1

INTRODUCTION

1

COMPANY PROFILE

Computers and Information Technology - Industry Overview

Information science is the science that investigates the properties and behaviors of

information, the forces governing the flow of information, and the means of processing

information for optimum accessibility and usability. The field is derived from those related to

mathematics, logic, linguistic, psychology, computer technology, graphic arts, management

and other fields.

A nation’s development potential depends upon its ability to continuously educate its

population and its ability to create armies if skilled manpower. In particular, use of

Information Technology (IT) in acquiring knowledge and skill has become an essential

element in education and training. These IT elements in the educational process have magical

effects.

IT with reference to ‘TECHNOLOGY IN EDUCATION’ encompasses one or more of the

following:

Vocational training tools, such as CBT (Computer Based Training), CAD (Computer Aided

Design), etc.

Computer and computer-based systems for instructional delivery and management, e.g. CAI

(Computer Aided Instructions) etc.

Internet/web based education e.g. not only educational information with text, graphics but

also courses are offered by various web sites.

2

HINDUSTAN COMPUTERS LIMITED (HCL)

HCL is a leading global Technology and IT Enterprise with annual revenues of US$ 6.5 billion.

The HCL Enterprise comprises two companies listed in India

HCL TECHNOLOGIES LTD.

HCL INFOSYSTEMS LTD.

The 3 decade old enterprise, founded in 1976, is one of India's original IT garage start ups. Its

range of offerings span R&D and Technology Services, Enterprise and Applications

Consulting, Remote Infrastructure Management, BPO services, IT Hardware, Systems

Integration and Distribution of Technology and Telecom products in India. The HCL team

comprises 90,000 professionals of diverse nationalities, operating across 36 countries

including 370 points of presence in India.

HCL Technologies Limited (HCL) is a global technology company. The Company’s

operations consist of providing Software services, infrastructure services, including sale of

networking equipment and business processing outsourcing services, which are in the nature

of customer contact centers and technical help desks. HCL is a provider of business

transformation, enterprise and custom applications, infrastructure management, business

process outsourcing (BPO), and engineering services. The Company delivers solutions across

a range of verticals, such as financial services, manufacturing, consumer services, public

services and healthcare. The principal geographical segments include America, Europe and

others.

During the fiscal year ended June 30, 2011 (fiscal 2011), the Company sold certain portion of

its Telecom Expense Management Services business. In January 2011, it acquired certain

software assets of Citi Securities and Fund Services.

3

1.3.3 PROFILE OF HCL

LEADERSHIP @ HCL

4

HCl

Type Public

Industry IT Services

Founder(s) Shiv Nadar,  Ajay Chowdhry

Headquarters Noida, India

Area served Worldwide

Key people Harsh Chitale (CEO)

Ajay Chowdhry  (Non executive Chairman)

Services IT and outsourcing services

Revenue   11,024.14 crore (US$2.2 billion)(June 2010-June 2011)

Operating income   256.58 crore (US$51.19 million)(June 2010-June 2011)[3]

Net income   177.23 crore (US$35.36 million)(June 2010-June 2011)[3]

Shiv Nadar,

Founder- HCL Chairman

And Chief Strategy Officer,HCL TECHNOLOGIES

Ajay Chowdhry ,

Founder –HCL and Chairman & CEO,

HCL INFOSYSTEMS

5

Vineet Nayar

CEO – HCL Technologies Ltd.

And Vice President

Koushik Chatterjee

Head HCL LEARNING

Harsh Chitale

6

Current CEO of HCL Infosystems Ltd

.

VISION AND MISSION

VISION

A global corporation enriching lives and

enabling business transformation for our customer

with leadership in chosen technologies and

markets. Be the first choice for employees and

partners with commitment of sustainability.

Mission

We enable business transformation and

enrichment of lives by delivering

sustainable world class technology

products, solutions and services in our

chosen markets thereby creating superior shareholder

value.

We shall deliver defect free products, services and

solutions to meet the requirements of our internal and

external customers the first time.

HCL Learning was launched in 2005. As the training arm of HCL Info systems, HCL

Learning carries forth a legacy of excellence spanning across more than three decades.

Among the fastest growing IT education brands in India, HCL Learning offers a complete

7

spectrum of quality training programs on software, hardware, networking as well as global

certifications in association with leading IT organisations worldwide. HCL Learning

training solutions cater to diverse consumer profiles including individuals, enterprises,

academic institutions and Government enterprises.

QUALITY AT HCL LEARNING

We shall develop and impart industry relevant ICT education to meet the requirement of

customers, industry & society by continually updating technology content and improving our

processes.

CERTIFICATION OF QUALITY STANDARDS

“In its pursuit of excellence “the company has developed a Quality Management System in

line with ISO 9001:2000 standard

HCL in Training

The company has ventured into the field of IT training with an objective to meet the

increasing demand for skilled professionals from organizations across the country.

HCL Info systems Ltd. provide specially designed programs in high-end Software, Hardware

and Networking solutions. There are more than 130 fully operational HCL training centers in

all the major locations across the country.

As the fountainhead of the most significant pursuit of human mind (IT), HCL strongly

believes, "Only a Leader can transform you into a Leader".

HCL LEARNING is a formalization of this experience and credo which has been perfected

over three decades.

It is an initiative that enables aspiring individuals to benefit from HCL’s longstanding

expertise in the space and become Industry ready IT professionals.

Maintaining Quality- One of the key elements to HCL's success is its never-ending pursuit of

superior quality in all its endeavors.

SYSTEM INTEGRATION

As a part of the HCL’s strategy of offering a single window to the enterprise customers for

8

all their ICT infrastructure and solution needs, HCL’s System integration and services

initiatives, saw the company winning and executing projects in a number of new solutions

area across sectors like governance, BFSI, Power, Airports and Health. Among these was the

prestigious System Integration contract “PAWAN” from the Punjab Government for setting

up a state wide area network.

Another strategic win that came from the Banking System Integration space was the “MIS

framework” for backend operations from a leading bank in India. HCL also won an order for

the rollout of a Financial Inclusion Pilot from a leading Nationalized Bank of the country.

This quarter also saw wins from the Airport & Ports verticals. The company won a contract

for setting up of the “Airport operations and command centre” for one of the leading

airports in the country.

Another win in this vertical was the contract to set up the Security and Surveillance

solution along with high-end content analysis capability. The Media and Entertainment

System Integration business saw HCL winning contracts from national bodies for setting up

their complete studio infrastructure solution for production and broadcasting, this will also be

used for training and hands on exposure in the field of digital mass communications. This

quarter also saw entry into some of the leading national channels and production houses with

a wide range of niche products in the broadcasting space.

9

SEGMENT RESULTS

Computer Systems & Other Related Products:

In the enterprise space major orders were received from leading names across industry

verticals including corporate, government, & BFSI segments. HCL also won one of largest

enterprise orders for Toshiba laptops from a leading Public Sector Utility.

Innovation has been the driving force behind HCL’s success. HCL is constantly innovating to

create unique products to meet the growing needs of the enterprise sector and the launch of

the ‘Datacenter in a box’ was an initiative towards this direction.

Addressing the demand from SME’s for simplified and functional IT solutions, HCL

announced the launch of its next-generation ‘HCL – Datacenter in a Box’ in this quarter.

This innovative enterprise product offers a complete IT Infrastructure solution stack with its

power-packed Blade Servers

Integrated storage, networking, UPS and comes with remote management capability. This

solution is not only easy to deploy, maintain and upgrade but is also very cost effective and

delivers exceptional value.

This quarter started with the launch of the revolutionary MiLeap range of HCL laptops,

India’s first full functional, ultra portable range of laptops that offer true mobile internet

computing experience at a price point starting from Rs.13,990/-. Keeping its promise &

heritage of always being the first to introduce the latest in technology for Indian markets,

HCL has created a new product category in the Indian market with the launch of the MiLeap

series.

10

ABOUT HCL ENTERPRISE

HCL - HINDUSTAN COMPUTES LIMITED

HCL is an IT global conglomerate that provides PIN TO PLANE solutions in IT, IT

infrastructure, business consulting, IT education, services across the local boundaries.

Hindustan Computers Limited (HCL) was established in India in Aug. 11, 1976. HCL is a

leading global technology and IT firm. It is the oldest or only 1 st Indian IT company which

make its own semi-conductor in 1978. At present HCL is having its operation in 31 countries

which include USA, CHINA, UK, MIDDLE EAST, AUSTRALIA, NZ AND JAPAN. And

at present HCL is expanding its business in Africa.

HCL is only company in India that has 80,000 workforce strength. Technology and IT firm.

It comprises two companies listed in India, namely HCL Technologies and HCL Infosystems.

Its range of offerings span product engineering, technology and application services, BPO,

infrastructure services, IT hardware, systems integration, and the distribution of technology

and telecom products. The HCL team comprises over 80,000 professionals of diverse

nationalities, operating out of 32 countries. HCL has global partnerships with several leading

Fortune 1000 firms, including leading IT and Technology firms.

11

HCL Technologies:

HCL Technologies was formed as a separate company in 1994. In 2005-06, the company

Reported revenues of US$ 919 million and had a workforce of 29,948 employees as on 31

March 2006. HCL Technologies offers services in Product Engineering and Technology

Services, Custom Applications and Package Implementation, IT Infrastructure Management

and BPO.

HCL Infosystems:

HCL Infosystems operates in four broad segments– IT Hardware, Technology Services,

Systems Integration, and Distribution of Technology and Telecom Products.

HCL in the UK

HCL entered the UK in the year 1997. However, till the year 2000, the company did not

have

Significant presence in the UK until 2001, when HCL actively started focusing on the UK

market. Currently, the company operates through three offices and two delivery centres in the

UK. HCL provides the following three services in the UK:

• Application development

• Infrastructure management

• Business process outsourcing

In October 2001, HCL entered into a strategic alliance with British Telecom (BT) to offer

BPO services through BT's 400-seat Apollo Contact Centre at Belfast, Northern Ireland

(UK). HCL acquired a 90 per cent equity stake in Apollo Contact Centre with BT holding the

remaining10 per cent .This was a landmark event, making HCL the first Indian IT company

to establish an overseas BPO business.

A successful conclusion of this joint venture was achieved in 2004-05through an acquisition

of the remaining 10 per cent stake .This aptly demonstrated HCL’s ability to create value

from carve-outs. Currently, its Belfast centre has 2000 employees’ .The centre has

recorded a revenue growth of 200 per cent over the period 2001-05.

12

HCL in the UK is focusing on five industry verticals - Banking and Financial Services,

Life .Sciences, Retail, Telecom, and Hi-technology. In the year 2000, HCL's UK operations

contributed to around 6-7 per cent of the company's total revenue. However, the share of UK

has now increased to around 25 per cent. HCL's UK operations generated revenue of US$

225 million in the year 2005-06.At, present, it has 2,650 full time employees in the UK.

13

“ IT Best Employers : The Top 10

14

Rank

2009 Company

Rank

2008 Change

1 HCL Infosystems 3 2

2 iGATE Global Solutions 1 -1

3 Rolta India 4 1

4 RMSI 2 -2

5 SAS Institute India 7 2

6 R. Systems   New

7 Perot Systems   New

8 Tavant Technologies 9 1

9 Datacraft India 13 4

10 Synechron 8 -2

FUTURE PLANS

The future challenges and trends can be: -

• OUTSOURCING : - Employment opportunities in placement usually mirror market trends

and economic growth, so it is difficult to predict a clear future for the industry. However,

with the major trends for companies to outsource recruitment, it is likely that recruitment and

placement agencies and executive research consultancies will be a growing area of graduate

employment. Outsourcing is likely to be the most significant factor for change in the industry

in the foreseeable future.

RECRUITMENT & PLACEMENT PROCESS AT HCL LEARNING

Following is the desired profile of a candidate who is to be recruited at HCL LEARNING: -

• Excellent Communication Skills

• Graduate, Undergraduate/Postgraduate

• Excellent command over spoken English

• Experience from other industry will be considered

• Ability to work as a part of a team and/or on your own initiative

• Positive attitude and value based outlook

• Patience, perseverance and adaptability

MERITS AND DEMERITS OF THE RECRUITMENT PROCESS AT HCL LEARNING

MERITS DEMERITS

15

ADVERTISEMENTS• Complete job specification and job

description in limited space.• This limited space is expensive and difficult

to obtain.• Reaches a wider audience. 2. The people of the rural areas are usually left

out. WALK IN AND TALK IN

1. Least expensive approach. 1. Flow in of unsuitable resumes2. More popular than the rest of the approaches. 2. Waste of time in the evaluation of the candidates

who do not fit in the criterion of the job.JOB FAIRS

1.Popularity is more. 1. The overall organization of the job fair is expensive for the company.

2. Various mediums are used for the publicity of the job fair.

2. Publicizing the job fair is expensive .

CONSULTANTS1. They act as a bridge between the candidates and the employers owing to their nationwide contacts.

1. A major portion of the profit is eaten up by the consultants.

2. They offer varied services. 2. These Services are a big financial concern for the company.

TALENT EXPRESS1. The vacancies are updated on a regular basis. 1. Internet today is one of the major sources of

acquiring knowledge but its reach to the rural area is a concern.

2. Internet is becoming a growing media and a major source of acquiring knowledge today, so Talent Express proves to be a boon.

HCL LEARNING PLACEMENT PROCEDURE

HCL Career Development Centre has started its campus interview initiative since 2007.

16

What role does HCL LEARNING Placement Cell play?

It is a single window approach that brings HCL LEARNING students and the recruiting

companies on a common platform. The LEARNING placement cell acts as a coordinating

agency to match the preferences of both the groups. As a major achievement, a placement

record of 100% was achieved in the year 2009. Many leading companies featured among the

employers including HP, Wipro, V Customer and Aircel among many others.

What makes it special

It provides an opportunity to eligible students to prove their merit and receive job

opportunities as soon as they complete their course. The students need not hunt for jobs

through newspapers, placement agencies etc

What is the process followed while arranging the interviews?

Students indicate their preferences for companies well in advance after studying the various

brochures and then register their names in the placement cell. The pre-placement talks

delivered by the respective hiring executives helps students an understanding about the

company on factors such as financial indices, growth opportunities, product range, market

share and professional outlook. Our placement cell invites companies at regular intervals to

conduct campus recruitments for our students who have successfully completed their courses.

(Typically, more than 20 companies participate in the program every month). As per our?

One Student One Job? Policy devised to safeguard the students? Interest in general, a

candidate once selected is not allowed to appear for further interviews What do the

companies look for in a potential employee?

Besides academic performance, employers look for professional skills such as leadership,

communication, creativity, innovation, initiative, enthusiasm, attitude and aptitude

What should the students look for while selecting a company ?

The students should ideally consider the followingfactors:-

1.Company’s Image/credibility in the market

2. Experience of past students

17

3. Pay package being offered

4. Training period

5. Growth prospects and work culture

6. Requirement for legal bond, if any.

What training do we provide ?

A special effort is made to groom the students and in brushing up their skills to face campus

interviews through methods such as:

1.Communication skills workshops

2.Mockinter view and group discussions

3. Sample online tests for English grammar, vocabulary and technical knowledge

Other inputs given to Students ?

1. Briefing about the various job profiles2. Assistance towards SWOT analysis3. Inputs for CV creation4. Provision of company related brochures 5. Help in understanding the company’s financial statements6. Provision of newspapers, magazines and business papers

These are some of the many organizations where HCL LEARNING students are working: -

• ACS Info Tech

• Tech Mahindra

• HCL Infosys systems Ltd.

• HCL Technologies Ltd.

• HCL COMNET

• HCL BPO

• Convergys

• PCS Technologies

• UG Software

• Tech Wave

1.2 INTRODUCTION TO HR

Human Resource Management is an art of managing people at work in such a manner that

they give their best to the organization. In simple word Human Resource Management refers to

18

the quantitative aspects of employees working in an organization. Human Resource Management

is also a management function concerned with hiring, motivating, and maintains people in an

organization. It focuses on people in organization.

HRM involves the application of management functions and principles. The functions and

principles are applied to acquisitioning, developing, maintain, and remunerating employees in

organizations.

HR VISION

To provide an enabling environment where employees’ competencies are nurtured and harnessed

towards sustainable business growth and leadership.

HR MISSION

To proactively assess and provide services for the HR needs of the business & customers for the

attainment of organizational goals.

HR OBJECTIVES

To collaborate with and support internal Customers of HR services viz. effective

manpower planning, ensuring harmonious industrial relations etc.

To review and redesign the structure of the organization with clarity of role,

responsibilities and accountability for overall organizational effectiveness and speedy response to

emerging business challenges.

To develop knowledge and skills of the employees’ and groom leaders with functional and

business competencies to meet future demands of the organization (viz. flexibility and change

management).

To enhance employee productivity through rationalization of jobs and manpower

optimization.

To promote employee involvement in decision making, team working, creativity and

empowerment.

To institutionalize transparency by framing, updating and communicating systems and

19

processes.

To maintain good liaison with government/ external agencies in order to better serve the

organizational cause.

To provide a safe and healthy work environment and continuously benchmark and update

the standards of safety and hygiene; and

1.3 INTRODUCTION OF TOPIC

20

The human resources are the most important assets of an organization. The success or failure

of an organization is largely dependent on the calibre of the people working therein. Without

positive and creative contributions from people, organizations cannot progress and prosper.

In order to achieve the goals or the activities of an organization, therefore, they need to

recruit people with requisite skills, qualifications and experience and place them too. While

doing so, they have to keep the present as well as the future requirements of the organization

in mind.

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 and

Placement plays a vital role in this situation. Shortage of skills and the use of new technology

are putting considerable pressure on how employers go about Recruiting and selecting their

staff. It is recommended to carry out a strategic analysis of Recruitment and Placement

procedure.

Successful recruitment and placement methods include a thorough analysis of the job and the

labour market conditions. Recruitment is almost central to any management process and

failure in recruitment can create difficulties for any company including an adverse effect on

its profitability and inappropriate levels of staffing or skills.

21

RECRUITMENTS

“A PROCESS TO DISCOVER THE SOURCES OF MANPOWER TO MEET THE

REQUIREMENTS OF THE STAFFING SCHEDULE AND TO EMPLOY EFFECTIVE

MEASURES FOR EFFICIENT WORKFORCE”

“THE PROCESS SEARCHING FOR PROSPECTIVE EMPLOYEES AND

STIMULATING THEM TO APPLY FOR JOBS IN THE ORGANIZATION”

- EDWIN B. FLIPPO

MEANING

22

Recruitment means to estimate the available vacancies and to make suitable arrangements

for their selection and appointment. Recruitment is understood as the process of searching for

and obtaining applicants for the jobs, from among whom the right people can be, selected A

formal definition states, “It is the process of finding and attracting capable applicants for the

employment. The process begins when new recruits are sought and ends when their

applicants are submitted. The result is a pool of applicants from which new employees are

selected”.

In this, the available vacancies are given wide publicity and suitable candidates are

encouraged to submit applications so as to have a pool of eligible candidates for scientific

selection. In recruitment, information is collected from interested candidates. For this

different source such as newspaper advertisement, employment exchanges, internal

promotion, etc. are used. In the recruitment, a pool of eligible and interested candidates is

created for selection of most suitable candidates. Recruitment represents the first contact that

a company makes with potential employees.

Need for recruitment

The need for recruitment may be due to the following reasons / situation:

Vacancies due to promotions, transfer, retirement, termination, permanent disability, death and labour turnover.

Creation of new vacancies due to the growth, expansion and diversification of business activities of an enterprise. In addition, new vacancies are possible due to job specification.

Help increase the success rate of the selection process by reducing the number of visibly,

under qualified or overqualified job applicants.

Help reduce the probability that job applicants, once recruited and selected, will leave the

organization only after a short period of time.

Begin identifying and preparing potential job applicants who will be appropriate candidates.

Induct outsiders with a new perspective to lead the company.

Infuse fresh blood at all levels of the organization

Develop an organizational culture that attracts competent people to the company.

Search for talent globally and not just within the company.

23

Recruitment is a positive function in which publicity is given to the jobs available in the

organization and interested candidates are encouraged to submit applications for the purpose

of selection.

Recruitment represents the first contact that a company makes with potential employees. It is

through recruitment that many individuals will come to know a company, and eventually

decide whether they wish to work for it. A well-planned and well-managed recruiting effort

will result in high quality applicants, whereas, a haphazard and piecemeal effort will result in

mediocre ones. High-quality employees cannot be selected when better candidates do not

know of job openings, are not interested in working for the company and do not apply. The

recruitment process should inform qualified individuals about employment opportunities,

create a positive image of the company,

FACTORS AFFECTING RECRUITMENT:

The following are the 2 important factors affecting Recruitment:-

1) INTERNAL FACTORS

Recruiting policy

Temporary and part-time employees

Recruitment of local citizens

Engagement of the company in HRP

Company’s size

Cost of recruitment

Company’s growth and expansion

2) EXTERNAL FACTORS

Supply and Demand factors

Unemployment Rate

Labour-market conditions

Political and legal considerations

Social factors

Economi

SOURCES OF RECRUITMENT

24

The sources of recruitment may be broadly divided into two categories: internal sources and

external sources. Both have their own merits and demerits:

INTERNAL SOURCES

Persons who are already working in an organization constitute the ‘internal sources’.

Retrenched employees, retired employees, dependents of deceased employees may also

constitute the internal sources. Whenever any vacancy arises, someone from within the

organization is upgraded, transferred, promoted or even demoted.

EXTERNAL SOURCES:

External sources lie outside an organization. Here the organization can have the services of:

a) Employees working in other organizations

b) Jobs aspirants registered with employment exchanges

c) Students from reputed educational institutions

(d) Candidates referred by unions, friends, relatives and existing employees

(e) Candidates forwarded by search firms and contractors

(f) Candidates responding to the advertisements, issued by the organization

(g) Unsolicited applications/walk-ins.

25

Merits and Demerits of ‘Recruiting people from ‘Within’

Merits Demerits

• Economical : The cost of recruiting

internal candidates is minimal. No

expenses are incurred on advertising.

• Suitable : The organization can pick the

right candidates having the requisite

skills. The candidate can choose a right

vacancy where their talents can be fully

utilized.

• Reliable : The organization has the

knowledge about suitability of a candidate

for a position. ‘Known devils are better

than unknown angels!’

• Satisfying : A policy of preferring people

from within offers regular promotional

avenues for employees. It motivates them

to work hard and earn promotions. They

will work with loyalty commitment and

enthusiasm.

• Limited Choice : The organization is

forced to select candidates from a

limited pool. It may have to sacrifice

quality and settle down for less

qualified candidates.

• Inbreeding : It discourages entry for

talented people, available outside an

organization. Existing employ

innovative ways and inject necessary

dynamism to enterprise activities.

• Inefficiency : Promotions based on

length of service rather than merit, may

prove to be a blessing for inefficient

candidate. They do not work hard and

prove their worth.

• Bone of contention : Recruitment from

within may lead to infighting among

employees aspiring for limited, higher

level positions in an organization. As

years roll by, the race for premium

positions may end up in a bitter race.

26

Merits and Demerits of External sources of Recruitment

Merits Demerits

• Wide Choice : The organization has

the freedom to select candidates from

a large pool. Persons with requisite

qualifications could be picked up.

• Infection of fresh blood : People with

special skills and knowledge could be

hired to stir up the existing employees

and pave the way for innovative ways

of working.

• Motivational force : It helps in

motivating internal employees to work

hard and compete with external

candidates while seeking career

growth. Such a competitive atmosphere

would help an employee to work to the

best of his abilities.

• Long term benefits : Talented people

could join the ranks, new ideas could

find meaningful expression, a

competitive atmosphere would compel

people to give out their best and earn

rewards, etc.

• Expenses : Hiring costs could go up

substantially. Tapping multifarious

sources of recruitment is not an easy task

either.

• Time consuming : It takes time to

advertise, screen, to test and test and to

select suitable ones are not available, the

process has to be repeated.

• De-motivating : Existing employees who

have put in considerable service may

resist the process of filling up vacancies

from outside. The feeling that their

services have not been recognized by the

organization, forces then to work with

less enthusiasm and motivation.

• Uncertainty : There is no guarantee that

the organization ultimately will be able to

hire the services of suitable candidates. It

may end up hiring someone who does not

fit and who may not be able to adjust in

the new setup.

27

METHODS OF RECRUITMENT

INTERNAL METHODS

Job posting: Job posting is another way of hiring people from within. In this method, the

organization publicizes job opening on bulletin boards, electronic method and similar outlets.

One of the important advantages of this method is that it offers a chance to highly qualified

applicants working within the company to look for growth opportunities within the company

to look for growth opportunities within the company without looking for greener pastures

outside.

Employee Referrals: Employee referral means using personal contacts to locate job

opportunities. It is a recommendation from a current employee regarding a job applicant. The

logic behind employee referral is that “it takes one to know one”. Employees working in the

organization, in this case, are encouraged to recommend the names of their friends, working

in other organizations for a possible vacancy in the near future. In fact, this has become a

popular way of recruiting people in the highly competitive Information Technology industry

nowadays. Companies offer rich rewards also to employees whose recommendations are

accepted – after the routine screening and examining process is over – and job offers

extended to the suggested candidates. As a goodwill gestures, companies also consider the

names recommended by unions from time to time.

28

EXTERNAL METHODS

• Campus Recruitment: Here the recruiters visit reputed educational institutions such as

IITs, IIMs, colleges and universities with a view to pick up job aspirants having requisite

technical or professional It is a method of recruiting by visiting and participating in college

campuses and their placement centres skills. Job seekers are provided information about the

jobs and the recruiters, in turn, get a snapshot of job seekers through constant interchange of

information with respective institutions. If campus recruitment is used, steps should be taken

by human resource department to ensure that recruiters are knowledgeable concerning the

jobs that are to be filled and the organizations and understand and employ effective

interviewing skills.

• Walk-ins, Write-ins and Talk-ins: The most common and least expensive approach

for candidates is direct applications, in which job seekers submit unsolicited application

letters or resumes. Direct applications can also provide a pool of potential employees to meet

future needs. From employees’ viewpoint, walk-ins are preferable as they are free from the

hassles associated with other methods of recruitment.

• Contractors: They are used to recruit casual workers. The names of the workers are not

entered in the company records and, to this extent; difficulties experienced in maintaining

permanent workers are avoided.

• Consultants: They are in the profession for recruiting and selecting managerial and

executive personnel. They are useful as they have nationwide contacts and lend

professionalism to the hiring process. They also keep prospective employer and employee

anonymous. However, the cost can be a deterrent factor.

• Head Hunters: They are useful in specialized and skilled candidate working in a

particular company. An agent is sent to represent the recruiting company and offer is made to

the candidate

29

PLACEMENTS

Placements refer to the allocation of people to jobs. It includes initial assignment of new

employees, and promotion, transfer, or demotion of employees.

Assignment of a new employee to a job permanently seems to be a simple task. The employer

advertises inviting applications from candidates for a specified post. The advertisement

contains job description and job specification in detail. When a candidate has been selected, it

is logical that he or she is placed in the position that was advertised earlier. But the task is not

as simple as it looks. Times are changing. Changes in the work ethics reflecting the demand

for meaningful work – (1) increased government pressure to hire and promote women and the

disadvantaged and (2) heightened awareness of the fact that firm have many jobs but each

individual has only one career.

There is little agreement on whether placement is a service, an outcome, or even the “entire

rehabilitation process”. Placement has been defined as “the final phase...the bridge by which

the individual passes from... supportive services to the competitive work-life of the

community”. Placement is an important phase in the total rehabilitation process, which

requires the entire community to become working partners (Odell, 1955). Zadney and James

(1976) referred to placement refers as “. . . the steps taken in preparation to secure

satisfactory employment as rehabilitation comes to a close”, and they acknowledged that “. . .

placement is a continuing concern throughout the rehabilitation process, even though the type

and level of related activities varies considerably at different points”.

Vandergoot and Worrall (1979) in an attempt to separate goal from process, defined

placement as “. . . the crucial event in the rehabilitation process; it indicates that a client has

accepted a job offer . . . placement is the goal of rehabilitation, all other rehabilitation

activities can be related to it”. Dunn (1981) also attempted to find a balance between process

and outcome and depicted placement as “. . . the time period and activities that take place

between two major decision points or events: the decision to actively search for employment

in the labor market and the decision to accept a job offer”.

30

PLACEMENT PROCESS

• Collect the details about the employee

• Construct his or her profile

• Which subgroup profile does the individual’s profile best fit?

• Compare subgroup profile to job family profiles

• Which job family profile does subgroup profile best fit?

• Assign the individual to job family

• Assign the individual to specific job after further counseling and assessment

FACTORS AFFECTING THE PLACEMENT PROCESS

INTERNAL FACTORS

• The placement policy of HCL LEARNING as to what are the norms and standards imperative

to the placements of the students.

• The costs for conducting a job fair and the placement drive.

• The availability of the candidates that match up to the job requirements.

EXTERNAL FACTORS

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

a framework for implementation of a recruitment programme.

• Image of the employer can work as a potential constraint for recruitment.

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

determinant in the placement process.

• The placement activity is also dependent upon the competitors present in the market.

31

SCOPE

The scope of the project includes

• Study of importance of recruitment and placement process for an enterprise

• Study of recruitment and placement process at HCL LEARNING

• Study the Performance appraisal Practices at HCL LEARNING

OBJECTIVES

This project is initiated for the purpose of understanding the Recruitment & the

Placement cycle at HCL LEARNING.

The objectives are

• Support the organization ability to enhance and develop the best team and skills.

• Determine the manpower requirements of the various organizations and corporate in co-

ordination with planning and job analysis activities

Obtain the number and quality of the students that can be selected in order to meet the

organization’s goal and objectives.

• Create a pool of candidates so that the management can select the right candidate for the right

job from this pool.

• Attract and encourage more and more candidates to apply in the organization.

• Act as link between the employers and the job seekers that are the students.

32

2. RESEARCH

METHODOLOGY

33

RESEARCH METHODOLOGY

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

matter. 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 is done scientifically. It is

the way to systematically solve the research problem by logically adopting various steps.

Also it defines the way in which the data are collected in a research project.

Research can fall into two distinct types:

• Primary research

• Secondary research

Mode of research used in this project is Secondary Research.

RESEARCH DESIGN

• Literature Review research design was adopted for the study.

DATA SOURCE

Secondary data was collected from the following sources-

• Websites

• Project materials

• Books

• Newspapers

34

3. DATA ANALYSIS AND

INTERPRETATION

35

36

1.The placement drive was well managed. Do you agree?

PARAMETERS NO: OF RESPONDENTS PERCENTAGE

Strongly disagree 13 65

Agree 7 35

Strongly agree - -

TOTAL 20 100

INTERPRETATION:

From the above table, it can be inferred that 65% of the employees who participated in the

survey feels that the placement drive was well managed

37

65%

35%

0%

Strongly disagree Agree

Strongly agree

2. Should HCL Learning conduct placement drives to create brand image?

Options No of Persons %age

Yes 4 20

No 16 80

INTERPRETATION:- As per the analysis of the above question, 20% respondents said that

HCL Learning conduct placement drives to create brand image

38

3. Do you think placement process should include G.D and initial round as well?

PARAMETERS NO: OF RESPONDENTS PERCENTAGE

Strongly agree 13 65

disagree 7 35

Agree - -

TOTAL 20 100

INTERPRETATION:

From the above table, it can be inferred that 65% of the respondents who think placement

process should include G.D and initial round as well

39

65%

35%

0%

Strongly agree

disagree

agree

4. Do you think recruitment in HCL is better than any other organization?

PARAMETERS NO: OF RESPONDENTS PERCENTAGE

Strongly agree 13 65

Disagree 7 35

Neutral - -

TOTAL 20 100

INTERPRETATION:

From the above table, it can be inferred that 65% of the respondents who think recruitment in

HCL is better than any other organization

5. Do you think basic eligibility criteria for various job openings HCL is fine accordance with

its brand image?

40

65%

35%

0%

Strongly agree

disagree

neutral

Options No of Persons %age

Yes 14 70

No 6 30

INTERPRETATION: - As per the analysis of the above question out of 20 respondents 70% said that

basic eligibility criteria for various job openings HCL is fine accordance with its brand image

6. Do you think there should be Pre-placements talks with the candidates.?

Options No of persons %age

41

Yes 11 55

No 9 45

INTERPRETATION:- As per the analysis of the above question, 55% respondents said that

there should be Pre-placements talks with the candidates.

7. Do you think that candidate should be given brief introduction of the company profile and

job opening before appearing for interview?

42

Options No of Persons %age

Yes 15 75

No 5 25

INTERPRETATION:- As per the analysis of the above question, out of 20 respondents,

75% of the respondents think that they should be given brief introduction of the company

profile and job opening before appearing for interview.

8. Is there any need of providing interview skills and personality development secession for

students planning for interview?

43

Options No of Persons %age

Yes 17 85

No 3 15

INTERPRETATION:- As per the analysis of the above question, out of 20 respondents, 85%

think that there is need of providing interview skills and personality development secession

for students planning for interview.

9. From where you come to know about HCL openings?

PARAMETERS NO: OF RESPONDENTS PERCENTAGE

44

Newspapers 5 27

Internet 9 45

Consultants 4 20

Direct walk ins 2 8

TOTAL 20 100

INTERPRETATION:

From the above table, it can be inferred that 44% of the respondents who where come to

know about HCL openings through internet.

45

28%

44%

20% 8% newspapersinternetConsultantsDirect walk ins

4. FINDINGS AND

SUGGESTIONS

FINDINGS

The findings of the project are: -

Overall placement drive conducted was well managed by all departments of

this organization.

46

Most of the candidates participated in the placement drive think that

placements process should include G.D and initial found as well.

More than half of the candidates approved for the interview think HCL as

better than any other organization whereas rest are open to all other

organization and respected of brand image.

As per the survey done most of the respondents were agreed and got short

listed become of the cut off criteria of HCL.

• The requirement of the organizations involved in the recruitment process

varies from one another.

• The placement activity is highly dependent on the:-

• Market Trends

• Market Conditions

• Unemployment

• Supply of the Workforce

• Demand of the Man Power

47

RECOMMENDATIONS :-

• The placement activity is one of the important activities for HCL LEARNING

to keep the brand image and value.

• Pre Placement Talks (PPT) with the students is a necessity.

• It is necessary to provide the students with interview skills and personality

development classes as they help a lot to boost self confidence in students

which ultimately is reflected in their interviews and group discussions

48

5. BIBLIOGRAPHY

49

BOOKS

Gupta, C.B.---Human Resources Management, Sultan Chand, 1999 Prasad, L.M., --- Human Resources Management, Sultan Chand & Sons, 2005

Tripathi, P.C.,----Personnel Management, Bombay, Asra Publishing House 1967

WEBSITES

• http://recruitment.naukrihub.com/recruitment-vs-selection.html

• www.google.com

• www.yahoo.com

• www.hclinfosystem.com

50

6. ANNEXURE

51

ANNEXURE

A STUDY OF RECRUITMENT AND PLACEMENT IN HCL

Name: …………………………………………

Qualification: …………………………………

Any Reference:

1. Placement drive was well managed. Do you agree?

a) Strongly disagree b) Agree

c) Strongly agree

2. Should HCL Learning conduct placement drives to create brand image?

a) Yes b) No

3. Do you think placement process should include G.D and initial round as well?

a) Strongly disagree b) Agree

c) Strongly agree

4.Do you think recruitment in HCL is better than any other organization?

a) Strongly disagree b) Agree

c) Strongly agree

52

5. Do you think basic eligibility criteria for various job openings HCL is fine

accordance with its brand image?

a) Yes b) No

6. Do you think there should be Pre-placements talks with the candidates.

a) Yes b) No

7. Do you think that candidate should be given brief introduction of the company profile and

job opening before appearing for interview?

a) Yes b) No

8. Is there any need of providing interview skills and personality development secession for

students planning for interview?

a) Yes b) No

9. From where you come to know about HCL openings?

a) Newspapers b) Internet

c) Consultants d) Direct walk ins

53