A SUMMER INTERNSHIP PROJECT

ON

“STUDY OF RECRUITMENT AND SELECTION

IN HCL”

Submitted in partial fulfillment of the requirements of

the degree of
Bachelor of Business Administration [BBA]
(Affiliated to Dr. Ram Manohar Lohiya Avadh University)

SUBMITTE BY:
AARUSH SINHA
BBA IVth Sem
ROLL NO. 22001501
UNDER THE SUPPERVISION OF:
Mr. Sayeed Danish

(Faculty guide)

SANJIVANI GROUP OF EDUCATION INSTITUTION,

KIRTANPUR BAHRAICH (UP)
Session-2022-2023
 Study of Recruitment and Selection in HCL Services

DECLARATION

This is to declare that I AARUSH SINHA (Roll No. 22001501 ) student of BBA
in SANJIVANI GROUP OF EDUCATION INSTITUTION, KIRTANPUR
BAHRAICH (UP) have personally worked on the project entitled “STUDY
OF RECRUITMENT AND SELECTION IN HCL” The data mentioned in
this report were obtained during genuine work done and collected by me. The
data obtained from other sources have been duly acknowledged. The result
embodied in this project has not been submitted to any other University or
Institute for the award of any degree.
I affirm that no portion of my work is plagiarized, and the experiments and
results reported in the report are not manipulated. In the event of a complaint of
plagiarism and the manipulation of the experiments and results, I shall be fully
responsible and answerable.

Student Signature
AARUSH SINHA
BBA IVth Sem
Roll No - 22001501

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 Study of Recruitment and Selection in HCL Services

ACKNOWLEDGEMENT

Preparing a project report, I am fortune enough to get support from a number of

people to whom I shall always remain grateful for helping me in completing this
project within the stipulated time limit.

I take the opportunity to express my deep sense of gratitude towards my research

guide Mr. Virendra Nishad (Assistant Professor) SANJIVANI GROUP OF
EDUCATION INSTITUTION, KIRTANPUR BAHRAICH (UP) for giving
me due freedom of decision making and at the same time strictly adhering to high
quality of my work.

I would also wish to acknowledge my friends and family for their moral support,
encouragement and patience throughout the course of this project.

I would like to express my gratitude to all these persons and to all the respondents
for their patience throughout the numerous discussions I have had with them
during the course of this project. Finally I thank to God almighty for showering his
blessings at each stage of this project work.

Student signature
AARUSH SINHA

BBA IVth Sem

Roll No- 22001501

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 Study of Recruitment and Selection in HCL Services

PREFACE

Project report an important component of education at SANJIVANI GROUP

OF EDUCATION INSTITUTION, KIRTANPUR BAHRAICH (UP). It is

an attempt to bridge the gap between the academic institution and the corporate

world. It provides us an opportunity to apply the concepts learnt in real life

situations. The project report helps students in exploring their skills and

capabilities. This internship program makes a mark of hard work, sincerity,

knowledge and ethics on the host organization. It would also be a great learning

experience since it enables students to apply theory to practice and observe and

learn the current trends in the market. It provides an opportunity to satisfy

inquisitiveness about corporate, provides exposure to technical skills, and helps

students to acquire social skills by being in constant interaction with the

professionals of other organizations. It helps students in developing a network,

which will be useful in enhancing in career prospects. This will help to gain a

deeper understanding of the work, culture, deadlines, pressures etc. of an

organization.

Thus, it helps to develop the qualities of a Manager by involving teamwork, goal

orientation and managing interpersonal relationships and by creating awareness

about strengths and weaknesses in the work environment.

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 Study of Recruitment and Selection in HCL Services

EXECUTIVE SUMMARY

Introduction: This executive summary presents a study of the recruitment and selection
process in HCL, a leading global technology company. The study aims to evaluate the
effectiveness of HCL's recruitment and selection practices and identify areas for
improvement. The research was conducted through a combination of interviews, surveys, and
analysis of relevant data and literature.

Findings:

1. Recruitment Strategy: HCL has a well-defined recruitment strategy that aligns with its
organizational goals and values. The company focuses on attracting top talent by
leveraging various recruitment channels, including online job portals, social media
platforms, campus hiring, and employee referrals.

2. Selection Process: HCL's selection process is comprehensive and rigorous. It typically

involves multiple rounds of interviews, assessments, and reference checks to assess
candidates' technical skills, cultural fit, and alignment with the company's values. The
process also includes background verification and screening to ensure the integrity of
the hiring process.

3. Employee Referrals: Employee referrals play a significant role in HCL's recruitment

process. The company encourages its employees to refer qualified candidates, as they
are considered to be reliable sources for identifying potential talent. HCL has
implemented an incentive program to motivate employees to participate actively in
the referral process.

4. Diversity and Inclusion: HCL recognizes the importance of diversity and inclusion in
its workforce. The company strives to create a diverse and inclusive environment by
implementing policies and practices that promote equal opportunities for all
candidates. Efforts are made to attract candidates from diverse backgrounds and
ensure a fair and unbiased selection process.

5. Training and Development: HCL places a strong emphasis on training and

development programs for its employees. The company provides comprehensive
onboarding programs and continuous learning opportunities to enhance employees'

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 Study of Recruitment and Selection in HCL Services

skills and knowledge. This commitment to training contributes to the overall success
of the recruitment and selection process by ensuring that selected candidates receive
the necessary support for their professional growth.

Recommendations:

1. Streamline Selection Process: While HCL's selection process is thorough, there is a

need to streamline certain aspects to reduce time-to-hire and enhance the candidate
experience. Implementing technology-driven solutions such as video interviews or
automated assessments can expedite the screening process without compromising the
quality of candidate evaluation.

2. Enhance Employer Branding: HCL should continue to invest in building and

promoting its employer brand. Strengthening its online presence through social media
platforms and showcasing success stories of employees can attract a wider pool of
talented candidates who align with the company's values.

3. Expand Diversity Initiatives: HCL should further expand its diversity and inclusion
initiatives. This can be achieved by proactively sourcing candidates from
underrepresented groups, partnering with diverse professional networks and
organizations, and conducting unconscious bias training for the hiring team to ensure
a fair and inclusive selection process.

4. Feedback Mechanism: Implementing a robust feedback mechanism for candidates

who have gone through the selection process can provide valuable insights into the
effectiveness of HCL's recruitment and selection practices. Regular feedback surveys
or follow-up interviews can help identify areas for improvement and enhance the
overall candidate experience.

Conclusion: HCL's recruitment and selection process exhibits several strengths, including a
well-defined strategy, comprehensive selection process, and emphasis on employee referrals
and training. By implementing the recommended improvements, such as streamlining the
selection process and expanding diversity initiatives, HCL can further enhance its ability to
attract and select top talent, ensuring the continued success of the organization.

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 Study of Recruitment and Selection in HCL Services

TABLE OF CONTENTS

S.no. Topic
1. Introduction of Topic
2. Objective of the Study
3. Recruitment
4 Selection

5. Company Profile
6. Recruitment and Selection in HCL
7. Research Methodology
8 Data Analysis
9.. Questionnaire
10 Findings
11. Conclusion
12. Suggestion & Recommendation
13 Limitation
14 Bibliography

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Study of Recruitment and Selection in HCL Services

INTRODUCTION

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 Study of Recruitment and Selection in HCL Services

INTRODUCTION

Recruitment and Selection is the process of sourcing and qualifying candidates for open jobs.
Find advice and resources for selection and assessment of applicants, as well as the latest
technologies for job applications. The human resources are the most important assets of an
organization. The success or failure of an organization is largely dependent on the caliber of
the people working therein. So, it is very important to employ the right people to each
position within an organization. Without the correct skill set and/or attitude, an employee can
quickly inflict damage upon a company's turnover, reputation, or both. The effect of a badly
selected employee versus a good employee is quite profound and can cost or save money and
time, making it important that recruitment selection is done correctly the first time.

Systems of recruitment selection can differ greatly in the procedures they follow, but should
always adhere to a few simple principles in order to ensure that the best candidate is selected
without creating too much disruption. It should be efficient, which means it will be cost and
time-effective with a smooth transition for the chosen employee(s) into the vacancy. It should
be effective, in that a narrow selection of suitable candidates should be produced by the
recruitment advertising process and the subsequent selection of applicants whose personal
details and qualifications are known for the purposes of interview and final selection. The
most important and overriding aim of recruitment selection is that the right candidate takes
the vacancy present at the company. This may not necessarily mean the most qualified, as the
employee's attitude and persona can determine a compensating level of effort they invest in
their work, flexibility and commitment, and the morale of those working around them. The
key to good recruitment election, then, resides with the interviewer who must gauge the
suitability of each candidate screened.

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 Study of Recruitment and Selection in HCL Services

OBJECTIVES OF THE STUDY

The main objectives are:

1. To know about the process and check the effectiveness of Recruitment and Selection.
2. Recruitment and selection objectives include a variety of components related to
finding, hiring and retaining qualified employees.
3. Recruitment consists of attracting capable individuals using methods such as
outsourcing and the internet.
4. Selection objectives consist of evaluation techniques such as interviews, background
checks and competence tests.
5. To study the organization performance such that it is able to get, maintain and
improve the best talent and skills.

It is beneficial to the organization in the form of employee productivity, a successful

employment relationship and a positive impact on the total work environment

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 Study of Recruitment and Selection in HCL Services

RECRUITMENT

The process of finding and hiring the best-qualified candidate for a job opening,
in a timely and cost effective manner, the recruitment process includes
analyzing the requirements of a job, attracting employees to that
job, screening and selecting applicants, hiring, and integrating the new
employee to the organization.

Edwin B. Flippodefined recruitment as “the process of searching for

prospective employees and stimulating them to apply for jobs in the
organization.”

In the words of Yoder, “Recruitment is the process to discover the sources of

manpower to meet the requirements of the staffing schedule and to employ
effective measures for attracting that manpower in adequate number to facilitate
effective selection of an efficient working force.”

Recruiting is the act of attracting, engaging, assessing, and onboarding talent for
work. At the strategic level, it involves the identification of the skills and
qualifications demanded the development of an employer brand, the
implementation of recruiting technologies, as well as, the establishing the hiring
teams’ budgets and responsibilities.

The recruitment process has several goals:

 Find the best talents for the vacancies

 Manage the recruitment sources

 Manage the vacancies in the organization

 Run the internal recruitment process

 Building the strong HR Marketing platform

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 Study of Recruitment and Selection in HCL Services

 Co-operation with local and international universities

 Provide feedback about the trends in the job market

IMPORTANCE OF RECRUITMENT

 The organization makes vacancies known to a larger number of people to

organization through advertisement and publicity and make larger
number of people to apply is called recruitment. “The aim of
recruitment is to attract qualified job candidates.”

 The organization and employee must understand the required

qualification for job. Recruitment of employee done by organization after
taking at most care if it is not taken properly the organization may face
different problem forfuture.

 It requires the details study of manpower planning and if planning done

very carefully it may take to organization to achieve its target in a shorter
period of time “Recruiting is the process of generating a pool of qualified
applicants for organizational jobs.”

 Recruitment shows the path for an organization for success and

achievement. Recruitment is a process if done carefully may clear way
for selection, orientation, induction and retention.

 Recruitment is the first step of Staffing. The vacancy arise due to

promotion, demotion, transfer, sometime the organization recruit its older
or earlier employee for better performance.

 Infuse fresh blood at all levels of the organization.

 Develop an organizational culture that attracts competent people to the

company.

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 Study of Recruitment and Selection in HCL Services

 Increase organizational and individual effectiveness in the short term and

long term.

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

OBJECTIVES OF RECRUITMENT

Recruitment fulfills the following objectives:

 It reviews the list of objectives of the company and tries to achieve them
by promoting the company in the minds of public.

 It forecasts how many people will be required in the company.

 It enables the company to advertise itself and attract talented people.

 It provides different opportunities to procure human resource.

RECRUITMENT POLICY

In today’s rapidly changing business environment, a well define recruitment

policy is necessary for organizations to respond to its human resource
requirements in time. Therefore, it is important to have a clear and concise
recruitment policy in place, which can be executed effectively to recruit the best
talent pool for the selection of the right candidate at the right place quickly.

Creating a suitable recruitment policy is the first step in the efficient hiring
process. A clear and concise recruitment policy helps ensure a sound
recruitment process. It specifies the objectives of recruitment and provides a
framework for implementation of recruitment programmes. It may involve
organizational system to be developed for implementing recruitment

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 Study of Recruitment and Selection in HCL Services

programmes and procedures by FILLING up vacancies with best qualified

people.

COMPONENTS OF THE RECRUITMENT POLICY

The general recruitment policies and terms of the organisation

 Recruitment services of consultants

 Recruitment of temporary employees

 Unique recruitment situations

 The selection process

 The job descriptions

 The terms and conditions of the employment

FACTORS AFFECTING RECRUITMENT POLICY

Organizational objectives

 Personnel policies of the organization and its competitors.

 Government policies on reservations.

 Preferred sources of recruitment.

 Need of the organization.

 Recruitment costs and financial implications.

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 Study of Recruitment and Selection in HCL Services

A RECRUITMENT POLICY OF AN ORGANISATION SHOULD BE SUCH THAT:

 It should focus on recruiting the best potential people.

 To ensure that every applicant and employee is treated equally with

dignity and respect.

 Unbiased policy.

 To aid and encourage employees in realizing their full potential.

 Transparent, task oriented and merit based selection.

 Weightage during selection given to factors that suit organization needs.

 Optimization of manpower at the time of selection process.

 Defining the competent authority to approve each selection.

 Abides by relevant public policy and legislation on hiring and

employment relationship.

 Integrates employee needs with the organizational needs.

METHODS OF RECRUITMENT

Recruitment is a process of searching for prospective employees and stimulating them to

apply for jobs.

Companies can adopt different methods of recruitment for selecting people in the company.

These methods are:

a. Internal sources

b. External sources

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 Study of Recruitment and Selection in HCL Services

Internal Sources of Recruitment

Internal sources of recruitment refer to obtaining people for job from inside the
company.

There are different methods of internal recruitment:

1. Promotion

Companies can give promotion to existing employees. This method of

recruitment saves a lot of time, money and efforts because the company does
not have to train the existing employee. Since the employee has already worked
with the company. He is familiar with the working culture and working style. It
is a method of encouraging efficient workers.

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 Study of Recruitment and Selection in HCL Services

2. Departmental examination

This method is used by government departments to select employees for higher

level posts. The advertisement is put up on the notice board of the department.
People who are interested must send their application to the HR department and
appear for the exam. Successful candidates are given the higher level job. The
method ensures proper selection and impartiality.

3.Transfer

Many companies adopt transfer as a method of recruitment. The idea is to select

talented personnel from other branches of the company and transfer them to
branches where there is shortage of people.

4.Retirement

Many companies call back personnel who have already retired from the
organization. This is a temporary measure. The method is beneficial because it
gives a sense of pride to the retired when he is called back and helps the
organization to reduce recruitment selection and training cost.

5.Internal advertisement

In this method vacancies in a particular branch are advertised in the notice

board. People who are interested are asked to apply for the job. The method
helps in obtaining people who are ready to shift to another branch of the same
company and it is also beneficial to people who want to shift to another branch.

6. Employee recommendation

In this method employees are asked to recommend people for jobs. Since the
employee is aware of the working conditions inside the company he will

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suggest people who can adjust to the situation. The company is benefited
because it will obtain.

Advantages of Internal Recruitment

1. Internal methods are time saving.

2. No separate induction program is required.

3. The method increases loyalty and reduces labour turnover.

4. This method is less expensive.

Disadvantages of Internal Recruitment

1. There is no opportunity to get new talent in this method.

2. The method involves selecting people from those available in the company so
there is limited scope for selection.

3. There are chances of biased and partiality.

4. Chances of employee discontent are very high.

External Methods/Sources of Recruitment

External sources of recruitment refer to methods of recruitment to obtain people

from outside the company.

These methods are:

1. Management consultant

Management consultant helps the company by providing them with managerial

personnel, when the company is on the lookout for entry level management

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 Study of Recruitment and Selection in HCL Services

trainees and middle level managers. They generally approach management

consultants.

2. Employment agencies

Companies may give a contract to employment agencies that search, interview

and obtain the required number of people. The method can be used to obtain
lower level and middle level staff.

3.Campus recruitment

When companies are in search of fresh graduates or new talent they opt for
campus recruitment. Companies approach colleges, management, technical
institutes, make a presentation about the company and the job and invite
applications. Interested candidates who have applied are made to go through a
series of selection test and interview before final selection.

4. News paper advertisement

This is one of the oldest and most popular methods of recruitment.

Advertisements for the job are given in leading news papers; the details of the
job and salary are also mentioned. Candidates are given a contact address where
their applications must be sent and are asked to send their applications within a
specified time limit. The method has maximum reach and most preferred among
all other methods of recruitment.

5. Internet advertisement

With increasing importance to internet, companies and candidates have started

using the internet as medium of advertisement and search for jobs. There are
various job sites like naukri.com and monster.com etc. candidates can also post
their profiles on these sites. This method is growing in popularity.

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 Study of Recruitment and Selection in HCL Services

6. Walk in interview

Another method of recruitment which is gaining importance is the walk in

interview method. An advertisement about the location and time of walk in
interview is given in the news paper. Candidates require to directly appearing
for the interview and have to bring a copy of their C.V. with them. This method
is very popular among B.P.O and call centers.

Advantages of External Recruitment

1. There is influx of new talent in the method.

2. The method encourages more and more competition.

3. There is lesser chance of partiality through this method.

4. If options like campus recruitment have been exercised we get a chance to

employ fresh graduates, thus increasing employment.

Disadvantages of External Recruitment

1. The method is costly because it involves recruitment cost, selection, training

cost.

2. The method is time consuming.

3. The method reduces loyalty to the company.

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SELECTION

Selection is the process of picking individuals who have relevant qualifications

to fill jobs in an organization. The basic purpose is to choose the individual who
can most successfully perform the job from the pool of qualified candidates.

One of the last stages in recruitment and selection is selection itself, which
includes the choice of methods by which an employer reduces a short-listed
group following the recruitment stage, leading to an employment decision.

For most people, this is the only visible stage of the resourcing cycle because
their experience of it is likely to be as a subject – or candidate – rather than
involvement in planning the entire process. While recruitment can be perceived
as a positive activity generating an optimum number of job-seekers, selection is
inherently negative in that it will probably involve rejection of applicants.

It would be prudent to argue that selection decisions should be based on a range

of selection tools as some have poor predictive job ability. While it is almost
inconceivable that employment would be offered or accepted without a face-to-
face encounter, many organizations still rely almost exclusively on the outcome
of interviews to make selection decisions.

To have any value, interviews should be conducted or supervised by trained

individuals, be structured to follow a previously agreed set of questions
mirroring the person specification or job profile, and allow candidates the
opportunity to ask questions. The interview is more than a selection device. It is
a mechanism that is capable of communicating information about the job and
the organization to the candidate, with the aim of giving a realistic job preview,
providing information about the process, and thus can minimize the risk of job
offers being rejected. Organizations seeking high performance in their selection
processes should therefore give considerable attention to maximizing the uses of

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the interview and, ideally, combine this method with other psychometric
measures where appropriate.

SELECTION PROCESS

The selection process is a series of steps. There is no standard selection

procedure to be used in all organizations for all type of jobs. But still the steps
involved in employee selection can be described as under.

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1. Recruitment

Recruitment involves the following steps:-

 Job Analysis: The Personnel department first does job analysis. It is a

process of collecting, analysing information about the job (Job
Description) and qualities required for doing the job (Job Specification).

 Determining the Sources of Manpower: After this, they search for all
possible sources of manpower. Advertising in leading newspapers and on
the internet is one of the best sources of manpower, due to a wide choice.

 Advertising the Vacancies: The Personnel department advertises the

vacancies. The advertisement should contain detailed information about
the job, the required qualities of the candidates, the company, etc. All
suitable candidates are asked to submit their applications to the company
before a particular date.

2. Applications

Examining the Applications and Sending Application Blanks:-

 Examining the Applications: The Personnel department starts receiving

applications. They examine these applications in detail. The candidates
who are not qualified for the job, incomplete applications, applications
received late, etc., are rejected.

 Sending Application Blanks: The remaining candidates are sent

"Application Blanks". An application blank is a "fact-finder". It collects
information about the candidate's background, education, training,
experience, reference, etc. The candidates have to fill up the application
blanks and send it back to the organisation before a particular date.

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 Study of Recruitment and Selection in HCL Services

Photographs, copies of certificates, etc., should also be sent along with

the application blank.

3. Written Test:

After receiving the fully filled application blanks, the Personnel department
examines them. Incomplete applications, applications received late, etc. are
rejected. The remaining candidates are sent call letters for "Written Tests". It is
held to test the performance, aptitude, interest, intelligence, personality, etc.
These tests are conducted by phycologists and educationists. They may be a
descriptive or objective test. The candidates who are successful in these tests are
given call letters for the interview.

4. Interview

An interview is a verbal and visual interaction between two or more persons, for
a particular purpose. An interview is an oral examination of candidates. The
main purpose of an interview is to match candidates with jobs. There are many
types of interviews, e.g. Group interview, Individual interview, Panel interview,
Stress interview, etc.

5. Reference Check

After the interview, the Personnel department checks the references of the
successful candidates. These references are contacted personally or by
telephone or by letter, and they are asked their opinion about the candidate. The
main purpose of a reference check is to collect information about the past
performance of the candidate in order to judge his future performance. The
accuracy of the information given by the candidate can also be checked.

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6. Medical Examination

After the reference check, the candidates have to go through a medical

examination. This is done to find out whether, the candidate is physically and
mentally fit to do the job.

7. Final Selection, Placement and Induction

The candidates who are successful in the medical examination are issued
appointment letters, and they are asked to join the organisation on a particular
date. On the joining date, the candidate is properly placed and inducted.

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COMPANY PROFILE

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COMPANY PROFILE

Introduction of HCL

HCL CDC Dominates the IT space as a leader 58000 gifted professionals, a colossal US $5.0
billion turnover an international presence in 19 countries, and most impotently, a deep-
rooted commitment to innovate makes it a true technology giant.

As the fountainhead of the most significant pursuit of human mind, HCL believes only a
leader can transform us into a leader HCL CDC. Is an initiative that enables individuals to be
benefit industry ready IT.

In 1976, Shiv Nadar, quit an executive job with Delhi Cloth Mills (DCM) along with five of his
friends (ArjunMalhotra, SubhashArora, Badam Kishore Kumar, T.V Bharadwaj&Arun
Kumar H) to start a new company, Microcomp Limited. The focus of the company was
design and manufacturing of scientific calculators. The venture provided its founders money
to start a company that focused on manufacturing computers. The company was renamed as
Hindustan Computers Limited (HCL) and received support from the Uttar Pradesh
government to setup their manufacturing in Nodia.

In 1981, NIIT was started to cater to the increasing demand in computer education. By
early 2000s, Nadar divested his stake in this venture The HCL Enterprise is one of India's
largest electronics, computing and information technology company. Based in Noida, near Delhi, the
company comprises two publicly listed Indian companies, HCL Technologies and HCL
Infosystems.

HCL was founded in 1976 by Shiv Nadar, ArjunMalhotra, SubhashArora, AjaiChowdhry, DS Puri,
&YogeshVaidya. HCL was focused on addressing the IT hardware market in India for the first
two decades of its existence with some sporadic activity in the global market.

On termination of the joint venture with HP in 1996, HCL became an enterprise which
comprises HCL Technologies (to address the global IT services market) and HCL
Infosystems (to address the Indian and APAC IT hardware market). HCL has since then
operated as a holding company.

HCL launches HCL CDC centers

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 Study of Recruitment and Selection in HCL Services

HCL Info systems Ltd, India's premier information enabling company announced its latest
initiative to create highly skilled IT professionals across the country. The company ventured
into the field of IT career development with an objective to meet the increasingdemandfor
skilled professionals from organizations across the country

HCLcdc provide specially designed courses in high-end Software, Hardware and Networking
integration to groom students into industry-ready professionals. The company already has
operational HCLcdc in six cities, namely Delhi, Noida, Pune, Coimbatore, Meerut, and Agra,
and the company plans to set up similar centers overseas as well .
“HCLcdc courses have been designed keeping in mind the specific needs of modern day
organizations. Our mission is to transform our students into industry-ready professionals who
are ready to take on enterprise-wide IT deployment and integration assignments from the day
one, without the need for any further training by their prospective employers,” said Head,
HCL Career Development Centre, STM Eswar.
HCL is the largest IT Company in India that is focused exclusively on providing a
comprehensive range of ICT products, solutions and services to the customers in the domestic
market. HCL is also the largest PC manufacturer in India. The company has the largest
support and service network in India with 3,000+ professionals, all of whom have been
trained by the company in system and networking integration.

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ABOUT HCL CDC

Introduction=

HCL Career Development Centre is an initiative that enables individuals to benefit from
HCL expertise in the space and become Industry ready IT professionals. HCL dominates the
IT space as a leader. 45,000 gifted professionals, a colossal US $4 Billion turnover, an
international presence in 17 countries, and most importantly a deep-rooted commitment to
innovate, makes it a true Technology Giant. HCL CDC career program equips a student to
meet emerging industry challenges with finesse and ease. Opportunities to grow with HCL
CDC are limitless, catapulting a student to high level controlling positions in Mega
Corporates. With top HCL professionals as the trainers, customised career programs, hands
on experience, state of art infrastructure and world class training program the student's career
graph is bound to follow a steep rise.

HCL CDCs provide specially designed courses in high-end software, hardware and
networking integration to groom students into industry-ready professionals. HCL CDCs also
offer placement support to all their students who excel in their academics and display a
remarkable performance during the course.

As the training arm of HCL Infosystems, HCL Career Development Centre (CDC) carries
forth a legacy of excellence spanning across more than three decades. HCL CDC is an
initiative that enables individuals and organisations to benefit from HCL's deep expertise in
the IT space.

Among the fastest growing IT education brands in India, HCL CDC offers a complete
spectrum of quality training programs on software, hardware, networking as well as global
certifications in association with leading IT organisations worldwide.

 Vision of HCL CDC

To create industry ready professional.

 Mission of HCL CDC =To provide world class education and services in order to
enable our student to serve their student better.

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 Study of Recruitment and Selection in HCL Services

 Core values = 1. Nothing transform life like education.

2. I shall honor all commitment.

3. I shall be commitment to be quality, innovation and growth.

4. I shall be responsible corporate citizens.

Quality at HCL CDC

"We shall develop and Impart Industry relevant ICT Education to meet the requirement of
customers, Industry and society by continually updating technology content and improving
our processes"

Certification of quality standards

"In its pursuit of excellence", the company has developed a quality management system in
line with ISO 9001:2000 standards.

Business Excellence Initiatives

The organization follows a framework developed by EFQM (European Foundation for

Quality Management). Organization policies and strategies are aligned with EFQM Model.
The "Quest of Excellence" is taken as a mission which drives the quality of Training Delivery
and associated services.

Advantage of HCL CDC

At HCL CDC, we pride upon the fact that our training programs provide students with a sustainable competitive
edge that not only helps them secure the initial placement but rather remains as an asset throughout t heir career
span.

01. Learn industry nitty-gritty from Top HCL professional.

02.Customized and industry specific career program. Hands on experience.

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 Study of Recruitment and Selection in HCL Services

03. After HCL CDC certification leave behind your placement worries.

HCL CDC Advantage

1.HCLHerit Edge =HCL CDC combines our heritage of excellence with cutting-edge IT expertise across
multiple IT domains.

2.ISO 9001:2000 Certification = Our students share the benefit of ISO 9001:2000 certified training
practices and procedures. Must have a attitude and be a self starter. The right candidate will progress really fast
within the organization.

3.Cutting-Edge Courseware = Our courseware is designed and developed in consultation with seasoned
IT professionals and is continuously updated as per the changing industry trends.

4.Global Alliances = Through partnership with leading technology companies including Microsoft, Oracle
and Red Hat, HCL CDC conducts certification programs in software, system and network administration
offering you a distinct edge in the job market.

5.International Recognition = All our training programs are backed by HCL. Successful brand image
that is well recognized all across the world.

6.Hands-on Training = We place major emphasis upon the application and practical training aspect of IT
training to make the students industry-ready from day one.

7.Widespread Network =HCL CDC has set up premier IT Training centres across the geography of India
and the network is growing at a rapid pace with ambitious global expansion plans on the anvil.

8.100% Placement Record = Our dedicated team of placement professionals offers employment support
through regular interface with the industry. CDC prides upon a 100% placement record* with students having
been placed in leading organisations in the IT/non-IT space.

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How hclcdc different between other institute?

Undergoing IT education in India has become quite customary. One can find numerous
number of IT institutes in the market. With the emerging trend of IT study in the country, IT
training centers have been mushrooming in India over the years. IT sector provides the most
advanced career option for various job seekers and expert and which is why IT education in
India has become an important study option for maximum number of students in the country.

As an IT aspirant, one has to choose the right IT institute of his choice and get enrolled there.
When it comes to a particular IT training institute a lot of questions come up upon students
minds. What bothers them particularly is whether they will avail of quality training program,
placement assistance, hands on training experience etc. HCL CDC as an IT training center
caters to all these queries of IT students. The training center has designed and developed a
unique IT study program for students who have a key interest in IT and computers.

HCL CDC has differentiated itself from other IT training institutes in India by imparting an
exceptional IT training program to its students. HCL CDC students hold a prestigious badge
as compared to other students from other IT training institutes. This is because HCL CDC

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 Study of Recruitment and Selection in HCL Services

imparts IT study in a much technologically advanced mode. HCL CDC team keeps on
updating the latest technology content and tools so that its students avail of the best hands on
training experience during their training period.

HCL CDC is one of the top computer institutes in India which provides the right and targeted
IT study programs to IT aspirants. After getting trained at HCL CDC it is not a tough task for
an individual to get a job in any IT or Non IT sector. The CDC also provides facilities for
placement assistance to its students. Those students with an exceptional skill or proficiency
get offer letters from various blue chip companies even before course completion.

HCL CDC believes in producing only the best IT professionals who can easily fit in any
high-ranked IT company. This is the reason why HCL CDCS has devised, designed and
developed the most relevant IT study program for its students. HCL CDC team also keeps
improving its process so that they suit and adapt well with the changing market scenario.

Through continuous efforts and meticulous methodologies HCL CDC has proven itself as one
of the most reputed IT training institutes in India which impart the most relevant IT training
to the burgeoning number of IT students in the country.

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HCL ALLIANCES AND PARTNERSHIPS

To provide world-class solutions and services to all our customers, they formed Alliances and
Partnerships with leading IT companies worldwides HCL Info systems has alliances with
global technology leaders like Intel, AMD, Microsoft,Bull, Toshiba, Nokia, Sun
Microsystems,Ericsson, VIDIA, SAP, Scan soft, SCO, EMC,Veritas, Citrix, CISCO,
Oracle, ComputerAssociates, Red Hat, In focus, Duplo, Samsung

and Novell. To provide world-class solutions and services to allour customers, we have
formed Alliances andPartnerships with leading IT companies worldwide.HCL Infosystems
has alliances with globaltechnology leaders .These alliances on one hand give us access to
besttechnology & products as well as enhancing ourunderstanding of the latest intechnology.
On the other hand they enhance ourproduct portfolio, and enable us to be one stop shopfor
our customers.

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SAILANTS FEATURES

What HCL CDC offers?

 HCL HeritEdge
 Cutting-Edge Courseware
 Global Alliances
 International Recognition
 Hands-on Training
 Flexible Training Options
 Widespread Network
 Professional Employment Support
 Life-Long Alumni Support

Career Development Centre, Baroda

The HCL HeritEdge – Overall Readiness

 Soft-skills
 Call Handling, Personality Development and English Speaking / Communication
Enhancements
 Management
 IT Asset Inventory Management
 Call Management
 Services Business Management
 Service Centre Audits
 Experience
 200 Hours of Industrial Exposure
 Optional Involvement
 Visit to HCL Manufacturing Plant
 Visit to HCL Centre for Excellence
 During Course Internship for 5 Months (1st and 2nd Year – 2 Months, 3rd Year – 1
Month)

Career Development Centre, Baroda

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Global Education Alliances

Career Development Centre, Baroda

Enterprise Learning Solutions

Our clients include:

 Microsoft India

 Computer Sciences Corporation, India

 CADENCE Design System Pvt Ltd.

 ICICI Prudential

 Bharti Airtel Ltd.

 Kirloskar

Career Development Centre, Baroda

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 Study of Recruitment and Selection in HCL Services

Government Training

Our clients include:

 Indian Space Research Organization (ISRO)
 Directorate of Information Technology, Indian Air Force
 Integrated Headquarters of Ministry of Defence
 Western Naval Command (Indian Navy)
 Reserve Bank of India (RBI)
 Bharat Petroleum Corporation Limited (BPCL)
 Hindustan Aeronautics Limited (HAL)

Career Development Centre, Baroda

Our Placement In the Industry

 With a 33-year old Industry Presence, all our clients turn to us for all kinds of IT
Support – including quality professional help
 HCL-CDC Pass-outs have been successfully placed in the following Industry
Corporates

Career Development Centre, Baroda

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COURSES OF HCL CDC

HCL CDC mainly four types of course are provide.

(1) Hardware

(2) Software

(3) DATA Base course

(4) Soft skill course

(1) Hardware Course= In hardware six types of course are provide to our student.

Name of course=

(1) HCE+ (HCL CERTIFIED ENTERPRISE ENGINEER.

(2) HCNE (NETWORK ENGINEER)

(3) HCSA (SYSTEM ADMINISTRATOR)

(4) HCSP (SYSTEM PROFESSIONAL)

(5) HCTS (TECHNOLOGY SPECILIST)

(6) Basic Hardware MODULAR

Detail of course =

(1)HCE+ (HCL CERTIFIED ENTERPRISE ENGINEER)

In Today is IT scenario, there is a huge requirement of IT professionals with a firm grasp of

Hardware and Networking Concepts. With the role of an IT professional not restricted to one
technology alone, the industry requires one to have all-round knowledge of computer
hardware & networking concepts and technologies. The average salaries of such network
professionals which have done a complete course range to more than $90,000 per annum. The
course is a great value addition to the candidates who have completed their graduation in
Applied Sciences and Engineering, and IT field..

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Course Contents & Unique Features.

Taking into consideration the Industry requirements HCL has come up with an Industry
Ready Course known as HCEE (known as HCE+). The various course contents are:

1. Basic Hardware and Server Technology

2. Advanced Networking and Security
3. System Engineering on Microsoft Technologies
4. Networking Technology & Devices
5. Linux Administration & Security
6. Service Desk Institute
7. Advanced Storage Technology.

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(2)HCNE (NETWORK ENGINEER)

With roles of an IT professionals not just constrained to one technology only, Industry
demands people to have al-round knowledge of Computer Hardware and Networking
Concepts ranging to various Technologies. The average salaries of such network
professionals which have done a complete course range to more than $90,000 per annum.

The course creates great job prospects for the candidates who have a keen inclination towards
making their career in managing IT Infrastructure along with their graduation such that when
they complete the course with graduation they are industry ready and the most sought after
professionals .

Course Contents & Unique Features

Taking into consideration the Industry requirements HCL has come up with an Industry
Ready Course known as HCE plus. The various course contents are:
1. Basic Hardware and Server Technology
2. Advanced Networking and Security
3. System Engineering on Microsoft Technologies
4. Networking Technology & Devices
5. Linux Administration & Security
6. Notebook Technology.
7. Wireless Network Administration

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 Study of Recruitment and Selection in HCL Services

(3)HCSA (SYSTEM ADMINISTRATOR)

With the role of an IT professional not restricted to one technology alone, the industry
requires one to have all-round knowledge of computer hardware & networking concepts and
technologies The average salaries of such network professionals which have done a complete
course range to more than $90,000 per annum.

The course creates great job prospects for the candidates who have a keen inclination towards
making their career in managing IT Infrastructure along with their graduation such that when
they complete the course with graduation they are industry ready and the most sought after
professionals.

Course Contents & Unique Features

Taking into consideration the Industry requirements HCL has come up with an Industry
Ready Course known as HCE plus. The various course contents are:

1. Basic Hardware and Server Technology

2. Advanced Networking and Security
3. System Engineering on Microsoft Technologies
4. Networking Technology & Devices
5. Linux Administration & Security

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 Study of Recruitment and Selection in HCL Services

6. Notebook Technology.
7. Wireless Network Administration.

(4 HCSP (SYSTEM PROFESSIONAL)

With the role of an IT professional not restricted to one technology alone, the industry
requires one to have all-round knowledge of computer hardware &networking concepts and
technologies. The average salaries of such network professionals which have done a complete
course range to more than $90,000 per annum.

The course creates great job prospects for the candidates who have a keen inclination towards
making their career in managing IT Infrastructure along with their graduation such that when
they complete the course with graduation they are industry ready and the most sought after
professionals

.Course Contents & Unique Features

Taking into consideration the Industry requirements HCL has come up with an Industry
Ready Course known as HCE plus. The various course contents are:

1. Basic Hardware and Server Technology

2. Advanced Networking and Security
3. System Engineering on Microsoft Technologies
4. Networking Technology & Devices
5. Linux Administration & Security
6. Notebook Technology.
7. Wireless Network Administratio

(5)HCTS (TECHNOLOGY SPECILIST)

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HCTS stands for HCL Certified Technology Specialist.In Today's IT scenario, there is a huge
requirement of IT professionals with a firm grasp of Hardware and Networking Concepts.
With roles of an IT professionals not just constrained to one technology only, Industry
demands people to have al-round knowledge of various Client and Server Operating Systems
and Internetworking Concepts. The average salaries of such network professionals which
have done a complete course range to more than $90,000 per annum. The course is a great
value addition to the candidates who have completed their graduation in Applied Sciences
and Engineering, and IT field and gives a boost to the career to the professionals who are
already working in the field of networking having an experience of 1 to 2 years.

Course Contents & Unique Features

Taking into consideration the Industry requirements HCL has come up with an Industry
Ready Course known as HCTS. The various course contents are:

1. System Engineering on Microsoft Technologies

2. Networking Technology & Devices
3. Linux Administration & Security

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Exit Profile
After completing the course the candidate can start his career as:
1. System Executive
2. Network Administrator
3. Support Engineer
4. Network Security Specialist
5. Junior Network Analyst
6. Junior System Analyst

In the context of IT, there is a huge gap of demand and supply of trained manpower in the
field of JAVA software development. This training course provides students who are
interested in adding the Java programming language to their list of skills and for students who
are preparing for the Sun Certified Programmer for Java 2 Platform exam and who want to
develop enterprise applications that conform to the J2EE platform standards. The program is
geared towards training programmers specializing in the application of JavaServer Pages and
servlet technologies used to present Web services and dynamic Web content using Java 2
Platform, Enterprise Edition (J2EE technology). Taken into consideration HCL CDC has
design Hcl Certified Software Engineer (JAVA Track) course to bridge the gap of this
demand and supply .

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Course Contents & Unique Features

Taking into consideration the Industry requirements HCL has come up with an Industry Ready Course known as
HCSE. Along the with IT Fundaments training will be focused on following topics to make trainee Java
Specialist.

1. Fundamental of Java 1.6

2. JDBC
3. RMI
4. Servlet & JSP
5. EJB 2.0 6. Sturts

Exit Profile
After completing the course the student is ready for a power packed job in IT market on
following profiles.
1 .Web Developer.
2. Window Developer.

3. Software Architect.

RECRUITMENT AND SELECTION IN HCL

HCL Recruitment process - HCLHCL recruitment procedure can change the

candidates career who are all selected in campus as well as off campus .The
HCL interview process for freshers 2016 is the only way to enter in HCL. The
candidates have to concentrate in this process, can make success and achieve in
best career in your life. The HCL have some criteria of skills and other
knowledge expected from candidates from HCL selection process. In other hand
getting in to the company through HCL selection process is not easy without
knowing about it. So the candidates or applicant can easily go throw by
following HCL campus selection process below.Then you will have most
chances for getting selected, read the following fully

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According to the HCLConsultancy services, they following some of procedures

to the selection process are detailed below.

 Online test

 Technical round

 Management Round

 HR Round

Online Test in HCLrecruitment and selection process:

In online recruitment process is the easiest round it may be anything like

aptitude test, essay writing etc. The selection process in HCL for freshers the
most eligibility criteria for online test for aptitude for HCL, it has some of
procedure to be followed and mentioned below.

 Synonyms

 Antonyms

 Comprehension questions

 Aptitude

 Critical Reasoning

Technical round in HCL placement selection procedure

In Technical round describes that HCL Technologies selection process also

have some of procedures to recruitment selection in HCL. Therefore this
selection process brings technical in selection in interview by the following
questions and steps are mentioned below

 Subject knowledge
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 Study of Recruitment and Selection in HCL Services

 Practical applicability of basic concepts

 Projects undertaken

 Certifications

 Problem Solving

HCL MR round questions for Selection procedure for HCL:

Comparing to other round this round is critical part as inappropriate selection

has to be considering in interview selections.Also the management has
eligibility to criticise this round along with candidates to improve management
skills are detailed below,

 Industry Orientation

 Industry Trends

 Career Goals

 Adaptability

 Culture Fitments

 Why you wants job in HCL? What you know about HCL?

 What is big data?

 What is diff between Java and Net? About my previous projects in visual
basic.Net?

 Garbage collection in Java.

 Questions from my project and why I selected PHP for my project?

 Data base questions on trigger. Differences between MySQL and oracle.

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 Study of Recruitment and Selection in HCL Services

 Flush function in c language.

 Why are you wearing blue colour’s shirt today?

 Tell me about HCL current projects and awards.

HR Round in HCL recruitment process for fresher experienced:

In HR round is face to face contact round. The candidates have to maintain

attention for each and every questions by the way of response on HR interview
selection process in HCL .The following questions are given below for your
clarification.

 Communication Skills

 Attitude

 Interpersonal Skills

 Openness to learn

 Eligibility Check

Note:

 The candidates have to notice that the MR and HR have the eligibility to
check the candidates resume for asking questions.

 So, the person who are all attending HCL interview can check your
resume whether it correct or wrong and if mistake is found you can
change it .

 Apart from that go-throw the resume while going on in before interview
especially HR and MR round in HCL.

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SELECTION PROCESS:

For trainees and persons with less than two years of experience, HCLconduct
written tests, technical and management interviews.

For laterals, HCL do not have written tests. The process includes short listing
based on certain eligibility criteria pertaining to the students' academic track
record and domain/ specializations, aptitude test and a two-tier competency-
based interview. In management institutes, HCL replace the aptitude tests with
group discussions.

The attributes HCL typically look at include technical excellence,

professionalism, good communication skills, willingness to work beyond
boundaries and the inclination to teamwork, according to Padmanabhan.

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Application for the job:

Interested applicants can apply through HCL recruitment portal. HCL also
advertise available positions on their Web site, on job boards such as Monster,
Naukri and newspapers and, for niche positions, in technical magazines.

Interview:

According to S Padmanabhan, executive vice president and head, global

HR, HCL,

It is important to maintain consistent academic records while developing strong

technical/ functional skills. The ability to adapt and innovate, willingness to
learn and ability to collaborate are important attributes that HCL looks for,
along with a mind set to be mobile.

Post-interview:

HCL has a process of background checks undertaken by professional agencies.

As part of this process, we check for authenticity, educational background and
work experience. Typically, background checks are completed prior to joining.
On joining, the employee is given a letter of appointment. All terms and
conditions of service are enumerated in the letter of offer made once the
candidate is successful in the management interview.

All candidates, including those who have been rejected, are intimated about
their status. Candidates also have the option to call our office and get an update
on the progress and status of their application. Although HCL normally recruit
for a role, if alternatives are available and the candidate is deemed suitable, HR
pursues the application for the same.

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Postings:

As a global company, HCL has about 169 offices in 35 counties with operations
across India, North America, APAC, Latin America, Europe, Middle East and
Africa.

Growth prospects:

HCL offer careers across five streams i.e. sales, delivery, practice, technology,
corporate roles and specialists in nearly 4 areas --Engineering and
Manufacturing, Infrastructure Services, BPO, IT Services and Global
Consulting.

HCLvalue proposition to employees is for an aspiration-based career across

project management, technology, domain and sales streams. This is enabled by
ongoing competency development, differentiated compensation and various
work-life balance initiatives, as well as the chance to work in different markets
and geographies in our network of 169 offices in 35 countries. This is what has
helped HCL attract and retain employees at all levels.

Remuneration:

HCL offer remuneration based on the number of years of experience and the
nature of the experience in terms of skills, technology, etc. The compensation is
benchmarked regularly with the industry.

Add-ons:

In addition to remuneration, some of the add-ons include canteen facilities with

subsidized meals, health insurance for self and family at subsidized rates,
subsidized transport at some of their locations, gymnasiums and recreational
facilities at some of their locations.

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 Study of Recruitment and Selection in HCL Services

HCL also has other add-ons such as leave without pay for pursuing higher
studies, joining spouse overseas, part-time/ work from home facility, holiday
homes across the country, welfare trust facilitation for higher education,
membership in Tata Sons Welfare Trust, Consultancy Employees Welfare
Trust, etc.

Also, as employees of Tata Group, HCL associates get discounts on products

and services from other group companies -- for example, Westside, Titan, Tata
Motors and the Taj Group of Hotels.

Global Exposure

Global exposure at HCL extends beyond geographical boundaries. Employees

get the opportunity to work on world-class projects on a global scale, interact
with people having diverse cultural backgrounds and organizational functions
and explore cutting-edge technologies fresh out of the world-renowned research
labs.

Focus on Freedom

HCL have established an environment that focuses on individual aptitude, talent

and interests. As a proven practice, HCL promote cross-domain experience that
allows an employee to function across different industry verticals, service
practices, and functional domains as well as varied technology platforms. At the
same time, HCL continuously present employees with the opportunity to
explore the domain where they believe they would fit the best. These factors not
just help hone employee’s skills across platforms; it also provides their
customers a talent pool with expertise that exceeds their industry benchmarks.

HCL Graduate Program at Australia- Initial Learning Programme (ILP)

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 Study of Recruitment and Selection in HCL Services

Selected graduates will travel to their world-renowned Initial Learning Program

(ILP) in India for two months.

Supply Chain Management

Supply Chain Management is one of the most important activities, addressed by

Business Excellence Models, such as Malcolm Baldrige National Quality
Award (MBNQA), European Foundation for Quality Management (EFQM) etc;
Academic Institutes are main ‘suppliers’ for HR intensive industry, like HCL.
The sourcing for the entire Initial Learning Programme (ILP) depends on the
academic Institutions. The Academia- Industry will need to cultivate mutually
beneficial and lasting relationships with one another. In this emerging
framework, robust high-quality, long- term relationships, based on two-way
investments of time & resources, are becoming essential to understand,
influence and improve the interactions between both sectors.

HCL SUPPORT TO ACADEMIC WORLD:

HCL support academic institutes in many ways: Project Support and

Internship to Students Conducting Workshops in Academic Institutes
Sponsorship of Academic / Social Events Best Student Project Awards
Professors from Academia on sabbatical to HCL Sponsorship of HCL associates
to acquire higher qualifications Sponsored course on Software Engineering for
selected final year students Maintenance of HCL Academic Portal In order to
ensure the quality of HCL – Academic Interaction, the availability of the
programme benefits and support will be subject to certain constraints. HCL has
Academic Relationship Managers, placed in different Geographies, willing to
provide the details / clarifications.

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TRAINING PROGRAMS AIMED AT EXPERIENCED

PROFESSIONALS (EXAMPLES)

HCL has over the years introduced various continuous learning programs for its
experienced professionals. This spans issues like business strategies, project
needs, technology and business directions. Aside from meeting individual
aspirations, it also addresses the long term, short term and medium term needs
of the organization.

Building Enterprise Architects

HCL Learning &Development team in collaboration with Technology

Excellence Group has designed the EA Star program that is aimed at building
Enterprise Architects. The program was created to cater to the increasing
demand for Enterprise Architects, and the demand for TOGAF certified
professionals in various project assignments.

So far, over 700 employees have gone through the program, enabling career
progression for the associates and creating a strong architect community in
HCL.

Ambassador Corp

HCL Ambassador Corp is a leadership development program, that prepares

experienced employees for global sales roles. HCL’s Ambassador Corps
Programme focusses on critical business and communication skills and also
equips managers to tackle challenges posed by cultural diversity. It offers an
accelerated learning curve and trains managers to take their place on the global

Stage from the day they land in the international marketplace.

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 Study of Recruitment and Selection in HCL Services

Self Learning/ Competency Management Tools

ICALMS

ICALMS is a Competency Management tool which helps to integrate the skills

set required & manpower available at a point of time. It bridges the gap between
the existing competency & expected competency required for the associates.
These gaps are then addressed by learning modules designed to fulfill the needs
of the organization.

Books 24X7

An extensive, fully searchable Web-based reference tool targeted to meet the information
needs of HCL employees. Offers a variety of ready-access titles that cover a broad selection
of subjects and topics

HCL Udaan

Project “Udaan”, is a joint and novel initiative by National Skill Development Corporation
(NSDC) –Government of India and Special Industry Initiative (SII) to help Kashmiri youth
join the mainstream of corporate India.

HCL has been associated with the program since its inception and aims to train and create
employment opportunities forat least 850 youth from J&K, over a 5 year period.The training
intervention provides the youth with the requisite knowledge, skills and competencies
required in the corporate world over a period of 3.5 months.

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RESEARCH METHODOLOGY

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 Study of Recruitment and Selection in HCL Services

RESEARCH METHODOLOGY

Research methodology: -

Research Methodology refers to the procedures used in making systematic observations

or otherwise obtaining data, evidence, or information as part of a research project or
study. Research helps in decision making, especially in business. Effective decisions lead
to managerial success, and this requires reducing the element of risk and uncertainty.
After established the ‘what’ of the study i.e., the research problem, the next step is the
‘how’ of the study, which specifies the method of achieving the research objectives. In
other words, this is research design.

Research Design: -

A traditional research design is a blue print or detailed plan for how a research study is to
be completed-operationalizing variables so they can measure, selecting a sample of
interest to study, collecting data to be used as a basis for testing hypothesis and analyzing
the results.

I have used Descriptive Research Design for my study. The reason for using this design is
that the objective of descriptive research studies is to provide a comprehensive and
detailed explanation of the phenomena under study. The three main purposes of research
are to describe, explain, and validate findings.

There are two types of descriptive research design are as follows:

1. Cross-sectional Studies: - Cross-sectional studies involve a slice of the population.

2. Longitudinal Studies: - A single sample of the identified population that is studied
over a longer period of time is termed as a longitudinal study design.

Methods of Data collection: - there are two methods of Data collection.

1. Primary Data: - Primary data, as the name suggests, is original, problem- or project-
specific and collected for the specific objectives and needs spelt out by the researcher.
The accuracy and relevance is reasonably high.
Methods for primary data collection:

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 Questionnaire method

2. Secondary Data: - Secondary data as the name implies is that information which is
not topical or research-specific and has been collected and compiled by some other
researcher or investigative body. This type of data is recorded and published in a
structured format, and thus, is quicker to access and manage.
There are some sources of secondary data:
 Internal sources of data
 External sources of data
 Books and periodicals
 Internet.
I have used both methods of data collection- primary & secondary data.
Primary Data: - Sample Technique- Convenience; Sample size-100; Sample unit-HCL; -
Lucknow.
Secondary Data: - Internal sources of data, external sources of data, books, and internet
etc.

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DATA ANALYSIS

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DATA ANALYSIS

Indian business industry is experiencing vibrant changes in recent times as

never endured in the past. Range of national economy resulted from a steady
growth in business industry. This growth finally depends up on potential human
resources of the organization. Customer focus, cost advantageous, agility in the
process, quality of products and services, certainty and last but not the least
multi-task human resources areappeared to be core competencies of modern age
organizations.

Human Resource Management can be viewed as an approach to management

that considers people as key resources. Human Resource Management is
developed from the practice of Personnel Management. Personnel Management
assists with the management of people in an organization. Personnel
Management is concerned with establishing, maintaining and developing
systems that provide the framework of employment. This framework of systems
operates through employee’s relationship with the organization starting from
recruitment to retirement (Eugene and Nic 2008). Personnel management is
traditional and properly related to old model of organization, which is
bureaucratic in nature.

That means PM is less flexible and has higher degree of centralization.

Personnel management is concerned with obtaining, developing and motivating
management is to make an effective contribution to the objectives of the
organization and to the fulfillment of its social responsibilities (Armstrong,
2006).

In addition, as Armstrong (2006) defines “Human Resource Management is

a strategic and coherent approach to management of organization most
valued assets. Human Resource Management system as HRM operates

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through HR system that brings together in a coherent way (Armstrong,

2006)”.

 HR philosophies: which describe the value and guiding principles

adopted in managing people.

 HR strategies defining the direction in which HRM intends to go

 HR policies: these are the guidelines defining how these values,

principles adopted in managing people.

 HR processes: consisting of procedures and methods used to put HR

strategies plans and policies into effect.

 HR practices: comprising of informal approaches used to manage

people.

 HR programs: which enable HR strategies, policies and practices to be

implemented according to plans.

The role of HR manager has changed in response to social, economic, political

conditions and to changes in technology and it is still developing dynamically.
In addition, the relative importance of several activities has changed as external
circumstances have affected the needs of organization and it is still a dynamic
area where the roles and ways of organizing the HR function continue to change
and develop (Foot and Hook, 2008).

The concept of Human Resource Management first appeared in the 1980s and
the use of the term grew in the 1990s (Foot and Hook, 2008).

In HRM, there is a greater emphasis on strategic issues and on the way in which
the human resource contributes to the achievement of corporate objectives.

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 Study of Recruitment and Selection in HCL Services

Write about SHRM

There are ranges of activities that HR managers do on regular basis:

Recruitment and selection, learning and development, human resource planning,

provision of contracts and fair treatment, provision of equal opportunities,
managing diversity, motivating workers to achieve improved

Performance, employee counseling, talent management, payment and rewards,

health and safety, dealing with grievances, redundancy, negotiation, adding
value, ethics and corporate responsibility, change and knowledge management
and so on (Foot and Hook, 2008)

Recruitment and selection

The process of recruitment and selection are closely linked, both activities are
directed towards obtaining employees with requisite competencies and attitudes:

Recruitment activities lay the groundwork for selection process by providing the
pool of applicants from which the selectors may choose. However, the two
activities are closely connected, each need a specific range of skills and
expertise and may in practice be carried out by different individuals (Foot and
Hook, 2008).

According to Eugene and Nic (2008) ‘the process of recruitment and selection
is a planned way in which the organization interfaces with the external supply
of labor’.

As Rao (2003) says, ‘recruitment is the process of locating and encouraging

potential applicants to apply for existing and anticipating job openings in the
organization’. Recruitment is said to be a linking strategy joining those with

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jobs to fill and those who seek jobs. In any management process, recruitment is
almost considered to be a central function. Because, if recruitment process is not
done according to the needs, it can affect the organisation’s staffing process and
finally profits and performance of the firm. Inefficient recruitment can lead to
labor shortages, difficulties in management decision making process and so on.
In order to avoid failures in recruitment, it is necessary to follow some
recruitment strategies.

As Terpstra (1994) says, ‘compensation among firms for recruiting best

possible has been increased focus on innovation, managerial decision making
and selectors also’. HR management practices within an organization are
focused on meeting organizational goals and realigning strategic plans through
personnel training to improve overall performance and profits of the
organization (Korsten, 2003).

Fombrun et al, (1984) held that HR systems and organizational structure

should be managed in a way that is congruent with organizational strategy.
Further, there is an explanation made, that there should be a HR cycle, which
consists of four generic processes, that is common in all the organizations. They
are Recruitment and Selection, Appraisal, rewards and development.

Objectives

This section aims to promote and maintain high standards of professional

recruitment practice by encouraging recruiters to adhere to best practices.

Its purposes are to:

 Ensure that recruitment is considered an essential part of the human

resource.

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 Study of Recruitment and Selection in HCL Services

 Strategy and consequently an integral part of the overall business

strategy.

 Ensure and explain best practice for all types of recruitment.

 Maintain professional standards whether recruits are easy to find;

 Ensure that equality of opportunity is considered an integral part of good

recruitment practices and procedure.

Recruitment Authorization Procedure

Authorization

All authorization procedure detailed below must be completed prior to the

commencement on any recruitment procedure:

 Prior to the employment of any employee the Employment Authorization

form (Appendix 2) must be completed.

 The employment of all individuals for budgeted positions within SBCGT

must be authorized by the Department Head and Chief Executive Officer.

 Employment of personnel to the position of Manager of Departure will

require the authorization of the Chief Executive Officer.

Procedure

 The Department Manager will complete the Employment Authorization

form.

 The Department Manager is responsible to ensure correct authorization

procedures have been compiled with.

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 The Department Head will provide the Human Resources Officer with a
fully authorized Employment Authority Form and instruct
commencement of Recruitment.

 The Human Resources Officer will control that the correct authorization
has been obtained. When all is in order they shall commence the
recruitment process.

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1. For how many years are you working with HCL?

*1year

*1-2 years

*2-5 years

* 5 years –above

13%
1 year
45% 17% 1-2 year
2-5 year
5year-above
25%

Interpretation:-

 On the basis of our pie chart this found that 13% people are working from 1 year,
17% people working from 1-2 years, 25% people working from 2-5 years & 45%
people working from above 5 years.

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 Study of Recruitment and Selection in HCL Services

2. What is your educat ional qualificat ion?

*Non Tech Graduate

*Non Tech Post Graduate

*B. Tech/B.E./B.C.A

*M. Tech/M.E.

*M.B.A

Non Tech Graduate

7%
11% Non Tech Post
Graduate
45% B.Tech/B.E./B.C.A
14%

M.Tech/M. E.

23%
M.B.A

Interpretation:

 In this graph it shows that 7% are Non Tech Graduate,11% are Non Tech Post
Graduate, 14% B.Tech/B.E./B.C.A, 23% are M.Tech/M.E. & 45% are MBA.

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3. Whether the grievance handling is done properly in HCL?

*Strongly Agree

*Agree

*No Comments

*Disagree

*Strongly Disagree

6%
Strongly Agree
2% 12% 25%
Agree
No Comments
Disagree
55% Strongly Disagree

Interpretation:

 In this figure it shows that employees rated for the process of grievance handling are
2% are No Comments, 6% are Strongly Disagree, 12% are Disagree, 25% are
Strongly Agree & 55% are Agree.

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4. Are you satisfied with the present appraisal of the company?

*Yes

*No

23%

Yes
No

77%

Interpretation:

 In this graph shows that 23% employees are not satisfied with the present appraisal
while 77% employees are satisfied.

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 Study of Recruitment and Selection in HCL Services

5. How do you rate the recruitment procedure?

*Short

*Average

*Long

*Very Long

5%

15%
Short
30% Average
Long
Very Long
50%

Interpretation:

 In this figure shows the employees rate for recruitment process 5% are short, 30% are
average, 50% are long and 15% are very long.

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 Study of Recruitment and Selection in HCL Services

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

*Direct Method

*Indirect Method

*Third Party

20%
35% Direct Method
Indirect Method
Third Party
45%

Interpretation:

 In this figure shows that 20% are recruited through third party, 35 % recruited through
direct method & rest 45% are recruited through Indirect method.

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7. What sources you prefer for recruitment and selection?

*Internal sources

*External sources

*Both

17%
33% Internal sources
External sources
Both
50%

Interpretation:

 In this figure shows that 33% are recruited through Internal sources, 50% are recruited
through External sourced & 17% are recruited through both sources.

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 Study of Recruitment and Selection in HCL Services

8. Are you satisfied with the interview process?

*Yes

*No

30%
Yes
No
70%

Interpretation:

 In this graph shows that 30% are not satisfied while 70% are satisfied with the
interview process.

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 Study of Recruitment and Selection in HCL Services

9. How do you rate the HR practices of the company?

*Very Good

*Good

*Average

*Bad

2%

13%
Very Good
35%
Good
Average
Bad
50%

Interpretation:

 In this figure shows that the HR strategies are rate by employees , 35% very good
,50%good ,13% average and 2% are bad.

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 Study of Recruitment and Selection in HCL Services

10. Are you satisfied with your company’s recruitment & selection process?

* Yes

* No

28%

Yes
No

72%

Interpretation:

 In this figure shows that 72% employees are satisfied with recruitment & selection
process while 28% are not satisfied.

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Study of Recruitment and Selection in HCL Services

FINDINGS

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 Study of Recruitment and Selection in HCL Services

FINDINGS

 In data analysis found 45% employee are worked from above 5 year.

 The 55% employees are strongly agreed with grievance handling process.

 The dead resumes are never being destroyed.

 Proper induction is not given to all the employees. It reserves to only a few levels.

 From the 33% internal sources it was found that methods like employee referrals, job
posting and head hunters (online outsourcing company) are mostly preferred by HCL.

 70% employees are satisfied with recruitment process of HCL. It preferred conduct
exit interview for the purpose of knowing the reason why people are leaving the
organization and joining the other organization.

 HCL do have their careers portal access through which people from various cities can
apply directly & 50 % employees are satisfy with HR practices.

 Selection process involves various steps to examine the potential of candidates. In

recruitment & selection process, 72% employees are satisfied.

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Study of Recruitment and Selection in HCL Services

CONCLUSION

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 Study of Recruitment and Selection in HCL Services

CONCLUSION

Studying the recruitment procedures of HCL, analyzing the respondent answers we

came to a conclusion the HCL is a growing Company. It has a separate personnel
department which is entrusted with the task of carrying out the various policies,
programmes like recruitment selection, training etc. effectively and efficiently.
The business of HCL is carried on in a very scientific manner. In the saturation point
of business it need not waste the time to diversity into the other business.
Management understands the business game very well. At the time of difficulty it
takes necessary action to solve the problem. Now the personnel department of HCL is
in infancy stage. It always try to modernize the department. It strongly believes in
manpower position of the organization because it knows in the absence of ‘M’ for
man all ‘Ms’ like money, material, machines, methods and motivation are failure. It
always tries to develop the human resources. In the absence of right man, material,
money, machines all things will not be properly utilized.

So, it always recruits manpower in a scientific manner.

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SUGGESTIONS

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 Study of Recruitment and Selection in HCL Services

SUGGESTIONS

 Each level of employee should be formally inducted and introduced to the

Departmental Head. If not all levels, at least Asst. Manager and above category of
employees

 Proper salary structure to be structured to attract people and make it tax effective.

 Cost benefit analysis should be alone before creating a position or recruitment of

manpower.

 Recruitment process should be fully computerized.

 External source should be given equal importance with internal source. By which new
brain will be inducted in the company with skill, talent, efficiency etc.

 Manpower planning should be followed before recruiting.

 Proper inquiry should be done regarding previous employment of a candidate before

recruitment to avoid industrial disputes.

 Interview through telephones can be done because through this a rough idea is
received that candidate is upto the mark or not.

 Assessment centers can be used for the middle and higher level.

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LIMITATIONS OF THE STUDY

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 Study of Recruitment and Selection in HCL Services

LIMITATIONS OF THE STUDY

 The perception may vary time to time may be considered for a particular period.

 The time period allotted for the research was not sufficient as everything has a time
limit and within the specified.

 The research is done on secondary data, so only rosy picture was mentioned on the
websites.

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Study of Recruitment and Selection in HCL Services

BIBLIOGRAPHY

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 Study of Recruitment and Selection in HCL Services

BIBLIOGRAPHY

 http://www.simplehrguide.com/purpose-of-recruitment-process.html

 Human Resource Management; Developed by P. Subba Rao of United Business

Institute, Brussels, Belgium, Europe, Jaro Education.

 Human Resource Management; Ak Singh, B-R Duggal, Puneet Mohan, Sun India
Publication, Delhi.

 http://en.wikipedia.org/wiki/Tata_Consultancy_Serviceshttp://www.citeman.com/
9988-recruitment-and-selection-process-
2/http://en.wikipedia.org/wiki/Recruitment#Screening_and_selection

 http://portfolio.rediff.com/quotes/tata+consultancy+services+ltd

 http://www.hrtutorial.wordpress .com

 http://www.articlesbase.com/self-improvement-articles/barriers-to-effective-
selection-in-employment-process-5333267.html

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Study of Recruitment and Selection in HCL Services

QUESTIONEIRE

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 Study of Recruitment and Selection in HCL Services

QUESTIONEIRE

1. For how many years are you working with HCL?

*1year

*1-2 years

*2-5 years

* 5 years –above

2. What is your educat ional qualificat ion?

*Non Tech Graduate

*Non Tech Post Graduate

*B. Tech/B.E./B.C.A

*M. Tech/M.E.

*M.B.A

3. Whether the grievance handling is done properly in HCL?

*Strongly Agree

*Agree

*No Comments

*Disagree

*Strongly Disagree

4. Are you satisfied with the present appraisal of the company?

*Yes

*No

5. How do you rate the recruitment procedure?

*Short

*Average

*Long

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 Study of Recruitment and Selection in HCL Services

*Very Long

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

*Direct Method

*Indirect Method

*Third Party

7. What sources you prefer for recruitment and selection?

*Internal sources

*External sources

*Both

8. Are you satisfied with the interview process?

*Yes

*No

9. How do you rate the HR practices of the company?

*Very Good

*Good

*Average

*Bad

10. Are you satisfied with your company’s recruitment & selection process?

* Yes

* No

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