Professional Documents
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Lead Management System
Lead Management System
ON
LEAD MANAGEMENT SYSTEM
Submitted in partial fulfillment of
MASTER OF BUSINESS ADMINISTRATION (MBA)
Conducted by
APJ AK TECHNICAL UNIVERSITY, LUCKNOW
Under the guidance of Under the guidance of
Dr. Ragini Johari Varun Sharma
Professor & Head, School of Management Assosciate Executive New Vistas
AITM, LucknowHCL IT CITY Pvt. Ltd
Submitted By
SUDHIR Kumar Gupta
MBA III Semester
Enrolment No. 1674870032
SESSION- 2017-18
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2
TABLE OF CONTENT
NO. NO.
Part II
Part III
13 CONCLUSION 92
14 FINDINGS AND SUGGESTION 94
15 LIMITATION 95
16 BIBILIOGRAPHY 96
17 ANNEXURE 98-102
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ACKNOWLEDGMENTS
"Success is any endeavor, calls for cooperation and guidance from seniors & colleagues". This
was aptly bought to me while undergoing my research work for the project. It is impossible to
thank the people who have helped me prepare my project, but I would like to take the
opportunity to express my profound gratitude and indebtedness to the following.
Last but not the least the cooperation and my deep gratitude to my mentor Dr. RaginiJohari& all
of my friends for providing me all implicit and explicit support during the project.
However, the describable contents source of inspiration and supervision at every stage of the
study was my project guide Varun Sharma. It was an honour to have worked under him.
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DECLARATION
I hereby declare that the project work entitled ofLead Management System (HCL
TSS) LUCKNOW.
Submitted to the Ansal Technical Campus Lucknow, is a record of an original work done by
me under the guidance of Dr. RaginiJohari. And this project work is submitted in the partial
PLACE: LUCKNOW
DATE:
Sudhir Kumar Gupta
MBA 2nd Semester
University Roll no: 1674870032
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EXECUTIVE SUMMARY
Theory and practice are the two eyes of the management education. Management education
without practical training at an organization remains incomplete. The training prescribed by the
Ansal Technical Campus Lucknow student have various objectives like helping the student to
acquire knowledge, give an opportunity to know the difference between theory and practice,
enable the student to interact with experienced and knowledgeable persons of business world .
experience for me with senior officials of Industry and to interact with different members,
employees of the organization. It was an experience of enjoyment through hard work and
dedication.
Through this finding of this report, I hope that the Industry in India as well as outside the country
will benefit.
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INTRODUCTION
that they give their best to the organization. In simple word human resource management
Human Resource Management is also a management function concerned with hiring, motivating,
Organizations are not mere bricks, mortar, machineries or inventories. They are people. It is the
staff who manage organizations HRM involves the application of management functions and
principles. The functions and principles are applied to acquisitioning, developing, maintain, and
must be consistent with other human resource decisions. Decision made must influence the
HCL Training and Staffing Services is on a mission to bring the best opportunities for graduates
Given the ever-increasing demand for quality skilled talent within HCL, there was a significant
need to create a dedicated talent pool that would be equipped technically and professionally to
meet the talent requirements of HCL. Thus was conceived the idea of HCL TSS, with the
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objective of becoming the largest integrated talent-solutions company. HCL TSS LEAP trainees
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ABOUT HCL-TSS
HCL Training & Staffing Services is a division subsidiary company of HCL Technologies
Limited created with a vision to provide assured jobs through a unique training program Learn
to Earn Accelerator Program or LEAP. Given the ever-increasing demand for quality talent
within HCL, there was a significant need to create a niche avenue a talent pool that would be
equipped with the requisite expertise, and will be technically and professionally prepared to join
the highly specialized workforce at HCL. Thus was conceived the idea of HCL TSS, with the
objective of becoming the largest integrated talent-solutions Company in India preparing skilled
workforce for the future. HCL TSS is further creating employment opportunities in Tier II and
Tier III cities by sourcing, training and deploying talent locally by offering world class job
opportunities.
Recruitment outsourcing experts have noted that the skill gap across industries is primarily an
education issue one that creates a mismatch between what gets taught to aspiring students in
institutions, and the expectations awaiting them in the real-life job environment. HCL TSS
creates the much-needed bridge between deserving talent across the country and vacant jobs that
are difficult to fill due to a crisis of skills. HCL TSSs focus is on solutions that offer a career
launch pad for engineers / graduates in the corporate world, assuring them employment
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COMPANY PROFILE
Noida, Uttar Pradesh, India. It is a subsidiary of HCL Enterprise. Originally a research and
ventured into the software services business. HCL Technologies (the abbreviation of Hindustan
infrastructure management, engineering and R&D, and business process outsourcing (BPO). The
company has offices in 34 countries including the United States, European countries like France
and Germany, and Northern Ireland in the United Kingdom. It operates across a number of
sectors including aerospace and defense, automotive, consumer electronics, energy and utilities,
financial services, government, industrial manufacturing, life sciences and healthcare, media and
entertainment, mining and natural resources, public services, retail and consumer,
semiconductor, server and storage, telecom, and travel, transportation, logistics, and hospitality.
HCL Technologies is on the Forbes Global 2000 list. It is among the top 20 largest publicly
traded companies in India with a market capitalization of $22.1 billion as of May 2015. As of
August 2015, the company, along with its subsidiaries, had consolidated revenue of $6.0 billion.
business process outsourcing services and information technology (IT) infrastructure services.
The Company's segments include software services, infrastructure management services and
business process outsourcing services. The software services segment provides application
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services and engineering, and research and development (R&D) services to global customers.
The infrastructure management services segment involves managing customer's IT assets. The
business process outsourcing services segment includes contact center and help desk services.
The Company delivers its solutions across select verticals, including financial services,
manufacturing, retail and consumer products, media, publishing and entertainment, public
services, energy and utility, healthcare, and travel, transport and logistics.
Besides the responsibility of organizations to make their products (and services) accessible;
governments, local communities and NGOs are also making sure that we do it the right way.
Rules have been made and laws have been passed to bring about equality in all sections of the
society.
It is estimated that at least a billion people across the world are suffering from one or the other
visibility, hearing, or mobility, or any other kind of disability. Leaving them behind without
enabling them, we are actually letting go of 17% of the total available market as well. Hence,
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The work that HCL Engineering and R&D Services team is presently doing to make products
and services accessible is worth mentioning here. It all started with a 5-member team learning on
how to make a product accessible for all. Today, hundreds of engineers apply their thought
process daily to make hundreds of products and services accessible to people with disabilities.
HCL team provides end to end outsourced services, from design consulting to usability,
from testing and remediation to training services. HCL has invested in a state of the art
Accessibility Lab, which is being well appreciated by business leaders across the globe. The
facilities are made accessible to help people with disabilities who are working on multiple
projects. These teams play the most important role in the usability studies. They testify the
accessibility quality of the product and assess whether a product or service has a delight in using
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HCL TSS LUCKNOW
HCL TSS Lucknow is a strategic addition steering HCLs foray in new Indian cities. Our
Development Center in Lucknow will be an integral part of HCL IT City in Lucknow and will be
a strategic addition to our global delivery centers located across India. HCL TSS Lucknow aims
to provide assured jobs to people from Lucknow and nearby areas through a unique training
programs. They are a paid training programs, and the candidates will be provided with access to
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Process of Hiring & Recruitment for Graduate Engineer Training
Program:
Eligibility:
Engineering Graduates B.E / B.Tech (IT or Non IT) / MCA / M.E / M.Tech
Women having worked in IT and now want to resume their career again
Selection Process
Career Counseling
Interview
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Program Duration
Six Months (Three months of classroom training & three months of Professional Practice Term)
Program Details
The six month long training program follows a three-pronged structure to round up the learning
and training needs of graduates / engineers before they join the highly specialized workforce at
HCL. The half-yearly tenure comprises: Common FoundationTraining, Track Specific Technical
Training and on-the-job training leading to final deployment with HCL in Lucknow.
Program Fees
INR 2, 30,000 (Inclusive of all current applicable taxes). Financial assistance in the form of bank
loans is available
Career Path
Post completion of training program, you start your career with HCL in Application
Development / Testing/ Maintenance/ Support roles spanning across business units such as
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Training & Hiring Program for Graduates (Business Process
Management Roles)
Eligibility
Selection Process
Career Counseling
Interview
Program Duration
Three Months (One months of classroom training &Two months of Professional Practice Term)
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Program Details
The three month long training program follows a one-pronged structure to round up the learning
and training needs of graduates before they join the highly specialized workforce at HCL. The
three tenure comprises: Common Foundation Training, Track Specific Technical Training and
Program Fees
INR 100,000 (Inclusive of all current applicable taxes). Financial assistance in the form of bank
loans is available
Career Path
Post completion of training program, you start your career with HCL in Back Office
profile/Dealing With Foreign Clients/Chat Process, Support roles spanning across business units
Services.
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Alternate Training Pool (Training Program for Junior IT Support
Engineer)
Eligibility
Selection Process
Career Counseling
Interview
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Program Duration
1 Year of Training (Nine months of classroom training & three months of Professional Practice
Term)
Program Details
Nine months of classroom training lays strong emphasis on practical exercises, continuous
assessments and assignments. Interactive training with personal coaching available on demand.
Learning management system fosters learning with peer based discussions, online assessments,
assignments and case based submissions. The three months tenure comprises: Common
Foundation Training, Track Specific Technical Training and on-the-job training leading to final
Program Fees
INR 200,000 (Inclusive of all current applicable taxes). Financial assistance in the form of bank
loans is available
Career Path
- Stipend of INR3500 per month during the entire duration of the training.
Post completion of training program, you start your career with HCL in Junior Support IT
Engineer.
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FAQ
Why should I choose HCL TSS Lucknow over other IT training institutes or
staffing companies?
First of all the candidates are assured of a job with HCL. Secondly, candidates have the
and business skills. The courseware and assessment procedure has been created in consultation
with subject matter experts and delivered by seasoned trainers. Candidates are trained for HCL
jobs and therefore they become industry ready upon completion of the training.
At HCL we are committed to offer the best to our employees as well as our clients. All students
who successfully complete training program will be deployed in HCL. If for some reason a
student is not able to clear all his assessments and therefore unable to clear our training
Yes. All candidates from Lucknow and nearby areas will ONLY be deployed in HCL IT City in
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RECRUITMENT POLICY
Recruitment refers to the overall process of attracting, selecting and appointing suitable
candidates to a one or more jobs within an organisation, either permanent or temporary. The term
may sometimes be defined as incorporating activities which take place ahead of attracting
people, such as defining the job requirements and person specification, as well as after the
individual has joined the organisation, such as induction and on boarding. Recruitment can also
refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles
or training programs. Depending on the size and practices of the organization, recruitment may
The use of internet-based services and computer technologies to support all aspects of
recruitment activity and processes has become widespread and has revolutionised recruitment
activities ranging from recruitment agencies sourcing candidates through online job boards and
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RECRUITMENT PROCESS
JOB ANALYSIS:
In situations where multiple new jobs are created and recruited for the first time, a job
analysis might be undertaken to document the knowledge, skill, ability, and other personal
characteristics required for the job. From these the relevant information is captured in such
documents as job descriptions and job specifications. Often a company will already have job
descriptions that represent a historical collection of tasks performed. Where already drawn up,
these documents need to be reviewed or updated to reflect present day requirements. Prior to
initiating the recruitment stages a person specification should be finalized to provide the
SOURCING:
Sourcing is the use of one or more strategies to attract or identify candidates to fill job vacancies.
It may involve internal and/or external advertising, using appropriate media, such as local or
advertisements, job centers, or in a variety of ways via the internet. Alternatively, employers may
use recruitment consultancies or agencies to find otherwise scarce candidates who may be
content in their current positions and are not actively looking to move companies. This initial
research for so-called passive candidates, also called name generation, results in a contact
information of potential candidates who can then be contacted discreetly to be screened and
approached.
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TYPES OF RECRUITMENT PROCESS
In house
Many employers undertake their own in-house recruitment, using their human
resources department, front-line hiring managers and recruitment personnel who handle targeted
functions and populations. In addition to coordinating with the agencies mentioned above, in-
house recruiters may advertise job vacancies on their own website and other job boards,
coordinate internal employee referrals, target and headhunt external candidates (much like an
external agency or search firm), work with external associations, trade groups and/or focus on
campus graduate recruitment. Some large employers choose to outsource all or some of their
recruitment process (recruitment process outsourcing), however a more common approach is for
employers to introduce referral schemes where employees are encouraged to source new staff
Internal recruiters
a company or organization and typically works in the human resources department. Internal
all their time on recruiting. Activities vary from firm to firm but may include, screening CVs or
boarding new recruits and conducting exit interviews with employees leaving the organization.
They can be permanent employees or hired as contractors for this purpose. Contract recruiters
tend to move around between multiple companies, working at each one for a short stint as
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needed for specific hiring purposes. The responsibility is to filter candidates as per the
Employee referral
candidates for the job offered, and in some organizations if the suggested candidate is hired, the
employee receives a cash bonus. Job seekers may also be referred or recommended by a third-
party affiliate within a particular field based on certain criteria resulting in a lead or interview
In some cases the organization provides the employee referral bonus only if the referred
employee stays with the organization for stipulated time duration (most cases 36 months).
Referral bonus depends on the grade of the referred employee, higher the grade then higher the
bonus however, this method is not used for senior level hiring.
Outsourcing
An external recruitment provider may suit small organizations without the facilities to recruit.
Typically in large organizations, a formal contract for services is negotiated with a specialist
recruitment consultancy. These are known in the industry as Recruitment Process Outsourcing.
Recruitment process outsourcing may involve strategic consulting for talent acquisition, sourcing
necessary for organizations to respond to its human resource requirements in time. Therefore, it
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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. It specifies the
Policies increase managerial effectiveness by standardizing many routine decisions clarifying the
discretion managers and subordinates can exercise in implementing functional tactics. Changing
environment has a direct effect on the success and failure of the organization. These changes take
place
inside
and
outside
the
Organiz
ation.
Most policies in organizations are never reviewed and they become irrelevant due to the changes
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COMPONENTS OF THE RECRUITMENT POLICY
To ensure that every applicant and employee is treated equally with dignity and respect.
Unbiased policy.
Abides by relevant public policy and legislation on hiring and employment relationship.
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FACTORS AFFECTING RECRUITMENT POLICY
Organizational objectives
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Job Interview
Employment agencies
Employment agencies operate in both the public and private sectors. Publicly funded services
have a long history, often having been introduced to mitigate the impact of unemployment in
economic downturns, such as those which form part of the New Deal program in the United
The commercial recruitment industry is based on the goal of providing a candidate to a client for
a price. At one end of the spectrum, there are agencies that are paid only if they deliver a
candidate that successfully stays with the client beyond the agreed probationary period. On the
other end, there are agencies that are paid a retainer to focus on a client's needs and achieve
milestones in the search for the right candidate, and then again are paid a percentage of the
candidate's salary when a candidate is placed and stays with the organization beyond the
probationary period.
The agency recruitment industry is highly competitive, therefore agencies have sought out ways
to differentiate themselves and add value by focusing on some area of the recruitment life cycle.
Though most agencies provide a broader range of service offerings, at the two extremes are the
Traditional agency
Also known as employment agencies, recruitment agencies have historically had a physical
location. A candidate visits a local branch for a short interview and an assessment before being
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taken onto the agencys books. Recruitment consultants then work to match their pool of
candidates to their clients' open positions. Suitable candidates are short-listed and put forward for
Niche recruiters
'Specialized recruiters' exist to seek staff with a very narrow specialty. Because of their focus,
these firms can very often produce superior results due to their ability to channel all of their
resources into networking for a very specific skill set. This specialization in staffing allows them
to offer more jobs for their specific demographic, which in turn attracts more specialized
candidates from that specific demographic over time building large proprietary databases. These
niche firms tend to be more focused on building ongoing relationships with their candidates as is
very common the same candidates are placed many times throughout their careers. Online
resources have developed to help find niche recruiters. Niche firms also develop knowledge on
specific employment trends within their industry of focus (e.g., the energy industry) and are able
to identify demographic shifts such as aging and its impact on the industry.
Financial arrangements operated by agencies take several forms, the most popular are:
A contingency fee paid by the company when an agency introduced candidate accepts a
job with the client company. Typical fees range from 15% to 35% based on the
candidates first-year base salary (fees as low as 12.5% can be found online). This type of
recruitment usually has a rebate or replacement guarantee should the candidate fail to
perform or leave within a set period of time (often up to a three-month period and as
An advance payment that serves as a retainer, also paid by the company, is non-
refundable and paid in full depending on outcome and success (e.g., 40% up front, 30%
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in 90 days and the remainder once a search is completed). This form of compensation is
Hourly charge for temporary workers and projects. A negotiated hourly fee in which the
agency is paid and then pays the applicant as a consultant for services as a third party.
The emergence of meta-search engines allows job-seekers to search across multiple websites.
Some of these new search engines index and list the advertisements of traditional job boards.
These sites tend to aim for providing a "one-stop shop" for job-seekers. However, there are many
other job search engines which index solely from employers' websites, choosing to bypass
traditional job boards entirely. These vertical search engines allow job-seekers to find new
positions that may not be advertised on traditional job boards, and online recruitment websites.
The emergence of the Internet provided the functionality to provide recruitment agencies with a
low-cost alternative to advertising. Unlike a standard directory, these niche directories have
helped those searching for employment representation, a way to narrow down their requirements
based on their own job-searching requirements. Recruitment agencies are then able to showcase
Social recruiting
Social recruiting is the use of social media for recruiting including sites like Facebook, Twitter,
and LinkedIn. It is a rapidly growing sourcing technique, especially with middle-aged people. On
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Google+, the fastest-growing age group is 45-54. On Twitter, the expanding generation is people
Mobile social recruiting is rapidly expanding. CareerBuilder ran a recent survey of the Fortune
500 companies and discovered that 39% of people in the United States uses tablet computers.
company policy, culture, and history all within the fifteen minute time period before an interview
begins. However, 80% of Fortune 500 companies fail to use mobile-optimized career sites.[16]
Some recruiters work by accepting payments from job seekers, and in return help them to find a
job. Such recruiters often refer to themselves as "personal marketers" and "job application
Talent acquisition is the targeted recruitment/acquisition of high performing teams for example;
employing "talent acquisition" specialists whose job it is to identify, approach and recruit top
performing teams from competitors. This role is a highly specialized role akin to that of a
traditional recruiter/headhunter specialist but carrying greater visibility and strategic importance
to a business. In many cases the talent acquisition person is linked directly to a company's
executive management, given the potential positive impact a company can benefit from by
getting high-performance sales people into the business, whilst removing the same performing
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PURPOSE & IMPORTANCE OF RECRUITMENT
Attract and encourage more and more candidates to apply in the organization.
Create a talent pool of candidates to enable the selection of best candidates for the
organization.
Determine present and future requirements of the organization in conjunction with its
Recruitment is the process which links the employers with the employees.
Help increase the success rate of selection process by decreasing number of visibly under
Help reduce the probability that job applicants once recruited and selected will leave the
Meet the organizations legal and social obligations regarding the composition of its
workforce.
Begin identifying and preparing potential job applicants who will be appropriate
candidates.
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RECENT TRENDS IN RECRUITMENT
OUTSOURCING
In India, the HR processes are being outsourced from more than a decade now. A company
may draw required personnel from outsourcing firms. The outsourcing firms help the
organisation by the initial screening of the candidates according to the needs of the
organisation and creating a suitable pool of talent for the final selection by the organisation.
Outsourcing firms develop their human resource pool by employing people for them and make
available personnel to various companies as per their needs. In turn, the outsourcing firms or
POACHING/RAIDING
Buying talent (rather than developing it) is the latest mantra being followed by the
already working with another reputed company in the same or different industry; the
organisation might be a competitor in the industry. A company can attract talent from
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another firm by offering attractive pay packages and other terms and conditions, better
than the current employer of the candidate. But it is seen as an unethical practice and
not openly talked about. Indian software and the retail sector are the sectors facing the
most severe brunt of poaching today. It has become a challenge for human resource
managers to face and tackle poaching, as it weakens the competitive strength of the
firm.
E-RECRUITMENT
use of technology to assist the recruitment process. They advertise job vacancies
through worldwide web. The job seekers send their applications or curriculum vitae i.e.
CV through e mail using the Internet. Alternatively job seekers place their CVs in
worldwide web, which can be drawn by prospective employees depending upon their
requirements.
o Low cost.
o No intermediaries
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RECRUITMENT ROLES AND RESPONSIBILITIES
The recruitment process is difficult, and management of the recruitment process needs a clear
definition of the unique roles and responsibilities. The recruitment process has many players and
The key success factor for the recruitment is a smooth processing of the individual job vacancies.
The smooth processing clearly defined processes. The communication channels have to be set,
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Key Roles and Responsibilites in the Recruitment Process
HR Recruiter
HR Business Partner
Hiring Manager
Job Candidate
HR Recruiter
The HR Recruiter plays the most prominent role in the recruitment process. The HR Recruiter is
responsible for the selection of the right recruitment sources (using the guidelines defined in the
strategic recruitment processes), prescreens the job candidates and conducts the first round job
interview.
The HR Recruiter is responsible for wording the job advert. It looks unimportant, but the text in
the job advert usually decides about the application for a new job. The good HR Recruiter feels
the emotions of job candidates and makes them interested to explore more about the job position
offered.
The HR Recruiter is responsible for the pre-selection of the best candidates. The role of the HR
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HR Business Partner and the Hiring Manager
The HR Business Partner and the Hiring Manager are the clients of the HR Recruiter. They are
the clients, but they have their responsibilities. Their role is in a clear definition of the job
vacancy and the description of the ideal profile. The ideal profile is the best candidate (skills,
competencies, personality).
They have to cooperate closely with the HR Recruiter, and they have to interview the delivered
job candidates promptly. It is their role and responsibility. Many companies lose the candidates
as the manager has no time to interview the job candidates. It is not fair to the HR Recruiter who
delivers quickly.
The job candidate plays the crucial role. The recruitment process is about choosing the best
candidate from the available talent pool on the external or internal job market. The job candidate
has to be motivated during the job interviewing process and has to provide the useful feedback to
the company. On the other hand, the HR Recruiter has to keep the job candidate motivated to
The recruitment agency (or any other recruitment services provider) plays the key role to
determine the best candidate or to find a powerful source of job candidates on the job market.
The recruitment agency has to recognize the outstanding talents, and it has to recommend such a
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SOURCES OF RECRUITMENT
Every organization has the option of choosing the candidates for its recruitment processes from
The sources within the organization itself (like transfer of employees from one department to
Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as
SOURCES OF
RECRUITMENT
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INTERNAL SOURCES OF RECRUITMENT IN HCL TSS
Internal Recruitment is a recruitment which takes place within the concern or organization.
Internal sources of recruitment are readily available to an organization. Internal sources are
recruitment may lead to increase in employees productivity as their motivation level increases.
It also saves time, money and efforts. But a drawback of internal recruitment is that it refrains the
organization from new blood. Also, not all the manpower recruitments can be met through
It offers wonderful opportunities for the current staff to further their careers.
Internal recruitment could also be a great way of keeping workers who may have been
considering a flight from the company, this is advantageous because the cost of training
are at most best insignificant and to the worst much less than it would cost if the
Its definitely faster and less costly than outside recruitment and it has the added merits
Existing staff may feel they have the automatic right to be promoted, whether or not they
are competent.
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Business may become resistant to change; by recruitment from outside, new perspectives
Promotions
Demotions
Transfers
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PROMOTIONS
The employees are promoted from one department to another with more benefits and greater
to a higher position carrying higher status, pay and responsibilities. Promotion from among the
present employees is advantageous because the employees promoted are well acquainted with
the organizational culture, they get motivated. Promotion from among present employees also
Promotions for various Executives and Non-Executives cadres in HCL TSS are based on certain
For Promotion to the level of Deputy General Manager (DGM) (E-6) and
above:
The benchmark for promotions to the Grade of DGM (E-6) and above will be VERY GOOD.
(This will ensure elements of higher selectivity in comparison to promotions to the grades
lower than the aforesaid level, where the benchmark as indicated below, shall be GOOD
only). The DPC shall for promotion to the said Pay Scale (Grade) and above, will give one of
the following overall grading to the officers who are in the consideration zone:-
i) OUTSTANDING
iii) GOOD
iv) AVERAGE
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v) UNFIT
DEMOTIONS
An employee in HCL TSS can be demoted on violation of the- Employees (conduct, Discipline
An employee who is found guilty on the following grounds shall attract Minor Penalties or
Major Penalties:
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1, Fraud or dishonesty in connection with the business or property of the Authority or property of
2. Taking or giving bribes or any illegal gratification to which he is legally not entitled;
3 .Furnishing wrong information regarding name, date of birth, age or any other matter in
relation to the employment at the time of appointment or during the course of employment;
5. Wilful insubordination or disobedience of any lawful and reasonable order of his superior;
6. Irregular attendance;
8. Interference or tampering with any safety device installed in or about the premises of the
Authority;
outside such premises where such behaviour is related to or connected with employment;
11. Commission of any act which amounts to a criminal offence involving moral turpitude;
12. Purchasing from or selling to the Authority properties, machinery, stores or any other articles
thereof;
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16. Disclosing to any
17. Violations of the provisions of any of the rules or established practices of the Authority;
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TRANSFERS
The employees are transferred from one department to another according to their
It refers to change in job assignment which may involve promotion, demotion or not
Generally transfers are meant to utilize the individuals skill/potential in areas in which
he/she has been trained/skilled. The transfer shall apply to all transferable posts in all
disciplines.
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DEFINITIONS:
(iii) Intra- regional transfer: transfers from one station to another station within the
region.
(iv) Tenure station: transfer to a region for a specific time period (1-2 years).
(v) Home town: the permanent home town as accepted by the HCL TSS and entered
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RETIRED AND RETRENCHED EMPLOYEES
Retired and Retrenched employees may also be recruited once again in case of shortage
of qualified personnel or increase in load of work. Recruitment such people save time and
costs of the organizations as the people are already aware of the organizational culture
and the policies and procedures. Former employees are also an internal source of
applicants. Some retired employees may be willing to come back to work on a part time
basis or may recommend someone who would be interested in working for the company.
Sometimes people who have left the company for some reason or the other are willing to
come back and work. Individuals, who left their jobs, might be willing to comeback for
higher emoluments. An advantage with this source is that the performance of these
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DEPENDENTS OF DECEASED AND DISABLED EMPLOYESS
The dependents and relatives of Deceased employees and Disabled employees are also
done so that the members of the family do not become dependent on the mercy of others.
harness or who is retired on medical grounds, thereby leaving his family in penury and
without any means of livelihood. It is to relieve the family of the Government servant
concerned from financial destitution and to help it get over the emergency.
The efficacy of the Scheme is based on its transparency. It is this aspect, which is
of the family has to be made taking into consideration its assets and liabilities and all
other relevant factors such as the presence of earning member, size of the family, age of
The existing position has been reviewed in this Department and it has been decided by
the competent authority that to achieve the objective of the scheme of the Compassionate
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EXTERNAL SOURCES OF RECRUITMENT IN HCL TSS
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 organization will have the benefit of new skills, new talents and new experiences,
Scope for resentment, heartburn and jealousy can be avoided by recruiting from
outside.
Longer process.
Selection process may not be effective enough to reveal the best candidate
Better motivation and increased morale associated with promoting own employees re
If recruitment and selection process are not properly carried out, chances of right
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The External Sources of recruitment include-
Advertisements
Employment exchanges
Consultants
ADVERTISEMENTS
their wide reach. Want ads describe the job benefits, identify the employer and tell those
interested how to apply. Newspaper is the most common medium but for highly specialized
contain proper information like the job content, working conditions, location of job,
compensation including fringe benefits, job specifications, growth aspects, etc. The
advertisement has to sell the idea that the company and job are perfect for the candidate.
52
Recruitment Advertising includes all communications used by an organization to attract talent
Recruitment advertisements may be the first impression of a company for many people, and the
first impression the firm makes goes a long way to determining interest in the job opening being
advertised. HCL TSS Recruitment advertisements typically have a uniform layout and contain
Entry qualification.
These ads are placed in business journals like employment news. A number of factors
influence the response rate of advertisements. There are three important variables-
identification of the organization, labor market conditions and the degree to which
The respective Personnel Department will release an advertisement in the Press inviting
applications from candidates fulfilling the conditions of the post. Recruitment will be resorted to
only against duly sanctioned posts as per the requirement of the department concerned. While
releasing the advertisement, the job specifications, the educational qualifications and experience
required for the post and reservation details shall be clearly mentioned.
53
54
EMPLOYMENT EXCHANGES
For jobseekers:
Registration and renewal of jobseekers registration and now it is online at this website.
Vacancy notification and submission and the details will be available online at this
website.
Employment Market Information and the establishments can update their quarterly
Vocational Guidance to the jobseekers and now relevant information is also available at
In addition to the above mentioned employment services at Special Employment Exchanges for
Physical Handicapped persons, various other schemes and incentives provided by other
Railways concessions
The vacancies shall be notified in writing to the appropriate Employment Exchange on the
following format, furnishing as many details as practicable, separately in respect of each type of
vacancy:-
55
FORM AND MANNER OF NOTIFICATION OF VACANCIES
2. Name, Designation & Tel. No. (if any) of the indenting officer:
3. Nature of Vacancy:
(i) Essential
(ii) Desirable:
(a)Permanent:
(b)Temporary:
5.Whether there is any obligation or arrangement for giving preference to any category of
persons such as Scheduled Caste, Scheduled Tribe, Ex-Servicemen and Physically Handicapped
persons in filling up the vacancies and, if so, the number of vacancies to be filled by such
category of persons:-
a) Scheduled Castle
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b) Scheduled Tribe
c) Ex-Servicemen
d) Physically Handicapped
e) Others
(a)Date of Interview/Test
(b)Time of Interview/Test
(c)Place of Interview/Test
(d)Name, designation, address and Tel. No., (if any) of the Officer to whom applicants should
report:
*Certified that while placing this demand, the instruction connected with the orders on
communal representation in the services have been strictly followed with due regard to the roster
maintained in accordance with these orders (to be given only by all the central Govt.
Date:
57
3. CONSULTANTS
They are in the profession for recruiting and selecting managerial and executive personnel. They
to the hiring process. They also keep prospective employer and employee anonymous. However,
Normally appointments are made in the government against sanctioned posts. However, occasion
may arise where for understanding specific jobs of a specialized nature, specialists have to be
appointed as consultants. Such consultants may be appointed neither on a full time or a part time
basis.
Consultants should be engaged only to undertake specific jobs of a specialized nature and should
not be appointed for the regular work of the ministries/departments. Engagement of any
Consultants whether outside experts, i.e those who have not been in Govt. services, or retired
govt. servants should henceforth be limited to tapping skills which is not available within the
cadre or for attending to specific and time bound jobs like preparation of Project Reports and
engagement of consultants should not at all be allowed for routine day-to-day work.
PERIOD OF ENGAGEMENT
Consultants may be engaged for the minimum period required. The maximum period of
engagement should not exceed two years in case of outside experts. However, in case of
retired/retiring govt. servants, the period of engagements as consultants should not exceed six
months. To ensure this, consultants should not be engaged for jobs which cannot be completed
within a period of two years or six months, as the case may be.
FEES
58
The consolidated fee payable may be decided in each case by departments in consultation with
their financial advisors after considering all the factors including the level of the post which the
1)STRENGTHS
Excellent service & support infrastructure Long standing relationship with customers.
Fast paced and flexible work culture, which provides its employees autonomy to
accomplish the task without much pressure from the higher authorities.
The mass markets handled through a chain of dealers, resellers and retailers which help
It has very strong distribution network. Its pool of competencies: Hardware, Software,
59
2)WEAKNESSES
Perception of customers is that HCL is a local brand and is inferior to the global brands
3. OPPURTUNITIES
A large number of Untapped SMBs are realizing the importance of I.T solutions to gain
Increasing competition.
60
4. THREATS
Less franchise models Local assemblers are biggest menace for the company
Advent of global players entering into India and setting up their manufacturing plants.
Entry of MNCs i.e. IBM, Compaq giving direct competition Inaccurate government
database. Govt. instability has a long term repercussions affecting companys policies &
61
TRAINING & HIRING PROGRAM IN HCL LUCKNOW
Eligibility:
Engineering Graduates B.E / B.Tech (IT or Non IT) / MCA / M.E / M.Tech/ M.Sc (CS/ IT)
Program Details:
The six month long training program follows a three-pronged structure to round up the learning
and training needs of graduates / engineers before they join HCL. The half-yearly tenure
comprises: Common Foundation Training, Track Specific Technical Training and Professional
Selection Process:
Career Counseling
62
Interview
Program Duration:
Six Months (Three months of classroom training & three months of Professional Practice Term)
Program Fee:
INR 2,30,000 (inclusive of all applicable taxes.) Financial assistance in the form of bank loans is
available
Eligibility:
63
TRAINING & HIRING PROGRAM FOR GRADUATES
Program Details:
HCL invites local residents of Lucknow and nearby areas to join its 3-month training & hiring
program leading to assured jobs in Business Process Management roles with HCL Lucknow.
Candidates selected undergo three-month training post successful completion of which they get
Selection Process:
Followed by an Interview
Program Duration:
Students are paid a stipend of INR 1750/- per month during the Professional Practice Term
Program Fee:
20% Program Fee to be paid at the time of joining. Rest can be taken in the form of Bank Loans
are available.
64
65
66
67
VISION STATEMENT
MISSION STATEMENT
68
Corporate Governance at HCL
HCL believes that strong corporate governance practices should be integral to all activities of its
Group Companies to ensure efficient conduct of the affairs of the Companies, while upholding
the core values of transparency, integrity, honesty, and accountability. The annual Directions
meet where the CEO of HCL Technologies interacts with all employees and arrive at the
strategic direction the company needs to take, and the HCL Global Meet where its customers,
investors, analysts all interact together in a free flowing discussion, are just two examples of how
The HCL corporate governance practices have matured over the 32 year journey of the
Enterprise; and are in compliance with the requirement of the revised guidelines on corporate
governance stipulated in Clause 49 of the Listing Agreement with the Stock Exchanges.
69
PERFORMANCE
(APRIL 2010)
FINANCIAL HIGHLIGHTS
QUARTERLY HIGHLIGHTS
Consolidated
Profit before tax at Rs. 89 crores. Profit after tax at Rs. 60 crores.
Computer Systems
Revenue at Rs. 960 crores, up 33% sequentially. PBIT at Rs. 53 crores, up 89%
sequentially.
70
Revenue at Rs. 1885 crores. PBIT at Rs. 54 crores.
Third Interim dividend of Rs. 2/- per share (100 % on an equity share of par value
71
Part II
72
OBJECTIVE OF THE
STUDY
&
RESEARCH
METHODOLOGY
73
OBJECTIVES OF THE STUDY
To attract the people with multi-dimensional skills and experiences that suits the present
To anticipate and fine people for positions that does not exist yet.
74
RESEARCH METHODOLOGY
d)Sampling Method:The sample was collected through various online Job Portals, School and
colleges. The data has been analyzed by using mathematical or statistical tools.
g)Data Source:
Primary data is collected in the form of Structured Questionnaire.
Secondary data is collected from various online portals.
h) Sample Design: Data has been presented with the help of Bar Graph, Pie Chart, and Line
Graph etc.
i) Duration of the Study: The study was carried out for a period of 90 Days, from 7th June to 3rd
Sep 2017.
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Types of Research:
Exploratory Research:
Exploratory research studies are also termed as formulated research studies. The main purpose
of such studies is that of formulating a problem for more precise investigation of developing the
Descriptive Research:
Descriptive research studies, which are concerned with describing the characteristics of
particulars individual, or of a group. The main characteristics of this method are researcher has
no control over the variable, he can only report what has happened or what is happening. The
methods of research utilized in described research are survey methods of all kinds, including
Experimental Research:
The most scientifically valid research is experimental research. The purpose of experimental
76
Panel Research:
Longitudinal studies are based on panel data methods. A panel is a sample of respondents who
are interviewed and then re-interviewed from time to time. Generally, panel data relate to the
repeated measurements of the same variables. Each family included in the panel, records its
purchases of a number of products at regular intervals, say, weekly, or quarterly. Over a period
of time, such data will reflect change in the buying behavior of families.
77
Research Instrument:
The data collected from questionnaire is utilized for having interaction with the respondents.
The free interaction which took 15-20 min with every respondent, facilitated a better
understanding of the issues and also helps verify the responses by the respondents.
Type of Questionnaire: The data was collected with the help of a questionnaire. The time
Tools of Analysis:
Simple percentage method: Percentage method is used to calculate the opinions of the
NUMBER OF RESPONDENTS
78
Part III
79
DATA ANALYSIS
AND
ITS
INTERPRETATION
80
DATA ANALYSIS AND INTERPRETATION
i. 6 months
ii. 3 months
iii. 1 year
6 month ,
10%
3 month ,
less than 1 30%
month, 60%
1 year, 0%
INTERPRETATION:
The above pie chart shows that 60% of the recruitment is done within 1 month, 30% is done in 3
81
Q2. Is CBI (Competency based interview) questions are being adapted at
(i) Yes
(ii) No
Analysis
Yes , 20%
Can't say,
50% No, 30%
INTERPRETATION:
The above pie chart shows that 20% CBI questions are adapted at HCL, as well traditional
82
Q3. Both technical and behavioral factors are taken into consideration at
(i) Yes
(ii) No
Analysis
Yes, INTER
10% PRET
Can't say,
30% ATIO
N:
above
pie chart
shows
that 10% both technical and behavioral factors are taken into consideration, as well 60% say no
83
Q4. When applicants are called for the interview they know that who will be
(i) Yes
(ii) No
Analysis
yes, 0%
INT
ER
Cant say,
20% PR
ET
ON:
The
abov
e pie chart says that 80% dont know who will be present at interview panel, , 20% cant say
84
Q5. What are best sources in information of reference check for an
employee?
(iii) HR Office
Analysis
INT
Personal ER
Good
questioning Reference, 40%
PR
tefhnique , 30%
ET
HR Office, 20%
ATI
On the job
performance, ON:
10%
The
above pie chart says that 40% says about personal reference, 30% says about good questioning
85
Q6. Which recruitment source are being adapted most in HCL?
Analysis
Advertising Interest
Agency, 0% resources, 10%
Employee
reference, 20%
Head hunting,
70%
INTERPRETATION:
The above pie chart shows that 70% Head Hunting is adapted, 20% employee reference, and
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Q7. What is the mode of recruitment information received by applicant?
(i) Post
(ii) Electronically
(iii) Both
(iv) None
Analysis
None, 0%
Post, 30%
Both, 50%
Electronically,
20%
INTERPRETATION:
The above pie chart shows that 30% Post mode is received by applicant, 20% electronically and
87
Q8. If by post than how many days after you requested the pack being
received?
(i) 1 to 2 days
(ii) 2 to 3 days
Analysis
Above 2 days, 0%
2 to 3 days, 40%
1 to 2 days, 60%
INTERPRETATION:
The above pie chart shows that 60% says within 1 or 2 days, 40% says that 2 to 3 days and 0%
88
Q9. Is there is professional equity in recruitment and selection policies in
HCL?
(i) Yes
(ii) No
Analysis
No, 30%
INTERPRETATION:
The above pie chart shows that 40% say Yes, 30% say NO and 30% cant say.
89
Q10. What is the present recruitment hiring ratio?
(i) 1 on 20
(ii) 1 on 5
(iii) 5 on 15
(iv) 6 on 12
Analysis
5 on 15, 20%
1 on 5, 30%
1 on 20, 50%
INTERPRETATION:
The above pie chart shows that 50% say 1 on 20, 30% says 1 on 5 and 20% says 5 on 15.
90
CONCLUSIONS,
SUGGESTIONS
&
LIMITATION
91
CONCLUSION
such as selection and training depends largely on the quality of new employees attracted
Policies should always be reviewed as these are affected by the changing environment.
Management should get specific training on the process of recruitment to increase their
minimizing labor turnover. As of now HCL. Ltd. has a team of effective human resource
which is efficiently managing the organization at its best. Though the recruitment process
adopted by the organization needs to be improved, challenges are ahead for the HR
In the present competitive & dynamic environment, it has become essential for
92
SUGGESTIONS AND FINDINGS
2. Look for different skills as well as the ideas of the candidate at the time of recruitment
4. Job responsibilities have to be clearly explained to the candidate before the joining
formality is done.
5. Campus recruitments, job fairs may attract more skilled and talented employees towards
the organization.
6. Provide orientation training to all new employees before their initial work assignments
7. Referral scheme has to be encouraged more at times when the requirement is urgent.
93
LIMITATION OF THE STUDY
Since the survey was conducted among the certain employees it may not reflect the real
The samples may behave of give opinions differently at different times because of their
Though the respondents are clear about the answers they may not be in position to
Since the study was restricted to, majority of findings are applicable only to this company
94
BIBLIOGRAPHY
95
BIBLIOGRAPHY
BOOKS
PRESS RELEASE
Monthly magazines
business world
Front line
WEBSITE
www.hcltss_lucknow.com
www.hr.ac.in
96
ANNEXURE
97
QUESTIONNAIRE
Name:-
.....................................................................................................................................................
No..........................................
Address..............................................................................................................................................
............................................................................................................................................................
....................
(i) 6 Month
(ii) 3 Month
(iii) 1 year
(i) Yes
(ii) No
(iii)Cant Say
98
Q3.Both technical and behavioral factors are taken into consideration at the time of
recruitment?
(i) Yes
(ii) No
Q4. When applications are called for the interview they know that who will be
(i) Yes
(ii) No
(iii) HR Office
99
Q7. What is the mode of recruitment information received by applicant?
(i) Post
(ii) Electronically
(iii) Both
(iv) None
Q8. If by post than how many days after you requested the pack being received?
(i) 1 to 2 days
(ii) 2 to 3 days
(i) Yes
(ii) No
(i) 1 on 20
(ii) 1 on 5
(iii) 5 on 15
(iv) 6 on 12
100
Q11. What is the average joining ratio?
(ii) <25%
(iii)>75%
(iv) None
101
102