CHAPTER -1

INTRODUCTION

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 INTRODUCTION
INDIAN HARDWARE INDUSTRY AND HCL INFO SYSTEMS LTD.

The year 2004 marked a turning point in the history of global trade in services, with growing

acceptance of IT based global delivery model. With ever increasing availability of

international bandwidth and powerful workflow management software, it is now possible to

disaggregate any business process, execute the sub-processes in multiple centers around the

world, and reassemble it, in near-real time, at another location. This is driving fundamental

changes in the global IT services landscape; vendors and customers are redefining the levels

of value creation in the industry. In the wake of changing global service landscape, Indian

Information Technology (IT) and IT enabled services (ITES-BPO) continue to chart

remarkable growth.

The Indian software and services export is estimated at Rs. 78,230 corer (US$ 17.2 billion) in

2004-05, as compared to Rs. 58,240 corer (US $ 12.8 billion) in 2003-04, an increase of 34

per cent both in rupee terms and dollar terms. This segment will continue to show robust

growth in future also.

Indian ITES-BPO sector industry continues to grow from strength to strength, witnessing

high levels of activity – both onshore as well as offshore. Last year witnessed vendors

moving up the value-chain to offer higher-end research and analytics services to their clients.

Attrition levels also remained high, between 25-40 per cent, as demand for trained talent

outpaced supply.

The Indian IT success story has also highlighted India’s attractiveness as an investment

destination – also beyond the IT sector. Another key impact of the global sourcing model

popularized by the growth of IT-ITES has been the reversal of the brain drain – as people of
Indian origin (who went to pursue careers abroad), as well as young expatriates, are now

attracted to work in India.

 CHAPTER -2
LITERATURE REVIEW
 CHAPTER -3
COMPANY PROFILE
 COMPANY PROFILEu

HCL Info systems Ltd is one of the pioneers in the Indian IT market, with its origins in 1976.
For over quarter of a century, HCL have developed and implemented solutions for multiple
market segments, across a range of technologies in India. HCL have been in the forefront in
introducing new technologies and solutions.
HCL Info systems have to its claim several technology pioneering initiatives.
Some of them are:
 Country's first Desktop PC - Busy Bee in 1985
 Country's first branded home PC - Beanstalk in 1995
 Country's first Pentium 4 based PC at sub 40k price point
 Country's first Media Center PC
Guiding Principles
Vision Statement
"Together we create the enterprises of tomorrow"
Mission Statement
"To provide world-class information technology solutions and services to enable HCL’s
customers to serve their customers better"
Quality Policy
"We deliver defect-free products, services and solutions to meet the requirements of HCL’s
external and internal customers, the first time, every time"
HCL’s Objectives
Management Objectives
To fuel initiative and foster activity by allowing individuals freedom of action and innovation
in attaining defined objectives.
People Objectives
To help people in HCL Info systems Ltd. share in the company's 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
 We shall uphold the dignity of the individual
 We shall honor all commitments
 We shall be committed to Quality, Innovation and Growth in every endeavor
 We shall be responsible corporate citizens
Philosophy of Quality
"We deliver defect-free products, services and solutions to meet the requirements of HCL’s
external and internal customers, the first time, every time."
To exist as a market leader in a globally competitive marketplace, organizations need to
adopt and implement a continuous improvement-based quality policy.
One of the key elements to HCL's success is its never-ending pursuit of superior quality in all
its endeavors.
HCL Info systems believe in the Total Quality Management philosophy as a means for
continuous improvement, total employee participation in quality improvement and customer
satisfaction. Its concept of quality addresses people, processes and products.
Quality at HCL Info systems Ltd.
The history of structured quality implementation in HCL Info systems began in the late 1980s
with the focus on improving quality of its products by using basis QC tools and Failure
Reporting and Corrective Active Systems (FRACAS). We also employed concurrent
engineering practices including design reviews, and rigorous reliability tests to uncover latent
design defects.
In the early 90s, the focus was not merely on the quality of products but also the process
quality systems. HCL’s manufacturing unit at NOIDA was certified initially to ISO
9002:1994 by BVQI in 1994 and later on to ISO 9001:1994 in 1997. As of now, all HCL’s
manufacturing units are certified by BVQI as per ISO 9001:2000
In early 1995, a major quality initiative was launched across the company based on Philip B.
Crosby's methodology of QIPM (Quality Improvement Process Management). This model
was selected to because it considered the need and commitment by an organization to
improve but more importantly, the individual's need towards better quality in his
personal life. Under HCL’s Quality Education System program, we train HCL’s employees
on the basic concepts and tools of quality. A number of improvement projects have been
undertaken by HCL’s employees, whereby process deficiencies and bottlenecks are
identified, and Corrective Action Projects (CAPs) are undertaken. This reduces defect rates
and improves cycle times in various processes, including personal quality.
HCL’s certifications / awards in 2003 include ISO 9001-2000 by BVQI for HCL’s Info
Structure Services and award of First Prize by ELCINA (Electronic Component Industries
Association) for Quality, 2002-03. The ELCINA award criterion considers two aspects. (1)
Enablers (Leadership & Management commitment, Resource Management, Product
Realization, Measurement Analysis & Improvement) and Results (Product Quality, Customer
/ Stake holder satisfaction, Business results).
In the early 70’s, a group of young, enthusiastic and ambitious technocrats embarked upon a
venture that would make their vision of IT revolution in India a reality. Shiv Nadir and five of
his colleagues got together and in 1975, setup a new company called Micro comp. To start
with they decided to capitalize on their marketing skill Micro comp marketed calculators and
within a few months of starting operations, company was outselling its major competitors.

Ajay Choudhary
Chairman and CEO,
HCL Info systems Ltd
Source: www.hclinfosystem.com
HCL – A Snapshot
The HCL Enterprise comprises two companies listed in India, HCL Technologies and HCL
Info systems. HCL Technologies is the IT and BPO services arm focused on global markets,
while HCL Info systems is the IT hardware and system integration arm focused on the Indian
market. Together, these entities have uniquely positioned HCL as an enterprise with service
offerings spanning the IT Services and Product spectrum.
Source: www.hcl.inHCL Info systems Ltd. (HCL Info systems) has now become India’s one
of big technology integration company. Over the years, an HCL Info system has positioned
its business operations to fulfill its vision statement ‘Together we create enterprise of
tomorrow’. The overarching theme for the company’s swift progression into the software and
service arena, in India and globally, is evolving. Signifying a state of constant growth, the
evolve theme is visible in the many ways that HCL Info systems has undergone a
metamorphosis into becoming a complete IT solutions company.

Source: www.hcl.in
The menu of HCL Info systems global services broadly covers IT consulting and professional
service in the area of vertical applications, technology integration. This also includes a
complete portfolio of systems and network services for Financial Management, Helpdesks,
System Supports and network and Internet Implementation. HCL Info systems global
customers include Samsung, Govt. of Singapore and AMAL Insurance, Jargon Port in
Singapore, Malaysian’s BSN Commercial Bank, SIA, DBS Bank, May bank Life Assurance,
Charted Semiconductors, Asia Matsushita and Shell Malaysia.

Key Business Associates of HCL

 ABOUT HCL FRONTLINE DIVISION

The HCL Frontline Division of HCL Info systems Ltd. focuses on providing solutions and
value-added services to small and medium corporate, the small office/home office and the
homebuyer. Involved in marketing and distributing national and international brands of
computer systems and peripherals, the Frontline Division evolves innovative channel
strategies to widen its market reach, and offers value added support services to users. The
extensive distribution network established by the Division encompasses more than 800
resellers and close to 300 retail outlets across 300
cities. The Division's singular mission has been to continuously anticipate and
explore technologies that have emerged as strong trends and established market standards in
the computing world globally, and bringing these to the Indian user in as short a time as
possible. In Kerala the Frontline Division is represented by its state franchisee Team
Frontline Pvt. Ltd. It is an ISO 9001 certified company and an extremely customer focused IT
provider.

6 S Offerings for Business Empowerment of HCL Info systems

Need
In the emerging net economy, IT infrastructure Plays the role of a Powerful business enabler
to improve your business processes, to help you focus on your goals and strategies and more
importantly, to help you serve your customers better. IT Infrastructure demands constant
change latest technology, reliable operations and high availability.
Advantage
Staying competitive in today’s dynamic business environment means finding new ways to
reduce costs while maximizing the value of your technology and personal resources. More
than ever, your ability to "do more with less" determines how successful your organization
will be. That’s why HCL Info systems help you achieve. By channeling our in-depth
expertise gained from over 28 years of IT Domain experience. We provide a full bandwidth
of services specifically designed to meet your complete IT needs. And as a single window for
completing business solutions wherever you are
located...
We make IT possible to save money...WE TELL YOU WHERE as well as time ...WE SHOW
YOU HOW.
The 6 S
Solutions
The one stop shop solution center for all your IT needs. Customized to meet and scale with
your unique Business Needs
Services
A range of value added services in IT infrastructure operations and management.
Support
Pan-India footprint of support and logistics locations. Over 260 Direct service support
locations. Technically sound workforce of over 1700 certified professionals.
Standards
World Class Quality standards maintained for PPP (People, Processes & Performance).
Alliance with global technology leaders
Savings
we help you find new ways to reduce costs & "do more with less" by maximizing the value
of your technology and personal resources, thereby reducing your total cost of ownership
(TCO). Satisfaction
Complete Satisfaction for the customers through the HCL 6S offering that enables one to
maximize system uptime through rapid response and resolution services, thereby optimizing
your IT investments.
COMPANY PRODUCTS

Computing Products

Offering an entire range of Computing Products for Corporate, Businesses and Small to
Large Setups.
Introducing world class imaging products and solutions to meet business requirements.

 Home PCs
 Home Notebooks

............................................................................................................................. Enterprise
Business

 Business Netbooks/Notebooks
 Business PCs
 Business PCs Supporting Linux
 Business Workstations
 Servers
 Thin Clients

............................................................................................................................. HCL
Peripherals
Keyboards, display products, Technology products,
Networking products & Racks and Kiosks

Display Products

Introducing great display products that you would love setting your eyes on.
HCL 15.6” TFT - LCD Wide Color Monitor*
The HCL 15.6-inch Widescreen LCD Monitor offers great performance and state-of-the-
art features. Designed for energy and cost savings along with excellent viewing..

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HCL 17.0” TFT - LCD Color Monitor*

The HCL Flat Panel Monitor offers excellent performance and sharp pictures on a stunning
17-inch square-aspect screen well suited for designers, content creators...
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HCL 18.5”TFT - LCD Wide Color Monitor*

For those who enjoy viewing on large screens, the HCL 18.5 inch widescreen monitor is
an ultimate choice. It offers outstanding views of anything and everything you can...
......................................................................................................................................................
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HCL 19.0”TFT - LCD Wide Color Monitor*
The HCL 19-inch Widescreen LCD Monitor offers superior performance and
connectivity features for power and workstation users as well as designers who
appreciate

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HCL 21.5”TFT - LCD Wide Color Monitor*

The HCL 21.5 inch widescreen monitor offers excellent viewing angles with great looks and
contemporary design and features. Enjoy watching movies, playing games...

Office Automation Telecom & AVSI Solutions

Introducing world class telecom products and AVSI solutions to meet business requirements.

Storage Solutions
Offering an entire range of storage solutions.

Office Automation Document Management Solutions & System Integration

Wide Range of turnkey solutions which cater to the requirement of Document Management,
Homeland Security & Vehicle Tracking.

Software Licenses

Enjoy benefits of genuine software licenses through HCL Infosystems.

Networking Products

Enjoy fast data transfer with our exclusive range of Networking Product

POS, KIOSK, Customer Service Counter Products

Offering an entire range of POS products and solutions.

Digital Lifestyle Products & Solutions

Offering an entire range of Digital Lifestyle Products and Solutions for entertainment and
business.

Racks & Enclosures

HCL offers a comprehensive range of 19― racks with standard accessories for Computer
networking applications and IP Enclosures of all standards.

Software Solutions

Bringing to you world class software solutions

HCL INFOSYSTEM Services

System Integration

Bringing to you reliable System Integration Solutions and Services

Strategic Outsourcing

HCL offers world class Strategic Outsourcing Services to enterprises of all size

IT Infrastructure Consultancy

Benefit from our IT Infrastructure Consultancy and mor

Infostructure Services

Offering a wide range of dependable Infostructure So

IT Audit - Security, Compliance & Risk Management

Offering complete IT Audit Services for Small to Large Businesses.

Networking Infrastructure

Introducing dependable Networking Infrastructure Service

ERP Consulting & Services

Benefit from our reliable ERP Consulting and Services.

Facilities Management

Introducing innovative Facilities Management services for complete satisfaction.

Managed Services

Offering best in class Managed Services that you can depend upon.

VPN & Managed Networking (HCL Infinet)

Benefit from our Internet Infrastructure Services.

HCL CDC

Equip yourself with the latest in IT by joining the HCL Career Development Centre.
 HCL Production Facility

Marketing Strategy
”Marketing Strategy can be defined as a business’s approach to marketing its products or services
expresses in broad terms, which forms the basis for developing a marketing plan”. In other words,
Marketing Strategy is nothing but a combination of decision bearing on various aspects of
marketing mix elements. There are basically five P’s of marketing which play a vital role in
marketing of a product and they are Product, Price, Place, Promotion and Packaging. HCL
concentrated on all
aspects that are the reason why HCL has a very good and efficient market not only in Ghaziabad
but also in other regions of India.
Product Planning
HCL take good and effective decision on the faith of their existing product along with their future
products. This is a continuous process, which is taken into consideration by HCL’s top
management. Management Information System (MIS)
HCL takes into consideration every bit of information and have a very strong MIS. In order to
have the best knowledge about the market they study the market and to be the best among the
competitors they study all the market players thoroughly likewise they collect the information
regarding product, price, promotional strategy, etc. of the competitor.
Market Segmentation
Market Segmentation means dividing the market into distinct group of buyers keeping in mind
demographics, psychographics and behavioral differences among the buyers. Who might require
different products or marketing mixes?
A market segment consists of a group of people who share similar set of wants. A segment is
partly a fiction, in that not everyone wants exactly the same thing.
HCL has classified people into the following segments as per their living standards:
 Lower Middle Class
 Middle class
 Upper Middle Class

 Higher Class

“WHAT IS LIFE WORTH WHICH CAN NOT BRING COMFORT TO OTHERS”

Dr. S.K. Bur man lays the foundation of what is today known as HCL India Limited. Starting
from a small shop in Calcutta, he began a direct mailing system to send his medicines to even the
smallest of village in Bengal. The brand name is derived from the words ‘Da’ for Daktar or
doctor and ‘bur’ from Bur man.
 The principal actives of the group are manufacturing of natural/herbal and Ayurvedic product,
healthcare and food product and pharmaceuticals. The Group export its products to middle-east
and other countries which accounted for 9% of sale .Consumer goods accounted for 70% of
2002 gross revenues; Pharmaceuticals products,12%;Food products,6% Ayurvedic
products,6%; and other ,6%.
The founder SK BURMAN was a physician of par excellence who brought Ayurvedic
medicines to the ailing masses of Bengal. HCL commenced operation in 1884 and is today a
multinational multi-product enterprise. The company has major interest in health and beauty
care.

HCL is a leader in Ayurvedic, the traditional Indian health care system. The company
manufacturers and markets a range of oenological. HCL is one of the few companies in the world
to produce paclitaxel-an anti cancer drug.
The company has 12 manufacturing plants in India, Nepal and Egypt. HCL products are also
manufactured in Dubai. It has a transactional network of 19 offices serving both rural and urban
markets in India. The company has sales and marketing offices in Dubai and London. HCL
Products are available over 50 countries. It has collaborated with leaders in their fields to set up
joint ventures in India. The joint ventures are with Agrolimen of Spain, general Deconfeteria India
ltd., manufactures confectioneries. HCL International ltd., the joint venture with Bong rain of
France, will manufacture specialty cheese. HCL has collaborated with Osem of Israel to
manufacture bakery specialties & other food products.

HCL RESEARCH FOUNDATION

Incorporated in 1979, HCL Research Foundation (DRF) is a premier research organization. It is
possibly the only one of its kind in the country carrying out research in divergent field like
Ayurvedic Herbal products; plant derived medicines allopathic, and bulk drugs, foods, cosmetics,
oil & fats, as well as basic research bin the field of Pharmaceuticals

HCL FINANCE LIMITED

HCL finance ltd. is a well diversified non-banking finance company offering a full array of
commercial finance & services. It focuses on transparency, commitment and high quality. Set up
in 1992, DFL derives its skills and belief from its parent from its parent organization, HCL India
ltd. It is involved in issue management, portfolio management, leasing and finance.
ECO FRIENDLY HCL
HCL is committed to maintain the ecological balance. The company’s a forestation programs at
planting medical herbs, plants and trees in the Himalayan range. Extending into Nepal this
exercise is actively supported by an in-house tissue culture programs.
CORPORATE OBJECTIVE
Corporate goals for the next two years. This journey has been called the STARS PROGRAMME.
The specific goals are:
- Sales turnover of Rs. 3500 corers in 2009-10.
- Profit after tax Rs. 334 corers in 2009-10.
- MAC (Most admired FMCG Company) within the top 5.

QUALITY POLICY
The management is fully committed to quality and ensures all resources to accomplish this task.

QUALITY OBJECTIVES
THE COMPANY’S QUALITY OBJECTIVES ARE AS FOLLOWS:
- To focus on its customers and successfully meet their needs and requirements.

- To manufacture effective health care products at competitive prices and to improve the
quality of life of the common masses.

- To implement system to ensure prevention of errors rather than detection of errors.

- To ensure global competitiveness by striving to achieve Current Good Manufacturing

Practices (CGMP).

- To ensure safety in all operations by working according to the systems in all areas of
operations.

- To provide appropriate training to improve their skills and expertise.

- To increase productivity and reduce wastage within the organization.

The first step involves the filling up of Manpower Indent Form. This form is filled up by the
department, which is having the vacancy. The form consists of various questions which are to be
answered like if the current vacancy is a replacement vacancy, its reason is to be specified -the
factors which resulted it like death, retirement etc.
The department is required to give the qualifications that the future candidate should possess.
In the next step, this form is given to the Human Resource (HR) department; this department sees
if the position can be filled through internal sources. The internal sources can be transfers,
promotion etc. In the case of internal sources, the recommendations of the employees are not
taken into consideration. If the HR department does not find suitable candidate within the
organization then this department has to give reasons for it. The form then goes to the Corporate
HR for its approval.
When the suitable candidate is not available within the organization, the organization then moves
to the outside world for filling up the vacancies.
If the number of employees required is large then the company has in its consideration three ways-
 The Data bank of the organization.
 Advertisements.
 Contacting large consultants.
Advertisements are the second big source to attract the candidates. These are having much larger
scope and reach to a number of people. The qualifications required by the organization and the
criteria could be described in detail.
Large number of consultants also constitutes a big source. Many people register themselves with
these consultants and they act as a bridge between the organization and the candidates. The
consultants provide the company required details about all criteria. These consultants are fixed for
the organization, which are chosen on the basis of their performance. In case of overseas
recruitment it is checked whether their Indian counterparts can perform the job efficiently or not.
If need arises then they are also taken through consultants.
But if the number of vacancies is very small then the organization takes the help of the local
consultants.
The candidates are then required to fill up the Application Form. This form requires the candidate
to fill the details regarding the previous employment, if any and his personal data.
After the application form has been duly filled and submitted, the selection process starts wherein
the candidate has to pass through various stages and interview. The interview panel consists of the
persons from Corporate (HR), and other persons including the executives from the department for
which the vacancy is to be filled.
The selected candidates are then short-listed. The short listed candidates are then given priority
numbers; this is due to the reason that sometimes the candidate who is having first priority is
unable to join the organization due to some reasons then in that case the candidate next in the
priority list is given preference. The candidate has to undergo medical examination and his
credentials are verified.

After qualifying these stages, the candidate is then absorbed in the organization and explained
his/her duties. This phase marks the end of the selection procedure.

HCL India Ltd. also performs Campus interviews as and when the need arises. The esteemed
organization also provides apprentice training-wherein the organization trains the people in the
working of the organization and gives then stipend. If these trainees are found useful to the
organization then they are absorbed in the organization else they are given certificate so that they
can show this as an experience and get a job elsewhere.
 CHAPTER -3

RECRUITMENT
AND SELECTION
PROCESS IN HCL
 RECRUITMENT AND SELECTION IN
HCL HIERARCHY OF HCL

Mrs. Vandana Bhargava Deputy

Mr. U.K. Bose CEO

Mr. Samir Bhargave Controller

Mr. Kapil Kaul C.G.M. Capt. S.P.S. Sandhu Manager Personal

C.G.M. (Operations)

Mr. Manchanda
G.M (North) Mr. Roshan Nowroj Mr. Sanjay Kumar Commercial Mrg.
G.M. (South)

R.S.M. Delhi

Manager FFP Department Manager International MRTG. Manager

CSC & Automation
Manager

Deputy
Manager Sales
Product Manater Brand Manater

Asst.
Manager Sales

A.S.M A.S.M
. .
Senior Officer Sales Delhi Delhi

Senio Senio
r r
Officer Sales Office Office

Officer Officer
HRM in the food Industry

When we talk of human resource management, we have in our mind a variety of things.
These include:

 Training

 Skill development and up-gradation of knowledge and skills of the employees.

 Motivating the employees,

 Effective utilization of the employees skills and capabilities

 Attracting the personnel and their retention

 Wages, salaries and rewards and

 Monitoring and controlling the employees performance

These aspects of human resource management and development are essential for every sector
but in the case of tourism, they have a special significance. This is because tourism is a
service industry and here the customer is not only buying a service or a product but he is also
experiencing and consuming the quality of service which is reflected in the performance of
the person involved in the production and delivery of the service. Since what is marketed here
is a relationship between the customer and the producer of services, the importance of human
resources becomes vital for the success of the business. Generally, in such service operations
the emphasis has been on courtesy and efficiency and it is assumed that the service in tourism
is all smiles and effective communication. However, with the changing nature of tourism and
growing special station only smiles, communications skills and courtesy will not serve the
purpose. For example, a guide may be very good in communication but unless he or she is
equipped with knowledge and information related to the monument or the city, he or she will
not be able to perform quality service. Similarly, a driver may be very good at driving but
unless he knows the roads and addresses of the city, only his driving capabilities will be of no
help in providing quality service. And we must remember here that tourists, whether foreign
or domestic, are increasingly becoming more demanding as regards quality of service.

1) The concept of Moments of Truth (MOT), and

2) MOT’s relationship to the attainment of service excellence in an organization.

Jan Carlson has defined MOT “as an intention between a customer and an
Organization, which leads to a judgment by the customer about the quality Of service
received by her or him” Researchers conducted by various Scholars in this area show that
they have achieved this, status, through Effective human resource management in their
organizations. According to Gail Cook Johnson these companies have applied the principal of
Empowerment to all employees. This empowerment is manifested in the
Way those companies:

 Are highly focused and consistent in everything they do and say in relation to employees,

 Have manager who communicate with employees

 Facilitate, rather that regulate, their employees response to customers

 Solicit employee feedback about how they can do things better

 Stress the importance of team work at each level of the organization and

 Plan carefully the organization’s recruitment and training needs.

These companies give less emphasis on hierarchy and formal relationship rather; they adopt
flat organizational structure in terms of span of control. Johnson further states that these
service leaders can be recognized for:

 Their unfailing commitment to service principles,

 Their investments in people to ensure staffing competence,

 A management philosophy which stresses communication a proactive orientation and

employee feedback and

 A dedication to teamwork

In fact, human resource management and customer’s care/expectations management are

interring related area in the area of tourism. Sarah Mansfield has identified four key
principles in the development of customer care within companies. These according to her are

1) Customer care ‘starts at the top’ was meaning that commitment to the principle of
customer care must emanate from senior management levels within an organization.
Successful management’ is not only about the right management style but also an
attitude, ethos or culture of the organization which overrides the management
techniques used, such that in the absence of other instructions these values will dictate
how an employee will behave.
2) ‘Customer care involves everyone’ within the organization. It is not just about front-
line staff. The contrary view ‘only services to reinforce the electricians’ or
administrators, opinion that the standard of service they give in support of the front-
line staff is not important. How can cleaners do the right job unless they fully
appreciate their customer’ needs and the importance of their role? High standards of
customer care cannot be achieved by ignoring seasonal, part time or voluntary staff
that represents the face of the business to many customers.

3) ‘Care for your staff and they will care for your customers. Too often organizations
look first to the customer, whereas the emphasis should be placed on the staff.
Improving the experience of the staff encourages a better service and a better
experience for customers. More customers are obtained thereby improving the climate
in which management and staff work. Investment and greater professionalism follow
success and the cycle of achievement is reinforced.’

4) ‘It’s a continuous’, meaning that ‘customer care is not a quick fix Research but it long
term plan’.

According to V S Mahesh “The nature, determinates and problem areas of service quality
within tourism points clearly to the central role of personnel, at all levels, in attaining levels,
of excellence in this respect. Development the service culture, within a company, and within
tourism industry, cans he seen as crucial to the success of tourism.” Hence, the activities of
an HRD manager in tourism can be categorized as:

 Human resource planning and

 Human resource development

Aspect like forecasting, recruiting and induction in the human resource area are taken care of
through human resource planning. The identification of specific developmental needs for the
manpower aimed at developing and exploiting the competencies of the human resources are
taken care of through human resource development.

HUMAN RESOURCE PLANNING

In this Section, we will deal with certain aspects which are relevant for managers or
entrepreneurs at an organization’s level in the area of human resource planning. Human
resource planning can be termed as a process for preparing a plan for the future personnel
needs
of an organization. It takes into account the internal activities of the organization and the
external environmental factors. In a service industry like tourism, such planning also aims at
improving the quality of manpower resources. Human resource planning involves:

 Analysis of existing manpower resources,

 Planning for future needs taking into account how many people with what skills and at
what levels the organization will need, and

 Planning for the development of the employees by adopting in-house training and
continuing education methods to upgrade the knowledge and skills of the employees.
 RECRUITMENT AND SELECTION PROCEDURES IN HR
Recruitment and selection procedure is a vital factor of an organization. If it is not done
properly the production procedure will be hampered. Hence productivity will fall down. So
the organization will be in trouble and it will affect the employer- employee relationship. So
recruitment and selection procedure should be done in proper and correct manner. The new
candidates should replace the vacant post so that the production of the company does not
hamper. By this the productivity will increase and the organization will gain profit. So the
employer will be happy and will not hesitate to distribute bonus and increments to the
workers. The workers will also be more motivated to work. Hence there will be harmonious
relationship in the organization. It will also stabilize the organization in the long run.

HUMAN RESOURCE MANAGEMENT IN HCL

Organization structure:
The whole organization behaves as a Parivar, with one legal guardian. All directors and
shareholders are from among workers and the entire have taken an oath through affidavit.
In the court of law that neither their family members shall have claim or share in the
assets or profits of the company. All workers of company are the proud owners of the
organization. The workers believe in the concept that “manpower is superior to money
power”.
Recruitment and selection
Recruitment is the process of seeking out and attempting to attract individuals in external
labor markets, who are capable of and interested in filling available vacancies.
Recruitment is an intermediate activity whose primary function is to server as a linked
between Human Resource Planning on the one hand and selection on the other. Sources
of recruitment are through internal and external channels. HCL recruits its employees
both externally as well
 as internally. Recruitment for the airline is done through interviews of selected applicants
and people who pass the interviews of selected applicants and people who pass the
Interview is required to undergo a medical test before he/she is finally placed in the HCL.
Employees are also recruited through internal mobility. This is done on the basis of merit
and seniority. After passing the examination the candidates are called for an interview
along with the employees who have become eligible for promotion on the basis of
seniority.

HUMAN RESOURCE FUNCTIONS

 Recruitment and selection.
 Performance Appraisal.
 Training and Development.
 Promotion, Transfer, Separation.
 General administration & Welfare.
 Security.
 Public Relations.
 Industrial Relations.
RECRUITMEN
T AND
SELECTION
 RECRUITMENT

Recruitment and selection are the most important functions in an organization

because with the help of these functions the management selects the best
available candidate from a batch of them. The organizations, in this growing
competitive world, need to have the best of the manpower so as to have an edge
over its competitive.
According to Flippo, "Recruitment is the process of searching for
prospective employees and stimulating and encouraging them to apply for
jobs in an organization."
In the words of Yoder,"Recrutiment is a process to discover the sources of
manpower to meet the requirements of the staffing schedule and to employ
effective measured for attracting that manpower in adequate numbers to
facilitate effective selection of an efficient working force."

The recruitment needs can be classified into-

 Planned.
 Anticipated.
 Unexpected.
Planned need arise from changes in the organization and retirement policy.
ese occur due the expected changes in the organization so the management can
ake a proper policy for it.
Anticipated need refer to the movements in personnel which an organization can
predict by studying the trends in the internal and external environments.
Resignations, deaths, accidents and illness result in to the unexpected needs.
FEATURES:
 Recruitment is a process or a series of activities rather than a single event.
 It is a linking activity as it brings together the employers and employees.
 It is positive process because in this activity the employers want to have

the maximum number of job seekers so as to have a wider scope for

choice ultimately leading in spotting right persons for job.

  It is an important function as it makes it possible to acquire the number

and type of persons required for the effective functioning of the

organization.

 It is an ongoing function in all the organizations, but the volume and

nature of recruitment varies with the size, nature and environment of the

organization.

 It is a complex process because a number of factors affect it the nature

of the job offered, image of the organization, organizational policies,
working conditions etc.

SOURCES OF RECRUITMENT:

The various sources of recruitment are -

 Internal Sources:

Include-

 Present Employees who can be transferred or given promotions.

 The retired and retrenched employees who want to return to the company.

 Dependents and relatives of the deceased and disabled employees

Requirement External Sources: Consist of-

 Press advertisements.
 Campus Interviews.
 Placement Agencies.
 Recommendations.
 Recruitment at factory gate.
 Employment Exchanges.
 SELECTION

Selection is the process of choosing the best candidate out of the all the applicants. In
this process, relevant information about the applicants is collected through a series of
steps so as to evaluate their suitability for the job to be filled.
It is the process of matching the qualifications with those required for the job so that
the candidate can be entrusted with the task that matches with his credibility. It is a
process of weeding out unsuitable candidates and finally identifying the most suitable
candidates. Selection is a negative process because in this process the management
tries to minimize the number of people at each step so that the final decision can be
in the light of all the factors and at the end of it best candidate is selected. Selected
candidate the has to pass through the following stages-
 Preliminary Interview.
 Application Form.
 Selection Test.
 Selection Interview.
 Physical Examination.
 Reference Check.
 Final Approval.
 Employment.

Preliminary Interview is the initial screening done to weed out the undesirable
candidates. This is mainly a sorting process in which the prospective candidates are
given the necessary information about the nature of the job and the organization.
Necessary information about the candidate is also taken. If the candidate is found
suitable then he is selected for further screening else he is dropped. This stage saves
the time and effort of both the company and the candidate. It avoids unnecessary
waiting for the candidate and waste of money for further processing of an unsuitable
candidate.
Application Form is a traditional and widely used device for collecting
information from candidates. This form asks the candidates to fill up the
necessary information regarding their basic information like name, address,
references, date of birth, marital status, educational qualifications, experience,
salary structure in previous organization and other such information. This form is
of great help because the scrutiny of this form helps to weed out candidate who
are lacking in education, experience or any other criterion provided by the
organization. It also helps in formulation of questions, which will be asked in the
interview. These forms can also be stored for future references thus maintaining a
databank of the applicants.

Selection Tests are being increasingly used in employee selection. Tests are
sample of some aspect of an individual's attitudes, behavior and performance. It
also provides a systematic basis for comparing two or more persons. The tests
help to reduce bias in selection by serving as a supplementary screening device.
These are also helpful in better matching of candidate and the job. These reveal
the qualifications, which remain covered in application form and interview.

Selection Interview involves the interaction of the employer and the employee.
Selection involves a personal, observational and face-to-face appraisal of
candidates for employment. It is an essential element of the selection procedure.
The information obtained through application form and test can be crosschecked
in the interview.

The applicants who have crossed the above stages have to go through Physical
Examination either by the company's physician or the medical officer approved
for the purpose. The main aim is to ensure that the candidate is physically fit to
perform the job. Those who are found physically unfit are rejected.

The next stage marks of checking the references. The applicant is asked to
mention in his application form the names and addresses of two or three person
who know him well. The organization contacts them by mail or telephone. They
are requested to provide their frank opinion about the candidate without incurring
a liability. The opinion of the references can be useful in judging the future
behavior and performance of a candidate.
 The executives of the concerned departments then finally approve the candidates
short-listed by the human resource department. Employment is offered in the
form of an appointment letter mentioning the post, the rank, the salary grade, the
date by which the candidate should join and other terms and conditions in brief.
Appointment is generally made on probation of one or two years. After
satisfactory performance during this period the candidate is finally confirmed in
the job on permanent basis or regularized.

Selection is an important function as no organization can achieve its goals without

selecting right persons for the required job. Faulty selection leads to wastage of time
and money and spoils the environment of an organization. Scientific selection and
placement of personnel can go a long way in building up a stable workforce. It helps
to reduce absenteeism and labor turnover. Proper selection is helpful in increasing the
efficiency and productivity of the enterprise.

CHAPTER -4
OBJECTIVE
STUDY
 OBJECTIVE OF STUDY

My objective of study HCL’S recruitment and selection process is as follows-

 To find out the process adopted by HCL Infosystems Ltd. Noida to recruit and

select their employees.

 To find out how much of employees are satisfied from the adopted process of the

Organization.

 To find out what type of placement opportunities HCL Infosystems provides to

new generation in their College campuses.

 To find out that what is the criteria of HCL to recruit and select their employees.
 CHAPTER -5
RESEARCH
METHODOLOGY
 RESEARCH METHODOLOGY

The purpose of the methodology is to describe the research procedure. This includes overall
research design, the sampling procedure, the data collection method, and analysis procedure.
Out of total universe 100 respondents from HCL have been taken for convenience. The
sample procedure chosen for this are statistical sampling method. Here randomly employees
are selected and interviewed. Information, which I collected, was based on the questionnaires
filled up by the sample employees.
Under secondary method I took the help of various reference books which I have mentioned
in bibliography and also by way of surfing through the company website.
 Primary Data
 Questionnaire: Corresponding to the nature of the study direct, structured questionnaires
with a mixture of close and open-ended questions will be administered to the relevant
respondents within the Personnel and other Departments of the organization.
 Secondary Data
 Organizational literature: Any relevant literature available from the organization on the
Company profile, recruitment & selection procedures, Job specifications (HCL),
department-wise break up of manpower strength and the organizational structure.
 Other Sources: Appropriate journals, magazines such as Human Capital, relevant
newspaper articles, company brochures and articles on www sites will also be used to
substantiate the identified objectives.
 Sampling Plan and Design
A questionnaire will be used for the purpose of research:
 Questionnaire: To test the validity and effectiveness of the recruitment and selection
procedures within the organization and to test the validity and effectiveness of the
policies and procedures within the organization.
 The basic rationale of Questionnaire is to ascertain the perception of the non-HR
departments in terms of the validity and effectiveness of the policies and procedures used
by the organization. It is also in line with the assessment of any
suggestions/recommendations that the respondents from these Departments might have in
terms of the use of an alternative source/device of recruitment and selection, than what
already forms the current practice of the HR Department.

 Questionnaire would be administered to 100 respondents, holding a senior designation

within the Personnel Department of the organization. It will also be administered to at
least 100 respondents belonging to typical Departments within the organization and
holding senior designations within their respective Departments.
 Sampling Element
 For the purpose of administering the Questionnaire, the respondents would comprise of
personnel holding senior designations within the Personnel Department of the
organization. The respondents for the Questionnaire will also be preferably being panel
members of the Recruitment & Selection Board of the organization.
 The respondents would comprise of personnel holding senior designations within certain
typical Departments identified within the organization, namely:
- Stores
- Finance
- Operations
- Electronics
- Engineering
 Sample Extent: The extent of the sample is confined to the Sahibabad operations of the
HCL, specifically to the Administration.
 Sampling Technique
 Judgment Sampling would be used for the purpose of choosing the sample for the
purpose of administering Questionnaire. The identified expert would have a thorough
knowledge
about all the respondents within the Personnel Department of the organization. Thus
his/her expertise would be incorporated in locating, identifying and contacting the
required respondents.
Again Judgment sampling would be effectively used in identifying the typical non - HR
Departments within the organization and subsequently for the location and identification
of suitable respondents for Questionnaire.
 CHAPTER -6

DATA ANALYSIS
&
INTERPRETATION
 APPENDICES-1

QUESTION: What are the sources for recruitment and selection?

9%

18%

73%

INTERPRETATION

About 75% of the manager say that they prefer both internal as well as external source for

recruitment and selection where as only 9% go for internal source and 18% go for

external sources.
Question: Which method do you mostly prefer for recruitment and selection

preferred way of recruitment?

3%

32% 65%

INTERPRETATION

About 65% of the mangers go for direct recruitment and selection and 32% go for

indirect and only 3 % go for third party recruitment way.

Question: When do you prefer to go for manpower planning?

30% 20%

50%

INTERPRETATION

Around 50% of the managers go for Quarterly manpower planning and 20 % do not follow any

pattern they don‟t have any fixed time where as 20% go for yearly.
Question: What are the sources for external recruitment are

preferred?

25% 34%

33% 8%

INTERPRETATION

In AVIVA 34% of manager go for campus interviews, 33% go for data bank, 25% from the

casual application that are received and only 8% go for any placement agencies.
Question: What form of interview did you prefer?

10%

40%
20%

30%

INTERPRETATION

Most of the manager Prefer Personal interviews, 30% prefer to take telephonic interviews

where as only 20% go for video conferencing and rest 10% adopt some other means of

interviews
Question: How do you rate the HR practices of the company?

10%

30%

20%

40%

INTERPRETATION

50% of the managers feel that HR department is good where and 30%say that‟s its very good

where as 20% says its average and only 10% manager feel it‟s bad.
 APPENDICES-2
APPENDICES ON RECRUITMENT & SELECTION FOR THE
EMPLOYEES

QUES1- DOES THE RECRUITMENT AND SELECTION PROCEDURE AFFECTS

THE PERFORMANCE OF THE EMPLOYEES?

INTERPRETATION:
Yes, it does because if in appropriate candidates are selected it would lead to loss of
productivity, labor turnover.

90 out of 100 employees said that recruitment and selection procedure affects the performance
of the employees while 10 out of 100 employees said that it does not.
QUES2- DOES THE COMPANY RECRUIT EMPLOYEES INTERNALLY?

INTERPRETATION:
100 out of 100 employees said HCL recruit employees internally.
QUES3- IS THE RECRUITMENT AND SELECTION PROCEDURE FOLLOWED BY
THE COMPANY APPROPRIATE?

INTERPRETATION:
75 out of 100 employees believe that the recruitment and selection procedure followed by the
company is appropriate while 25 out 100 employees believe its inappropriate.
QUES4-DOES YOUR COMPANY DISCLOSE THE JOB SATISFACTION AT THE
TIME OF SELECTION OF A CANDIDATE?

INTERPRETATION:
Disclosing of job specification basically depends on the job profile of the candidate.
65 out of 100 employees say that the economy discloses the job specifications at the time of
selection of a candidate while 35 out of 100 employees said the company doesn’t disclose job
specifications at the time of selection.
QUES5-DOES YOUR COMPANY ASKS FOR REFERENCES AT THE TIME OF
SELECTION?

INTERPRETATION:
100 out of 100 employees said that the company asks for references at the time of selection.
QUES6- WHAT PERCENT OF THE SELECTION PROCEDURE DOES THE
WRITTEN TEST CONTRIBUTE?

INTERPRETATION:
70 out of 100 employees say that the written test contribute the main factor of recruitment but
30% employees say that written test not take a main part of recruitment.
QUES7- WHICH TYPE OF INTERVIEW METHODS DOES YOUR COMPANY
USUALLY FOLLOW?

INTERPRETATION:
70 out of 100 employees say that company follows direct interview method, and 30 out of 100
says company follow the GD interview.
QUES8-HCL GO FOR A CAMPUS RECRUITMENT FOR FRESHER’S

INTERPRETATION:
In the survey I find that HCL prefer the fresher only 55% in campus and 45% Not prefer for
fresher in campus.
QUES9-DOES YOUR COMPANY RECRUITMENT FOR THE OTHER STATE

INTERPRETATION:
In the survey I find that HCL recruit the people in other state.
 CHAPTER -7

THE DEMOGRAPHIC
DATA
 THE DEMOGRAPHIC DATA

The demographic data of the employees who participated in the Survey Questionnaire :-

Shortly – 20 Dimorphic Data & no mentioned 80 persons Demographics Data.

S. No. Name Gender Age Designation Length of Service

1 Mohd. Alvesh Khan Male 32 Asst. HR Manager 8 Years
2 Sanjay Sethi Male 30 Executive 6 Years
3 Rahul Singh Male 31 Executive 7 Years
4 Suresh Sharma Male 29 Executive 4 Years
5 Vivek Tomar Male 34 Senior Executive 7 Years
6 Rajiv Tomar Male 30 Worker 8 Years
7 Siddhart Kumar Male 37 Sales Manager 2 Years
8 Pankaj Saxena Male 32 CC Executive 6 Years
9 Dinesh Yadav Male 34 HR-Executive 2 Years
10 Akhilesh Verma Male 32 Worker 8 Years
11 Mahesh Kumar Male 30 Executive 7 Years
12 Dinesh Rawat Male 29 Worker 6 Years
13 Mohit Tyagi Male 32 Sales Executive 8 Years
14 Sobhit Rana Male 34 Production Unit 8 Years
Coordinators
15 Ritesh Singh Male 32 Worker 8 Years
16 Mayank Sethi Male 28 Executive 7 Years
17 S.N. Prasad Male 38 Sales Manager 12 Years
18 Abhay Tomar Male 29 Worker 5 Years
19 Apurva Tyagi Female 28 HR Executive 6 Years
20 Ranjan Malhotra Male 29 Sales Executive 5 Years
CHAPTER -8

FINDINGS
 FINDINGS

 29% employees strongly agree with the training patterns.

 An average 70% either agree or strongly agree show in the success of training.

Most of them are satisfied with the training methods, Facilities & trainers.

 70% either agree or strongly agree with the fact that the training was necessary

to meet the recruitments of the organization.

 66% employees either agree or strongly agree with the point that training was

useful for personal improvement.

 72% employees either agree or strongly agree with the point that training is helpful

in increasing the production.

 69% Employees either agree or strongly agree with the point that the trainers

were efficient.

 90% employees said that recruitment and selection procedure affects the performance
of the employees while 10% employees said that it does not.

 100% employees said HCL employees internally.

 75% employees believe that the recruitment and selection procedure followed by the
company is appropriate while 25% employees believe it’s inappropriate.

 65% employees say that the economy discloses the job specifications at the time of
selection of a candidate while 35% employees said the company doesn’t disclose job
specifications at the time of selection.

 100% employees said that the company asks for references at the time of selection.

 55% fresher recruitment in campus and 45% not prefer for fresher in campus.

 70% employees say that the written test contribute the main factor of recruitment but
30% employees say that written test not take a main part of recruitment.
 CHAPTER -9

SUGGESTIONS
&
RECOMMENDATION
 SUGGESTIONS & RECOMMENDATION

The research in HCL has helped me in broadening my view. It has helped me to know that
HR is the heart of every organization. It made me aware about how policies play an important
role in the smooth functioning of any organization. But I have found that there is something
that lacks in the company and which is possible to overcome.
HCL is engaged in making maximum sales, providing satisfaction to its customers, as well as
maintaining good relations with the corporate world. But it has not thought about marinating
a health relation with its employees. This is the reason that there was an increase in the labor
turnover. Also, it has never given consideration to find the reason lying behind the same.
Employee retention is crucial to the long-term success of your business and therefore the
ability to retain employees is a primary measure of the health of your organization. Of
significant concern is the fact that unplanned employee turnover directly impacts the bottom
line of a business.
The company can undertake the following steps to maintain long and existing relationship
with its employees as well as a steady increase in sales:-

1. Employees should know clearly what is expected of them-

Continually changing expectations minimize employee’s sense of internal security
and create unnecessary stress. It is beneficial therefore to provide a specific
framework, in which people can work.
2. Employees should be provided with quality management and leadership-
It is well documented that people leave their managers more often than they leave the
company or the job. Turnover issues that cause an employee to feel unvalued by their
manager include lack of feedback about performance, lack of clarity regarding
earning potential, failure to hold scheduled meetings, and the failure to provide a
framework for the employee to succeed. Ensure that the right people are in place to
lead your teams, departments, business units and the organization as a whole towards
success.
3. The company should compensate candidates applying for any position in the
organization in case of external recruitment; this will give candidates a positive
impression about the company.
4. The references given by the candidates at the time of selection should be brought into
use and should be verified in order to avoid undesired candidates.
5. Job specifications should be disclosed at the time of recruitment and selection so that
employees are well aware of the tasks to be performed by them and the expectations
their seniors have from them.
6. Company should undergo personality test in order to judge the personality of the
person applying for the job.
7. Company should have a round of panel interview so that decision of selecting a
candidate is not based on personal biasness of the interviewer, interviews should
therefore be followed by group discussion.
CHAPTER -10

CONCLUSION
 CONCLUSION

REQUIREMENT:-
‘Necessity is the mother of Invention’ this is true everywhere. In the study first of all I
tried to find out the cause of the process of Recruitment and selection.
I got the answer from HCL that here in HCL major cause for the process is its Expansion
program as HCL is growing vastly. Few other reasons are Replacement vacancy Retirement
hardly takes place here.
SOURCES:-
An organization’s excellence depends upon its employee’s performance, which has not
only to be maintained on a consistent level, but also must be improved constantly. All this
can be achieved if suitable employees are selected, through proper Recruitment and
Selection procedure .They also provide college campus recruitment.
METHODS:-
For the recruitment and selection various test include for e.g. aptitude test, personality test
and group discussion. As we all know that, in today’s highly competitive age the biggest
problem is of retention of its highly skilled employees in the organization. Recruitment
plays a vital role in this regard. But it should be seen that no system is without any flaws.
Every system has its strong and weak points and is open for change at any time.
IMPROVEMENT:-
HCL a well-developed Selection System for its employee’s development. Thus, the
company provides scope for employees on future growth, career planning, training and
development.
CHAPTER -11

LIMITATIONS
 LIMITATIONS

 The scope of the study in terms of coverage is limited to the Delhi operations of the HCL
 Within the organization the study is limited to the top-level management of the Personnel
Department of the organization (out of which samples of the respondents are also
members of the Recruitment & Selection committee). This is for the purpose of
administering the questionnaire.
 In line with the purpose of conducting employee interviews, the study would be confined
to personnel holding typical designations within the organization at different levels of
management.
 Although the limitations that I faced in the organizations is the absence of Trade Unions
co-operation, otherwise which could have help me in understanding the industrial
relations in a comprehensive manner.
 Secondly, the limitation that I have is the scope of collection of sample size which was
confined to only one department, which would have other wise made my study and
observations in an effective manner.
 CHAPTER -12

BIBLIOGRAPHY
 BIBLIOGRAPHY

BOOKS
 Robbins P. Stephens, Organizational Behavior, Prentice Hall, 7th Edition, Chapter 16,
pages 636-641.
 Koontz Harold & Weihrich Heinz, Essentials of Management, Mc Grow Hill, 5th
Edition, Chapter 11, pages 217-245.
 Decenzo A. David & Robbins P. Stephen, Personnel/HR Management, Prentice Hall, 3rd
Edition, Chapters 6, 7 & 8, pages 117-209.
Magazines
 India Today
 Today’s traveler
 Business Today
News Paper
 Times of India
 Hindustan Times
 Economic Times
Web sites
 www.HCLindia.com
 www.indiatimes.com
 CHAPTER -13

QUESTIONNAIRE
APPENDICES
 APPENDICES-1

NAME:
AGE:
SEX: Male Female

1: When are the resources need and forecasted?

 Quartely
 Monthly
 Annualy
 Not Fixed

2: How is the resource need forecasted?

…………………………………………………………………………………………………
…………………………………………………………………………………………………
…………………………………………………………………………………………………
……………………………………………….

3: How do you rate the recruitment procedure?

 Short

 Average
 Long
 Very Long
 Cant say

4: What is the process you follow for recruitment and selection? People explain the same in
brief?

…………………………………………………………………………………………………
Which method do you mostly prefer from the following for recruitment and
selection?

 Direct Method
 Indirect Method

 Third Party
6: What sources you prefer for recruitment and selection?
 Internal sources

 External sources

 Both
7: What are the sources for internal sourcing among the following -:
 Present permanent employees
 Present temporary employees
 Retrenched / Retired / employees
 Deceased / disabled / employees

8: What are the sources for external recruitment among the following

 Campus interviews
 Placement agencies
 Private employment agencies
 Public employment agencies

 Professional associations
 Data bank
 Casual applicants
 Other, if any please mention
…………………………………………………………………………………………

………………………………………………………………………………………....
9: Which is the most successful method for recruitment?

…………………………………………………………………………………………………
…………………………………………………………………………………………………

10: How many rounds of interviews are conducted?

 1-3

 3-5

 More than 5

11: Are you satisfied with round of interviews conducted?

  Yes

 No

 To some extent

 Cant say

12: What form of interview did you prefer?

 Personal Interview
 Telephonic Interview
 Video Conferencing
 Any two (then tick those two)
 All three

13: Are you satisfied with the interview process?

 Yes
 No
 To some extent

14: If no then what is the reason? And suggest the measures to be taken for improvement?

…………………………………………………………………………………………………
…………………………………………………………………………………………………
…………………………………………………………………………………………………
………………………………………………

15: Are you satisfied with the present method being followed by the company for recruitment
and selection?

 Yes
 No
16: If no, what steps would you prefer, to make improvement?

…………………………………………………………………………………………………
…………………………………………………………………………………………………
……………………………….

17: Are the aptitude test conducted?

 Yes

 No

 Till some extent

 Can’t say

18: If yes then it is for

 Fresher

 Executives

 Other (specify)

19: Do you conduct any of these test?

 Psychometric test
 Medical test
 Reference test check

 Other (specify)

20: How do you rate the HR practices of the company?

 Very Good
 Good

 Average

 Bad
 APPENDICES-2
APPENDICES ON RECRUITMENT & SELECTION FOR THE
EMPLOYEES
1. HCL go for campus recruitment for fresher?

Yes [ ] No [ ]
2. Does your company recruitment for the other state?

Yes [ ] No [ ]
3. You are satisfied with the question and which are asked from the candidates at the
time of interview?

Agree [ ] partially agree [ ] disagree [ ]

4. Manpower is based on previous production data?

Yes [ ] No [ ]

5. Manpower is linked of vision of the company?

Yes [ ] No [ ]
6. Medical test is done at the time in HCL?

Yes [ ] No [ ]
7. Interview conducted by HCL is free from bias?

Yes [ ] No [ ]
8. HCL check all information which is given by the applicant before selection?

Yes [ ] No [ ]
9. HCL conduct the physical examination before selection?

Yes [ ] No [ ]
10. You are satisfied with recruitment process in HCL?

Yes [ ] No [ ]
11. HCL also recruitment the people for future needs?

Yes [ ] No [ ]
12. Favoritism is done HCL at the time of recruitment process?
 Yes [ ] No [ ]
13. Does the recruitment and selection procedure affect the performance of the
employees?

Yes [ ] No [ ]
14. Does the company recruit employees internally?

Yes [ ] No [ ]
15. Is the recruitment and selection procedure followed by the company appropriate?

Yes [ ] No [ ]
16. Does your company disclose the job specifications at the time of selection of a
candidate?

Yes [ ] No [ ]
17. Does your company ask for references at the time of selection?

Yes [ ] No [ ]
18. The percent of the selection procedure does the written test contribute?

Yes [ ] No [ ]