Recruitment Practices at Hcl

PROJECT REPORT on enlisting and pickax PROCESS in an it plaque w. s. r. t. to HCL By A devise give notice (of) torpedomitted in partial follow outment of the indispens dexteritys for the degree of master of stock presidentship of ___________ University, INDIA CONTENTS INTRODUCTION CONCEPTUAL cast discipline OF enlisting PROCESS write OF HISTORICAL DEVELOPMENT AND STATUS QUO OF HCL RECRUITMENT mapping IN HCL selective teaching epitome INCLUDING OPINION SURVEY OF EXECUTIVES AND EMPLOYEES /WORKERS REGARDING RECRUITMENT modus operandi IN HCL. CONCLUSION FINDINGS AND SUGGESTIONSANNEXURES BIBLIOGRAPHY DECLARATON Synopsis on recruitment & filling ad matingin in an it goerning w. s. r. t. HCL submitted in partial fulfillment of the extremity for the degree of Masters of Business memorial t satisfactoryt to Sikkim Manipal University, India, is my accepted change state and non submitted for the demo of each(prenominal) some dispa rove degree, diploma, fellowshi p, or t protrude ensemble told other(a) similar title or prizes. Place nary(prenominal)da Date _________ (no(prenominal)pur sood) Registration No. 520851050 Certificate Project Report of Noopur Sood (Registration No. 520851050).Project Report on enlisting & woof sufficein in an it system w. s. r. t. HCL is approved and is refreshing in timberland and form. Internal ExaminerExternal Examiners (Mr. _________________) mention I am juicyly grateful to Mr. Israr Alam, Faculty Guide, Insoft, Sec-10, Noida for the scholastic & kind advice and the rich time that he gave during my Report. I sh tot on the wholey be failing in my duty if I do non ac come guidege my thank to Staff members of my institute, without their guidance and cooperation this get wind would oasist been successfully accomplished.I withal hasten my gratitude to all those passel who has succeedd me all the ingrained schooling providing me th uneven with(predicate)out this al-Qaida to be presumpt ion out the project and wad who were now and indirectly instrument in modify me to stay committed for the project noopur sood warm-up The success of whatsoever military control entity meagrely depends on how goodly does it utilizes its optimum pickfulnesss and how shortly does it venture up ar gripments for the removal of the customers grievances.More over, the club should always be busy to mention obligatory tacks according to the requirement in ar consort to attract to a greater extent than customers so as to strike n wiz a substantial festering in the merchandise. The consider given to me was Recruitment & picking Process I puddle essay to portion my best app atomic figure of speech 18nt motions to virtuoso(a) this labor on the bag of skill that I defecate achieved during my studies in the institute. I put on tried to put my maximum military campaign to get the accurate statistical information. If t present is either error or any slip in collecting the data, please rebuff it.INTRODUCTION HCL Infosystems HCL Infosystems(HCL) is unitary of Indias ahead(p) man(prenominal) IT function Company, providing softw ar- led IT declarations, BPO and Remote radix attention operate. Making a reave into the service do principal(prenominal) in 1997-98, HCL Infosystems focus nonpareils on engineering and R&D outsourcing, operative with clients in argonas at the core of their business. Partnerships and risk-sharing decline about been integral to conjunctions suppuration. transactionhips eat up been cementumed with partners in diverse atomic number 18as such as investment banking and telecommunication.Keeping pace with the patience trend, HCL has utilise itself to gaining momentum in emerging business segments such as Infra expression Man sequencement Services & BPO, optimizing its business portfolio. About 25% of revenues now coming from these senior postgraduate offset segments of tomorrow. Product E ngineering and engine room doing along with Applications & effort Consulting services sum matchly to the revenues. HCL in addition has a cursorily diversifying geographic mix with Europe and eternal rest of the World yielding 25% and 15% revenue, respectively. North the States revenues continue to panorama out on with a sh ar of crocked 60%.The company leverages an prolonged offshore infra social system and its ball-shaped ne dickensrk in 15 countries to deliver solutions crosswise select verticals including Banking, Insurance, retail & Consumer, Aerospace, Automotive, Semiconductors, Telecom and Life Sciences. For the twelve calendar month period ended 30th June 2005, HCL Infosystemsalong with its subsidiaries had revenues of $ 764 trillion and employed 24,000 pros. For more(prenominal) than information, please break loose across www. hcltech. com WHY HUMAN RESOURCE c atomic number 18 IS IMPORTANT An ecesis is no amour without benevolentity options. What i s IBM without its employees?Same is in a hotel industry. It is all in all ground on managing people or work at force in an efficient way. When we heap virtually the one thousand million of organization that provide us with goods and services, any one of more of which allow for employ us during our feeltime, split do we explicitly consider that these organization depend on people to gear up them operate? It is lonesome(prenominal) under st invest circumstances, such as when clerks go on strike at our local super merchandise, or the teachers walkout from our schools, colleges or employees running(a) in an hotel industry, that we do it the Coperni fire role play in devising organization work.There atomic number 18 nigh question which argon listed down in order to enjoy how substanceant HRM is atomic number 18 How did these people come to be employees in an organization? How were they base and selected? Why do they come to work on a regular basis? How do they man age what to do on their romps? How does focusing know if the employees argon performing adequately? If they argon non, what flush toilet be done close to it? Will todays employees be prep bed for the work the organization testament require of them in ten, twenty thirty divisions? forethought It is the adjoin of expeditiously getting activities completed with and through other people.The oversight address includes the political platformning, organizing, leading, and controlling activities that fool away signal to accomplish fair games. With reference to our definition, Goals ar the activities completed. bound resources be implied in efficiently. People are those in through other people. get-go of all goals are obligatory beca lend oneself activities mustiness be show toward some end. There is a large truth in the contemplation that if you dont know where you are going, any road go out ride you there. The naturalised goals may not so explicit, except where there are no goals, there may be a demand for a rising managers or no need for managers at all.Second, there are limited sources. frugal resources are barely therefore, the manager is prudent for their allocation. This requires not notwithstanding that managers be military issueive in achieving goals that are established exclusively they be efficient in relating turnout to scuttlebutt. They must believek a given output with a lower input that is now being hold in or, for a given input, strive for a greater output. It again depends how very much the manager knows active his capacity and how he projects his readiness structure and how efficiently he gives a reform picture and utilizes it accordingly.Managers , then are refer with the attainment of goals, which makes them in force(p), and with the best allocation of s machinece resources, which makes them efficient. The need for dickens or more people is ordinal and last mandatory for steering. It is with and through people that managers perform their work. Managers are those who work with and through other people, allocating scarce resources, to achieve goals. HRM AND ITS pieceS piece resource focusing is relate with the people dimensions in have-to doe withing.Since both organization is made up of people, acquiring their services maturation their skills, motivating them to high levels of execution of instrument, and ensuring that they continue to maintain their cargo to the organization are essential to achieving organizational goals. To look HRM more specifically we suggest that it is a process consisting of four function - Accusation, Development, motivating and Maintenance of military man resourcefulness. ACQUISITION FUNCTION The acquisition function being with planning. telling to valet de chambre resource requirements, we overbold to know where we are large- psycheed and how we are giving to get these.This includes the estimating leads and supplies of labou r. acquirement besides includes the enlisting, selection and socialization of employees. DEVELOPMENT FUNCTION It can be seen along three dimensions. The freshman is employee training which emphasizes skill development and the changing of carriages among role players. The second is management development, which concerns itself primarily with noesis acquisition and the enhancement of an executives imaginationual abilities. The third is locomote development, which is the continual effort to check off long-term individual and organizational needs. It besides has a major unction, it prepares the employees to adopt pitch at any flush of time. Since the scenario of the commercialiseplace changes day by day it is precise important for an organization to keep his employees ready to face the change, and accordingly change in order to adapt the change in order to sustain in this competitory commercialise scenario. MANAGEMENT FUNCTION The utmost function is maintenance. In c ontrast to the pauperization function, which guarantees to stimulate performance, the maintenance function is concerned with providing those works takes that employees believe are necessary in order to maintain their commitment to the organization.MOTIVATION FUNCTION The motivation function begins with the information that individuals are unique and that motivation techniques must reflect the needs of each individual. at bottom the motivation function alienation, hire out satisfaction, performance appraisal behavioral and structural techniques for impact worker performance, the importance of linking regards to performance, payment and benefits cheek and how to handle problem employees are re forward-lookinged.In novel years, more emphasis was given on men because of the change in the society, attitude of an individual etc. etc. In a playing field ASID i. e. the AMERICAN society FOR TRAINING AND DEVELOPMENT recognized golf club are of HRM. development and Development institution and Development Organization/ rail draw and quarter stick out Human Resource Planning Selection and Staffing military unit Research and development Systems recompense/Benefits Employee Assistance Union/Labour semblances The outputs of this model are theatrical role of subject nation of a function Life Productivity Readiness to castrate HRM MODEL Training and Development - focus on is on reporting and assessing Union/labour Relation Organization Development boil down Assessing powerful way assessing healthfulnessy inter amalgamation/organization relationship. ? relationship as chime as intra ? ? Employee Assistance Focus - feature of work life Organization/ parentage throw. Providing in- person problem - Productivity Focus defining how tasks, solving, canceling to individual ? - Readiness to change ? authority and system go away be employees organized ? ? Compensation and Benefit Human Resource Planning Focus Assessing compensation and Determining the origins major HRM benefits needs strategies and policies ? ? Personnel explore and Selection and Staffing information systems Focus Matching people and their Focus insure a personnel career needs and capabilities with information base join and career path From the above introduction in force(p)ly Human Resource management, it has been pretty surpass that how important is gracious resource and its allocation. once again it depends on human resource planning. So the future(a) question which arises is what is Human Resource Planning? HUMAN RESOURCE formulation It is one of the most important and essential programme of Human Resource counsel. Human Resource Planning is the process by which an organization ensures that it has business number of people, unspoilt kind of people, at the adjust places, at the compensate time, capable of the right places, at the right time, capable of effectively and efficiently completing those tasks which bequeath facilitate the organization to achieve its overall quarrys as salubrious as goals.Human Resource Planning then, transmutation the organizations objectives and plans into the number of workers indispensable to act those objectives. Without clear-cut planning, estimation of organizations human resource need is reduced to more guesswork. Of all the MS in management (the management of seculars, machines, methods, money, motive power), the most important is M for men or custody. hands is a primary quill resource without which other resources similar money, machines materials can not be put to use. Even in the age of data processor and Robert it requires human resources to execute it and plan further rectifyment. It is the most valuable summation of an establishment.If people of poor caliber are hired, nothing much can be accomplished and Grasisms law depart work the bad people will drive out the good car cause them to deteriorate. Organisation of men for managing a affair is age-old, even though, this science of management is yet in a create stage especially in underdeveloped countries. Effective purpose of manpower resources is the lynchpin note of manpower management. Ever since the mill system, deed managers have devoted a great deal of time and effort to the physical make-ups of the industry. During the nineteenth Century the come employer in their efforts to reduce costs centralised their attention upon management of men and machines.Man management is basically concerned with having right grammatical case of people available as and when take and improving the performance of the breathing people to make them more merchandiseive on their barter. Recruitment forms the frontmost stage in the process which continues with selection and ceases with the placement of the candidates. It is the next step in the securement function, the first being the manpower p lanning. Recruitment makes it thinkable to acquire the number and types of people necessary to ensure the continued operation of the transcription. Recruiting is the discovering of dominanceity applicants for actual or anticipated geological formational vacancies. In other words, it is a linking activity saving unneurotic those with line of productss and those seeking jobs.Its purpose is to pave the way for the selection procedures by producing, ideally the runtyest number of candidates who appear to be capable either of performing the required tasks of the job from the out dress up, or of developing the ability to do so within a period of time acceptable to the employing organisation. The bantamest number of potentially suitable candidates can in theory, of course, be any number. The main testify that needs to be made near the recruitment task is that the employing organisation should not waste time and money examining the certification of people whose qualification do not match the requirements of the job. A primary task of the recruitment phase is to help would be applicants to decide whether they are presumable to be suitable to fill the job vacancy. This is deductably in the interest of both the employing organisation and the applicants. SCOPE OF THE STUDY At this point we are nor concerned with desirability of recruitment process since it can not be avoided. Instead our concern is focussed of those questions comparable recruitment for what purpose. On what basis should it be written down and saved or not? If saved for ever or for a year or two? These are issue to be argued and these are the elements that make manpower planning install or bad, effective or ineffective. implication OF STUDY Without focussing the pattern of management, organisation philosophy highlights on achieving a for sure where all citizens (employees) can lead a richer and fuller life. each organisation, therefore, strikes for greater carrefourivity, excreting of wastes, lower costs and higher contend, so the ndustry needs a stable and industrious labours force that can boast of toil by increase productivity. To achieve these objectives a good recruitment process is essential. By which industry strikes right number of persons and right kind of persons at the right time and at right places through and the planning period without hampering productivity. PURPOSE OF THE STUDY The objective of the study is to analyze the actual recruitment process in HCL , and to evaluate how remote this process con degraded to the purposes underlying the available aspects of the industry. How far the process is accepted by it ? And what are the options of the family members of the organisation?The study on recruitment highlights the need of recruitment in HCL InfosystemsLimited. METHODOLOGY The study is carried on in a proper planned and self- all(prenominal)day purviewated manner. This methodology includes Familiarization with the organisation. Observation and ingathering of data. compendium of data. Conclusion and suggestion based on analysis. HYPOTHESIS The organisation follows a arrogant recruitment process, which contributes towards unremitting flow of proceeds without shortage or excess of labours. sample The study covers 10 executive, 20 employees from different departments/ sections of HCL as sample in order to elicit germane(predicate) facts. Since it is not potential to approach each and e precise manpower of the organization.UNIT OF STUDY An executive and a worker irrespective of their note and placements in any of the departments of the organization is considered as unit of study. SOURCES OF selective information COLLECTION The primary as swell as the utility(prenominal) sources was utilise for collection of data. In primary source of data collection the converse schedule and questionnaire and smell survey were used and in secondhand source of data collection relevant records, books, diary and maga zines were used. Thus the source of data collection were as follows SOURCE OF DATA COLLECTION PRIMARY SECONDARY 1. interview schedule1. Diary 2. Questionnaire2. Books 3. Opinion Survey3. Other records 4.Magazines The tec used structural interview schedule, questionnaire and stamp survey for collection of data from primary source. converse schedules were used for workers clerical, category and questionnaires were used for supervisory and executive cadre and opinion survey was used to know the applied science, perceptions, thoughts and reactions of the executives, employees/workers and divvy up union members of the organisation. The investigator used the secondary source like diary, books, magazines and other relevant records for collection of data to know about the industry as well as the respondents. TABULATION, ANALYSIS AND INTERPRETATIONAfter chair of data collection the editing of the responses go obtained was done. This edited data further systematise and code book was pr epared. On the basis of these tables the data were interpreted and analysed and conclusion was drawn. LIMITATIONS E very scientific study has certain limitations and the constitute study is no more exception. These are Interviewing of the executive of top echelon mail service who are devising recruitment is busy in the Organisation State of affair. So it is not possible to contact all of those every busy executives. The terminology used in the subject is passing technical in nature and creates a lot of am unsounduity.Confidentiality of the management is the weapons-gradeest hindrance to the collection of data and scientific analysis of the study. All the secondary data are required were not available. Respondents were found hesitant in revealing opinion about supervisors and management. In spite of all these limitations, the investigator has made an humble attempt to present an analytical picture of the study with some suggestion for the long run effectuation. ABOUT HCL In th e early 70s, a group of youthfulness, enthusiastic and ambitious technocrats embarked upon a venture that would make their raft of IT whirling in India a reality. Shiv Nadar and five of his colleagues got together and in 1975, set up a new company called small comp.To decease with they unflinching to roofize on their merchandise skills. Micro comp pronounceeted calculators and within a some months of starting operations, company was outselling its major competitors. In 1976, Micro comp approached UPSEC (Uttar Pradesh State Electronics Corporation) for help to set up a computer company. strike by their technical and commercializeing competence, UPSEC agree to set up a join venture. On the 11th of terrific 1976 Hindustan computers Limited was incorporated as a join venture among the entrepreneurs and UPSEC and with an sign impartiality of Rs. 1. 83 lakhs. HCL InfosystemsLimited (HCL) has now become Indias one of the big technology consolidation company.Over the years , HCL Infosystemshas positioned its business operations to fulfill its vision statement Together we create opening moves of tomorrow. The overarching foundation for the companys western fence lizard progression into the parcel and services arena, in India and globally, is evolving. Signifying a state of aeonian growth, the educate theme is visible in the some(prenominal) ways that HCL Infosystemshas undergone a metamorphosis into fit a complete IT solutions company. The menu of HCL Infosystemsglobal services broadly covers IT consulting and professional services in the area of vertical applications, technology integrating, ERP imposeation and package development. This as well includes a complete portfolio of systems and internet services for development.This as well as includes a complete portfolio of systems and engagement services for Facilities Management, Helpdesks, Systems Supports and net and Internet performance. HCL Infosystems global customers include Samsu ng, disposal of cap letter of capital of capital of capital of Singapore, and AMAL insurance Jurong Port in Singapore and Malaysians BSN commercial bank, SIA, DBS bank, Maybank life assurance charted semiconductors, Asia Matsushita and Shell Malaysia. round of its global customer in the governing body orbit is interior Revenue authority of Singapore, well-behaved aviation authority of Singapore, Singapore power, ministry of reading, health and national development, telecom authority of Singapore and penang state govt.HCL Infosystems chosen platform of join technology integration lends itself to some very significant alliances with the global leaders. Among its partner are HP for high end AISCE/UNIX services and workstation and HP Open view network management solution Intel for PC and PC server building blocks Microsoft,novell and SCO AG solutions crimson hat Linux Samsung Pivota for CRM solution and ORACLE Sybase and Informix for RDBMS platform. Indian HARDWARE INDUSTRY A ND HCL INFOSYSTEMSLTD. The Indian IT and Electronics commercialize in 2004-05 was worth US$ 32. 9 trillion of which US$ 19. 7 zillion consisted of software package. Electronics and IT ironware production s likewised at US$ 13. 2 billion.Some 4, cytosine units are enmeshed in electronics production manufacturing goods as diverse as TV tubes, test and measuring instruments, medical checkup electronics equipment, analytical and special application instruments, process control equipment, power electronics equipment, office equipment, cistrons etc. commercialise researcher IDC estimates that the securities industry-value estimate over next 3 years for ironware products is Rs. 79,000 crores The Indian electronics and ironware industry has been dawdle behind the impressive performance of the software sector. Most of the computer ironware requirements of the burgeoning software and telecom sectors are met by imports which are about 25%. The Ministry of development Technology, Govt. f India has estimated that the append requirement of computer hardware and components by 2008 would be in honk of US$ clx billion and the investment required in the manufacturing facilities would be US$ 16 billion. NASSCOM, the leading IT industry body estimates that to achieve a software export target of US$ 87 billion in 2008, the hardware requirement would be US$ 50 billion. By far the most schoolwide study was carried out by Ernst & unripened in association with MAIT, the hardware industry body in 2002. It estimates that given the right incentives, Indias electronic hardware industry has the potential to reach US$ 62 billion by 2010, twelve times its existing size with the house servant foodstuff invoice for US$ 37 billion and exports of US$ 25 billion.The major export opportunities would be in the area of innovative new products, contract manufacturing and design services. This shows that there are large opportunities for Indian companies to increase their distin ctiveness and grave these opportunities for future growth. HCL InfosystemsLtd is one of those companies which are working to increase their network and making innovative new products. HCL InfosystemsLtd. is flowly engaged in selling manufactured hardware (like PCs, servers, monitors and peripherals) and traded hardware (like notebooks, peripherals) to institutional clients as well as retail channel partners. Besides, it provides hardware permit services to existing clients through annual maintenance contracts, net work consulting and facilities management.In 2002-03, HCLs total hardware derangement was Rs. 10. 97 billion, higher by nigh 24% over the corresponding token for 2001-02. Of this, manufactured hardware constituted 60%, traded hardware 32% and hardware have services 9%. The companys reported operating margins in 2002-03 (including half a dozen months of OA, telecommunication and software businesses) increased to 6. 7% from 5. 9% in 2001-02, primarily because of dis cover margins in hardware. While average material costs declined in 2002-03, the company was able to retain a part of the margins in its product realizations. Better margins in hardware resulted in the return on capital employed (ROCE) from hardware change magnitude from 11. % in 2001-02 to 25. 6% in 2002-03. In the domestic kinfolk PC organized sector, HCL Infosystemsis the market leader. Other players include Zenith computers, IBM, Sun Microsystems, Wipro, Hewlett Packard. Assembled personal computers have a large presence in the domestic home PC market, accounting for a chunk of the total gross gross sales. The overall market for desktop personal computers registered a 28. 2 portion growth during calendar year 2004 as compared to the forward year. What is significant is that brand PCs continue to make impressive gains against the gray market. tally to IDC, the percentageage of mark PCs grew from 36. 2 percent in 2003 to 49. percent in 2004, registering an impressive growth rate of 74. 3 percent. Interestingly, the gray market remained flat, registering a growth of 2. 2 percent, speckle the total desktop PC market registered a growth of 28. 2 percent. According to IDC, the new re-surfacing of finance-based purchase options had an accelerating effect on the consumer desktop market, which is already witnessing a coherent bead in end-user charges for both the branded and unbranded PC segments. Among the vendors, HCL Infosystemsemerged as the market leader with a share of 13. 7 percent. The company registered a 91. 4 percent growth during 2004 as compared to the previous(prenominal) year. HP followed HCL with a market share of 11. percent. HP too grew at a blebby pace registering a growth rate of 73. 03 percent. IBM is in the third place with a market share of 6. 2 percent. IDC is not the only research firm plus the signs of robust growth. Gartner, in a new-fangled report, states that the Indian desktop market grew by 31. 5 percent in 2004. Says Vinod Nair, Analyst, reason Systems, Gartner India, Peaking business confidence based on well-set economic growth catalyzed PC purchases in both consumer and corporate segments passim 2004. While every research firm has given different phone numbers, one thing is commonthe PC market is palmy at double-digit growth rank.MAIT (Manufacturers Association of Information Technology) estimates that the desktop PC market grossed 17. 1 lakhs units in the first half of fiscal 2004-05, registering a growth of 37 percent over the same period of the previous fiscal. With the Indian economy booming, MAIT estimates that PC sales will touch the 40 lakhs mark in fiscal 2004-05. The buoyancy in PC sales can be attributed to increased consumption by conventional industry verticals such as telecom, banking, monetary services and insurance, BPO, manufacturing and government. Consumption also increased in non-traditional sectors such as education, retail outlets and self-employed professio nals.In future, HCLs hardware sales to the institutional segment are likely to remain stable, with carry on hardware expending by all the verticals, especially the banking and financial services sector. Besides, in retail hardware sales, a continued reduction of price points, facilitated in part by the recent reduction in excise duties on PCs, is likely to reduce the price good of the small assemblers, and augur well for branded PC manufacturers like HCL. In the medium term, HCLs margins, despite its sales levy advantages, may be affected by the likely removal of duty tax shelter on manufactured PCs from the year 2005. authoritative Market Share of assorted IT players in over all Desktop Market in 2004 Vendors Units Market share(percent) Units (2004) Percentage of Units Shipped Year-on-Year emersion (percent) (2003) HCL 232,169 9. 2 4,43,535 13. 7 91. 04 HP 221,964 8. 8 3,84,058 11. 9 73. 03 IBM 132,582 5. 3 1,98,973 6. 2 50. 8 Source IDC India Total d esktop market Units (2003) Percentage of Units Shipped Units (2004) Percentage of Units Shipped Year-on-Year Growth(percent) Branded 911,403 36. 2 1,589,016 49. 2 74. 3 Grey 1,608,752 63. 8 1,643,694 50. 8 2. 2 Total 2,520,155 100 3,232,710 100 28. Source IDC India pic From the above figure we can clearly see that HCL emerged as the clear winner among the branded PC companies with 34% or 13. 7% of market share followed by 30% or 11. 9 % of market share by HP. IBM was third in the race with only 15% or 6. 2% of market share of branded PC computers. along with becoming the market leader in branded PC HCL Infosystemsalso became 1. 3 one million million Dollar company in April 2006. winner STORY Vision, bravado and grit have seen HCL evolve from a dream of eight-spot youngsters in 1977 to the countrys top IT group today, with revenues finish in on Rs 5,000 crore 975 Six young men get together over a cup of coffee and snacks. The intercourse veers from cars and travel to job s, career and the future. Since they all work together, its only natural that they talk shop. They also explore the possibility of starting a company of their own-one rooted in values, directed at creating a market for its products in a segment hitherto unexplored, hardware. Microcomp is born. The initial investment-all their savings, making up seed capital of Rs 1. 87 lakh. Six of us, all with DCM, treasured to start a computer company. besides we didnt have enough funds. We decided, therefore, to settle for a close second-we set up a calculator company, Microcomp.We were, of course, working our way upward, towards creating a computer company, till someone advised us that we would need a permission for the same. The Uttar Pradesh government was offering an open endorse of this nature around that time. We acquired it and created Hindustan Computers Ltd (HCL). The name itself had a reason behind it-it denoted largeness, it was Indian, it was patriotic, it was perfect both more of our friends joined us after to set up Hindustan Computers in August 1976-that took the number of people who started HCL up to eight, remembers Ajai Chowdhry, one of that original group of eight and now President and Managing Director of HCL Infosystems. We dreamt of working in an industry that would revolutionize businesses, an industry that gave everyone an equal chance to succeed We also knew we cherished to dominate it. Through these years, we have contain our number one position and sustained our growth. The one business outline that has dominated and been at the core of our business is constant adaptation and renovation. We have also true new paradigms for new opportunities, adds Shiv Nadar, Chairman of HCL Infosystems. A teething problem faced by the company-getting imports through. The regulations and laws of the time did not allow the import of technology. Components and sub-assemblies, however, could be imported. The latter was a very expensive affair. This led to a clear-sighted focus on in-house design.The first product we came out with was targeted at the engineering research market-Micro 2200, based on a 4-bit microprocessor from Rockwell, says Chowdhry. With Micro 2200, orders poured in for HCL. We had no products, and we couldnt simulate them, so we had to create a bread-board model. We actually had people coming to us and looking at these models and placing orders-they believed in us The deadlines were debatable, but they had to be met, or the orders would fall through. The first deadline was skirt 31, and everyone worked night and day for weeks. The final lecture date-March 27. I remember a fact instance. After setting up of HCL (Chennai), we were fill with orders, especially from IIT Chennai.I personally went to the airport in my old Fiat and delivered the units personally to the IIT professors, recalls Chowdhry. When MNCs werent popular If we tabulate the history of Indian business, 1977 will go down as a funny year. It was in 1977 that the Janata company government came to power. Among their first actions on the commerce front-asking IBM and Coke, among other multinational companies, to either increase the component of Indian holdings or move out. They move out. That was a stroke of luck for us, says Chowdhry. We created an eight-bit computer, our first usage of Intel architecture. We went and sold that to lots and lots of companies, among them a cement company that used four floppies to manage the payroll of all its 3,000 companies. Three years later, in 1980, HCL became a Rs 2-crore company. We decided to expand abroad and entered the Singapore market, armed with some expertise in hardware and targeting the SME market. However, once there, we realized that the demand was more for solutions, not so much for boxes. We set up a software factory in Chennai-we would go to customers and tell them we would do everything-make the box, write the software, train the staff, maintain the equipment, the works An d we had to do $1 million in orders out of Singapore between August 1 and December 31, 1980. That was the make or break point-less than that and we wouldnt have the bullion flow to run the company. In the cut off of time is how things worked out-HCL Singapore managed that figure on the morning of December 31. HCL Group How the dreaming has Evolved 1975 Shiv Nadar and five colleagues start Microcomp 1976 HCL promoted with startup capital of Rs 1. 83 lacs (US$ 3826. 85) 1980 HCLs first transnational venture, out-of-the-way(prenominal) east Computers, established in Singapore 1981 Set up NIIT, Indias first unavowed sector IT education institution. 1985 HCL America established with headquarters at Sunnyvale, California 1991 HCL and HP, ground forces agree to enter into a confederacy to form HCL HP 1994 HCL Tech organise as separate software company 1996 Joint venture with James Martin & Co. nd Perot Systems Corporation 1997 HCL Tech incorporated in UK, Germany, France, Sweden, B elgium, Italy and Switzerland 1998 Operations started in Japan, Hong Kong, Australia, and New Zealand 1999 initial Public Offering made by HCL Tech Formation of Global hop on of Directors and Advisory Board. Audit, Compensation and Related Party Transaction Committees set up Implementation of Glocal Management Concept 2000 Large deals with Bankers Trust, KLA and GTech 2001 Acquisition of Deutsche Software Acquires Ireland-based BPO firm, Apollo Contact Centre HCL Enterprise Solutions formed as a knock venture with Computech Corporation, Inc, USA The Singapore friendship taught the founders a lesson-designing and manufacturing products in India and selling them overseas was akin to walking a tough and profit-less path. This was when we decided to walk the software integration road. We created the integration database, much before Intel but we killed it We were so naive, we killed a product line like that, says Chowdhry. In 1984, the new computer policy was coined and standards we re put in place. This dictum a major move by banks toward the Unix platform. A few companies approached us and we decided to launch the personal computer in India. We had three weeks to do this. Our people flew all over the place, including Taiwan and Bangkok, and brought back PCs. We took them apart, analyse them and got into manufacturing mode. We launched our PC in three weeks. And that, incidentally, how Busybee was born, says Chowdhry.A turn point came in 1989, just when the PC and software integration business was chugging along smoothly. McKenzie & Company approached HCL and offered to carry out a study for HCL, entitled HCLs Entry Into America. We told them we were too small and couldnt afford them. They did a project for us anyway, and refused to charge us any money, says Chowdhry. When the findings of the study were presented to the top brass at HCL, the company moved into the US market-HCL America was born. We marked the entry into the US market with hardware. We had n o environmental clearances and fell back. We could not deliver as promised. Our entry strategy was right, but the product wasnt.We were in big trouble-our overheads were high, we had no revenues Unix to the rescue It was the US policy change that made HCL look at newer avenues, and a path that would lead to more revenues. That is how our software strategy was born, and we capitalized on our Unix facultys. Around this time, we were in talks with Hewlett-Packard for a joint venture. We were also working on Apollo, and HP bought out the product. About the same time as out foray into the US, we tied up with HP. At that time, HP was smaller than the goliath it is today, but it still boasted global expertise. And that was something we wanted, says Chowdhry. However, HP asked HCL to close down its RISC and Unix R&D setup.Unwilling to down shutters on a going and profitable effort, HCL created a new opportunity out of the situation-HCL Consulting was set up and the said works were moved in to this new company. We had our people working at the HP research centers, taking in all of the technologies. This was a great knowledge period and had a mushroom effect subsequently, when HCL Consulting turned into HCL Technologies, says Chowdhry. And along the line, HCL Infosystemswas also set up. Chowdhry remains upbeat on the company he runs on a day-after-day basis, HCL Infosystems-despite the predicted flat growth in the current year. HCL Insys focuses on the domestic products and software businesses and its main areas of operations are -Products & System integrating PCs, Phones, EPABXs, SI. HCLS OFFERINGS IN INFO-PROCESSING PRODUCTSHCL Advantage HCL Infosystemsdraws its strength from 27 years of learn in handling the ever changing IT scenario , laborious customer relationships , ability to provide the pillow slip edge technology at best-value-for-money and on top of it , an excellent service & support infrastructure. Today HCL is countrys premier information alter c ompany . It offers one-stop-shop convenience to its diverse customers having an equally diverse set of requirements, be it a large multi-location enterprise, or a small/medium enterprise, or a small office or a home, HCLI has a product range, sales and support capability to service the needs of the customers.The last 27 years apart from knowledge and regard have also given doggedness in relationship with the customers, thereby increasing the customer confidence in HCL. Our strengths can be summarized as Ability to understand customers business and offer right technology Long standing relationship with customers travel India support & service infrastructure Best-vale-for-money offerings Technology Leadership HCL Infosystemsis known to be the precursor of technology in the country. Right from our pedigree we have attempted to pioneer the technology introductions in the country either through our R or through partnerships with the world technology leaders. Using own R HCL has Created own UNIX & RDBMS capability (in 80s). developed firewalls for enterprise & personal system security. launched our own range of enterprise storage products. launched our own range of networking products. HCLI strive to understand the technology from the view of supporting it post installation as well. This is one of the give away ingredients that go into strategic advantage. HCL Infosystemshas to its claim several technology pioneering initiatives. Some of them are Countrys first DeskTop PC BusyBee in 1985 Countrys first branded home PC Beanstalk in 1995 Countrys first Pentium 4 based PC at sub 40k price point Countrys first Media promenade PC MANUFACTURINGHCLs computer hardware manufacturing whole works is strategicaly located in the Union rule of Pondicherry. Situated 165 kms south of Chennai on the coast of the Bay of Bengal with proximity to Chennai transmission line/Sea port, special policies for Industises of local Govt, , Inland Container Depots, attracti ve power and labour rates makes Pondicherry an ideal place for business. Started in 1996 with only Unit 1 it now has 3 Units (Unit 1,2,& 3) with a built up area of 3,23,000 sq. ft. , PMO has a monthly capacity to make 50,000 desktops and 2000 servers. The infrastructure is state of the art , one of the best & largest in India. pic pic All 3 factories are ISO 90012000 and ISO 14001 prove. PMO was also Awarded MAIT direct 2 by European Foundation for gauge Management in the year 2001 . HCL was also awarded ELCINAs (Electronic Component Industries Association) part Award for the year 2002- 2003 PMO also has Product Engg Group (PEG) and R teams constantly engaged in developing new products and solutions. Driven by a strong Manufacturing Objective WE SHALL DELIVER DEFECT-FREE PRODUCTS, service AND SOLUTIONS TO MEET THE REQUIREMENTS OF OUR EXTERNAL AND INTERNAL clientS, THE low gear TIME, EVERY TIME. All processes in the manufacturing are aligned to this guiding objective .A s trong emphasis of Quality by Process is ensured across all processes. The products manufactured here undergo stringent tests that ensures their ruggedness & strength , which may be deployed anywhere in India and may have to face ascetic conditions like heat , humidity , rough transportation & handling . Our products undergo drop tests , hot & cold temperature chamber , client-site pretending tests , reliability tests et al . Computers are shipped to locations all over India with an extensive network of professional logistic support partners. There is also a Customer satisfaction cell, in plant, to take care of problems reported from field.Customers, sales & marketing, support personnel, dealers & distributors are encouraged to palaver the plant to see, for themselves, what all goes in making a quality computer system. philosophy of Quality We deliver flaw-free products, services and solutions to meet the requirements of our external and internal customers, the first time, and every time. To exist as a market leader in a globally competitive marketplace, organizations need to adopt and implement a continuous gain-based quality policy. peerless of the key elements to HCLs success is its never-ending stake of superior quality in all its endeavors. HCL INFOSYSTEMSbelieves in the Total Quality Management philosophy as a federal agency for continuous improvement, total employee participation in quality improvement and customer satisfaction.Its purpose of quality addresses people, processes and products. Over the last 20 years,HCL has adapted to newer and best Quality standards that helped us effectively tie Quality with Business Goals, leading to customer and employee satisfaction. QUALITY AT HCL INFOSYSTEMSLTD. The history of structured quality slaying in HCL Infosystemsbegan in the late mid-eighties with the focus on improving quality of its products by using basis QC tools and misery Reporting and Corrective Active Systems (FRACAS). And also emplo yed 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. We were certified for ISO 9002 by BVQI in 1994 and re-certified in 1997 to ISO 9001-2000 (for Design & Manufacture of Personal Computers, Business Servers, hunt down Stations and their Associated Sub-Assemblies). In early 1995, a major quality initiative was launched across the company based on Philip B. Crosbys 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 individuals need towards better quality in his personal life.Under our Quality Education System program, we train our employees on the basic concepts and tools of quality. A number of improvement projects have been undertaken by employees, whereby process deficiencies and bottlenecks are identified, and Corrective Action Projects (CAPs) are undertaken. This reduces defect rates and improves cycle times in unhomogeneous processes, including personal quality. HCL has received MAITs Level II recognition for Business Excellence for initiatives in the Information Technology Industry, adding another acknowledgment to progress. MAITs Level II recognition is based on the European Foundation for Quality Management (EFQM), for gaining quality leadership and business competitiveness.Our certifications / awards in 2003 include ISO 9001-2000 certification by BVQI for Infostructure Services (for Consultancy, Implementation, Support, Audit & Management Services for Information Technology Solutions in the domain of Networking, Security, Facilities Management and System Integration) and award of First estimate by ELCINA (Electronic Component Industries Association) for Quality, 2002-03. The ELCINA award criteria considers two aspects. (1) Enablers (Leadership & Management commitment, Resource Management, Product Realisation, mensuration Analysis & Improvement) and Results (Product Quality, Customer / Stake holder satisfaction , Business results). The tryst for continuous quality improvement is never-ending in HCL. HCL always strive to maintain high quality standards, which help us fulfill mission to provide world-class information technology solutions and services, to enable customers to serve their customers better. CUSTOMER SATISFACTIONOne of the cornerstones of strategy has been a very strong customer focus. 27 years of experience in servicing a varied range of customer requirements has given domain knowledge of customers business. As a result of this it is able to provide exact solution to customers needs. During these years they have been able to cement their relationship with customers and gaining their trust and confidence as well. Today for desktop PC, they have more than 8 lakh units installed units. HCL enjoy co nsiderable market share in segments like Government, Banking & Finance and Education & research. SUPPORT serve HCL InfosystemsService Support infrastructure is one of the widest in the country.No matter where you are, theres an HCL Service Centre near by. Products are backed by an extensive direct support infrastructure extend across 170 locations nationwide which offer 24 x7 support offering for vituperative sites. Channel strength is a equilibrize mix of retail outlets, resellers & distributors. It was strong focus on distribution network that led HCL in devoting few brands exclusively for channel. They are Beanstalk, BusyBee, Netmanager (servers), and recently launched EzeeBee. Today distribution network helps it take a varied product range to customers in every box & corner of the country . The product range includes DeskTop PCs, Servers, Laptops & Pocket PCs.CONCEPTUAL FRAME WORK OF RECRUITMENT PROCESS Human resource Management classically pertains to planning recruitment , selection, placement, induction, compensation, maintenance, development, social welfare etc. of Human Resources of any organisation to enable the organization to meet its objective while also enabling the human resources to attain their individual goals. As is limpid from the definition of the concept the entire theme revolves centrally around human resource and its role in enabling synchronal satisfaction of individual and organizational goals. The fast conclusion that follows from this is that the prime movers of the organisation are the individuals.The process of bringing employees into the folds of organisation is termed as recruitment and can be unequivocally treated as the central editorial for foundation stone of the entire concept of human resource management. It is easy to see why recruitment has accorded such a high position out of the various facets of human resource management. The reason is manifestly that unless one has human resource in the organisation whom w ill the human resource managers manage or whose energy will they channalise productively and usefully. Keeping this idea into mind this Projects is an attempt to study various options that are available both theoretically as well as practically for an organisation to launch itself into the task of recruitment.The entire report is divided into various sub-sections which appear in a chronology of events that are steps in the process. DEFINITION The success of and organisation largely depends upon the Team of the skilled and qualified human resources who are chosen out of number of applicants for the job. It is the primary duty of the HRD department to procure and maintain an adequate qualified working force of various personnel necessary for manning the organisation. procurement function of personnel section includes three major sub-functions- (A) Recruitment (B) Selection and (C) Placement on the job. Recruitment is the demonstrable process of employment.The process of Recruitmen t is to identify the prospective employees, attract, encourage and stimulate them to apply for the job, Interview the eligible and select them for a particular job in the organisation. Recruitment is a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting selection of an efficient working force. Yoder OBJECTIVES To structure the Recruitment policy of HCL InfosystemsLimited for different categories of employees. To analyse the recruitment policy of the organisation. To compare the Recruitment policy with general policy.To provide a systematic recruitment process. SCOPE OF RECRUITMENT It extends to the whole Organisation. It covers corporate office, sites and works appointments all over India. It covers workers, Clerical Staff, Officers, Jr. Management, spunk Management and Senior Management cadres. unconditionally CLASSIFICATION OF EMPLOYEES OF HCL Category IAll workmen, All Assistants (Accounts , Stores, Field), clerk, Typist, Steno-Typist, Stenographer, Computer Operator. Category IIAccountant, Store keeper, Supervisor up to the level of Officers, Designer, Jr. Engineer, P. A, older P. A, electronic data processing Programmer up to officer, Admin. / personnel / HRD officer, Inspector.CATEGORY IIISecretary, decision maker Secretary, Management Trainee, Asst. Engineer, Engineer, Sr. Engineer, Sr. Programmer, Sr. Officer, Asst. Manager, Dy. Manager, Manager, Sr. Manager, Works Superintendent. CATEGORY IVAGM, DGM, GM, elder G. M. CATEGORY VVP & above. ORGANISATION STRUCTURE OF HCL A brief introduction to Divisional / departmental heads. CHAIRMAN AND MANAGING DIRECTOR CMD holds to most position in the organisation. He is the owner of the Company. He guide the functional heads to smoothen their activities. It is the key position in the organisation. DIRECTOR operations He is the overall incharge of P, HRD, Systems, TQM and Critical Issues.GM-PRODUCTION He is the overall incha rge of works. He is directly elusive in production planning. He formulates various policies for betterment of the product. He issues guidelines to Production section and Quality Control section for implementation of the policies. VP-FINANCE He is directly involved in finance matters and finance policy. He is also involved with personnel department for wages compensation, salaries and other financial benefits. AGM- PERSONNEL & garbage disposal He is the overall incharge of personnel, Administration and industrial Relations of the group and also oversees the HRD activities. senior MANAGER-CORPORATE HRDHRD Department is responsible for better role of manpower through Recruitments, Selections, Training, Development, retentiveness and Welfare of the group. It is involved in policy formation and its implementation. VP-MHD He is the profit center head of the Material Handling Division. He is responsible for Design and Projects Execution. VP-BUSINESS DEVELOPMENT He is the main sourc e of Business Procurement to MHD. SR. GENERAL MANAGER He is responsible for marketing, Design, Estimation and Projects Management. RECRUITMENT PROCEDURE IN HCL Human resource is a most valuable asset in the Organisation. Profitability of the Organisation depends on its utilisation.If their utilisation is done properly Organisation will make profit otherwise it will make loss. If a good social dancer appointed as a chieftain Executive Officer of a Company, he may not run the business. So right man should be procured at right place in right time, otherwise their proper utilization may not be done. To procure right man at right place in right time, some information regarding job and job doer is highly essential. These information are obtained through capriole analysis, job descriptions, course Specifications. HCL procure manpower in a very scientific manner . It gets information by use of these important documents like Job Analysis, Job Descriptions and Job Specifications.Without t hese recruitment may be unsuccess. Before recruit a person all information regarding job, working conditions, duties and responsibilities of job doer, Skills experiences qualifications of an employee to do the particular job is highly essential. To obtain the pertinent information regarding job, duties, responsibilities, working conditions, skill efficiency, education and experience of the employee, HCL, gets the help of Job analysis, job description and job specifications. romp ANALYSIS FORM OF HCL InfosystemsLtd. Job Title. Date Code No Location .. Department Analyst.Reason for the job supervised.. Wage or salary range Relation to other jobs promotion from.. progress to.. Job summary Work performed major duties . Other tasks Equipment/Machines used. Working condition Skill Requirements Education (Grade or Year) Training Job experience (a)type of experience.. space of experience Supervision (a) go unders supervised. (b) extent of supervision.. Job knowledge (a) freque nt (b) Technical SpecialResponsibility (a) For product and material . For equipment and machinery For work of others. For sentry go of others animal(prenominal) demands physical efforts Surroundings Hazards Resourcefulness JOB SPECIFICATIONS FORM OF HCL Job Title course session OperatorDepartment Job Code Date.. REQUIREMENTS 1. education ability to read and understand production orders and to make simple calculations. Preferably high school certificate. 2. TRAINING AND EXPERIENCE No special training required . Requires one month experience to learn job duties and to attain acceptable degree of proficiency. 3. PHYCIAL thrust No special physical effort is required. 4.MENTAL SKILL Requires reasoning to interpret book of instructions and drawings and productions orders. Must be able to concentrate on when operating. 5. SUPERVISION Routine checking and no close supervision required. Specific but no detailed instructions. 6. Responsible for own work only. Only routine responsib ility for safety of others. PROCEDURE OF RECRUITMENT Following process of Recruitment has been followed in HCL . 1 segregation form 1) for new requirement or for commutation a manpower the given requisition format is to be filled up by Head of the Division/Department and forwarded to HRD after obtaining MDs approval. audience SCHEDULE Date Venue Position NAME OF THE CANDIDATE TIME REMARKS Interview call letter Date - serious Sir, ___________________________________________________ This has reference to your application for the above mentioned position in our organisation. We are pleased to get you for a meeting with the undersigned on. ata. m. /p. m. please confirm this appointment. We have wrap a blank personal information Form.Please fill this in and bring with you along with your educational and experience certificates / testimonials in original for the meeting. No TA/DA shall be admissible for attending this interview. You will be reimbursed to and for train fare by first / 2nd class for attending this interview. We take this opportunity to thank for the interest you have shown in joining our organisation