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TABLE OF CONTENTS

S.No CONTENT PAGE NO.

1. EXECUTIVE SUMMARY 6

2. INTRODUCTION 7-43

3. OBJECTIVE OF THE PROJECT 44-45

4. LITERATURE REVIEW 46-52

5. RESEARCH METHODOLOGY 53-54

6. DATA COLLECTION AND DATA ANALYSIS 55-56

7. FINDINGS & CONCLUSIONS 57-60

8. LIMITATION OF THE STUDY 57-60

9. SUGGESTIONS/RECOMMENDATION 61-62

10. BIBLIOGRAPHY 63


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EXECUTIVE SUMMARY

Today, in every organization personnel planning as an activity is

necessary. It is an important part of an organization. Human Resource is a

vital ingredient for the success of the organization in the long run. There

are certain ways that are to be followed by every organization, which

ensures that it has right number and kind of people, at the right place and

right time, so that organization can achieve its planned objective.

The objectives of Human Resource Department are Human Resource

Planning, Recruitment and Selection, Training and Development, Career

planning, Transfer and Promotion, Risk Management, Performance

Appraisal and so on. Each objective needs special attention and proper

planning and implementation.

For every organization it is important to have a right person on a

right job. Recruitment plays a vital role in this situation. It is

recommended to carry out a strategic analysis of Recruitment and

Selection procedure.

With reference to this context, This project is been prepared to put

a light on Recruitment process at HCL Technologies. This project

includes Meaning and Definition of Recruitment, Evaluation of

Recruitment Process Sources of Recruitment through which an

Organization gets suitable application. Job Analysis, which gives an idea

about the requirement of the job.


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Introduction


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Introduction

RECRUITMENT PROCESS: THE HEART OF HUMAN

RESOURCES MANAGEMENT

Definition of recruitment

According to Edwin B. Flippo, Recruitment is the process of searching the candidates foremployment and stimulating them to apply for jobs in the organization. Recruitment is the

activity that links the employers and the job seekers. A few definitions of recruitment are:

o A process of finding and attracting capable applicants for employment. The processbegins when new recruits are sought and ends when their applications are submitted. The

result is a pool of applications from which new employees are selected.

o It is the process to discover sources of manpower to meet the requirement of staffingschedule and to employ effective

Measures for attracting that manpower in adequate numbers to facilitate effective selection of an

efficient working force. Recruitment of candidates is the function preceding the selection, which

helps create a pool of prospective employees for the organization so that the management can

select the right candidate for the right job from this pool. Recruitment is essential to effective

Human Resources Management. It is the heart of the whole HR systems in the organization. The

effectiveness of many other HR activities, such as selection and training depends largely on the

quality of new employees attracted through the recruitment the recruitment process. Policies

should always be reviewed as these are affected by the changing environment.


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RECRUITMENT NEEDS ARE OF THREE TYPES

PLANNEDi.e. the needs arising from changes in organization and retirement policy.

ANTICIPATEDAnticipated needs are those movements in personnel, which an organization can predict

by studying trends in internal and external environment.

UNEXPECTEDResignation, deaths, accidents, illness give rise to unexpected needs.

THREE MAIN STAGES IN RECRUITMENT

Identify and define the job Requirements .Job

description and job specification.

Attract Potential Customer

Select and employ the appropriate

people from the job applicants


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Factors Affecting Recruitment process

1. The size of an organization.

2. The employment condition in the community where the organization located.

3. The effect of the past recruiting efforts that show the organization ability to locate and keep

good performing people.

4. Working condition, salary and benefits packages offered by the organization which may

influence turnover and necessities future recruiting

y Rate of growth of the organization.y

Cultural, economic and legal factors


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Recruitment Process

The recruitment and selection is the major function of the human resource department and

recruitment process is the first step towards creating the competitive strength and the strategic

advantage for the organizations. Recruitment process involves a systematic procedure from

sourcing the candidates to arranging and conducting the interviews and requires many resources

and time. A general recruitment process is as follows:

The recruitment process begins with the human resource department receiving requisitions for

recruitment from any department of the company. These contain:

y Posts to be filledy Number of personsy Duties to be performedy Qualifications required Preparing the job description and person specification. Locating and developing the sources of required number and type of employees

(Advertising etc).

Short-listing and identifying the prospective employee with required characteristics. Arranging the interviews with the selected candidates. Conducting the interview and decision making


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y Identify vacancyy Prepare job description and person specificationy Advertising the vacancyy Managing the responsey Short-listingy Arrange interviewsy Conducting interview and decision making

The recruitment process is immediately followed by the selection process i.e. the final interviews

and the decision making, conveying the decision and the appointment formalities.

PROCESS OF RECRUITMENT

SOURCES OF RECRUITMENT


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INTERNAL SOURCES

1. TRANSFERS

The employees are transferred from one department to another according to their efficiency

and experience.

2. PROMOTIONS

The employees are promoted from one department to another with more benefits and greater

responsibility based on efficiency and experience.

3.Others are Upgrading and Demotionof present employees according to their

performance.

4. Retired and Retrenchedemployees may also be recruited once again in case of

shortage of qualified personnel or increase in load of work. Such people save time and costs

of the organizations as the people are already aware of the organizational culture and the

policies and procedures.

5.The dependents and relatives of Deceased employees and Disabled employees are also

done by many companies so that the members of the family do not become dependent on the

mercy of others.

EXTERNAL SOURCES

External sources of recruitment have to be solicited from outside the organization. External

sources are external to a concern. But it involves lot of time and money .The external sources of

recruitment include Employment at factory gate, advertisements, employment exchanges,

employment agencies, educational institutes, labour contractors, recommendations etc.


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1. Employment at Factory LevelThis a source of external recruitment in which the

applications for vacancies are presented on bulletin boards outside the Factory or at the Gate.

This kind of recruitment is applicable generally where factory workers are to be appointed. There

are people who keep on soliciting jobs from one place to another. These applicants are called as

unsolicited applicants. These types of workers apply on their own for their job. For this kind of

recruitment workers have a tendency to shift from one factory to another and therefore they are

called as badli workers.

2 . Advertisement It is an external source which has got an important place in recruitment

procedure. The biggest advantage of advertisement is that it covers a wide area of market and

scattered applicants can get information from advertisements. Medium used is Newspapers and

Television.

3. Employment ExchangesThere are certain Employment exchanges which are run by

government. Most of the government undertakings and concerns employ people through such

exchanges. Now-a-days recruitment in government agencies has become compulsory through

employment exchange.

4. Employment Agencies There are certain professional organizations which look

towards recruitment and employment of people, i.e. these private agencies run by private

individuals supply required manpower to needy concerns.

5. Educational Institutions There are certain professional Institutions which serves as an

external source for recruiting fresh graduates from these institutes. This kind of recruitment done

through such educational institutions, is called as Campus Recruitment. They have special

recruitment cells which helps in providing jobs to fresh candidates.

6. Recommendations There are certain people who have experience in a particular area.

They enjoy goodwill and a stand in the company. There are certain vacancies which are filled by

recommendations of such people. The biggest drawback of this source is that the company has to

rely totally on such people which can later on prove to be inefficient.


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7. Labour Contractors These are the specialist people who supply manpower to the

Factory or Manufacturing plants. Through these contractors, workers are appointed on contract

basis, i.e. for a particular time period. Under conditions when these contractors leave the

organization, such people who are appointed have to also leave the concern.

Factors Affecting Recruitment

The recruitment function of the organizations is affected and governed by a mix of various

internal and external forces. The internal forces or factors are the factors that can be controlled

by the organization. And the external factors are those factors which cannot be controlled by the

organization. The internal and external forces affecting recruitment function of an organization

are:

FACTORS AFFECTING RECRUITMENT


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Internal Factors Affecting Recruitment

The internal forces i.e. the factors which can be controlled by the organization are:

1. RECRUITMENT POLICY

The recruitment policy of an organization specifies the objectives of recruitment and provides a

framework for implementation of recruitment programme. It may involve organizational system

to be developed for implementing recruitment programmes and procedures by filling up

vacancies with best qualified people.

FACTORS AFFECTING RECRUITMENT POLICY

y Organizational objectivesy Personnel policies of the organization and its competitors.y Government policies on reservations.y Preferred sources of recruitment.y Need of the organization.y Recruitment costs and financial implications.

2. HUMAN RESOURCE PLANNING

Effective human resource planning helps in determining the gaps present in the existing

manpower of the organization. It also helps in determining the number of employees to be

recruited and what qualification they must possess.

3. SIZE OF THE FIRM

The size of the firm is an important factor in recruitment process. If the organization is planningto increase its operations and expand its business, it will think of hiring more personnel, which

will handle its operations.


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4. COST

Recruitment incur cost to the employer, therefore, organizations try to employ that source of

recruitment which will bear a lower cost of recruitment to the organization for each candidate.

5. GROWTH AND EXPANSION

Organization will employ or think of employing more personnel if it is expanding its operations.

External Factors Affecting Recruitment

The external forces are the forces which cannot be controlled by the organization. The major

external forces are:

1. SUPPLY AND DEMAND

The availability of manpower both within and outside the organization is an important

determinant in the recruitment process. If the company has a demand for more professionals and

there is limited supply in the market for the professionals demanded by the company, then the

company will have to depend upon internal sources by providing them special training anddevelopment programs.

2. LABOUR MARKET

Employment conditions in the community where the organization is located will influence the

recruiting efforts of the organization. If there is surplus of manpower at the time of recruitment,

even informal attempts at the time of recruiting like notice boards display of the requisition or

announcement in the meeting etc will attract more than enough applicants.

3. IMAGE / GOODWILL

Image of the employer can work as a potential constraint for recruitment. An organization with

positive image and goodwill as an employer finds it easier to attract and retain employees than an

organization with negative image. Image of a company is based on what organization does and


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affected by industry. For example finance was taken up by fresher MBAs when many finance

companies were coming up.

4. POLITICAL-SOCIAL- LEGAL ENVIRONMENT

Various government regulations prohibiting discrimination in hiring and employment have direct

impact on recruitment practices. For example, Government of India has introduced legislation for

reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc.

Also, trade unions play important role in recruitment. This restricts management freedom to

select those individuals who it believes would be the best performers. If the candidate cant meet

criteria stipulated by the union but union regulations can restrict recruitment sources.

5. UNEMPLOYMENT RATE

One of the factors that influence the availability of applicants is the growth of the economy

(whether economy is growing or not and its rate). When the company is not creating new jobs,

there is often oversupply of qualified labour which in turn leads to unemployment.

6. COMPETITORS

The recruitment policies of the competitors also effect the recruitment function of the

organizations. To face the competition, many a times the organizations have to change their

recruitment policies according to the policies being followed by the competitors.

Recruitment Policy of a Company

In todays rapidly changing business environment, a well defined recruitment policy is necessary

for organizations to respond to its human resource requirements in time. Therefore, it is

important to have a clear and concise recruitment policy in place, which can be executed

effectively to recruit the best talent pool for the selection of the right candidate at the right place

quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A

clear and concise recruitment policy helps ensure a sound recruitment process.


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It specifies the objectives of recruitment and provides a framework for implementation of

recruitment programme. It may involve organizational system to be developed for implementing

recruitment programmes and procedures by filling up vacancies with best qualified people.

COMPONENTS OF THE RECRUITMENT POLICY

y The general recruitment policies and terms of the organizationy Recruitment services of consultantsy Recruitment of temporary employeesy Unique recruitment situationsy The selection processy The job descriptionsy The terms and conditions of the employment

A recruitment policy of an organization should be such that:

y It should focus on recruiting the best potential people.y To ensure that every applicant and employee is treated equally with dignity and respect.y Unbiased policy.y To aid and encourage employees in realizing their full potential.y Transparent, task oriented and merit based selection.y Weight age during selection given to factors that suit organization needs.y Optimization of manpower at the time of selection process.y Defining the competent authority to approve each selection.y Abides by relevant public policy and legislation on hiring and employment relationship.y Integrates employee needs with the organizational need

FACTORS AFFECTING RECRUITMENT POLICY

y Organizational objectivesy Personnel policies of the organization and its competitors.


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y Government policies on reservations.y Preferred sources of recruitment.y Need of the organization.y Recruitment costs and financial implications.

OBJECTIVES & GOALS OF RECRUITMENT

Recruitment is an important part of an organizations human resource planning and their

competitive strength. Competent human resources at the right positions in the organization are a

vital resource and can be a core competency or a strategic advantage for it.

The objective of the recruitment process is to obtain the number and quality of employees that

can be selected in order to help the organization to achieve its goals and objectives. With the

same objective, recruitment helps to create a pool of prospective employees for the organization

so that the management can select the right candidate for the right job from this pool.

Recruitment Strategies

Recruitment is of the most crucial roles of the human resource professionals. The level of

performance of and organization depends on the effectiveness of its recruitment function.

Organizations have developed and follow recruitment strategies to hire the best talent for their

organization and to utilize their resources optimally. A successful recruitment strategy should be

well planned and practical to attract more and good talent to apply in the organization.

For formulating an effective and successful recruitment strategy, the strategy should cover the

following elements:

1. Identifying and prioritizing jobs

Requirements keep arising at various levels in every organization; it is almost a never-ending

process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify

the positions requiring immediate attention and action. To maintain the quality of the recruitment


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activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or

focusing on key jobs first.

2. Candidates to target

The recruitment process can be effective only if the organization completely understands the

requirements of the type of candidates that are required and will be beneficial for the

organization. This covers the following parameters as well:

y Performance level required: Different strategies are required for focusing on hiring highperformers and average performers.

y Experience level required: the strategy should be clear as to what is the experience levelrequired by the organization. The candidates experience can range from being a fresherto experienced senior professionals.

y Category of the candidate: the strategy should clearly define the target candidate. He/shecan be from the same industry, different industry, unemployed, top performers of the

industry etc.

3. Sources of recruitment

The strategy should define various sources (external and internal) of recruitment. Which are the

sources to be used and focused for the recruitment purposes for various positions. Employee

referral is one of the most effective sources of recruitment.

4. Trained recruiters

The recruitment professionals conducting the interviews and the other recruitment activities

should be well-trained and experienced to conduct the activities. They should also be aware of

the major parameters and skills (e.g.: behavioural, technical etc.) to focus while interviewing andselecting a candidate.


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5. How to evaluate the candidates

The various parameters and the ways to judge them i.e. the entire recruitment process should be

planned in advance. Like the rounds of technical interviews, HR interviews, written tests,

psychometric tests etc.

HR Challenges In Recruitment

Recruitment is a function that requires business perspective, expertise, ability to find and match

the best potential candidate for the organization, diplomacy, marketing skills (as to sell the

position to the candidate) and wisdom to align the recruitment processes for the benefit of the

organization. The HR professionals handling the recruitment function of the organization- are

constantly facing new challenges. The biggest challenge for such professionals is to source or

recruit the best people or potential candidate for the organization.

In the last few years, the job market has undergone some fundamental changes in terms of

technologies, sources of recruitment, competition in the market etc. In an already saturated job

market, where the practices like poaching and raiding are gaining momentum, HR professionals

are constantly facing new challenges in one of their most important function- recruitment. They

have to face and conquer various challenges to find the best candidates for their organizations.

The major challenges faced by the HR in recruitment are:

y Adaptability to globalization The HR professionals are expected and required to keep intune with the changing times, i.e. the changes taking place across the globe. HR should

maintain the timeliness of the process

y Lack of motivation Recruitment is considered to be a thankless job. Even if theorganization is achieving results, HR department or professionals are not thanked for

recruiting the right employees and performers.

y Process analysis The immediacy and speed of the recruitment process are the mainconcerns of the HR in recruitment. The process should be flexible, adaptive and


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responsive to the immediate requirements. The recruitment process should also be cost

effective.

y Strategic prioritization The emerging new systems are both an opportunity as well as achallenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing

the tasks to meet the changes in the market has become a challenge for the recruitment

professionals.


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INDUSTRY PROFILE

INTRODUCTION TO IT INDUSTRY

The information technology (IT) industry has become of the most robust industries in the world.

IT, more than any other industry or economic facet, has an increased productivity, particularly in

the developed world, and therefore is a key driver of global economic growth. Economies of

scale and insatiable demand from both consumers and enterprises characterize this rapidly

growing sector.

The Information Technology Association of America (ITAA) explains 'information technology'as encompassing all possible aspects of information systems based on

computers.Both software development and the hardware involved in the IT industry include

everything from computer systems, to the design, implementation, study and development of IT

and management systems.

Owing to its easy accessibility and the wide range of IT products available, the demand for IT

services has increased substantially over the years. The IT sector has emerged as a major global

source of both growth and employment.

HISTORY OF IT INDUSTRY:

The software industry started in the early 1960s, almost immediately after computers

('mainframes') were first sold in a more or less standardized way. Universities and

Businesses began to use these computers and to seek out programs to do certain computing tasks.

Many of these programs were written in-house by full-time staff programmers. Some were

distributed freely between users of a particular machine for no charge. But others were done on a

commercial basis, and the very first standalone Software firms started in the United States in

1959-1960. Pretty soon, the computer makers started bundling operating systems software and

programming environments With their machines. IBM, which delivered most of the computers at

the time, became a household name in corporate businesses worldwide.When Digital Equipment


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Corporation brought a relatively low-priced micro-computer to market, it brought computing

within reach of many more companies and universities worldwide, and it spawned great

innovation in terms of new, powerful programming languages and methodologies. New software

was built for microcomputers, and others, including IBM, followed DECs example quickly,

resulting in the IBM AS400 amongst others. The industry expanded greatly with the rise of the

personal computer in the mid-1970s, which brought computing to the desktop of the office

worker. In subsequent years, it also created a growing market for games, applications, and

utilities. DOS, Microsoft's first product, was the dominant operating system at the time.

In the early years of the 21st century, another successful business model has arisen for hosted

software, called software as a service, or SaaS; this was at least the third time this model had

been attempted. SaaS reduces the concerns about software piracy, since it can only be accessed

through the Web, and by definition no client software is loaded onto the end user's PC.

FEATURES OF IT INDUSTRY AT A GLANCE:

o Economies of scale for the information technology industry are high. The marginal costof each unit of additional software or hardware is insignificant compared to the value

addition that results from it.o Unlike other common industries, the IT industry is knowledge-based.o Efficient utilization of skilled labor forces in the IT sector can help an economy achieve a

rapid pace of economic growth.

o The IT industry helps many other sectors in the growth process of the economy includingthe services and manufacturing sectors.

ROLE OF IT INDUSTRY:

Information technology (IT) refers to the management and use of information using computer-

based tools. It includes acquiring, processing, storing, and distributing information. Most

commonly it is a term used to refer to business applications of computer technology, rather than


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scientific applications. The term is used broadly in business to refer to anything that ties into the

use of computers.

Mostly businesses today create data that can be stored and processed on computers.

In some cases the data must be input to computers using devices such as keyboards and scanners.

In other cases the data might be created electronically and automatically stored in computers.

Small businesses generally need to purchase software packages, and may need to contract with

IT businesses that provide services such as hosting, marketing web sites and maintaining

networks. However, larger companies can consider having their own IT staffs to develop

software, and otherwise handle IT needs in-house. For instance, businesses working with the

federal government are likely to need to comply with requirements relating to making

information accessible. The constant upgrade in information technology, along with increasing

global competition, is adding difficulty and hesitation of several orders of scale to the business

and trade. One of the most widely discussed areas in recent business literature is that of new

organizational network structures that hold survival and growth in an environment of growing

complexity.

Effective implementation of information technology would decrease liability by reducing the

cost of expected failures and increase flexibility by reducing the cost of adjustment. The

businesses reaction to the environment remains to be the vital determinant for its effectiveness.

The capabilities and flexibilities of computer communication systems make them gradually more

appropriate to businesses by being able to respond to any specific information or communication

requirement.

Information Technology is having impact on all trade industries and businesses, in service as

well as in manufacturing. It is affecting workers at all levels of organizations, from the

executives to middle management and clerks. Information technology is increasingly becoming a

basic factor of all types of technologies such as craft, engineering, routine, and non-routine. The

advances in Information Technology would result in remarkable decline in the costs of

synchronization that would lead to new, concentrated business structures. It enables the business

to respond to the new and urgent competitive forces by providing effective management of

interdependence.


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In the near future businesses would be facing a lack and a redundancy of it easier to control

business units dispersed over different parts of the world. Advances in telecommunications,

would result in increased distance-communication. Indirect communication would be preferred

for well-structured information for routine, preprogrammed and decision processes.

SCOPE OF IT INDUSTRY:

The IT industry has great scope for people as it provides employment to technical and non-

technical graduates and has the capability to generate huge foreign exchange inflow for India.

India exports softwares and services to approximately 95 countries in the world. By outsourcing

to India, many countries get benefits in terms of labour costs and business processes. Also, the

Indian companies are broadening the range of services being provided to the customers, which is

resulting in more off shoring. Talent acquisition, development and retention initiatives taken by

the companies have brought down the employee attrition rates, thereby providing more stability

to the employees and increasing their job commitment.

Many financial institutions are providing funds for the expansion of IT and ITeS businesses. In

order to support IT and ITES, the Indian Government is also taking many steps. For example:

o The Govt. has provided incentives including tax holiday up to 2010 and competitive dutystructures.

o The Govt. is trying to reduce the international communication cost.o It is providing infrastructure support through organizations such as software technology

parks.

o All these factors collectively create a number of opportunities in the IT sector.

There are more scopes of IT sector as follows:

o Application of risk-oriented audit approacheso Use of computer-assisted audit tools and techniqueso Application of standards (national or international) such as ISO 9000/3 and ISO 17799 to

improve and implement quality systems in software development and meet security

standards


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o Understanding of business roles and expectations in the auditing of systems underdevelopment as well as the purchase of software packaging and project management

o Assessment of information security and privacy issues which can put the organization atrisk

o Examination and verification of the organizations compliance with any IT-related legalissues that may jeopardize or place the organization at risk

o Evaluation of complex systems development life cycles (SDLC) or new developmenttechniques (e.g., prototyping, end user computing, rapid systems, or application

development)

o Reporting to management and performing a follow-up review to ensure actions taken atwork

A snapshot of IT capabilities is given below:

ADVANTAGES AND DISADVANTAGES OF IT SECTOR

ADVANTAGES:

1. Globalization- IT has not only brought the world closer together, but it has allowedthe world's economy to become a single interdependent system. This means that we can

not only share information quickly and efficiently, but we can also bring down barriers of

linguistic and geographic boundaries. The world has developed into a global village due

to the help of information technology allowing countries like Chil and Japan who are not

only separated by distance but also by language to shares ideas and information with each

other .

2. Communication - With the help of information technology, communication has also become cheaper, quicker, and more efficient. We can now communicate with anyone

around the globe by simply text messaging them or sending them an email for an almost

instantaneous response. The internet has also opened up face to face direct


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communication from different parts of the world thanks to the helps of video

conferencing.

3. Cost effectiveness - Information technology has helped to computerize the business process thus streamlining businesses to make them extremely cost effective money

making machines. This in turn increases productivity which ultimately gives rise to

profits that means better pay and less strenuous working conditions.

4. Bridging the cultural gap - Information technology has helped to bridge thecultural gap by helping people from different cultures to communicate with one another,

and allow for the exchange of views and ideas, thus increasing awareness and reducing

prejudice.

5. More time- IT has made it possible for businesses to be open 24 x7 all over the globe.This means that a business can be open anytime anywhere, making purchases from

different countries easier and more convenient. It also means that you can have your

goods delivered right to your doorstep with having to move a single muscle.

6. Creation of new jobs- Probably the best advantage of information technology is thecreation of new and interesting jobs. Computer programmers, Systems analyzers,

Hardware and Software developers and Web designers are just some of the many new

employment opportunities created with the help of IT.

DISADVANTAGES:

1. Unemployment- While information technology may have streamlined the businessprocess it has also created job redundancies, downsizing and outsourcing. That a lot of lower

and middle level jobs have been done away with causing more people to become

unemployed.

2. Privacy - Though information technology may have made communication quicker, easierand more convenient, it has also bought along privacy issues. From cell phone signal

interceptions to email hacking, people are now worried about their once private information

becoming public knowledge.


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3. Lack of job security- Industry experts believe that the internet has made job security abig issue as since technology keeps on changing with each day. This means that one has to be

in a constant learning mode, if he or she wishes for their job to be secure.

4.Dominant culture

- While information technology may have made the world a global

village, it has also contributed to one culture dominating another weaker one. For example it

is now argued that US influences how most young teenagers all over the world now act, dress

and behave. Languages too have become overshadowed, with English becoming the primary

mode of communication for business and everything else.

SWOT ANALYSIS OF IT INDUSTRY

STRENGTHS

y Large number of talented graduates.y Affordable and quality education as compared to developed countries.y English language benefit.y Strong customer base as it is among well known companies.y Powerful venture capital interest in investing in growth opportunity.

WEAKNESS

y Bad publicity.y Cultural differencesy High attrition rates.

OPPORTUNITIES

y Horizontal and vertical expansion of existing customer base into new markets.


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y Time zone difference between India and target markets.y Increasing awareness of outsourcing services.

THREATS

y Government policies.y Increasing technology automation.

HCL ENTERPRISE

Hindustan computer limited, also Known as HCL Enterprise. It is a 32-year-old leading Global

Technology and IT enterprise, with USD 5.0 billion revenue, 60,000 professionals and

operations spanning 23 countries. The 3-decade-old enterprise, founded in 1976, is one of India's

original IT garage startups. Its range of offerings spans Product Engineering, Custom & Package

Applications, Business Process Outsourcing, IT Infrastructure Services, IT Hardware, Systems

Integration and distribution of ICT products. Since its inception, HCL Enterprise has grown to

become what it is today under the strong leadership and guidance of Shiv Nadar (Founder,

Chairman and Chief Strategy Officer).based in Noida near Delhi.

Enterprise comprises two companies listed in India, namely HCL Info systems

(www.hclinfosystems.in) and HCL Technologies (www.hcltech.com). HCL Technologies (abbr.

for Hindustan Computers Limited) is Indias 4th largest leading global IT Services companies,

providing software-led IT solutions, Remote infrastructure management services and BPO.

Having entered the global IT landscape in 1999 after its IPO, the company focuses on

Transformational Outsourcing, working with client. HCL IT Services provides a comprehensive

range of Voice/Web based contact and front office services. It represents HCL Technologies

most significant strategic business extension and investment to date. HCL IT Services currently

operates out of various locations in India, Malaysia and Northern Ireland. HCL has its offices

across the world with the major development centers in Kolkata, Noida, Bangalore and Chennai.


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Management team

SHIV NADAR

Founder HCL

(Chairman & Chief Strategy Officer)

AJAI CHOWDHRY

Founder - HCL

(Chairman & CEO - HCL Info systems)

PAUL DUDDY

(HR Director - InternationalOperations)

ANITA BARNARD

(General Manager)

A.P. RAO

(Senior Vice President -

Human Resources)


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HCL Technologies

HCL Technologies is Indias 4th largest leading global IT Services companies, providing

software-led IT solutions, Remote infrastructure management services and BPO. Having entered

the global IT landscape in 1999 after its IPO, the company focuses on Transformational

Outsourcing, working with client.

The company leverages an extensive global offshore infrastructure and its global network of

Offices in 17 countries to deliver solutions across select verticals including

Financial Services, Retail & Consumer, Life Sciences (Clinical Research services in CDM and

Biostatistics) & Healthcare, Aerospace, Automotive, Semiconductors, Telecom and

ME (Media & Entertainment). For the fiscal year ending June 30, 2007, HCL Technologies,

along with its

Subsidiaries Recorded revenues of US $ 1.7 Billion and employed 52,000 professionals.

HCL IT Services provides a comprehensive range of Voice/Web based contact and front office

services. It represents HCL Technologies most significant strategic business extension and

investment to date. HCL IT Services currently operates out of various locations in India,

Malaysia and Northern Ireland. HCL has its offices across the world with the major development

Centers in Kolkata, Noida, Bangalore and Chennai.

HCL TECHNOLOGIES, SECTOR 59, NOIDA


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JOB SPECIFICATION IN HCL TECHNOLOGIES

y Attending inbound.y Solving customer queries.y Managing and updating customer & client database.y Acting as a primary interface for all customer service enquiries.y Ensuring all unresolved faults, queries and complaints are passed onto the next level of

support.

y Fully adhering to the complaints and escalation system and procedures.y Handling inquiries and reporting to Concerned Authorities.y Undertaking other duties as required by the Assistant Manager.

DESIRED PROFILE OF A CANDIDATE

y Excellent technical skills.y

Graduate/Postgraduatey Excellent command over spoken English.y Experience from other industry will be considered.y Ability to work as part of a team and/or on your own initiative.y Positive attitude and value based outlook.y Patience, perseverance and adaptability.


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MAJOR EVENTS IN THE COMPANY

1. HCL Technologies Q1 revenues for 2007 were up 43% and net income was up by 42%.

2. HCL Technologies Ltd was named Meritorious Performance Supplier in SunMicrosystems' 2007 Supplier Awards program.

3. The Supplier Awards recognize companies that make outstanding contributions to Sun'srecord of delivering superior technology, quality service and excellent value to its

customers.

4. It got a new CEO as Shiv Nadar, Founder HCL and Chairman, HCL Technologies,announced that Vineet Nayar, President HCL Technologies would assume the CEO chair

with effect from October16, 2007. Shiv Nadar will be the Chairman and Chief Strategy

Officer of HCL Technologies.

5. In September, 2007, it expanded its relationship with Celestica, a global provider ofinnovative electronics manufacturing services (EMS), to provide SAP deployment and

support. Under the terms of this three-year agreement, HCL will deploy and customize

Celesticas SAP suite in a global delivery model across Asia, North America, Latin

America and Europe.

6. In July, 2007, HCL announced a 3 year contract for the opening of an OffshoreDevelopment Centre in Chennai with Konica Minolta Group (KM), to provide software

services for KMs Multi Function Peripherals (MFPs), printers and medical equipment

business lines. The software services provided by HCL will support the Japaneselanguage in order to communicate accurately with KMs researchers.

7. In 2005, HCL Technologies acquired Answer Call Direct for Rs. 29.4 crore. The sameyear, it also acquired the remaining 16.3% stake in HCL Enterprise Solutions.


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AWARDS & RECOGNITIONS

1. HCL Technologies Ltd. (HCL), a leading global IT services provider, announced that it has

been conferred with the prestigious Golden Peacock Innovation Award for its MTaaSTM (a

Business Service Management centric service delivery

platform) offering in the IT Sector category.

2. HCL ranks No.1 in IT services, No.3 in desktops and No.4 in servers as per DQCSA2009.

3. HCL is awarded with golden star rating for CUSTOMER SATISFACTION EXCELLENCE

in the Cisco pal surveyCUSTOMER SATISFACTION SURVEY.2009.

4. HCL Technologies bags No.1 Best employer in INDIA 2009 by HEWITT.

5. OPTIMAS award for INNOVATION.

6.Named as BEST EMPLOYERS in AISA.

7. Bags award for implementation of its innovative management philosophy of EMPLOYEE

FIRST, CUSTOMER SECOND .


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Process of recruitment & selection

Different rounds in the recruitment process in HCL technologies

Recruitment process in HCL Technologies

Recruitment process in hcl technologies consist of different stages. It includes three stages of

interview which deal with different aspects of job specification for which the candidate is going

Telephonic

round

Initial

round

Operations

round

3. Interview round

4. Online Examination


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through the recruitment process. After passing through previous stages, If a candidate able or

done with the previous

three rounds, then he has to go to online examination. If a candidate got at least passing marks in

online examination, offer is made to selected candidate and certain formalities is fulfilled by the

candidate which include document like declaration, application blank ,pre-interview form,

background verification form. Date of joining is given to the candidate, on which they have to

bring all their original document for verification.

On the date of joining, verification of all the original document is done and submission of photo

copies is taken for submission.

After completing the documentation formalities, PRU which is process resource update is filled

online, it includes all the details of candidate. Next stage, by which candidate have to go through

is medical checkup and joining formalities is completed and date of induction is given to

candidate.

TELEPHONIC ROUND

Call is made to candidate from the data which is result of different sources of recruitment. Few

questions are asked on telephone like whether is he/she interested in joining HCL . If response is

positive then certain questions are asked to check the communication skill of candidate. If its

suitable, then date of interview is given to them with other information like address where the

interview is to be held & candidate have to bring copy of resume on the date of interview.

INITIAL ROUND

This is round in which face to face conversation is done between interviewee & interviewer.

Certain words are given to candidates to pronounce to check their command over English

pronunciation. Certain questions are asked to the candidate to check there grammatical

knowledge of English. Generally questions which are


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asked belong to past, daily routine, etc. There are certain parameters on which candidate is

tested:

i)TECHNICAL: The candidate must be very sound in his technical skills.

ii)PRONUNCIATION : The way one pronounce the words of English. This is one of the

important parameter which candidate must fulfill. Words include closer, pleasure, leopard. etc.

iii)GRAMMATICAL KNOWLEDGE: When we ask any question related to past

,we expect candidate must use proper tenses like had, were, used to ,etc. when sharing there past

experience. This parameter plays very important role in the selection of candidate for second

round.

iv)INTERACTIVE SKILL: The candidate must have good communication skill, must

me able to interact easily .when questions asked to the candidate he/she must be able to

communicate easily.

v)CONFIDENCE: Confidence level of the candidate is also checked like how well they

present their words in front of the interviewer. When questions are asked to the candidate he

must be confident at the time of giving answers.

vi)ATTITUDE: Candidate must have positive attitude at the time of interview, must be able

to present his/her words in right manner and must be able to present himself in positive manner

and able to make impact on interviewer.

ONLINE EXAMINATION

This online exam include 50 questions including aptitude, technical, grammer .Each question

carries 2 marks. Candidate must have minimum 70 marks as score which is passing marks.


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b) GRAMMAR TEST: It include fill in the blanks of English based on tenses, arrangement

of sentences completion of English sentences, etc.it includes questions related to vocabulary. The

objective of this study is to check the knowledge of English of a candidate.

c) TECHNICAL TEST:Candidates are made to appear for an online technical exam in

which their technical competence is evaluated for the requirement. In this technical knowledge of

the candidate is again checked

COMPETITORS OF HCL Technologies

TCSunderstands that clients need to do more with less, respond quickly to the needs of their

markets and get more strategic advantage from IT. We are uniquely able to help clients solve

these business challenges. Whether it's IT services, businessSolutions, or outsourcing, we can

assure a level of certainty that others can't match. TCS serves large and fast growing

organizations who share a common set of objectives:y Increase profitability and efficiency by doing more with lessy Rapidly and effectively respond to changing market demands, thereby improving

organizational agility

y Leverage IT as a strategic driver for competitive advantage, not just as a business utility

Infosys Technologies Ltd. (NASDAQ: INFY) was started in 1981 by seven people

with US$ 250. Today, we are a global leader in the "next generation" of IT and consulting with

revenues of over US$ 4 billion. Infosys defines, designs and delivers technology-enabled

business solutions that help Global 2000 companies win in a Flat World. Infosys also provides a

complete range of services by leveraging our domain and business expertise and strategic

alliances with leading technology providers. Infosys' offerings span business and technology


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consulting, application services, systems integration, product engineering, custom software

development, maintenance, re-engineering, independent testing and validation services, IT

infrastructure services and business process outsourcing Infosys pioneered the Global Delivery

Model (GDM), which emerged as a disruptive force in the industry leading to the rise of offshore

outsourcing. The GDM is based on the principle of taking work to the location where the best

talent is available, where it

makes the best economic sense, with the least amount of acceptable risk. Infosys has a global

footprint with over 50 offices and development centers in India, China, Australia, the Czech

Republic, Poland, the UK, Canada and Japan. Infosys and

its subsidiaries have 105,453 employees as on September 30, 2009 Infosys takes pride in

building strategic long-term client relationships. Over 97% of our revenues come from existing

customers.

Accenture is a global management consulting, technology services

and outsourcing company, committed to delivering innovation.

The 1 provider of integrated business, technology and process solutions on a global delivery

platform. That is Wiprofor you. Every initiative, every partnership and above all our project

execution levels are built around being the best. Our best has been achieved from the start - a

beginning from where continuous evolution has made us the technology

partner of choice for growing, established and nascent businesses. We are the first CMMi Level

5 certified software services company and the first outside USA to receive the IEEE Software

Process Award. The achievement speaks words for

the 55+ Centers of Excellence that create customized solutions, no matter the domain involved.

The India and Middle East IT business unit of Wipro Limited is one of the fastest growing

companies in the Middle East. This unit offers a 360 degree service portfolio spanning the entire

IT life cycle. This includes Consulting, Business Solutions, System Integration, Infrastructure

and Application Management and Total Outsourcing services where we service all IT needs of a

customer, end-to-end.


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Larsen & Toubro Limited (L&T) is a technology, engineering, construction and

manufacturing company. It is one of the largest and most respected companies in India's private

sector. Seven decades of a strong, customer-focused approach and the continuous quest for

world-class quality have enabled it to attain and sustain leadership in all its major lines of business. L&T has an international presence, with a global spread of offices. A thrust on

international business has seen overseas earnings grow significantly. It continues to grow its

overseas manufacturing footprint, with facilities in China and the Gulf region. The company's

businesses are supported by a wide marketing and distribution network, and have established a

reputation for strong

Customer support. L&T believes that progress must be achieved in harmony with the

environment. A commitment to community welfare and environmental protection arean integral

part of the corporate vision.


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Research

Objective

of the Project


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Literature

Review


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Literature review

Recruitment Practices

A recent survey by the Institute for Corporate Productivity (i4cp - formerly HRI) in conjunction

with HR.com has found that 75 per cent of 180 organizations responding either use or plan to use

psychological assessment for executive selection and development. Over half (58.3 per cent)

currently use such methods, a further 16.7 per cent are considering their implementation.

The survey also found that assessments are used most commonly for selection and development

(66.4 per cent), and 51.8 per cent of organizations assess candidates for virtually all senior

positions. More than half (52.2 per cent) utilize external psychologists to administer assessments,

and almost all employ a mixture of tests and interviews (64.4 per cent) and/or comprehensive

assessment centers (43.5 per cent).

Jay Jamrog, senior vice president, research at i4cp said:

"Organizations are placing an increased focus on the development and selection of key talent.

Accurately identifying high-performing leaders is critically important when it comes to

managing through change in an increasingly competitive global environment. The results of this

survey clearly show that organizations are recognizing the demands placed on executives and are

using the right tools to assess a leader's abilities to withstand the pressures of high-level jobs."


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How Important Is A Good Recruitment Process

Overview: A good recruitment process is very important for your company, but in more ways

than you may think. The process itself speaks volumes about your company. It is a direct

reflection of the validity and professionalism of your business. Not only do your prospective

employees as well as current employees use this as a standard of measure for your company,

your customers and even other businesses in the industry do it as well.

Planning the recruitment process.

Effective recruitment processes are vital in ensuring that an organization has the people it needs

to implement its strategy and meet its objectives. Recruitment can be expensive, but so too is the

appointment of an employee who is inadequately qualified, fails to perform well or leaves the

organization before he or she has been able to make a significant contribution. The time and

effort invested in planning the process of recruitment carefully can help to get the right person

for the job, reduce labour turnover and enhance competitive advantage. National Occupational

Standards for Management and Leadership.

Staff Retention Starts With an Effective Recruitment Process By Lee Child

As you can see, there are many factors to consider when recruiting new people into your

business and this detracts from the service that can be provided to both internal and external

customers whilst also costing a significant figure, not to mention the intangible cost of the effects

of lowered employee morale and motivation, which can happen when you lose key players. So,

why do people leave their jobs?

In a recent survey carried out on 100 senior/mid managers, the following reasons were cited for

leaving their job.

Redundancy - 58%

Career Progression - 19%

Instability in job function - 12%


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Not being challenged - 7%

Compromise agreement - 4%

Lee Child is joint Managing Director and co-founder of Dudley Child Executive Recruitment

Ltd and has in excess of 10 years experience recruiting, specifically within the Manufacturing

and Engineering sectors.

Lee was educated at Huddersfield University where he read Molecular Biology, whilst also

playing professional rugby league for a number of clubs including Leeds Rhinos and Wakefield

Wildcats. During this time Lee gained International Honors with the Irish Rugby League team.

Dudley Child Executive Recruitment Ltd is a professional supplier of recruitment solutions and

search and selection services to the global manufacturing and engineering markets.

The ethos of Dudley Child Ltd is to provide a service that values and champions quality in the

recruitment process and one that mirrors the quality requirements of its target markets, namely

manufacturing and engineering. The business was founded to exploit a niche in the current

market for a purely quality focused search firm that challenges the normal industry practices.

Online Job Recruitment - Trends, Benefits, Outcomes And Implications

In 2003, the online recruitment industry was generating slightly more than $3 billion in annual

revenues. In 2007, the figure now exceeds $16 billion, with analysts estimating that the online

recruitment industry could take in more than $20 billion annually as early as next year.

Taken together, all of the statistical indicators tell a story of exponential growth and expansion in

the prevalence, popularity, importance, and profitability of the online recruitment industry. In the

course of just a few short years, what once was a narrow niche market has exploded into

mainstream ubiquity.

However, while there's no denying the skyrocketing popularity of online recruitment, the

outcomes and implications of this trend are not as clearly defined -- or readily definable. Once

the easily quantifiable variables of ad revenues and user counts are left behind, we enter the

somewhat murkier territory of gauging the efficacy and impact of online recruitment.


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These more subjective measures aren't as precise, but they still offer valuable insight to firms

seeking to refine and optimize their online recruitment strategy. In the next section, we'll take a

look at some of the benefits and pitfalls of online recruiting -- and how they can impact your

firm's bottom line.

CRITICALLY EVALUATE VARIOUS SCREENING AND SELECTION

METHODS AND RECOMMEND A SCREENING AND SELECTION

PROGRAMME FOR YOUR DEPARTMENT

This paper will critically evaluate and explore the key tools and techniques that are used in

selection and recruitment process by the organizations. Organizations have infact, a vast range

of tools to consider in screening and selecting a workforce. This paper will analyze the

theoretical principles behind the relevant screening and selection method and then apply the

theories to the Jandal Air Call Centre. The first section of this paper defines and describes the

key concepts of validity, predictive validity, utility and reliability and then investigating the

nature of call centre work and identifying the key competencies required in the Jandal Air Call

Centre. The second section will critically evaluates the selection methods such as application

blanks, biographical data, resumes and cover letters, reference checks and initial

interviews. The third section will analyze and evaluate the selection methods of personalitytests including service orientation inventories, cognitive testing, work samples, integrity tests,

structure interviews and assessment centre's. This paper concludes with a final screening and

selection plan for the Jandal Air Call Centre and considers its implementation.

Organization's major challenge in the rapidly changing work environment is designing and

managing successful staffing processes. (Heneman & Judge, 2006). Organizations use external

or internal recruitment methods to get the best possible candidate in order to achieve their goals

and objectives. Legge (1995), argues that the integration and internal consistency of human

resource systems is very important for organizational success. Thus he says that the selection

and recruitment processes are the foremost part of finding and identifying potential candidates....

Many organizations are instituting formal mentoring programs as a cost-effective way to upgrade

skills, enhance recruitment and increase job satisfaction (Kerka, 1998). Several interventions


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have been successful in increasing retention by developing mentor relationships (See Daniels,

1995). A more detailed review of interventions for retention and recruitment is available in the

Interventions section.

Thus, by increasing access to mentors and social networks for women, many women who would

otherwise leave the S&E fields, may persist. A more detailed review of mentoring as it pertains

to retention and recruitment is available in the mentoring in brief and mentoring sections

Another key variable affecting the successful recruitment and retention of women in S&E is

life/work issues. It been found that one of the primary reasons that young faculty, both male and

female, accept or reject a position in an institution is the importance the intuition places on

accommodating family members' needs (Teevan et al., 1992).

Even if an institution is successful in recruiting a woman for a junior faculty position, thelikelihood that she will remain in that position is severely decreased if the institution does not

have family friendly policies (Rosser & Lane, 2002). A more detailed review of life/work issues

they pertain recruitment is available in the life/work in brief and life/work sections.

Research Examining Rural Social Workers:Best Practices in Recruitment

As research has clearly documented there are many recruitment and retention issues of health

professionals, including social workers, living in rural communities. In fact, state administrators

announced in 2006 that caseworker recruitment and retention is ranked as the number two

problem in the United States child welfare system (USGAO, 2006). This is not surprising when

looking at the existent literature and studies examining the reasons behind these recruitment and

retention issues. There is a great body of research documenting that the contributing factors of

these recruitment and retention issues include: lower pay/benefits, extended hours, lack of

qualified job applicants not educated or knowledgeable for how to work in rural communities,lack of adequate support, lack of resources and adequate equipment to sufficiently carry out

work, and high community visibility. Due to these unfavorable conditions there is presently a

problem of high staff turnover of rural social workers, which contributes to higher service

delivery costs and lack of experienced practionners (Lonne, 2001). However, while the empirical


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evidence is scant, there are current discussions for workable and possible effective strategies to

alleviate these retention and recruitment issues of rural social workers.

One promising finding of the literature review is the available university resource presently

addressing the issue of recruitment and retention of rural child care social workers (available in

2008). The Jordon Institute at the UNC-Chapel Hill School of Social Work is currently working

on a project entitled, Child Welfare Staff Recruitment and Retention: An Evidence-Based

Training Model. This project is currently developing resources to help public child welfare

directors and supervisors recruit and retain viable and committed social workers. Though their

resources are not specifically designed for rural social workers they do provide materials that can

help in general recruitment and retention (at least in effective strategies). Furthermore some of

there resources are being tested in rural communities. The resources include: Staying Power!

videos, training modules, and toolkits. They also have a realistic job preview DVD that affords

potential child care workers with a realistic view of the job. To receive more information contact

Child WelfareStaff Recruitment and Retention: An Evidence-Based Training Model, Nancy

Dickinson, Jordan Institute for Families, UNC ChapelHill School of Social Work, 301 Pittsboro.

To provide these recommended strategies in a user friendly format the following table

summarizes the relevant literature into two different types of strategies for improving recruitment

and retention among rural social workers: a) least expensive and b) more time intensive and

initially more costly. However, it has been advocated that these strategies are most effective

when executed with a recruitment/retention plan where a comprehensive focus is used and

many different strategies are implemented to combat the long- term problem versus the

immediate problems. Furthermore, while it is thought that financial incentives are the most

robust method of recruiting and retaining rural social workers, the research finds that offering

financial incentives helps with recruitment but not retention.


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Research

Methodology


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Research Methodology

Research is defined as a human activity based on intellectual application in the investigation of

matters .The Primary purpose for applied research is discovering, interpreting, and the

development of methods and systems for the advancement of Human knowledge on a wide

variety of scientific matters of our world and the universe.

The research methodology is a science that studying how research scientifically .it is the way to

scientifically solve the research problem by logically adopting various steps. Also it define the

way in which data is collected in a research project

Research can be fall in two types

y Primary researchy Secondary research

Mode of research used in this project isSecondary Research

RESEARCH TYPE: The research isExploratory Research.

Data source: Secondary data was collected from the following sources:

1. Websites 4.Project material2. Books 5.Magazines3. Newspaper


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Data Analysis


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7. Data Analysis

Data is analysis through SWOT analysis

STRENGHT

y HCL occupies major share .it is among the top five BPOs in Indiay For most of the job hoppers, HCL is most preferred .they consider it as a brand and

want to be a part of HCL family

WEAKNESS

y HCL policies are outdated and less attractive than other playersy Selection process has major flaws in it.

OPPORTUNITIES

y Growing market sharey Huge untapped sectors

THREATS

y Presence of huge unorganized markety Competition with global giants IBM & WIPRO


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Findings

&

Conclusion


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Findings

1. HCL Recruiters firstly give preference to referred employees.HCL also recruitsthrough educational institutions, Walkins,Talkins, Advertisements (in newspapers and

job portals, search engines).

2. Candidates are requested to forward their CVs to mail ids of HR recruiters of thecompany

3.The short listing of candidates is done on the basis of their qualifications, Candidateswith certifications are preferred.

4. Candidates with work-ex are preferred over freshers.

5. Candidates who post their resumes on the HCLs website are also considered, anddesired candidates are called for further rounds.

6. Candidates must have strong technical background, good communication skills,confidence and talent.

7. Shortlisted candidates are informed by phones or emails.

8. Candidates are supposed to face many selection rounds like group discussions,Technical skills round (consists of technical questions), HR round.

9. Results are declared by the end of the day.

10.Shortlisted candidates are given a Date of Joining. Candidates are always supposed tohave their passport.


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11.HCL has many offices in Noida but all the offices doesnt conduct interviews.

12.Sector -59 office is basically a training and development center. Interviews of work-exare only conducted here.

13.As compared to other software firms HCL pays less.

14. HCL gives good opportunities to send desired candidates onsite.

15. The Recruitment and Selection process takes as short as a few hours and as long as a

few weeks. Various rounds are taken by various HRs.


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Conclusion

The human element of organization is the most crucial asset of an organization. Taking a closer

perspective -it is the very quality of this asset that sets an organization apart from the others, the

very element that brings the organizations vision into fruition. Thus, one can grasp the strategic

implications that the manpower of an organization has in shaping the fortunes of an organization.

This is where the complementary roles of Recruitment and Selection come in. The role of these

aspects in the contemporary

Organization is a subject on which the experts have pondered, deliberated and studied,

considering the vital role that they obviously play. The essence of recruitment can be summed up

as the philosophy of attracting as many applicants as possible for given jobs. The face value of

this definition is what guided recruitment activities in the past. These days, however, the

emphasis is on aligning the organizations objectives with that of the individuals. By making

this a priority, an organization safeguards its interests and standing. After all, a satisfied

Workforce is a stable workforce which also ensures that an organization has credible and reliable

performance. The project examines the various processes and nuances one of the most critical

activities of an organization. The end result of the recruitment process is essentially a pool of

applicants. Next to

Recruitment, the logical step in the HR process is the selection of qualified and competent

people. In the end, this project endeavors to present a comprehensive picture of sources &

process of Recruitment and Selection of candidate and hopes to enable the reader to appreciate

the various intricacies involved.


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SUGGESTIONS/

RECOMMENDATIONS


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LIMITATION OF THE STUDY

1. Time Constraint

2. Resources were limited

SUGGESTIONS/RECOMMENDATIONS

1. Techniques must be check the MTI effect in more appropriate manner in initial round.

2. Talent express should be modified to grab quality resources.

3. Facility management should me improved like lockers should be given to all employees.

4. Attrition problem in HCL is consistent, so to overcome win-win model needs to be devised for

this, satisfying the needs of both, the employer and the employee.

5.Needs of the employer : To get maximum returns from each employee, recover training and

development costs, minimize cost in terms of time in training new workforce, ensure that

adequate no of people are there to carry on the process (proper manpower planning).

6. Needs of the employee: Enriched job profile, better career path, challenging work

environment, future prospects of the job.


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Bibliography

Internet: WEBSITES

www.google.com

www.hcl.in

www.hcltech.com/pdf/news-reports/innovative-hiring-strategies.pdf

http://goliath.ecnext.com/coms2/gi_0199-5744014/Planning-the-recruitment-

process.html

http://www.isnare.com/?aid=230945&ca=Business+Management

http://www.hrmguide.com/recruitment/

REFERRED BOOKS

1. KAshwathappa, (1997) Human Resource and Personnel Management,TataMcGraw- Hill 131-176

2.John M. Ivancevich,(2004) Human Resource Management, Tata McGraw-Hill.

3.Armstrong, M. (2006). A Handbook of Human Resource ManagementP i (10 h Edi i d )

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