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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 )
Recommended