abilities (is able to do) - and recruiting on the basis of this information. Of these, personality is typically underrated when predicting competencies and job success. As Jack Welsh, former CEO of General Electric so succinctly put it: Too often we hire for skills and then fire for personality. I can teach skills; I want attitude.

Reasons why competencies are needed: The best way to understand performance is to observe what people actually

do to be successful rather than relying on assumptions pertaining to trait and intelligence.

The best way to measure and predict performance is to assess whether

people have key competencies. Competencies can be learnt and developed. They should be made visible/accessible
They should be linked to meaningful life outcomes that describe how people

should perform in the real world

CLASSIFICATION OF COMPETENCIES
Core Competencies A core competency is defined as an internal capability that is critical to the success of business. These are organizational competencies that all individuals are expected to possess. These competencies define what the organization values the most in people.

27

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

The goal of the core competencies is for individuals to be able to perform in a diverse number of positions throughout the organization. Core Competencies are not seen as being fixed. Core Competencies should change in response to changes in the company's environment. They are flexible and evolve over time. Core Competencies will have to adapt and change: As a business evolves and adapts to new circumstances and opportunities, For example, for a manufacturer of electronic equipment, key areas of expertise could be in the design of the electronic components and circuits. For a ceramics manufacturer, they could be the routines and processes at the heart of the production process. For a software company the key skills may be in the overall simplicity and utility of the program for users or alternatively in the high quality of software code writing they have achieved. Professional Competencies or functional competencies These distinctive competencies are grouped for each job within the organization. The goal is to optimize performance by having the technical skills to perform a job. Behavioral Competencies These refer to competencies that are required by people in terms of behavior. Team working is an example of competency required by an employee working in a typing group in an office where they may be required to cover up for others as the work grows Threshold competencies The characteristics required by a jobholder to perform a job effectively are called threshold competencies

28

For the position of a typist it is necessary to have primary knowledge about typing, which is a threshold competency Differentiating competencies The characteristics, which differentiate superior performers from average performers, come under this category; such characteristics are not found in average performers. Knowledge of formatting is a competency that makes a typist to superior to others in performance, which is a differentiating competency

Table 3.1 Skill Set in HCL INFOSYSTEMS

SKILL SET IN HCL INFOSYSTEMS

EXECUTIVE LEVEL MIDDLE MANAGEMENT SENIOR MANAGEMENT

Good listening skills

Analysis/ Reasoning

Decision making and judgmental Coaching And mentoring Leadership Planning and organizing Strategic vision Economy study Market Understanding Goal oriented Futuristic

CORE COMPETENCIES

Reading comprehension Operating Equipments Providing Consultations Relationship Building Influencing others Good communication skills Self Management Developmental & Continuous learning

Creative and innovative thinking Mathematical reasoning Problem Solving Facilitating Groups Interviewing others Managing Projects and programs Managing Disputes Negotiating Arguments

29

Customer Focus

Training and Presenting Information Staff Management Teamwork

Attention to details Adaptability and flexibility Personal Effectiveness

CHAPTER 4: RECRUITMENT AND SELECTION PROCESS OF HCL INFOSYSTEMS:

HCL do have a formalized and standardized recruitment process. With 80 % of our recruitment directly from campuses across India, including the B/C cities we are truly a campus Organization that continues to provide opportunities to young and talented engineers across the country. Candidates applying for the role of a customer engineer to even senior management undergo a comprehensive combination of assessment techniques including: technical and mechanical aptitude test IQ test Psychometric tests.

We have even been praised by the industry experts like Udai pareek on being one of the few companies that continue to effectively use TAT (Thematic Apperception Test). To ensure that only the ideal candidate is selected for a particular job role, recruitment is conducted as partnership between both HR and line function with the selection panel consisting of General Manager/Vice President level person. In line with our Hr philosophy of recruitment the best the guiding principles for recruitment over the last three decades include: Talent creation rather than talent Acquisition , thereby creating a stronger HCL team Selection is focused on attitude once a candidate meets the minimum talent requirement for a particular job role

30

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

At HCL, Business planning is done with the long term of 5 years and 3 years outlook along with the planning on a yearly basis. People plan is an essential part of this business plan and also integrated with it. As part of manpower planning we consider the following: Existing business growth Targets (Being leaders in every segment like System integration, Distribution and marketing service, PC, Projectors, Copiers etc). New business initiative plans (like strategic Out sourcing career Development centre etc) Long term Investment (like in the areas of R&D , Training and development , HCL Education Programs etc) People involved in the recruitment process and their roles: Since recruitment is undertaken as a partnership between line and HR function there is involvement of HR executives, HR Manager and Line Managers. Divisions specific recruitment specialist is responsible for sourcing and administration of the test. Interview selection panel comprises of both Hr and Line Managers, along With a General Manager / Vice President level person. Services of external Consultants Are also hired from time to time when required Average percentage breakup of our manpower requirement with respect to the following ( Consider a normal year of operation): Table 4.1 Manpower requirement Average Percentage Break up Fresher from management campus 12 Lateral hires 12 Fresher from any other type of School / 76 institutes We are known as the Entrepreneurial Incubator our positioning in management schools. Our theme Continues to be To catch them young and set their mind on fire. HCL Info Systems has been the 1st System Integration Company in India.
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Along with being the 1st in office Automation and 1st in ICT/ Electronics Distribution Marketing and Services HCL Info systems Ltd has been ranked second in the 7th Annual Best Employer Survey (2007) by Dataquest IDC. This is the third year running that the company has been ranked as one of the top three IT Employers in the country. Last year, HCL showcased itself through the talking Numbers Campaign using the voices of 0 & 1, building Blocks of binary universe. This year, our brand building campaign presents the various examples of the way HCL brings technology that touches lives. Extensive TV and prints ads showed our stakeholders, the width and depth of our technology, and its ability to touch lives everywhere. Each addressed a specific target group and highlights the facts relevant to that group. We also have an Employee Communication team that organizes regular communication campaigns to engage employees and highlight what differentiates HCL as an employer

1). SOURCING Table 4.2 Sources that are used by the organization: Sources of recruitment Employees referrals Internal job posting External placement consultants Internet based recruitment Advertisement in newspaper Direct Application Campus Hires Others (Please specify) Check that Apply HCL Education Program HCL career Development Centre MOU with various Government bodies HCL have Formal Employees Referrals reward program Based on openings and labour marketing condition we run employer reward programs from time to time. These are communicated to the target employees through a combination of methods like e-Mail, notice Boards etc.
32

We also receive a large number of employee referrals throughout the organizations A Testimony to employee engagements level within the organization If yes, Please state the reward / bonus paid to successful referrals. Please indicate if there are different rewards for different profile of referred candidates. The rewards are different for different profiles and may vary from cash bonus to rewards in kind like ipods, laptop, holidays abroad etc.

What percentage of applications received and actual hiring in the last 12 months was a result of employees referrals? Our laterals recruitment forms 10-12% of lateral hirings, out of which about 10% is actually through employee referrals. Majority of recruitment (88-90%) is through campus, based on our campus connect programs where our employees (being alumini of that institute) play a key role in managing and sustaining the relationship with the institute

HCL have a formal job posting process in place? If some positions are determined to be filled from within, procedure followed is: A mix of various information sources of individual competencies like appraisal, 360 degree feedback reports, competency maps are referred to identify the ideal candidates. Regional Manager Inputs are also requested. We also have programmes such as Mindia techXpert, based on an assessment centre format to identify talent 2). CAMPUS RECRUITMENT Table 4.3 Break up for campus Recruitment HCL recruit 80% from various business institutions ENGINERING MANAGEMENT GRADUATE CAMPUS What is the breakup 23% of requirement for each campus as a CAMPUS 12% SCHOOL NA OTHERS (PLEASE SPECIFY) 63% of Diploma Holders
33

percentage of above?

What

is

your

Our recruitment philosophy on campus remains consistent to our overall recruitment philosophy known as the Entrepreneurial Incubator in

Recruitment Philosophy

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

campus? fire for all campus presentations What are the pre- Being a well- known company and a preferred employer among placements activities campuses all over India, we still organize presentations, talks and e.g. talks , individual discussion to help students more about job role and opportunities at HCL discussion, promotions, etc How do you build a Campus Connect Programmes enables HCL, Institutes and our people relationship with the share a unique relationship of customer-partner-Alumni campuses you visit regularly

3). SELECTION PROCESS HCL have a formalized and standardized selection process. Our companys follows selection process that varies across profiles (levels, functions, freshers/laterals) Support and training given to the managers in the selection process: Detailed job description and person specifications aid a more objective to selection processes. Result for the various assessment tests are shared prior to the interview and act as identifier of strength/weakness of the candidate which can be further probed during the interview All the new managers undergo thorough induction including a section on people Management skills Management development programmes regularly include People management issues Feedback of performance of previously selected candidate are provided to managers

STEPS TO MANAGE THE CANDIDATE EXPERIENCE

34

At HCL, applicant are treated like customers, so that they feel valued, leading to good word of mouth branding and higher application rates We review our recruitment processes on a regular basis to ensure effectiveness and so that applicants do not face any difficulty Recruitment Compliance Sheet and checklists provides a step by step guide to each person involved in recruitment ensuring tasks like candidates with the detailed JD allowing Selfselection, etc are carried out without fail All members of HR department attend weekly Knowledge Hour sessions an soft skills, business knowledge and to share best practices Table 4.4 Steps in selection process Freshers WRITTEN TEST- Technical competency, Aptitude, Psychometric tools like MAP, TAT Group Discussion

Panel Interview where panel includes a GM/VP level person from line functions as Lateral hires For Executives For Managers i) HR Interview ii) Test like Managerial response test Psychometric test- Thematic Apperception Test (TAT) c) Panel Interview where panel includes a GM/VP level person from line functions as well as HR Person well as HR Person WRITTEN TEST- Technical competency, Aptitude, Psychometric tools like MAP, TAT

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4). RECRUITMENT PROCESS ANSLYSIS PROCESS METICS FOR HCL SELECTION PROCESS FOR CAMPUS:

Select only the best 2-3 best candidates from a campus Cover all states in India for campus recruitment No. of resignations within 1st year of joining Percentage of employees confirmed in last quarter with an outstanding performance rating Average recruitment cycle time STANDARDS OR SERVICE LEVEL AGREEMENTS FOR THE

Quality of Recruitment is continually tracked on the basis of

BENCHMARKS

REQUIREMENT PROCESS: CYCLE TIME for Hot Skills 15 Days Regular Skills 30 Days Completed Recruitment Compliance Sheet for each candidate KRA Sheet for all joining within one month of joining

5). JOINING PROCESS Reference checks are conducted for all new lateral recruits using internal formats by HR department. Typically references are taken from

Table 4.5 Composition of Sources of recruitment

Campus recruitment Total offer made 1215 Total acceptance 97.1% Lateral recruitment Total offers made 244 Total acceptances 94%

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JOBS AT HCL
Table 4.6 Jobs at HCL INFOSYSTEMS Technical Support Share point Developer COGNOS Developer Technical Lead/JAVA/ORACLE 10G Deputy Manager - MIS reporting OMNI flow developer/Team lead/Project Manager Oracle Data Integrator BIZTALK Developer Server Engineer
37

Executive Assistant Asset Manager Assistant Manager Microsoft System Centre Configuration Project Manager -Networking Oracle DBA SQL DBA Admin Microsoft System Centre Configuration Deputy Manager Project Manager JAVA Project Manager (.NET) BPM Professionals User Interface Designer Design Manager Senior Software engineer Technical Writer HP UNIX Admin Service Partner Executive Sales and services Network field engineer Manager Civil works Service partner Trainer/ Facilitators of HCL Project Manager service delivery SAP SD ,FI,PM,PS,PP,MM,QM, ABAP, BASIS, PS , COBI/BO,Crm(Sales) Regional Coordinator Vendor Manager(IT) Pre- Sales Consultant SAP Senior sales Executive Territory Manager Call centres Help Desk/Call co-coordinator Desktop engineer
38

Lotus Domino Administrator Key Account Manager Oracle Supply Chain Management Functional Consultant SAP DMS Consultant

CHAPTER 5: RECRUITMENT PROCESS OF COMPETITORS DELL Dell is one of the fastest growing technology solutions providing companies in India. It serves various customers including small scale, large scale and medium business firms. Their services to customers include sales & marketing, research & development, consumer contact centers, IT, manufacturing & services. The company offers many job opportunities for the candidates who are interested to work in there. The recruitment process of Dell is usually simple. They mainly focus on the candidates stability. The recruitment process consists of three rounds. They are
39

Aptitude round Technical interview HR interview

Each stage of the process will be an elimination round. This is to pick out the talented candidates from a large bunch. A systematic preparation for the test will help the aspirants to effectively clear these rounds. Dell Placement Test Like all other companies recruitment process Dell also conducts a written test initially. The main intention of this test is to evaluate the candidates analytical and logical ability. The stage includes an aptitude test. This test is further divided into two sections- General aptitude and English. The general aptitude questions include the topics like data sufficiency, problems on age, series, time and work, programming language questions such as C, C++, etc. The English section comprises the questions on general English knowledge like comprehension, grammar, etc. A total of 50 questions are included in this written test. Dell Placement Interview The placement interview round of Dell consists of different rounds. The rounds are: Personal Introduction and Technical interview HR round

In personal interview round the candidates will be asked for a self introduction. This section is usually very simple and it will be for 10 to 15 minutes. The technical interview will include the questions based on the technical subjects C, C++, DBMS, DS, etc The next is the HR interview in which candidates are asked about the general questions like their academic details, interest to join the particular company, about Dell, their work experience if any, etc.

HP Recruitment at HP Advanced Solutions Inc., is typically a four-stage process focused on identifying, assessing, interviewing and hiring the very best person for each opportunity. 1. APPLICATION
40

Apply to each position of interest to you that aligns with your educational background, competencies and experience by reviewing the postings web site. 2. EVALUATION Once your application is submitted, it will be reviewed against the requirements of the position. 3. ASSESSMENT The assessment process may include written exercises and interviews with a Recruiter and/or Hiring Manager. The primary purpose is to assess your competencies and fit with the needs of HP Advanced Solutions and also serves as a way for you to gain a better understanding of the opportunity and our organization. 4. SELECTION Once a position has been filled, those candidates not selected will be notified as to the status of their application. It is the goal of HP Advanced Solutions to hire the most qualified individual for each opportunity. We hope that you have found this overview helpful and appreciate your interest in our organization.

IBM About IBM :

41

International Business Machines Corporation (known as IBM or "Big Blue") is a multinational computer technology and consulting corporation headquartered in Armonk, New York, USA. The company is one of the few information technology companies with a continuous history dating back to the 19th century. IBM manufactures and sells computer hardware, software, infrastructure services, hosting services and consulting services in areas ranging from mainframe computers to nanotechnology. With over 350,000 employees worldwide, IBM is the largest information technology employer in the world. IBM holds more patents than any other U.S. based technology company. It has engineers and consultants in over 170 countries and IBM Research has eight laboratories worldwide.As a chip maker, IBM is among the Worldwide Top 20 Semiconductor Sales Leaders. IBM's PC division was bought by Chinese company Lenovo on May 1, 2005. Recruitment Procedure The IBM recruitment process contains three rounds. Written Test Technical Interview HR Interview

But now two more rounds are added to this process.

Essay writing Group Discussions.

Selection stages that you can expect during IBM recruitment drives. In general, any IBM placement drive can be expected to comprise of the below 4 stages. They are , 1. Written Aptitude Test, 2. Group Discussion Round, 3. Technical Interview, and 4. HR Interview. Let us discuss all four stages in detail. 1. Written Aptitude Test
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You can expect two to three sub sections in the written tests. For example one section may contain questions from number series like AP, GP and the other may contain questions from basic aptitude topics and so on. Total number of questions can be around 50 to 60 with 15 to 20 questions in each of the three sections.It is believed that these sub sections will have sectional cut offs. You should be very careful while answering your questions, as unlike several other papers, these questions are expected to carry negative marks as well. Hence, the sectional cut off and negative marking make these papers unique. 2. Group Discussion Round. Once you have cleared the placement tests, you would be called for group discussion. This round would be very easy with simple topics from sports, politics etc. You can expect least elimination from this round. 3. Technical Interview. This round can be bit tough with questions from several different sections concerned with software engineering. For example you can expect a lot of questions from sections like OS, C++/JAVA, Networking, DBMS, Programming concepts like OOPS etc. 4. HR Interview. This can again get harder with stringent selection process. Unlike most other companies, there could be significant elimination during HR interview as well.

43

WIPRO WIPRO recruitment process consists of three rounds Round 1: Written test consists three sections
1.

Verbal: This section will have 15 questions related to synonyms, antonyms, Analogies, SC, Prepositions and reading comprehension. Aptitude: This sections will have 15 questions related to aptitude topics like Time & Work, Time & Distance, Blood Relations, Series Completion, Puzzles, Calendars, Clocks, Percentages, Ratio proportions, Ages, Pipes and Cisterns etc., Technical: This section will have 20 questions related to basic technical concepts from C, C++, Java, Linux, UNIX, DBMS, SQL, Programming fundamentals, Hardware, Software Engineering, Micro Processors etc.,

2.

3.

Round 2: Technical Interview This is a major elimination round. Candidates should be thorough with their basic technical skills to clear this round. Candidates are here by informed to be prepared with their core subjects. Round 3: HR Interview Candidates can expect basic HR interview questions like Tell me about your self, Why should I hire you, Why only WIPRO, What is SIX sigma level. Candidates will be tested in their communication and vocabulary during technical and HR interviews.

Type of Recruitment at WIPRO Employee Referrals Job Portals Campus/Fresher Recruitment Staffing partners Advertisement and web Banners Interview and selection Process
44

COMPARITIVE ANALYSIS Table 5.1 Comparative study of Competitors BASIS DELL HP TURNOVER 2 3.5 (USD Billion) FOCUS Candidate Stability Hiring the best i.e. Retention SOURCES OF CANDIDATE SELECTION Employee Referral Web Portals HR consultants Campus recruitment for each opportunity Employee Referral Job Portals Campus Recruitme nt IBM 3 Skill Knowledge WIPRO 6.03 and Bringing the best based talent from the industry. Employee Referral Job Portals Campus Recruitme nt Staffing partners Advertise ment and web INTERVIEW PROCESS Personal interview Psychometr ic test HR round Technical round
45

recruitment Employee Referral Web Portals HR consultants Campus recruitment

Psychome tric Test HR round Line Manager

Technical interview HR interview Psychometri c Test

banners Technical interview HR interview Psychomet ric Test

ATTRITION RATE

8%

7%

10%

23%

CHAPTER 6: ATTRITION RATE Introduction: The attrition rate plays a significant role in an organization. High attrition rate of employees in an organization is a serious concern because the employees are the human capital. Some of the organizations have started searching the cause due to which the employees are leaving the organization. There are some organizations specially belonging to IT, Telecom, and various other sectors which are facing high attrition rate. Due to high attrition rate, cost of the organization increases due to training, development, socialization and other costs on the employees. Attrition rate is high basically in an organization whose work is mostly dependent on knowledge workers like BPO, paramedical, aeronautics etc. Attrition is defined as reduction in the number of employees through retirement, resignation or death. The rate of shrinkage in size or number of employees is known as attrition rate. Different organizations use different method to calculate the rate of attrition. The most common formula to calculate the rate of attrition used by many organizations is: Attrition Rate = (Number of employees who left in the year / Average employees in the year) * 100

TRENDS OF ATTRITION IN IT-INDUSTRY HIGH RATE OF ATTRITION IN IT SECTOR Introduction: In the best of worlds, employees would love their jobs, like their co-workers, work hard for their employers, get paid well for their work, have ample chances for the advancement, and the flexible schedules so they could attend to personal or family needs as and when necessary. Leaving the present job for a better pasture is the most common among the employees of Information Technology industries. This is also true for other industries, but IT is somewhat different from the routine industries existing in the business arena for more than few decades. The salary level in the IT field is definitely more than other industries; also the demand of new skilled employees is much more without doubt. Apart from biggies like TCS, Infosys, Wipro, Mahindra Satyam, HCL, there are many medium and small size IT companies quite established nationally and internationally. Therefore, the process of recruitment has become a daily core for the HR professionals of these companies.
46

Attrition is one thing that cannot be brought to zero, since the companies cannot make the employees ever happy with their demands that change continuously with the time. The attrition level is higher than any other industries, as the salary level too is higher for the IT companies. The factors in the term EBITDA namely earnings before tax, tax, depreciation and amortization margins or operating margins are all dipping for most of the IT companies at different percentages due to the wage hike. This is difficult to check, since qualified and skilled hands are on the move to increase their values in new companies margins declining by Infosys- 2.36%, Tata Consultancy- 0.7%, and HCL Technology- 1.1% Whereas the attrition rate for Wipro, Infosys, HCL Infosystems, and TCS is at 23%, 15.8%, 15.7%, and 13.1% respectively in the June quarter. These figures are not stagnant, and are ascending in the last few quarters. Another worried fact for the companies is that the high percentage of attrition is not confined in just one level of management; all three levels of junior, middle and senior are affected by this truth. Since the companies invest extensively on the entry level workers, the attrition becomes a problem for all the companies. Reason for attrition as follows:

all

the

time.

Lets see some figures in this respect to understand where the IT companies stand today. Operating

Salary hike Promotion Less onsite opportunities Brand Facilities Working Environment Work Pressure. Work culture - Management-IT industry is known for its high pressure work atmosphere and long working hrs, which create high levels of stress, employee and high attritions rates.

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Lack of job satisfaction- Good leaders who can motivate and guide their team well-IT managers lack both the time and tools needed for assessing their team members and taking corrective action to improve their performance which is directly related to job satisfaction.

Increasing percentage of women employees-Most women leave their job either after marriage or because of long working hours, work stress and other social pressures. Attrition is higher because salary is dynamic

PDC-Product Development Companies(Most of the IT people in IT services would like to move PDC as the kind of work would be challenging & exciting)

Steps to Reduce Attrition or retention strategy: In todays scenario, it becomes very important for organizations to retain their employees. Employees stay and leave organizations for many reasons. The reason may be personal or professional. These reasons should be understood by the employer and should be taken care of. The organizations are becoming aware of these reasons and adopting many strategies for employee retention. Similarly, HR Professionals spend most of their time in framing Employee Retention Strategies. The Employee Attrition rate is nearly 20 to 30% in India. In the case of BPO industries, it is even worst because the attrition rate is 30 to 40%.

1). Focus on Exit-interviews- Employers should not ask why are you leaving? Rather they should ask when you start searching for a job. If a key employee resigns, it should be taken up on a priority basis and kept confidential as far as possible and the senior management should meet the employee to discuss his reason for leaving and evaluate if his issues bear merit and whether they can be resolved. Getting an insight and inside scoop can really help. It gives information about internal problems, employees perceptions of the organization, underlying workplace issues and colleagues. 2) Let employees know that their opinions are valuable. Ask them to open up. Listen to employees ideas; never ridicule them. Compliment and thank your employees for their valuable contribution. Recognize and celebrate their success. 3) Setting up a feedback mechanism to maintain consistency in performance and high motivation levels. Offer performance feedback and praise good efforts and results. Criticize but Praise publicly. 4) Give them job security. 5) Providing opportunities of learning by constantly upgrading the skills of employees.
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6) Paying attention to employees personal needs and participation. 8) Communicate goals, roles and responsibilities so that people know what is expected from them and feel a part of crowd. 9) Keep employees informed about the happening in the company so that they will be confident about the future or not to look for better option. 10) The attrition battle could be won by focusing on retention, Encourage humor & laughter in workplace to deal with stress which will ensure that the employees are happy which gets reflected in their services especially critical in voice based transaction. It has been observed that attrition rate was lower when employees perceived their workplace as a fun environment and viewed their jobs as enjoyable. 11) Feeling valued by their managers or superior in the workplace is a key to high employee motivation and morale. 12) Not hiring employees who have a history of jumping from one job to other. Recognizing the contributions of achievers would also inspire others to try hard and put in their best. 13) Group cohesiveness also helps in coping with the attrition. Built teams and generate competition between them. 14) Monotony and stress have contributed to increased attrition rate. So keep changing the duties or position (job rotation) of employees after fix period. 15) Induction program and Exit interview are very important. 16) Identify the key employees of the firm or categorize the employee according to need of the firm. It will help you to customize your retention program. 17) Your staff members must feel rewarded, recognizes and appreciated. Monetary rewards, bonuses and gifts make the thank you even more appreciated. Understandable raises tied to accomplishments and achievements help to retain staff. Offer an attractive, competitive, benefits package. So if we want to reduce attrition we can take the points mentioned above for the same and can do best from our end to reduce attrition rate in IT-Sector. Best rated company in it sectors according to employees satisfation survey

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

49

It scores high on job content and financial compensation. One of the best aspects about HP India is that it allows employees to move across jobs internally, says the survey. HP offers flexible job options. Infosys - Dream Job. On a way to achieve the status of a secured, stable Govt. company. AOL, Google and Yahoo - Best companies to work with, great job satisfaction as well as great salary and work environment. Rarely fires an employee. As they are internet based companies' they offer lots of opportunities to grow. Aricent - a communication based software company, has never fired any employee and gives great perks & incentives, lot of projects in kitty. Minimal level of attrition. CHAPTER 7: DATA ANALYSIS INCLUDING OPINION SURVEY OF EXECUTIVES STAFF/EMPLOYEE REGARDINDING RECRUTIMENT POLICY OF HCL INFOSYSTEMS
Q1. Please Indicate the Number of years you've worked in this organisation: Less than 1 year Between 1-5 Years Between 5-10 Years Between 10-15 Years Between 15-20 Years Above 20 Years

13 22 11 5 6 3

25 20 15 10 5 0 Less than 1 year 13

22

11 6 3

Between 1-5 Years

Between 5-10 Between 10-15 Between 15-20 Years Years Years

Above 20 Years

50

Q2 Interpersonal relationship with-in colleagues are good Strongly agree Somewhat Agree Neutral Somewhat Disagree Strongly Disagree

48 6 2 5 3

60 50 40 30 20 10 0 Strongly agree Somewhat Agree Neutral Somewhat Disagree Strongly Disagree 6 5 3 48

CONCLUSION:
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In the survey conducted at HCL INFOSYSTEMS , graph depicts that majority of people strongly said that their interpersonal relationship with their subordinates or their superior is strong , which leads to quality flow of communication , reduces communication gap and misunderstandings, built friendly relationship and healthy environment to work. As per the conversation with the employees, we can conclude that HR Team helps the new recruits to get adjusted with the concerned department and they regular be in touch to make the environment friendly.

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

12 30 10 6 2

52

35 30 25 20 15 10 5 0 Strongly agree Somewhat Agree Neutral Somewhat Disagree Strongly Disagree 12 10 6 2 30

CONCLUSION: According to the survey, we can conclude that HCL INFOSYSTEMS provide the opportunity to its employee to develop their career goals and ambitions, which could be a step to reduce attrition rate in the company and retain their valuable asset, and this helps them to develop a strong and experienced work force that grows the organization. HCL INFOSYSTEMS has also developed various Training Programs and Career Development Centre (CDC) that helps the employee to upgrade himself with the new tevhnologies.

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

14 21 12 10
53

Strongly Disagree

25 21 20 15 10 5 0 Strongly agree Somewhat Agree Neutral Somewhat Disagree Strongly Disagree 14 12 7

CONCLUSION: According to the observation, we can conclude that employees are not much satisfied by the reward and salary system, around 58% of employees said that they are satisfied while 22% disagree. Company should set the salary structure as per the market standards which will attract efficient employees from the market. Reward system should be improved which indirectly leads to motivate the employees to perform effectively and efficiently continuously.

Q5. Would you recommend working for this company to your family and friends? Strongly agree 18
54

Somewhat Agree Neutral Somewhat Disagree Strongly Disagree

36 6 0 0

40 35 30 25 20 15 10 5 0 Strongly agree 18

36

6 0 Somewhat Agree Neutral Somewhat Disagree 0 Strongly Disagree

CONCLUSION: As observed, employees will recommend their family and friends to work with HCL which states that they are overall satisfied with the company policies and procedure. This concludes that may be one or two things are dissatisfactory but employees are overall satisfied with the company. This strongly interprets that people want to stay with the organization. Hence attrition rate will be comparatively low.

55

Q6 Is hr Team trained, in hiring new employees and to make the best hiring decision? Strongly agree Somewhat Agree Neutral Somewhat Disagree Strongly Disagree 8 14 21 12 5

25 21 20 15 10 5 0 Strongly agree Somewhat Agree Neutral Somewhat Disagree Strongly Disagree 8 5 14 12

CONCLUSION: As per the observation, we can conclude that HR team is focused towards hiring the best and quality employees. Recruitment Process Consist of various Scrutining step to identify the suitable candidate for the particular post, HR team is well developed and experienced to pool in the quality employees, so that Companys goals are achieved effectively within the course of time. HR team fills in the vacancy as per demanded by the Line Managers to avoid delay in any task. Employees are satisfied with the job done by HR Team.

56

Q7. Do you think the HR team acts effectively to enhance the quality of employees selection process? Strongly agree Somewhat Agree Neutral Somewhat Disagree Strongly Disagree 11 26 8 12 3

30 25 20 15 10 5 0 Strongly agree

26

11 8

12

Somewhat Agree

Neutral

Somewhat Disagree

Strongly Disagree

CONCLUSION: According to the survey conducted, we can draw a conclusion that HR team work to enhance employees selection process to hire the best applicant among all. Various steps like psychological testing, one to one Interview with the HR Manager and the Line Manager helps the Company to scrutinize the best employees whose interest go hand in hand with organization goals. 62% of the employees are satisfied with the Selection process of the company initiated by HR executives.

57

Q8. Are you satisfied with the effectiveness of the interviewing process and other selection instruments? Strongly agree Somewhat Agree Neutral Somewhat Disagree Strongly Disagree 27 19 7 4 3

30 25 20 15 10 5 0

27

19

7 4 3

Strongly agree

Somewhat Agree

Neutral

Somewhat Disagree

Strongly Disagree

CONCLUSION: According to the survey conducted, we can draw a conclusion that HR team work to enhance employees selection process to hire the best applicant among all. Various steps like psychological testing, one to one Interview with the HR Manager and the Line Manager helps the Company to scrutinize the best employees whose interest go hand in hand with organization goals. 77% of the employees are satisfied with the Selection process of the company initiated by HR executives.

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Q9. Do you think the objective, requirements, criteria, job profile and job specification defined by the management, are clear and transparent? Strongly agree Somewhat Agree Neutral Somewhat Disagree Strongly Disagree

13 26 14 5 2

30 25 20 15 10 5 0 Strongly agree 13

26

14

5 2

Somewhat Agree

Neutral

Somewhat Disagree

Strongly Disagree

CONCLUSION: According to the survey conducted, Objectives, requirements, criteria, job profile and job specification defined by management is transparent so that employees are clear about the expectations of the company, and how their task will fit into the larger picture. Hence they feel as valued part of the organization

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

23 17 11 5 4

25 20 15

23

17

11 10 5 0 Strongly agree Somewhat Agree Neutral Somewhat Disagree Strongly Disagree 5 4

CONCLUSION: According to the survey conducted, we can observe that the 70% of the employees agrees to the fact that HR team is able to attract quality applicants. Therefore, the employees recruited in the organization are able to work effectively and efficiently towards the long term goals of the organization.

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CHAPTER 8: CONCLUSION Studying the recruitment procedures of HCL, analyzing the respondents answers, opinion survey and date analysis the researcher came to a conclusion that HCL is a growing Company. It has a separate personnel department which is entrusted with the task of carrying out the various policies, programmes like recruitment selection, training etc. effectively and efficiently. The business of HCL is carried on in a very scientific manner. In the saturation point of business it need not waste the time to diversify into another business. Management understands the business game very well. At the time of difficulty it takes necessary action to solve the problem. As per the survey conducted we can conclude that it not only focuses on recruiting employees but also developing their career goals and ambitions, HCL also maintains the healthy working environment by building good interpersonal relationship. The HR department is able to pool quality applicants such that they could contribute their efforts effectively and efficiently towards the achievement of the organization goals. HR Team uses the suitable methods for various kinds of recruitment to select the best out of all. Objectives , requirements , criteria, job profile and job specification defined fit into the larger picture. Hence they feel as valued part of the organization. Quality hire also sustain the employees for longer period of time which reduces the attrition rate of the company, lower the attrition rate indicates that employees are not using the companys resources and name as a step to move forward in their career. It strongly believes in manpower position of the organization because it knows in the absence of M for man all Ms like money, material, machines, methods and motivation are failure. It always tries to develop the human resources. In the absence of right man, material, money, machines all things will not be properly utilized. So it always recruits manpower in a scientific manner. by management is transparent so that employees are clear about the expectations of the company, and how their task will

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CHAPTER 9: SUGGESTIONS

1. Develop a wider scope for the employees to enhance their career and ambitions 2. Each level of employee should be formally inducted and introduced to the Departmental Head. If not all levels, at least Asst. Manager and above category of employees. 3. Salary comparison should be seriously done to retain the old employees, and should consider market standards. 4. HR team should adopt certain measures to reduce attrition rate in order to retain their assets. 5. Cost benefit analysis should be alone before creating a position or recruitment of manpower. 6. External source should be given equal importance with internal source. By which new brain will be inducted in the company with skill, talent, efficiency etc. 7. Company should maintain its policies and procedures, as employees are satisfied, hence would be interested in internal referrals. 8. HR team is able to enhance Quality of employees by following distinctive selection process.

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CHAPTER 10: ANNEXURES QUESTIONNAIRE NAME:AGE:DESIGNATION:Q1. Please indicate the number of years youve worked in this organization: 1) Less than 1 year 2) Between 1-5 year 10 years 4) Between 10-15 years years 5) Between 15-20 years 3) Between 56) Above 20

Q2. Interpersonal relationship with-in colleagues are good: 1) Strongly agree 2) somewhat agree 3) Neutral 4) Somewhat disagree disagree Q3. Did this company help you to fulfill your career goals & ambition? 1) Strongly agree 2) somewhat agree 3) Neutral 4) Somewhat disagree disagree

5) Strongly

5) Strongly

Q4. Do you feel your pay, benefits and other incentives are as per industry standards? 1) Strongly agree 2) somewhat agree 3) Neutral 4) Somewhat disagree 5) Strongly disagree Q5. Would you recommend working for this company to your family and friends? 1) Strongly agree 2) somewhat agree 3) Neutral 4) Somewhat disagree 5) Strongly disagree Q6. Is HR team trained, in hiring new employees and to make the best hiring decision? 1) Strongly agree 2) somewhat agree 3) Neutral 4) Somewhat disagree 5) Strongly disagree Q7. Do you think the HR team acts effectively to enhance the quality of employees selection process? 1) Strongly agree 2) somewhat agree 3) Neutral 4) Somewhat disagree 5) Strongly disagree Q8. Are you satisfied with the effectiveness of the interviewing process and other selection instruments? 1) Strongly agree 2) somewhat agree 3) Neutral 4) Somewhat disagree 5) Strongly disagree Q9. Do you think the objective, requirements, criteria, job profile and job specification defined by the management, are clear and transparent? 1) Strongly agree 2) somewhat agree 3) Neutral 4) Somewhat disagree 5) Strongly disagree
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Q10. Is HR team able to attract an adequate pool of quality applicants? 1) Strongly agree 2) somewhat agree 3) Neutral 4) Somewhat disagree disagree

5) Strongly

Thank you for the kind support.

INTERVIEW SCHEDULE Date: Venue: Position: NAME OF THE CANDIDATE TIME REMARKS

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Interview call letter

Date ---------------Dear Sir, ___________________________________________________ This has reference to your application for the above mentioned position in our organisation. We are pleased to invite you for a meeting with the undersigned on.at a.m./p.m. please confirm this appointment. We have enclosed a blank personal Data Form. Please fill this in and bring with you along with your educational and experience certificates / testimonials in original for the meeting. No TA/DA shall be admissible for attending this interview. You will be reimbursed to and for train fare by 1st / 2nd class for attending this interview. We take this opportunity to thank for the interest you have shown in joining our organisation. Yours sincerely, For HCL InfosystemsLtd. Authorized Signatory

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Preliminary interview of the candidates is conducted by HRD based on Personal Data Format given below filled up by the candidate with the help of technical person along with the Dept. Head.

HCL Infosystems Ltd. Address: PERSONAL DATA FORM POSITION APPLIED FOR SOURCE Name_____________________________________________________________ Surname First Name Middle Name

Present Address ________________________________________________________________ ____________________________Phone_______________________________

permanent Address _____________________________________________________________ __________________________Phone______________________________

Date of Birth: Marital Status:

Religion: Sex:

Nationality: Date of Marriage:

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Languages Known _________________ __________________ Fathers Name & Occupation Spouse Name: Occupation

Speak

Read

Write

No. of children:

Educational / Professional Qualification Start With Latest Degree/ Diploma Degree/ Diploma Institution/ University/Board Years From to Main Subject Division &

% of marks

Publication Membership Special Interest/Hobbies

&

Employment Record: (Starting from present to first one) Period From to Name Employer of Designatio Nature n Performed
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of

Duties Gross Salary

Detail of Present Salary Basic HRA Conveyance Bonus LTA Medical Superann uation P.F. Others

Salary Expected: Joining Time Required: Are you ready work any where in India: Relatives & Acquaintances in HCL Name Designation Department Relation

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

References:

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

whom you have worked. Name: _____________________________________ Nature of Acquaintance : ______________________________ Position : __________________________________
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Address : __________________________________ Tel .: Off.:____________ Res.:___________ Off.:_ __________ Res.:___________ Declaration: I hereby authorised verification of all statements in the record and shall agree to produce any documentary evidence in proof of above statements as desired by NPL. I certify that all the above statements are true and understand that misrepresentation or mission of facts called for in this from will cause separation from the companys services without any notice or compensation. Date________________ Signature___________

FOR OFFICE USE ONLY Test Performance INITIAL INTERVIEW NOTES 1. PERSONALITY 2. MATURITY 3. COMMUNICATION 4. SELFCONFIDENCE 5. JOB KNOWLEDGE 6. OTHERS FINAL INTERVIEW RESULTS

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SALARY FIXATION SHEET DESIGNATION Item present ACTUAL P.M. CATEGORY OFFERED ACTUAL P.M. LOCATION

OTHERS: Joining Date: Probation Period:

DATE

HOD

HRDDEPTT.

Final approval for Asst. Manager and above is after final interview by the MD. Travel Expenses to outstation candidates are reimbursed as per the travelling rules existing in the company, in format given below. After final selection Letter of Intent is issued in the following format

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LETTER OF INTENT With reference to your application and the subsequent interviews you had with us, we are pleased to offer you the position of ______________ in our organisation at mutually agreed terms and conditions based at _______________. However you are liable to be transferred to any of our sites / sister concerns / associates companies at the sole discretion of the management. You will report for work on _____________at______________, failing which this offer will stand automatically withdrawn. The detailed letter of appointment will be issued to you on your joining. Please submit the following documents at the time of joining :3 passport size photographs. Copy of last appointment letter, relieving letter & salary certificate. Photocopies of educational and experience certificates. Please sign you to our organisation and wish you a successful career with us. Yours sincerely, For HCL InfosystemsLtd. Authorized Signatory

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V) JOINING FORMALITIES On the joining detailed appointment letters are issued as per below mentioned levels:1) APPOINTMENT LETTER Language for below Asst. Manager level is given in the following format .

BELOW ASSTT. MANAGER LEVEL

___________________ ___________________ ___________________

Dated : ___________________

LETTER OF APPOINTMENT Dear Mr. __________________________ With reference to the offer letter no.______________________dated __________ we are pleased to appoint you as ____________________ on the following terms and conditions: 1) Ordinarily your period of probation will be Six months which could be further extended for a period not exceeding three months and during probationary period/extended probationary period your services are liable to be terminated without any notice or without assigning any reason or compensation in lieu thereof. 2) A) EMOLUMENTS: you will be paid following emoluments: Basic Salary House Rent Allowance : : Rs. __________ p.m. Rs. __________ p.m.
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Local Travelling Expenses

Rs. __________ p.m.

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

B)

Further increment will be based on efficient, satisfactory and loyal discharge of duties and may be withheld in case the standard of work and conduct is found subnormal of may be accelerated in case the same is adjudged to be commercial at the discretion of the management.

3)

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

1. During the period of your employment, you shall not secure or try to secure any other post and undertake any course of study or work on part time basis without the pronouncement or the Management in writing. You will also not hold any office of profit outside the company or engage yourself in any other trade or business either part time, or full time, whether for profit or gain, or on honorary basis or otherwise, engage in an insurance agency or commission agency etc. without the prior written permission of the management. 2. Your hours of attendance shall be regulated to suit the duties entrusted to you from time to time, subject to the statutory provisions.

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

4. In the event of your confirmation in writing, in addition to the terms and conditions mentioned in this letter, except para (1):

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a) You will be liable to be retired on your reaching the age of 58 years or earlier if found medically unfit. The organization shall have the right to have you medically examined as and when considered necessary by a registered medical practitioner or by the Companys medical officer.

b) The employment will be liable to be terminated on either by giving one months basic salary in lieu thereof. However, no notice would be necessary to be given by the organisation if in their opinion you are found guilty of any gross misconduct as generally understood in employment, particularly disobedience, insubordination, insolence and acts subversive of discipline, habitual negligence of duties, distrust, dishonesty or embezzlement, illegal strike, habitual late attendance, absence, go-slow etc. 5. In case any misconduct is alleged against you, you are liable to be suspended forthwith without any salary or allowance, pending such inquiry, if in an inquiry you are exonerated of the charges, you will be entitled to full salary as if you were on duty. In the event you are found guilty of the charges levelled, irrespective of the punishment imposed, you shall not be entitled to any payment for the period of suspension. 6. The above mentioned terms and conditions of services shall prevail so long as the same are not either modified or they will also be subject to such other and further rules and regulations which may be notified by us by putting a notice in writing on the notice board put inside the premises. 7. Your date of joining the services in the organisation is _________________________________ 8. This letter is being offered to you in duplicate. In case the terms and conditions expressly

enumerated above are acceptable to you, please sign the duplicate copy of this letter in token of your having read, understood and accepted the terms and conditions mentioned above. 9. Please note that the court of jurisdiction shall be at New Delhi. We welcome you to our organisation and wish you a successful career with us.
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Yours sincerely, For HCL InfosystemsLimited, AUTHORISED SIGNATORY

ACCEPTANCE I have clearly understood the terms and conditions mentioned in this letter of appointment and I hereby accept the same. NAME SIGNATURE DATE FOR ASSISTANT MANAGER TO MANAGER Dear Mr. APPOINTMENT LETTER With reference to the offer letter no._________________ dated________________, we are pleased to appoint you in our organisation on the following terms and conditions:1) 2) 3) Designation : Your position in the company will be Date of Joining: Your date of joining the services in the organisation is Probation Period: Ordinarily your period of probation will be Six months from the date of joining. Management may extends the probation period depending upon your performance. On successful completion of probation, you will be issued a confirmation letter. During the probation period, your services are liable to be terminated without assigning any specific reason, whatsoever without giving any notice. After confirmation the notice period will be one month or one months basic salary on either side. 4) Salary Details: Your Basic Salary will be Rs. ./- p.m. (Rupees only) In addition you will be entitled to House Rent Allowance of Rs. /- p.m. (Rupees only) You will entitled to reimbursement of Local Travelling Expenses upto a maximum limit of Rs. /- p.m. (Rupees . only) You shall also be entitled to benefits like ESI/Medical Reimbursement, LTC, Bonus Exgratia, Gratuity & PF as per rules of the company. Date..

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5) Place of Posting: However, you would be liable to be transferred/posted at any of the existing or proposed locations of the company or its sister/associates companies at the sole discretion of the management. 6) The company normally does not permit employees to engage in any other business or work, either directly on their own account or indirectly and you will be expected not to do so without prior consent of the management in writing. You will be governed by the rules and regulations of the company as applicable in force, amended or altered from time to time during the course of your employment. You will automatically retire from the services of the Company on attaining the age of 58 years. You may be retired earlier if found medically unfit.

7) 8)

Please sign the duplicate copy of this letter signifying your acceptance and return it to us. We welcome you to our organisation and wish you a successful career with us. With best wishes, Yours sincerely, For HCL InfosystemsLimited,

AUTHORISED SIGNATORY

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

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FOR SR. MANAGER AND ABOVE Dear Mr. . Date APPOINTMENT LETTER With reference to the offer letter no.____________________ dated ______________, we are pleased to appoint you in our organisation on the following terms and conditions:1) 2) 3) Designation : Your position in the company will be

Date of Joining: Your date of joining the services in the organisation is .. Salary Details : Your Basic Salary will be Rs. /- p.m. (Rupees only) In addition you will be entitled to House Rent Allowance of Rs../- p.m. (Rupees only) You will entitled to reimbursement of Local Travelling Expenses upto a maximum limit of Rs. ../- p.m. (Rupees .. only) You shall also be entitled to benefits like Exgratia, Gratuity, PF etc. as per rules of the company. You will be entitled to reimbursement of Medical Expenses for yourself and family, the total cost of which shall be a maximum of one month's basic salary in a year. You will be entitled to reimbursement of LTC equivalent to one months basic salary per completed year of service. Your first entitlement for LTC will be on completion of 12 months service with the Company.

77

3) Place of Posting: . However, you would be liable to be transferred/posted at any of the existing or proposed locations of the company or its sister/associate companies at the sole discretion of the management. 4) Your services are liable to be terminated without assigning any specific reason, whatsoever by giving you one months basic salary or one months notice. Likewise you would be free to leave the services of thew company by giving one months notice or basic salary to the company. 5) The company normally does not permit employees to engage in any other business or work, either directly on their own account or indirectly and you will be expected not to do so without prior consent of the company in writing. 6) You will be governed by the rules and regulations of the company as applicable in force, amended or altered from time to time during the course of your employment. 7) You will automatically retire from the services of the Company on attaining the age of 58 years. You may be retired earlier if found medically unfit. Please sign the duplicate copy of this letter signifying your acceptance and return it to us. We welcome you to our organisation and wish you a successful career with us. With best wishes. Yours sincerely, For HCL InfosystemsLimited,

AUTHORISED SIGNATORY

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

NAME

SIGNATURE

DATE

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

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HCL InfosystemsLimited
NOIDA
DATE: HRD DEPARTMENT NEW DELHI-110 020 JOINING REPORT This is to inform you that I have joined the organisation as On Department. My present address is Telephone No. And my Date of Birth is NAME : SIGNATURE: DATE: . Any change in my address will be intimated to you. in

79

V) DOCUMENTATION 1. Individual personal files are maintained. 2. Computerised Personal details are maintained. 3. After separation also the personal files are maintained of ex-employees. 4. Position wise Data Banks are maintained for future reference. 5. The following formats shall be generated as a result of implementation on this procedure.

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JOB ANALYSIS FORM OF HCL INFOSYSTEMSLTD.

Job Title. Date Code No Location .. Department Analyst. Reason for the job Supervised.. Wage or salary range Relation to other jobs: Promotion from.. Promotion to.. Job summary: Work performed: Major duties :. Other tasks : Equipment/Machines used:. Working Condition Skill Requirements: Education: (Grade or Year) Training : Job experience : (a)Type of experience.. (b) Length of experience Supervision : (a) Positions supervised. (b) Extent of supervision.. Job knowledge : (a) General (b) Technical (c) Special Responsibility : (a) For product and material . (b) For equipment and machinery (c) For work of others. (d) For safety of others Physical Demands : Physical efforts Surroundings Hazards Resourcefulness

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JOB SPECIFICATIONS FORM OF HCL Job Title : Drill Operator Job Code REQUIREMENTS 1. EDUCATION : Ability to read and understand production orders and to make simple calculations. Preferably High School Certificate. 2. TRAINING AND EXPERIENCE: No special training required . Requires one month experience to learn job duties and to attain acceptable degree of proficiency. 3. PHYCIAL EFFORT: No special physical effort is required. 4. MENTAL SKILL: Requires reasoning to interpret instructions and drawings and productions orders. Must be able to concentrate when operating. 5. SUPERVISION : Routine checking and no close supervision required. Specific but no detailed instructions. 6. Responsible for own work only. Only routine responsibility for safety of others. Department Date..

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CHAPTER 11: REFERENCES

(n.d.). Retrieved June Tuesday, 2011, from www.indianmba.com: www.indianmba.com/Faculty_Column/FC404?fc404.html (n.d.). Retrieved May Saturday, 2011, from www.shvoong.com: www.shvoong.com/business-management/humanresources/2042566-http-timesofindia-indiatimes-com-business/#ixzz1NTvt6hHO (n.d.). Retrieved June Thursday, 2011, from www.ibm.com: www.ibm.com/services/process (n.d.). Retrieved June Monday, 2011, from www.tjohncollege.com: www.tjohncollege.com/IBM_Recruitment_Process.html (n.d.). Retrieved June Tuesday, 2011, www.hpadvancedsolutions.com/careers/recruitment_process.htm from www.hpadvancedsolutions.com:

(n.d.). Retrieved May friday, 2011, from www.slideshare.net: www.slideshare.net/guest61a8d3/r-e-c-r-u-i-t-m-e-n-t (n.d.). Retrieved July Monday, www.hclinfosystems.in, from www.hclinfosystems.in: http://www.hclinfosystems.in/ (n.d.). Retrieved May Friday, http://businessweek.com/magazine/content/07_36/b4048052.htm 2011, from www.businessweek.com:

(2003). Retrieved June Monday, 2011, from www.careersvalley.com: http://www.careersvalley.com/tcs-recruitment-processfreshers-stages-pattern-explained Berger, D. B. (2003). Talent Management Handbook: Creating Organizational Excellence. New York: McGraw Hill. Klemp, G. (1980). The Assessment of Occupational Competence. Washington D.C. Northhouse, P. (2004). Leadership Theory and Practice. Sage Publications. Parry, S. (July, 1996). The quest for competence. Training Magazine , 48-56. Sanghi, S. (2007). The Handbook of Competency Mapping: Understanding, Designing and implementing Competency Models in Organizations. New Delhi: Sage Publications.

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Thank You Akanksha Jagia A0102310134 MBA HR Class of 2012

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