Академический Документы
Профессиональный Документы
Культура Документы
HCL Info systems Ltd. is Indias Premier Distribution and IT Services and Solutions Company.
HCL Info systems has one of the largest sales & distribution network in the country and provides
value added distribution for partners including last mile connect and support in marketing and
promotions for Telecom, IT , Office Automation and Consumer Electronics products covering more
than 15000 towns across 664 districts in India. Their distribution business has an unparallel network
that reaches more than 100,000 retail outlets, over 800 Direct and Micro Distributors and over
Page
1
History of HCL
products in India. The HCL Enterprise comprises two companies listed in India:
HCL Technologies and HCL Infosystems. HCL Technologies is the IT and BPO
services arm focused on global markets, while HCL Infosystems deals in the IT,
the Indian.
market. Today, HCL has 45,000 employees of diverse nationalities, operating across
17 countries including 360 service centers in India. HCL has global partnerships with
several leading Fortune 1000 firms, including several IT and Technology majors
Shiv Nadar is the founder of HCL. He founded HCL in 1976 in a Delhi "barsaati". In
1978, HCL developed the first indigenous micro-computer at the same time as Apple
and 3 years before IBM's PC. In 1980, HCL introduced bit sliced, 16-bit processor
same time as global IT peers. In 1986, HCL became the largest IT Company in India.
In 1988, HCL introduced fine grained multi-processor Unix-3 years ahead of "Sun"
and "HP". In 1991, HCL entered into a joint venture Hewlett Packard and HCL-
Hewlett Packard Ltd. was formed. The joint developed multi-processor UNIX for HP
and heralded HCL's entry into contract R&D. In 1997, HCL Infosystems was
formed. In the same year HCL ventured into software services. In 1999, HCL
Technologies Ltd issued an IPO and became a public listed company. In 2001, HCL
Page
2
BPO was incorporated and HCL Infosystems became the largest hardware company.
merged. In 2005, HCL set up first Power PC architecture design centre outside of
IBM. In the same year HCL Infosystems launched sub Rs.10,000 PC. In 2006, HCL
Infosystems became the first company in India to launch the New Generation of
High Performance Server Platforms Powered by Intel Dual - Core Xeon 5000
architecture in 1983.
HCL introduced fine grained multi-processor Unix-3 years ahead of "Sun" and "HP".
HCL Digischool wins Best Smart Classroom Solution Provider at the prestigious
Shiksha Ratan Award - State Education Summit 2013
Office Automation (OA) Business bagged the Silver Award for Technical Proficiency in
Color Category at the 15th Quality Service Campaign conducted by Toshiba-APAC among
Technologies Partner for Impact Awards, held at the Annual User Conference, CA World '13
in Las Vegas. HCL Info systems was honored for its commitment and expertise in taking CA
Technologies solutions portfolio to market, and its efforts in driving new contracts and
business opportunities.
Management Details
Page
3
Dr. Nikhil Sinha Non Executive chairman
Executive Director
Executive Director
Executive Director
Executive Director
Executive Director
Page
4
Products of HCL
HCL Infosystems Ltd. is one of the pioneers in the Indian IT market, with its origins
have been in the forefront in introducing new technologies and solutions. The
Page
5
Product Description
A mobile Hand Held terminal for usage in
Hand Held Financial Inclusion project with Biometric
Terminal identification, online connectivity and Smart
card based transactions
A GUI based client for use in server based
computing environment; Cloud Ready Thin
Thin Client
Clients A new series for supporting Cloud
Infrastructure
A PC cum Video projection unit for use in
PC Projector
schools and colleges
Touch screen based Self-service Information
Kiosks
and Transaction kiosks
Video terminal for users in Unix Machines;
Video Display
Motorola 68000 processor based design
Terminal (VDT)
running at 10MHz.
A product to connect serial devices on the
Terminal Server LAN network; Net ARM processor based
design running at 50 MHzs
107 Mechanical Keyboard with switches with
KeyBoard
life of 50 Million operations; Got Microsoft
(Mechanical)
HWQL certificate
Manage and Monitors all elements in the
GSM Network of any Telecom Service
provider like, BSNL, MTNL, Indian Air
force, only few MNC having this Software.
OSS Tefilla
Apart from revamping of code additional
MAG Net
features likes NGOSS compliance, Policy
based system SOA architecture, MPLS
support, Static NE Modeling, Report builder
etc.
Manage and Monitors all elements of any IP
NMS Network
network, OS, Data Base Neutral Total IP
Management
will be Indian; additional features Cloud
Software (ITSM)
enablement
HPC is today's Supercomputer Solution using
off Page
the shelf components. Additional features:
6
HCL HPC Infiniband, parallel file systems support which
is must for Petaflop class supercomputers;
Grid enablement etc.
Page
7
HCL Milestones
Founded in 1976 as one of India's original IT garage start-ups, today the HCL Group
HCL Healthcare and HCL Talent Care. The group generates annual revenues of over
US$ 6.5 billion with more than 105,000 employees from 100 nationalities operating
A pioneer of modern computing, HCL has many firsts to its credit including the
global peers.
.2015
HCL Infosystems , Dell sign strategic partnership to distribute Dell's entire hardware
and software products pan India leveraging HCL Infosystems partner network
HCL Infosystems joins hand with Dell Commercial Business as a T1 Distributor
2014
Page
8
HCL Infosystems partners with Eaton to sell Eaton's electrical power back-up
solutions
HCL Infosystems and Lenovo India form strategic partnership to distribute and
service Lenovo's entire range of PCs and Tablets. Partnership to boost
2013
Awarded PC Quest Best IT Implementations of the Year 2013 under the category Project
with Maximum Social Impact for Financial Inclusion project of Bank of Baroda. The
project aims at providing easy access to affordable financial services to those who are
deprived of it so far thereby bringing the unbanked and under banked villages into the
2012
HCL Desktops rated No. 1 in the Dataquest Channels Cyber Media Research
Channel Satisfaction Survey.
HCL Infosystems ranked No.1 for IT Services in DQ-CMR CSA 2012.
2011
No. 1 Employer of the Year' by DQ-CMR Best Employer Survey 2011.
Rated No. 20 in the Great Place to Work Survey.
First ever HCL flagship store launched in Delhi-NCR.
2009
HCL awarded Electronics Company of the Year 2009.
HCL Infosystems rated No.1 Employer by DQ-IDC 2009.
Nokia Corporation announces a joint venture with HCL Infosystems to sell
Page
9
2008
Connect India-Africa to implement IT infrastructure for prestigious Pan-African e-
network project for Tele-education and Tele-medicine.
Launches next generation 'Data centre in a Box'.
2007
Kodak and HCL ink agreement to distribute digital cameras in India.
Launches NETMAX suite of networking products and solutions expanding its
portfolio for emerging enterprises.
2006
Enters into a partnership with Toshiba to help them expand their retail presence in
India by unveiling 'shop Toshiba'.
Nokia Corporation and HCL announce a long term distribution strategy.
2005
Rated as the 'No.1 Desktop PC' company by IDC India Dataquest.
'Best Employer 2005' with five star ratings by IDC India Dataquest'.
'The Most Customer Responsive Company 2005'.
2004
IDC India DQ Customer Satisfaction Audit rates HCL as No.1 Brand in Desktop
PCs.
Partners with Microsoft and Intel to launch Beanstalk Neo PC.
2003
Becomes the first vendor to register sales of 50,000 PCs in a quarter.
Enters into partnership with AMD.
HCL Infosystems info structure services Division received ISO 9001:2000
certification
Page
10
2002
HCL Infosystems and Sun Microsystems enter into an Enterprise Distribution
Agreement.
Declared as Top PC vendor by Dataquest.
2001
IDC rated HCL Infosystems as No.1 Desktop PC Company of 2001.
1999
Acquires and sets up fully owned subsidiaries in USA and UK.
Sets up fully owned subsidiary in Australia.
HCL ties up with Broad vision as an integration partner.
1998
HCL buys back HP stake in HCL Hewlett Packard.
Kolkata and Noida Software Technology Park (STPs) set up.
1997
Chennai and Coimbatore development facilities get ISO: 9001 certification.
1996
Sets up Software Technology Park (STP) in Chennai to execute software projects for
international customers.
Becomes national integration partner for SAP.
1995
Starts execution on information System Planning projects.
Execution of projects for Germany and Australia.
Begins Helpdesk services.
1994
Page
11
HCL acquires and executes the first offshore project from IBM Thailand.
HCL sets up core group to define software development methodologies.
1991
Enters into a joint venture with Hewlett Packard.
Establishes a Response Centre for HP products, which is connected to the HP
Response Centre in Singapore.
1986
Purchase specifications demand the availability of RDBMS products on the supplied
solution (Unify, Oracle) HCL arranges for such products to be ported to its platform.
1985
HCL assists customers to migrate from flat-file based systems to RDBMS.
Sets up core team to develop the required software Advanced Ledger Posting
Machines (ALPM).
1983
HCL launches an aggressive advertisement campaign around the theme - 'even a
typist can operate computers', popular in the Small and Medium Enterprises
segment.
1981
Software Export Division formed at Chennai to support the bespoke application
development needs of Singapore.
1978
Initiation of application development in diverse segments such as textiles, sugar,
paper, cement, transport.
1977
Page
12
1. Launch of the first microcomputer-based commercial computer with a ROM.
2. Unavailability of programming skills with customers results in HCL developing
bespoke applications for their customers.
1976
Foundation of the Company lay.
Introduces microcomputer based programmable calculators with wide acceptance in
the scientific / education community.
Page
13
A business analysis of digital china holding ltd, a provider of information technology
(IT) services including IT planning, IT consultation and IT infrastructure system
integration, is provided, foxing on its strengths, weaknesses, opportunities for
improvement and threats to the company.
Page
14
CACI International, Inc. SWOT Analysis; Mar2014, p1
A SWOT analysis of CACI International Inc. is provided.
Branches
HCL Infosystems Ltd (HCL Insys), Indias premier technology integration company
has bagged a major networking order from India Overseas Bank (IOB), a leading
nationalized bank. The order involves implementing Wide Area Network (WAN) in
11 cities covering 200 branches across India.
HCL Infosystems will implement WAN which will help roll out any Branch
Banking in more than 11 cities covering more than 200 branches. It will also be
integrated with the existing Any Branch Banking setups in 6 cities out of 3 have
been implemented by HCL Insys earlier. Besides network implementation, HCL
Insys will also configure and customize the network for any Branch Banking. Once
implemented, IOB would be networked in more than 17 cities across country.
HCL Infosystems has seen robust growth in domestic services business involving
projects for Facilities Management, Networking Services, virtual private Network,
security service etc. There has also been a boost in software and services export
business through the subsidiaries in US, UK, Singapore, Australia and Malaysia. The
consolidated services revenue in the first half of current year grew by 50% as
compared to same period in the previous year.
HCL Infosystems enjoys a long networking relationship with IOB. Earlier, HCL
Insys had implemented Any Branch Banking in 3 cities of existing 6 cities
Page
15
networked for Indian overseas Bank. IOB uses a large number of HCL Infiniti
Global Line Servers across the country.
Policy on Subsidiaries
1. Preamble
The board of directors (the "Board") of HCL Infosystems Limited (the "Company"
The following policy and procedures with regard to subsidiaries of the Company.
2. Purpose
by the company
ensure that the Board of directors/Audit Committee has overall supervision of the
3. Definitions
Page
16
"Audit committee or committee" means the accounts and audit committee of board
"independent director" means a director of the company, who is not in the whole
time employment or is not a nominee director and who is neither a promoter nor
belongs to the promoter group of the company and who satisfies the criteria for
independence as prescribed under section 149 of the companies Act, 2013 and the
exceeds twenty present of its consolidated net worth as per the audited balance sheet
of the previous financial year or if the subsidiary has generated twenty percent of the
"Non-listed subsidiary means a subsidiary whose equity shares are not listed on any
arrangement that
Exceeds or is likely to exceed 10% of the total revenues or total expenses or total
assets or total
Liabilities, as the case may be, the material Non-listed Subsidiary for the
Page
17
i. At least one independent director on the board of the company shall be a director in
net worth (I.e. paid up capital and free reserves) exceeds 20% of the consolidated
income or net worth respectively, of the Company and its subsidiary in the
ii. The audit committee of the company shall review the financial statements of
Company.
iii. The minutes of the board meetings of the Non-listed Subsidiary Company shall
iv. The management of the Company shall bring to the attention of the board if the
v. The Company shall not dispose of share in its material Subsidiary which would
reduce its shareholding (either on its own or together with other Subsidiaries) to less
than 50% or cease the exercise of control over the Subsidiary without passing a
Page
18
vi. The Selling, subsidiary and leasing of assets amounting to more than 20% of the
assets of the material Subsidiary shall require prior approval of shareholders by way
of special resolution,
Advantages of HCL
HCL Infosystems (HCLI) draws its strength from 30 years of experience in handling
the ever changing IT scenario, strong customer relationships, ability to provide the
product range, sales and support capability to service the needs of the customer.
Last 30 years apart from knowledge and experience have also given us continuity in
relationship with the customers, thereby increasing the customer confidence in us.
Page
19
Best-value-for-money offerings.
Technology leadership:
from our inception we have attempted to pioneer the technology introductions in the
country either through our R&D or through partnerships with the world technology
leaders.
installation as well. This is one of the key ingredients that go into our strategic
advantage.
HCL Infosystems has to its claim several technology pioneering initiatives. Some of
them are:
Page
20
Objectives of the Project
Page
21
2. It helps to analyze the recruitment policy of the organization.
3. It enables us to evaluate the effectiveness of different recruiting techniques and sources for
the employees.
4. There are more than one method used for the purpose of recruitment so it become difficult to
Page
22
RESEARCH METHODOLOGY
Research methodology is a systematic way which consists of series of actions or steps necessary to
effectively carry out research and the desired sequences of these steps. The research is a process of
RESEARCH DESIGN
Research design refers to framework or plan for a study that guides the collection and analysis of
data. A typical research design of a company basically tries to resolve the following issues:
Determining Data Collection Design
Determining Data Methods
Determining Data Sources
Determining Primary Data Collection Methods
Developing Questionnaires
Determining Sample Plan
1. Explorative research design: Explorative studies are undertaken with a view to know more
about the problem. These studies help in a proper definition of the problem and development
of specific hypotheses is to be tested later by more conclusive research design. Its basic
purpose is to identify factors underlying a problem and to determine which one of them need
to be further researched by using conclusive research designs.
2. Conclusive research design: Conclusive research studies are more formal in nature
and are conducted with a view to electing more precise information for purpose of making
marketing decisions.
Thus it was mix of both the tools of Research Design that is Explorative as well as Conclusive.
Page
23
SAMPLING PLAN
Sample size=20 employees
Data collection
DATA SOURCES:
Secondary data through Internet
Primary data through Questionnaire
Contact method
Personal interaction
Primary Data
Direct personal observation
Indirect oral interviews
Information through manual & websites
Information through questionnaire filled by respondents
Secondary data
Secondary data means that are already available they reget to the data which have already been
collected and analyzed by someone else when the researcher utilizes secondary data that has to look
into various sources where he can obtain. In this case he certainly not confronted with the problems
that usually data nor did unpublished data associate data associated with the collection of original
data secondary data may either be published.
Page
24
Before, I dwell in detail on the Recruitment and Selection. I feel it necessary to explain
that human talent is used effectively and efficiently to accomplish organizational goals.
maintaining, and retaining the appropriate number and skill mix of employees to accomplish
individual objectives (such as having a challenging job and obtaining recognition), and
In short Human Resource Management (HRM) can be defined as the art of procuring,
According to Dessler (2008) the policies and practices involved in carrying out the
Recruitment and selection process is one of the most important HR function, which makes a
great impact on the revenue growth and the profit margins of a company as compared to
other tasks such as Retention, On-boarding, Leadership Development, and Managing Talent.
In
Page
25
addition, recruitment and selection process is also more important than restructuring the
Most HR departments use the major portion of their effort and money to manage employees
and as a result, they are usually unable to adequately fulfill the organizations hiring needs.
Inevitably, organizations end up hiring too many or too little employees to fill vacancies.
If the number of employees in a department exceeds the need, then the organization will
suffer a loss as the cost of maintaining that department increases in comparison to its
earnings. On the other hand, if a key position is left vacant then that causes losses too as it
directly results in reduced corporate revenue. Today, we need a shift from the traditional
concept of hiring that treats all job vacancies equally to one that prioritizes each vacancy
a company. In addition, a job recruiter needs to ensure that only the most skilful and
competent people should be selected for the jobs. The costs of hiring an inappropriate
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
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
Page
26
time-effective with a smooth transition for the chosen employee(s) into the vacancy. It
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. Finally, the process should be fair, as this not only gives each candidate equal
footing, but also benefits the organization, in that the best candidate with the greatest merit
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 selection, then, resides with the interviewer who must
NATURE OF HRM
Page
27
HRM is a management function that helps managers to recruit, select, train and develop
1. HRM Involves the Application of Management Functions and Principles. The functions
and principles are applied to acquiring, developing, maintaining and providing remuneration
toemployees in organization.
organization will result in betterment of services to customers in the form of high quality
4. HRM Functions are not confined to Business Establishments Only but applicable to
HRM refers to a set of programs, functions and activities designed and carried out in order
SCOPE OF HRM
Page
28
The scope of HRM is indeed vast. All major activities in the working life of a worker from
the time of his or her entry into an organization until he or she leaves the organizations
comes under the purview of HRM. The major HRM activities include HR planning, job
analysis, job design, employee hiring, employee and executive remuneration, employee
All the decisions, strategies, factors, principles, operations, practices, functions, activities
The scope of HRM is really vast. All major activities n the working life of a worker from
the time of his or her entry into an organization until he or she leaves it comes under the
purview of HRM. American Society for Training and Development (ASTD) conducted
fairly an exhaustive study in this field and identified nine broad areas of activities of HRM.
The objective of HR Planning is to ensure that the organization has the right types of
persons at the right time at the right place. It prepares human resources inventory with a
view to assess present and future needs, availability and possible shortages in human
resource. Thereupon, HR Planning forecast demand and supplies and identify sources of
Page
29
selection. HR Planning develops strategies both long-term and short-term, to meet the man-
power requirement.
This is the task of laying down organization structure, authority, relationship and
responsibilities. This will also mean definition of work contents for each position in the
specification. Job specification identifies the attributes of persons who will be most suitable
This is the process of recruitment and selection of staff. This involves matching people and
their expectations with which the job specifications and career path available within the
organization.
This involves an organized attempt to find out training needs of the individuals to meet the
knowledge and skill which is needed not only to perform current job but also to fulfill the
e)Organizational Development:
Page
30
This is the area of wages and salaries administration where wages and compensations are
fixed scientifically to meet fairness and equity criteria. In addition labor welfare measures
g) Employee Assistance:
large each one of them faces problems every day. Some are personal some are official. In
their case he or she remains worried. Such worries must be removed to make him or her
h) Union-Labor Relations:
Healthy Industrial and labor relations are very important for enhancing peace and
Knowledge on behavioral science and industrial psychology throws better insight into the
production methods have created working environment which are much different from the
past. Globalization of economy has increased competition many fold. Science of ergonomics
gives better ideas of doing a work more conveniently by an employee. Thus, continuous
research in HR areas is an unavoidable requirement. It must also take special care for
OBJECTIVES OF HRM
Page
31
Objectives of HRM
1) Societal Objectives:
Seek to ensure that the organization becomes socially responsible to theneeds and challenges
of the society while minimizing the negative impact of such demands upon the organization.
The failure of the organizations to use their resources for the societys benefit in ethical
2) Organizational Objectives:
Page
32
It recognizes the role of HRM in bringing about organizational effectiveness. It makes sure
that HRM is not a standalone department, but rather a means to assist the organization with
its primary objectives. The HR department exists to serve the rest of the organization.
3) Functional Objectives:
needs. Human resources are to be adjusted to suit the organizations demands. The
departments value should not become too expensive at the cost of the organization it serves.
4) Personnel Objectives:
It is to assist employees in achieving their personal goals, at least as far as these goals
must be met if they are to be maintained, retained and motivated. Otherwise employee
Develop the key competencies that enable individuals in organizations to perform current
announcing job opportunities to the public in such a way that a good number of suitable
Selection means choosing from that number, those applicants who are most likely to succeed
in the jobs. An interview is the most widely used technique for selection.
Selection is a process of weeding out the unsuitable candidates and finally arriving at the
most suitable one. In this sense, recruitment is a positive process while selection is a
negative process of rejecting most of the candidates, leaving only a few who are considered
suitable.
opportunities.
Recruitment policy should take into account that high caliber personnel are essential to have
but hard to find. Despite tremendous unemployment, it is not easy to find the right type of
personnel.
In the expanding industrial economy of India, the demand for top management, technical
and scientific personnel is expanding at a fast rate with the result that an all-round shortage
Many companies indulge in pirating i.e., attracting executives from sister organizations on
higher salaries. But this does not, in any way, expand the supply of such personnel.
management development.
Recruitment needs fall into three broad categories planned, anticipated and unexpected. The
planned needs arise from changes in organizational decisions and retirement policies;
Page
34
unexpected needs arise from individuals decisions to leave the company and from ill health,
accidents or deaths.
The anticipated category comprises those jobs which the organisation, by studying the
Careful recruitment of employees is particularly important in India for two reasons: first,
under the existing legal conditions, when an industrial worker is discharged, an industrial
dispute can be made by the employee in regard to such discharge and the Tribunal would
determine whether the termination of service was justified and to order reinstatement if the
Failure to carry out this procedure undermines the case if it goes to an industrial court.
Secondly, the chances of mismatching the job and the person are much higher in India.
Matching the job with the suitable applicant is naturally a two-way process.
Under the present labor market conditions in India, the employees choice is very much
limited and he will accept any job irrespective of his suitability. Under such conditions, the
pressure to properly match man and job is only one-sided from the employers side only.
In India the organizational practices in selection vary widely. The private and public sector
organizations differ in their selection practices. Selection for public sector undertakings is
done through Public Service Commission, Banking Service Commission, and Subordinate
Page
35
RECRUITMENT
This decade has brought about the transformation of employee recruiting and social and
media interaction and networking. When I first started writing about recruiting, the big job
boards like Monster had not been around very long. Employers have seen a transformation
in how people find each other for networking and jobs this decade. From large job boards
like Indeed to niche job sites, from networking on discussion lists to sites such as LinkedIn,
Facebook, Twitter, and Ecademy, networking and recruiting will never be the same again.
Human Resources employees have either kept up with the new ways of interacting and
communicating or they are doing their organizations a disservice. Social media networking
is the new way to find employees, find jobs, get answers to questions, build a wide-spread,
mutually supportive network of contacts, and keep track of colleagues and friends. Social
survive without proper recruitment and selection. Improper recruitment not only cause
wastage of money on the employee so hired, but also result in substandard work causing
for prospective employees and stimulating them to apply for the jobs in the organisation.
Recruitment is a linkage activity bringing together those with jobs and those seeking jobs. In
simple words, the term recruitment refers to discovering the source from where potential
employees may be selected. The scientific recruitment process leads to higher productivity,
better wages, high morale, reduction in labor turnover and enhanced reputation. It stimulates
The word recruitment has many meaning and plays an important role. Employees leave the
organization in search of greener pastures- some retire some die in saddle. The most
Page
36
important thing is that enterprise grows, diversifies, and takes over other units-all
necessitating hiring of new men and women. In fact recruitment functions stop only when
as process of searching for obtaining applications of job from among from which the right
finding and attracting capable applicants for employment. The process begins when new
recruit are sought and ends when their application are submitted. The result is a pool of
applicants from which new employees are selected. Theoretically, recruitment process is
said to end with receipt of application in practice the activity extends to the screening
applicants as to eliminate those who are not qualified for job. In recruitment, information is
collected from interested candidates. For these different sources of recruitment such as
newspaper advertisement, employment exchange, internal promotions, etc. are used. In the
recruitment, a pool of eligible and interested candidates is created for the selection of most
suitable candidate. Recruitment represents the first contact that a company makes with
jobs available in the organization and interested candidates (qualified job applicants) are
Definition of recruitment
In the words of Dale 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 numbers to facilitate effective selection
Kempner writes, Recruitment forms the first stage in the process which continues with
Job descriptions meet business requirements Candidates are assessed against consistent
criteria at every stage. The recruitment process is lawful The candidate can be confident it is
1. Suitability
describes the primary tasks involved as well as the core competencies required to perform
the role.
A good recruitment and selection policy would require those writing job descriptions to give
precedence to the competencies that would make the most positive contribution to the
2. Consistency
A good recruitment and selection policy will also require that hiring managers use pre-
determined criteria at all stages of the recruitment process, thereby reducing the risk of bias
or discrimination. In the screening stage, the key selection criteria should have been
determined before the job was advertised and clearly displayed in the advertisement and job
description. Each candidate would then be evaluated according to those criteria only.
When interviewing candidates, the same interviewers should be present at each interview
and a set of pre-determined questions asked of each candidate, allowing them equal time to
respond.
Page
38
Reference checks should be conducted before any appointment is made and should be
carried out in a consistent manner (i.e. asking similar questions of each candidates referees
It should be noted that treating everyone consistently does not always imply fairness. If a
candidate is at a disadvantage for any reason (i.e. has a disability), you may need to take
their individual circumstances into account, so they are given an equal opportunity to
3. Legality
Privacy and equal opportunity legislation require that the recruitment process is conducted
in a fair and transparent manner and a good recruitment and selection policy will always
During no stage of the recruitment process (from advertisement to interview) can there be
any discriminatory behavior, based on a persons age, sex, marital status, religion,
nationality, sexual orientation or disability. A candidate may have recourse to legal action if
they feel they have been discriminated against, so impartiality is not only the right thing to
do, its also good risk management practice. Discrimination may be quite unintentional. For
example, using terms in a job advertisement such as young and energetic or new graduate
may seem harmless enough, but should be avoided as they are implying that you must be
Privacy laws also require that a candidates application is treated confidentially. Penalties
apply if breaches occur, so here as well, a good recruitment and selection policy helps to
job application with their family or friends. A recruitment and selection policy that reminds
Page
39
staff about the implications of possible lapses such as these can go a long way towards
4. Credibility
Not all job advertisements are genuine. Some are placed by organizations wishing to build
up a talent pool or to simply to test the waters and see whats out there.
If an organisation calls for certain application procedures to be followed, candidates can feel
confident the position they are applying for actually exists and that their efforts will not be
in vain.
Candidates can also see you are a reputable employer by the good practices you follow and
5. Transparency
By requiring transparent procedures at every step, the recruitment and selection policy
ensures that all stakeholders in the recruitment process (HR, department head, line manager
etc) are able to follow the process and be confident of the outcome.
Candidates should be kept informed of the status of their application and notified if
unsuccessful. Reasons for decisions made during the recruitment process should be
documented and a transparent appeals process put in place if a candidate is unhappy with the
outcome.
Page
40
PROCESS OF RECRUITMENT
In order to increase efficiency in hiring and retention and to ensure consistency and
compliance in the recruitment and selection process, it is recommended the following steps
be followed (also refer to Staff Recruitment and Selection Checklist). Details for each step
include the minimum recommended best practice to attract a talented and diverse applicant
pool:
Page
41
Step 3: Develop Recruitment Plan
initiatives and goals and planning for departmental and individual growth. Although there is
work involved in the hiring process, proper planning and evaluation of the need will lead to
Conduct a Job Analysis if this position will be new to your department. This will also help to
identify gaps.
When attrition occurs, replacing the role is typically the logical step to take. Before
As with a newly created position, it may be helpful to conduct a Job Analysis in order to
tailor the position to what is currently required and to ensure proper classification. Your HR
Review the role and decide if there are any changes required as certain tasks and
responsibilities performed by the previous person may not or should not be performed by the
new person
description is the core of a successful recruitment process. From the job description,
interview questions, interview evaluations and reference checks questions are developed.
Page
42
Prior to developing the job description the hiring manager should identify the following:
1. General Information
2. Position Purpose
3. Essential Functions
4. Minimum Requirements
5. Preferred Qualifications
organizational unit. A carefully structured recruitment plan maps out the strategy for
attracting and hiring the best qualified candidate and helps to ensure an applicant pool which
includes women and underrepresented groups including veterans and individuals with
disabilities.
In addition to the positions placement goals the plan contains advertising channels
to be used to achieve those goals. The recruitment plan is typically developed by the hiring
To ensure the most current placement goals argue identified for the department and
unit, you may contact the office of Faculty and Staff Affirmative Action. Recruitment Plan
Elements:
A. Posting Period
B. Placement Goals
D. Diversity Agencies
E. Resume Banks
Page
43
Step 4: Select Search Committee
To ensure applicants selected for interview and final consideration are evaluated by more
than one individual to minimize the potential for personal bias, a selection committee is
formed. The hiring manager will identify members who will have direct and indirect
interaction with the applicant in the course of their job. Each hiring manager should make an
effort to appoint a search committee that represents a diverse cross section of the staff. A
member of the committee will be appointed as the Affirmative Action and Compliance
Liaison who will monitor the affirmative action aspects of the search committee. Under-
represented groups and women are to have equal opportunity to serve on search committees
and special efforts should be made to encourage participation. Departments that lack
diversity in their own staff should consider appointing staff outside the department to search
Once the position description has been completed every effort should be made to ensure the
accuracy of the job description and posting text. It is not advisable and in some instances,
not possible to change elements of a posted position. The reason for this has to do with the
Page
44
Once approved, the Departmental HR Coordinator or Service Center will review the
requisition and route online to the HR Classification Analyst who will assign the
classification
It is recommended that all search committee members review all Applicants to ensure more
than one person assesses their qualifications and that individual opinion or biases are
avoided. Each committee member may provide comments to each Applicants qualifications
The interview is the single most important step in the selection process. It is the opportunity
for the employer and prospective employee to learn more about each other and validate
information provided by both. By following these interviewing guidelines, you will ensure
you have conducted a thorough interview process and have all necessary data to properly
Once the short list (typically 3-5 identified for interview) is approved by the Office of
Faculty and Staff Affirmative Action, the interview process can begin. It is important to
properly prepare for the interview as this is the opportunity to evaluate the skills and
competencies and validate the information the applicant has provided in their application
and resume. Choose one or two questions from each competency and minimally required
skills to develop your interview questions. Review the applicant's application or resume and
Prior to the interviews being conducted, the Search Committee Chair will notify members to
download the application packets form recruit. The Search Committee Chair will provide
the committee with interviewee comparison tools to assist in the evaluation process.
Page
45
Types of interview:
Phone Interviews
A phone interview may be conducted to initially screen the applicant for information such as
availability, salary requirements, special position requirements (e.g. ability to perform shift
work) and other preliminary information. Although a phone interview should not ordinarily
take the place of the in-person interview, it is possible to screen out an applicant due to
information obtained during this initial screening. Phone interviews should be properly
Panel Interviews
Prior to the panel interview, committee members should ensure they know which interview
questions each will ask. Committee members should limit the number of questions to 2-4 to
At the start of the interview, introductions of the Chair and panel members, including names
and job titles/roles, are given. Next, the Chair should outline the format of the interview so
Virtual Interviews
To reduce travel costs and time associated with interviewing out of area applicants, virtual
interviews can provide an alternative method to the in-person interview. Guidelines for
To ensure fairness and equity in the interview process, it is recommended out of area
applicants are provided an opportunity to interview in the same manner as local applicants
Page
46
during each stage of the interview process. Departments should cover the travel costs
Once the interviews have been completed, the committee will meet to discuss the
interviewees. Committee members need to assess the extent to which each one met their
selection criteria.
The search committee rating sheet will be helpful in justifying decisions and making them as
objective as possible.
The most important thing to remember is that you will need to be able to justify your
As one of the most critical steps in the process, it is important to keep the following in mind:
The best candidate for the position was chosen based on qualifications
The candidate will help to carry out the University and Departments missions
Finalize Recruitment
Upon completion of the recruitment process the offer to the selected finalist is made. The
salary to be offered is to be equitable and lead to the retention and motivation of employees.
Prior to initiating the offer, it is recommended that one more check of the selection process
be completed as follows:
Review the duties and responsibilities of the position and ensure they were accurately
position
Confirm interview questions clearly matched the selection criteria
Confirm all applicants were treated uniformly in the recruitment, screening, interviewing
Page
47
TYPES OR SOURCES OF RECRUITMENT
There are mainly two types of sources from where candidates for employment can be
1. Internal
2. External
Internal sources are primarily three - Transfers, promotions and Re-employment of ex-
which employees can be invited and appointed to fill vacancies in the concern. There are
may lead to increase in employees productivity as their motivation level increases. It also
saves time, money and efforts. But a drawback of internal recruitment is that it refrains the
a. Job Posting
The most common method used to find qualified applicants from inside the organization is
job posting. The traditional method to announce a job opening was to post notice of the job
on the HR bulletin board; no doubt this is the origin of the term job posting.
Page
48
b. Employee Referrals
Some managers believe that the best method to find top performers is to hire individuals
referred by existing employees. Current employees can play an important role in recruiting
new employees, and some organizations pay a bonus to employees for successful referrals
.
c. Re-employment of ex-employees-
Re-employment of ex-employees is one of the internal sources of recruitment in which
employees can be invited and appointed to fill vacancies in the concern. There are situations
2. External Recruitment
External sources of recruitment have to be solicited from outside the organization. External
sources are external to a concern. But it involves lot of time and money. The external
recommendations etc.
This a source of external recruitment in which the applications for vacancies are presented
on bulletin boards outside the Factory or at the Gate. This kind of recruitment is applicable
generally where factory workers are to be appointed. There are people who keep on
soliciting jobs from one place to another. These applicants are called as unsolicited
applicants. These types of workers apply on their own for their job. For this kind of
recruitment workers have a tendency to shift from one factory to another and therefore they
b. Advertisement-
It is an external source which has got an important place in recruitment procedure. The
biggest advantage of advertisement is that it covers a wide area of market and scattered
Page
49
applicants can get information from advertisements. Medium used is Newspapers and
Television.
c. Employment Exchanges
There are certain Employment exchanges which are run by government. Most of the
government undertakings and concerns employ people through such exchanges. Now-a-days
d. Employment Agencies
There are certain professional organizations which look towards recruitment and
employment of people, i.e. these private agencies run by private individuals supply required
e. Educational Institutions
There are certain professional Institutions which serve as an external source for recruiting
fresh graduates from these institutes. This kind of recruitment done through such
f. Recommendations
There are certain people who have experience in a particular area. They enjoy goodwill and
a stand in the company. There are certain vacancies which are filled by recommendations of
such people. The biggest drawback of this source is that the company has to rely totally on
g. Labor Contractors These are the specialist people who supply manpower to the
contract basis, i.e. for a particular time period. Under conditions when these contractors
leave the organization, such people who are appointed have to also leave the concern.
Page
50
STRATEGIES OF RECRUITMENT
How do you recruit and hire in such a challenging labor market environment?
the top 20% of performers at your business, and keep that information in an easily accessible
list. Then sit down and create an action plan to keep those employees happy and keep them
Referrals are one of the easiest ways to source talent. Using the referral networks of your
entire company instead of just those of your hiring team will seriously boost your results.
Make the referral initiative a theme-based, time-bound program, with prizes for employees
who make a certain number of referrals and a grand prize for the employee with the most
Page
51
referrals. To get the most out of the program, you need to run a well-crafted, well-supported
campaign. Make sure marketing and company executives are behind the program, and keep
3. Be mindful of how to use your words to get the right people to come to you
Using boring, template job descriptions to find good hires is shooting yourself in the foot.
Craft the job title and description to appeal directly to your dream hire. Be honest about the
position, and give enough information for potential candidates have a good idea of what the
job entails. To make sure you can effectively craft the description, ask the hiring manager
Use as many different channels as you can to source potential hires. Using a single source
for hiring means that youll spend way more money and way more time. Referrals,
LinkedIn, job websites, and Craigslist are only some of the channels you can use. The
broader the net you cast, the quicker you will hire and the more qualified applicants you will
find.
every applicant is a potential employee or referral source. As such, you want to begin
Page
52
creating relationships with them the second you come in contact. Building this relationship
requires trust, mutual respect, honest and direct communication, and follow-through.
Follow-through, in particular, is much more than a generic Thank you for your application
email. Follow up with candidates to let them know where they stand and whether or not they
Effective interview, teams interview quickly, know what to look for, know what questions
to ask, and know that every candidate interviewed is a potential brand advocate. Ideally,
every candidate interviewed should walk away from the interview really wanting to work at
the company.
workloads. Determine the likely workload for the next year and build you team around that,
setting a level of what you know they can handle. Make sure you know how to handle
excess demand have contract recruiters, RPOs, recruiting agencies, or hiring consultants in
place that you can go to if your team is overwhelmed. However, make sure the quality of the
Page
53
FACTORS AFFECTING RECRUITMENT
The internal forces i.e. the factors which can be controlled by the organization are:
Recruitment policy
procedures by filling up vacancies with best qualified people. With the HRMS application
HAPA (Human resources And People Appreciation)the candidate bank can be easily
managed by storing the resumes of the applicants& by assigning them various rounds of
interviews. This helps the HR in filtering a huge volume of available candidate profiles for a
vacancy, which helps in the possibility of finding the most suitable profile. This feature
helps to streamline the recruitment procedure also in the implementation & automation of
Effective human resource planning helps in determining the gaps present in the existing
recruited and what qualification they must possess. SIZE OF THE FIRM The size of the
its operations and expand its business, it will think of hiring more personnel, which will
handle its operations. COST Recruitment incur cost to the employer, therefore,
Page
54
organizations try to employ that source of recruitment which will bear a lower cost of
operations.
The external forces are the forces which cannot be controlled by the organization. The major
The availability of manpower both within and outside the organization is an important
determinant in the recruitment process. If the company has a demand for more professionals
and there is limited supply in the market for the professional demanded by the company,
then the company will have to depend upon internal sources by providing them special
Labor market
Employment conditions in the community where the organization is located will influence
the recruiting efforts of the organization. If there is surplus of manpower at the time of
recruitment, even informal attempts at the time of recruiting like notice boards display of the
requisition or announcement in the meeting etc will attract more than enough applicants.
Image / goodwill
Page
55
Image of the employer can work as a potential constraint for recruitment. An organization
with positive image and goodwill as an employer finds it easier to attract and retain
employees than an organization with negative image. Image of a company is based on what
organization does and affected by industry. For example finance was taken up by fresher
direct impact on recruitment practices. For example, Government of India has introduced
legislation for reservation in employment for scheduled castes, scheduled tribes, physically
handicapped etc. Also, trade unions play important role in recruitment. This restricts
management freedom to select those individuals who it believes would be the best
performers. If the candidate cant meet criteria stipulated by the union but union regulations
Unemployment rate
One of the factors that influence the availability of applicants is the growth of the economy
(whether economy is growing or not and its rate). When the company is not creating new
jobs, there is often oversupply of qualified labor which in turn leads to unemployment.
Competitors
The recruitment policies of the competitors also affect the recruitment function of the
organizations. To face the competition, many a times the organizations have to change their
Page
56
DIFFERENCE BETWEEN RECRUITMENT AND SELECTION
no
.
1. Meaning It is an activity of It is a process of picking up
applicants.
2. Objective It encourages large number It attempts at rejecting
Consumin
Page
57
SELECTION
Under selection, individuals with advantages or "adaptive" traits tend to be more successful
than their peers reproductivelymeaning they contribute more offspring to the succeeding
generation than others do. When these traits have a genetic basis, selection can increase the
prevalence of those traits, because offspring will inherit those traits from their parents. When
selection is intense and persistent, adaptive traits become universal to the population or
Different methods can be used, including an interview but using a variety of suitable tests
will improve your chances of getting the best candidate and will help to make sure that the
process is fair.
You probably thought about what se lection methods you will use when you were writing
the job description and person specification. It is important to spend time planning selection
methods to use as the more appropriate and plausible they are, the more likely you are to
HR can help with this and there are examples of interview questions and additional tests
Making a bad selection decision is costly in terms of the cost of the recruitment and
selection process itself, salary, management time and re sources; if you select someone
unsuitable you might need to spend time managing their performance and it might affect
other employees. They may also decide to leave meaning you have to go through the
recruitment process again; this is a good opportunity to assess skills and abilities. You can
Page
58
use this to help put together an induction/probation training plan and for their future
development.
SELECTION PROCESS
Selection is a process of choosing right person for the right job. The selection process
1. Job Analysis:
The first step in selection process is analyzing the job. Job analysis consists of two parts:
Proper job analysis helps to advertise the job properly. Accordingly, the right candidates
may apply for the job, thus saving a lot of time and effort of the selectors.
The next step is to advertise the job. The job can be advertised through various media. The
right details about the job and the candidate must be given in the advertisement.
3. Initial Screening:
The initial screening can be done of the applications and of the applicant. Usually, a junior
executive does the screening work. At this stage, the executive may check on the general
personality, age, qualifications, family background of the candidate. The candidate may also
Page
59
4. Application Blank:
It is a prescribed form of the company which helps to obtain information about candidate in
5. Tests:
Various tests are conducted to judge the ability and efficiency of the candidates. The type of
tests depends upon the nature of job. An important advantage of testing is that it can be
administered to a large group of candidates at a time and saves time and cost.
6. Interview:
It is face to face exchange of views, ideas and opinions between the candidate and
Page
60
7. Reference Check:
A candidate may be asked to provide references from those who are willing to supply or
Reference check helps to know the personal character and family background of the
8. Medical Check:
Medical examination of the candidates is undertaken before they join the firm in order to -
Find out whether the candidate is physically fit to carry out duties and responsibilities
effectively, Ensure the health and safety of other employees, Find out whether the candidate
9. Final Interview:
Before making a job offer, the candidates may be subjected to one more oral interview to
find out their interest in the job and their expectations. At this stage, salary and other perks
may be negotiated.
This is the most crucial and final step in selection process. A wrong selection of a candidate
may make the company to suffer for a good number of years and the loss is incalculable.
Company should make a very important decision to offer right job to the right person.
Page
61
Importance of Selection
2. Increase in the efficiency: Selection of qualified and deserved candidate shows higher
rate of efficiency.
3. Job satisfaction: If the candidates suitable job of their own choice, this will lead to job
satisfaction.
4. Reduced cost of training and development: when the qualified and well deserved
candidates are selected, they need less training because they have better grasping power.
5. Suitable work force: A proper and good selection of candidate leads to a suitable work
force, which leads to better working conditions with less turnover and absenteeism.
Page
62
RECRUITMENT AND SELECTION
AT
HCL CDC PATIALA
In every company various techniques/methods are adopted for the selection of suitable
candidate. Selection process are done for making an heir or no-hire decision regarding each
applicant for a job. It is done because every enterprise wants best employee so that
enterprise can achieve its objectives effectively and efficiently. Like that only HCL also
needs best and suitable candidate in their company so that company can reach at the higher
position and can earns maximum profit. Selection is very crucial part for any company
because for the growth of the company it is very important that right decision should be
taken because with the help of employees only the standard or image of the company can be
maximized. By the help of selection process HCL determines the applicants capabilities so
that it can place right candidate at the right job. In selection process, highly specialized
techniques are required. Therefore in the selection process, only personnel with specific
skills like expertise in using selection tests, conducting interviews, etc., are involved.
HCL:
In the HCL selection process is done in very effective manner so that suitable candidate can
be selected. For the selection of administrative, sales and marketing manager two rounds are
conducted so that the capabilities of the applicant can be easily examined. Selection is being
done either by specific employer or head so that perfect candidate can be selected. First
Page
63
round include various capabilities and skills which the candidate should have to become the
manager. And after selecting that candidate next round is conducted in which it is decided
that whether the candidate is suitable for the job or not. Certain things are examined in the
Personality:
First of all it is been determined that whether the candidate has the personality for the
definite job or not. Because in the sales and marketing manager it is important that he should
have the attractive personality that he should have the power of attracting others. Personality
doesnt only means that he should have only good looks but he also should have good sense
of humor. Personality is important because first personality affects the other people. So, first
Communication skill:
After examine the personality it is been examined that whether the candidate is having good
communication skill or not. For becoming the sales and marketing manager communication
affects. Only personality doesnt mean everything along with the personality candidate
should also have the communication skill, he should know proper pronunciation so that other
people can understand him easily, should not use that language which are unknown to others
because with good communication only the person can present her views in front of others.
Convincing power:
After determining the communication it is been determined that whether the candidate is
having the convincing power because it is very important that the marketing manager should
have the convincing power because they have to convince the customers. They should talk
about the attractive and reliable things on which the customers can easily convince as well as
they can easily believe on that things. It is because marketing is all about selling and
Page
64
advertising and both these cant happen without the convincing power so for this position it is
Educational qualification:
been examined that the candidate are how much educated or what is her qualification. For
each and every position of job educational qualification is the primary needs without it, it is
impossible to get high standard job. So, educational qualification is very important which is
Past experience:
After examine the personality, communication skill, convincing power and educational
qualification it is been asked that what the experience of the candidate is. Either the
candidate have done any job in past or not, or if he had done the job, what was the duration
of the past jobs, how was the performance of the candidate at that job.
After determining all the things cross checking is been done from that job place where he
was working in the past. From the reference it is been confirmed or checked that how was
the performance, behavior, attitude and what was the reason to leave that job. It is been
examined that whether the candidate had leave that job with his own will or he has been
rusticated from the job. All these are done in the cross checking. All these steps are included
in the round one of selection process. And after that round two is been conducted at Mohali
where the head examines that whether the candidate had all the qualities for the position of
job or not if the head are satisfied with the qualities then he is being appointed at the job.
Page
65
After that the selection process is been completed and sales manager and marketing manager
is been appointed.
For the selection of trainer at HCL various tests are conducted for identifying that whether
the candidate/applicant is capable or suitable for the job or not. For the selection of trainer
various selection tests are conducted. Selection test are conducted because a test is a
Technical round:
Technical round means to identify the candidates capabilities technically. In this test
candidate are asked to present himself by doing work with the use of machines. By this test
it can be easily identified that whether the candidate knows how to operate the machines or
not. Problems are given to them and they are given instructions to solve that problem. This
Written test:
After the technical round the next step is to conduct written test. These tests measure
whether an individual has the capacity or latent ability to learn a given job. In the written
test aptitude test are taken. These test generally measures intelligence of a candidate.
programming test. In this test candidates are asked to give a lecture in front of them so that
they can know that what are the capabilities of trainer and is he is able to train the trainee or
not. Under this test, a portion of the actual work is given to the candidate, as a test and the
Page
66
candidates are asked to do it. If a candidate applies for a post of trainer in management, he
may be asked to deliver a lecture on management information system as a work sample test.
After that if the candidate is suitable and had done the best in the entire test and if he is
It is all because of the best employees and the trainer who guide the students in a proper
manner.
Formally Notify
You will need to formally notify the successful and unsuccessful candidates as soon as
possible. The successful candidate may already have undertaken other interviews and may
unsuccessful candidates to enable them to carry on with the rest of their life.
OF training
be
everyLITERATURE
(1985)
sources
linked
organizational
performance
employees,
turnover,
satisfaction,
commitment
organization
1980).
done
fulfilling
Recruitment
re
issues
recruitment,
(M.N.Malhotra,
(Terpstra.D,
Mohammed
considering
manufacturing
Bangladesh
(M.M.Absar,
Some
there
between
In
workers:of
scholars
is
satisfaction arerecruitment
to
and
sector
at each
andselectionpractiseswe
important
police
Michael
andGlipsyEscobar
(2008)
this in D.
the world
of
relating
in
athe
Selection
compendium
international
technology Nurul
his
close
say closely
employee
employee
ofin
(Burack,
paper
firms
say of
the
These
and
for
their
White
seven
selection
2014)
recruitment
(Gorter,and
of linkage
organization
that
in by
in
that
1996).
HR
public
An
using
literatu
for
(Hays,
TemtimeZ
that
and in
practises
French
importance
selection
recruitmentupdating
2004).
medium
improve their
make
organizations
(G.R.French,
Among resources
(2009)
paper
enterprises
their
them
saysthat
of
Bernardinsa say
to
certain
2012). Review of
REVIEW OF LITERATURE
The notion of what Recruitment and Selection is, and how it should be done has constantly
changed over the past number of years- From Smith and Robertson (1986) to Woodruff
(1993) to OReilly and Pfeiffer (2000) to Pilbeam and Cambridge (2006) to the most up to
date in Taylor (2010), Armstrong (2010) and Gunnigle (2011)- lots of different people have
Page
67
weighed in with their opinions on how organizations can improve their recruitment and
selection methods. The idea of recruitment and selection was once just to fill the vacant
position as soon as possible and forget about it again but this has changed dramatically- with
hundreds of people exploring this area in the hope to find the perfect method. The object of
this chapter is to review the literature on recruitment and selection- looking at the wastage or
labor turnover organizations can typically expect, the job analysis or designs which may
need to be conducted or drawn up, to the competitive advantage a company can obtain, to
the processes they can use to recruit and select employees. It will then look at the different
recruitment and selection processes the Manufacturing Company could use, be it the classic
trio, work samples or even assessment centers. Finally it will look at the theories on exit
interviews, and how organizations can use them to improve their business.
Recruitment and selection methods have changed and opinions have evolved over the course
of time. It was once the policy to fill the position as quickly as possible but as time has
progressed organizations have realized that the recruitment and selection methods they
employee can have serious effects on how the organisation operates, and thus the turnover
the organisation makes. Attracting and recruiting the best employees is critical to success in
all sectors and to all types of organizations, regardless of size (Cullen &Farrell, 2005, p.
41).Froschheiser (2008) has claimed that putting the wrong person into the wrong position
just to fill it can have dire consequences to your organisation, it may cause poor employee
morale, low productivity and lost opportunities- all of which will have a negative impact on
organizations to ensure that they implement the best recruitment and selection method
Turner (2010) backs this up with this when he claims that the success of any organisation
depends on its ability to get the right people, in the right place at the right time.
Page
68
DATA ANALYSIS
Page
69
Ratio of the male and females among all the employees at HCL CDC Patiala:
male female
As we can see from the above table the proportion of the males and females among all of the
employees at HCL CDC Patiala. Among all of the employees the total number of males are
7 and in the opposite the total number of females are 5. According to it we can assume that
the total proportion of males are more as compared to the proportion of the female.
To Career Planning
Page
70
PERCENTA
NUMBER OF GE
RESPONDENT
YES 6 37.50%
NO 8 50%
NO 8
Yes 6
Cannot say 2
The above chart shows 37.50% of respondents feel that the organization take interest
in their career planning, whereas 50% responded in negative and 12.5% were
confused or may not be able to tell because of stress or some kind of fear
Ratio of methods used in selecting the employees at the HCL CDC Patiala:
Page
71
methods of selection
9.2
8.8
8.6
8.4
8.2
7.8
7.6
7.4
As we can see from the above chart the methods which are used for the selection of
employees at HCL CDC Patiala. Two methods were used one of them are the technical
round and the second one is the interview round which were followed for selecting the
employees. Numbers of employees, selected from the technical round are the 4 and in
opposite the total number of employees selected from the interview methods are the 8. So,
we can easily analyses that the technical round are used for selecting the employees in not
the more proportion but the interview method are used in more proportion and most of the
employees is been selected from the interview method as compared to the technical round.
PERCENTAG
Response E
NUMBER OF
RESPONDENT
Page
72
YES 14 87.50%
NO 2 12.50%
TOTAL 16 100%
Yes 87.50%
No 12.50%
The above analysis shows that 87.50% employees agree that the organization has the
capacity to meet the challenges and only 12.50% says No. This indicate that the
organization keep into mind the future requirements of the caliber of the employees while
recruitment/selection.
Page
73
Employees
9
8
7
6
5 Employees
4
3
2
1
0
less than 50% above 50%<70% above70%<90%
This stress level shows that most of the employees are having stress level in between 50 to
70% .One of the reason of this stress is the recruitment and selection process. The
employees so selected May not properly tested as they are not able to manage the stress at
some level.
Yes 10 67
No 5 33
Total 15 100
Series 1
12
10
8
Series 1
6
0
Yes NO Category 3 Category 4
Out of 15 participants, subject matter of the study 10 agreed that at the time of hiring them
written test was conducted, whereas 5 persons refused of having selected such employees.
While going deep in the issue it was found that the persons whose tests were not conducted
were actually the experienced one and were appointed after an interview.
It indicates, the Company whenever find some suitable talent, take them on roll for the
better results.
Page
75
Did you fully know about the company policies before joined in this company?
Yes 6 40
No 9 60
Total 15 10
0
Satisfactory 75%
Non satisfactory 25%
The findings revealed that 40% of the employees were aware about the detailed policy of HCL and
remaining 60% came to know only after joining.
Page
76
How do you think about Recruitment and selection procedure in your company?
Recruitment No. of Respondents Percentage
Satisfactory 12 75%
Unsatisfactory 4 25%
Total 16 100
Satisfactory 75%
Non satisfactory 25%
The above data analysis revealed that 75%employees rate the recruitment and selection
policy Satisfactory and 25% rate is unsatisfactory. However over all policy can be termed as
good.
Page
77
CONCLUSION
The recruitment process is quite satisfactory. The 75% employees rated the recruitment
policy as satisfactory. However, keeping in view the trend shown about the recruitment
keeping in view the future requirements also further to prove that the management is giving
During the interviews with the students it was observed that they are satisfied with the
learning process at the CDC which further corroborate that the recruitment is being done
keeping in view the needs of the students. However, few students indicated that the teacher
should be equipped with the latest knowledge so that they become sufficient competent to
attend to the interviews and selection process successfully. However, in this regard though
Soft Skill trainer hired is looking after the area relating to the soft skill. But a further
demand the technical knowledge matching with the industry requirement may also be
Recruitment and selection are getting very much importance these days in the organization.
It is very critical thing to evaluate the human resources. It is very important activity as it
provides right people in right place at right time. It is not an easy task as organizations
future is depends on this activity. If suitable employees are selected which are beneficial to
the organization it is at safe side but if decision goes wrong it can be dangerous to the
Page
78
SUGGESTIONS
a. The candidates must be made aware about the policies and various facilities that will be
available to the employees, before recruitment or selection.
b. The position of assignments is reviewed at a specified interval say yearly and decipher the
improvement in the assignments required and arrange for the respective training or propose
suitable recruitments.
c. Keeping in view the retention age, it is observed that the need of the potential employee may
be identified and ensured to be fulfilled so that the retention age of the employees can be
increased.
d. During the interview it is ensured that the marketing executives are having creative
capabilities so that they can compete in the present day competitive world.
BIBLIOGRAPHY
QUESTIONNAIRE
1. Ratio of the male and female among the all the employees at HCL CDC Patiala?
a. Male
b. Female
2. Ratio of methods used in selecting the employees at the HCL CDC Patiala?
a. Technical
b. Interview
6. Did you fully know about the company policies before joined in this company?
a. Yes
b. No
7. How do you think about recruitment and selection procedure in your company?
a. Satisfactory
b. Unsatisfactory
Page
81