Escolar Documentos
Profissional Documentos
Cultura Documentos
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The recruitment and selection is the major function of the human resource
department and recruitment process is the first step towards creating the
The recruitment process is immediately followed by the selection process i.e. the
final interviews and the decision making, conveying the decision and the
appointment formalities.
In that case we can define i.e. Recruitment means sourcing the right capable
candidate for the specific job. Right candidate can be searched from the different
sources like internal & appropriate database, Employee referral program, job
Every company has their own recruitment policy. Few companies believe closing
believe to give their position to the outside consultants or Vendors as they are
becoming more approachable & efficient. Companies are rigorously not allowed
to source the candidate straight away from the other competitive company.
Getting the recruitment done is becoming crucial & competitive day by day as the
availability of the capable & compatible manpower. Still only smart recruiters are
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The success of and organization largely depends upon the Team of the skilled
and qualified human resources who are chosen out of number of applicants for
the job. It is the primary duty of the HRD department to procure and maintain an
adequate qualified working force of various personnel necessary for manning the
organization.
functions
apply for the job, Interview the eligible and select them for a particular job in the
organization
------------Yoder
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SCOPE OF RECRUITMENT
It extends to the whole Organization. It covers corporate office, sites and works
Organization will make profit otherwise it will make loss. If a good dancer
business. So right man should be procured at right place in right time, otherwise
their proper utilization may not be done. To procure right man at right place in
right time, some information regarding job and job doer is highly essential. These
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PROCEDURE OF RECRUITMENT
1. REQUISITION
INTERVIEW SCHEDULE
Date:
Venue:
following format.
Dear Mr.……………………….
Date…………………..
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APPOINTMENT LETTER
…………………………
organization is ………………………………
without giving any notice. After confirmation the notice period will
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4) Salary Details:
………………/- p.m.
(Rupees ………………………………………………only)
……………………………………. only)
the company.
management.
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7) You will be governed by the rules and regulations of the company
medically unfit.
Please sign the duplicate copy of this letter signifying your acceptance and
return it to us.
with us.
Yours sincerely,
AUTHORISED SIGNATOR
above and agree to abide by all the rules and regulations of the company.
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3) Appointment letter language for sr. manager and above is given in the
following format.
APPOINTMENT LETTER
is …………………………..
3) Salary Details :
(Rupees ………………………………………only)
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In addition you will be entitled to House Rent Allowance of
Rs………………../- p.m.
(Rupees…………………………………………………… only)
……………………………………….. only)
You shall also be entitled to benefits like Excreta, Gratuity, PF etc. as per
and family, the total cost of which shall be a maximum of one month's
basic salary per completed year of service. Your first entitlement for LTC
management.
reason, whatsoever by giving you one month’s basic salary or one month’s
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notice. Likewise you would be free to leave the services of the company by
6) The company normally does not permit employees to engage in any other
business or work, either directly on their own account or indirectly and you will
applicable in force, amended or altered from time to time during the course of
your employment.
8) You will automatically retire from the services of the Company on attaining the
Please sign the duplicate copy of this letter signifying your acceptance and return
it to us.
We welcome you to our organization and wish you a successful career with us.
Yours sincerely,
AUTHORISED SIGNATORY
I agree to accept employment on the terms and conditions mentioned above and
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NAME SIGNATURE DATE
Joining report to be filled by the new join in format given below and experience
DOCUMENTATION
procedure.
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SOURCES OF RECRUITMENT
INTERNAL SOURCES:
promotion from within that is, vacancies other than at the lowest level are filled up
by promoting the personnel to the higher rank. Such practice leads the healthy
progressive atmosphere and the cost of training and the rage of labor turnover.
This source of recruitment is generally adopted to fill vacancies of middle and top
personnel.
EXTERNAL SOURCES:
where job specification cannot be met by the present employees, the employer
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1. ADVERTISEMENT:
recruiting staff. For all types of types of vacancies employers resort to advertising
but it is the most suitable source for filling the vacancies of technical and senior
personnel. All particulars regarding the job and the qualifications of the
2. TECHNICAL INSTITUTIONS:
Campus interview is a very useful source of recruitment for a full range of jobs.
The employment managers of the enterprises maintain a close liaison with the
University and Technical institutions. This method is used for recruiting Officer,
the promising young talents for employment and refer their names to the
3. EMPLOYMENT EXCHANGE:
unskilled, skilled or semiskilled operative jobs. The job seekers get their names
them to such exchanges and the exchanges refer the names of prospective
candidates to them.
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4. PRIVATE AGENCIES:
Some private agencies are also doing a great service in recruiting technical and
the demand and supply of personnel. Many private agencies tend to specialize
5. PERSONNEL CONSULTANTS:
officials are now being called upon to assist the management in filling of these
6. PROFESSIONAL BODIES:
which they recommend the names of the job seekers to the employers when ask
for.
7. UNSOLICITED APPLICATIONS:
company’s office. These applications are screened and places in the relevant
Data Banks. Whenever needed to locate suitable candidates for that particular
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8. RECRUITMENT AT THE GATE:
office. Generally, the number of vacancies, nature of work and time of interview
Prospective candidates attend the interview at the appointed time and get the
workers.
Sometimes, persons are employed to dispose of the heavy seasonal work or the
areas of work of temporary nature on part time basis. These part time employees
form a good source of labors supply as and when vacancies occur. Vacancies
are filled up among them if they fulfill the requisite qualification to suit the jobs.
10. LEASING:
The short term fluctuations in personnel needs may be stabilized through leasing
of personnel for some specified period from other industries, offices and units.
This system of leasing has been well adopted by the public sector organizations.
With the rapid growth of public sector, the acute shortage of managerial
caliber from the Government Departments. At the end of their term they are given
In some companies trade unions also assist in recruiting the staff. This sense of
cooperation helps in developing the better labor relations. This source of labor
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supply cannot be relied upon on the ground that sometimes trade unions support
a candidate who in not fit for the job and is not acceptable to management. Such
SELECTION TEST
sample of behavior. Objective of this definition refers to the validity and reliability
KINDS OF TEST
1. Achievement
2. Aptitude
3. Interest
4. Personality
5. Intelligence.
7. Interview
1. ACHIEVEMENT TESTS
This test measures a person’s potential in a given area. This test measure the
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and believed to be satisfactorily answered by those who have some knowledge
2. APTITUDE TEST
This measures ability and skills. Specific aptitude tests have been designed for
jobs that require clerical, mechanical, and manual dexterity. Aptitude tests do not
test.
3. INTEREST TESTS
This test has been designed to discover a person’s area of interest, and do
4. PERSONALITY TESTS
of behavior. The personality tests, more often than the intelligence, achievement
or aptitude tests, predict performance success for jobs that require dealing with
5. INTELLIGENCE TEST
This tests generally aptitude ones. The scores on intelligence tests are usually
formula.
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Mental Age
Actual Age
The essential feature of this technique is that instead of the candidates being
interviewed separately, they are brought together in group of six to eight for
informal discussion, and absolved and evaluated by the selectors. The two kinds
of group discussions are one, where the group is given a problem to discuss and
the individual member is free to choose his own approach to solving this
problem; and two, where each individual is allotted an initial position and supplied
The advantage of this method is that the decision to hire a person can be made
within a very short time, and the selector can evaluate the candidate’s personality
7. INTERVIEW TECHNIQUES
interviewee (applicant).
1. PRELIMINARY INTERVIEW
more detailed interview will be worthwhile. The applicant is given job details
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during the interview to afford him freedom to decide whether the job will suit him.
might lead to the elimination of many desirable candidates, and second, because
interviews may not have much experience in evaluating candidates. The only
argument for this method is that it saves the company’s time and money.
2. DEPTH INTERVIEW
Depth interviews cover the complete life history of the applicant and include such
3. OATTERNED INTERVIEW
clues and guidelines to areas which should be probed deeply. The interview also
SELECTION METHODS
for all organizations. It varies from one to another, depending on the situation and
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APPLICATION BLANK
The application blank is a highly interview in which the questions are standardize
and determined in advance. It tests the applicant’s ability to write, organize his
thoughts, and present facts. A number of application blanks give the impression
that “if you have seen one you have them all. Despite the diversity, all application
BIOGRAPHIC DATA
This is concerned with such variables as age, sex marital status and number of
dependents. This also have used items like the local address, age, previous
salary and age of children and have found no difference in long and short tenure
employees.
This is concerned with grade point, average, division and percentage of marks as
REFERENCES
inaccurate facts, this can be attributed to the referee'’ inability to assess and
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CONCEPTUAL FRAME WORK OF RECRUITMENT PROCESS
to meet its objective while also enabling the human resources to attain their
individual goals.
As is evident from the definition of the concept the entire theme revolves centrally
The immediate conclusion that follows from this is that the prime movers of the
organization are the individuals. The process of bringing employees into the folds
the central pillar for foundation stone of the entire concept of human resource
management.
It is easy to see why recruitment has accorded such a high position out of the
various facets of human resource management. The reason is simply that unless
one has human resource in the organization whom will the human resource
usefully.
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Keeping this idea into mind this Projects is an attempt to study various options
HRM MODEL
Training and
Development
- Focus is on
identifying and
assessing
Union/labor Organization
Relation Development
union/organization relationship as
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employees organized
Compensation and Human Resource
Benefit Planning :
policies
Personnel Selection and Staffing
research and :
From the above introduction about Human Resource management, it has been
pretty clear that how important is human resource and its allocation. Again it
depends on human resource planning. So the next question which arises is what
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HUMAN RESOURCE PLANNING
organization ensures that it has right number of people, right kind of people, at
the right places, at the right time, capable of the right places, at the right time,
capable of effectively and efficiently completing those tasks which will help the
Planning then, translation the organization’s objectives and plans into the
guesswork.
methods, money, motive power), the most important is “M” for men or manpower.
machines materials can not be put to use. Even in the age of computer and
If people of poor caliber are hired, nothing much can be accomplished and
Grasism’s law will work the bad people will drive out the good car cause them to
deteriorate.
countries.
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Effective utilization of manpower resources is the key note of manpower
management. Ever since the factory system, production managers have devoted
a great deal of time and effort to the physical organizations of the industry.
During the nineteenth Century the average employer in their efforts to reduce
costs centralized their attention upon management of men and machines. Man
and when required and improving the performance of the existing people to make
Recruitment forms the first stage in the process which continues with selection
and ceases with the placement of the candidates. It is the next step in the
procurement function, the first being the manpower planning. Recruitment makes
it possible to acquire the number and types of people necessary to ensure the
a linking activity bringing together those with jobs and those seeking jobs.
Department…………………………………… Analyst………………………….
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Relation to other jobs: Promotion from……….. Promotion to…………………..
Job summary:
Work performed:………………………………………………………
Equipment/Machines used:…………………………………………….
Working Condition……………………………………………………
Skill Requirements:
Training :
(b) Technical………………………………
(c) Special…………………………………………
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(d) For safety of others…
REQUIREMENTS
proficiency.
safety of others.
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SCOPE OF THE STUDY :
At this point we are not concerned with desirability of recruitment process since it
can not be avoided. Instead our concern is focused of those questions like
recruitment for what purpose. On what basis should it be written down and saved
or not? If saved for ever or for a year or two? These are issue to be argued and
these are the elements that make manpower planning ground or bad, effective or
ineffective.
The objective of the study is to analyze the actual recruitment process in HCL,
and to evaluate how far this process confirm to the purposes underlying the
operational aspects of the industry. How far the process is accepted by it ? And
what are the options of the family members of the organization? The study on
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SIGNIFICANCE OF STUDY :
on achieving a surely where all citizens (employees) can lead a richer and fuller
wastes, lower costs and higher wages, so the industry needs a stable and
industry strikes right number of persons and right kind of persons at the right time
and at right places through and the planning period without hampering
productivity.
IMPORTANCE
There are some question which are listed down in order to know how important
HRM is are :
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• Why do they come to work on a regular basis?
• Will today’s employees be prepared for the work the organization will require
and ensuring that they continue to maintain their commitment to the organization
function :-
• ACQUISITION FUNCTION
requirements, we new to know where we are giving and how we are giving to get
these. This includes the estimating demands and supplies of labour. Acquisition
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• DEVELOPMENT FUNCTION
It can be seen along three dimensions. The first is employee training which
emphasizes skill development and the changing of attitudes among workers. The
abilities. The third is career development, which is the continual effort to match
prepares the employees to adopt change at any point of time. Since the scenario
of the market changes day by day it is very important for an organization to keep
his employees ready to face the change, and accordingly change in order to
• MANAGEMENT FUNCTION
• MOTIVATION FUNCTION
The motivation function begins with the recognition that individuals are unique
and that motivation techniques must reflect the needs of each individual. Within
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behavioral and structural techniques for stimulating worker performance, the
In recent years, more emphasis was given on manpower because of the change
in the society, attitude of an individual etc. etc. In a study ASID i.e. the
are of HRM.
• Organization/Job Design
• Compensation/Benefit
• Employee Assistance
• Union/Labor Relations
• Productivity
• Readiness to Change
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HCL Technologies:
Management services. Making a foray into the services domain in 1997-98, HCL
in areas at the core of their business. Partnerships and risk-sharing have been
Keeping pace with the industry trend, HCL has applied itself to gaining
Services & BPO, optimizing its business portfolio. About 25% of revenues now
coming from these high growth segments of tomorrow. Product Engineering and
HCL also has a rapidly diversifying geographic mix with Europe and Rest of the
World yielding 25% and 15% revenue, respectively. North America revenues
Semiconductors, Telecom and Life Sciences. For the twelve month period ended
30th June 2005, HCL Technologies along with its subsidiaries had revenues of $
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764 million and employed 24,000 professionals. For more information, please
visit www.hcltech.com
embarked upon a venture that would make their vision of IT revolution in India a
reality. Shiv Nadar and five of his colleagues got together and in 1975, set up a
new company called Micro comp. To start with they decided to capitalize on their
marketing skills. Micro comp marketed calculators and within a few months of
starting operations, company was outselling its major competitors. In 1976, Micro
comp approached UPSEC (Uttar Pradesh State Electronics Corporation) for help
join venture between the entrepreneurs and UPSEC and with an initial equity of
HCL Technologies Limited (HCL) has now become India’s one of the big
create enterprises of tomorrow’. The overarching theme for the company’s swift
progression into the software and services arena, in India and globally, is
evolving. Signifying a state of constant growth, the evolve theme is visible in the
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The menu of HCL Technologies global services broadly covers IT consulting and
portfolio of systems and network services for development. This also includes a
Malaysian’s BSN commercial bank, SIA, DBS bank, May bank life assurance
charted semiconductors, Asia Matsushita and Shell Malaysia. Some of its global
govt.
HCL Info systems’ chosen platform of total technology integration lends itself to
some very significant alliances with the global leaders. Among its partner are HP
for high end AISCE/UNIX services and workstation and HP Open view network
solutions; Red hat ;Linux; Samsung; Pivota for CRM solution and ORACL
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INDIAN HARDWARE INDUSTRY
AND
The Indian IT and Electronics market in 2004-05 was worth US$ 32.9 billion of
production stood at US$ 13.2 billion. Some 4,100 units are engaged in
that the market-value estimate over next 3 years for hardware products is
Rs.79,000 crores
The Indian electronics and hardware industry has been lagging behind the
requirements of the burgeoning software and telecom sectors are met by imports
The Ministry of Information Technology, Govt. of India has estimated that the
US$ 160 billion and the investment required in the manufacturing facilities would
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i . ex e
requirement would be US$ 50 billion. By far the most comprehensive study was
carried out by Ernst & Young in association with MAIT, the hardware industry
body in 2002. It estimates that given the right incentives, India's electronic
hardware industry has the potential to reach US$ 62 billion by 2010, twelve times
its existing size with the domestic market accounting for US$ 37 billion and
exports of US$ 25 billion. The major export opportunities would be in the area of
shows that there are large opportunities for Indian companies to increase their
strength and grave these opportunities for future growth. HCL Technologies Ltd
is one of those companies which are working to increase their network and
(like PCs, servers, monitors and peripherals) and traded hardware (like
In 2002-03, HCL’s total hardware turnover was Rs. 10.97 billion, higher by
around 24% over the corresponding figure for 2001-02. Of this, manufactured
hardware constituted 60%, traded hardware 32% and hardware support services
9%. The company’s reported operating margins in 2002-03 (including six months
material costs declined in 2002-03, the company was able to retain a part of the
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margins in its product realizations. Better margins in hardware resulted in the
leader. Other players include Zenith Computers, IBM, Sun Microsystems, Wipro,
The overall market for desktop personal computers registered a 28.2 percent
growth during calendar year 2004 as compared to the previous year. What is
significant is that branded PCs continue to make impressive gains against the
gray market. According to IDC, the share of branded PCs grew from 36.2 percent
percent. Interestingly, the gray market remained flat, registering a growth of 2.2
percent, while the total desktop PC market registered a growth of 28.2 percent.
witnessing a consistent drop in end-user prices for both the branded and
the market leader with a share of 13.7 percent. The company registered a 91.4
percent growth during 2004 as compared to the previous year. HP followed HCL
with a market share of 11.9 percent. HP too grew at a blistering pace registering
a growth rate of 73.03 percent. IBM is in the third place with a market share of
6.2 percent.
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IDC is not the only research firm confirming the signs of robust growth. Gartner,
in a recent report, states that the Indian desktop market grew by 31.5 percent in
2004. Says Vinod Nair, Analyst, Computing Systems, Gartner India, “Peaking
While every research firm has given different figures, one thing is common—the
grossed 17.1 lakhs units in the first half of fiscal 2004-05, registering a growth of
of the previous fiscal. With the Indian economy booming, MAIT estimates that PC
professionals.
In future, HCL’s hardware sales to the institutional segment are likely to remain
stable, with sustained hardware spending by all the verticals, especially the
excise duties on PCs, is likely to reduce the price advantage of the small
assemblers, and augur well for branded PC manufacturers like HCL. In the
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medium term, HCL’s margins, despite its sales tax advantages, may be affected
by the likely removal of duty protection on manufactured PCs from the year 2005.
ZENITH HCL
13% HP
WIPRO HCL
8% 34% IBM
WIPRO
ZENITH
IBM
15%
HP
30%
From the above figure we can clearly see that HCL emerged as the clear winner
among the branded PC companies with 34% or 13.7% of market share followed
by 30% or 11.9 % of market share by HP. IBM was third in the race with only
the market leader in branded PC HCL Technologies also became 1.3 Billion
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HCL’S OFFERINGS IN INFO-PROCESSING PRODUCTS
Securityproducts Monitors
Keyboards
ThinClients DirectSales&Support
Cabinets&Racks
SunServers&
Workstations Enterprise InformationKiosks
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Advantage of HCL Technologies
HCL Technologies draws it's strength from 27 years of experience in handling the
enterprise, or a small office or a home, HCLI has a product range, sales and
The last 27 years apart from knowledge and experience have also given
confidence in HCL.
- Best-vale-for-money offerings
MANUFACTURING
Union territory of Pondicherry. Situated 165 kms south of Chennai on the coast of
the Bay of Bengal with proximity to Chennai Air/Sea port, special policies for
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Industries of local Govt, Inland Container Depots, attractive power and labor
Started in 1996 - with only Unit 1 - it now has 3 Units (Unit 1,2,& 3) with a built up
area of 3,23,000 sq. ft., PMO has a monthly capacity to make 50,000 desktops
and 2000 servers. The infrastructure is state of the art , one of the best & largest
in India.
All 3 factories are ISO 9001:2000 and ISO 14001 certified. PMO was also
year 2001 . HCL was also awarded ELCINA's (Electronic Component Industries
PMO also has Product Engg. Group (PEG) and R&D teams constantly engaged
the late 1980s with the focus on improving quality of its products by using basis
QC tools and Failure Reporting and Corrective Active Systems (FRACAS). And
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also employed concurrent engineering practices including design reviews, and
In the early 90s, the focus was not merely on the quality of products but also the
process quality systems. We were certified for ISO 9002 by BVQI in 1994 and re-
Assemblies).
for Info structure Services (for Consultancy, Implementation, Support, Audit &
Quality, 2002-03. The ELCINA award criteria considers two aspects. (1) Enablers
always strive to maintain high quality standards, which help us fulfill mission to
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CUSTOMER SATISFACTION
One of the cornerstones of strategy has been a very strong customer focus. 27
provide exact solution to customers' needs. During these years they have been
able to cement their relationship with customers and gaining their trust and
confidence as well.
Today for desktop PC, they have more than 8 lakhs units installed units. HCL
HCL
Inspector.
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CATEGORY III Secretary, Executive Secretary, Management Trainee, Asst.
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METHODOLOGY :
methodology includes
HYPOTHESIS
SAMPLING
sections of HCL as sample in order to elicit relevant facts. Since it is not possible
UNIT OF STUDY:
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OBJECTIVES of the study
categories of employees.
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TOOLS & TECHNIQUES OF DATA COLLECTION
The primary as well as the secondary sources was used for collection of data. In
primary source of data collection the interview schedule and questionnaire and
opinion survey were used and in secondary source of data collection relevant
records, books, diary and magazines were used. Thus the source of data
PRIMARY SECONDARY
2. Questionnaire 2. Books
4. Magazines
survey for collection of data from primary source. Interview schedules were used
for workers clerical, category and questionnaires were used for supervisory and
executive cadre and opinion survey was used to know the technology,
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DATA ANALYSIS INCLUDING OPINION SURVEY OF EXECUTIVES
HCL
OPINION SURVEY:
Certain schemes yield more fruitful results in certain conditions and with some
organization to organization. But the fact is that success does not follow
automatically, the people who implement the system that matters just as the
trust of employees and organization has no value how hobble the objective may
recruitment process before giving any suggesting and concluding remarks. For
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Questionnaire circulated among 20 Yes No No Response
executives
1. Are you in support of recruitment policy? 40% 50% 10%
linked to productivity?
your organization?
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8. Whether cost benefit analysis is done before
in recruitment process?
65% 25% 10%
11. Do you feel that training will effect to
recruitment process?
recruitment policy?
excess of manpower?
From the response indicated above it appears that the prevailing recruitment
policy has definite impact on the organization. Most of the executives showed
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used proposed deletion of manpower planning they used proposed deletion or
addition of man in the organization for a planning period. The excess or shortage
are being adjusted and hence misutilisation is mere chance. The executives did
not respond to the lay off and retrenchment for reduction in available human
resources. Form the questionnaires it appears that the managerial staff are only
interested for filling of the vacancies of higher post from out of the internal
sources. This attitude will seize the professional approach of the organisation
and may not able to induct fresh brain. From the answers of most of the
managers it is observed that they want entry of new managers should be avoided
and fresh recruitment shall be limited up to only staff cadre and not above that.
From the answers of most of the executives it appears that cost benefit analysis
is not properly followed by the organization and job rotation also not followed
properly in the organization which make an employee all rounder in all respects.
After completion of data collection the editing of the responses go obtained was
done. This edited data further codified and code book was prepared. On the
basis of these tables the data were interpreted and analyzed and conclusion
was drawn.
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Response
1. Are you satisfied with the existing recruitment 25% 65% 10%
5. Do you feel that motivation is main factor for 75% 15% 10%
6. Do you feel that recruitment of lower level staff 50% 40% 10%
performance?
From the response to the above questionnaires it is clearly indicated that most of
the workmen are dissatisfied about the existing recruitment policy. They are not
given chance for their development. Their skill efficiencies are not recognized by
the company.
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10%
40%
yes
no
no respose
50%
Interpretation
Above data 40% people support recruitment policy, 50% people not support
recruitment policy &10% people no response for recruitment policy.
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10%
40% yes
no
no response
50%
Interpretation
Above data 40% people agree for existing recruitment policy , 50% people no
agree for existing recruitment policy & 10% people no response for existing
recruitment policy is linked to productivity.
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10% 10%
yes
no
noresponse
80%
Interpretation
Above data 10% people says yes for manpower recruitment has been
rationalized by way of automation,80% says no & 10% people no response.
Ratio of existing recruitment policy getting will supports for the top
management. (Figure 1.4)
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10%
20%
yes
no
no response
70%
Interpretation
Above data existing recruitment policy getting will support for the top
management.70% people says yes,20% people says no & 10% people no
response.
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10%
yes
no
30% no response
60%
Interpretation
Above data 60% people tells existing recruitment policy beneficial for reduction
on labor cost,30% people tells existing recruitment policy for not beneficial for
reduction on cost &10% people no response.
( Figure 1.6)
65
10%
25%
yes
no
no response
65%
Interpretation
Above data 25% people says recruitment policy is effective utilization of human
resources, 65% people says recruitment policy is not effective utilization of
human resources &10% people no response.
( Figure 1.7)
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10%
yes
no
30%
60% no response
Interpretation
Above data 60% people tells recruitment policy helpful for maintaining timing in
recruitment & staffing schedule,20% people tells no helpful & 10% people no
response.
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10%
5%
yes
no
no respose
85%
Interpretation
Above data 85% people tells job evaluation and job analysis helps in manpower
recruitment in organization,5% people says job evaluation & job analysis not
helps in manpower recruitment in organization & 10% people no response.
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10% 10%
yes
no
no response
80%
Interpretation
Above data 10% people says yes, 80% people says no& 10% people no
response for the personal recruitment from external sources more desirable than
the internal sources.
( Figure 1.10)
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10%
30%
yes
no
no response
60%
Interpretation
Above data 30% people says yes ,60% people says no & 10% people no
response cost analysis is done before recruitment.
( Figure 1.11)
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10%
30%
yes
no
no response
60%
Interpretation
Above data 30% people says yes,60% people says no & 10% people no
response for satisfaction with the existing recruitment system of the organization
( Figure 1.12)
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10%
35%
yes
no
no response
55%
Interpretation
Above data 35% people says yes,55% people says no& 10% people no
response for performance appraisal help in recruitment process.
( Figure 1.13)
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10%
25% yes
no
65% no response
Interpretation
Above data 65% people tells yes, 25% people tells no& 10% people no response
for the training will effect to recruitment process.
( Figure 1.14)
( Figure 1.14)
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10%
yes
no
50% no response
40%
Interpretation
Above data 50% people says yes, 40% people says no & 10% people no
response for job rotation will effect the recruitment policy.
( Figure 1.158)
74
0% 10%
yes
no
no response
90%
Interpretation
Above data 90% people tells yes, 10% people no response for controlling the
shortage and excess of manpower by employing casual work
75
10%
0%
yes
no
no response
90%
Interpretation
Above data 90% people says yes, 10% people no response for employees
extra workes.
( Figure 1.16)
76
10% 0%
yes
no
no response
90%
Interpretation
Above data 90% people says no & 10% people no response for layoff
retrenchment.
77
10% 25%
yes
no
no response
65%
Interpretation
Above data 65% people no, 25% people yes& 10% people no response for
satisfaction with existing recruitment policy in organization.
( Figure 1.18)
78
10% 20%
yes
no
no response
70%
Interpretation
Above data 20% people says yes,70% people no & 10% people no response for
workload in department.
( Figure 1.19)
79
10% 25%
yes
no
no response
65%
Interpretation
Above data 25% people says yes ,65% people says no & 10% people no
response for optimum utilization.
80
10%
25%
yes
no
no response
65%
Interpretation
Above data 25% people says yes , 65% people says no & 10% people no
response for satisfaction with the job.
81
existing manpower.
10%
15%
yes
no
no response
75%
Interpretation
Above data 75% people says yes ,15% people says no& 10% people no
response for the motivation of the main factor for optimum utilization of existing
manpower.
82
10%
yes
no
50%
40% no response
Interpretation
Above data 50% people tells yes ,40% people tells no & 10% people no
response for recruitment of lower level staff from external source is desirable
than internal source.
83
10%
yes
no
30%
60% no response
Interpretation
Above data 60% people says yes, 30% people says no & 10% people no
improving performance.
84
85
FINDINGS
termination.
4. Proper induction is not given to all the employees. It reserves to only a few
levels.
10. Manpower is recruited from reliable source however efficiency does not
recognize.
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87
SUGGESTIONS
Departmental Head. If not all levels, at least Asst. Manager and above
category of employees.
effective.
recruitment of manpower.
which new brain will be inducted in the company with skill, talent, efficiency
etc.
88
89
CONCLUSION
answers, opinion survey and date analysis the researcher came to a conclusion
entrusted with the task of carrying out the various policies, programmes like
recruitment selection, training etc. effectively and efficiently. The business of HCL
need not waste the time to diversify into the another business. Management
understands the business game very well. At the time of difficulty it takes
necessary action to solve the problem. Now the personnel department of HCL is
for man all ‘Ms’ like money, material, machines, methods and motivation are
failure. It always tries to develop the human resources. In the absence of right
man, material, money, machines all things will not be properly utilized. So it
90
LIMITATIONS:
Every scientific study has certain limitations and the present study is no more
2. The terminology used in the subject is highly technical in nature and creates a
lot of ambiguity.
management.
91
In spite of all these limitations, the investigator has made an humble attempt to
present an analytical picture of the study with some suggestion for the long run
implementation.
92
93
BIBLIOGRAPHY
www.hcl.com
www.domain_b.com
94
95
QUESTIONNAIRE TO EXECUTIVE
b) Date of joining:
c) Employment NO:
d) Designation:
e) Department
a) Name :
b) Address:
c) Nature of Production:
d) Location;
e) When started
i) Are you satisfied with the existing manpower position your department?
(Satisfied/Non-Satisfied)
96
4. (i) How do you ascertain the need of manpower in your department? Mention
(b) Are you satisfied with the existing recruitment system of the organisation?
(Yes/No)
(a) Is there any job evaluation or job analysis procedure adopted? (Yes/No)
97
(iii) Through campus interview.
10. (a) Is there any provision for imparting training facilities to the employees?
(Yes/No)
b (b) Which type of training for imparting training facilities to the employees?
(Yes/No)
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c (c) In present context which type of training you considered as appropriate?
11. (a) Is there any promotion facility provided to the employees in your
organization ? (Yes/No)
12. (a) What are the welfare amenities provided in your organization?
Crèche Yes/No
Canteen Yes/No
Recreation Yes/No
Medical Yes/No
Conveyance Yes/No
99
13. (a) low do your manage the shortage of manpower in your organization?
workers/the both
14. Since the technology follow by the organization is not up-to-date. It needs
know-how? (Yes/No)
15. If so how and it what way it is going to affect the overall manpower
100
ANNEXURE – II
OUESTIONNAIRE TO EMPLOYEE/WORKER
b) Designation :
a) Date of joining :
b) Token no :
c) Department :
Temporary / Casual.
b) Are you getting wages in piece rate / Time rate / any other method.
through relatives.
d c) Do you feel that any extra manpower is needed for your organization?
e Yes/No
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4. a) Is there any training facility for you? Yes/No
f b) If yes, is it on the job training loft the job training / off the job training?
g Yes/No.
i both.
j both.
Creche Yes/No
Canteen Yes/No
Recreation Yes/No
Medical Yes/No
Conveyance Yes/No
102
9. Whether the organization provides employment opportunity to the family
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