A Dissertation Report on

HCL: HR POLICY AND COMPARITIVE

SALARY

Submitted in a partial fulfillment of the award of the degree of

MASTER OF BUSINESS ADMINISTRATION

OF
UTTRAKHAND TECHINICAL UNIVERSITY, DEHRADUN

Submitted To Submitted By

Dr.Pankaj Bijalwan Alok Joshi

Professor M.B.A.{iv}
O.I.M.T O.I.M.T

Omkarananda Institute Of Management And Technology,

Rishikesh-249201

{Batch 2009-11}

1
 CANDIDATE’S DECLARATION

I hereby certify that work which is being presented in the

dessertation report, entitled

HCL: HR POLICY AND COMPARITIVE SALARY

for partial fulfillment of the requirement for the award of the degree of
“Master Of Business Administration” in “HR” Submitted in Omkarananda
Institute Of Management And Technology (OIMT), of Uttrakhand Technical
University is record of my own work, under the guidance of Mr. PANKAJ
BIJALWAN, PROFESSOR in OIMT, RISHIKESH.

ALOK JOSHI
MBA (HR)

This is to certify that the above statement made by the candidate is correct
to the best of our knowledge.

DR. ADITYA GAUTAM DR. PANKAJ BIJALWAN

DIRECTOR PROFESSOR
OIMT {RISHIKESH} OIMT {RISHIKESH}

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 ACKNOWLEDGEMENT

Preparing the project of this nature is an arduous task and I was fortunate to

get support from people to whom I shall always remain grateful.

I would be failing in my duty if I do not acknowledge my gratitude towards

Prof. Pankaj Bijalwan, who provide me the opportunity to work on this

project and offered me his precious time, guidance and support.

Last but not the least I would like to thank all the respondents for giving me

their valuable time, relevant information and experience without which the

project would have been a different story.

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 TABLE OF CONTENTS
Mission, Vision and Core Value 5–6

COMPANY PROFILE 7 - 41

Company Overview 8 – 13
History 14-16
Time Line 17-20
What does HCLT do? 21-24
Clients of HCLT 25-26
Infrastructure 27-28
Growth through partnerships 29
Joint Ventures and Subsidiaries 30-39
Valued propositions 40-41

POLICIES 42-50

Training policy 43-47

General Policies 48-50

HR OVERVIEW 51-54

Career Ladder 52
Training & Development 53
Performance Appraisal 54

PROCESSES 55-60

Recruitment process 56-60

COMPARISON OF SALARY STRUCTURE 61-63

Comparative Salary 62-63

4
PROJECT METHODOLOGY 64-66

Methodology 65-66

FINDINGS 67-68

Findings of the project 68

RECOMMENDATIONS 69-70

Recommendations 70

5
MISSION, VISION AND
CORE VALUE

6
 HCL VISION

To be the most preferred and significant software engineering led

IT service provider in our chosen markets.

HCL CORE VALUE

We shall uphold the dignity of the individual. We shall honor all

commitments. We shall be committed to quality, innovation and

growth in every endeavor. We shall be a responsible citizen.

HCL MISSION

To establish technology partnerships with end users and OEM

organizations on a global basis to deliver the highest quality and

most effective software engineering for the emerging network

centric world.

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COMPANY PROFILE

8
COMPANY PROFILE

THE COMPANY OVERVIEW

HCL Technologies is one of India’s leading global IT services and product

engineering companies, providing value added ,software led IT solutions and

services to a large and medium size organizations across the world. The

services are offered directly as well as through our joint ventures and

strategic alliances using an integrated network of global resources.

HCLT headquartered in Noida and has a presence in 14 countries worldwide.

It employees more than 22000 IT professionals in 29 locations across India,

US, Europe, Asia pacific and Japan. Additionally, HCLT has 51 fully

operational state of art software development centers. These software

factories are all linked by high speed satellite and terrestrial communication

facilities with HCL’s and client offices worldwide. Its robust factory

processes allow HCL to deliver high quality software to its clients each time

on a global scale.

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HCL’s objective is to emerge as the most preferred worldwide provider of

software led IT services and strategic business solutions to an expanding

base of clients in our chosen markets.

What is unique to HCLT is that across the world they offer single source for

a full range of software led IT services including application software,

system software, embedded software and firmware. The company's principal

services include:

Technology Development Services, which include the development,

redevelopment and maintenance of software that is either embedded into or

is integral to the functioning of hardware products. It also includes

development work on emerging technologies.

Application Services, which include development and reengineering of

application software.

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Designing Technology, solutions and services that are closely aligned with

the needs of the industry. This is possible because of the in-depth domain

knowledge that the company has acquired in various industry segments over

the years.

Business Process Outsourcing, popularly referred to as BPO++, which

includes a gamut of comprehensive and customized services such as Process

Support Services (P.S.S.), Contact Centre Services (C.C.S.) and Sales &

Marketing Support Services (S.M.S.S.).

HCLT has experienced exponential growth in the past few years (in June

2001 it was US 387.87million). This has resulted from the companies unique

business model, which is offshore led, technology centric powered by

domain expertise and a comprehensive understanding of specific business.

Change is the only thing which has remained constant at HCLT as the

company continues to reinvent and reorient itself keeping a sharp focus on

adapting itself to the fast changing needs of its customers and the evolving

business landscape. It has continued to enrich itself in process and has

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enhanced its overall capabilities by developing considerable skill sets in the

area of enterprise solutions and applications.

Coming from the background where the organizations cut its teeth on core

technologies, the company wears its new dimension ease and is naturally

best equipped to straddle the entire spectrum of business solution arena.

With its formidable team of high caliber and experienced software

professionals the company has built a credible position for itself as a

valuable business partner. It has adopted and molded technologies to provide

unique solutions to large and medium sized global organizations at varied

position of there own evolutionary life cycle. By always putting its

customers first, HCLT has been able to bring to the table its significant

length and depth of industry and domain knowledge to provide solutions that

delivers a sustainable competitive advantage. In the process the company has

successfully positioned itself at the vanguard of the global IT service

revolution.

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HCLT continues to reiterate its key imperatives of focusing and developing

its technological competencies and keeping pace with continues growth and

learning. The firm believes that in technology there are no half measures.

The company’s technological prowess lies in the dedicated offshore

development centre. It operates for some of the worlds leading

organizations. HCLT is the preferred partner to 454 prestigious organizations

in the world, including 61 global 500 companies. Its presence across 15

countries gives the company global reach and a vast rollout support

capability. Currently, it serves global markets through offices in America,

Asia Pacific, Europe and Japan.

HCLT is driven by the vision of “powering imagination” that propels the

company forward in its aim to build a leadership position as the preferred

worldwide provider of software led IT services in its chosen markets.

HCLT’s mission is to establish technology partnerships with end users and

OEM organizations on a global basis, to deliver the highest quality and most

cost effective software engineering solutions for the emerging network

centric world. While its objectives, vision and mission are laudable, what

makes its strategy compelling is it uncompromising set of values, which

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drive the company, to uphold the dignity of the individual, to honor all

commitments, to include a deep commitment to quality, to infuse innovation

and growth in every endeavor and to be a responsible corporate citizen.

Using HCL’s trademark off sourcing TM methodology (HCL off sourcing

TM methodology is a case study at Harvard Business School) and

leveraging the onsite and offsite development options, HCLT can quickly

provide clients with several important advantages:

 Reduced time to market and time to implement through faster

delivery. This is achieved by deploying large and more flexible project

teams and virtual staffing on a near 24 hr basis.

 Scalability and ease of speedy ramp up of project teams

 Programming expertise is a wider range of software technologies

 Improved quality through use of factory robust processes

 Reduced cost of ownership.

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History

The company delivers these services to technology companies and other

large- and medium-sized organizations through its offshore infrastructure in

India comprising 16 software development centers, one network operations

center and a global marketing network comprising 15 offices in 14 countries.

HCL's history goes to 1975 when six entrepreneurs - Shiv Nadar and five of

his associates - decided to create a computer systems and services business

in India. They faced many initial challenges and despite the lack of venture

capital available in India at that time, they opened their first office in the

suburbs of New Delhi, naming their business Hindustan Computers Ltd in

1976.

The first suburban 'office' was nothing more than a working space that the

entrepreneurs managed to free up in a garage that belonged to one of the

founding members. With perseverance, however, HCL broke even in its very

first month of business, and the company began its long relationship with

technology development. In 1978, the company built its first PPS8-based

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microcomputer and by 1981 had graduated to building minicomputers based

on bit slice architecture with PDP 11 compatibility. Before long, the

company opened two additional offices in Kolkata and Mumbai. After eight

years, HCL became the largest computer systems and services company in

India.

By 1985, HCL was heavily involved in UNIX technology, porting UNIX

using the AT&T binaries. UNIX add-on products such as SORT and

Checkpoint Restart were soon added to the company's technology

development portfolio. In 1987, HCL became involved with ARCNet-based

LAN hardware and software.

The 1990's saw a rapid rise of software development services within HCL.

The R&D division took a lead role in providing those services, using the

offshore development model. This resulted in the emergence of HCL's

software factories and geographic divisions as key corporate entities, serving

clients around the world. HCL Technologies expanded its sphere of

influence through HCL Perot Systems, a joint venture with Perot Systems

Corporation; its 100% subsidiary, HCL Comnet Systems & Services Ltd.;

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DSL Software Ltd, a joint venture with Deutsche Bank AG; HCL Enterprise

Solutions, Inc., a joint venture between HCLT and Computech Corporation;

and HCL E Serve Technologies Ltd, a 100% subsidiary of HCLT.

Today, HCL Technologies is a global information technology enterprise

headquartered at Noida, India and employing 22,034 people in various

locations across India, U.S., Europe, Asia Pacific and Japan. Additionally,

HCL Technologies has 51 fully operational state-of-the-art software

development centers.

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 TIME LINE OF HCL

1975

Shiv Nadar and five colleagues start Microcomp.

1976

Hindustan Computer Ltd. (HCL) promoted with startup capital of Rs. 1.83

lacs (US$ 3826.85).

1980

HCL's first transnational venture, Fareast Computers (Pte) Ltd, established

in Singapore.

1981

Set up National Institute of Information Technology Ltd. (NIIT), India's first

private sector information technology education institution.

1985

HCL America established with headquarters at Sunnyvale, California.

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1991

HCL Ltd and Hewlett-Packard, USA agree to enter into partnership to form

HCL Hewlett-Packard Ltd.

1994

HCL Technologies formed as separate software company.

1996

Joint venture with James Martin & Co. and Perot Systems Corporation.

1997

HCL Technologies incorporated in UK, Germany, France, Sweden, Belgium,

Italy, and Switzerland.

1998

Operations started in Japan, Hong Kong, Australia, and New Zealand.

1999

Initial Public Offering made by HCL Technologies Ltd.

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Formation of Global Board of Directors and Advisory Board. Audit,

Compensation and Related Party Transaction Committees set up.

Implementation of 'Glocal' Management Concept.

2000

Large deals with Bankers Trust, KLA and GTech.

2001

Acquisition of Deutsche Software.

Acquired Ireland-based BPO firm, Apollo Contact Centre.

HCL Enterprise Solutions Ltd (HES) formed as a joint venture with

Computech Corporation, Inc., USA.

2002

Forged J/V with Answerthink , Inc., a U.S based provider of technology-

enabled business transformation solutions.

Formed strategic alliance with ZAMBA Solutions, a US based consulting

firm.

Acquired Gulf Computers Inc. (GCI), a US-based IT services company.

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Formed strategic alliance with Jones Apparel Group, Inc., a Fortune 500

firm.

2003

HCL m.a Ltd. formed as a joint venture with m.a.partners - a UK based

management consulting firm.

Strategic alliance forged with Sento Corporation, a US-based customer

contact solutions company to offer joint solutions to Global 2000 companies.

Formed strategic alliance with Alventive Inc., a US based Product

Collaboration company.

HCLN Tech joined SNIA - the Storage Networking Industry Association.

HCL Tech joined ATAP - the ARM technology access program.

Alliance formed with Aalayance Inc., a US based company in the Enterprise

Application Integration (EAI) and Business Integration (BI) space.

HCL Tech becomes the first member of the SuperH Design agency program.

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WHAT DOES HCLT DO?

HCLT provides its customers with comprehensive services that go beyond

the ordinary in solving all their IT related problems. On many occasions this

often takes the company beyond IT and into the realm of consulting and re-

engineering business processes. HCLT offerings provide the widest array of

services to its clients which may include web, application mobile technology

and application , networking application, production support application,

maintenance and development , CAD/CAM, hardware-design, verification ,

testing, product engineering , embedded system development In addition to

it also provides specialized operations and network management and IT

enabled services. These offerings are strengthened through a set of strategic

alliances, joint ventures, acquisitions and subsidiaries that extend the

company’s expertise and stretch its capabilities to additional areas.

Several excellent examples can be seen in its ‘Insurance’, ‘Banking and

other Financial Services’ and ‘Retail’ presence. HCLT has strengthened its

capabilities in many of these areas by bringing on board as its full time

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members of its staff, specialist consultants and industry experts who have

more than 25 years of hand on experience in managing banks, insurance

companies and retail chains and who have worked with specialist consulting

firms including the big five.

The results have been tremendous and have yielded tremendous value. For

instance, the trend towards mega alliances, acquisition and merger of global

entities in the financial sector has led to complex issues of integration and

the need for common denominators across differing regimes. With each

partners having their own unique IT backbone, space legacy system ,

processes and methodology , the task of harmonizing and optimizing these

has been enormous. Not only have HCLT helped its clients to integrate

different platform into unified system, it has also simplified and eliminated

wasteful processes to arrive at a cleaner, simpler and more efficient

architecture. An architecture that better addresses the new vision and provide

a single view for management at one end and on the other, offer a single

service window to customers.

A recent joint venture with the highly regarded Jones Apparel Group (JAG)

is notable as it brings to the HCLT, the expertise and the deep understanding

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of retail sector and a solid appreciation of the interplay of IT involving real

life retail business problems. HCLT is also able to bring similar consulting

skills on board in other vertical segments through similar consultant and JVs

like Answer Think.

HCLT’s well-diversified portfolio of services can bring significant value-

additions in multidimensional ways to a prospective client. It can perform

the assessment of an entire business process and re-engineering exercise; it

can evaluate and structure a supply chain solution. It can also implement

packages like SAP, 12, Peoplesoft, Sieble, and Retek etc., Simultaneously it

can also bring in conventional IT skills of application development,

maintenance, production support, porting/migration and testing across a

variety of platforms using the technological advancements.

With its origins steeped in technology HCLT even today remains a leader in

high technology areas like ASIC and embedded systems. Its ability to

provide services across hardware-linked applications continues to be a key

strength.

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This is best illustrated and appreciated for instance in a situation where its

customer, say a hardware vendor wants to developing the operating system,

in developing embedded applications and further still in working with a

software solution vendor or user to develop and content and applications for

the Kiosk. HCLT’s capability to provide such an end-to-end ability makes a

compelling proposition for any client.

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 Some Clients of HCL Technologies

 Agilent
 Air Canada
 Altris Software
 American Commercial Barge Line
 Baltimore Technologies
 Bank of New Zealand
 Barclays Bank
 Bloodcare
 BT Financial Group
 Canara Bank
 CISCO
 Citigroup
 Computer Sciences Group
 Convergys
 Cross Worlds Software Inc.
 Dairy Farm
 Dairy Farm Hong Kong
 Digital insight corporation
 EXE Technologies USA
 Fujitsu Xerox info Systems
 GE
 General Motors
 HP
 Hitachi
 Johnson and Johnson
 Lloyds Bank
 Macromedia Inc.
 MayBank
 Mitsubishi Lancer
 Motorola C-Port
 Network Express
 Novatel

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 RBI
 Samsung
 Sony
 Spaceworks
 Standard Chartered Bank
 SBI
 The World Bank
 Threshhold Networks
 Union Bank of California
 US Department of Health and Human Services

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INFRASTRUCTURE

HCLT delivers its services through 16 state of art software development

centers in India and undertake all offshore development work. Each of these

software development centers is focused on specific technologies and

business domains.

All centers have adequate infrastructures to support client development

work. Our hardware infrastructure is deployed for client software

development, training and internal productivity tools.

The infrastructure includes policies and standards for:-

 Communications

 Disaster recovery

 Data(security)

 Network security

 Physical(security)

The various HCLT offices are housed in independent buildings owned by the

companies. In each building the access to the server an d communication

room is restricted and controlled by security access card. The security

system also maintains a record of the employees access to server and

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communication rooms. there is round the clock security maintained in the

buildings.

HCLT also has a well defined and implemented physical policy in place.

As a basic for network security, we create a separate subnet for each of our

clients. Proxy servers are used to gain access to internet servers IP address

are broadcasted to the world. All web traffic is monitored and logs processed

to check for any attacks. All servers by themselves are much secured and

have no services running on them accept for what are required for the

purpose they are used for. It is ensured that no analog lines are connected to

the computers, there by eliminating the possibility of any intrusion.

To ensure data security, we have a very high level of physical security for

servers installed in server rooms, with computerized batch access given to

authorized personnel only with frequent changing of passwords.

All our infrastructure policies and strategies at HCL Technologies are aimed

at ensuring smooth and uninterrupted software development at each pf these

world class centers.

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GROWTH THROUGH PARTNERSIP

These advantages have made HCLT a preferred strategic and joint venture

for some of the world’s most prominent IT companies, such as Cisco

System, Pyrot Systems, Logica and Roccade Group in Europe and Data and

NEC in Japan.

To meet the complexity and pace of development of new computing

technologies HCLT has nurtured joint ventures and strategic partnerships

with leading technology and IT service organization. These partnerships are

developed on competitive IT strengths, proven business methodologies,

expertise and enhanced or new market channels provided by the partners. we

believe that such relationships will make HCL a preferred choice among

large multinationals for delivery of software services on a multifunction,

enterprise-wide and global basis.

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Joint Ventures and Subsidiaries

To meet the complexity and pace of development of new computing

technologies HCLT has nurtured joint ventures and strategic partnerships

with leading technology and IT service organization. These partnerships are

developed on competitive IT strengths, proven business methodologies,

expertise and enhanced or new market channels provided by the partners

HCL Comnet

Founded in 1993it is a 100% subsidiary of HCL Technologies, HCL Comnet

(HCL Technologies Infrastructure Services Division) leverages its core

strengths from the parent company. A focused player in the IT services

arena, HCL Comnet seeks to provide simplified infrastructure solutions

through delivering high-performance management services for complex,

distributed infrastructure environments encompassing the Internet, client and

legacy based infrastructures.

Recognized around the world as a leader for Remote IT Infrastructure

Management services, HCL Comnet helps you build an infrastructure that is

31
always available, always secure and always reliable. Companies of all sizes

rely on our experience, expertise and partnership to simplify their IT

infrastructure management.

HCL Comnet has experience of managing IT infrastructure for over 90

global customers. Our unique visibility solutions- SmartManage and

MyDashboard- provide enhanced visibility into your IT infrastructure to

optimize performance, increase availability and reduce costs.By partnering

with HCL Comnet, you can leverage our process, expertise and people to

provide the best customer experience.

HCL Technologies BPO Services Limited

HCL Technologies BPO Services Limited (HCL T BPO Services) is a

wholly owned subsidiary of HCL Technologies. The company delivers BPO

services from its quality compliant contact centers. All contact center

processes are aligned to COPC standards. Its multilingual centers, handle

voice and data, with inbuilt disaster recovery system. The company caters to

markets spread across the US, Europe, Asia Pacific region and Japan. The

core Management Team of HCL T BPO Services consists of senior

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professionals with in-depth experience in all critical facets of Contact Center

and B.P.O operations.

HCL Technologies (Illinois) Inc.

HCL Tech has a 100% equity interest in HCL Technologies (Illinois) Inc.

This company is headquartered in Chicago and focuses on the Enterprise

Application Integration market. The company has expertise in the

implementation, upgradation and support of Oracle suite of applications

(financials, manufacturing, CRM and HR), SAP, PeopleSoft, Siebel as well

as integration tools like WebMethods and SeeBeyond.

HCL IBTO

HCL IBTO is the Investment Banking Technology and Operations centre of

excellence of HCL group. HCL IBTO has proven track record in delivering

end-to-end technology solutions and operations services to global players in

the niche area of Investment Banking. Headquartered in Bangalore it has

offices in London, New York, Frankfurt and Singapore.

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The centre has best-in-class financial domain specialists and IT service

experts offers a combination of 'Business Insights and Technology

Leadership' that is unparalleled in the industry. HCL IBTO service portfolio

covers Equities, Foreign Exchange, Fixed Income, Derivatives, Trading,

Sales Support, Research & Analytics, Risk Management, Cash Management,

Asset Management, Credit Management, Emerging Markets, Exchanges

Services and Prime Brokerage Services.

The organization is 2800+ strong with ISO 9001:2000 certified

DSL Software Ltd.

In October 2001, HCLT acquired a 51% equity interest in Deutsche Bank

Asia Pacific Training Centre Pte. Ltd., Singapore (DSL Software). The joint

venture provides HCLT with a strong platform to strengthen its global

presence in financial services segment

HCL Technologies NI Limited

This is a 100% subsidiary of HCL which runs BPO operations based out of

Belfast in Northern Ireland. Under HCL's ownership, the company has

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grown to become Northern Ireland's largest BPO delivery operation centre

and one of the top 10 private sector employers in that country.

Shipara Technologies

The Company has a 100% equity interest in Shipara Technologies (STL).

The company's focus areas are aerospace (avionics, air traffic management,

in-flight entertainment, etc.), technologies (embedded systems, OS internals,

communication technologies, etc.) and engineering services

(CAD/CAM/CAE, PDM/PLM/CPC, etc.). Shipara Technologies, assessed at

SEI CMM Level 4 and ISO 9001:2000, is currently pursuing CMMi level 5

certification. In addition, it has also been assessed and certified for AS 9100,

the defacto standard for the aerospace sector, making it the first and only

company in India to receive this certification, along with the Aerospace units

of HCL Technologies. Shipara Technologies was also amongst the first HCL

Technologies' centers to obtain the BS 7799 Information Security

certification.

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HCL-Answerthink

HCL Tech has formed a Joint Venture with Answerthink, Inc, a leading US

based provider of technology enabled business transformation solutions to

Global 2000 firms. HCL Tech holds 50% stake in the company. The Joint

Venture will enable HCL Tech to significantly leverage its comprehensive

capabilities in technology development, software and application

engineering and networking for Answerthink's global client base. Moreover,

the partnership will enable Answerthink to significantly expand its business

model.

ZAMBA Solutions

HCLT has entered into a strategic alliance with ZAMBA Solutions a US

based (CRM) consulting and systems Integration company to offer joint

CRM solutions to global 2000 companies. The partnership will address

ongoing opportunities in CRM application development as well as

maintenance.

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HCL Jones Technologies

HCL Tech has formed a strategic technology joint venture with Jones

Apparel Group, Inc., a Fortune 500 leading designer and marketer of

branded apparel, footwear and accessories. The joint venture is a pioneering

initiative, in synergy with HCL Tech' rebalanced business portfolio and

growth strategy, wherein the company has identified the retail vertical as a

high focus area. The equity holding of the JV is structured at HCL Tech 51%

and Jones Apparel Group at 49%.

Aquila Technologies

HCL Tech owns, through one of its subsidiaries, 100% stake in Aquila

Technologies Pvt. Ltd, India. Aquila is a Bangalore-based software solutions

provider in the areas of Engineering software and services like CAD/CAE

PDM/CPC, Virtual engineering frameworks, Visualisation, Image

Processing and Computer Game Development.

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HCL m.a. Ltd.

HCL Tech has entered into a joint venture with m.a.partners - a management

consulting firm - to address software services opportunities in Global

Financial Markets, especially in the areas of Investment Banking, Asset

Management and Private Banking. m.a.partners brings a wealth of domain

expertise and clients including many of the top Global Investment Banking

firms, to the JV. HCL m.a will leverage HCL Techs' considerable resources

in project execution and delivery and provide customers in the global

financial market space, an end-to-end offering, ranging from solution design

to software services delivery and maintenance. HCL Tech holds 51% stake

while the balance 49% is owned by m.a.partners.

Sento Corporation

HCLT has forged a strategic alliance with Sento Corporation, a US based

customer contact solution company to offer joint solution to global 2000

companies. the partnership will pioneer the effective delivery to joint clients,

utilizing Sento’s US workforce and HCLT workforce in India an Northern

Irland. As per the agreement, HCLT and Sento will pool their competencies

to jointly address opportunities in the CRM solution space. Sento brings its

proven technology and cost-effective superior customer support capabilities.

38
The partnership will provide clients in the US to access extensive offshore

capabilities of HCLT from its delivery centers both in India and Northern

Ireland.

HCL Technologies (Mass.) Inc.

HCL Technologies has acquired 100% shareholding of Gulf Computers Inc ,

a US-based IT services company headquartered in Quincy, Massachusetts.

Post acquisition the name of the company has been changed to HCL

Technologies (Mass.) Inc. The acquisition brings in HCL T (M)'s strong

management team and is structured to ensure the team's on-going

commitment and participation. The combined entity would leverage HCL T

(M)'s existing sales delivery mechanism, well-entrenched client relationships

and HCL Tech's large offshore delivery capabilities to quickly ramp up

penetration within HCL T (M)'s clients, many of who are in the government

sector. With HCL Tech resource base, including a strong balance sheet, HCL

T (M) would be in a position to acquire a larger slice of its target market.

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Aalayance Inc.

HCL Tech holds a 51% stake (on a fully diluted basis) in Aalayance Inc a US

based company in the Enterprise Application Integration (EAI) space. The

alliance with Aalayance will enable HCL Tech to further consolidate its

expertise in the area of Enterprise Application Integration services, predicted

to be a rapidly growing area in the next few years.

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Our Value Propositions

1. The offshore advantage

We have established one of the largest software development infrastructures

in India. This infrastructure provides HCL with a number of strategic

advantages in time- to- market, cost, scalability and breadth of technical

expertise. The state of the art infrastructure, which currently comprises of 16

software factories, is designed to take advantage of the low cost and

relatively high productivity of software development in India. Its robust

factory processes allow high quality software development.

2. Seamlessly integrated systems technologies and

application expertise

HCLT is one of the few IT services providers that deliver software solutions

to both hardware and software companies in various domains/ verticals. Its

unique strengths lay in its ability to offer systems technology as well as

application expertise under one roof. High- tech hardware and software

41
clients who are making use of these services from HCL include Toshiba

(Japan), Cisco (U.S), Samsung (Korea), Consilium (U.S.) and GTech (U.S).

3. Global deployments capabilities

HCLT has made significant strategic investments to develop its deployment

capabilities and services its customers through 29 offices in 14 countries.

This global reach, coupled with HCLT’s large and mobile pool of technical

professionals, provides it with a competitive advantage in delivering a range

of software development and support services to large multinational

companies requiring such services at multiple locations across the global.

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POLICIES

43
POLICIES

Training policy

Policy Related To Professional Development through

Education

Definitions

Scope/coverage

1. This policy is applicable to all professional associates who are

interested in professional development through distance / off campus

education.

2. The professional associates and associates superior should ensure that

the course contemplated to be pursued is aligned to the associate’s line

of work and development.

Amount eligible

1. Fee for the entire course period subject to the approval of the associate

till the successful completion of the course.

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2. On successful completion of the course the amount standing as

advance in the name of the associate will be absorbed as part of

employee welfare expenses in the books of accounts of the company.

3. In the event of the separation pf the associates from the Company,

caused by resignation or otherwise, before successful completion of

the course, the associate will reimburse the course fee paid by the

company.

Other Terms

1. The amount thus granted will be treated as advance in the name of the

associate till the successful completion of the course.

2. On successful completion of the course the amount standing as

advance in the name of the associate will be absorbed as part of the

employee welfare expenses in the books of accounts of the company.

3. In event of the separation of the associate from the company, caused

by resignation or otherwise, before successful completion of the

course, the associate will be reimbursed the course fee paid by the

company.

45
Procedures

1. The associate should first ensure that the course he/ she wish to take

up aligns with his/ her line of work and is the nature of professional

development of the associate.

2. The responsibility for taking the initiative and getting admission in the

course would vest with the associate only.

3. The associate should apply to the Management indicating what course

the associate desires to pursue along with its duration, the institute that

conducts the course and the course fee in the format attached

[Annexure A] to associates’ immediate superior. Also the associate

should attach details on the usefulness of the course, the demand the

course has on mentoring, projects and other project related things, to

ascertain the impact on the associates’ present job.

4. Once the immediate superior receives an application from an

associate, associates’ superior should ensure that the application is

processed within 2 days of such receipt.

5. In the process associates’ immediate superior should have a dialogue

with the associate and/ or the head of the department to convince him

46
 of the course content, the associates’ continuous performance and the

degree of professionalism the course would lend to the associate .

6. Once the approving authority is convinced of the course content, the

associate’s performance in the company and the advantages the

company would drive out of the associate pursuing the course applied

for, associate will forward the application with recommendations to

the CEO for approval.

7. On the other hand, if the approving authority is not convinced of the

course content and the advantage the company would derive out of on

associate pursuing the course the application should be turned down

and the associate accordingly advised.

8. On approval of the CEO the paper would be sent back to the

concerned superior through the HR Department so as to ensure the

associate is informed to go ahead with the course.

9. HR Department would compete and send the process sheet to

Accounts Department for payment Institution on behalf of the

associate.

10. Payment to the Institution will be made directly by Accounts

Department under advice to HR and the associate concerned.

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11. On completion of the course and on being awarded the degree/

certificate, a copy of this should be submitted by the associate to HR

for records.

12. Also the Associate should submit a feed back report detailing the

course content, the benefits derived out of it etc., to HR.

13. Any claim, if proved fraudulent, will not only be disallowed but also

result in the associate running the risk of termination from

employment.

48
General Policies

 Equal Opportunity Employer

This policy governs all areas of employment at HCLT Including

recruiting, hiring, training, promotion, compensation, benefits, discipline

and termination. It aims to treat all employees without any discrimination

with regard to their race, religion, sex, age, color, national origin,

pregnancy, sexual orientation and physical ability.

 Working Hours

HCLT works 5 days a week, from Monday to Friday. Saturdays and

Sundays are weekly off days. However the last Saturday of the month is a

working day.

The working hours of the company are from 9.00 am to 5.30 pm with a

break of 40mins provided to the employees for lunch, taken from

12.45pm to 2.00pm.

 Attendance Policy

The company has its own intranet site for marking the attendance. each

employee has his/her own access code to it and marks his/her attendance

on a regularly basis.

49
 Internet Usage

This policy is applicable to all HCL Tech employees who access internet

from their work premises, whether at HCL Technologies centers and

offices or at on-site assignment locations/customer premises. This is done

so for preventing unnecessary loss of time, visiting of inappropriate sites

and loss of confidential information.

 Leave Policy

Casual leave: - Each employee can take 12 casual leaves to meet personal

exigencies

Privileged leave: - 21 days under exceptional circumstances, as in the

case of a serious illness, examinations or one’s own marriage.

Maternity leave: - Married women, who are fulltime employees, would

be provided maternity leave facilities under the guidance provided by the

Maternity Benefits Act of the Government of India. Entitlement of

maternity leave is for 12 weeks, starting from up to 6 weeks prior to the

expected date of delivery and 6 weeks (including the day of delivery)

following the delivery day.

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Paternity Leave: - paternity leave shall be 5 working days and must be

availed within 30 days of the child’s birth and in continuation.

 Medical Insurance Policy

For providing effective medical benefits to employees, in order to help

them overcome illnesses/medical conditions that may affect

themselves/their families.

All the permanent employees of HCL Technologies LTD., India

operations including probationers on the rolls of the Company will be

provided medical insurance

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HR OVERVIEW

52
 Career Ladder

In HCL, career planning is done to meet the individual aspirations, keeping

in view the individual capabilities and organizational requirements. Broadly

the organization consists of the following level.

A. MTS (Member Technical Staff)

B. PL (Project Leader)

C. PM (Project Manager)

D. (GPM (Group project Manager)

E. GM (General Manager)

F. VP (Vice president)

The MCG Structure

A. Associate Consultant

B. Consultant

C. Sr. Consultant

D. Project Manager

E. Project Director

F. Program manager

G. COE

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 Training and Development

The training teams conduct specialized training programs to enhance both

technical and behavioral skills. Training and developments is focused

towards achieving organizational goals and meeting individual aspirations as

well.

The behavioral training is based on a matrix where there are identified

essential training requirements at all levels.

The other inputs may also come from:

 Projects

 Performance Appraisal

 Individuals

The training is of several types:

 Project study

 Externally Delivered

 Internal Trainings

 Web-based Trainings

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Performance Appraisal

An Open Performance Appraisal System is followed at HCL. Ratings are

based on 4-tier rating system

 A-Exceeds Expectations

 B-meets expectations all time

 C-Partly meets expectations

 D-doesn’t meets expectations

55
PROCESSES

56
PROCESSES

Recruitment Process

People Involved In the Process

 Recruitment Team

 Employees in grade of Sr. MTS& above

 Consultants

 Advertising Agencies

 Campuses

 References

BASIC PROCESS

The basic process for this recruitment cycle consists of the following:

 The Requisition

 The Search , Screen &Shortlists (by Recruiter)

 The Selection (by constituted Panel and Validation)

 The Offer (by Negotiator)

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The Requisition

This is the essential first step in the process that defines the need, purpose

and profile of the recruitment desired. Requisition for manpower is raised

through mail by a person minimum at PM Level. HR captures the request in

form TA096. BU Head gives final sanction of the requirements.

The Search, Screen and Shortlist

Resumes are received either against a particular requisition or advertisement

or through referrals and contacts or as stray applications. This is an on going

process and they need to be ultimately qualified against an existing

requisition before the final selection. The earlier a link is established

between a valid resume and a Requisition, the better, as the evaluation

becomes that much more focused. However, because of various

circumstances that may exist, it may be necessary for a Resume to be

considered up to the stage of selection before it is linked to a requisition.

This part of the process should result in initial contact, screening through a

test and/ or preliminary interview of the candidate by the HR. the end result

58
us either of the following along with the level of Resume detail that needs to

be entered into the system:

a) Discarded (if resume is completely unsuitable for HCLT- does not

enter the system)

b) Test not cleared (only first level details to be entered in the system)

c) Not recommended (relevant details leading to such a conclusion to be

entered in the system)

d) Future hold (no immediate need but could be considered for

requirements- up to second level details must be entered into the

system)

e) Current Hold (waitlisted for a current requirement in anticipation of

more or better profiles-up to second level details must be entered into

the system)

f) Proceed (person found ok for next level interview- all relevant

Resume details must be entered into the system)

Selection

Only category (f) cases from 3(ii) will enter this part of the process. The

person will be interview by a professional/ technical Panel appropriate to the

position for which the person is being considered (a “Panel” as mentioned

59
here could comprise just one person as well). Panel members should ideally

be trained and certified.

The panel will review the inputs of the “HR” and undertake a technical or

function- based evaluation of the candidate with respect to the position

profile. The end result of this would be either of the following:

a) Not Recommended

b) Current Hold

c) Future Hold

d) Recommended

In any of the above, the system would already have the resume details and

the Recruiter’s evaluation details. The panel will need to complete the

evaluation format up to a point that fully supports the decision taken. The

evaluation format should be fully complete in case the person is

recommended and a link to the Requisition must be made.

A second panel will review and validate the Panel’s recommendations. The

second panel may concur with the conclusion arrived at or request for

review in which case the candidate would be interviewed by the second

60
panel. The decision arrived at by the second panel would be the operative

decision, unless it is required to be or reviewed by a higher panel.

In case the second panel decides on the candidate being selected, the next

step of negotiation, fitment and offer goes to a designated “negotiator”

The Offer

In case of a select decision by the second panel, the “Negotiator” will prime

and close the candidate with an offer letter presented to him/her. The person

signing the offer letter will be the designated authority for that position and

he/she will have the responsibility for ensuring that the process as prescribed

has been followed before signing the offer letter.

Post Offer, the system will track the joining of the candidate as per expected

date of joining specified by the offer letter or if extended due to any reason.

61
 COMPARISON OF

SALARY STRUCTURE

62
 Comparative Salary Structure

Designation HCLT INFOSYS WIPRO SATYAM

Associate 2.4 lacs – 3.2 2.9 lacs – 3.6 2.5 lacs – 3.2 2.2 lacs – 3.0
Consultants lacs lacs lacs lacs per
per annum per annum per annum annum
Consultant 4.2 lacs – 5.6 4.8 lacs – 6.4 3.8 lacs – 5.2 3.6 lacs – 4.8
lacs lacs per lacs lacs per
per annum annum per annum annum
Sr. Consultants 6.6 lacs - 7.3 lacs - 5.9 lacs - 5.4 lacs -
negotiable negotiable negotiable negotiable

Asst. Project 7.6 lacs - 8.2 lacs 7.2 lacs - 7.2 lacs -
Manager negotiable -negotiable negotiable negotiable

Project Totally Totally Fully Totally

Manager negotiable negotiable negotiable negotiable
(according to (according to (according to (according to
the exp.) the exp.) the exp.) the exp.)

The above given comparative salaries are inclusive of both the types of

salary:

 Fixed salary

 Variable salary

63
The fixed salary is the fixed amount that the employee gets every month as a

part of take home. The variable salary consists of the benefits and bonus

schemes. The basic difference lies in the variable salaries.

64
 PROJECT

METHODOLOGY

65
METHODOLOGY

Method of Data Collection

The data about the company i.e. HCL was taken from the company’s known

personal and even the company website was very useful in getting

information.

The website www.hcltechnologies.com was a great help in the completion of

the project.

The information for other companies were taken from the website as well as

contacts. As the company’s data on salary structure was not directly

available on the site and was not being provided by the company, contacts

were used for the same purpose.

The websites of the companies are as follows: -

Wipro: - www.wiprotechnologies.com

Satyam: - www.satyamcomp.com

66
Infosys: - www.infy.com

In spite of the project being enormous and arduous any specific

questionnaire was not prepared as it was not solving the purpose.

67
FINDINGS

68
 FINDINGS

 The salary structure of the company is comparable with its

competitors.

 The company focuses more on experience and sometimes neglects the

skills.

 The recruitment pattern of the company is long but reliable.

 The company training policy is not followed as it should be.

 The company’s infrastructure is excellent.

 Discrimination in salaries at entry level seen in the department.

69
RECOMMENDATIONS

70
 RECOMMENDATIONS

 The company should try to revise its salary structure and improve the

ratio between the fixed and variable salary. If possible, it should also

include skill bonus which will provide an urge to employee to actively

get involved in the training programmes.

 Proper induction and training programmes should be carried on

strictly in the company.

 The company must not discriminate in the salary structure of the

employees at same grade, especially at the entry level.

 The offer to a new joinee should be given keeping in mind the

experience, qualification and skills at the same time keeping in mind

the salary already being paid to the employees at the same grade.

71
 Reference
AUTHOR TITLE PUBLISHER
P. Subba Rao Essentials of Human Himalaya Publishing
Resource Management House
& Industrial Relations

P. C. Tripathi Human Resource Sultan Chand & Sons

Development Educational Publisher

Dr. C.B. Memoria Personal Management Himalaya Publishing

House

Internet www.yahoo.com
www.google.com

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