A

Project report on
HR policies in HCL
AT

HCL CAREER DEVELOPMENT

CENTRE, NOIDA
A Frontline Division of HCL Infosystems Ltd.

Submitted in Partial Fulfillment for the award of the Degree of

Master of Business Administration
(U.P.TECHNICAL UNIVERSITY, LUCKNOW)
2009-2010
Roll no. : 0909770038

Priyanka verma

1, Knowledge Park, Phase II,

Greater Noida-201306
Telephone: 0120-4513800, 2326874 Fax: 0120-2320282, 4513888, 4513880

Galgotias College of Engineering & Technology

1, Knowledge Park, Phase II, Greater Noida

Ref. No. GCET/MBA/STPR/2010

Date:

CERTIFICATE

This

is

to

certify

that

Mr.

/Ms_______________________ is a student of
MBA programme, semester III of this
institute has undergone summer training
at ___________________________________________
and completed his/her Summer Training
Project

Report

on

___________________________________ as per
the requirement of MBA curriculum of
U.P. Technical University, Lucknow.

Dr. Raju G.

(Faculty Guide)
(HOD)

DECLARATION
I, Priyanka Verma roll no.:- 0909770038 a student of MBA Programme at
the GCET here by declare that I have undergone the Summer Training at
HCL Career Development Centre, Noida, under the supervision of Ms.
Charu lata Chauhan , Placement Co-ordinator, HCL CDC , NOIDA from
28th June to 7th Aug 2010.
I also declare that the present project is based on the above summer
training and is my original work. The content of this project report has not
been submitted to any other university or institute either in part or full for
the award of any degree, diploma or fellowship.
Further, I assign the right to the University, subject to the permission from
the organization concerned, use the information and contents of this project
to develop cases, ceaseless, case leads, and papers for publication and/or
for use in teaching.

Signature of the student

Date: 7th Aug 2010
Place: NOIDA

ACKNOWLEDGEMENT

Someone has rightly said, No one can live in isolation. It is true that
every individual needs the help of others in every work he does.

First of all I would like to express my gratitude to my faculty Mr. Ravish

Chandra who guided me with his knowledge and skill and helped me in
successful completion of the work.
I would like to thank to Ms. Charu Lata Chauhan for his noble
inspiration, keen interest, constant supervision and ever willing help
throughout the course of this study.
I thank my Institute who has given me an opportunity to show my skills. I
also thank all my nearer and dearer ones without whose support this
project would not been possible.
I gratefully acknowledge the invaluable support and guidance that was
provided to me by various individuals that led to the successful completion
of this project. Their vision of the problem gave me enough direction to
bring out a meaningful result. I am grateful to their great support and help
all throughout the project. I am thankful to them for taking out time and
pointing out the multitudinous aspects of customer service and helping me
increase my learning out of the project.
I extend my sincere gratitude towards my parents, who have always
encouraged me and gave suggestions. They always stand by me. Their
support has always motivated me.
I would heartily thank all the respondents of the survey without whose
support & valuable inputs this project would not have been completed.

Table of content
Executive Summary..
Objective and Scope of Study
Company Profile
Introduction of HCL-Career Development Centre
Highlights of HCL.
Awards and accolades of HCL..
Training Program Offered By HCL-CDC............
Facilities of HCL CDC.............
HCL CDC competitors.............
HR in HCL.......
HR policies.......
Research Design...............
Data Collection Procedure.....
Data Collection Method....
Sample of Data..
Data Analysis
Findings of the project.......................................................................
Conclusions...............................
Limitations.........................................................................................
Recommendations .....
6

Bibliography...................

EXECUTIVE SUMMARY
All that is taught in the classroom proves useful when applied in the practical field.
Practical orientation of the management student is must, to perform as a potential
manager. It is for this reason that project training is prescribed as a part of the syllabus
for MBA.
I joined HCL CDC on 28th June 2010 for summer internship and I was placed under the
able guidance of Ms. Charu Lata Chauhan.
I was directed to go through HR policies of HCL Infosystems.In the following pages, I
have tried to record and analysis the different aspects such as the HR policies followed
in HCL, the prevailing culture, attitude, behavior and performance of workforce of the
company, so as to help human resource department to understand the working
environment and the employee satisfaction with the policies and culture followed in
HCL.

OBJECTIVE AND SCOPE OF THE STUDY

PRIMARY OBJECTIVE
To understand the the process of formulation of HR policies followed in HCL and the
kind of organization culture prevailing.
The strategic intent of the project was to do overall study on HR policies followed in
HCL & Best practice used in HCL.
The main objective indentify were:
To study the HR Policies of the company.
To study the amendments made in the HR Policies at HCL
For the partial fulfillment of the requirement of the award of the MBA.
To share and utilize the knowledge gather from this project wherever and
whenever required.
The objective is to provide the reader with a framework of the HR Policy
Manual and the va rious objectives that the different policies aim to achieve
SECONDARY OBJECTIVE
To study other HR related activity existing in HCL.

To study the formalities that new employee undergo when they enter HCL.

To get acquainted with the process of HR department & its functions.

COMPANY PROFILE
HCL Infosystems Ltd.
HCL Infosystems is Indias premier information enabling company. Leveraging its 3
decades of expertise in total technology solutions, HCL Infosystems offers value-added
services in key areas such as system integration, networking consultancy and a wide
range of support services.
HCL Infosystems is among the leading players in all the segments comprising the
domestic IT products, solutions and related services, which include PCs, Servers,
Imaging, Voice & video solutions, Networking Products, TV and FM Broadcasting
solutions, Communication solutions, System Integration, ICT education & training
,digital lifestyle solution and peripherals.
HCL has a direct sales, channel sales and retail sales network pan India. Continuously
meeting the ever increasing customer expectations and applications, its focus on
integrated enterprise solutions has strengthened the HCL Infosystems capabilities in
supporting installation types ranging from single to large, multi-location, multi-vendor
& multi-platform spread across India. HCL Infosystems, today has a direct support
force of over 3000+ members, is operational at 360+ locations across the country and is
the largest such human resource of its kind in the IT business in India. HCL
Infosystems has pan India presence across metros and non-metros.
HCL Infosystems' manufacturing facilities are ISO 9001 & ISO 14001 certified and
adhere to stringent quality standards and global processes. With the largest installed PC
base in the country, four indigenously developed and manufactured PC brands 'Infiniti', 'Busybee' 'Beanstalk' and Ezeebee - and its robust manufacturing facilities,
HCL Infosystems aims to further leverage its dominance in the PC market. It has been
consistently rated as Top player in PC industry by IDC.

10

The 'Infiniti' line of business computing products is incorporated with leading edge
products from world leaders such as Intel. Constant innovation to meet the customized
requirements of its customers has enabled HCL to create the trusted ICT infrastructure
platforms, powerful value adds like HCL Embedded Control & Continuity (HCL EC2)
technology and the future generation of digital lifestyle enablers.
The Imaging, Voice & video solutions segment has strategic alliances with industry
leaders to provide services in various domains which include Audio Video system
integration solutions, broadcasting solutions, imaging products and solutions. The
company has strategic alliances with world leaders for voice and video conferencing
solutions, TV and FM Broadcasting solutions and for Imaging products and solutions to
provide documentation products like copiers, MFDs, Duprinters, laser printers and
large format printers.
The Channel Business of HCL Infosystems has an extensive network of over 3000+
resellers across 900 locations. It has actively promoted the penetration of PCs in the
home and the small office/home office (SOHO) segments.
HCL Infinet Ltd, 100% owned subsidiary of HCL Infosystems Ltd. is a class A ISP
focusing on providing the corporate networking services like Virtual Private Network,
Broadband Internet Access, Internet Telephony Hosting & Co-location services,
designing & deploying Disaster Recovery Solutions & Business Continuity solution,
Application Services, Managed Security Services & NOC Services over its state-of-theart IP / MPLS network and end-to-end contact center solutions

11

SHIVNADAR
Founder HCL
Chairman & Chief Strategy Officer - HCL Technologies

At a time when India had a total of 250 computers, Shiv

Nadar led a young team which passionately believed and
bet on the growth of the IT industry. That vision in 1976,
born out of a Delhi "barsaati" (akin to a garage start up),
has resulted 3 decades later in creating a US $ 5 Billion Global
Enterprise.
HCL is today a leader in the IT industry, employing 56,000 professionals,
has a global presence in 19 countries spanning locations in the US, Europe,
Japan, ASEAN & the Pacific Rim and a pan India presence across 360
points
To say that HCL is a household name in India today is an understatement.
In 31 years of existence, the company has developed and implemented
solutions for multiple market segments, across a range of technologies,
covering customers in India and overseas.

HCL dominates the IT space as a leader. 55,000 gifted professionals, a

colossal US $4.8 Billion turnover, an international presence in 18
countries, and most importantly a deep-rooted commitment to innovate,
makes it a true Technology Giant.

12

The HCL Group is today considered to be an outfit that has the knowledge
and skills in almost every part of the world of information technology.
Present in every sphere of the IT world, HCLs human resources have
helped it advance so far ahead in this fieldin India as well as abroad
that today it has grown in size and stature to become Indias top IT
company, with market leadership in different areas of operations. The
group is also considered as the first Indian transnational IT company.
An immense knowledge base and technology leadership are the keys to
HCLs ability to provide total IT solutions.
HCL started operations primarily as a hardware company when IT in India
was in a nascent stage. There were few Indian vendors then and HCL had
the advantage of positioning itself as the local hardware vendor. This
meant that the user was comfortable dealing with a local company, thus the
comfort level of users increased manifold while dealing with HCL. HCL
understood the market well, whereas MNC vendors were not so
comfortable doing business in Indian conditions and did not understand the
psyche of the Indian user. Thus, HCL was able to expand channels at a
much faster rate and increased penetration.
Due to inherent knowledge about India, HCL was able to penetrate deep
into the government sector and tap most of the IT spending coming from
various government departments. HCL was flexible enough in pricing, its
sales model and terms and conditions, which added to the comfort of its
clients. Sales teams at HCL have always been highly objective-driven and
focused on numbers. Every month/quarter they measure the performance

13

of our managers by the number of times they have met the customers faceto-face.
Whether its software, hardware, training, networking, telecom, peripherals
or system integration, HCL has an answer for all your IT needsthanks to
its pool of competencies. The company also has skills in the areas of
hardware, and services extend from product designing to prototyping,
manufacturing and support. Specialization in designing custom-made
solutions for companies includes application development for client/server
environments, legacy system maintenance and re-engineering, migration,
systems redevelopment, onsite and offshore software services, and
facilities management.
Computer-based education using advanced learning methodology has
training on offer for novices as well as professionals, in IT and non-IT
areas. A dedicated independent vendor channel for the entire Indian mass
market helps bring technology usage closer to the individual. The group
specializes in consumer-oriented, globally applicable solutions for endusers in manufacturing banking and financial services, and the telecom
segment; besides being a total solution provider for technology-based
communication

services

through

satellite

communication,

radio

communication, local area networks as well as broad band communication.

HCL has played a major role in creating IT awareness in the country and in
creating a very competitive environment for growth of the IT industry. The
biggest contribution of HCL in developing the Indian IT market is in terms
of introducing newer technologies and creating a market for them through education
and creation of awareness.
14

All of HCLs expertise is centered around anticipating and fulfilling the

needs of the individual in all spheres of his life. The group achieves this by
providing a complete array of IT solutions that make life simpler and
better. The company has been leveraging its core competencies to develop
new technologies and solutions that pre-empt changing consumer needs.
To complement its strengths in global state-of-the-art technology, HCL, in
the past, has had joint ventures with international corporations such as
Hewlett-Packard, Perot Systems, Deluxe Corporation, James Martin &
Co., and General Instrument, and also partners with world leaders like
AT&T and Microsoft. And finally, forming the core strength of HCL is the
talent and innovativeness of its people, which enables it to provide the
right solutions at the right time.
HCL has always been proactive in understanding the market well. Thus, it
always anticipates the market demand well in advance and offers
products/services accordingly.

15

OVERVIEW OF THE HCL INDUSTRY

16

Management Team
HCL INFOSYSTEMS Ltd

Ajai Chowdhry
Co-Founder HCL, Chairman and CEO - HCL Infosystems An
engineer by training, Ajai Chowdhry is one of the six cofounder members of HCL, India 's premier IT conglomerate.

J V Ramamurthy
Chief Operating Officer HCL Infosystems Ltd J V Ramamurthy
has an engineering degree in Electronics & Communications,
from Guindy Engineering College , and a Masters' degree in
Applied Electronics from the Madras Institute of Technology,
both in Chennai.

Rajendra Kumar
Executive Vice President - Frontline Division HCL Infosystems
Ltd. Mr. Rajendra Kumar has been with HCL for over 30 years
and has seen HCL grow from a start up company to a gigantic
conglomerate that it is today.

17

Worldwide Offices
By being locally incorporated in each country, HCL is able to serve
customers as a local business, with all attendant benefits. It is also a taxpaying citizen, conforming to all local lawsand with a significant global
workforce. We believe that every part of the world has different ways of
doing business and, therefore, unless we make the investment of becoming
a local player, the move from being a mere vendor to a value-creating
partner would be a difficult transition.

18

INTRODUCTION
EMPOWERING YOU TO BRING OUT THE BEST
As the fountainhead of the most significant pursuit of human mind (IT),
HCL strongly believes, "Only a Leader can transform you into a
Leader". HCL CDC is a formalization of this experience and credo which
has been perfected over decades.
It is an initiative that enables aspiring individuals to benefit from HCL's
longstanding expertise in the space and become Industry ready IT
professionals.
To join the pampered tribe of IT wiz kids, the Career Development Centre
or CDC offers a number of industry relevant courses.
It has highly qualified, professional & experienced faculty giving personal
attention to students.
We offer the most modern computing facilities loaded with the latest
operating systems and software packages.
Vision Statement
"To create industry ready professionals
Mission Statement
"To provide world-class information technology solutions and services in
order to enable our customers to serve their customers better

19

The HCL Edge

Learn industry nitty-gritty from Top HCL professionals
Customised and industry specific career programs
Hands on experience
After HCL CDC certification, leave behind your placement worries
HCL takes students to the core of IT fundamentals and the most advanced
cutting problems .Its course modules are structured to give you the best of
both worlds, academic and hands-on.
Key Business Associates
To provide world-class solutions and services to the customers, it has formed
Alliances and Partnerships with leading IT companies worldwide. HCL Infosystems
has alliances with global technology leaders like Intel, AMD, Microsoft, Bull,
Toshiba, Nokia, Sun Microsystems, Ericsson, nVIDIA, SAP, Scansoft, SCO, EMC,
Veritas, Citrix, CISCO, Oracle, Computer Associates, RedHat, Infocus, Duplo,
Samsung
and
Novell.
These alliances on one hand gives access to best technology & products as well as
enhancing the understanding of the latest in technology. On the other hand they
enhance the product portfolio, and enable to be one stop shop for all customers.

20

Institutional Alliances
GGITS,

TRUBA, INDORE

JABALPUR
Gyan Ganga Institute of
Technology & Sciences
(GGITS) is a self -financed
Technical Institution
established in May 2003 with
well defined mission and
goals for Quality Technical
Education to achieve worldclass excellence, in the state
of M.P

Truba Institute of Engineering &

Information Technology, has created
a milestone by collaborating with
world's top IT company. First
Institute in the state got A.I.C.T.E. N.B.A. accreditation in the minimum
eligibility period of 6 years.

CSE, JHANSI

KCNIT, BANDA

The CSE is managed by Pt. The Institute campus covering an

Deendayal Uppadhayay
area of 40 acres of prime land on a
Shikchan Trust, Jhansi
state. We Provide the graduate and
(registered under the Societies post graduate technical degree for
Act 1860) in 2002, for
the current senerio.it includes MCA,
imparting engineering
MBA, B.Tech.We also provide
education and for promoting academic counseling and placement
technological research to
to our students.
generate suitable technical
manpower. The institute is
fully self financed and is
being administered by the
trust.

Review
21

HCL Plans CDCs Abroad

HCL Infosystems Limited, an information enabling company, is
contemplating setting up its career development centers (CDC) abroad.
"We have identified countries in West Asia and Africa for setting up CDCs.
However, our immediate and ongoing focus is on strengthening our
presence in the country. We would foray into overseas markets at a later
stage," Rajendra Kumar, executive -vice-president of HCL Infosystems,
told the media persons.
Source: Business Standard, India
HCL Infosystems to set up 100 career development centres
IT firm HCL Infosystems Ltd on Wednesday announced its plans to set up
at least 100 career development centers (CDCs) across the country in the
next 12-15 months. HCL already has fully operational CDCs in 20 cities in
the country. "We were also planning to open such CDCs abroad,"
Executive Vice-President Rajendra Kumar said after launching the
company's Bhubaneswar centre here today.
Source: Zee News, India

IT trainers think out of syllabus

22

Leading Indian IT training biggies are planning to consolidate their

presence in the non-IT education segment as well. HCL Infosystems,
which has recently ventured into IT education business under the banner of
HCL Career Development Center, is eyeing the retail industry. We are
finalizing plans to launch specialized courses in retail sales and marketing
through our training centers, said S T M Eswar, associate vice president,
HCL Infosystems.
Source: Economic Times, India

23

24

Highlights of HCL
HCL Infosystems Ltd is one of the pioneers in the
Indian IT market , with its origins in 1976. For over
quarter of a century, we have developed and
implemented solutions for multiple market
segments, across a range of technologies in India.
We have been in the forefront in introducing new
technologies and solutions. The highlights of the
HCL saga are summarised below:
Year

Highlights

- Foundation of the Company laid

1976 - Introduces microcomputer-based programmable calculators
with wide acceptance in the scientific / education community
- Launch of the first microcomputer-based commercial computer
1977 with a ROM -based Basic interpreter
- Unavailability of programming skills with customers results in
HCL developing bespoke applications for their customers
1978

- Initiation of application development in diverse segments such

as textiles, sugar, paper, cement , transport

1980

- Formation of Far East Computers Ltd., a pioneer in the

Singapore IT market, for SI (System Integration) solutions

1981

- Software Export Division formed at Chennai to support the

bespoke application development needs of Singapore

1983 - HCL launches an aggressive advertisement campaign with the

theme ' even a typist can operate' to make the usage of
computers popular in the SME (Small & Medium Enterprises)
segment. This proposition involved menu-based applications for
the first time, to increase ease of operations. The response to the
25

advertisement was phenomenal.

- HCL develops special program generators to speed up the
development of applications
- Bank trade unions allow computerization in banks . However ,
a computer can only run one application such as Savings Bank,
Current account , Loans etc.
- HCL sets up core team to develop the required software ALPM ( Advanced Ledger Posting Machines ) . The team uses
reusable code to reduce development efforts and produce more
1985
reliable code . ALPM becomes the largest selling software
product in Indian banks
- HCL designs and launches Unix- based computers and IBM
PC clones
- HCL promotes 3rd party PC applications nationally
- Zonal offices of banks and general insurance companies adopt
computerization
- Purchase specifications demand the availability of RDBMS
1986 products on the supplied solution (Unify, Oracle). HCL arranges
for such products to be ported to its platform.
- HCL assists customers to migrate from flat-file based systems
to RDBMS
1991 - HCL enters into a joint venture with Hewlett Packard
- HP assists HCL to introduce new services: Systems
Integration, IT consulting, packaged support services ( basic
line, team line )
- HCL establishes a Response Centre for HP products, which is
26

connected to the HP Response Centre in Singapore.

- There is a vertical segment focus on Telecom, Manufacturing
and Financial Services
- HCL acquires and executes the first offshore project from IBM
Thailand
1994
- HCL sets up core group to define software development
methodologies
- Starts execution of Information System Planning projects
1995 - Execution projects for Germany and Australia
- Begins Help desk services
- Sets up the STP ( Software Technology Park ) at Chennai to
1996 execute software projects for international customers
- Becomes national integration partner for SAP
- Kolkata and Noida STPs set up
1997
- HCL buys back HP stake in HCL Hewlett Packard
1998 - Chennai and Coimbatore development facilities get ISO 9001
certification
- Acquires and sets up fully owned subsidiaries in USA and UK
1999 - Sets up fully owned subsidiary in Australia
- HCL ties up with Broad-vision as an integration partner
2000 - Sets up fully owned subsidiary in Australia
27

- Chennai and Coimbatore development facilities get SEI Level

4 certification
- Bags Award for Top PC Vendor In India
- Becomes the 1st IT Company to be recommended for latest
version of ISO 9001 : 2000
- Bags MAIT's Award for Business Excellence
- Rated as No. 1 IT Group in India
-Launched Pentium IV PCs at below Rs 40,000
2001

-IDC rated HCL Infosystems as No. 1 Desktop PC Company of

2001
-Declared as Top PC Vendor by Dataquest

2002

-HCL Infosystems & Sun Microsystems enters into a Enterprise

Distribution Agreement
- Realigns businesses, increasing focus on domestic IT,
Communications & Imaging products, solutions & related
services

2003

- Became the first vendor to register sales of 50,000 PCs in a

quarter
- First Indian company to be numero Uno in the commercial PC
market
- Enters into partnership with AMD
- Launched Home PC for Rs 19,999
28

- HCL Infosystems' Info Structure Services Division received

ISO 9001:2000 certification
- Launches Infiniti Mobile Desktops on Intel Platform
- Launched Infiniti PCs, Workstations & Servers on AMD
platform
- 1st to announce PC price cut in India, post duty reduction,
offers Ezeebee at Rs. 17990
- IDC India-DQ Customer Satisfaction Audit rates HCL as No.1
Brand in Desktop PCs
- Maintains No.1 position in the Desktop PC segment for year
2003
- Enters into partnership with Port Wise to support & distribute
security & VPN solutions in India
- Partners with Microsoft & Intel to launch Beanstalk Neo PC
2004

- Becomes the 1st company to cross 1 lac unit milestone in the

Indian Desktop PC market
- Partners with Union Bank to make PCs more affordable,
introduces lowest ever EMI for PC in India
- Launched RP2 systems to overcome power problem for PC
users
- Registers a market share of 13.7% to become No.1 Desktop
PC company for year 2004
- Crosses the landmark of $ 1 billion in revenue in just nine
months
29

2005

- Launch of HCL PC for India, a fully functional PC priced at

Rs.9,990/- 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'
- IT Hardware Category by The Economic Times -Avaya Global
Connect.
- Top 50 fastest growing Technology Companies in India' & 'Top
500 fastest Growing Technology Companies in Asia Pacific' by
'Deloitte & Touche'. by 'Deloitte & Touche'
- '7th IETE -Corporate Award 2005' for performance excellence
in the field of Computers & Telecommunication Systems by
IETE.
- 'Best Bhoomi Brand 2005' by 360 magazine
-in the PC category
-in the LCD Monitor category.
- India 's 'No.1 vendor' for sales of A3 size Toshiba Multi
Functional Devices for the year '04 -'05 by IDC.
- Toshiba Super Award 2005 towards business excellence in
distribution of Toshiba Multifunctional products,
- Strategic Partners in Excellence' Award by Infocus Corporation
for projectors.
- 'Most valued Business Partner' Award for projectors by Infocus
30

Corporation in 2005
2006

- 75, 000+ machines produced in a single month

- HCL Infosystems in partnership with Toshiba expands its retail
presence in India by unveiling 'shop Toshiba'
- HCL Infosystems & Nokia announce a long term distribution
strategy
- HCL the leader in Desktops PCs unveils India's first segment
specific range of notebooks brand - 'HCL Leaptops'
- IDBI selects HCL as SI partner for 100 branches ICT
infrastructure rollout
- HCL Infosystems showcases Computer Solutions for the Rural
Markets in India
- HCL Support wins the DQ Channels-2006 GOLD Award for
Best After Sales Service on a nationwide customer satisfaction
survey conducted by IDC
- HCL Infosystems First in India to Launch the New Generation
of High Performance Server Platforms Powered by Intel Dual Core Xeon 5000 Processor
- HCL Forms a Strategic Partnership with APPLE to provide
Sales & Service Support for iPods in India
- HCL Infosystems rated as number one Desktop PC Company
by IDC, sixth year successively
- HCL Infosystems sustains its commercial Desktop PC
leadership for the fifth consecutive year
31

- HCL launches "trusted ICT infrastructure platforms" for the

BPO-ITES segment
- HCL launches India's first High Performance Enterprise Server
Platforms powered by dual core Intel Itanium processors
- HCL creates Dual Core Xeon Server at a price point of RS.
43,900/- HCL completes 30 years in India
- HCL in association with The Music Academy, Madras brings
'HCL Concert Series' to Chennai City
- Enters into partnership with Casio
- HCL establishes its manufacturing facility at Uttaranchal
- HCL launches Beanstalk 2007 collection. A range of four new
HCL Beanstalk Dig life-enablers, Beanstalk Nano, Beanstalk
Slim, Beanstalk Lifestyle & Beanstalk Dominator
2007

- HCL introduces eco-efficient Notebook PCs complying with

RoHS directive
- HCL unveils initiative to create industry ready ICT
professionals- launches HCL career development centres
- HCL launches data-centre in a box - a simplified IT
infrastructure solution in a box targeted at small and medium
enterprises
- HCL breaks the one terabyte storage barrier in computerslaunches Indias first one terabyte personal computer
32

- Kodak and HCL ink agreement to distribute digital cameras in

India
- HCL launches Indias first multilingual POS printer HCL star TSP 700, designed exclusively for the needs of rural retailers
- HCL unveils enterprise class 16 core server - Indias first
server with 16 computing cores in a 7- inch (4u) form factor
- Launches a new range of eco-efficient desktop PCs, complying
with RoHS directive
- HCL launches NETMAX; suite of networking products and
solutions expands its portfolio for emerging enterprises
- HCL announces '360-degrees technology refresh program'new initiative aimed at capturing latest trends in technology and
delivering them to Indian enterprises
- HCL announces launch of its workstation 2008 series for
MCAD and DCC professionals
- HCL unveils the future of personal computing. Launches next
2008 generation, ultra portable, Sub Rs. 14,000/- laptops MiLeap
Series for the first time in India.
2009 -100th HCL CDC centre signed up.

33

A w a r d s An d Ac c o l a d e s o f H C L
HCL won

The

Most

Innovative

Franchisee

Aw a r d

by

Franchisor

Aw a r d

by

Franchise Plus in Feb 08.

HCL won

The

Most

Supportive

Franchise Plus in Feb 08

M r. Aj a i C h o w d h r y , C h a i r m a n & C E O o f H C L I n f o s y s t e m s
L i m i t e d , h o n o u r e d w i t h ' C E O o f t h e ye a r 2 0 0 8 ' a w a r d b y
I T P e o p l e Aw a r d s f o r e x c e l l e n c e i n I T.
M r. Aj a i C h o w d h r y , C h a i r m a n & C E O o f H C L I n f o s y s t e m s
L i m i t e d , w a s d e c l a r e d I T P e r s o n o f t h e Yea r 2 0 0 7 b y
Dataquest.
H C L w o n T h e B e s t R e t a i l e r Aw a r d i n C o n s u m e r D u r a b l e s
category by Asia Retail Congress in Dec 07
HCL

won

Quality

awards
categories

in

Environment
at

the

Management

Elcina-Dun

&

Awards for Excellence in Electronics, 2006-07.

34

and

Bradstreet

 Indias

Most

Preferred

Personal

Computer

Brand

by

C N B C AW A A Z C o n s u m e r Aw a r d 2 0 0 7 .
HCL received three Channels Choice 2007 awards for
Relationship Management,
After

Sales

Support

&

Commercial

Ter m s

from

DQ

C h a n n e l s , b a s e d o n a n I D C c h a n n e l s a t i s f a c t i o n s u r v e y.
HCL

Infosystems

won

Brand-of-Excellence

Aw a r d

at

O r g a n i z a t i o n Aw a r d

2007'

for

VAR I n d i a F o r u m 2 0 0 7 .
HCL bagged

IMM

' Top

Excellence at 34th World Marketing Congress.

H C L w a s a w a r d e d A m i t y C o r p o r a t e E x c e l l e n c e Aw a r d
2007 for its distinct vision, innovation, competitiveness
and sustenance.
H C L w o n Tos h i b a C o l o u r C o p i e r C h a m p i o n Aw a r d 2 0 0 7
for

improving

overall

customer

approach

and

better

t e c h n i c a l c a p a b i l i t y.
HCL won the Best Indian Branded PC & Best IT Retail
C o m p a n y a w a r d a t t h e 6 t h VAR I n d i a S t a r N i t e Aw a r d s
2007.
HCL has been recognized by Nokia, consecutively for
l a s t t w o ye a r s w i t h t h e N o k i a E x c e l l e n c e Aw a r d f o r
S a l e s & D i s t r i b u t i o n , As i a P a c i f i c 2 0 0 7 .
H C L D i g i l i f e r e t a i l c h a i n w o n t h e ' M o s t Ad m i r e d R e t a i l e r
o f t h e Yea r ' a w a r d i n C o n s u m e r D u r a b l e s a n d E l e c t r o n i c s
c a t e g o r y a t t h e 2 0 0 7 I M A G E S R e t a i l Aw a r d s .

35

 H C L r e c e i v e d B e s t I n C a t e g o r y Aw a r d f o r H C L D i g i l i f e
Stores

and

Special

Aw a r d

for

Innovation

and

Tec h n o l o g y f o r i t s e P O S d i v i s i o n a t t h e F r a n c h i s e a n d
S t a r R e t a i l e r Aw a r d s 2 0 0 7
HCL

Infosystems

Organization-2006

was

presented

award

by

with

Institute

of

the

Top

Marketing

Management (IMM) in recognition of its innovation in

marketing management.
H C L I n f o s ys t e m s h a s b e e n
Ven d o r

consecutively

for

voted
last

six

as the
ye a r s

No. 1
by

IDC

PC

Dataquest.
H C L b a g g e d t h e D u n & B r a d s t r e e t Aw a r d s 2 0 0 6 f o r Top
Performance In The Computer Hardware & Peripherals
Sector.
H C L w o n t h e ' A m i t y C o r p o r a t e E x c e l l e n c e Aw a r d 2 0 0 6 ' i n
t h e C o m p u t e r h a r d w a r e c a t e g o r y.
H C L a m o n g t h e Top 3 I T c o m p a n i e s f o r t h e l a s t 3 ye a r s ,
D Q & I D C , B e s t E m p l o ye r S u r v e y, B e s t e m p l o y e r 2 0 0 5
with Five Star Ratings.
Top 3 I T H a r d w a r e C o m p a n i e s r a n k e d i n I n d i a s 1 0 0
M o s t Val u a b l e B r a n d s b y P l a n m a n C o n s u l t i n g & I C M R
Research.
H C L w a s r a n k e d a m o n g t h e t o p F a s t 5 0 0 As i a P a c i f i c
2006

program

by

Deloitte

Tec h n o l o g y ,

Media

&

Tel e c o m m u n i c a t i o n s .
Business Standard ranked HCL at no. 21 in BS 1000
ranking in 2006.
36

 ET

ranked

HCL

amongst,

Top

50

in

ET

Top

500

Companies Listings for 2006.

H C L h a s b e e n r a n k e d a m o n g s t t h e Top 5 G r o u p s i n t h e
D Q Top 2 0 a n d Top 3 M o s t P r e f e r r e d B r a n d s i n C N B C
Awaaz Surve y , 2006.
H C L r a n k e d a m o n g s t t h e Top T h r e e M a j o r P l a ye r s o n
V P N S e r v i c e P r o v i d e r b y Av a y a G l o b a l C o n n e c t .
I n d i a s N o . 1 Ven d o r f o r s a l e s o f A3 s i z e Tos h i b a M u l t i
Functional

Devices

for

the

ye a r

2005-06

by

IDC

Dataquest.
The Most Responsive Company 2005 IT Hardware
Category

by

The

Economic

Ti m e s

Av a ya

Excellence

Aw a r d

by

InFocus

GlobalConnect.
Strategic

Partners

in

Corporation for projectors.

M o s t Val u e d B u s i n e s s P a r t n e r Aw a r d f o r P r o j e c t o r s i n
2005.
Tos h i b a S u p e r Aw a r d 2 0 0 5 & P l a t i n u m Aw a r d 2 0 0 4
t o w a r d s b u s i n e s s e x c e l l e n c e i n d i s t r i b u t i o n o f Tos h i b a
Multifunctional products consecutively for 3 years in a
row.
I n d i a s ' N o . 1 v e n d o r ' f o r s a l e s o f A3 s i z e T o s h i b a M u l t i
Functional

Devices

for

the

ye a r

2004-05

by

IDC

Dataquest.
7th

IETE

excellence

C o r p o r a t e Aw a r d
in

the

field

Tel e c o m m u n i c a t i o n s S y s t e m s .
37

2005
of

for

performance

Computer

&

 ' N o . 1 Ven d o r o f I n f o c u s M M P r o j e c t o r s b y P a c i f i c M e d i a
Associates Survey 2005.
Best

Bhoomi

Brand

2005

by

360

magazine

C a t e g o r y a n d i n t h e L C D M o n i t o r C a t e g o r y. .

38

in

the

PC

The HCL Family

At HCL, people are not just employees but family. So, like an important
member of the family should, you get endless freedom to experiment,
unlimited empowerment to execute y
our dreams and the rare opportunity to be an entrepreneur.
HCL Infosystems is the progenitor of the HCL Group and is known as the
Entrepreneurial Incubator in the Indian IT industry. We believe in
empowering people to help achieve their goals goals that are achieved by
the coming together of talent and innovation, powered by ownership and
freedom to experiment, leading to tremendous growth and gains for the
individual and the organisation. We pride ourselves in being a pioneer in
creating the Indian IT Industry, by pioneering the creation of the people for
the industry.
Our HR philosophy is beyond HR Practices and Systems, where we are
ceaselessly creating the HCL Family, whose DNA is Pride, Passion,
Performance and People, with an inexhaustible Spirit of Entrepreneurship.

39

Who do we look for?

Our objective has always been to acquire quality people and groom them
to become entrepreneurial Leaders. HCLites are people who take pride in
continually doing better than their best; people with a passion to succeed;

40

people who have a fire within to perform and realize results.People who
want to WIN (W Work hard, I- innovate and N-never giver up).
Why HCL?

Ranked Top 3 Best Employer Survey in IDC-DQ Survey 2006

Ranked Best Employer in IDC-DQ Survey 2005

We are one of the few IT companies in India that provide a lifetime

comprehensive career plan. At HCL, we look at the strengths of a person
and accordingly assign future job roles to match those. People can chart
their own career options of Entrepreneur or Manager or Technocrat. HCL
provides an open canvas of opportunities for each individual, which is how
90% of our top management is from campus (people who joined us as
trainees straight from campus).
Be an Intrapreneur - An organisation with a large number of
recruitments from campuses all across India, creating entrepreneurs
from and for HCL.
Endless growth opportunities in an open and entrepreneurial
environment where your team mates and manager become your best
friends.
A company where the diversity of 360+ locations, languages and
cultures blend seamlessly into a challenging work ethos of the HCL
Culture that fosters excellence, recognising and rewarding
performance.
A career with diverse, rewarding & challenging assignments
everyday...with the freedom to create, articulate new ideas,
collaborate with the sharpest minds and truly realise your potential.

Learn
HCL training facility in the city of
Hyderabad is spread over a sprawling
16 acres with
residential facility to accommodate 165
employees at the same time in training.
Equipped with class rooms, labs,
canteen, a recreation centre and
41

dedicated faculty with vast experience in the IT industry, we conduct

over 25000 man days of internal classroom training every year.
Classroom trainings are further complimented through Enable
Leadership Enrichment and Development - which provides a
comprehensive automated learning tool to each employee through
various online learning options.
360 Degree Feedback for a holistic quality improvement and
individual development plans.
Learn from Leaders who have a three decade rich history of
inventions and innovations.
Grow
iPerform, our online Performance
Management System tracks result
achieved through daily to weekly to
monthly to quarterly review system for
Career Planning and Position planning.
Mindia TechXperts, a fast-track career
growth programme identifies and groom
young engineers for leadership positions in a short period of 18
months.
We continue to promote Indian traditions and recognize talent in
diverse areas, through he much acclaimed HCL Concert Series - a
tribute to excellence in human endeavor.
80% of our top management today are people who joined straight
from campus.
Own
Pioneer in IT industry for ESOP started in
80s.
Profit Sharing Scheme since 1997 for all
employees.
HCL One Quarterly Awards Night is a gala
celebration every quarter when the HCL family
gets together to celebrate achievements of
42

individual and team performances.

Bottom up communication channels providing opportunities for
employee opinion.
HCL Towers - Houses for our employees.

Enjoy your day, everyday, at HCL

A dynamic, fast paced and flexible work environment that nurtures
relationships and constantly celebrates our people's happiness, hobbies,
achievements, festivities....... At HCL, we make everyday work an
enjoyable and fun experience
HCL Concert Series

Sporting Champions

Celebrating Festivities

Extending the exclusive

blend of creativity and
excellence from IT to the
world of music and dance,
The HCL Concert Series
is a tribute to excellence
in human endeavor. Every
month you are invited to
enjoy four evenings of
soul satisfying music or
enrapturing dance
performance by some of
the best artists in India

Cricket, Squash or Golf you can find them all

here in HCL Our intraorganisation and interorganisation
competitions ensure that
even the workaholics
are involved in playing
or cheering at least.
Table tennis in office
everyday makes not
only the class players
pursue their interests,
but also helps the
amateurs take a break.

Celebrations, frolic,
carousing, quizzing are all
ingrained in HCL. Be it a
festival or commemorating
one of us or applauding a
team - we do it with a
bang - paint the town red.
We make Diwali brighter
than the lights with stalls,
music, antakshiri, dance,
mimicry - name it and we
have it.
Our Christmas is warmer
than Christmas puddings
with Santa Claus, Xmas
trees for all teams and lots
of tinsel. Holi or Pongal or
Rakshabandhan, all are a
way to celebrate our "unity
in diversity".

Innovate at HCL

HCL One Awards

Picnics and more at hcl

Innovation is promoted in To commend the

43

We as a family go to trips,

every part of the

organization and the
results are seen in the
various examples of
innovations that have
come from our own
employees. Give wings to
your ideas with our
unique innovate@hcl.in

achievements of our
people, we raise a toast
to the achievers and
have a frolicking party
every quarter.
Win the Glittering
Trophy, Blue
parties.Diamond, or an
Acrylic Star for your
performance. These
rejoicing, reveling
moments are not to be
missed

outings, picnics, movies,

river rafting - move away
from the work
environment, from the city
towards nature - in the
lush green environment to
rekindle and refresh our
spirit. These adventurous
trips help us strengthen
our camaraderie

Culture at HCL
With our open and entrepreneurial environment, every HCLite is
synonymous with passion for performance, high need for achievement and
commitment to job. Our core values of high integrity with a Never-Say-Die
approach is ingrained and visible in all our people, practices and processes .
a) Diversity and Inclusion
HCL strives to attract and retain the best talent and provide an environment
where each individual is given the opportunity to build a rewarding career.
With offices in more than 300+ locations, we employ a diverse group of
people from different backgrounds, yet all connected by a common sense
of the HCL culture. We value the uniqueness of each individual, relying on
the diversity to drive our innovation, growth and performance
b) HCLs Community Involvement
Recognizing the important role of business in society, HCL supports and
encourages the active involvement of its people in community volunteer
initiatives. Employee volunteering programmes at HCL enable you to do
much more than routine work through active participation in various
causes.

44

Case Study 1 New Year celebration with SOS

children
For New Year 2007 celebrations, we invited to HCL Head Office, fifty two
children from an SOS village for a childrens party. Children as young as
four years, came to meet us. Bright faces with sunny smiles that is how
we remember the kids. From the moment they arrived, it was a memorable
few hours of fun, frolic and learning. HCLite generosity also ensured that
all children went back with new year gifts along with happy memories,
food and drink of the party. Each child was presented a gift, specially
chosen and purchased according to the interest of the child, by an HClite
desiring to a bring a smile to a little child. Gifts never fell short and
everyone ensured that the kids had an evening worth cherishing. So it will
be for each one of us HCLites...a happy memory that will continue to
warm
our
hearts
as
we
go
through
everyday
life.
Case Study 2 Planting Trees at HCL Education
Centre
Taking another step towards creating a greener world, HCL has started a
new tradition of planting trees. All guests at the HCL Education center,
Hyderabad plant saplings. Other Environment friendly initiative include
HCLs E-Waste Recycling facility that provides proper disposal of Ewaste. HCL also recently introduced the eco-friendly Desktops and
Notebooks.
Meet some HCL people
Take a look at some HCLites and read their experiences to get an "insider's
view" of your potential colleagues.
Biju John, General Manager
Born and brought up in Gods own country, Biju started his career in
HCL in 1988.
His Ballard office doors are ever open for anyone who wants to talk
to him. Ask him about his key achievement in HCL, he fondly
45

remembers 5 Cheque Truncation Solution wins from five major PSU

banks in 5 months.
What is the best thing about work? My Team at HCL
S K Sharma, Associate Vice President
HCL is like home for me, S K Sharma admits candidly and one can
see how much he means it when he adds with pride, how his team is
really his strength. He is proud of the fact that each year he managed
to achieve the set goals. His hobbies include long drives and listening
to music, especially songs of Mohhammad Rafi and Hemant Kumar.
His philosophy Better to work in one company than keep changing
jobs because a company like HCL gives enough options

Training Programs offered by HCL-CDC

HCL Certified Network Engineer (One Year)
Oracle
JAVA
Dot Net
HCL Certified Network Engineer (Three Year)

Course details
S.

Name of Course

No
1
2
3

HCE
HCNA
HCNP

Preferred

Duration

Fee

Fee

Entry

Lumsum

Installment

Profile
Tech. Grad. 600 Hours
12th
300Hours
12th
600 Hours

48000
35000
70000

52000
40000
80000

46

HCNE

12th

900 Hours

110000

120000

5
6
7

Basic Hardware
12th
Advance N/W
12th
Basic H/W & 12th

100 Hours
80 Hours
180 Hours

10112
7865
16854

NA
NA
NA

Advance N/W
N/w Technology & Graduation

50 Hours

10112

NA

Graduation
Graduation

150 Hours
100 Hours

17978
13483

NA
NA

devices
9
10

System Engineer
Linux
Administrator &

11

Security
Technocrat

Graduation

300 Hours

33708

12
13
14
15
16
17

(COMBO)
CCNA+MCSE
CCNA+RHCE
RHCE+MCSE
H.S.A
SERVER
SECURITY

Graduation
Graduation
Graduation
B Tech
B Tech
B Tech

200 Hours
150 Hours
250 Hours
400 Hours
80 Hours
50 Hours

22472
19101
26966
50000
11000
9000

53933

FACILIITES

Facilities
We

offer

the

most

modern

computing facilities loaded with the

latest

operating

systems

and

software packages. The classrooms

are equipped with complete audiovisual tools & accessories. We have
highly
47

qualified,

professional

experienced faculty giving personal

attention to students. The courses
are highly customised and industry
specific.
Infrastructures
We offer a bustling, vibrant and
convenient

environment

to

the

student community of the institute.

The infrastructure we provide is
truly world class. So come join the
HCL CDC and be a part of the most
happening industry.

48

HCL-CDCs COMPETETORS
1. NIIT
2. DUCAT
3. APTECH
4. DOEACC
5. IIHT
6. JETKING

49

HUMAN CAPITAL AT HCL-CDC

Technical Department
Marketing and sales Department
HR Department
Finance Department

50

51

Technical Department
S.No Names

Designation/Profile

Technical

Mr.Abhishek

Mob No./Ph. No.

Head,HCL-CDC,F-

1,Sector 8,Noida
2

Ms. Minakshi

Trainer

Ms Madhu Rai

Trainer

Mr. Rahul Arora

Trainer

9717597585

Mr. Rahul

Trainer

9990515083

Ms. Sima

Trainer

9818109822

7.

Ms Mitte

Trainer

Mr.Vinod

System Administrator

Mr. Saurabh

System Administrator

52

53

Marketing and Sales Department

S.No

Name

Designation/Profile

1.

Mr. Akash Agarawal

Regional

Head,

Mobile No,/,Phone No

North 9818571329

India,HCL-CDC
2

Mr.Anil Bhat

Business

Development 09871658659

Manager,North India,HCL3

Mr.vineet aurora

CDC
Center

Manager,

Centre

of

Head 0120-2425471

HCL-CDC,F- 09716014180

Mr.Ankur Chauhan

1,Sector-8,Noida
Sr,Marketing Executive

Ms.Deepti Gandhi

Marketing Executive

9899592425

Mr.Shardul Sharma

Marketing Executive

9718354363

Mr.SwimieChetiya

Management Trainee

Mr.Sanjeev Singh

Management Trainee

9999016032

Ms. Garima

Counselor/sales

0120-2425471

10

Ms. Poonam Dixit

Central Operational Ext

0120-2425454

11

Ms Smita Nair

Counselor/Sales

0120-2425454

54

09999660936

H.R.Departmant
S.No
1

Names
Mr.Ajay Tyagi

Designation
Sr. Manager HR,HCL-CDC,

Mob.No/Ph.No.

F-19,Sector 8,Noida
2

Ms.Monika Singh

Asst.Manager HR, HCL_CDC

F-19,Sector 8,Noida

Ms.Charulata

HR

Deptt,

placement

Chauhan

ordinator, HCL_CDC

Ms. Deepti

F-19,Sector 8,Noida
HR Deptt HCL_CDC
F-19,Sector 8,Noida.

Ms Neema Jain

HR Deptt HCL_CDC
F-19,Sector 8,Noida.

Finance Departmant

55

Co- 9953204593

S.No Names

Designation

Mob No/Ph. No

Mr. Shubham

Accountant

99650935252

Mr. Satendar

Accountant

Mr Atul Chodhry

Accountant

Mr, Bhatia

Finance Deptt.

56

9818099695

HUMAN RESOURCE IN HCL

Any organization that would like to be dynamic and growth oriented has to pay
attention to th development of its HUMAN RESOURCE. People working in the
organization must be helped to acquire capabilities for effective performance of new
roles/functions/tasks/that may arise in the process of companys growth and change in
the environment HCLL endeavors to nurture environment, training, job progression,
recreation etc, to ensure that they have a fruitful and mutually beneficial association
with the company.

HR Vision:
To provide pride of association to our associates by having meaningful professional life
and joy of association through work life balance.

HR Goals
Improve employee engagement across the organization.
Maintaining industrial harmony
To ensure that compensation career growth and future path are performance driver.
To see to it that employee suggestion are firth coming and frank with the organization
giving it a clear ear and acting on wherever necessary.

57

HUMAN RESOURCE MANAGEMENT IN HCL

The HUMAN RESOURCE department has many tentacles. I will give brief about each
though I would like to make it clear the HR, and Personal Department. Each
department has a different set of functions.
I would like to give a birds eye view on Human Resource department first: t has
recruitment section, joining formality support team, Performance Management system
team, and ERP and Management Information team.
Training and Industrial Relation are autonomous department as far as HCL is concerned
due to the large human capital working in the organization.
+

HR IN HCL

HUMAN
RESOURC
E

INDUSTRIA
L
RELATION

TRAINING
&
DEVELOPM
ENT

TIME
OFFICE

While industrial relation department deals with the prevention n settelment machinery
and the the time office manages the time factor of each employee with their in n
out,leave managment system and other time related issues and data and maintain their
records.
58

SUPPORTING FUNCTIONS OF HR
JOINING FORMALITIES
After the candidate is selected in the process of recruitment, there is joining formalities
which takes place in order to have all the details regarding the candidate/employee so
he is verified as well as the process aware about whatever things are requisite from the
organization point of view, so he gets a ID card for punching for his/her attendance,
Medi-claim insurance or ESI card as per the employee salary thing is made ,then
various forms need to be filled for gratuity for shareholdings etc and then a MIS is also
maintained for this is maintained in Microsoft Excel as well as the ERP software.
HR HELPDESK
If employees have any issues, queries and concerns are properly captured, evaluated
and promptly addressed/resolved and feedback is provided on not covered under the
prevalent guidelines/policies, HCL launched HR& I-assist. In I-assist every employee
through his/her personal employee code and password can go through his/her records
and several other benefits and information on the site though this thing is only
implimented in HCL BPOs of HCL Technologies.
Each and every query can be raised through intranet and the process owners resolve the
raised query communicate to the concerned employee with marked to the Helpdesk(Iassist) dedicated resource within predefined timeframe.
And the help-desk-dedicated resource shall present MIS & percentage compliance to
define service level agreement in the plant monthly HR review meeting.
REWARD &RECOGNITION
It is done to create an environment where people strive from within to excel in meeting
their stake holder expectation.
R & R SCHEMES:
59

1.
2.
3.
4.
5.
6.
7.
8.
9.

Employee of the Month

Employee of the year
Identifying key resources
Outstanding manager of the year
Six sigma certification
Quest for excellence
Service award
Appreciation award
On the spot award.

INDUSTRIAL RELATION

This department is very important as it is concerned with the relationship between

management and the workers and the role of regulatory mechanism in resolving any
industrial dispute.

It involves the following areas:

Role f management, government

Machinery of resolution for industrial dispute.
Individual grievance and disciplinary policy and practice.
Labor Legislation
Industrial relation training like know you policy programs.

This department has also welfare programs like in-house sport activities, various
behavioral programs as well as Open House, which are conducted by HR & IR
together.

Training and Development

Learning and development Training
60

Training is the most important function that directly contributes to the development of
Human Resources. Training is essential because technology is developing continuously
and at a fast rate. Organization should create conditions in which people acquire new
knowledge and skills & develop healthy patterns of behavior and style.
The different types of training involves:

Mandatory Training
Behavioral Training
Process improvement Training
Functional Training

There are more than 200 types of training programs that happen in this organization.
These are some part of training.
MANDATORY TRAINING:-It includes induction of roll employees as well as USTs,
Integrated Management System, vision, mission and values.
BEHAVIORAL TRAINING:-It includes staying ahead, motivational training,
behavior, communication, team work, etc.
PROCESS IMPROVEMENT:-It includes Kaizen, six sigma,5s, TQM
FUNCTIONAL TRAINING:-It includes Microsoft excel, CDR, etc.

TIME OFFICE
This department team looks after the attendance of the employees working in the plant.
Secondly it involves all the issues related to the same and also takes care of all the
grievances regarding the leaves applicable to the employee whether it is sick leave or
casual leave or earned leave.

61

It also looks after and maintains the compensation record of the employees,
their provident fund, pension schemes, employee state insurance-sickness,
maternity and employee injury benefits

HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE MANAGEMENT (HRM) is the strategic and coherent

approach of the management an organizations most valued assets-the people working
there who individually and collectively contribute to the achievement of the objectives
of the business The term human resource management and human resource have largely
replaced the term Personal management as adscription of the processes involved in
managing people in organizations. Human Resource Management is both an academic
theory and business practice that addresses the theoretical and practical techniques of
managing a workforce.

The Human Resource Management (HRM) function includes a variety of activities and
key among them is deciding what staffing needs you have and whether to use
independent contactors or hire employees to fill these needs, recruiting and training the
best employees, ensuring they are high performers, dealing with performance issues,
and ensuring your personal and management practices conform to various regulations.
Activities also include managing your approach to employee benefits and
compensation, employee records and personnel policies.
Thus to control all these human resourse and their activities there is the need of some
rules and regulations to be formed and followed. These policies are further called as HR
policies.

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HUMAN RESOURCE POLICIES

Human Resource Policies refers to principles and rules of conduct which formulate,
redefine, break into details and decide a number of actions, that govern the relationship
with employees in the attainment of the organization objectives.
HR Policies cover the following:
1. Policy of hiring people with due respect to factors like reservations, sex, marital
status, and

the like.

2. Policy on terms and conditions of employment-compensation policy and methods,

hours of work, overtime, promotion, transfer, lay-off and the like.
3. Policy with regard medical assistance -sickness benefits, ESI and company medical
benefits.
4. Policy regarding housing, transport, uniform and allowances.
5. Policy regarding training and development-need for, methods of, and frequency of
training and development.
6. Policy regarding industrial relations, trade-union recognition, collective bargaining,
grievance procedure, participative management and communication with workers

FORMULATING POLICIES
There are five principal sources for determining the content and meaning of
policies:
1. Past practice in the organization.
63

2. Prevailing practice in rival companies.

3. Attitudes and philosophy of founders of the company as also its directors and the top
management.
4. Attitudes and philosophy of middle and lower management.
5. The knowledge and experience gained from handling countless personnel problems on
day to day basis

BENEFITS OF HR POLICIES

Organizations should have personnel policies as they ensure the following

benefits:
a. The work involved in formulating policies requires that the management give deep
thought to the basic needs of both the organization and the employees. The management
must examine its basic convictions as well as give full consideration to the prevailing
practices in other organizations.
b. Established policies ensure consistent treatment of all personnel throughout the
organization. Favoritism and discrimination are, thereby, minimized.
c. Continuity of action is assured even though top management personnel change. The
CEO of a company may possess a very sound personnel management philosophy. He/she
may carry the policies of the organization in his/her head, and he she may apply them in
an entirely fair manner. But what happens when he/she retires? The tenure of office of
nay manager is finite. But the organization continues . Policies promote stability.
64

d. Policies serve as a standard of performance. Actual results can be compared with the
policy to determine how well the members of the organization are living upto the
professional intentions.
e. Sound policies help build employee motivation and loyalty. This is especially true
where the policies reflect establish ed principles of fair play and justice and where they
help people grow within the organization.
f. Sound policies help resolve intrapersonal, interpersonal and intergroup
conflicts

PRINCIPLES OF HR POLICY

65

1. Principle of individual development to offer full and equal opportunities to every

employee to realize his/her full potential.
2.Principle of scientific selection to select the right person for the right job.
3. Principle of free flow of communication to keep all channels of communication
open and encourage upward, downward, horizontal, formal and informal communication.
4.Principle of participation to associate employee representatives at every level of
decision-making.
5. Principle of fair remuneration to pay fair and equitable wages and salaries
commensurating with jobs.
6.Principle of incentive to recognize and reward good performance.
7.Principle of dignity of labour to treat every job and every job holder with dignity and
respect.
8. Principle of labour management co-operation to promote cordial industrial
relations.
9.Principle of team spirit to promote co-operation and team spirit among employees.
10. Principle of contribution to national prosperity to provide a higher purpose of
work to all employees and to contribute to national prosperity.

HR policies in HCL
66

Employee related policies

Recruitment policy
Leave policy
Attendance policy
Performance policy
Compensation policy
Employee recreation policy
Retirement and gratuity policy
Separation policy
Performance appraisal policy
ID-card and access card policy
General information policy
Grievance handling
Code of conduct
Equal Opportunity Policy Statement
Whistle blower policy
Employee benefit and reward policy
Employee career related policy
Trainings & Development policy
Welfare and security policy

Employee related policies :

It covers the following main areas related to the employment terms and conditions of
the employees employed.

67

Recruitment policy : It covers the policies regarding the recruitment phases

and their scope ,objective and limitations like how to recruit the employees
,their recruitment criteria, policy on reference check of applicants, relocation
policy of new employees, and process to be followed and the whole event.

Leave policy : HCL works with the leave management system in which the
employees in case of general leaves have to inform 2 days earlier to their
reporting manager or send it to the leave management system. The earned
leaves are 20, casual leaves are 10 and sick leaves are 6 in HCL.

Attendance policy : The regular attendance is maintained through the card

punching system which takes n keep the records of employees in and out
timings og everyday.It is also maintained on the I-assist site of the
organization in which every employee can see the details of attendance and
leaves and all other informations.

Performance policy : The performance policy covers the performance of

employees working in HCL . Every manager or superior executive is
supposed to check or keep an eye on the performance of his team. So each
employee is watched and guided for their performance by his senior
employees.

Compensation policy : HCL follows a good compensation scheme. The

remuneration provided to the employees weather executive or the blue
collors is on right basis including all necessary as well as each factors like
salaryHRA,graduity, bonus, commission, incentives and perks,overtime
policy, policy on working hours etc.

Employee recreation policy : In HCL-CDC there is productivity/Quality

incentive along with salary. Team bonus non-monetary benifits and
motivational packages like tours on good performance etc. Gives the
employees an environment change n relaxation from monotonous job.like
68

while I was intern their the sales people were provided withe the opportunity
of 3 days tour to shimla.

Retirement and Gratuity policy : An employee can take the voluntary

retirement or retire on the maximum age completion .As per graduity
Act,1972 graduity is a kind of retirement benefit. It is earned by an employee
as a reward for long and meritorious service after at least 5 years of
employement.

In HCL gratuity policy covers the following:

Objective
The objective of this document is to lay down guidelines for Gratuity Entitlement and
Payment and to all employees enjoy long term tax benefits as well as monetary security
Coverage
This policy is applicable to all permanent employees of HCL Infosystems on India
payrolls who completes 5 years of tenure (Payment of Gratuity Act, 1972) with the
company
Policy Details
1. Definitions:
A) Definition of Gratuity:
This policy will be governed as per Payment of Gratuity Act, 1972.
Gratuity is a kind of retirement benefit. It is earned by an employee as a reward
for long and meritorious service
G
ratuity shall be payable to an employee on the termination of his employment
after he has rendered continuous service for not less than five years, on his superannuation, or
on his retirement or resignation, or

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 on his death or disablement due to accident or disease:

Provided that the completion of continuous service of five years shall not be
necessary where the termination of the employment of any employee is due to
death or disablement:
Provided further that in the case of death of the employee, gratuity payable to him
shall be paid to his n nominee or, if no nomination has been made, to his/her heirs, and
where any such nominees or heirs is a minor, the share of such minor, shall be
deposited with the controlling authority who shall invest the same for the benefit of
such
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Ver 3.1 HCL Infosystems- CDC Frontline Division Confidential 5
minor in such bank or other financial institution, as may be prescribed, until such minor
attains majority
Explanation: For the purposes of this section, disablement means such disablement as
incapacitates an employee for the work which he/she was capable of performing before
the accident or disease resulting in such disablement
B) Definition of Continuous Service:
For the purposes of this Act, 1. Continuous Service means uninterrupted service which may be interrupted on
account of sickness, accident, leave, absence from duty without (not being treated as
break in service), lay-off, strike, lock-out or cessation of work not due to the fault of the
employee
2. Any employee who is posted overseas will be eligible for the gratuity payout for the
duration/tenure spent in India but the period for overseas posting will not be considered
for the payout subject to completion of total of 5 years of service. However, the
duration
will be counted for the purpose of eligibility criteria
3. In case of abscondees, for computing gratuity and entitlement period, LWD (last
70

working day) in the organization will be considered for determining 5 years of service.
2) Forfeiture of Gratuity:
G
ratuity can be forfeited where an employee has been terminated:
For any act, willful omission or negligence causing any damage or loss to or
destruction of any property belonging to the employer, to the extent of such loss
or damage
For riotous or disorderly conduct or any act of violence on his part
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For any act which constitutes an offence involving moral turpitude,
provided the offence has been committed by him in the course of his
employment
3) Calculation of Gratuity:
Gratuity = Last Drawn Basic Monthly salary at the time of leaving / 26 * 15 *
No. of years of service.
4) Maximum amount of Gratuity payable:
For entitlement of gratuity, there is no salary limit. All employees getting salary
without any upper limit are entitled to be paid gratuity, subject to the condition
that the maximum amount of gratuity will be INR 10 lakh
G
ratuity amount paid to the employee is exempted from tax for up to INR 3.5
lakh and any amount paid above this limit is taxable
The employee will be exempted from tax only when he/she gives a declaration
that he /she has not received gratuity amount above the maximum permissible
amount in any of previous employment(s)
5) Procedure:
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 Employee needs to fill form F (Nomination Declaration form) at the time of

joining the organization
If an employee has a family at the time of making a nomination the nomination
shall be made in favour of one or more members of his family and any
nomination made by such employee in favour of a person who is not member of
his family shall be void
In case of change of nomination during any point of time, employee needs to fill
and submit form H (Modification in nomination form) available with HR
department
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Annexure I:
Nomination Declaration Form Form (F)
Form F
[See sub-rule (1) of Rule 6]
Nomination
Emp. Code No. ___________
To
HCL Infosystems. CDC
F-19, Sector 8,
Noida - 201301,
U.P.
I, Sh./Shrimati/Kumari ____________________________________ (name in full here)
whose particulars are given in the statement below, hereby nominate the person(s)
mentioned below to receive the gratuity payable after my death as also gratuity
standing to my credit in the event of my death before the amount has become payable,
or having become payable has not been paid and direct that the said amount of gratuity
shall be paid in the proportion indicated against the name(s) of the nominee(s)
2. I hereby certify that the person(s) mentioned is/are a member(s) of my family within
the meaning of clause (h) of Section 2 of the Payment of Gratuity Act, 1972
3. I hereby declare that I have no family within the meaning of clause (h) of Section 2
of the said Act
4. (a) My father/mother/parents is/are not dependent on me
(b) My husbands father/mother/parents are not dependent on my husband
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Ver 3.1 HCL Infosystems- CDC Frontline Division Confidential 8

5. I have excluded my husband from my family by a notice dated the
_________________ to the controlling authority in terms of the proviso to clause (h) of
Section 2 of the said Act.
6. Nomination made herein invalidates my previous nomination.
Nominee(s)
Name in full with
Address of nominee(s)
Relationship with the employee
Age of nominee
Proportion by which the Gratuity will beshared
1
2
3
Statement
1. Name of employee in full
2. Sex
3. Religion
4. Whether unmarried/married/widow/widower
5. Department/Branch/Section where employed
6. Post held with Employee Code
7. Date of appointment
8. Permanent address
Place______________
Date______________
Signature/Thumb impression of the employee

Separation policy : separation incldes the detachment of employee either for

genuine or natural reasons like death n retirement or accidents or inability to
work or the voilation of discipline in the organization or any misdeed on a
temporary or permanent basis.

Performance Appraisal Policy : In HCL-CDC performance appraisal is

done annualy by the HR head to each emplyee and a self assisment form is
given to them to fill as a criteria for the appraisal in their knowledge to fill
the achievements and tha way they rate their performence. After that it is
evaluated by the HR head with their real performance and achievments.

I-card and Access card policy : Employees in HCL are subjected to this
policy inside the organization. Whenever they enter the campus theey shoul
73

have their I-card in their neck.it is mandatory when they are at work or inside
the organization, otherwise they can be asked by anyone for this negligence.
While access cards are needed to allow access to several prohibited or
restricted or particular areas in the organization.

General information policy : It covers the following general issues which an

employee should know or be aware of when he/she is at work in any organization.

Grievance policy : It covers witn the prevention and settelment of any dispute
or conflict with any other person or employer or the administration part of
HCL.the employye or victim can report or complain to his superior or the HR
department for the matter settelment. The superior need to solve it in 5
working days or can transfer to the HR head.The emolyee or in other way can
write i.e. raise a ticket in smart service desk (SSD) under the category meeting
request for expressing concern. It is also to be resolved under the duration of 5
working days.all such issues are timely held and closed by the HR head.
The purpose is to establish a procedure for the fair, orderly, and
speedy resolution of disputes/conflicts and to establish an open door
environment for redressal of grievance.This shall serve as the
exclusive HCL Infosystems for the resolution of job-related
complaints and grievances.
Scope : An employee may utilize this procedure to review an
alleged violation or misapplication of HCL Infosystems - policies or
rules pertaining to employment, or applicable laws or regulations
including anti discrimination laws or regulations, which directly and
adversely affects the employees.
Eligibility :This policy is applicable to all employees of HCL
infosystems- CDC.
Policy : A Grievance is any work-related complaint or concern from
a staff member where the staff member wishes to obtain an action
or response.
Fairness is one of HCLs values. It includes the right to be heard, the
right to be treated without bias, the right to be informed of
allegations being made and to be provided with an opportunity to
respond to them and the right to information regarding the status
ofthe grievance.
Grievance Handling Procedure: Work related problems can arise
in any place of employment. We hope individuals will try to reconcile
differences on an individual basis. Should this not be possible, to
resolve a problem quickly and fairly, HCL Infosystems has developed
a grievance procedure using the following steps:
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1) If you have a problem, notify your supervisor immediately. Most
difficulties can be settled promptly at this point. The supervisor shall
ensure resolution within five (5) working days and get a closure from
the employee raising the
grievance.
2) If the problem is not resolved to your satisfaction, you may raise
a ticket in
Smart Service Desk (SSD) under the category Meeting Request for
Expressing
Concern. This step should be taken within five (5) working days
after your
supervisor has given his/her decision or after the incident giving rise
to your
grievance, whichever is later.
3) An escalation matrix is available to ensure appropriate and timely
closure for alltickets raised.
4) Grievance Handling Site Coordinators will be:
Noida

Mr. Ajay Tyagi, Sr. Manager, F-19, sec-8

Ms Neema Jain , HR deptt, F-19,sec-8
Mr. Akash Agarwal, Sr manager,F-1, sec-8

Code of Conduct: An emloye under this policy is subjected to maintain a

good and decent code of conduct with all other members in the organization
possess a good character failing to which he may be subjected to related
awards of separation or detachment and other fine.

Confidenciality agreement: in the employeement agreement the employee

has to sign an confidentiality agreement under which he/she has to maintain
the secrets of the organizatio a confidential matter and is not allow to disclose
it any how.

Equal opportunity employee policy:We are totally committed to the principle

of equal opportunities and to creating a working environment in which you are
treated with dignity and respect that is free from unlawful discrimination,
victimisation or harassment on the grounds of:
Colour, race, nationality or ethnic origin;
Sex, marital status or gender reassignment;
Disability of any kind;
75

Religion;
Sexual orientation;
Age; and
Trade union or Staff Consultative Committee membership.

Our commitment applies to all aspects of employment including:

Recruitment and the advertisement of jobs;

Terms and conditions of employment;
Training, career development and progression;
Grievance and disciplinary procedures; and
Relationships between members of staff.

We take this policy very seriously. A breach of this policy is considered to be gross
misconduct and disciplinary action, including dismissal for serious offences, may be
taken against people who do not comply with it.

Media relation Policy : All communication with the media has to drrive
home the corporate philosophy through the key messages of the company.
Media is external stakeholder so coherent message is conveyed all the times
which build favourable public relation.

Whistleblower policy: In HCL there is zero tolerence policy which covers

no entertainment to any misconduct and to check this there is a
whistleblower policy which allows every employee to report any of the
wrong conduct or behaviour including redressel of sexual herrassment at
work place and any other wrong deeds inside the organisation which harm
the dignity and properties of the organisation.

Travel and cnveyence policy: HCL-CDC provides it employees specially

marketing and sales personeels with convence allowance of Rs.1300 per
month and cab facilities to its employees.

Policy on email and network usage: it sates that an employee can use the
email and internet facilities only jst for business prossesings and usage
related to his job but not for hi personal use and any kind og entertainment
or viewing porn sites or any such illegal activities.

Employee benifit and reward policy : It covers the following areas:

Intra-mural facilities: It is within factory include medical facilities,
compensation for accidents, creches, canteen, drinking water etc.

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 Extra-mural facilities: It includes facilities n services outside the

company like home, sport, amusement, corporate discounts, etc.
Birthday celebration policy : To lay down the policy on celebrating
employees birthday.
Coverage : This policy is applicable to all employees of HCL Infosystems.
Policy Details : The amount to be spent for the birthday celebrations would be Rs.
200/- per employee. This amount can be used to celebrate the birthday within the same
zodiac cycle after reporting managers approval.
Procedure:
It would be responsibility of the reporting manager to organize and make
appropriate arrangements for his\her team members birthday celebrations.This should
be organized within the same zodiac cycle.
Reporting managers would be responsible to ensure that cleanliness and
decorum are maintained in the cafeteria while celebrating team\individual birthdays.
Disciplinary action must be taken against the reporting manager if the code of
conduct is not maintained and if the cafeteria is soiled. Smearing of cake is not
allowed.
Celebrations must be carried out in an orderly manner, if not disciplinary
action would be taken by Line HR and Admin Department

Spouse and children employement policy : In case of accidents or

death or permanent disability from work may be taken as consideration to give
employement on behalf of the employee victimised to his or her spouse or
children according to their qualification.

Wedding allowance policy : If an employee of HCL gets married to

other HCL employee he or she is given Rs. 5000 as wedding
allowance by HCL.
Maternity and new born policy : Maternity leave of 6 months is
allowed to wemen n 5 days to mens. She need to fill the following
form under the policy to take the benifit.
Form E

[Sec Rule 5(1)]

Notice under Section 6 of the maternity Benefit Act, 1961
77

1. (Name of Organization)
I,... (Name of
woman),E.C. No. wife/daughter of
..........employed
as
at . ...(name of
Organization) hereby give notice that I expect to be confined within six weeks
next following from the date of this notice/have give birth to a child
on..... (Date) and shall be absent
from work From.. (Date). I shall not
work in any establishment during the period for which I receive maternity
benefit.
2. For the purpose of section 7, I hereby nominate
.......................................
.......................................
(here enter name and address of the nominee) to receive maternity benefit
And/or any other amount due to me under the Act in case of my death.
Signature of an attester in case the Signature or thumb impression of woman .
Woman is not able to sign and
Affixes thumb impression
Date..

Employee career related policy: Career Planning system in HCL is aimed at

developing people of the right caliber to meet present and future needs of the
organization .It includes the following policies:

Internal job posting: HCL aims at retention of its employees and

also incrase the motivation of employees by posting the intrnal
employees first to the vaccencies arised.
Long distance education policy: HCL allows as well as provide its
employees to get enroll with good institutions for several distance
learning programmes recquired for particular employee and post for
promotion and his/her career development.
Component Guideline: HCL provides and think for the betterment of
its employees by guiding them in their field of interest and
experience which can benefit them in long run as well as the
company with the recquired job positions. This saves the recruitment
78

expenses as well as help retaining the employees and thus in

achieving the zero arirition rate.
Training and development policy : HCL in its all branches and offices
have a top class training and development department to manage and
enhance its human capital for utilising its human resource in best possible
way . The employees also find it better for their career.it is beneficial for
both. The training programes include on and off job training, westibule
training, learings, voice and accent training, technical training etc.
Welfare and safety policy: It includes the maintainance of health and
hygine in the premises and among the employees along with their saftey at
workplace.it is to promote safety and health of the employees and to
maintain an optimum working environment to enhance operational
efficiency.
Scope
This policy governs the practices to be followed at all times with regard to the safety
and health of all employees at the workplace and even while travelling to and from
work including going to the parking or for a break outside the facility. It also provides
the plan for periodic inspections and the duties of the employees.
Applicability: This policy is applicable to all permanent, temporary/part time/
contractual employees of
HCL Infosystems including trainees and visitors.
Policy
HCL is committed to:
Ensuring occupational health and safety aspects of personnel, materials and
equipment at work places
Ensuring smoke free work places
Conserving and preserving the environment
U
sing energy and materials efficiently
M
eeting all applicable health and safety laws, regulations and other
requirements
M
anaging safety and health matters as any other critical business activity.
General Safety
General Safety is usually straight forward. But sometimes the obvious is overlooked
when you are busy or very familiar with the work. To avoid this, reasonable amount of
thought and concentration should be given at all times. For example, deal with spillages
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immediately before someone slips and dont fool around or play practical jokes.
Remember, you have duties and responsibilities and can be personally held liable.
Accidents and first aid
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If you should injure yourself, dont ignore the injury small injuries can become
serious if neglected. Make sure you know where the first aid box is kept. Ask for help if
you need it and remember if you suffer any injury, report it immediately to your
concerned Admin SPOC. The first aid box in each facility will be as per the
requirements of each facility. All health and safety incidents whether they result in
injury or not, must be reported immediately to the respective Admin Heads.
Fire/emergency
Make sure you are fully conversant with the Emergency Evacuation Route of your
facility. The emergency exit plan is displayed on the notice board and the evacuation
plan, in case of an emergency, has also been displayed. Make sure you know where the
emergency exit is in your floor and facility. Also ensure that you are aware of the
location of the fire extinguishers and know how to use them. It is the responsibility of
the Admin SPOC on safety for each facility to ensure that all equipment is in working
condition at regular intervals and fire drills are organized as per stipulated time frame.
Fire safety
Fire is perhaps the most destructive hazard and you must be especially aware of the
dangers:
Remember the importance of cleanliness and tidiness
Rubbish and litter are fuel for fire and must be disposed of frequently
Keep doorways, passageways and escape routes clear at all times and make sure
that the fire extinguishers are not obstructed
Never allow locked fire exits whilst people are on the premises
N
ever prop open fire doors
We operate a no smoking policy.
Special care in the pantry and cafeteria is important. Make sure that cooking
appliances are switched off after use and that cardboard, paper; fabric or any other
combustible material is not left close to a room heater.
Electricity
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Plugs and mains leads serving portable appliances will be thoroughly checked at least
twice yearly. If you observe any damage or wear report it to your Admin SPOC. Many
fires are caused by electrical faults, highlighting the importance of regularly checking
plugs and appliances.
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Plugs and sockets

N
ever use broken electrical equipment or appliances with broken casings or
worncables
Ensure plugs and sockets are not exposed to water
Regularly check sockets, plugs and mains leads, report damage and ensure plugs
are properly wired, fused and the cord grip is in place
D
o not attempt to fix faulty appliances leave it to the experts
D
o not forget the hazards of trailing/hanging or frayed wires
Cleanliness and housekeeping: HCL employees enough number of house keepers to
mainatin cleanliness and hygine inside the premises.
Thus these are the several HR policies covering each and every
sections of the organization and the human resource working in HCL. IT mainly aims
at smooth conduct of business and for the benefits of the employees by utlising the
resources at its maximum capacity and thus benifiting the organization.it helps in
several ways as we have discussed above and will also see and analyse in the furtue
questionnaire and its itntepretation. Though it majorly helps in retaintion , motivation,
satisfaction of employees thus providing a better work environment and culture at the
work place.

The various procedures that form the HR Policy of the Organization

1. Recruitment and selection of manpower
2. Induction and Placement
3. Job Rotation
4. Performance appraisal
5. Counseling
6. Career Planning
7. Succession planning
8. Employee training and Development
9. Human Resource Information Management System
10. Retirement Planning
11. Job Enrichment
12. Exit Interviews
1. RECRUITMENT POLICY
Recruitment and selection of personnel is explicitly based on the criteria of
their knowledge, skills and attitudes, so as to secure super achievers and nurture
them to excel in their performance. All fresh candidates are absorbed only after
81

satisf actory completion of appropriate training. All direct recruitment is

through the HR department.
Detailed selection procedures as decided from time to time are adhered to
without any compromise.
Above procedures shall undergo continuous
refinement through evaluation and feedback.

2. INDUCTION AND PLACEMENT POLICY

At HCL, new recruits imparted such induction, orientation, training and
placement so as to individuals to the task and inculcate a high sense of
organizational loyalty.
The HRD Department and the concerned heads of parent departments prepare a
well-structured Induction Program to acquaint the new recruits with the people,
organizational structure, and interface between different departments, functions
and culture of the organization.
The Induction Program is formulated to suit the position of the candidate and
necessary to be provided to him
3. JOB ROTATION POLICY
At Deepak Group, facilities are provided for all-round growth of individuals
through lateral mobility. This shall enhance their employability as well as equip
them to shoulder higher responsibilities.
Systematic Job Rotation from time to time shall have a revitalizing
effect on the individual as well as the organization.
All promotions to the level of HODs will be c onsidered only when an
individual has undergone rotation through at least2 sections.
4. PERFORMANCE APPRAISAL POLICY
Performance Appraisal grooms every individual to realize his potential in all
facets by helping to identify and achieve his personal goals within the framework
of organizational objectives.
Appraisals shall be ethical and impartial so as to recognize worthy
contributions appropriately and in time in order to maintain a high level of
employee motivation and morale.
The Performance Appraisal Systems aims at integration of individual and
organizational goals
5. COUNSELLING
Counseling sessions, which are conducted by HR Department OR Professional Counselor
OR Performance Appraiser, are available to all the employees in order to fulfill the
following objectives:

To enhance employees competence and job satisfaction.

82

To prepare employees for future responsibilities.

To establish a better working relationship between the superior and

subordinate.
To enable employees to cope with pe rsonal problems.

6. CAREER PLANNING POLICY

Career Planning system in HCL is aimed at developing people of the right caliber to
meet present and future needs of the organization. It shall be an essential ingredient for
Succession Planning. The mandatory factors to be considered prior to career planning
shall be:
The organizations long and short term plans.
Manpower skills required towards implementing these plans.
Attrition rate of people with high potential, above average and average caliber.
Recruitment through internal and external sources at all levels and its ratio as
appropriate to the organization.
The number of people recruited and trained every year.
The number of high flyers that the organization requires or can accommodate
within the organization at different levels for smooth succession
7.SUCCESSION PLANNING POLICY
Executives and above identify successors, primary and secondary, to his position at the
time of annual appraisal. This is reviewed every year along with the annual appraisal.
8. TRAINING AND DEVELOPMENT POLICY
At Deepak Group, training and development activities strive to ensure
continuous growth of organization by nurturing the strengths of the employees
and providing the environment and opportunity for every individual to realize
his/her potential.
The policy aims at broadening the outlook of the individuals and bridging the
gap between actual performance and the performance necessary to deliver
results.
Facilities are provided to all individuals towards self development and all
round growth through training.
HR Department identifies average performers and provide special training.
9. HUMAN RESOURCE INFORMATION MANAGEMENT SYSTEM
Human Resource Information Management Systems (HRIMS) aims at:
Providing accurate information about employees to management for decision
making.
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Eliminating duplication of efforts.

Offering quick and easy access to human resource information at random as
well as in regular report form.
The system has two layers of security. Access to the system is through keying
in the valid combination of username and password. Permission to access certain
programs is restricted to identify key personnel.
An integrated employee database is maintained and continuously updated with
information from personnel at regular intervals regarding biographical data, work
experience, qualifications, appraisal, training and career paths.

10. RETIREMENT PLANNING

At HCL, retirement of all individuals is aided through planned programs by HR
Department so as to lessen the associated misgivings and anxiety.
10. JOB ENRICHMENT
HCL follows a people centered approach to job enrichment with a view to enhance the
performance of the employee, leading to higher job satisfaction.
11. EXIT INTERVIEWS
The organization has a regular turnover of employees due to various reasons such as
retirement, voluntary retirement, and resignation etc. from time to time. Feedback is
obtained from the employee on occasions of separation from the organization. Such
feedback on matters that effect well being of the people is useful in improving the
organization in respect of HR Policies and practices.

HCL HR unique solution (Natasha)

She is the most popular lady at HCL with her own website on the company's Intranet.
Called Natasha, her job profile is crucial: she is the team mascot for HCL's Employee
HR Services group and communicates daily with each employee on what's happening
within the company in a language they understand and in a format they can easily
access.
J Kalyanaraman, vice president, human capital management of HCL Comnet, says
Natasha has done wonders for the company. Her "personalised, non-official
communication skills" have helped the company's HR drive to have an endearing face.
Impersonal communication on HR policies can become a drag at times; Natasha has
helped give it a humane touch.

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Natasha is just a symbol of how a company can make intelligent use of information
technology to improve employee morale. Consider HCL's Smart Service Desk -- an
application available to all employees on their desktops. Kalyanaraman calls it an
automated "trouble-ticketing tool".
Here's how it works. For any issue and transaction, the employees don't have to run to
HR or finance or call them up, they can simply open a ticket in the Smart Service Desk
and the process starts on its own.
The HR Services group has strict deadlines in place to ensure that the issues are taken
care of within a stipulated time. Every week a service desk tracker is circulated to all
employees showing the adherence or breaches. "There is no better way to foster
accountability and transparency in operations," Kalyanaraman says.
The story does not end here. The employees can also use the service desk to raise
tickets on the senior management. The service desk tracker analyses even the CEO's
performance regarding his ability to respond to employees' queries.
The objective of such a system is to tell the senior management that it's their job to
attend to employee issues fast so that the employees are free to do their job. Doesn't it
undermine the authority of the middle management? Kalyanaraman says it is assumed
that an employee is raising an issue with the senior management only when his
immediate superior has failed to address his problem.
"It's in the company's culture to have an open-door policy. Employees are encouraged
to do this since the system is kept strictly confidential," he says.
The process serves two objectives: it helps HCL to tell its employees that the company
listens to and solves their problems faster than anybody else. The system has other
benefits too in terms of cost.
As more and more people join the organisation, HCL does not have to increase the size
of its HR department. The system can handle four times the number of queries from
employees with the same number of people in the HR department.
The use of IT has also helped HCL reduce the role of the HR department in deployment
of people. When they want extra people for a particular project, the line managers
simply have to fill up their personnel requisition forms in the company's Intranet.

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The system automatically tracks down the people available for a particular kind of job
and informs the line managers. To ensure that the system works effectively, a weekly
recruitment tracker is circulated to all the business heads on the status of positions
opened by them. This reduces benching, improves cross-functional flexibility at all
levels and cuts down bureaucracy.
Desktop Wallpaper is another HR initiative followed by HCL. All company employees
across the world have common wallpaper on their desktops. One of the popular sections
in this wallpaper is the weekly employee poll, in which questions related to various
initiatives, strategies, new processes and so on are posed to employees. The results are
shared next week on the wallpaper and actions are initiated to address the popular
mandates.
Eighty per cent of the company's induction programme is done through the use of IT.
HCL Comnet, for instance, has a special site for new entrants. Called the New
Comnetian website, the site is a one-stop shop for all information the trainees need to
get inducted in Comnet and constitutes the self-learning component of the induction
programme.

RESEARCH METHODOLOGY
Research Methodology is a term made up of two words, research & methodology.
Research means search for knowledge. It is a scientific and systematic search for
potential information on a specific topic. It is an art of scientific investigation. It is careful
investigation or inquiry especially for search of new fact in any bran ch of knowledge.

METHOD OF DATA COLLECTION

Data can be of two types primary and secondary data. Primary data are those which are
collected afresh and for the first time, and it is in original form. Primary data can be
collected either through experiment or through survey. The researcher has chosen the
survey method for da ta collection. In case of survey, data can be collected by any one or
more of the following ways:

Ob ser va tion

Que stio nnaire

Personal or Group Interview

Telephone survey

Communication with respondents

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Analysis of documents and historical records

Case study

Small group study of random behavior

Here the questionnaire methods of data collection has been used due to limited time in
hand. While designing data-collection procedure, adequate safeguards against bias and
unreliability must be ensured. Which ever method is selected, questions must be well
examined and be made unambiguous. Researcher has examined the collected data for
completeness, comprehensibility, consistently and reliability.
Researcher has also gathered secondary data which have already b een collected and
analyzed by someone else. He got various information from journals, historical
documents, magazines and reports prepared by the other researchers. For the present
piece of research the investigator has used the following methods:
Que stio n naire
Inter vie w
Ob ser va tion

SAMPLE OF THE STUDY

A sample design is a definite plan for obtaining a sample from the
sampling frame. It refers to the technique or the procedure the researcher would adopt in
selecting some sampling units from which inferences about the population is drawn.
Sampling design is determined before any data are actually collected for obtaining a
sample from a given population. The researchers must decide the way of selecting a
sample.
There are various methods of sampling like systematic sampling, random
sampling, deliberate sampling, mixed sampling, cluster sampling, etc. Among these
methods of sampling researcher has used random sampling so that bias can be eliminated
and sampling error can be estimated. Designing samples should be made in such a
fashion that the samples may yield accurate information with minimum amount of
research effort.

SAMPLING
Sampling may be defined as the selection of some part of an aggregate
or totality on the basis of which a judgment or in ference about an entire
population by examining only a part of it.
The items so selected constitute what is technically called a sample, their
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selection process or technique is called sample design and the survey

conducted in the basis of sample is describ ed as sample survey.

SAMPLE SIZE
In sampling design the most complicated question is: what should be the size of the
sample. If the sample size is too small, it may not serve to achieve the objectives and if it
is too large, we may incur huge cost and waste resources. So sample must be of an
optimum size that is, it should neither be excessively large nor too small. Here, sample
size has been taken 30.

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ANALYSIS OF DATA
Awareness
Q 1. Are you aware of the all HR policies practiced in HCL?
INTERPRETATION:
35% of the of the employees are aware about the HR policies followed in the
company whereas 65% of the employees are not aware of all HR policies.

Implimentation
Q 2. Do you abide by the HR policies in HCL?
INTERPRETATION:
93% of the employees follow the formulated HR policies while 7% of the employees
not.

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Feedback or satisfaction
Q 3. Are you satisfied with the HR policies followed in HCL?
INTERPRETATION:
77% of the employees are satisfied whereas 23% of the employees are not satisfied.

Q 4. Are you satisfied with the basic HR policies like employee related policies, career
related policies, benefit and reward policies practised in HCL?
INTERPRETATION:
86% of the employees are satisfied whereas 14% of the employees are
not satisfied

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Leave policy
Q 5. Are you satisfied with the LMS of HCL-CDC?
INTERPRETATION:
74% of the employees are satisfied whereas
26% of the employees are not satisfied.

Employee benefit and reward policy

Q. 6. Do you feel wedding allowance is beneficial for an employee?
INTERPRETATION:
56% said yes it is, whereas 35% of the employees said no and 9% of the employees
said cant say.

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Training and development policy

Q.7 Do you know HCL CDC provides training with stipend & then placement in
renowned I.T. sector companies?
INTERPRETATION:
30% of the employees said yes while 70 % said no.

General information policy

Q 8. Do you feel grievance handling policies of HCL-CDC ends in win-win?
INTERPRETATION:
78% of the employees said yes,
15% of the employees said no while 7% said cant say.

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Equal oppourtinity or participation policy

Q 9. Are you encouraged or allowed to participate actively in any new policy
formulation?
INTERPRETATION:
91% of the employees said yes whereas
9% of the employees said no to the question.

Overall review
Q 10. Do you find the policies of HCL better than other organisations?
INTERPRETATION:
On analysis it is found that 81% of the employees say yes
12% of the employees said no where as 7% employees said almost similar.

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Findings of the project

The Policy of the company provides facilities for all round growth of

individuals by training in-house and outside the organization,

reorientation, lateral mobility and self-development through selfmotivation
The HR Policies practiced in HCL are fair, appropriate and almost
acceptable to the employees except some of the cases.
Mostly employees are satisfied with the basic and general HR policies
specially the employee related policies, which is a positive sign for the
organization and thus helps or leads to several other HR benefits like
increase loyalty, retention of employees, increase morale, good working
environment etc.
The Policy grooms every individual to realize his potential in all facets
while contributing to attain higher organizational and personal goals.
Study reveals that organization is concerned about education &
knowledge of its employees in order to increase their efficiency.
Training &development policy provide the employees with the latest
technology and its updation in the company in related fields.
Company also thinks about the future of the employees by providing
distance learning courses and through internal job postings.
The Policy implements equitable, scientific and objective system of
rewards, incentives and control.
The employees feel that they are paid fairly for the contributions they
make to companys success.
Study shows generally employees are aware of the basic policies but not
over all, which may affect the productivity,benefits and other aspects of
the employees and the organisation.
The Policy implements equitable, scientific and objective system of
rewards, incentives and control.
The Policy recognizes worth contributions in time and appropriately, so
as to maintain a high level of employee motivation and morale.
The employees agree on the part of their performance that they know
what is expected from them.
The employees understand how their work goals relate to companys
goals.
The employees are not satisfied with the communication and decision making process as it leaks the information related to organization.
The employees feel that they are not paid fairly for the contribu tions they
make to companys success.#
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Conclusion
This project report being first ever by me will hold a special place. I have tried
to keep as scientific approach as possible and refer to material whenever
necessary to make my work as reliable as possible.
The HR policies followed in HCL are fair, appropriate and almost acceptable to
the employees except some of the cases. Employee benifits, employee related
policies, General information policies, Training and Development policies,
employee career related policies, welfare and security policies are majorly
emphasised and followed with all precautions.
From analysis I come to conclude that employees are not all aware about the
several policies followed in their organization which lead to their unutilised
benefits of some policies and their purpose of formation.overall about the basic
employee policies are fine and the employees are satisfied with them.
Appreciation and job satisfaction level are the areas where the organization
need to focus.These policies overall effect the satisfaction level of employees
as well as the working environment.better policies help in retaining the best
employees and utilise the human capital fully by motivating and increasing their
morale and zeal.
R & R, Training, Compensation is satisfactory but Performance Management
System needs to improve to retain the employees.
Last but not least I thanks my project supervisor Ms. Charu Chauhan and all
other employees there for giving me valuable advice and time to make this
project possible.
As the project draw to an end I hope I have been able to portray HCL-CDC in
the proper light and succeeded in achieving what I started out.

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The overall learning and experience will surely help me in my future as I will be
aware of certain things of organizational behavior, marketing management,
customer relationship etc.
By the help of this training I will not be new for any organization, as I can easily
cope up with internal as well as external environment of the company.
This training gives me the taste of corporate sector that how we can survive in
this competitive environment which is necessary to understand.

Limitations
The duration of the survey was limited so it does not cover all the
executives of various departments for the survey.

Since the HR policies part is very vast area with lots of amendments
going on time to time it was difficult to study n analyze each polices on
the basis of its execution in the organization in such a short span of
time.

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Recommendations
Since the HR policies on a whole is not known or the employees are
not aware of all policies as analysed from the data collected,the new
policies or the existing policies which are being amended time to
time may be put on hold or probation period for some duration
during its formulation or ammendment on the general desk or
intranet so it can gain the attention of most of the employees.
Since 23% of the employees are not satisfied with some of the
policies like leave management policy etc. followed the reason for
the same can be determined or worked upon because all most all the
employees are satisfied for the HR policies followed so it may
possible thet the daigonised part or policiy may be really a loophole
in the system.
Traineees which are in the IT sector can be given stipend.
Talent express should be modified to grab quality resources.
Needs of employee: enriched job profile, better career path,
challenging work environment should be given more emphasis.
Since HCL CDC is having target based strategy to run its business
these need shoulb be given constant emphasis to retain and attract
good employees.
Since HCL CDC consist of more of the trainers as employees to
give world class knowledge to its student they should be highly
knowledgable and updated with latest IT applications.

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 For building a brand loality and powerfull image in the IT sector

HCL_CDC should have best human capital in every field to
promote the brand as well as build a stong image in the market
specially by placing these students with good packeges or give
placement assistance.For this highly devoted emplyees are neede
and that is possible only by providing these employees with best
facilities and right working condition which already is of standard
and it should be maintaine nad improved constantly with new
employee needs.
The human element of organization is the most crucial asset of an
organization.taking a closer perspective it is the very quality of
this asset that sets an organization apart from the others, the very
element that brings the organisatins vision into fruition. So the
policiy formation department should revise the compensation and
performance appraisal systems reguraly.

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BIBLIOGRAPHY
BOOKS
1. ORGANIZATION BEHAVIOUR BY LATE PROF.ANANT R.SAPRE
2. STRATEGIC HUMSN RESOURCE MSNSGEMENT-K.PRASAD

3. ORGANIZATION CULTURE BY K.ASHWATHAPA

OTHER LITERATURE
HCL HANDBOOK
SEARCH ENGINES
GOOGLE
WEBSITES

www.hcltech.in
www.hclinfosystems.in
www.hclcdc.in
www.citehr.com
www.hrcommunity.com
www.wikipedia.org/

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