Professional Documents
Culture Documents
Human Resources
Human Resources
ON
RECRUITMENT AND SELECTION
IN
Submitted for the partial fulfillment of the requirement for award of degree of
MASTERS OF BUSINESS ADMINISTERATION to
PUNJAB TECHNICAL UNIVERSITY, JALANDHAR
Submitted to:
Submitted by:
RBIEBT
DILPREET RANDHAWA
MBA DEPT.
I hereby declare that the project titled Recruitment and Selection in HCL is an
original piece of research work carried out by me under the guidance and supervision of
Mr. Tanveer Singh Noor . The information has been collected from genuine & authentic
sources. The work has been submitted in partial fulfillment of MASTERS OF
BUSINESS ADMINISTERATION to RAYAT AND BAHRA INSTITUTE OF
ENGINEERING AND BIO TECHNOLOGY.
This work has not been submitted anywhere else for any other degree/diploma.
Dilpreet Randhawa
RBIEBT
MBA(HR)
III SEM
ACKNOWLEDGEMENT
I take the opportunity to express my gratitude to all the concerned people who have
directly or indirectly contributed towards completion of this project. I extend my sincere
gratitude towards HCL for providing the opportunity and resources to work on this
project.
I am extremely grateful to my faculty members and my trainer Mr. Tanvir Singh Noor
whose insight encouraged me to go beyond the scope of the project and this broadened
me learning on this project.
I also want to show my gratitude to all whose insight helped me to complete this
Project.
Dilpreet Randhawa
EXECUTIVE SUMMARY
INDEX
S. No
Topic
Page No.
Chapter-1
INTRODUCTION TO THE
7-27
PROJECT
Chapter-2
INTRODUCTION TO THE
28-49
COMPANY
Chapter-3
RECRUITMENT AND
50-60
SELECTION IN HCL
Chapter-4
61-65
METHODOLOGY
Chapter-5
DATA ANALYSIS
66-82
Chapter-6
FINDINGS AND
83-87
SUGGESTIONS
Chapter-7
CONCLUSIONS
88-89
BIBLIOGRAPHY
90-91
ANNEXURE
92-96
CHAPTER-1
INTRODUCTION TO THE PROJECT
SOURCES OF RECRUITMENT
Sources of
Recruitment
Internal Source
1. Transfer
2. Promotion
External source
1. Media advertisement
2. Employment agencies
3. Educational institutes
4. References
5. Labor contractors
6. Gate hiring
7. Management
consultant
Methods of Recruitment
Dunn and Stephens summaries the possible recruiting methods into three categories,
namely
1: Direct method
2: Indirect method
3: Third party method
1. DIRECT METHOD
The direct method includes sending of the recruiters to different educational and
professional institutions, employees contact with public and mannered exhibits. One of
the widely used methods is sending the recruiters to different colleges and technical
schools. This is mainly done with the cooperation of the placement office of the college.
Sometimes, firms directly solicit information form the concerned professors about
student with an outstanding records.
Other direct methods include sending recruiters to conventions and seminars, setting up
exhibits at fairs, and using mobile offices to go the desired centers.
2. INDIRECT METHOD
Indirect method involves mainly advertising in newspapers, on the radios, in trade and
professional journals, technical magazines and brochures.
Advertisements in newspapers and or trade journals and magazines are the most
frequently used methods. Senior post is largely filled with such methods. Advertising is a
very useful for recruiting blue color and hourly worker, as well as scientific, professional,
and technical employees.
10
Local newspaper can be good sources of blue collar workers, clerical employees, and
lower level administrative employees.
The main point is that the higher the position in the organization the more dispersed
advertisement is likely to be. The search for the top executive might include
advertisement in a national periodical, whereas the advertisement of the blue color jobs
usually confine to the daily newspaper.
According to the Advertisement tactic and strategy in personnel Recruitment, three
main points need to be borne in the mind before an advertisement in inserted.
First, to visualize the type of applicants one is trying to recruit.
Second, to write out a list of advantages the company offers, or why should the reader
join the company.
Third, to decide where to run the advertisement , not only in which area, but also in
which newspaper having a local, state or a nation- wide circulation.
3. THIRD PARTY
These include the use of commercial or private employment agencies, state agencies, and
placement offices of schools colleges and professional associations recruiting firms,
management consulting firms, indoctrination seminars for college professors, and friends
and relatives.
Private employment agencies are the most widely used sources. They charge a small fee
from the applicant. They specialize in specific occupation; general office help, salesmen,
technical workers, accountant, computer staff, engineers and executives.
State or public employment agencies are also known as the employment or labour
exchanges, are the main agencies for the public employment. Employers inform them of
their personnel requirement, while job seekers get information for them about the type of
job are referred by the employer.
11
Schools and colleges offer opportunities for recruiting their student. They operate
placement services where complete biodata and other particular of the student are
available.
Professional organization or recruiting firms maintain complete information records
about employed executive. These firms maintain complete information records about
employed executives. These firms are looked upon as the head hunters, raiders and
pirates by organization which choose their personnel through their efforts.
Objective of Recruitment
1: To attract with multi dimensional skills and experience that suite the present and future
organization strategies.
2: To induct outsider with new perspective to lead the company.
3: To infuse fresh blood at all levels of organization.
4: To develop an organizational culture that attracts competent people to the company.
12
13
- Companys product
- Growth rate of the company
- Role of trade unions
- Cost of recruitment
14
15
Recruitment Plan
Budget
Sourcing
Selection Process
Joining
16
PHILOSOPHIES OF RECRUITMENT
Basically there are two Philosophies of recruitment. These are as follows:
17
SELECTION
Selection is a negative process and involves the elimination of candidates who do not
have the required skills and qualification for the job proposed. Also it is a process of
differentiating between applicants in order to identify and hire those with grater
likelihood of success in job.
The objective of selection decision is to choose the individual who can most successfully
perform the job from the pool of qualified candidates. It is the system of function and
devise adopted in a given company to ascertain whether the candidates specifications are
matched with the job specifications and recruitment or not.
Selection process or activities typically follow a standard patter, beginning with an initial
screening interview and concluding with final employment decision. The traditional
selection process includes: preliminary screening interview, completion of application
form, employment test, comprehensive interview, background investigation, physical
examination and final employment decision to hire.
18
SELECTION PROCESS
The actual steps involved in recruitment follow a well defined path:
Preliminary Assessment: The short listed candidates go through a preliminary round of
interviews. This interview lays more emphasis on functional competencies. To have more
data on the functional skills, the candidates may be given a business case for analysis and
presentation (This is done for certain positions only).
Application Form: Application form is a traditional and widely used device for
collecting information from candidates. Small firm design no application form and ask
the candidates to write detail about their age, martial status, education, work experience,
etc.
Medical Evaluation: Candidates who are selected by Colgate are asked to undergo a
medical test.
Final interview: Here the candidates who successfully clear the first round of interview
go through another round of interview with one or more of the functional heads.
SELECTION METHODS
20
21
TECHNICAL TESTS
One of the important and most commonly used methods in the Insurance
Industry is the use of logical test to judge the accuracy and presence of mind of the
candidate.
INTERVIEWS
Interviews are almost always used at some point in the process. The interview process is
formed through identification of the key requirements of the job and a list of questions is
drawn up. The panel of interviewers work through each set of questions with each
candidate and scores them on their answers. At the end of the interview process the
overall scores are considered and the best candidate chosen. If additional selection
methods are Chosen this is fed into the overall process at the end and again the best-fit
candidate is offered the appointment. Even where the interview is structured, this does
not mean that follow up questions cannot be asked to probe more deeply into a
candidates skills and experience. An interview that does not do this, but instead sticks to
a rigid list of questions, will not allow the interviewer to obtain the information
required to make a proper decision. Also, sometimes these interviews are
based on the technical test that the person has given. Officers and members who are
involved in the interview process should be trained in interviewing skills and the sorts of
questions they should or should not ask.
PSYCHOMETRIC TESTING
A range of attributes are best tested through psychometric testing. This term
is often confusing but in essence, means that a mental measure is used.
Therefore, psychometric testing covers ability tests, aptitude testing and
personality profiling.
22
23
PERSONALITY PROFILE
An individual's personality may affect their suitability for some posts.
However, personality profiling does not have a right or wrong answer and
individuals may be sifted through identifying particular behaviors that are
better suited to the job than others. It is therefore important for those
undertaking the selection process to be clear on the characteristics required
to perform well in the job.
24
2: Fairness:
During the selection process the interviewer does not select the individual on the basis of
his knowledge and hence the right type of the candidates is not selected.
25
3: Pressure:
The people from the HR department and also have a lot of pressure from the top
management and from other top class people for selecting the candidates they want. This
ways the purpose of effective selection process of effective selection process is defeated
as they have to select that individual whether or not he is capable of the job. that is being
offered.
26
27
CHAPTER-2
INTRODUCTION TO THE COMPANY
28
Infrastructure Management
29
Services
IT
Manufacturing
Engineering
and R&D
Networking
and
network
integration
Technology
Enterprise
and custom
application
s
Distribution
and retail
BPO
Infrastructure
In addition to this, HCL AXON, formed after the acquisition of Axon Group in December
2008, offers SAP services including:
30
Business Consulting
Solutions Implementation
Application Management
Integration Services.
HCL serves industries such as Financial Services, Education, Hi-tech & Manufacturing,
Aerospace & Defense, Telecom, Retail & CPG, Life Sciences, Healthcare, Media &
Entertainment, Travel, Transportation & Logistics, Automotive, Government, and Energy
& Utilities, Acquisitions and Joint ventures
The company acquired Capital stream, a US BFSI Product Company for US$40 million
in February 2008.Capital streams Finance Center product is an addition to HCL's current
product addressing the BFSI market - Penstock, the product that HCL launched in 2007.
On 15 December 2008, it acquired Axon Group, and was renamed HCL AXON [4] [5],
the largest acquisition in the history of the Indian IT industry, surpassing Wipros $600million acquisition of Info crossing in 2007.
31
HCL - An Overview
32
LEADERS
33
Shiv Nadar
Founder - HCL, Chairman & Chief Strategy Officer - HCL
Technologies
Ajai Chowdhry
Co-Founder - HCL, Chairman & CEO - HCL Infosystems
J V Ramamurthy
Chief Operating Officer, HCL Infosystems Ltd
HCL Advantage
34
HCL - Partnership
HCL strongly believes in the power of relationships and partners with world's leading
organizations. HCL has strategic partnerships and alliances with several leading Fortune
1000 firms, including leading IT and Technology firms, and ISVs that help us to create
and deliver the best suited IT-enabled business solutions for customers.
HCL is partner for Informatica for APAC, US & Canada. HCL and informatica are
focusing on providing Data Integration Solutions to different verticals including Financial
services, Insurance, Healthcare, Life sciences, Telecommunications etc.
HCL & BMC software share a strategic alliance wherein HCL is BMC's Global
Outsourcer, SI Partner & Global Managed Service Provider Partner. This partnership
allows HCL to focus upon all the major BMC disciplines of Business Service
Management such as Service Resource Planning, Service Automation, Service Support,
Service Assurance & Atrium Core, and has a dedicated technology team known as
'Center of Excellence' which proactively develop/deploy these solutions.
35
The HCL/EMC Alliance program has enabled HCL to partner with EMC to cut costs
and/or improve client operations through refresh, content management, consolidation,
upgrade, virtualization (VMWare) and security (RSA) programs. EMC is an industry
leading information and data management product and solutions provider. HCL is
regarded as one of the top EMC Global Alliance partners.
HCL and Microsoft leverage our collaboration to deliver this value through industry
solutions and client innovation.
HCL values its 10+ year multi-faceted relationship with SAP? As a customer, a
development partner and a go-to-market partner. HCL and SAP together focus on proving
business solutions to customers in areas including Consulting services, Systems
integration services and Support for evaluation, implementation and continuous
improvement.
36
HCL has a 6+ year relationship with Oracle Corporation and today we are a Certified
Advantage Partner, globally, the highest partnership status at Oracle. HCL is also the
Value Added Reseller of Oracle products in the APAC region. HCL and Oracle
Corporation have a multi-pronged strategy on product development, professional services
and joint Go-to-market across geographies.
HCL leverages a broad range of IBM products to build world class, flexible and industry
leading infrastructure and business intelligence solutions. These flexible mainframe
solutions (z Series, Websphere) and BladeCenter systems infrastructure solution help our
clients manage the growth and change in their business operations while simplifying their
IT environment.
37
HCL
Business
Stream
Global IT
services
(HCL
Technologies)
1. Product
engineering &
technology
development
2. Applications
3. Infrastructure
4. BPO
IT Infrastructure
Solutions
(HCL
Infosystems)
1. IT h/w
Services
2. Networking
& network
integrations
3.
Distribution:
Telecom &
imaging
products retail
38
WEAKNESS
A. One of the key weaknesses of HCL is that it has lost projects in continuation like
39
40
41
42
Guiding Principles
Empowering you to bring out the best
As the fountainhead of the most significant pursuit of human mind (IT), HCL strongly
believes, Only a leader can transform you into a leader. HCL Career Development
Centre is a formalization of this experience and credo which has been perfected over the
decades.
Vision and Mission
Vision
Together we create the enterprise of tomorrow
Mission
To provide world class information technology solutions and services in order to enable
our customers to serve their customers better.
Objectives
Our Objective
To fuel initiative and foster activity by allowing individuals freedom of action and
innovation in attaining defined objectives.
Our People Objective
To help people in HCL Infosystems Ltd. share in the companys successes, which they
make possible; to provide job security based on their performance; to recognize their
individual achievements; and help them gain a sense of satisfaction and accomplishment
from their work.
Core Values
1.
2.
3.
4.
43
At HCL, the concept of people-empowerment has been our guiding force through an
eventful journey of over three decades having HCL a $5.1 billion global conglomerate.
HCL has played a pioneering role in creating and transforming the IT & IT Enabled
Services Industry in India and abroad, across areas of hardware, networking solutions,
distribution, infrastructure management, product engineering, managed services, software
development and BPO services. This has happened equipped us to create and deliver
appropriate content for industry-led training programs.
Over the years, HCL has shaped the careers of thousands of IT professionals and
transformed lives. I invite you to share this legacy of excellence in the form of HCL
Career Development Centre (CDC) and become the IT Professionals of tomorrow.
The global economic order is set to change again placing fresh demands on individuals
and organizations alike. It is now more than ever before, that we need to re-invent
ourselves in terms of ability and performance. This is the time to build upon a fresh set of
competencies that the market place can value and deploy.
Koushik Chaterjee
Head CDC
Quality at HCL CDC
We shall develop and impart Industry relevant ICT education to meet the requirement of
customers, Industry and society by continually updating technology content and
improving our processes.
Certification of Quality Standards
In its pursuit of excellence, the company has developed quality management system in
line with ISO 9001:2000 standards.
Business Excellence Initiatives
The organizations follow a framework developed by EFQM (European Foundation for
Quality Management). Organization policies and strategies are aligned with EFQM
Model. The Quest of Excellence is taken as a mission who drives the quality of
Training Delivery and associated services.
HCL Career Develpoment Centre Advantages
44
At HCL Career Development Centre, we provide upon the fact that our training programs
provide students with a sustainable competitive edge that not only hepls them secure the
initial placement but rather remains as an asset throughout their career span.
1. Learn industry nitty-gritty from Top HCL professionals
2. Customised and industry specific career programs. Hand on experience.
3. After HCL CDC certification, leave behind your placement worries!
HCL HeritEdge
HCL CDC combines our heritage of excellence with cutting-edge IT
expertise across multiple IT domains.
Students in HCL CDC share the benefit of ISO 9001:2000 certified training practices and
procedures. Must have an attitude and be a self starter. The right candidate will progress
really fast within the organization:
Cutting-edge Courseware
Our courseware is designed and developed in consultation with seasoned
IT professionals and is continuously updated as per the changing industry
trends.
Global Alliances
Through partnership with leading technology companies including
Microsoft, Oracle and RedHat, HCL CDC conducts certification programs
in software, system and network administration offering you a distinct
edge in the job market.
International Recognition
All the training programs are backed by HCL. Its successful brand image
is well recognized all across the world.
Hands on Training
We place major emphasis upon the application and practical training
aspect of IT training to make the students-ready from day one.
Widespread Network
45
HCL CDC has set up premier IT training centres across the geography of
India and the network is growing at a rapid pace with ambitious global
expansion plans on the anvil.
Courses
1). Software Courses
A). HCSE+ (JAVA, .NET & ORACLE)
Course contents and unique features:
HCL has come up with an Industry Ready Course known as HCSE+ which culminates
the power of Object Oriented Programming Technologies with most-in demand Database
Technology. Tracks available in HCSE along the with IT Fundamentals training will be
focused on following topics:
a.
b.
c.
d.
Exit Profile
After completing the course the student is ready for a power packed job in IT market on
following profiles:
Software programmer
Software Developer
Web Developer
Window Developer
Software Architect
Database Administrator
Database Performance Analyzer/Optimizer
46
Exit Profile
After completing the course the student is ready for a power packed job in IT market on
following profiles:
Software programmer
Software Developer
Web Developer
Window Developer
Software Architect
Exit Profile
After completing the course the student is ready for a power packed job in IT market on
following profiles:
Oracle Developer to work with Oracle Forms & Reports
Database Performance Analyzer/Optimizer
47
Exit Profile
Software programmer
Software Developer
Web Developer
Window Developer
Software Architect
Database Administrator
Database Performance Analyzer/Optimizer
Exit Profile
After completing the course the candidate can start his career as:
Network Technician
System Executive
Network Administrator
Support Engineer
Network Security Specialist
Storage Specialist
Junior Network Analyst
49
CHAPTER-3
RECRUITMENT AND SELECTION IN
HCL
50
Telephonic Round
Initial Round
Operations Round
3 Interview Rounds
Tests conducted
51
process
TELEPHONIC ROUND
Call is made to candidate from the data which is result of different sources of
recruitment. Few questions are asked on telephone like whether the candidate is
interested in joining HCL-CDC and why? If responses is positive certain
questions are asked to check the communications skills of the candidate and also
related to questions to resume. If its suitable, then date of interview is given to
them with other information like address where the interview is to be held and
candidate have to bring copy of resume on the date of interview.
INITIAL ROUND
This is round is which face to face conversation is done between interview and
interviewer. Certain question are asked to the candidate to check there
communication skills. Generally questions which are asked belong to their past,
daily routine etc.
There are certain parameters on which candidate is tested:
Interactive Skill: The candidate must have good communication skills, must be
able to interact easily. When questions are asked to the candidate he/she must be
able to communicate easily.
52
Confidence: Confidence level of the candidate is also checked like how well
they present their words in front of the interviewer. When questions are asked to
the candidate he must be confident at that time.
Attitude: Candidate must have positive attitude at the time of interview, must be
able to present himself in right and positive manner and also be able to make an
impact on the interviewer.
OPERATIONS ROUND
In this assessor checks the suitability of the candidate for different openings. Like,
if there are two opening:
What are the qualities a ESE must have to deal with customer?
& many more questions
53
Candidate need to give right answers and selection depends upon the way one
presents his answers, which must be in structured form and use of incomplete
sentences should be avoided. If candidate gets selected in this round, next stage
which is faced by the candidate is online exam.
TESTS CONDUCTED
This exam includes 50 questions including aptitude, technical, grammar &
desktop familiarity. Each question carries 2 marks.
Candidate must have a minimum score of to marks to pass in this round.
It includes:
1.
APTITUDE TEST:
capacity or latent ability to learn to given job if given adequate training. The use
of aptitude test is advisable when an applicant has had title or no experience along
the line of the job opening. Aptitude tests help determine a persons potential to
learn in a given area. An example of such test is the general management aptitude
tests (GMAT), which many business students take prior to gaining admission to a
graduate business school programmed. Aptitude test indicates the ability or fitness
of an individual to engage successfully in any member of specialized activities.
They cover areas like clerical aptitude, numerical aptitude, mechanical aptitude,
motor co-ordination, finger dexterity and manual dexterity. These tests help to
detect positive and negative points in a persons sensory or intellectual ability.
They focus attention on a particular type of talent such as learning or reasoning in
respect of a particular field of work.
54
exam in which their technical competence is evaluated for the requirement. In this
technical knowledge of the candidate is checked again.
55
4.
section of the online examination. It is used to measure the familiarity of the candidates
with computers.
If a candidate scores at least to marks out of 100 in this online examination, the
offer is made to the candidate.
At the same time, if a candidate gets rejected in any of the round, he/she re-apply
after 3 months in HCL technologies.
Short-listing
the
appropriate
candidates
through
their
Bio-data.
ii.
iii.
PI test are generally carried out for engineering & executive level.
Experience
ii
Qualification
iii
Previous salary
56
SELECTION DECISION
After obtaining information through the preceding stops, selection decision the
most critical of all the steps must be made. The other stages in the selection process have
been used to narrow the number of the candidates. The final decision has to be made from
the pool of individuals who pass the test, interviews and reference checks.
The view of the line manager will be generally considered in the final selection
because it is he/she who is responsible for the performance of the new employee. The HR
manager plays a crucial role in the final selection.
JOB OFFER
The next step is the selection process is job offer to those applicants who have
crossed all the previous hurdles. Job offer is made through a letter of appointment. Such a
letter generally contains a date by which the appointee must report on duty. The appointee
57
must be given reasonable time for reporting. This is particularly necessary when he or she
is already in employment, in which case the appointee is required to obtain a relieving
certificate from the previous employer. Again, a new job may require movement to
another city, which means considerable preparation, and movement of property. The
individual may also want the company to delay the date of reporting on duty. Decency
demands that the ejected applicants be informed about their non-selection. Their
applicants may be preserved for future use. It needs no emphasis that the applications of
selected candidates must also be preserved for the future references.
DOCUMENTATION
Application forms
Application form is a traditional & widely device for collecting information from
candidates. It should provide all the information relevant to selection, where reference for
caste, religion, birth place, may be avoided as if may be regarded as evidence by
candidates which include Bio-data, education other information like.
Date of birth
58
FOLLOW UP
The recruitment cell does a follow up with the candidate who is extended an offer
DATE OF JOINING
At the time when offer is made to candidate date of joining is given to candidate.
On date of joining candidate must bring all his/her original documents as well as
photo copies with them.
When candidate visit on the date of joining, all their original documents are
checked and submission of photo copies is to be done for maintaining record.
59
HCL VALUES
WE
Constantly upheld the dignity of every individual
Aspire to honor all commitments.
Resolve to be committed to quality, innovation
Endeavour to be responsible corporate citizens.
60
CHAPTER-4
RESEARCH METHODOLOGY
61
RESEARCH METHODOLOGY
OBJECTIVES
1. To study the recruitment and selection procedure followed in HCL-CDC, Mohali.
2. To study the various sources of recruitment followed in HCL.
3. To give suitable suggestions to make the recruitment process more effective.
METHODOLOGY
In order to take a reasonable sample size and not to disturb the functioning of the
organization, a sample size of reasonable strength of the Company has been taken in
order to arrive at the present practices of recruitment in the Company.
62
Accordingly, 10 officers have been selected at random from all the departments of the
organization and feedback forms (questionnaire) have been obtained. The data has been
analyzed in order to arrive at present recruitment practices in the organization.
The technique of convenient sampling has been used in the analysis of the data from a
finite population. Convenience sampling (sometimes known as grab or oppurtunity
sampling ) is type of non-probability sampling which involves the sampling being drawn
from that part of the population which is close to hand.That is, a sample population
selected because it is readily available and convenient. The researcher using such a
sample cannot scientifically make generalizations about the total population from this
sample because it would not be representative enough.
DATA COLLECTION
To determine the appropriate data for research mainly two kinds of data was collected
namely primary & secondary data as explained below:
PRIMARYDATA
Primary data are those, which were collected afresh & for the first time and thus happen
to be original in character. However, there are many methods of collecting the primary
data; all have not been used for the purpose of this project. The ones that have been used
are:
Questionnaire
Informal Interviews
63
SECONDARY DATA
Secondary data is collected from previous researches and literature to fill in the
respective
project. The secondary data was collected through:
Text Books
Articles
Journals
Websites
STATISTICAL TOOLS USED
The main statistical tools used for the collection and analyses of data in this project are:
Pie Charts, bar graphs.
Tables
LIMITATIONS
64
One of the major limitations is time boundedness. The Management Trainees are
restricted to a training of 6-8 weeks only ,and much of the time is spent in Coaching and
training itself and not in the field.
Trainees are provided with limited resources. No financial aid or stipend is being paid to
them, so they can not spend much on meetings with the
potential customers. It can be also treated as a limitation of Cost Boundedness
The scope of the study covers in depth, the employee retention practices, modules,
formats being followed and is limited to the company HCL and its employees
65
CHAPTER-5
DATA ANALYSIS AND INTERPRETATION
DATA ANALYSIS
66
RESPONDENTS
3
1
6
10
%AGE
30%
10%
60%
100%
Interpretation:
From the above data it has been interpreted that about 60% of the employers say that they
prefer both internal as well as external source for recruitment and selection where as only
10% go for internal source and 30% go for external sources.
Q2. Which method do you mostly prefer for recruitment and selection ?
OPTIONS
DIRECT
RESPONDENTS
6
%AGE
60%
67
INDIRECT
THIRD PARTY
Total
2
2
10
20%
20%
100%
Interpretation:
From the above data it has been interpreted that about 60% of the employers go for direct
recruitment and selection whereas 20% go for Indirect method and 20% go for the third
party recruitment method.
OPTIONS
YEARLY
QUATERLY
NO FIXED TIME
RESPONDENTS
3
1
6
%AGE
30%
10%
60%
68
Total
10
100%
Yearly
30%
Yearly
No fixed
time
60%
Quarterly
10%
Quarterly
No fixed time
65
Interpretation:
From the above data it has been interpreted that around 10% of the employees go for
quarterly manpower planning and 60 % do not follow any pattern they dont have any
fixed time where as 30% go for yearly.
RESPONDENTS
5
1
1
3
10
%AGE
50%
10%
10%
30%
100%
69
Interpretation:
From the above data it has been interpreted that in HCL 50% of employees go for campus
interviews, 10% go for data bank, 30% from the casual application that are received and
only 10% go for any placement agencies.
OPTIONS
Personal Interview
Video Conferencing
Others
Total
RESPONDENTS
8
0
2
10
%AGE
80%
0%
20%
100%
70
Interpretation:
From the above data it has been interpreted that most of the employees prefer Personal
interviews i.e. 80% and rest 20% adopt some other means of interviews.
RESPONDENTS
7
3
10
%AGE
70%
30%
100%
71
yes
no
Interpretation:
From the above data it has been interpreted that 70% of employers feel that they are
satisfied with the interview process whereas 30% of employers says that they are not
satisfied with the interview process.
Q7. Are the Aptitude Tests conducted?
OPTIONS
Yes
No
TOTAL
RESPONDENTS
%AGE
10
0
10
100%
0%
100%
72
Interpretation:
From the above data it has been interpreted that all of the employers says that the
Aptitude test is conducted during the recruitment and selection process.
RESPONDENTS
0
0
10
10
%AGE
0%
0%
100%
100%
73
Interpretation:
From the above data it has been interpreted that all of the employers says that the
Aptitude test is conducted for both, Freshers as well as Executives during the recruitment
and selection process.
Q9. How many stages are followed in selection procedure ?
OPTIONS
2 to 3
2 to 4
2 to 5
More
Total
RESPONDENTS
6
3
1
0
10
%AGE
60%
30%
10%
0%
100%
74
Interpretation:
From the above data it has been interpreted that about 60% employers prefer that there is
two to three stage selection procedures, 30% said that there is two to four stages in
selection and 10% prefer two to five stages.
Q10: Rank the qualities in the order of your preference on the bases of which you select
candidates.
OPTIONS
QUALIFICATION
EXPERIENCE
SKILL
PERSONALITY
DEPENDS ON JOB
Total
RESPONDENTS
42
30
31
23
24
150
%AGE
28%
20%
21%
15%
16%
100%
75
Interpretation:
From the above data it has been interpreted that about 28% of the employers rank
qualification as no.1 preference and 21% employers rank skill on second position and
20% employers rank experience on third position and 15% employers keep personality at
last position.
Q11. What recruitment sources are used?
OPTIONS
Advertisement
Empolyee referral
Consultant
All of these
Total
RESPONDENTS
8
0
1
1
10
%AGE
80%
0%
10%
10%
100%
76
Interpretation:
From the above data it has been interpreted that about 80% of the employers use
Advertisement as the main recruitment source, whereas 10% of the employers use
Consultant as the recruitment source and 10% of the employers use all of these as the
source.
Q12. Is there any contract(bond)signed by the employees while joining the organization ?
OPTIONS
YES
NO
Total
RESPONDENTS
10
0
10
%AGE
100%
0%
100%
77
Interpretation:
From the above data it has been interpreted from the opinion of the employers that there
is a contract (bond) of two years which is signed by the employees while joining the
organization.
Q13. Does HCL-CDC adopts internal recruitment source i.e. Transfer & Promotion.
OPTIONS
Yes
No
Total
RESPONDENTS
7
3
10
%AGE
70%
30%
100%
78
Interpretation:
From the above data it has been interpreted that about 70% of the employers says that
they adopt internal recruitment source i.e Transfer and Promotion in HCL-CDC, whereas
30% of the employers says that they do not do so.
RESPONDENTS
9
1
10
%AGE
90%
10%
100%
79
Interpretation:
From the above data it has been interpreted that about 90% of the employers follow the
sequence of tests during recruitment which includes psychometric, aptitude,
mathematical skills etc. which enables the organization to understand the candidates
psychology and mental ability to face the organizational challenges, while 10%
employers does not follow the same.
Q 15. Do you take any technological support for the process of recruitment?
OPTIONS
TELEPHONE
VIDEO CONFERENCING
OTHERS
Total
RESPONDENTS
2
1
7
10
%AGE
20%
10%
70%
100%
80
Interpretation:
From the above data it has been interpreted that about 20% of the employers take
Telephone as the technological support for the process of recruitment, whereas only 10%
of the employers use Video conferencing as the technical support for the process of
recruitment and 70% of the employers says that they use other sources for the process of
recruitment.
Q16: How do you rate the HR practices of the company?
OPTIONS
VERY GOOD
GOOD
AVERAGE
BAD
Total
RESPONDENTS
30
60
10
0
10
%AGE
30%
60%
10%
0%
100%
81
Interpretation:
From the above data it has been interpreted that about 60% of the managers feel that there
HR department is good whereas 30% say that it is very good and 10% says its average.
82
CHAPTER-6
FINDINGS AND SUGGESTIONS
FINDINGS
83
In HCL-CDC most of the employees feel that the HR department is good. About
60% of the employees say that they prefer both internal as well as external source
for recruitment and selection. About 60% of the employees go for direct
recruitment and selection and less number for employees prefer indirect or third
party.
60% of employees say that there is No Fixed Time for manpower planning and 30
% says that manpower planning is done yearly and 10% employees say that
manpower planning is done quarterly. HCL prefers to go for campus interviews
and even casual application that are received for recruitment but they hardly
prefer placement agencies.
Retaining the current talent is the top priority for the organization.
Most of the employees have a clear knowledge about the companys vision,
mission and objectives. And they know how to achieve their objectives.
They are clear about their role and responsibility and they know well about other
staff members.
84
SUGGESTIONS
Based on the data collected through the questionnaire and interactions with the Officers
of HCL the following suggestions are made for consideration:
85
Time management is very essential and it should not be ignored at any level of
the process.
The recruitment and selection through placement agencies is the last resort and
shulod be utilized only when needed.
The recruitment and selection procedure should not to be lengthy and time
consuming.
The candidates called for interview should be allotted timings and it should not
overlap with each other.
Needs of the Employer: To get maximum returns from each employee, recover
training and development costs, minimize cost in terms of time in training new
workforce, ensure that adequate number of people are there to carry on the
process(proper manpower planning).
Needs of the Employee: Enriched job profile, better career path, challenging
work environment, future prospects of the job.
86
87
CHAPTER-7
CONCLUSION
CONCLUSION
This presents the summary of the study and survey done in relation to the Recruitment
and Selection in HCL-CDC. The conclusion is drawn from the study and survey of the
company regarding the Recruitment and Selection process carried out there.
The recruitment process at HCL-CDC to some extent is not done objectively and
therefore lot of bias hampers the future of the employees. That is why the search or
headhunt of people should be of those whose skill fits into the companys values.
88
Most of the employees were satisfied but changes are required according to the changing
scenario as recruitment process has a great impact on the working of the company as a
fresh blood, new idea enters in the company.
Selection process is good but it should also be modified according to the requirements
and job profile so that main objective of selecting the candidate could be achieved.
The essence of recruitment can be summed up as the philosophy of attracting as many
applicants as possible for given jobs. The face value of this definition is what guided
recruitment activities in the past. These days, however, the emphasis is on aligning the
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.
In the end, this project endeavors to present a comprehensive picture of sources and
process of Recruitment and Selection of candidate and hopes to enable the reader to
appreciate the various intricacies involved.
89
BIBLIOGRAPHY
BOOKS
90
Management
WEBSITES
www.wikipedia.org
www.naukrihub/recruitmentandselection.com
www.hcl.in
www.hclcdc.in
www.hcltech.com
ANNEXURE
91
ANNEXURE
92
NAME:___________________________________________________
DESIGNATION:___________________________________________
QUESTIONNAIRRE ON RECRUITMENT AND SELECTION IN HCL
QUESTION 1: What are the sources for recruitment and selection?
Internal
External
Both
Question 2: Which method do you mostly prefer for recruitment and selection
preferred way of recruitment?
Indirect
Direct
Third Party
Yearly
Quarterly
No Fixed Time
Campus Interview
Placement Agencies
Data Bank
Casual Applicants
93
Personal Interview
Telephonic Interview
Video Conferring
Others,pls specify
Yes
No
To some extent
Yes
No
Fresher
Executives
94
2 to 3
2 to 4
2 to 5
more
Question 10: Rank the qualities in the order of your preference on the bases of
which you select candidates.
Qualification
Experience
Skills
Personality
Depend on job
Advertisement
Employee Referral
Consultant
ALL of these
Yes
No
Question 13: Does HCL-CDC use internal recruitment source i.e Transfer &
Promotion
95
Yes
No
Question 14: Do you take any technological support for the process of recruitment?
Telephone
Video conferencing
Others
Very Good
Good
Average
Bad
96