"A STUDY OF PERFORMANCE APPRASAL”

OF

IT COMPANIES

A STUDY CONDUCTED IN HCL INFOSYSTEMS LTD.

MOHALI BRANCH

SUBMITTED BY: Megha gupta

ROLL NO : 117060000106

TO PUNJAB TECHNICAL UNIVERSITY,

FOR THE AWARD OF

MASTERS OF BUSINESS ADMISTRATION

RAYAT AND BAHARA INSTITUTE OF MANAGEMENT, MOHALI

2009-2011
 PREFACE

This project report is the result of my 6 weeks in industry Summer Training at “HINDUSTAN
COMPUTER LIMTIED “. It aims at providing a first hand practical experience of the industry
to the students. It really helped me to know the real business world closely, which in turn
influenced my perception.

I am privileged that I got an opportunity to pursue my summer training in such a reputed, well
established, fast growing and professionally managed organization like “HINDUSTAN
COMPUTER LIMITED ”.

The project assigned to me dealt with the study of Stress Management followed at “HINDUSTAN
COMPUTER LIMITED “an opportunity to understand as to how handle stress of the personal in
the company.

I am extremely thankful to the people of “HINDUSTAN COMPUTER LIMITED ” for giving this
golden opportunity of doing my Summer Training in their organization and shall remain obliged
towards them.
 ACKNOWLEDGMENT

This has been a truly learning experience as the project assigned had a great learning potential and
tremendous scope of application. It gives a great pleasure in acknowledging the invaluable
assistance extended by the various personalities in the successful completion of this project report.
Any accomplishment requires the effort of many people and this work is not different. Firstly, I
would like to extend my sincere thanks to MR. , Manager- Channel Marketing,
HCL INFOSYSTEMS LTD. for his kind co-operation and providing me good environment to
work on . Rare are the competent and indefatigable lecturers, who bestow their fortunes upon
students.

I am grateful to Prof. Keshav Sharma (Director, Rayat bahra Institute of management,

Kharar), (Faculty guide, Rayat& Bahra Institute of management, Kharar) and Faculty
guide, Rayat &Bahra Institute of management, Kharar) for their guidance and encouragement.
Without their moral support project would not have been possible.

I am also highly thankful to Ms.ANSHU GABA for assigning an innovative project and for his
continuous motivation, encouragement and guidance. He poured every inch of the manuscript and
made a number of helpful suggestions that lead to completion of project.

Megha Gupta
TABLE OF CONTENS

CHAPTER 1 INTRODUTION

1.1 OVERVIEW OF COMPANY

1.2 HISTORY
1.3 VISION & MISSION
1.4 VALUES
1.5 BUSSINES PARTNERS
1.6 COMPETITORS
 EXECUTIVE SUMMARY

HCL Infosys’ chosen platform of total 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; Red hat ;Linux; Samsung; Pivota
for CRM solution and ORACLE Sybase and Informix for RDBMS platform. Today the company
has aligned its operations into five entities that offer seamless linkages for the customers seeking
entry into the wired world through total the. ‘Integration solution ands services’.

HCL Infosystems focuses on the ever-growing segment in Imaging, Telecom and Communication
products solutions and services. Now it has an exclusive sale and support partnership with Toshiba
Corporation, Japan, for sales and servicing of its imaging and photocopier products. HCL
Infosystems product portfolio covers a range of other office automation and communication
products through alliances with world leaders. The Managed Network Service offerings for
corporates include VPNs, ASP offerings, Co Location/ hosting, CDNs, security, corporate internet
telephony solutions, technical and consumer help desks, 24/7 Network Operations Centre
monitoring and a host of value added networking services. Consumer services include dialup
PSTN/ISDN Internet access, Valufon calling cards and VoIP telephony devices. HCL Insys’global
customers include Samsung, Government of Singapore, and AMAL insurance Jurong Port in
Singapore and Malaysian’s BSN commercial bank, SIA, DBS bank, Maybank life assurance
charted semiconductors . Today the company has aligned its operations into five entities that offer
seamless linkages for the customers seeking entry into the wired world through total the.
‘Integration solution ands services’.

The menu of HCL Insys global services broadly covers IT consulting and professional services in
the area of vertical applications, technology integration, ERP implementation and software
development. This also includes a complete portfolio of systems and network services for
development. This also includes a complete portfolio of systems and network services for
Facilities Management, Helpdesks, Sysytems Supports and network and Internet Implementation.
 COMPANY PROFILE

HCL Enterprise is a leading Global Technology and IT enterprise that comprises two companies
listed in India - HCL Technologies & HCL Infosystems. The company was founded in 1976 and is
one of India's original IT garage start-ups. It’s team comprises approximately 46,000 professionals
of diverse nationalities, who operate from 17 countries including 360 points of presence in India.
HCL has global partnerships with several leading Fortune 1000 firms, including leading IT and
Technology firms. HCL Technologies was established on November 12th, 1991. The company has
been in the forefront in introducing new technologies and solutions for wide range of markets.
HCL is the pioneer of low 19 cost system.HCL Technologies : - HCL Technologies deals with the
IT and BPO services and targets global markets.HCL Infosystems : - HCL Info systems deals with
IT, communication, office automation products & system integration and it targets . 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 Infosystems Ltd is 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 multiple market
segments, across a range of technologies in India. We have been in the forefront in introducing
new technologies and solutions. The advantage of supplying customized products makes company
scale new heights. Companies ‘strengths can be summarized as:

 Ability to understand customer's business and offer right technology.

 Long-standing relationship with customers .

 India support & service infrastructure .

HIST0RY

 HCL was established in 1976.

 Six persons started this company in a very small area in Delhi.

 Started with small scale budget.

 HCL then divided into two parts HCL Info systems Ltd. and HCL technology.

Vision

“Together we create Enterprise of tomorrow”

Mission

“To provide world class solution and services to enable our customers to
serve their customers”

Values

 We shall uphold the dignity of individual

 We shall honor all commitments

  We shall be committed to quality ,innovation and growth of every endeavour

 We shall be responsible corporate citizen

HCL has global partnerships with several leading Fortune 1000 firms, including several IT and
Technology majors

Partnership

-: 1977 : Leading position on office Automation and Laptops in India

-: 1981 : Scripting an era of computing across the Microprocessor.

- :1985 : Dominant position in mobile handset market in India

-: 1991 – 96 : Created the HP brand for Computers in India

-: 2004 :Partnering in computing and providing IT Services

 -: 2006 - : HCL has set up a center forIBM which is the First Power PC
architecture design center outside of IBM. HCL has the license to use the Power PC architecture to
build new software .

Achievemts

India‘s Most Preferred Computer Brand by CNBC AWAAZ Consumer Award

2007 .

HCL among the Top 3 IT companies for the last 3 years, DQ & IDC,Best
Employer Survey, 'Best employer 2005' with Five Star Ratings.

Top 50 in ET Top 500 Companies' Listings for 2006

 Top 21 companies in Business Standard 1000 Ranking 2006 .

'The Most Responsive Company 2005' - IT Hardware Category by The

Economic Times Avaya GlobalConnect.

Business Partner

 Microsoft

 Cisco

 Toshiba

 Fujitsu

 Oracle

 Intel

 HP
 Competetors

 HP

 Dell

 Acer

 IBM Lenovo

 Wipro

MANGEMENT

Shiv Nadar Ajai Chowdhry J V Ramamurthy

Founder HCL, Chairman and Co-Founder HCL, Chairman and Chief Operating
CEO CEO Officer
HCL Technologies HCL Infosystems HCL Infosystems
Ltd

Vineet Nayar Ranjit

President: HCL Technologies President and CEO of the

HCL Technologies (BPO)

 CHAPTER 2 OBJECTIVE OF STUDY

2.1 MEANING
2.2 PROCESS
2.3 PURPOSE & IMPORTANCE
2.4 SOURCE
2.5 METHODS
2.6 FACTOR AFFECTING RECRUITMENT

MEANING
Recruitment is the process of identifying and hiring best-qualified candidate (from within or
outside of an organization) for a job vacancy, in a most timely and cost effective manner.

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. Recruitment is the
activity that links the employers and the job seekers.
A formal definition states, “It is the process of finding and attracting capable applicants for the
employment. The process begins when new recruits are sought and ends when their applicants are
submitted. The result is a pool of applicants from which new employees are selected

RECRUITMENT DEFINITIONS

In Simple Terms :

It is a process of searching for and obtaining applicant for job, from among whom right people can
be selected.

In Formal Terms:

It is a process to find and attract capable applicant for employment. The process begins when new
recruits are sought and ends when their applicants are submitted.

Recruitment is a process finding & attracting capable applicant for employment.

RECRUITMENT PROCESS

Recruitment process begin when new recruit sought & ends when applicants Submitted
applications .
Recruitment comprises by following five elements.

1) Planning

2) Strategy development

3) Searching

4) Screening

5) Evaluation & control

PLANNING

Planning involves translation of likely job vacancies & information about the nature of job, it
specify in,

1) Number of contacts

2) Type of applicant to contacted

1.Number of contacts

1 ) Any organisation like to more applicant then they actual required.

2) Company yield ratio.

2.Types of applicant

Type of application based on job responcibility,qualification & experience.

Strategy Development

“Makes" or “Buy”

Technological sophistication

Geographical distribution

Source of recruitment(Method)

Time

SEARCHING

 Source of activation

Selling
 SCREENING

Main aim of screening is short listing and differentiate qualified applicant among from un
qualified.

Evaluating & Control

Evaluation and control is necessary as considerable costs are incurred in the recruitment process,
it also necessary to know about to whether the recruitment methods use arevalid & whether the
recruitment process is effective itself.

OBJECTIVES OF RECRUITMENT

To attract people with multi-dimensional skills and experience that suit

the present and future organizational strategies.

PURPOSE AND IMPORTANCE

The general purpose of recruitment is to provide a pool of potentially qualified job candidates.
Specifically, the purposes and needs are:

· Determine the present and future requirements of the organization in 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 overqualified job applicants.

· Help reduce the probability that job applicants, once recruited and selected, will leave the
organization only after a short period of time.

· Begin identifying and preparing potential job applicants who will be appropriate candidates.

· Induct outsiders with a new perspective to lead the company.

· Infuse fresh blood at all levels of the organization.

· Develop an organizational culture that attracts competent people to the company.

· Search for talent globally and not just within the company.

Need for recruitment:

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

 Vacancies due to promotions, transfer, retirement, termination, permanent disability, death

and labour turnover.

 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 .

SOURCES OF RECRUITMENT

The sources of recruitment may be broadly divided into two categories:

Internal sources and external sources. Both have their own merits and demerits.
Internal Sources:-

Persons who are already working in an organization constitute the ‘internal vs sources’.
Retrenched employees, retired employees, dependents of deceased employees may also constitute
the internal sources. Whenever
any vacancy arises, someone from within the organization is upgraded, transferred, promoted or
even demoted.

External Sources:-

External sources lie outside an organization. Here the organization can have the services of:

(a) Employees working in other organizations

(b) Jobs aspirants registered with employment exchanges

(c) Students from reputed educational institutions

(d) Candidates referred by unions, friends, relatives and existing employees

(e) Candidates forwarded by search firms and contractors

(f) Candidates responding to the advertisements, issued by the organization

(g) Unsolicited applications/ walk-ins.

METHODS OF RECRUITMENT

Internal Methods:
Promotions and Transfers

This is a method of filling vacancies from internal resources of the company to achieve optimum
utilization of a staff member's skills and talents. Transfer is the permanent lateral movement of an
employee from one position to another position in the same or another job class assigned to
usually same salary range. Promotion, on the other hand is the permanent movement of a staff
member from a position in one job class to a position in another job class of increased
responsibility or complexity of duties and in a higher salary range.

Job Posting

Job Posting is an arrangement in which a firm internally posts a list of open positions (with their
descriptions and requirements) so that the existing employees who wish to move to different
functional areas may apply. It is also known as Job bidding. It helps the qualified employees
working in the organization to scale new heights, instead of looking for better perspectives outside.
It also helps organization to retain its experienced and promising employees.

Employee Referrals

It is a recruitment method in which the current employees are encouraged and rewarded for
introducing suitable recruits from among the people they know. The logic behind employee
referral is that “it takes one to know one”. Benefits of this method are as follows:

Quality Candidates

Cost savings

Faster recruitment cycles

Incentives to current employees

On the other hand it is important for an organization to ensure that nepotism or favoritism does not
happen, and that such aspects do not make inroads into the recruitment process.

External Methods:

External methods of recruitment are again divided into two categories-

Direct External Recruitment

Indirect External Recruitment methods.

Direct External Recruitment Methods :-

Campus Recruitment

In Campus Recruitment, Companies / Corporate visit some of the most important Technical and
Professional Institutes in an attempt to hire young intelligent and smart students at source. It is
common practice for Institutes today to hire a Placement Officer who coordinates with small,
medium and large sized Companies and helps in streamlining the entire Campus Recruitment
procedure.

Benefits of Campus Recruitment

· Companies get the opportunity to choose from and select the best talent in a short span of time.

· Companies end up saving a lot of time and efforts that go in advertising vacancies, screening and
eventually selecting applicants for employment.
· College students who are just passing out get the opportunity to present themselves to some of
the best companies within their industry of interest. Landing a job offer while still in college and
joining just after graduating is definitely what all students dream of on the negative front, campus
recruiting means hiring people with little or no work experience.

Indirect External Recruitment Methods

Advertisements

Advertisements are the most common form of external recruitment.They can be found in many
places (local and national newspapers,notice boards, recruitment fairs) and should include some
important information relating to the job (job title, pay package, location, job description, how to
apply-either by CV or application form, etc). Where a business chooses to advertise will depend on
the cost of advertising and the coverage needed i.e. how far away people will consider applying for
the job.

Third Party Methods

Walk-ins:

Walk-ins is relatively inexpensive, and applicants may be filed and processed whenever vacancies
occur. Walk-ins provide an excellent public relations opportunity because well treated applicants
are likely to inform others. On the other hand,walk-ins show up randomly, and there may be no
match with available openings. This is particularly true for jobs requiring specialized skills.

· Public and private employment agencies:

Public and private employment agencies are established to match job openings with listings of job
applicants. These agencies also classify and screen applicants. Most agencies administer
worksample tests, such as typing exams, to applicants
.
· E-Recruiting:

There are many methods used for erecruitment, some of the important methods are as follows:

a. Job boards: These are the places where the employers post jobs and search for candidates.
One of the disadvantages is, it is generic in nature.

b. Employer web sites: These sites can be of the company owned sites, or a site developed by
various employers.

c. Professional websites: These are for specific professions, skills and not general in nature.

Gate Hiring and Contractors:

The concept of gate hiring is to select people who approach on their own for employment in the
organization. This happens mostly in the case of unskilled and semiskilled workers. Gate hiring is
quite useful and convenient method at the initial stage of the organization when large number of
such
people may be required by the organization

FACTORS AFFECTING RECRUITMENT

The following are the 2 important factors affecting Recruitment: -

1) INTERNAL FACTORS

· Recruiting policy

· Temporary and part-time employees

· Recruitment of local citizens

· Engagement of the company in HRP

· Company’s size

· Cost of recruitment

· Company’s growth and expansion

2) EXTERNAL FACTORS

· Supply and Demand factors

· Unemployment Rate

· Labour-market conditions

· Political and legal considerations

 · Social factors

· Economic factors

· Technological factors

CHAPTER 3

Research Methodology

Management essentially is concerned with the direction and control of various activities to attain
the business objectives.

The section defines the research methodology, which has been adopted for the purpose of study. It
shows the type of samples, design used, sample size and the procedure used for handling special
problems during the coerce of study. It includes the description of the research data collection,
research instrument and sampling. Research refers to:

 Defining and redefining problems

 Formulating hypothesis or suggested solution
 Collecting, organizing and evaluating data
 Making deduction and reaching conclusion
 At last carefully testing the conclusion to determine whether they fit the formulating
hypothesis.
Methodology makes the most important contribution towards the enrichment of the study. In a
research there are numerous methods and procedures to be applied but it is the nature of the
problem under investigation that determines the adoption of a particular method for all studies.
Method selected should always be appropriate to the problem under investigation.

The generally accepted methods of research are survey method case study and genetic method.
The decision upon the method survey method case study and genetic method. The decision upon
the methods to be employed, however, always depends upon the nature of problem selected and
the kind of data necessary for its investigation, feasible, well planned and well understood. Some
changes and additions in the detail of the methods may be necessary as the study proceeds but the
main plan of approach should be ready at the start and researcher should be able to describe it
clearly.

SOURCE OF DATA

Data may be obtained either from the primary source or the secondary source by seeing the
objectives to be achieved. A primary source is one which are collected a fresh and for the first time
and thus happens to be original in character. The secondary data are those data which have already
been collected by someone else and which have already been passed through statistic process.

In my search both primary and secondary data was collected.

Primary data

In this study, questionnaire methods have been used for receiving primary data.

 Observation.
 Personal Interviews.
 Telephonic interviews.
 Questionnaires.
 Schedules.

Secondary data

In this study, information from the various websites and magazines has been used.

 Newspapers.
 Magazines
 Journals
 Internet
  Libraries
 Old records

RESEARCH INSTRUMENTS

The main research instrument in collecting primary data is the questionnaire. This is by far the first
common instrument in collecting the primary data which has been use for fulfilling our objectives
for obtaining further information. Interview has been conducted with customer so that the response
may not become biased.

Secondary information has been obtained though companies literature and many website.

SIZE OF SAMPLE

The overall sample involved consisted of 30 individual. It was fixed before hand and every effort
was made to cover the given no. of individuals with available time for the collection of data for
this project.

SAMPLING PLAN

 Sampling unit: In this project sample unit is IT companies .

 Sampling size: The overall sample involves consisted of 30 individual before hand and
every effort was made to cover the given no. of individuals with available time for the
collection of data for this project.
 Contact methods: The respondances were personally interviewed.
 Analysis method: The data was tabulated and frequency distribution was developed. The
%age are computed for different variable.

CHAPTER 4
DATA INTERPRETATION

AND

ANALYSIS
Q.1 Age of the respondent?

Option Frequency Percentage

18-30 years 22 73%
30-45 years 5 17%
More than 45 years 3 10%

frequency
more than 45
10%

30-45
17%

18-30
73%

In this quesention, the no of the respondents 18-30 yrs are 73% ,between 30-45 yrs are 17% and
more than 45 are 10% .it means majority of the respondent are from age group 18-30 yrs .

Q.2 What is recruitment policy followed by you ?

 option Frequency Percentage
Centralized 20 67%
decentralized 10 33%

frequency

decenterlised
33%

centerlised
67%

In this question the no of respondent are 20% i.e. 67% says centralised 10% respondent says
decentralised .it means majority of the respondent followed the centralised policy .

Q.3 Do you have any flexible recruitment policy ?

 option frequency Percentage
Yes 22 73%
No 8 27%

frequency
yes no

27%

73%

In this quesention 22 respondent i.e. 73% says yes and 8 respondent i.e. 27% says no .it means
majority of the respondent says flexible recruitment policy .

Q.4 Do you adopt any techniques to attract candidates ?

 Option Frequency Percentage
Yes 24 80%
No 6 20%

frequency

no
20%

yes
80%

In this quesention 24 respondent i.e. 80% says yes and 6 i.e.20% says no .it means the majority of
the respondent adopt techniques to attract candidates .

Q.5 Is there any GD section during recruitment process ?

option frequency Percentage

 Yes 23 77%
no 7 23%

frequency
yes no

23%

77%

In this quesention 23respondent i .e. 77% says yes and 7 respondent i.e. 23% says no .it means
majority of the respondent says yes use gd process .

Q.6 Do you any human resource management software ?

 option Frequency Percentage
Yes 18 60%
no 12 40%
.

frequency
frequency
100%
80%
60%
18 12
40%
20%
0%
yes no

In this quesention 18 respondent i.e . 60% say yes and 12 respondent 40% says no .It means
majority of the people use human resource management

Q.7 How candidates are recruited in the company ?

Option frequency Percentage

Written exam 12 40%
 GD section 8 33%
All of above 10 27%

frequency
written exam GD section all of above

33%
40%

27%

In this quesention 40% respondent are recruited in written exam , 33% respondent are recruited in
GD exam , 27% are recruited in the all of the above .

Q.8 The primary source of information for recruitment people should be?

option Frequency Percentage

Managerial 10 33%
Testing 8 27%
Recruitment themselves 5 17%
 Job analysis 7 23%

frequency
mangerial ; 10
10
9 testing; 8
8
7
job analysis; 7
6
5 recritment themselves; 5
4
3
2
1
0
mangerial
testing
recritment themselves
job analysis

In this question source of information managerial should be 33% ,27% testing ,recruitment
themselves are 17% , 23% are job analysis . the majority of the respondent is managerial .

Q.9 Is there any changing trend in the recruitment of the candidates ,in the IT industry ?

option frequency Percentage

Yes 21 70%
No 9 30%
 frequency
yes no

30%

70%

In this question 21 respondent i. e 70% say yes and 9 respondent i . e .says no .the majority of
the people says yes .

Q.10 Do u take fresher or experienced candidates for recruitment ?

option frequency percentage

Yes 17 57%
No 13 43%
 frequency
frequency

no
13
yes

0 17
2 4 6 8 10 12 14 16 18

In this quesention 17 respondent i.e 57%.says yes and 13 respondent i.e 43% say no .the majority
of the people says that they take fresher people .

Q.11 How many stage are involved in selecting the candidate?

option Frequency Percentage

1 6 20%
2 8 27%
3 7 23%
More 9 30%
 frequency
frequency
10 9
8
8 7
6
6
4
2
0
1 2 3 more tnan

In this quesention one stage involed 6 i.e 20% ,two stage involed 8 I .e 27% , three stage involed 7
i .e 23% ,and more than 9 stage involed i.e 30 % .The majority of the people says involed more
than stage in recruitment process .

Q.12 In which department you need to recruit employees?

option frequency Percentage

Business process outsourcing 5 17%
Networking 12 40%
Database management 6 20%
Software development 7 23%
 freqency
bussiness process outsourcing networking
database mangement software development

17%
23%

20%
40%

In this quesention business outsourcing need 17% , networking need 40% ,database management
nned 20% ,software development need 23% .The majority of the people says need people in
networking .

Q.13 What type of tests do you use for testing the candidates ability ?

option frequency Percentage

Intelligence test 10 33%
Aptitude test 5 17%
Proficiency test 2 7%
Interest test 7 20%
Personality test 6 27%
 freuency
intelligence test aptitude test proficiency test interest test personality test

23%
33%

20%

17%
7%

In this question 33% use intelligence test ,17 % use aptitude test , 7% use proficiency test,205 use
interest test, 23 5 use personality test . The majority of the respondent use intelligence test .

Q.14 DO you apply the strategy of campus recruitment?

option frequency Percentage

Yes 26 87%
no 4 13%
 frequency
yes no

13%

87%

In this question 87% respondent says yes apply the campus recruitment,13% respondent say no
.The majority of the people is apply the strategy of campus recruitment .

Q.15 What kind of verification do u do ?

option frequency Percentage

Educational qualification 20 67%
Family background 4 13%
Professional background 6 20%
 frequency
eduational qualification family background professional background

20%

13%
67%

In this quesention 67% of the respondent on the basis of educational qualification ,13% on the
family background and 205 on the professional basic .the majority of respondent on the basis of
educational qualification .

Q.16 Do you take any technological support for the process of recruiting?

Option frequency Percentage

Telephone 10 33%
Video conferencing 8 27%
Other 12 40%
 frequency
frequency

10 12
12
10 8
8
6
4
2
0
telephone
video conferencing
other

In this question 33 % respondent use telephone technique, 27% use video conferencing ,40% use
other technique .The majority of the respondent use other technique .

Q.17 Which qualities do you look for selection of a salesperson ?

option frequency percentage

Personal skill 8 27%
Communication skills 18 60%
Interacting power 4 13%
 frequency
personal skill communication skill interacting power

13%
27%

60%

In this question hr person prefer 27% for personal skill , 60% for communication skill , 13% for
interacting skill .The majority of the respondent in the favor of communication skills .

Q.18 Does the company have any policy related to e- recruitment?

option Frequency Percentage

Yes 25 83%
No 5 17%
 frequency
yes no

17%

83%

In this question 83% of respon dent say yes and 17% of respondent say no .The majority of the
people says yes policy are re-related to the recruitment process .

Q.19 What referred you to inform for vacant position?

option frequency Percentage

Direct call 12 40%
Consultant 6 20%
Employee referred walk in 7 23%
interview
From traning 5 17%
 frequency
direct call
consultant
employe in refered walk in interview in news latter
from traning

17%

40%

23%

20%

In this question 40% respondent apply for the direct call , 20% respondent apply for the consultant
, 23% the respondent apply for the employee in referred in the walk in interview in news letter ,
17% respondent apply for the from training.

Q.20 Is there any GD section during recruitment process ?

option frequency Percentage

Yes 17 57%
No 13 43%
 percentage

yes
43% no

57%

In this question 57% respondent say yes ,43% respondent say no .The majority of the people says
yes .

CONCLUSION

The employees of any organization are its life blood, without doubt. Withthe dawn of this
realization upon the present day business organizations, there appears to be a major shift towards
human resource management. In fact, the employees of today are encouraged to participate in the
major decisions and thus play a vital role in the management of the firm. Theperformance of the
organization depends on the efficiency that its employees exhibit. Hence it is of crucial importance
that employees with the most suitable qualifications be selected. This is where the processes of
recruitment and selection come in. It is difficult to separate one from the other. The various
company illustrations given in this report indicate that these processes require a great deal of
thought and advanced planning. In fact, it is not only the HR department that is involved. The
finance department provides the budget for the processes and the manpower gap is determined by
inputs from all the departments. Also the gruelling procedure through which the candidate goes
through is, in itself, an indicator of the significance of these processes in the efficient functioning
of the organization.

Success of every business enterprise depends on its human resource. Recruitingand selecting the
right people for your business is a challenge. Finding the right man for the job and developing him
into a valuable resource is an indispensable requirement of every organization. Proper recruitment
helps the line managers to work most effectively in accomplishing the primary objective of the
enterprise. In order to harness the human energies in the service or organizational goals, every HR
manager is expected to pay proper attention to recruitment and selection activities in an
organization. Thus, personnel functions recruitment and selection, when carried out properly,
would enable the organization to hire and retain the services of the best brains in the market . The
recruitment process inform qualified individuals about employment opportunities, create a positive
image of the company, provide enough information about the jobs so that applicants can make
comparisons with their qualifications and interests, and generate enthusiasm among the best
candidates so that they will apply for the vacant positions. 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 decide whether they wish to work for it. The end
result of the recruitment process is essentially a pool of applicants. Next to recruitment, the logical
step in the HR process is the selection of qualified and competent people. As such, this process
concentrates on differentiating between applicants in order to identify – and hire- those individuals
whose abilities are consistent with the organization’s requirements.

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.

QUESTIONNAIRE

Hello Sir/Madam ,

We would like to solict your invalueable input in collecting data towards a small research .To this
end we would if you be most grateful if you could respond to a few sample question. The
information provided by you will be kept completely confidential and used only for our internal
research purposes .We thank you for your Kind co- operation .
Q.1 Name of Respondent ………………………………………………………… contact
no…………………………………………..

Company name……………………………………

Q.2 What is the age of Respondent ?

(a) Below 18 (b) 18-30 (c) 30 -45 (d) More than 45

Q.3 what is the recruitment policy followed by you?

(a) Centralised (b) Decentralised

Q.4 Do you have flexible recruitment policy?

(a) yes ( b) no

Q.5 Do you adopt any techniques to attract the candidates ?

(a) yes (b) no

Q.6 In general what are the constraints faced by the IT companies while recruitment ?

 Image of the organisation

 Unattractive job
 Internal policies of the organisation
 Goverment policy

Q.7 Is there any GD session during recruitment process?

(a)Yes (b) no

Q.8 Do you use any human resource management software ?

(a) yes (b) no

Q.9 How candidates are recruited in the company ?

(a ) Written exam

(b)written exam& gd interview

(c)All of above

Q.10 The primary souce of information for recruitment people should be ?

(a )Managerial

(b ) Testing

(c)Recruitment themselves

(d) job analysis

Q.11 Is there any changing trend in the recruitment of the candidates ,in the IT industry ?

(a ) yes (b ) no

Q.12 How many stages are involed in selecting the candidates ?

 1
 2
 3
 4
 More

Q .13 In which department you need to recruit employees ?

 Bussiness process outsources

 Networking
 Database mangemant
 Software development
 Security


Q.14  What type of tests do you use for testing the candidates ability?

Intelligence Tests
Aptitude Tests
    Proficiency Tests
    Interest Tests
    Personality Tests

Q.15   Do you apply the strategy of Campus Recruitment?

(a ) Yes (b ) No

Q .16   What kind of verifications do you do?

 Educational qualification
 Family background
 Professional background

Q.17  Do you take any technological support for the process of recruiting?

 Telephone
 Video conferencing
 Others

Q.18  Which qualities do you look for selection of a salesperson?

  Personal Skills
 Communication skills
 Interacting Power

Q.19 Does the company have any policy related to e- recruitment?

(a) Yes (b) No

1 Q.20 What referred you to inform for vacant positions?
2
 Direct Call
 Consultant
 Employee Referred Walk in Newspaper Ad