recruitmant and selection of hcl infosystem

7/29/2019 Recruitmant and Selection of HCL Infosystem

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CERTIFICATE

This is to certify that Ms Gunjan Arora, Enrolment No.09061248024. Has proceeded

under my supervision her Research Project Report on Training and Development in HCLInfo system in the specialization area Human Resource Management .

The work embodied in this report is original and is of the standard expected of an MBA

student and has not been submitted in part or full to this or any other university for theaward of any degree or diploma. She has completed all requirements of guidelines for

Research Project Report and the work are fit for evaluation.

Signature of Supervisor/Guide (with SEAL)Name : Charu Chauhan

Designation: Assistant HR ManagerOrganization: HCL Info system Ltd.

PREFACE


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Practical training imbibes an integral part of management studies. One cannot merely

Depend upon the theoretical knowledge. It is to be coupled with the practical for it to be

fruitful. Classroom lectures make the fundamental concept of the students clear. But the

industry exposure facilitate with the learning of practical things. However class lectures

must be correlated with the practical training in the company, which has a significant role

to play in the establishment of a Business Manager. To develop managerial and

administrative skills in future mangers and to enhance their analytical skills, it is necessary

that they combine their classroom learning with the knowledge of real business

environment. After liberalization, Indian economy scene is really a buzz with activity. Lots

and lots of multinational companies are coming in which their technical expertise and

management concepts should be given way to be proved. Industrial activity in India has

become a thing to watch and I really wanted to be a part of it, as it is essential for me

being a management student. I found myself lucky to get done my summer internship in a

brand name H.C.L Info System. I went 8 weeks training in its Sector-11 Noida. It

helped me to get a practical insight into the actual business environment and provided me

an opportunity to make my management concepts clearer. It is difficult to elaborate

everything which I learned during the training however, I have endeavored to many

comprehensive picture of details about working in the latter pages. I have accumulated the

desired information through personal observations, interviews and study of

documents.

ACKNOWLEDGMENT


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Acknowledgement is an art, one can write glib stanzas without meaning a word, on the

other hand one can make a simple expression of gratitude .

With immense pleasure, I would like to present this project report forHCL Info system

Ltd. It has been an enriching experience for me to undergo my summer training at HCL,

which would not have possible without the goodwill and support of the people around. As

a student of National Broadcasting Academy of Management, I would like to express my

sincere thanks to all those who helped me during my practical training program.

Words are insufficient to express my gratitude toward Ms Charu Chauhan the HR head,

and company Guide and Associate Faculty Ms Sujitha R. And It gives me a great

pleasure to express my sincere thanks to my principal Mrs. Ritu Asthana for giving me

an opportunity to complete my Executive Training successfully in HCL Info system

LTD.

My heartfelt thanks go to all who helped me to gain knowledge about the actualworking

and the processes involved in various departments. However, I accept the sole

responsibility for any possible error ofomission and would be extremely grateful to the

readers of this project report ifthey bring such mistakes to my notice.

Thanking You

Gunjan Arora

EXECUTIVE SUMMARY

Today, in every organization personal planning as an activity is necessary. It is an

important part of an organization. Human resource planning is a vital ingredient for the

success of the organization in the long run. The objective of Human Resource Department


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is Human Resource Planning, Recruitment and Selection, Training and Development,

Carrier Planning, Transfer and Promotion, Risk Management, Performance Appraisal and

so on. Each objective needs special attention and proper planning and implementation.

For every organization it is important to have a right person on a right job. Recruitment

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

technology are putting considerable pressure on how employers go about Recruiting and

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

Selection procedure. With reference to this context, this project is been prepared to put

light on Recruitment and Selection process at HCL Technologies. This report is divided

into two phases to analyze how an employee is recruited at HCL Technologies. These two

phases are sources of Recruitment (through Portals, Campus, Consultants, Reference,

Advertisements, Walk ins, Talent Express, job fair) and Process of Recruitment that

includes various elimination rounds of interview.

Table Of Contents Declaration..

Certificate from the Faculty guide..

Certificate from the Company....

Preface

Acknowledgement..

List Of Tables.....

List Of Figures......


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Chapter No Title Page No.

1 Objectives Of The Study

2 Literature Review

3 Company profile

4 Training & Development in HCL InfoSystem

5 Training & Development at HCL

6 Research Methodology

7 Data Analysis and Interpretation

8 Conclusions

9 Findings

LIST OF FIGURESSL NO TABLE NAME PAGE NO

1 Hcl Info system chart

2 Office automation spectrum

3 Hcl infinet programme


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4 Joint venture

5 Sources of recruitment

6 Hcl info system ltd

7 Sources of recruitment at Hcl

8 Job Requirement

9 Knowledge, Skills, Abilities

10 Accurate and Up-To-Date

11 Detail Sheet

12 Job Description

13 Recruitment Strategies

14 Realistic and Accurateinformation

15 Screening Procedure

16 Curriculum Vitae

17 Structured interview


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18 Set of Question

19 Assessment Criteria

20 Candidates feedback

21 Front line Workers


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CHAPTER: 1

OBJECTIVE OF STUDY

Every research has some objectives, reasons behind the study conducted. Objectives can

gives us a brief idea about the project report. The objectives behind this project are as

follows: -

To study the different sources of Recruitment which are adopted in HCL Info


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Systems Ltd.

To study different stages of recruitment process which led to selection of a

candidate till an offer is made to them.

To understand what all Recruitment practices are being adopted so as to make the

organization work well.

To develop and maintain procedures which will assist in enduring the appointment

of the most suitable candidate.

To ensure that recruitment procedure are clear , valid and consistently applied by

those involved and that they provide for fair and equitable treatment for those who

apply for employment.

To base selection decisions and criteria directly on the demands and requirements

of the job and the competencies identified as necessary for satisfactory

performance.

Scope of Study:

The scope of this study is to observe Recruitment & Selection Techniques adopted by the

Company. Apart from getting an idea of the techniques & methods in the recruitment

Procedures, a close loop will be taken at the insight of corporate culture prevailing in the

Organization. This would not only help to be familiar with the corporate environment but

it would also enable to get a close loop at the various levels authority responsibilities


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relationship prevailing in the organization.

The following key points are-

To structure the Recruitment policy of company for different categories of

employees.

To analyze the recruitment policy of the organization.

To compare the recruitment policy with general policy.

To provide a systematic recruitment process.

It extends to the whole organization. It covers corporate office, sites and work

appointments all over India.

It covers workers , Clerical staff, officers, Jr. Management ,Middle Management

and Senior Management cadres.

Scope of Project includes: -

Study of importance of Recruitment & Selection process for an enterprise.

Study of Recruitment & Selection practices at HCL Info systems Ltd


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CHAPTER: 2

LITERATURE REVIEW

Recruitment refers to the process of finding possible candidates for a job or function,usually undertaken by recruiters. It also may be undertaken by an employment agency or a

member of staff at the business or organization looking for recruits. Advertising is

commonly part of the recruiting process and can occur through several means through


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online, newspapers using newspaper windows, through a job center, through campus

interviews etc. Employing the right staff is an important human resource challenge faced

by all employees. Recruitment is an expensive business, which includes the cost ofadvertising and the cost of current employees, time interviewing and selecting the right

candidate. Good recruitment & selection can result in-Reduced labour turnover, Reduced

Absence, Reduced stress levels. A recruitment process should be :Efficient - costeffective in method & sources, Effective - producing enough suitable candidates, air

- Ensuring that decision are made on merit without discrimination.

Recruitment is the process of identifying and attracting a group of potential candidatesfrom within and outside the organization to evaluate for employment. Once these

candidates are identified, the process of selecting appropriate employees for employment

can begin. Better recruitment and selection strategies result in improve organizational

outcomes. The more effectively organizations recruit and select candidates, the morelikely they are to hire and retain satisfied employees. The quality of an organizations

offering affects its ability to attract job candidates. Organizations believe they offer

candidates a strong company reputation and high- quality benefit packages and learning

opportunities. Organizations were asked to indicate how extensively they are severalselection practices and how much they anticipate using them in the future. Most

organizations make extensive use of applications, manual resume screening and referencechecks in their selection systems. Less than no. of organizations currently use testing or

assessment use testing or assessment methods extensively in their selection process. The

surveyed organizations report that the top barriers to effective recruitment & selection ofcandidates are:-Shortage of qualified applicants, Competion for the same applicants.

Difficulty finding & identifying applicants. The search and selection process is the

foundation for all future employee relations activitiesAs such, a considerable amount of

employee resource is rightfully spent on working on screening committees and in hiringemployees. The document has been developed to assist hiring supervisors, committee

members and others in defining effective search and selection processes there by

maximizing the efforts to identifying and attracting the best candidates.As will becomeevident in further review of this document, planning is an essential component to nearly

every step of the search and selection process. We must plan the way the position can meet

the needs of the department while appropriately using available resources, plan asrecruitment strategy, and plan a screening strategy and finally a selection strategy. Needs

assessment - The first step in any process is to determine the goals that you would like to

accomplish. In search & selection, this process usually takes one of two forms:In addition

to staff - In the event that the job is new and has not been graded before, it will benecessary for the supervisor to complete the position. Analysis questionnaire, which will

identify the job requirements and competencies required, as well as aid in establishing the

appropriate salary grade for the position. During the posting and recruitment process, thecollege identifies and announces minimum requirements for fulfilling the responsibilities

of the position as well as those qualities which the supervisor believes will lead to further

success in the present. Once the position requirements and preferred qualities areidentified, it should be easy for the supervisor to identify the screening questions. Since

the committee should only be asking questions which related to the committee should only

be asking questions which related to the decision of who to forward to the supervisor in

the next step of the process, the only topics the committee needs to address are those


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which have been identified by the supervisor as being identified by the supervisor as being

either preferred or necessary qualities. The three parts to the screening process: a) Paper

review b)Interviews with the candidates c)Interviews with each , respective candidatesreferences. Even though s/he is not part of the screening process, the hiring supervisor

steers the search by developing the recruitment criteria, the position requirements and

preferred qualities, the rating scales and interview questions. The recruitment strategy isthe stage where the hiring supervisor determines, with assistance from Human Resource,

the timing for the search as well as the way that the position vacancy will be

communicated. Recruitment can be an expensive and time- consuming endeavor, andunderstanding the value of the results means knowing whether or not the time and money

are being used effectively.

CHAPTER: 3


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Introduction

COMPANY PROFILE

Born in 1976, HCL has a 3-decade rich history of inventions and innovations. In 1978,

HCL developed the first indigenous microcomputer at the same time as Apple and 3 years

before IBM's PC. During this period, India was a black box to the world and the world

was a black box to India. This microcomputer virtually gave birth to the Indian computer

industry. The 80's saw HCL developing know-how in many other technologies. Hals in-

depth knowledge of Unix led to the development of a fine grained multi-processor Unix in

1988, three years ahead of Sun and HP.

HCL's R&D was spun off as HCL Technologies in 1997 to mark their advent into the

software services arena. During the last eight years, HCL has strengthened its processes

and applied its know-how, developed over 28 years into multiple practices - semi-

conductor, operating systems, automobile, avionics, bio-medical engineering, wireless,

telecom technologies, and many more. Today, HCL sells more PCs in India than any other

brand, runs Northern Ireland's largest BPO operation, and manages the network for Asia's

largest stock exchange network apart from designing zero visibility landing systems to

land the world's most popular airplane.

HCL Info systems Ltd are one of the pioneers in the Indian IT market, with its origins in

1976.For over quarter of a century, we have developed and implemented solutions for


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multiple market segments, across a range of technologies in India. We have been in the

forefront in introducing new technologies and solutions.

In the early 70s a group of young and 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 1975 set up a new company MICROCOMP to

start with they started to capitalize on their marketing skills. Micro comp marketed

calculators and within a few month of starting operation, the company was out selling its

major competitors.

On 11th August 1976 HINDUSTAN COMPUTERS LIMITED was incorporated as joint

venture between the entrepreneurs and UPSCE, with an initial equity of Rs.1.83 s Lacs.

COMPANY STATEMENTS

Vision Statement:

It is the most preferred employer and principal taking leading edge IT & Telecom

products and services to the masses through sustained excellence.

Mission Statement:

To provide world-class information technology solutions and services to enable our

customers to serve their customers better"

Quality Policy Statement:


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We will deliver defect-free products, services and solutions to meet the requirements of

our external and internal customers the first time, every time.

HCL INFOSYSTEMS:


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Office Automation Spectrum:


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HCL INFINET


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Creating Lifeline for Connecting Business...HCL Infinet Ltd. is the Networking

Services arm of the HCL Group. The company holds an all India license to operate as a

Class "A" ISP, ITSP and NLD service provider. The ISP/NLD operations are carried out

through the state-of-art network infrastructure across the country. HCL Infinet Ltd. is a

leader in providing multi service Data, Voice and Video application support on

IP/MPLS-VPN and Internet bandwidth offering complete range of managed services to

Enterprise across India. Testimonials..."A very special thanks to entire HCL's POP team

of the Herculean effort that had gone in keep in the Data Center up and running. When

there was need for disaster response, HCL executed very well."--- MD, Bharat Shell "I

wish to thank HCL of Global Connectivity of our 12 offices/factories in India with our

ERP servers n USA in a span of 3 weeks. The roll out was a commendable job and it has

Further strengthened our four year old relationship of domestic enterprise wide

Connectivity"--- AVP IT, Tecumseh India.

INFINET SERVICES

HCL Infinte an Internet Infrastructure initiative of the HCL group caters to the

Networking requirements of domestic enterprise market. Partnering with world leaders

we provide state-of-the-art products and solutions for network requirements of

organizations of all sizes.

HCL Infinet offers a complete range of networking services & solutions like:

Internet Bandwidth Services Internet Telephony Managed Data Centre Co-location

Services a) Managed Data Centre Services b) Managed Network Services Corporate

Messaging Solution Virtual Private Network Services (VPN) MPLS Networking Services

Wireless Broadband Services

OUR MODEL


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End To End Service Provider

s

Hcl Joint ventures


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1991 96 1996 - 2003

Significant IT Services withCreated the HP brand forComputers in India

billion dollar enterprise value

2001 2005

First Indian BPO Global Delivery 2001 - 2005First Indian BPO

Global DeliveryCentre, currently

2000 UK

nationals.

Centre, currently employing 2000

UK nationals.

2005

First Japan- India hi-tech JV for Product 2006Industry First "End-To End"

Product Lifecycle Solution forOEMs.

Engineering Services


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HCL GLOBAL:

Among the top 5 service providers in short span of 7 years

HCL tops growth rate among IT leaders today Only organization with full service

range:

IT infrastructure, Applications & BPO Services.

Multi Service delivery capacity - large transformational deals.

Pioneers of Modern computing - at the frontiers of Technology

HCL INDIA

1. Indias largest ICT Directs Sales &

Services organization support

- 12800 Engineers

- 360 Locations

- 1 Million units

2. Indias Leading System Integration

Organization

-Pan-India SI Infrastructure

-Multi Technology product capacity

3. World's No1 Specialty offshore

infrastructure service provider

-Ranked Numero Uno in The Black Book

of Outsourcing survey, among the 50 bestmanaged global outsourcing global

companies

4. Indias largest ICT distribution and

Retail Network

- 50000 outlets

- 5000 towns

--Sound post sales service network

5. Largest Manufacturer of PCs in India -Indias Largest Direct Sales

Organization

-Indias Largest Services Organization

HCLs DIFFERENTIATORS


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3 Decades of Technology & Innovation Heritage-Pioneers of Modern

Computing

Global Strengths India strengths


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Partnerships: The growth drivers

s


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CHAPTER:4

Introduction of Recruitment &Selection

RECRUITMENT AND SELECTION

Recruitment and selection are two of the most important functions of personnel

Management . Recruitment precedes selection and helps in selecting a right candidate.

Recruitment is a process to discover the sources of manpower to meet the requirement of

the staffing schedule and to employ effective measures for attracting that manpower in

adequate numbers to facilitate effective selection of efficient personnel. Staffing is one

basic function of management. All managers have responsibility of staffing function by

selecting the chief executive and even the foremen and supervisors have a staffing

responsibility when they select the rank and file workers. However, the personnel manager

and his personnel department is mainly concerned with the staffing function. Every

organization needs to look after recruitment and selection in the initial period and

thereafter as and when additional manpower is required due to expansion anddevelopment of business activities.

Right person for the right job is the basic principle in recruitment and selection. Ever

Organization should give attention to the selection of its manpower, especially its

managers. The operative manpower is equally important and essential for the orderly


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working of an enterprise .Every business organization/unit needs manpower for carrying

different business activities smoothly and efficiently and for this recruitment and selection

of suitable candidates are essential. Human resource management in an organization will

not be possible if unsuitable persons are selected and employment in a business unit.

MEANING

Recruitment means to estimate the available vacancies and to make suitable

arrangements for their selection and appointment. Recruitment is understood as the

process of searching for and obtaining applicants for the jobs, from among whom the right

people can be selected. A formal definition states, It is the process of finding and

attracting capable applicants for the employment. The process begins when new recruitsare sought and ends when their applicants are submitted. The result is a pool of applicants

from which new employees are selected. In this, the available vacancies are given wide

publicity and suitable candidates are encouraged to submit applications so as to have a

pool of eligible candidates for scientific selection. In recruitment, information is collected

from interested candidates. For this different source such as newspaper advertisement,

employment exchanges, internal promotion, etc. are used. In the recruitment, a pool of

eligible and interested candidates is created for selection of most suitable candidates.

Recruitment represents the first contact that a company makes with potential

employees.

Definition:


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According to EDWIN FLIPPO,Recruitment is the process of searching for

prospective employees and stimulating them to apply for jobs in the

organization.

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

a) Vacancies due to promotions, transfer, retirement, termination, permanent disability,

death and labor turnover.

b) Creation of new vacancies due to the growth, expansion and diversification of business

activities of an enterprise. In addition, new vacancies are possible due to job specification

Purpose and importance of Recruitment

Determine the present and future requirements of the organization on conjunction

with its personnel-planning and job analysis activities.

Increase the pool of job candidates at minimum cost.

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

visibly under qualified or over qualified job applicants.

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

leave the organization only after a short period of time.

Meet the organizations legal and social obligations regarding the composition of its

work force.

Begin identifying and preparing potential job applicants who will be appropriate

candidates.

Increase organizational and individual effectiveness in the short term and long

term.

Evaluate the effectiveness of various recruiting techniques and sources for all types

of job applicants.


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

organization and interested candidates are encouraged to submit applications for the

purpose of selection. Recruitment represents the first contact that a company makes with

potential employees. It is through recruitment that many individuals will come to know a

company, and eventually decided whether they wish to work for it. A well-planned and

well-managed recruiting effort will result in high quality applicants, whereas, a haphazard

and piecemeal efforts will result in mediocre ones.

RECRUITMENT PROCESS

Recruitment refers to the process of identifying and attracting job seekers so as to build a

pool of qualified job applicants. The process comprises five interrelated stages, via,

1. Planning.

2. Strategy development.

3. Searching.

4. Screening.

5. Evaluation and control.

The ideal recruitment programme is the one that attracts a relatively larger number of

qualified applicants who will survive the screening process and accept positions with theorganization, when offered. Recruitment programmers can miss the ideal in many ways

i.e. by failing to attract an adequate applicant pool, by under/over selling the organization

or by inadequate screening applicants before they enter the selection process. Thus, to

approach the ideal, individuals responsible for the recruitment process must know how

many and what types of employees are needed, where and how to look for the individuals


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with the appropriate qualifications and interests, what inducement to use for various types

of applicants groups, how to distinguish applicants who are qualified from those who have

a reasonable chance of success and how to evaluate their work.

Sources of Recruitment

SOURCES OF MANAGERIAL RECRUITMENT

1. Promotion 1. Campus Recruitment

2. Transfers 2. Press Advertisement

3.Internal Notification 3. Management consultancy

service & Private

employment exchange

4. Retirement 4. Deputation of personnel

from one enterprise to


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another

5.Recall former employees 5. Management Training

schemes

The sources of recruitment can be broadly categorized into internal and

external sources-

(I) Internal Recruitment Internal recruitment seeks applicants for positions from

within the company. The various internal sources include:

Promotions and Transfers

Promotion is an effective means using job posting and personnel records. Job posting

requires notifying vacant positions by posting notices, circulating publications or

announcing at staff meetings and inviting employees to apply. Personnel records help

discover employees who are doing jobs below their educational qualifications or skill

levels. Promotions has many advantages like it is good public relations, builds morale,

encourages competent individuals who are ambitious, improves the probability of good

selection since information on the individuals performance is readily available, is cheaper

than going outside to recruit, those chosen internally are familiar with the organization

thus reducing the orientation time and energy and also acts as a training device for

developing middle-level and top-level managers. However, promotions restrict the field of

selection preventing fresh blood & ideas from entering the organization. It also leads to

inbreeding in the organization. Transfers are also important in providing employees with a

broad-based view of the organization, necessary for future promotions.

Employee referrals-Employees can develop good prospects for their families and friends by acquainting them

with the advantages of a job with the company, furnishing them with introduction and

encouraging them to apply. This is a very effective means as many qualified people can be

reached at a very low cost to the company. The other advantages are that the employees


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would bring only those referrals that they feel would be able to fit in the organization

based on their own experience. The organization can be assured of the reliability and the

character of the referrals. In this way, the organization can also fulfill social obligations

and create goodwill.

Former Employees-

These include retired employees who are willing to work on a part-time basis, individuals

who left work and are willing to come back for higher compensations. Even retrenched

employees are taken up once again. The advantage here is that the people are already

known to the organization and there is no need to find out there past performance and

character. Also, there is no need of an orientation programme for them, since they are

familiar with the organization.

Retirements: -

At times, management may not find suitable candidates in place of the one who had

retired, after meritorious service. Under the circumstances, management may decide to

call retired managers with new extension.

(II) External Recruitment External recruitment seeks applicants for positions from

sources outside the company. They have outnumbered the internal methods. The various

external sources include:

Professional or Trade Associations: -

Many associations provide placement service to its members. It consists of compiling job

seekers lists and providing access to members during regional or national conventions.

Also, the publications of these associations carry classified advertisements from

employers interested in recruiting their members. These are particularly useful for

attracting highly educated, experienced or skilled personnel. Also, the recruiters can zero

on in specific job seekers, especially for hard-to-fill technical posts.

Advertisements: -

It is a popular method of seeking recruits, as many recruiters prefer advertisements

because of their wide reach. Want ads describe the job benefits, identify the employer and


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tell those interested how to apply. Newspaper is the most common medium but for highly

specialized recruits, advertisements may be placed in professional or business journals.

Advertisements must 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. Recruitment advertisements can also serve as corporate advertisements to build

company image. It also cost effective.

Employment Exchanges: -

Employment Exchanges have been set up all over the country in deference to the

provision of the Employment Exchanges (Compulsory Notification of Vacancies) Act,

1959. The Act applies to all industrial establishments having 25 workers or more each.

The Act requires all the industrial establishments to notify the vacancies before they are

filled. The major functions of the exchanges are to increase the pool of possible applicants

and to do the preliminary screening. Thus, employment exchanges act as a link between

the employers and the prospective employees. These offices are particularly useful to in

recruiting blue-collar, white collar and technical workers.

Campus Recruitments: -

Colleges, universities, research laboratories, sports fields and institutes are fertile ground

for recruiters, particularly the institutes. Campus Recruitment is going global with

companies like HCL, HLL, Citibank, HCL-HP, and ANZ Grind lays, L&T, Motorola and

Reliance looking for global markets. Some companies recruit a given number of

candidates from these institutes every year. Campus recruitment is so much sought after

that each college; university department or institute will have a placement officer to

handle recruitment functions. However, it is often an expensive process, even if recruiting

process produces job offers and acceptances eventually. A majority leaves the organization

within the first five years of their employment. Yet, it is a major source of recruitment for

prestigious companies.

Walk-ins


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The most common and least expensive approach for candidates is direct applications, in

which job seekers submit unsolicited application letters or resumes. Direct applications

can also provide a pool of potential employees to meet future needs. From employees

viewpoint, walk-ins are preferable as they are free from the hassles associated with other

methods of recruitment. While direct applications are particularly effective in filling entry-

level and unskilled vacancies, some organizations compile pools of potential employees

from direct applications for skilled positions. Write-ins are those who send written

enquiries. These jobseekers are asked to complete application forms for further

processing. Talk meeting the recruiter (on an appropriated date) fordetailed talks. No

application is required to be submitted to the recruiter.

Contractors: -

They are used to recruit casual workers. The names of the workers are not entered in the

Company records and, to this extent; difficulties experienced in maintaining permanent

workers are avoided.

Consultants: -

They are in the profession for recruiting and selecting managerial and executive personnel.

They are useful as they have nationwide contacts and lend professionalism to the hiring

process. They also keep prospective employer and employee anonymous. However, the

cost can be a deterrent factor.

THEORIES AND POLICIES OF RECRUITMENT AND

SELECTION

Theories:

1. Objective theory

1) Assumes applicants use a very rational method for making decisions

2) Thus, the more information you can give them (e.g. salaries, benefits,working

condition, etc), the better applicants weight these factors toarrive at a relative

desirability index


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2. Subjective theory

1) Assumes applicants are not rational, but respond to social or psychological needs (e.g.

security, achievement, affiliation)

2) Thus, play to these needs by highlighting job security or opportunities for promotion or

collegiality of work group, etc.

3. Critical Contact theory

1) Assumes key attractor is quality of contact with the recruiter or recruiter behavior, e.g.

(promptness, warmth, follow-up calls, sincerity,etc.)

2) Research indicates that more recruiter contact enhances acceptance of offer, also

experienced recruiter (e.g. middle-aged) more successful than young or inexperienced

recruiter - may be especially important.

when recruiting ethnic minorities, women, etc.

Policies:Recruitment policy of any organization is derived from the personnel policy

of the same organization. However, recruitment policy by itself should take into

consideration the governments reservation policy,policy regarding sons of soil, etc.,

personnel policies of other organizations regarding merit, internal sources, social

responsibility in absorbing minority sections, women, etc.Specific issues which may be

addressed in Recruitment Policy:

1) Statement :Nondiscrimination (EEO employer) or particular protected class members

that may be sought for different positions (see also Affirmative Action guidelines)

2) Position description: Adherence to job description (& qualifications) in recruitment &

selection -BFOQs -bonafide occupational qualifications

3) How to handle special personnel in recruitment/selection: e.g. relatives (nepotism)

veterans (any special advancement toward retirement for military experience?), rehires

(special consideration? vacation days or other prior benefits?), part-time or temporary

personnel (special consideration? benefits?)

4) Recruitment budget/expenses: what is covered? Travel, Lodging/meals, Staff travel to

recruit, relocation, expenses, etc.

5) Others:

a. Residency requirement in district?


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b. Favors, special considerations related to recruitment? - e.g. get spouse a job?

INDUCEMENTS TO RECRUITMENT

Organizational inducements are all the positive features and benefits offered by an

organization that serves to attract job applicants to the organization. Three inducements

need specific mention here, they are:-

Compensation: Starting salaries, frequency of pay increases, incentives and fringe

benefits can all serve as inducements to potential employees.

Career Opportunities: These help the present employees to grow personally and

professionally and also attract good people to the organization. The feeling that the

company takes care of employee career aspirations serves as a powerful

inducements to potential employees.

Image or Reputation: Factors that affect an organisations reputation include its

general treatment of employees, the nature and quality of its products and services

and its participation in worthwhile social endeavors.

CONSTRAINTS

Poor image: If the image of the firm is perceived to be low( due to factors like

operation in the declining industry, poor quality products, nepotism etc), the

likelihood of attracting large number of qualified applicants is reduced.

Unattractive jobs: if the job to be filled is not very attractive, most prospective

candidates may turn indifferent and may not even apply. this is specialy true of job

that is boring, anxiety producing, devoid of career growth opportunities and

generally not reward performance in a proper way( eg jobs in post office and

railways).

Government policy: Government policies often come in the way of

recruitment as per the rules of company or on the basis of merit and seniority.


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Policies like reservations (scheduled castes, scheduled tribe etc) have to be

observed.

Conservative internal policies: Firms which go for internal recruitments or

where labour unions are very active, face hindrances in recruitment and selection

planning.


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RECRUITMENT- Relationship with other activities

SELECTION


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Selection is defined as the process of differentiating between applicants in order to

identify (and hire) those with a greater likelihood of success in a job.

Selection is basically picking an applicant from (a pool of applicants) who has the

appropriate qualification and competency to do the job. The difference between

recruitment and selection:

Recruitment is identifying n encouraging prospective employees to apply for a job.

And Selection is selecting the right candidate from the pool of applicants.

Purpose

The purpose of selection is to pick up the most suitable candidate who would meet the

requirements of the job in an organization best, to find out which job applicant will be

successful, if hired. To meet this goal, the company obtains and assesses information about

the applicants in terms of age, qualifications, skills, experience, etc. the needs of the job

are matched with the profile of candidates. The most suitable person is then picked up

after eliminating the unsuitable applicants through successive stages of selection process.

How well an employee is matched to a job is very important because it is directly affects

the amount and quality of employees work. Any mismatch in this regard can cost an

organisation a great deal of money, time and trouble, especially, in terms of training and

operating costs. In course of time, the employee may find the job distasteful and leave in

frustration. He may even circulate negative information about the company, causing

incalculable harm to the company in the long run. Effective election, therefore, demands

constant monitoring of the fit between people the job.

SELECTION PROCESS:

Selection is a long process, commencing from the preliminary interview of the applicants

and ending with the contract of employment. Selection is usually a series of hurdles or

steps. Each one must be successfully cleared before the applicant proceeds to the next one.

The time and emphasis place on each step will definitely vary from one organisation to

another and indeed, from job to job within the same organisation. The sequence of steps

may also vary from job to job and organisation to organisation. For example some


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organisations may give more importance to testing while others give more emphasis to

interviews and reference checks. Similarly a single brief selection interview might be

enough for applicants for lower level positions, while applicants for managerial jobs might

be interviewed by a number of people

Selection is different from Recruitment:

1.) Recruitment is the process of searching for prospective candidates and motivating them

to apply for job in the organization. Whereas, selection is a process of choosing most

suitable candidates out of those, who are interested and also qualified for job.

2.) In the recruitment process, vacancies available are finalized, publicity is given to them

and applications are collected from interested candidates. In the selection process,

available applications are scrutinized. Tests, interview and medical examination are

conducted in order to select most suitable candidates.

3.) In recruitment the purpose is to attract maximum numbers of suitable and interested

Candidates through applications. In selection process the purpose is that the best candidate

out of those qualified and interested in the appointment.

4.) Recruitment is prior to selection. It creates proper base for actual selection. Selection is

next to recruitment. It is out of candidates available/interested.

5.) Recruitment is the positive function in which interested candidates are encouraged to

submit application. Selection is a negative function in which unsuitable candidates are

eliminated and the best one is selected.

6.) Recruitment is the short process. In recruitment publicity is given to vacancies and

applications are collected from different sources Selection is a lengthy process. It involves

scrutiny of applications, giving tests, arranging interviews and medical examination.


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7.) In recruitment services of expert are not required whereas in selection, services of

expert are required.

8.) Recruitment is not costly. Expenditure is required mainly for advertising the posts.

Selection is a costly activity, as expenditure is needed for testing candidates and conduct

of interviews.

STEPS IN SELECTION PROCESS


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The following charts gives an idea about selection process :-

The following are the type of tests taken:-

ABILITY TEST: - Assistin determining how well are individual can perform tasks

related to the job. An excellent illustration of this is the typing tests given to a prospective

employer for secretarial job. Also called as ACHEIVEMENT TESTS. It is concerned

with what one has accomplished. When applicant claims to know something an

achievement test is taken to measure how well they know it. Trade Tests are the most

common type of achievement test given. Questions have been prepared and tested for

some trades as best worker, punch press operators, electricians and machinists.

APTITUDE TEST: Aptitude tests measure whether an individuals has the capacity

or latent ability to learn a given job if given adequate training. The use of aptitude test is

advisable when an applicant has had little or no experience along the line of the job

openning. Aptitudes tests help determine a persons potential to learn in a given area. An

example of such test is the general management aptitude tests ( GMAT) , which many

business students take prior to gaining admission to a graduate business school program

me.

Aptitude Test indicates the ability or fitness of an individual to engage .Successfully

in any number or specialized activities. They cover such areas clerical aptitude,

numerical aptitude, mechanical aptitude, motor co-ordination, finger dexterity and

manual dexterity. These tests help to detect positive negative points in a persons

sensory or intellectual ability . They forms attention on a particular type of talent such

as learning or reasoning in respect of a particular field of work.

Forms of Aptitude Test

Mental or intelligent Test : They measure the overall intellectual ability of a

person and enable to know whether the person has the mental ability to deal

with with certain problem. Mechanical Aptitude Test : They measure the ability of aperson to learn a

particular type of mechanical work .These tests helps to measure

specialized technical knowledge and problem solving abilities if the

candidate. They are useful in selection of mechanics , maintenance workers

etc.


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Psychomotor or Skills Tests: They are those which measure a persons

ability to do a specific job . Such tests are conducted in respect of semi-

skilled and repetitive jobs such as packing , testing and inspection.

Intelligence Test : This test helps to evaluate traits of intelligence .Mental ability,

presence of mind (alertness) , numeric ability , memory and such other aspects can be

measured .The intelligence is probably the most widely administered standardized test

in industry .It is taken taken to judge numerical , skills , reasoning, memory and such

other abilities.

Interest Test : This is conductedto find out likes and dislikes of candidates towards

Occupations, hobbies ,etc such test indicate which occupations are more in line a persons

interests.

Personality Test : the importance of personality to job success is undeniable.Often an

individual who possesses the intelligence, aptitude and experience for certain has failed

because of inability to get along with and motivate other people.It is conducted to judege

maturity , social or interpersonal skills, behavior under stress and strain , etc. This test is

very are much essential on case of selection of sales force , public relation staff, etc where

personality plays an important role. Personality test are similar to interst tests in that they

also involve a serious problem of obtaining an honest answer.

Projective Test : This test requires interpretation of problems or situations . For eg , a

photograph or a picture can be shown to the candidates and they are asked to give their

views and opinions about the picture.

General Knowledge Test : Now days G. K. tsts are very common to find general

awareness of the candidates in the field of sports, politics, world in the field of sports,

politics , world affairs , current affairs.


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Perception Test : At ties perception tests can be conducted to find out beliefs ,

attitudes and mental sharpness etc.

Graphology Test : it is designed to analyze the handwriting of individual. It has been

said that an individuals handwriting can suggest the degree of energy, inhibition and

spontaneity as well as disclose the idiosyncrasies and elements of balance and control. For

eg big letters and emphasis on capital letters indicate atendency towards domination and

competitiveness. A slant to the right , pressure and good legibility show leadership

potential.

Polygraph Test: Polygraph is a lie detector , which is designed to ensure accuracy of

the information given in the applications . Department store , banks , treasury offices and

jewellery shops that is those highly vulnerable to theft or swindling may find polygraph

tests useful.

Medical Test : It reveals physical fitness of a candidate . With the development of

technology , medical test have been diversified .Medical servicing helps measure and

monitors candidates physical resilence upon exposure to hazardous chemicals.


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CHAPTER: 5

RECRUITMENT & SELECTION PROCESS IN HCL INFOSYSTEMS

LTD.


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Steps of Recruitment

If a candidate passed in all these 3 rounds, offer is made to selected candidate and certain

formalities are completed by the candidate which include filling document like

declaration, application blank, pre interview form, background verification form. A date of

joining is given to the candidate on whom they have to bring all of their original

documents for verification. On the date of joining, verification of all the original

documents is done & submission of photocopies is carried out. After completing the

documentation formalities next stage by which candidate have to go through its medical

checkup. After joining formalities are completed a date of induction is given

to the candidate.

Sources of Recruitment in HCL Info systems

NO


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YES

NO

YES

NOYES

NO

YES

NO

YES

In HCL, the HR department gets the description of the vacancy either through the E-mail

or through the telephonic call. As soon as the HR receives the initial intimation of

vacancy, the HR sends the Manpower Requisition Form, which needs to be filled by the


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concerned person to explain the details about the position. This form gives the whole

description related to position such as job description, salary details, desired qualification,

experience etc.

HR Department finds the candidates according to the Job description provided in

Manpower Requisition Form. Through the various sources as follows:

E RECRUITMENT

CONSULTANTS

EMPLOYEE REFERRALS

INTERNAL JOB POSTING

INTERNAL ADVERTISEMENT

WALK IN

Then CVs short listing process starts by the HR Department. After this process, the short

listed candidates are contacted by:

Telephone call

Email Intimation

References.

They are given the date, time and venue for the interview and need to carry a hard copy of

the resumes.

1st Round- Initial Screening by HR

The 1st round of the interview is taken to judge the candidates personal back round, total


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experience; take home salary, knowledge about related field, Job profile etc. If the

interviewer founds that a candidate is suitable for the post then the candidate is send for

the next round.

Second Round- Technical

If the candidate is from operations then he has to give the technical round for checking his

technical qualification. If he clears the technical round then he will send for next round.

Third round- GM / HR Round

General Manager HR manager of the HCL takes GM/ HR round, which is the final and

deciding round for the candidate.

External Recruitment:

For the posts of technicians, engineers, floor managers etc, it looks out for external

sources, which include. Institutions: Like B Schools, colleges, Management Institutes, etc.

Websites: www.timesjob.com

www.naukri.com

CAMPUS:

Campus recruitment is so much sought after that each college; university department or

institute will have a placement officer to handle recruitment functions. However, it is often

an expensive process, even if recruiting process produces job offers and acceptances

eventually. A majority leaves the organization within the first five years of their

employment. Yet, it is a major source of recruitment for prestigious companies

HCL is the company of choice for campus recruitment programs in most major

engineering institutes such as IITs, RECs etc. and at premier management institutes such

as the IIMs.
http://www.naukri.com/http://www.naukri.com/


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Management Institutes:

Campus hiring at management institutes typically starts in December and continues

through March. We hire management graduates from all disciplines, with or without prior

work experience in software or other fields. All applications are pre-screened based on

academic credentials. Short-listed candidates are usually invited for an interview as part of

the selection process.

ADVERTISEMENTS:

It is a popular method of seeking recruits, as many recruiters prefer advertisements

because of their wide reach.

HCL advertises in:

NEWS PAPERS:

Times of India

The economic times

Indian express

Hindustan times

The financial express

Employment papers

MAGAZINES: Business world

Business Today

Business journals

IT magazines


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Computer and technical journals

WEB:

www.hcl.com

www.timesjob.com

www.naukri.com

Advertisements contain proper information like the job content, working conditions,

location of job, compensation including fringe benefits, job specifications, growth aspects,

etc. The advertisement sells the idea that the company and job are perfect for the

candidate.
http://www.hcl.com/http://www.timesjob.com/http://www.naukri.com/http://www.hcl.com/http://www.timesjob.com/http://www.naukri.com/


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CHAPTER: 6

RESEARCH METHODOLGY


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Research:

The study of research method provides us with the knowledge and skills needed to solve

the problem and meet the challenges of the fact-based decision. Marketing environment

we define as Business Research as a systematic enquiry whose objective is to provide

information to solve managerial problem. Business Research produces information to

reduce uncertainty. It helps focus decision-making. In a number of situations business

researchers know exactly what their business problems are and design studies to test

specific hypothesis. Because of the variety of research activity, it will be helpful to

categorize the type of business research. Business research can be classified on the basis

of either technique or function. Methodology is an essential aspect of any project or

research. It enables researchers look at the problem in a systemic, meaningful and orderly

way. Methodology comprises the source of data, selection of data, various designs and

techniques used for analyzing the data.

Research Design:

A research design is a master plan specifying the methods and procedures for collecting

and analyzing the needed information. It is a framework or blueprint that plans the actionfor the research project. The objectives of the study determined during the early stages of

the research are included in the design to ensure that the information collected is

appropriate for solving the problem. The research investigator must also specify the

sources of information, the research method or technique, the sample methodology, and

the schedule and cost of the research.

Type Of Research


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Descriptive Research:

Descriptive study is a fact-finding investigation with adequate interpretation. It is the

simplest type of research. It is more specific than an explanatory study, as it has focus on

particular aspect of the problem studied. It is designed to get descriptive information and

provide information for formulating more sophisticated studies. Using one or more

appropriate method, observation and questionnaire collects data. The major purpose of

descriptive research, as the term implies, is to describe characteristics of a population or

phenomenon. Descriptive research often helps segment and target markets. Accuracy is of

paramount importance in descriptive research; still errors cannot be completely

eliminated. Descriptive studies are based on some previous understandings of the nature of

the research problem.

Sample Design:

Sample Unit

The sampling unit for project is employees at HCL INFOSYSTEM, NOIDA

Sample Size:

Sample size is 50, which includes the member of Human Resources, Recruitment as well

as selection panel. The sampling size includes male and female of a company at different

age group and different hierarchy level. The sampling size was restricted to 50 because of

the member constrain. Here, convenient sampling technique has been adopted for

collecting the primary data.

SAMPLING TECHNIQUE:


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CONVENIENCE SAMPLING: It attempts to obtain a sample of convenient

elements. The selection of sampling units is left primarily to the interviewer. Often,

respondents are selected because they happen to be in the right place at the right time.Convenience sampling is the least expensive and least time consuming.

Data Collection

I. Sources

Primary Data-

Primary data is the first hand information that the researcher collects. It helps in

Collecting useful and most accurate information that is needed for the researcher to do

his work. The primary data are collected through survey method. Survey method is

undertaken to find the selection procedure. A survey was conducted among the member of

HCL Info system HR department of NOIDA (SECTOR 11) by the aid of well-structured

questionnaire. The population for the study consists of people who are the member of

recruitment panel of HCL Info system.

Secondary Data-

Secondary Data, or historical data, are data previously collected and assembled for some

project other than the one at hand. This data can be found inside the company, on the

Internet, in the library, or they can be purchased from firms that specialize in providing

information, such as economic forecasts, that is useful to organization. Secondary data can

almost always be gathered faster and more inexpensively than primary data.

Secondary Data: secondary data was collected from the following sources:

a. Websites


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b. Newspapers

c. Project Materials

d. Books.

Statistical Tools :-

For analyzing the data, statistical tables and percentage were used.

LIMITATIONS

The study was restricted to only those people, which are related to Human

Resources of HCL Info system.

The study was confined within only HCL Info system.

The sample size was limited so the results obtained from the study may not be

generalized for all the Human Resources Department.

The time period of the study was not sufficient to measure effectiveness of

Recruitment and Selection procedure.

Many of the respondents may not have given the correct information due to

personal bias


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CHAPTER: 7

DATA ANALYSIS AND INTERPRETATION


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Ques: 1 The job requirements (e.g.: specific tasks, activities) in your

organization are clearly defined.

Highly Agree 30

Agree 12

Neither Agree nor Disagree 5

Disagree 2

Strongly Disagree 1

Analysis : Employees in the organization highly agree that the job requirements are

clearly defined.

Ques: 2 The applicant requirements (e.g.: knowledge, skills and

Abilities) are clearly spell out

Highly Agree 14

Agree 23


Disagree 2


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Strongly Disagree 1

Analysis: The data represents that maximum of the employees in the organization

agree that KSA are clearly spell out.

Ques:3 My organization provides accurate and up-to-date Job

description to the applicants prior to the interview.

Highly Agree 19

Agree 20


Disagree 4

Strongly Disagree 2

Analysis: The data represents that the employees agrees that the organization provides

accurate and up-to-date job description to the applicants prior to the interview.


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Ques: 4 My organization makes the candidate fill the detail

sheet accurately.

Highly Agree 23

Agree 13


Disagree 6

Strongly Disagree 1

Analysis: The data represents that the employees highly agrees, that the candidates

are made to fill the form Correctly.

Ques: 5 Job descriptions contain realistic details

Highly Agree 15

Agree 14


Disagree 7

Strongly Disagree 3

Analysis: The data represents that the employees agree on the statement that JDs are

Realistic


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Ques : 6 In my organization recruitment strategies are well

defined to the recruitment panel.

Highly Agree 5

Agree 25


Disagree 3

Strongly Disagree 0

Analysis: The data represents that the recruitment panel agrees, that they are well

known about the recruitment strategies,.


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Ques:7 The recruitment panel furnishes candidates with

realistic and accurate information .

Highly Agree 9

Agree 18


Disagree 5

Strongly Disagree 1

Analysis: The employees in the organization agree that the candidates get anaccurate and real information from the recruitment panel .

Ques 8 The screening procedure is firm and fair

Highly Agree 14Agree 20


Disagree 3

Strongly Disagree 3


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Analysis: The graph represents that the employees agree that the screening procedureis firm and fair.

Ques: 9 The curriculum vitae of the applicants are properly

reviewed.

Highly Agree 15

Agree 21


Disagree 3

Strongly Disagree 5


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Analysis : The data represents that the maximum employees agree that the CVs areproperly reviewed.

Ques: 10 Interviewer follows structured interview format.Highly Agree 9

Agree 21


Disagree 5

Strongly Disagree 6

Analysis: The data represents that the employees agree that the interviewer followsstructured format for interviewing.

Ques 11 Same set of questions are asked to the concerned

candidates.

Highly Agree 10

Agree 18

Neither Agree nor Disagree 11Disagree 8

Strongly Disagree 3


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Analysis : The data represents that the maximum of the employees agrees that he sameset of questions are asked to all the concerned candidates.

Ques: 12 The assessment criteria related to the job are

accurate.Highly Agree 10

Agree 20


Disagree 8

Strongly Disagree 5

Analysis : The employees agree that the assessment criteria is accurate.


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Ques: 13 The candidates are given their feedback firmly.Highly Agree 12

Agree 18


Disagree 6

Strongly Disagree 2

Analysis: The employees agrees that the feedback given to the candidate is very

.firm.

Ques : 14 The front line workers or team workers are included

in the recruitment panel.

Highly Agree 13

Agree 15


Disagree 4

Strongly Disagree 5


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Analysis : The data represents that the team workers are included in the recruitment

spanel.

CHAPTER: 8


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Conclusion

The human element of organization is the most crucial asset of an organization. Taking a

Closer perspective -it is the very quality of this asset that sets an organization apart from

the others, the very element that brings the organizations vision into fruition.

Thus, one can grasp the strategic implications that the manpower of an organization has in

shaping the fortunes of an organization. This is where the complementary roles of

Recruitment and Selection come in. The role of these aspects in the contemporary

organization is a subject on which the experts have pondered, deliberated and studied,

considering the vital role that they obviously play. The essence of recruitment can be

summed up as the philosophy of attracting as many applicants as possible for given jobs.

The face value of this definition is what guided recruitment activities in the past. Thesesdays, however, the emphasis is on aligning the organizations objectives with that of the

individuals. By making this a priority, an organization safeguards its interests and

standing. After all, a satisfied workforce is a stable workforce, which also ensures that an

organization has credible and reliable performance.

The end result of the recruitment process is essentially a pool of applicants. The research

has given the result that the employees in the organization have a full knowledge about

the recruitment and selection procedure and therefore we can say that the recruitment and

selection procedure is effective at HCL INFO SYSTEMS. In the end, this project

endeavors to present a comprehensive picture of Recruitment and Selection and hopes to

enable the reader to appreciate the various intricacies involved.


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CHAPTER:9


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Findings

Here are some conclusions drawn from the graphical presentation.

Most of the employees are satisfied with the recruitment and selection process

initiated by the company.

Most of the employees are satisfied with the Induction process they receive in the

company.

Most of the employees think that their training needs are well aligned with their

Job profile. Employees feel that the Induction programs are carefully designed and

appropriately match with the expectation of the new joinee.

Employees are happy with the Recruitment evaluation rounds adopted by the

company.

Still some employees feel that the time taken to complete the interview process is

more and should be reduced.


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CHAPTER: 10


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RECOMMENDATIONS AND SUGGESTIONS

Although employees at HCL, Ltd are quite satisfied with the recruitment and selection

process held at the company but according to the project, the company should work in the

following areas for making their Recruitment and Selection more effective.

HCL Info systems Ltd. should recruit more technical and qualified candidates for

their required job.

More emphasis should be laid on the practical aspects of recruitment and

selection.

Recruitment and selection process should be fair without any personal biases.

Employee reference scheme can be effectively used as a means in recruitment and

selection.

Psychometric test and competency mapping can be effectively used.

Needs of the employer:

To get maximum returns from each employees, recover training & development costs,minimize cost in terms of time in training new workforce ensure that adequate number of

people are there to carry on the process (proper manpower planning)

Needs of the employee:


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Enriched job profile, better carrier path, challenging work environment, future prospects

of the job.

BIBLOGRAPHY

WEB RESOURCES

www.hclinfosystem.com

www.hclinfinet.in

www.hcl.in/history-milestones.asp

www.hcl.in/about-hcl.asp

www.hclinfosystems.in/lan_company_page.htm

www.hclinfosystems.in/lan_product_page.htm

www.articlesnatch.com

www.academon.com/essay-the-Recuritment-Process/4454

BOOKS

ASHWATHAPPA. Human Resources Management

Jyothi, P & D.N Venkatsh. (2006) .HRM .New Delhi: Oxford University press
http://www.hclinfosystem.com/http://www.hclinfinet.in/http://www.hcl.in/history-milestones.asphttp://www.hcl.in/about-hcl.asphttp://www.hclinfosystems.in/lan_company_page.htmhttp://www.hclinfosystems.in/lan_product_page.htmhttp://www.articlesnatch.com/http://www.hclinfosystem.com/http://www.hclinfinet.in/http://www.hcl.in/history-milestones.asphttp://www.hcl.in/about-hcl.asphttp://www.hclinfosystems.in/lan_company_page.htmhttp://www.hclinfosystems.in/lan_product_page.htmhttp://www.articlesnatch.com/


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ANNEXURE

Questionnaire

Dear respondents,

The following questionnaire asks about recruitment process followed in the organization.

I would request you to kindly spare a few minutes to fill up this questionnaire. The

information furnished shall be used for academic purpose only.

Designation_____________________________________________________

Please furnish the following Information

Age Group: 20-25____ 25-30____ 30-35___ 35-40____ 40 and above. ____

Gender: M ____ F _____

a) Are you aware about the recruitment system of your organization? If yes then go to (b)

Yes ____ NO___.

b) Please tick the following statement as per the scale of rating given below


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1= Highly Agree, 2= Agree, 3 = Neither Agree nor Disagree, 4 = Disagree 5 = Highly

Disagree

SL

NO

:

Statements 1 2 3 4 5

1 The job requirements (e.g.: specific tasks,

Activities) in your organization are clearly

defined.2 The applicant requirements (e.g.: knowledge,

skills and Abilities) are clearly spell out.

3 My organization provides accurate and up-to-date

Job description to the applicants prior to the

interview.4 My organization makes the candidate fill the

detail Sheet accurately.

5 Job description contains realistic details

6 In my organization recruitment strategies are well

defined to the recruitment panel

7 The recruitment panel furnishes candidates with

realistic and accurate information

8 The screening procedure is firm and fair.

9 The curriculum vitae of the applicants are

properly reviewed.

10 Interviewer follows structured interview format

11 Same set of questions is asked to the concerned

candidates

12 The assessment criteria related to the job is

accurate


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13 The candidates are given their feedback firmly

14 The front line workers or team workers are

included in the recruitment panel.

15 The execution of reference check is done by the

HR department


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WORK IN H.C.L

During my summer training, as I have been placed in Recruitment cell so the things or

work that

I have done or learned:

Sourcing the Portals

Searching the candidates according to the job requirements

How to talk with candidates at phone

While communicating we ask about their CTC, little about their educational

background & check their communication skills

Also checking the interest area of candidate

Certain job profiles on which I have done work are as follows:

POP Customer Engineer

VPN Support. (3rdparty payroll)

Procurement team leader (Commercial Department)

Billing Department (senior executive)

Commercial OJT.


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recruitmant and selection of hcl infosystem

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