Recruitment & selection in HCL

BY Mr. PRASHANT RAGHAV

PRESENTATION ON PROJECT REPORT

OBJECTIVE OF STUDY1. To understand the recruitment & selection process, used in HCL BPO services.

2. Proper analysis of recruitment & selection process and designing of recruitment & selection program.

3. To knows and understand the importance and benefits of recruitment and selection process.

TOPIC OF PROJECT REPORT (RECRUITMENT AND SELECTION)

• Recruitment & selection are two most important function of personnel management.

• It is an important part of an organization. Human Resource Planning is a vital ingredient for the success of the organization in the long run.

• which ensures that it has right number and kind of people, at the right place and right time, so that organization can achieve its planned objective.

RECRUITMENT • RECRUITMENT: It is a process of finding and attracting capable applicants for the

employment.

• which ensures that it has right number and kind of people, at the right place and right time, so that organization can achieve its planned objective.

• DEFINITION: According to EDWIN FLIPP. “Recruitment is the process of searching for the prospective employees and simulating them to apply for job in the organization.”

RECRUITMENT

SELECTION• Selection is defined as the process of the differentiating between applicants in order to

identify(and hire) those with a greater likelihood of success in a job.

• Selection is along process, commencing from the preliminary interview of the applicants and ending with the contract of employment.

SELECTION PROCESS

COMPANY PROFILE• HCL stands for Hindustan Computers Limited.

• A young team of six led by Shiv Nadar, the pioneer believed in the growth in IT industry had for India

• 4th largest leading global IT Services Company.

• It deliver solution cross select verticals including Financial Services, Retail & Consumer, Life Science (Clinical Research services in CDM and Biostatistics) & Healthcare, Aerospace, Automotive, Semi-conductors, Telecom and Media & Entertainment.

• Shiv Nadar believes that,” If you want to empower people, give them tools. There’s enough entrepreneurship in this country to take care of the rest .”

RESEARCH METHODOLOGYThe researcher has to the use fact or the information already available and analyses these to make a critical evaluation of the material.

Research Instruments

a. “Management style questionnaire”

Research Design

b. Type of sampling

c. Sample size

d. Sample area

RESEARCH METHODOLOGY• TYPES OF RESEARCH:-

a. Applied Research

b. Analytical Research

• APPLIED RESEARCH: Provide empirical(observation) support to the existing theories.

• It is aimed

• To find out the present characteristics present within employer and employee to match the requirement as per the designation.

• The areas of improvements which are required(designation)

• To solve of the real life problems, the ideas and suggestion are also on the basis of the research to implement in the real-life.

RESEARCH METHODOLOGYAnalytical research: - The researcher has to use fact or information already available and analyses these to make a critical evaluation of the material.

SAMPLE TYPE

• Simple sampling has been adopted for this research.

SAMPLE SIZE

• 15 PEOPLE

SAMPLE AREA

• HCL ORGANISATION

DATA COLLECTIONa. Primary Data:- The survey method is used to collect the primary data in this research as

it is the Analytical research to find out the shortcomings and area of improvements according to the skill required for recruitment team.

b. Secondary Data:- Used lesser proportion to find out the name and designation of the employer who are working with organization and the company profile.

DATA ANALYSIS (PRIMARY)• There were respondents as the sample size of the research. In the recruitment

department out of 15 respondents 9 employees were male & 6 employees were female

DATA ANALYSIS (SECONDARY)• It was found that the average retention rate was 40% of the period of 6 months. An

important fact that was found out during the survey is that the retention rate in the phase 13-18 months in comparison of and 7-12 months is very less.

DATA ANALYSIS (SECONDARY)• It was found that the employees in the organization are in a satisfaction state of mind.

• This fact is displayed by the survey results clearly as 6 respondents choose to picked the ‘Highly agree’ option. 1 people completely disagreed.

QUESTIONNAIRE

Does training meet the needs of your current job?

• Does the training given to you in the induction sufficient to know about the organization and your responsibilities?

• 1 2 3 4 5

• HIGH LOW

Does the training satisfy your needs and queries?

Does the environment venue provide for training appropriate?

The training is conducted on their scheduled time.

CONCLUSION

• The company has a fair policy for the recruitment and selection of employees.

• Right candidate is selected on the basis of test score and interview.

• A satisfied workforce is a stable workforce who also ensures that an organization has credible and reliable performance.

• Employees are recruited from different regions.

• This project helped me in learning how to cope up with the various challenges involved in the recruitment and other HR activities in an organization

FINDINGSa. Retaining and attracting the talent is the priority.

b. It was noticed that company is using external recruitment sources like- naukari.com , monster.com etc.

c. They are clear about their role and responsibility.

d. Feedback culture is highly accepted & reliable source for performance appraisal of the employees within the organization.

e. Employee referral method is highly accepted & benefited for both employee as well as the organization.

f. “Employee first & Customer second” this is originated by HCL first.

g. Unbiased policy.

h. IT allows transparent, task oriented and merit based selection.

i. It integrates employees needs with the organization needs.

SUGGESTIONS & RECOMMENDATIONS• The waiting time for interview can reduce through proper co-ordination

• A separate cabin should be provided to Tele-Callers.

• Proper guidance about the documentation during joining process should be given to the joinee by his recruiter.

• Hiring team instead of an individual.

• Targeting public-sector employees, ex-servicemen.

• Part time job to housewives