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PROJECT REPORT ON

TRAINING AND DEVELOPMENT

PROCESS AT

RELIANCE INSURANCE

SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENT OF

THE DEGREE OF MASTERS OF BUSINESS ADMINISTRATION

FROM AMITY UNIVERISTY

2007-2010

SuSubmitted To:Amity UniversityTo: Submitted By:NIDHI AGARWAL

ENROLLMENT NO.16087821626

Amity School of Distance Learning (ASoDL)


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CERTIFICATE

I, Nidhi agarwal, hereby declare that the work presented in the report

entitled Tr aini ng and Development Process at Reli ance L i fe I nsurance in

partial fulfillment of the requirement for the award of the degree of Masters of

Business Administration of Faculty of Management Studies, Amity University

is an authentic work carried out by me under the sincere supervision and

guidance of Mr. Sutapa Mandal(Exec. HR).

To the best of my knowledge, the content of this report does not form a basis

for the award of any previous Degree to anyone else.

Nidhi Agarwal


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ACKNOWLEDGEMENTS

I owe my sincere thanks and gratitude to Ms. Sutapa Mandal (HR Executive) who

inspired me by his able guidance and was a constant guiding light during the course

of project study.

The support and knowledge provided by her has been a great value addition

for me and will go a long way in building a promising career.

Last but not least, I am also thankful to all the respondents of my survey without

whom the project would not have been completed successfully.

(Nidhi Agarwal)


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Executive Summary

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?

The study on recruitment highlights the need of recruitment in HCL.

Human resource is a most valuable asset in the Organization.

Profitability of the Organization depends on its utilization. If their

utilization is done properly Organization will make profit otherwise it

will make loss. If a good dancer appointed as a Chief Executive

Officer of a Company, he may not run the business. So right man

should be procured at right place in right time, otherwise their proper

utilization may not be done. To procure righ t man at right place in

right time, some information regarding job and job doer is highly

essential. These information are obtained through Job Analysis, Job

Descriptions, Job Specifications. HCL procure manpower in a very

scientific manner . It gets information by use of these important

documents like Job Analysis, Job Descriptions and Job Specifications.

Without these recruitment may be unsuccessful.


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SERIAL

NO.

TITLE PAGE NO.

1 Student Declaration 2

2 Acknowledgement 3

3 Certificate from Organization 4

4 College Guide Certificate 5

5 Executive Summary 8

6 Chapter1 ( Introduction ) 9

6.1 Recruitment 10

6.2 Selection 35

7 Chapter2 (Industry Information ) 56

7.1 Evolution 57

7.2 HR Consulting Industry 58

8 Chapter3 (Company Information ) 69

8.1 Infosys 70

9 Chapter4 (Function Area Information ) 84

9.1 Conjugate 85

10 Chapter5 ( General Summary ) 91

10.1 Recruitment and Selection 92

11 Reference 95

12 Bibliography 96


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Company History

HCL Technologies is a leading global IT services company, working with clients in

the areas that impact and redefine the core of their businesses. Since its inception

into the global landscape after its IPO in 1999, HCL focuses on 'transformational

outsourcing', underlined by innovation and value creation, and offers integrated

portfolio of services including software-led IT solutions, remote infrastructure

management, engineering and R&D services and BPO. HCL leverages its extensive

global offshore infrastructure and network of offices in 26 countries to provide

holistic, multi-service delivery in key industry verticals including Financial Services,

Manufacturing, Consumer Services, Public Services and Healthcare. HCL takes

pride in its philosophy of 'Employee First' which empowers our 58,129 transformers

to create a real value for the customers. HCL Technologies, along with its

subsidiaries, had consolidated revenues of US$ 2.6 billion (Rs. 12,048 crores), as on

31st March 2010 (on LTM basis).

HCL is a $5 billion leading global Technology and IT Enterprise that comprises two

companies listed in India - HCL Technologies & HCL Infosystems. Founded in

1976, HCL is one of India's original IT garage start-ups, a pioneer of modern

computing, and a global transformational enterprise today. Its range of offerings

spans Product Engineering, Custom & Package Applications, BPO, IT Infrastructure

Services, IT Hardware, Systems Integration, and distribution of ICT products across

a wide range of focused industry verticals. The HCL team comprises over 62,000

professionals of diverse nationalities, who operate from 26 countries including over


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500 points of presence in India. HCL has global partnerships with several leading

Fortune 1000 firms, including leading IT and Technology firms.

HCL Enterprise is a leading global technology and IT enterprise. Founded in 1976

and is one of the first Indian "IT garage startups," Founder, Chairman and CSO,

Shiv Nadar has led HCL Enterprise's impressive growth. HCL Enterprise operates

two major businesses. One is the India-facing SI business operated by HCL

Infosystems, and the other is the global IT services bWhile HCL Enterprise has a 30-

year history, HCL Technologies is a relatively young company formed, nine years

ago, in 1998. During this period, HCL has built unique strengths in IT applications

(custom applications for industry solutions and package implementation), IT

infrastructure management and business process outsourcing, while maintaining and

extending its leadership in product engineering. HCL has also built domain depth

through a micro-verticalization strategy in industries such as Financial Services, Hi-

tech and Manufacturing, Retail, Media and Entertainment, Life Sciences, and

Telecom.

HCL has created the ability to distribute value across the customer's IT landscape

through its well-distributed services portfolio, significant domain strengths, and

locally relevant geographic distribution. HCL has the widest service portfolio among

Indian IT service providers, with each of its services having attained critical mass.

Our five mature lines of business are R&D and Engineering, Custom Applications,

Enterprise Applications, IT Infrastructure Management, and BPO Services. In

addition, HCL has recently launched its Enterprise Transformation Service offerings

comprising of Business, Technology, Application and Data Transformation the

four broad needs of any enterprise. Our ability to synergistically integrate these


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service lines across the entire IT landscape creates new zones for value creation.

Additionally, HCL has created unique service leadership in each of these areas

through best-of-breed unique propositions. HCLs leadership in these service areas

has been recognized by several leading independent analysts.

In 2005, HCL started questioning the linearity of scale-driven business models

adopted by service providers (largely in the IT application business). The

questioning led us to the belief that the market was rapidly approaching a point of

inflection, that is a point where the volume and value proportionality would change,

opening up new opportunities for service providers who aspire to focus on value.

With this realization, HCL embarked on a transformational journey that focuses on

value centricity in customer relationships and on leveraging new market

opportunities, while creating a unique employee experience. Hence HCL entered a

new phase of evolution transforming it from a volume-driven service provider to

value-centric enterprise that turns technology into competitive advantage for all its

customers across the globe. Today HCLs new way of doing business is being

recognized by Harvard, IDC, Fortune, Forbes, Economist, Business Week a 2008

-HCL to acquire British BPO firm

-HCL BPO to adopt non-linear growth strategy

-HCL completes acquisition of UK's Axon

-HCL wins over Axon board for takeover bid

-HCL Technologies Launches First-of-its-Kind on-Demand Software

Testing Lab


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2009

- HCL Technologies has entered into a five-year transformational IT

infrastructure management engagement with the Energy Future Holdings

Corporation (EFHC), a Texas-based, privately-held energy company.

-HCL signs a Rs 393 crore, 7 year end-to-end IT Services engagement

with National Insurance Company

-HCL Tech gets outsourcing contract from MTV Networks

-HCL Signs a five year engagement with Energy Future Holdings for IT

Infrastructure Management Services

-HCL receives the International Investor of the Year Prize

-HCL Technologies Emerges as a Most Admired Knowledge Enterprises

(MAKE) Winner

-HCL Technologies opens Global Development Center in Brazil toservice growing client base in Latin America, North America and

-HCL Technologies opens Global Development Center in Brazil to

service growing client base in Latin America, North America

2010

- HCL Technologies has announced a partnership with nMatric of the

U.S. for providing intelligent shopfloor solutions to automotive

manufacturers

nd the likes.

usiness operated by HCL Technol1991

- HCL Technologies Limited was originally incorporated on 12 th November, as

HCL Overseas Limited. The certificate of commencement of business was received

on 10th February, 1992. On July 14, 1994, the name of the Company was changed


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to HCL Consulting Limited. The Company changed its name to HCL Technologies

Limited on 6th October 1999 to better reflect the line of activities of the Company.

- HCL provides new technology development services to its clients. 1996

- The 50:50 joint venture with Perot Systems Corporation in the year, provided

access to high value client base of Perot Systems.

- The Company has one of the largest software development infrastructures in India.

This state-of-the-art infrastructure, which comprises seven software factories, is

designed to take advantage of the high productivity and scalability as well as therelatively lower cost of software development in India.

SERVICES

HCL offers services including Software, Remote Infrastructure Management,

Engineering and R&D Services and BPO. HCLs key services include:

Custom Application Services Enterprise Application Services

Enterprise Transformation Services

Engineering and R&D Services

Infrastructure Management

Business Processing Outsourcing.

In addition to this, HCL AXON, formed after the acquisition of Axon Group plc in

December 2008, offers SAP services including:

Business Consulting

Solutions Implementation

Application Management

Blue ocean upgrades

Integration Services. HCL serves industries such as Financial Services, Education,

Hi-tech & Manufacturing, Aerospace & Defense, Telecom, Retail & CPG, Life


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Sciences, Healthcare, Media & Entertainment, Travel, Transportation & Logistics,

Automotive, Government, Energy & Utilities.

ACQUISITIONS AND JOINT VENTURES

The company acquired Capitalstream, a US BFSIproduct company for US $40

million in February 2008. Capitalstream's FinanceCenter product is an addition to

HCL's current product addressing the BFSI market - Penstock, the product that HCL

launched in 2007.

On 15 December 2008, it acquiredAxon Group,and was renamedHCL AXON the

largest acquisition in the history of the Indian IT industry, surpassing Wipros $600 -

million acquisition of Infocrossing in 2007.[

HCL Technologies is a global IT Services company headquartered in Noida, a

suburb of Delhi, India led by Vineet Nayar, HCL Technologies, along with its

subsidiaries, had consolidated revenues of US$5 billion, as of 2010, and employed

more than 58,129 workers. The name HCL is an abbreviation on HindustanComputers Limited.
http://en.wikipedia.org/wiki/BFSIhttp://en.wikipedia.org/wiki/BFSIhttp://en.wikipedia.org/wiki/Axon_Grouphttp://en.wikipedia.org/wiki/Axon_Grouphttp://en.wikipedia.org/wiki/Axon_Grouphttp://en.wikipedia.org/wiki/HCL_Technologies#cite_note-5http://en.wikipedia.org/wiki/HCL_Technologies#cite_note-5http://en.wikipedia.org/wiki/HCL_Technologies#cite_note-5http://en.wikipedia.org/wiki/IT_Serviceshttp://en.wikipedia.org/wiki/IT_Serviceshttp://en.wikipedia.org/wiki/Noidahttp://en.wikipedia.org/wiki/Noidahttp://en.wikipedia.org/wiki/Delhihttp://en.wikipedia.org/wiki/Delhihttp://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Vineet_Nayarhttp://en.wikipedia.org/wiki/Vineet_Nayarhttp://en.wikipedia.org/wiki/Vineet_Nayarhttp://en.wikipedia.org/wiki/Indiahttp://en.wikipedia.org/wiki/Delhihttp://en.wikipedia.org/wiki/Noidahttp://en.wikipedia.org/wiki/IT_Serviceshttp://en.wikipedia.org/wiki/HCL_Technologies#cite_note-5http://en.wikipedia.org/wiki/Axon_Grouphttp://en.wikipedia.org/wiki/BFSI


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OBJECTIVE OF THE STUDY

In HCL the recruitment policy spells out the objective and provides a

framework for implementation of the recruitment programme in the

form of procedures. The company involves a commitment to broad

principles such as filling vacancies with best qualified individuals.

The recruitment policy in a company may embrace spell issue such as

the extent of promotion from within, attitudes of enterprise in recruit ing

old, handicapped and minor individuals, minority group members,

partt ime employees and relatives of present employees.

In a company HCL, there usually a staff unit attached with personnel

or an industrial relations department designated as employment or

recruitment office. This specialization Of recruitment enables staff

personnel to become highly skilled in recruitment techniques and their

evaluation.

However, recruitment remains the line responsibility as far as the

personnel requisition forms are originated by the personnel, who has the

final words in the acceptance or rejection of a particular applicant.

Despite this the staff personnel have adequate freedom in respect of

sources of manpower to be tapped and the procedure to be followed for

this purpose


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SCOPE AND IMPORTANCE OF THE STUDY

SCOPE

1. To structure the Recruitment policy of HCL for different categories of

employees.

2. To analyse the recruitment policy of the organization.

3. To compare the Recruitment policy with general policy.

4. To provide a systematic recruitment process.

5. It extends to the whole Organization. It covers corporate office, sites and works

appointments all over India.

6. It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management

and Senior Management cadres.


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IMPORTANCE

Without focusing the pattern of management, organization philosophy

highlights on achieving a surely where all citizens (employees) can lead a

richer and fuller life. Every organisation, therefore, strikes for greater

productivity, elimination of wastes, lower costs and higher wages, so the

industry needs a stable and energetic labours force that can boast of

production by increased productivity. To achieve these objectives a good

recruitment & selection process is essential. By which 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.


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RESEARCH METHODOLOGY

To design this project report, a through literature survey was conducted

which included detailed study of books and journals available on the subject.

Based on this survey, a questionnaire was prepared to evaluate training

and development programs. The research also included few personal

interviews with the trainees as well as the trainers who gave an insight into

the various training programs conducted to gain practical view of the

programs.

DATA COLLECTION

A sample size of 20 employees are studied for this purpose. Employees

of different unit where randomly administrated the questionnaire.

DATA ANNAYSIS

The analysis of data was done on the basis of unit, age and number

of years of experience and factors.

Analysis was done using the simple average method so that, finding of

the survey was easily comprehensible by all.

SOURCES 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 collection were as follows:

PRIMARY SECONDARY

1. Interview schedule 1. Diary


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2. Questionnaire

2. Books

3. Opinion Survey

3. Magazines

4. Other records

I have used structural interview schedule, questionnaire and opinion 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,

perceptions, thoughts and reactions of the executives, employees/workers and

trade union members of the organization.

I have used the secondary source like diary, books, magazines and other

relevant records for collection of data to know about the industry as well as

the respondent.

DATA TYPE

Primary as well as secondary data was collected.

RESEARCH APPROACH


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Conducting a field survey did a subjective assessment of the qualitative data.

The research method used was that of questionnaire & interview for primary

data & an extensive literature survey for secondary data.

RESEARCH INSTRUMENT

The questionnaire was used as the primary instrument for the collection of

primary data which contained open-ended questions to chance response. In

addition the personal interview method was employed to draw out answers to

subjective questions, which could not be adequately answered through the use

of questionnaire.

Preparing the questionnaire

The first task in the process of measuring the level of recruitment of

the candidates in HCL was to prepare questionnaire. For this purpose a

number of questionnaire we studied and finally a questionnaire where

framed.

The questions where grouped under five categories:

1. Company related

2. Environment related

3. Supervision related

4. Growth related

5. Job related


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The questionnaire are also ask the employees for the demographic

details regarding:

6. Age

7. Number of years of experience

8. Unit

9. Department

10.Grade

Questionnaire consist of the following things:

Which focused on the employee awareness levels regarding benefits

provided which & outside the organization & assessing his overall

satisfaction level. This prepared ground for further enquiry & enabled

better analysis of the questions, which followed.

Which focused on specific policies & judged them from different

aspects making the questionnaire indepth & specific.

Which consisted of open-ended question, inviting views & suggestions

from the respondents.

INTERVIEW

Interviews lead to a better insight to subjective & open questions almost all

interviewees responded.

SAMPLE UNIT

The sample unit consisted of all the departments of HCL.


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SAMPLE FRAME

Consisted of a comprehensive list of all the employees of HCL.

SAMPLE SIZE

Sample size=25 out of universe of 500.

SAMPLE DESIGN

Care was taken to choose the sample based on considerations like age, sex &

work experience of respondents thus enabling better representations of the

heterogeneous population. However, the sample design was that of

convenience sampling or haphazard sampling only. The time consideration

& size of population were major factors in determining choice of sample

design.


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DEFINATION

Recruitment is the process is seeking out and attempting to attract individuals

in external labor markets, who are capable of and interested in filling

available job

Vacancies .Recruitment is an intermediate activity whoseprimary function is

to serve as a link between human resource planning on the one hand and

selection on the other.

To Recruit Means To Enlist, Replenish Or Reinforce.

Recruitment begins by specifying the human resource requirements, initiating

activities and actions to identify the possible sources from where they can be

met, communicating the information about the jobs, term and conditions, and

prospectus they offer, and enthusiast people who meet the requirement to

respond to the initiation by applying for the jobs.

AIM

The aim of recruitment is the information obtained from job description and

job specification along with precise staffing standards from the basis for

determinig manpower requirement to attain the organizational objective.

Recruitment Needs Are Of Three Types:


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1 Planned, anticipated and unexpected planned need arise from changes,

in organization and retirement policy.

2 Resignations, deaths and accidents and illness give rise to unexpected

needs.

3 Anticipated needs refer to those movements in personnel which an

organization can predict by studying trends in the internal and external

requirements.

Features Of Recruitment:

1 Process or series of activities rather than a single act or event.

2 A linking activity as it brings together those with the jobs(employer)

and those seeking jobs(prospective employees).

INTERNAL SOURCE OF RECRUITMENT

Internal Transfer/Promotion with necessary screening, training and

selection to meet the specified requirement. It would be desirable to

utilize the internal sources before going outside to attract the candidates.

The two categories of internal sources including a review of the present

employees and nomination of the candidates by employees.


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Merits and Demerits of Internal Recruitment.

Merits.

Following are the merits of the internal source of recruitment;

1. Increase in Morale

Recruitment through the internal sources, particularly promotion,

increases the morale of the employee. Every body in the organization know

that they can be promoted to a higher post, their morale will be boosted and

their work efficiency will increase.

2. Better Selection

The people working in the enterprise are known by the management and for

selection higher post does not carry any risk as the employees are known.

3. Economical Internal

Internal sources is highly economical because no expenditure is involved in

locating the source of recruitment and no time is wasted in the long process of

selection. More over, these employees do not need extensive training because

they already know about all the works of the enterprise.

4. Labor- turnover is Reduced

When the employees know that they can be promoted to higher posts, they do

not leave the enterprise. As a result of this policy labour turnover is reduced

and the status of the company increases.


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5. Better Labour-Management Relation

When the internal source of recruitment is used the employees remains

satisfied which leads to the establishment of better labour-management

relationship.

Demerits

The internal source of recruitment of employees suffer from the following

demerits:

1. Check on Young Blood

The defect of the internal source of recruitment is that the young people fully

equipped with the modern technical knowledge remain excluded

from the entry in enterprise. As a result, the old people run the enterprise with

the old ideas and experience.

2.Limited choice.

The internal recruitment of the employees reduces the area of choice. The

reduction in the area of choice means less number of applicants. The choice is

to be made out of people working in the enterprise.

3.Encourages Favoritism.

Internal source encourages favoritism in this system, the superiors usually

select their favorites. Sometimes even a less capable person is selected which

harms the enterprise. In this system , generally the personal impression of the

managers about the employee is given preference for selection.

EXTERNAL SOURCES OF RECRUITMENT

An external source of Recruitment is considered from the combination of

consultant and Advertisement


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Merits and Demerits of External Recruitment Merits.

The external recruitment has the following merits:

1.Entry of young blood.

Recruitment through external source brings in new persons with modern ideas

which can be profitable for the organization.

2.Wide choice.

The use of external source of recruitment increases the number of candidates

and widen the choice. The managers judge the capabilities of the applicants

and select the best ones for appointment.

3.Less Chances of Favouritism.

All the candidates, under this system of recruitment, are new for the managers

and this exclude the possibility of favouratism.

Demerits.

In spite of many merits, the system of recruitment from external sources is not

free from defects. Its chief demerits are:

1.Decrease in Morale of Existing Employees.

By adopting the system of external recruitment the chances of promotion of

the present employees come to an end. Since there is no hope of any

promotion the morale of the employee decreases and they do not perform their

work with dedication.

2.Chances of Wrong Selection.


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There are chances of wrong selection due to non-availability of information in

case of external recruitment. If the wrong selection will upset the working

condition of the organization.

3.Costly Source.

The external source of recruitment involves expensive advertisement, long

selection process and training after selection which increases organizational

expenditure.

4.Increase in Labour-turnover.

When the employees know that they cannot be appointed on high posts in the

enterprise, they leave the organization at the first available opportunity, and

as a result an increase in the labour-turnover which lowers the prestige or the

reputation of the enterprise.

5.Detorioration in Labour-Management Relationship.

Making use of the external source of recruitment affects the present

employees and there is an increase in the incidents of strikes and lock-out.

LEGAL & POLITICAL CONSIDERATIONS

The constitution provides for the following as the fundamental rights of a

citizen:

Article 16 (1): No citizen shall, on ground of religion, race, caste, sex,

descent, place of birth, residence or any of them, be negligible for an

discriminated against in respect of any employment or office under the state.


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Article 16 (3): Nothing in this article shall prevent parliament from making

any law persuading, in regard to a class or classes of employment on

appointment to an office (under the govt. of or any local or other authority

within a state or union territory), any requirement as to residence within that

State or Union Territory prior to such employment or appointment.

The constituent ensures, in the directive principles of state policy, certain

safeguards for scheduled castes, scheduled tribes & other weaker sections.

Except in cases which are covered by Article 46 of the constitution, there can

be no discrimination in the matter of employment anywhere in the country for

any citizen.


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OBJECTIVES OF RECRUITMENT

To attract people with multidimensional skills and experiences that suit

the present and future organizational strategies.

To induct outsiders with a new perspective to lead the company.

To infuse fresh blood at all levels of the organization.

To develop an organizational culture that attracts competent people to

the company.

To search or head hunt/head pouch people whose skills fit the

companys Values.

To devise methodologies for assessing psychological traits.

To seek out Non Conventional development grounds of talent.

To search for talent globally and not just within the company.

To design entry pay that competes on quality but not on quantum.

To anticipate & find people for positions that do not exist yet.

Steps on Recruitment Process

The recruitment process consist of the following steps:

Generally begins when the personnel department receives requisitions

for recruitment from any department of the company the personnel

requisitions contains detail about the positions to be filled. number of


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persons to be recruited, required from the candidate, terms and

conditions of employment and at the time by which the persons should

be available appointment etc.

Locating and developing the sources of required number and type of

employees.

Identifying the prospective employees with required characteristics.

Communicating the information about the organization, the job and the

terms and conditions of service.

Encouraging the identified candidates to apply for jobs in the

organization.

Evaluating the effectiveness of recruitment process.


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CONCEPTUAL FRAME WORK OF

RECRUITMENT PROCESS

Human resource Management classically pertains to planning; recruitment,

selection, placement, induction, compensation, maintenance, development, welfare

etc. of Human Resources of any organisation to enable the organization 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

around human resource and its role in enabling simultaneous satisfaction of

individual and organizational goals.

The immediate conclusion that follows from this is that the prime movers of the

organisation are the individuals. The process of bringing employees into the folds of

organisation is termed as recruitment and can be unambiguously treated as 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


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human resource in the organisation whom will the human resource managers

manage or whose energy will they channalise productively and usefully.

Keeping this idea into mind this Projects is an attempt to study various options that

are available both theoretically as well as practically for an organisation to launch

itself into the task of recruitment.

METHODS AND TECHNIQUES OF

RECRUITMENT

In a company recruitment sources indicates where human resources may be

procured, the recruitment methods and techniques deal with how these

resources should be tapped. As soon as the manpower manager has

determined the personal qualities required on the part of an individual to fill

an vacant position and visualized the possible sources of candidates with

these qualities, his next step relates to making contact with such candidates.

There are commonly three methods of recruitment which company follows:

1.DIRECT METHOD

2. INDIRECT METHOD

3.THIRD PARTY METHOD


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Following includes in the procedure

Job Annalysis Form

Job Specification Form

Interview Schedule

Application Form for

Employment

Interview Assesment Form


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1.MAN POWER RECRUITMENT

As and when the need arises , the Manpower Requirement Form is

dually filled by the HOD/Group Manager of the concerned

department and forwarded to the HRD Department.

The HRD Department initiates activity on the recruitment once the

"Manpower Requirement" form is approved by MD.

All "Manpower Requirement "Forms are maintained by the HRD

Department.

2.IDENTIFYING SOURCES OF RECRUITMENT

On the basis of Manpower Requirement Form a recruitment source is

identified. The source of recruitment could be external or internal.

INTERNAL SOURCE OF RECRUITMENT

Internal Transfer/Promotion with necessary screening, training and

selection to meet the specified requirement. It would be desirable to

utilize the internal sources before going outside to attract the

candidates. The two categories of internal sources including a review

of the present employees and nomination of the candidates by

employees.


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The COMPANY suggests that the effective utilization of internal

sources necessitates an understanding of their skills and information

regarding relationships of jobs. This will provide possibilities for

horizontal and vertical transfers within the enterprise eliminating

simultaneous attempts to lay off employees in one departmen t and

recruitment of employees with similar qualification for another

department in the company. Promotions and Transfers within the plant

where an employee is best suitable improves the morale along with

solving recruitment problems.

These measures can be taken effectively if we established job families

through job analysis programmes combining together similar jobs

demanding similar employee characteristics. Again, employee can be

requested to suggest promising candidates. Sometimes in a company the

employees are given prizes for recommending a candidate who has

been recruited. The usefulness of this system in the form of loyalty

and its wide practice, it has been p ointed that i t gives rise to cliques

posing difficulty to management.

Therefore, in this company before utilizing the system attempts should

be made to determine through research whether or not employees thus

recruited are effective on particular jobs. Usually, internal sources can

be used effectively if the number of vacancies are not very large,

adequate, employee records are maintained, jobs do not demand originality

lacking in the internal sources, and employees have prepared themselves

for promotion.


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EXTERNA L SOURCE S OF RECRUITMENT

An external source of Recruitment is considered from the combination

of the following options:

CONSULTANT

Consultant are given the requirement specifying qualifications,

experience and all other necessary details . In consultant we considers

the employment agencies, educational and technical institute, casual,

labor and mail applicants, trade unions and other sources. Our company

have developed markedly in large cities in the form of consultancy

services.

Usually this company facilitate recruitment of technical and professional

personnel. Because of their specialization, they effectively assess the

needs of their clients and aptitude and skills of the specialized

personnel. They do not merely bring an employer and an employee

together but computerize lists of available talents, utilizing testing to

classify and used advance techniques of vocational guidance for

effective placement purposes.

Educational and technical institutes also forms an effective source of

manpower supply. There is an increasing emphasis on recruiting


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students from different management institutes and universities' commerce

and management departments by recruiters for positions in sales,

accounting, finance, personnel and production. These students are

recruited as management trainees and then pl aced in special company

training programmes. They are not recruited for particular positions but

for development as future supervisors and executive.

Indeed , this source provides a constant flow of new personnel with

leadership personalities. Vocational schools and industrial training

institutes provides specialized employees, apprentices, and trainees for

semiskilled and skilled jobs. Persons trained in these schools and

institutes can be placed on operative and similar jobs with a minimum

of in plant training. However, recruitment of these candidates must be

based on realistic and differential standards established through research

reducing turnover and enhancing productivity.

The enterprise depends to some extent upon casual labour or

" applicantat the gate" and mail applicants. The candidates may appear

personally at the company's employment office or send their

applications for possible vacancies. According to company the quality

and quantity of such candidates depend on the im age of the company

in community. Prompt response to these applicants proves very useful

for the company. The company find that this source is uncertain, and

applicants reveal a wide range of abilities necessitating a careful

screening. Despite these limitations, it forms a highly inexpensive

source as the candidates themselves come to the gate of the company.


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It also provides measures for a good public relations and accordingly ,

the candidates visiting the company must be received cordially.

Trade unions are playing an increasingly important role in labour

supply. In several trades, they supply skilled labour in sufficient

numbers. They also determine the order in which employees are to be

recruited in the organization. In industries where they do not take

active part in recruitment, they make it a point the employees laid off

are given preference in recruitment.

ADVERTISEMENT

All recruitment advertisements are placed centrally by the HRD

Department.

The advertisement is drafted by HRD Department in consultation

with the concerned Department.

All related documents of Advertisements released are maintained in

the "Advertisement" file.

In addition to the above sources, several organizations develop sources

through voluntary organizations such as clubs, attracts employees of

competitors looking for a change or good prospectus for employment,

utilize women, older workers and physically handicapped for specific

positions where they are best suitable, and use the "situation wanted"

advertisement in newspapers.


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3.SELECTION

A .SCREENI NG/SHORTLI SI NG

Resumes received from consultants and/or from the advertisements

released in Newspaper/Magzine are screened by HRD Department in

consultation with the concerned department.

B.I NTERVIEW CALL

The shortlisted candidates are contacted for interview through an

interview call letter/telephone call/e-mai l or through the consultants.

C.INTERVIEW SCHEDULE

Interview schedule is prepared and sent to the concerned Department's

HOD, Interview panel and a copy is kept for HRD Department

records. The Interview Schedule include the following requirement.


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6.STATISTICAL ANNALYSIS

An Annalysis of the manpower requirements is prepared periodically based on

the following factor:

Source of recruitment

Resumes received and short-listed

Interviews conducted

Candidates selected

Candidates joined

F FORMATSThe Formats of the company includes the following: MANPOWER REQUIREMENT PERSONAL DATA FORM INTERVIEW ASSESSMENT FORM JOINING REPORT

STAFF COMPARISION SHEET SALARY PROPOSAL SHEET

These Formats, when filled up, are available in the individual personal files

along with other personal details of the individual, which are confedential innature.

G RECORDSThe company includes the following records

Manpower Requirement Forms Correspondence for release advertisements Correspondence with consultant


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CANDIDATES WILLINGNESS TO JOIN THE COMPANY

17%

28%

16%

11%

5%

23%

Chart Showing Employees Willingnessto Join

the Company

Reputation of the Company Working EnvironmentSalary Package Job Prospect


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From the chart it can be understood that most of the employees are inspired

by the working environment of the company which resembles the personal

traits of the Indians. I can also see that matters much followed reputation of

the company and salary package which comprised 11% and 16% respectively.

Job prospect plays a minor role in the minds of a candidate who had already

joined the company. Location of the company (which comprised 5% of the

sample size) where majority of the employees are qualified with technical

who in most of the cases dare to bother it.


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MOST RELIABLE TYPE OF INTERVIEW IS

I tried to find out the most reliable type of interview according the

employee. They expressed different view. According to the sample

employees. I found that behavioral interview is most reliable and this

36%

21%

36%

7%

Chart Showing the Reliable Type of Interview is

Behavioral Situational Structured Stress


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view was supported by 36% of the sample employees. Similar support

was begged by the situational interview, while 26% structured interview

and only 7% favoured stress interview. Corresponding to this data I

have drawn a pie chart above: -

In HCL all the applications received in each branch/function (HR or

Finance) will be separately arranged in descending order of merit i.e.

based on a percentage of aggregate marks of all the years/ semesters of

professional course and only the required number (according to the ratios

mentioned) starting from the top will be called for written test in each

discipline of Engineering/Function (HR or Finance). In case of a tie at

cut-off marks, all the candidates scoring cut-off marks will be called for

written test. The Written Test papers will be objective type in nature and

will be in Hindi & English. Based on merit and requirement, the short -

listed candidates will have to appear for Psychometric Test and/or

Behavioral Assessment Interview followed by Personal Interview.

Candidates will be invited for Psychometric Test and/or Behavioral

Assessment Interview followed by personal interview, in order of merit

on the basis of Written Test performance. In case of a tie at cut -off

marks, all the candidates scoring cut-off marks will be called for

interview.

The candidates are advised to ensure while applying that they fulfill

the eligibility criteria and other requirements mentioned in this

advertisement and that the particulars furnished by them are correct in

all respects. In case it is detected at any stage of recruitment process


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that the candidate does not fulfill the eligibility criteria and/or does not

comply with other requirements of this advertisement and/ or he/she has

furnished any incorrect/ false information or has suppressed any material

fact(s), his/her candidature is liable to be rejected. If any of the above

shortcomings is/are detected, even after appointment, his/her services are

liable to be terminated without any no


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BEST WAY TO RECRUI T PEOPLE

40%

25%

20%

15%

Chart Showing the Best way to Recruit People is

Advertisement Walk-ins Variable Search Firms


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The employees at HCL expressed their varied views about the best

way, according to them, to recruit people. The employees in HCL bear

an opinion (about 40% of the sample) that advertisement is the best way

to recruit people. While to 25% of the sample employees feel that

walk-ins is best way while 20% feel that variable ways are the best.

Others feel that recruiting people from search firms in a best way.

Corresponding to this data I have drawn a pie chart above:

The aim of advertising is to make people aware that a vacancy exists

and to persuade them to apply for the position. Advertising helps to

define exactly the need of the company, and what separates it from its

competitors. Often the people you want to attract are not openly looking

for a new job, so you need to think of ways to sell the attributes of

the company, e.g. what makes It unique, its culture, values, philosophy

and so on.

Good advertising highlights the assets of the position and appeals to

the career needs and concerns of the desired applicants. It is worth

making your advertisement effective and attractive, as there is a high

correlation between advertisements with accurate and complete

information and recruitment suc


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RESPONSE GIVEN BY THE STAFF ABOUT THEIR QUERY

94%

6%

Chart Showing Employees Satisfied with theResponse given by the Staff about Query


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My survey clearly concludes that response of the company to any query made

by the employees was absolutely good since 94% of my survey favors to this.

6% ratio of unsatisfied can also be further reduced if communication system

is further improved. Corresponding to this data I have drawn a pie chart

I hereby submit my suggestion that every query by any employee should be

seriously considered and it should be dealt in depth and if at any particular

time of query if proper reply/material is not available, even than the answer

must be given at a later stage after getting full information from the source

available and the answer should not be kept in abeyance.


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HOW CANDIDATES ARE RECRUITED IN THE COMPANY?

There are various ways of recruiting candidates in the company as depicted in the

chart below: -

85%

6%

9%

Chart Showing Employees Recruitment Process

Written Exam. Written Exam & Interview Written Exam, G.D. & Interview


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From the chart it is quiet clear that the company adopts various processes for

recruiting the right candidate. Actual recruitment procedure followed by the

company is by conducting written examination followed by interview which

comprised 85% of my sample survey of 36 employees. But still some

candidates are also chosen through written exam, GD& interview comprising

only 6% and others comprising only 3%. These others include the reference

of the existing employees within the organization itself.

Eligible candidates will be invited for objective type written test at

their own expense. In Other words all the applications received in each

branch/function (HR or Finance) will be separately arranged in

descending order of merit i.e. based on a percentage of aggregate marks

of all the years/ semesters of professional course and only the required

number (according to the ratios mentioned) starting from the top will

be called for written test in each discipline of Engineering/Function (HR

or Finance). In case of a tie at cut-off marks, all the candidates scoring

cut-off marks will be called for written test. The Written Test papers

will be objective type in nature and will be in Hindi & English.

WRITTEN TEST CENTRES

The Written Test will be conducted at following eight centers:

1. Bhopal 2. Chennai 3. Delhi 4. Hyderabad 5. Kolkata 6. Mumbai 7.

Silchar 8. Varanasi Candidates have to choose one of these cities as

Test Centre and no change will be allowed subsequently .HCL reserves


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the right to change or delete any of the above mentioned test centers

at its discretion.


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JOB SPECIFICATION OF THE EMPLOYEES

Almost all the candidates got the specified jobs offered to them. This implies

that the company has the organized manpower planning and well organized

recruitment policy as shown in the following chart: -

97%

3%

Chart Showing Job Specification of theResponse of the Employees

Y

N


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From the chart above it crystal clear that the candidates get exactly the same

job as specified. So from the companys perspective it is a good sign for the

overall growth & development. Still some employees who comprised only

2.33% of my sample study.


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THE ATTITUDE OF H.R. MANAGER

13%

30%57%

Chart Showing what employees feel about the Attitude of H.R.Manager

Good

Very G

Excelle


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The chart below depicts that most of the employees are doing service as per

my survey of 20 employees. Most of the employees are satisfied with the

attitude of H.R. Manager. 13% says Good attitude, 30% says Very Good and

45% says the attitude of H.R. Manager is excellent.

Corresponding to this data I have drawn a pie chart

From the chart it is crystal clear that the attitude & working of H.R. Manager

is whole heartedly accepted to all the employees of the company. This will

definitely boost the morale of the employees, which ultimately will increase

efficiency, & working of the employees resulting in better growth of the

company. Thus by every means company is profitable. Moreover such

behavior of H.R. Manager can become the ideal of their colleagues &

subordinates.


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Corresponding to this data I have drawn a pie chart below: -

THE PRIMARY SOURCE OF INFORMATION FOR RECRUITING

PEOPLE SHOULD BE

According to the sample employee the primary source of recruiting people is

Managerial. However, Testing & Recruiters Themselves source are the second most

favored source of Recruiting people. Whenever the process of Recruitment is to be

carried out. Managerial source of Recruiting people should be heavily considered

Advertisement in publications and recruitment booklets and information sheets forapplicants were found to be the most frequently and the least frequently used method

of managerial recruitment.

Newspaper advertisement was found to be the most preferred technique, while

advertisement in the technical and professional journals was the least preferred

technique for managerial recruitment in HCL.


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The above chart depicts that the Application Blank of the company was up to

the marks as everyone has praised & liked it. All the information and present

status of the candidate is very thoroughly covered and it also acts as a ready

reckner for the company. All the information is gathered and define each and

every thing very clearly about candidate who are applying for the job .

10%

35%55%

Chart Showing Opinion about BHEL Company's ApplicatiooBlank

Good Very Good Excellent


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FINDINGS

1. Under recruitment Procedures Requisition System is incorrect because the

replacement does not require fresh approval, unless it is in place of termination.

2. The data banks are not properly maintained.

3. The dead bio-data are never being destroyed.

4. Proper induction is not given to all the employees. It reserves to only a few

levels.

5. Salary comparison is not justifies. Old employees are demoralized by getting

less surely then new employee.

6. Salary fixation has a halo effect .

7. Recruitment procedure is not fully computerized.

8. Manpowers are recruited from private placement consultancy, who are

demanding high amount of fees, where as HRD Department is not fully utilised

to recruit manpower by advertisement.

9. Before recruitment cost benefit analysis is not done properly. It causes

manpower surplus which makes loss in the industry.

10.Manpower is recruited from reliable source however efficiency does not

recognise.


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RECOMMENDATION

1.Fresh requisition requires approval and not replacement.

1. The Data Banks should be computerised.

2. The dead CVs should be destroyed.

3. Each level of employee should be formally inducted and introduced to the

Departmental Head. If not all levels, at least Asst. Manager and above category

of employees.

4. Salary comparison should be seriously done to retain the old employees.

5. Proper salary structure to be structured to attract people and make it tax

effective.

6. Cost benefit analysis should be alone before creating a position or recruitment of

manpower.

7. Recruitment process should be fully computerised.

8. External source should be given equal importance with internal source. By

which new brain will be inducted in the company with skill, talent, efficiency

etc.

9. Manpower planning should be followed before recruiting.

10.Proper inquiry should be done regarding previous employment of a candidate

before recruitment to avoid industrial disputes.


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BIBLIOGRAPHY

Principles and practice of Managementby C.B. Gupta.

Human Resource Developmentby U.B. Singh

Management of human Resource.

Dynamic of personnel administration by M.N. Rudrabasavaraj.

www.HCL.com

HCL manual
http://www.bhel.com/http://www.bhel.com/


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ANNEXURES

INTERVIEW SCHEDULEAuthorized Signatory

Preliminary interview of the candidates is conducted by HRD based

on Personal Data Format given below filled up by the candidate

with the help of technical person along with the Dept.

Date:

Venue:

Position:

NAME OF THE CANDIDATE TIME REMARKS

INTERVIEW C LL LETTER

Date ----------------

Dear Sir,

___________________________________________________

This has reference to your application for the above mentioned

position in our organisation.

We are pleased to invite you for a meeting with the undersigned

on.ata.m./p.m. please confirm this

appointment.

We have enclosed a blank personal Data Form. Please fill this in

and bring with you along with your educational and experience

certificates / testimonials in original for the meeting.

No TA/DA shall be admissible for attending this interview.

You will be reimbursed to and for train fare by 1st

/ 2nd

class for

attending this interview.

We take this opportunity to thank for the interest you have shown

in joining our organisation.

Yours sincerely,


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For HCL

D.PERSONAL DATA FORM

Any candidate appearing for an interview in the company is required to fill

in his/her particulars in the prescribed "Personal Data Form"


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PPLIC TION FORM FOR EMPLOYMENTCONFIDENTIAL

Refrence(including advt. ref. if any)

PositionApplied for

Time forJoining

PERSONAL DETAILS:Name: ( in Block letters as registered in school certificate)

(First Name) (Middle Name) (Last Name)

Present Address:

Permanent Address

Tel. Res. Mob.

Tel. Off. E-mail (Personal)

Date of Birth Age Place of BirthState

Martial Status: Married/ Single Children: Male of age

Female ofage

EDUCATION: Details of all examination passed from matriculation or

equivalent onwards

Exam/Degree/Diploma/Certificate

School/College/University

YearofPassing

Branch ofStudyElectives/SpecializationSubjects

Class/Grade/Division& % ofmarks

Regular/PartTime/Correspondence

State reasons for gaps in studies, if any:

Academic Achievements:PROJECT WORK/PUBLICATION/THESIS

Organization Details From To


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BRIEF DETAILS OF ANY PRESENTATION/ PUBLICATION/

THESIS, IF ANY

WORK EXPERIENCE:

Present/ Last Job

Organization Period of Employment

Address From: To:

Nature of Business

Telephone Current Position/Position held

Sales Turnover of the organization No. of employees in theorgn.

Sales Turnover of your unit No. of employees in yourunit

No. of employees in the Dept. you work No. of ExecutiveNo.of -Non- Executive

No. of Direct report: No. of Executives No. of Non-Executive

List your 3 core competencies List 3 Key Achievements in your

career1. 1.2. 2.3. 3.

Please draw a brief organization chart of your dept./ Division andoutline your responsibilities (Attach sheets giving details if required)

Organisation Chart: Current

Responsibilities Previous

Employment Details: (Start from recent employment)Name of Period Position Position Brief description Last drawn


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the

organizati

onFrom To Joined Last

Held ofresponsibilities Gross salaryPer month

Present Remuneration Drawn:

A. Monthly:

Basic DA HRA/Lease Conveyance Any other(mentiondetails)

Totalp.m.

Totalp.a.

B. Annual:

LTA Variable pay/Bonus Medical Any other Total p.a.

C. Other Terminal Benefit p.a.

Pf Superannuation Gratuity Totalp.a.

D. Gross p.a.

(Total of A, B & C)

E. Other perk not included in Gross

Due date of next increment: Any other information relating to theabove

GENERAL

Language Known

Language Read Write Speak


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1. Have you any relative working in HCL? Yes/No

If yes please give details : Name Relationship

Designation Unit / Department

2. Have you earlier applied for any position in any of our factories/Offices?

Yes/No

3. Is your spouse e employed? Yes/No

4. Have you any locational constraints? Yes/No

If yes, please give details/ reasons

5. Can you undertake frequent t travels:Yes/No

6. Extra Curricular Activities:

7. Interests/Hobbies:

8. References: Please give names, addresses & Telephone Nos., of two

Persons other than relatives to whom we may refer about you.

1. 2.

Any other information you would like to add:

DeclarationI declare that the information given by me in this applicat ion is trueand complete to the best of any knowledge and belief. I am not aware

of any circumstances which might affect my fitness for employment. Ifany time, later, it is found that I have not disclosed any materialinformation or have given incorrect or false information, the companywill be liberty to terminate my appointment without any notice orcompensation.

Date: Place: Signature of Applicant

We thank you for information and assure you that this will be kept in strictConfidence.

E.CONDUCTING INTERVIEWS

Interviews are conducted by an panel, which includes a staff memberfrom the concerned department and may include an had representative.


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F.INTERVIEW ASSESSMENT

Interview assessment Format is filled up by the interview panelimmediately after the interview and all the relevant papers are

forwarded to the HRD Department at the earliest. The InterviewAssessment include the following form which considers the followinginformation:

INTRVIEW ASSESSMENT FORM

Interviewees Name Date 2 006Post Applied For Venue

1. 2. 3.

ASSESSMENT FACTORS RATING REMARKS

Appearance

Technical Knowledge

General Knowledge

Experience

Communications Skills

Innovative Thinking& Logic

Growth Potential

Decision Making

Leadership Skills

Maturity

Interest/Cultural background

A=Very Good B=Good C=Average

D=Below Average

Overall strong points

Overall weak points

Written Test/Remarks

Reason for leaving

Remuneration Expected

Suitable for any otherDeptt./job

Comments, if any

G.SALARY FI XATI ON

"Staff comparison statement" and " salary proposal" formats are used for

this purpose.

Selected Not- Kee Call for final


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H .OFFER AND APPOINTMENT LETTER

A candidate selected for appointment is issued an offer letter

mentioning the expected date of joining.

Extension of time to join duties is granted to the candidate purelyat Management discretion.

A Detailed Appointment letter is issued after the individuals joinsand fills the joining report.

The offer and appointment letters are signed to all new joiners.

4.JOINING FORMALITIES

All the new joinees are required to fill-up the relevant papers such asNominations under Insurance and Gratuity schemes, PF DeclarationForms etc. and all these records are maintained in their personal files.Induction Training is organized for the new joinees. Induction isorganized internally by HRD Department depending on the number of

joinees in a month. Training needs o f the new joinees are identified asper the procedure.

On the joining detailed appointment letters are issued as per belowmentioned levels:-

1) APPOINTMENT LETTER Language for below Asst. Manager level isgiven in the following format

BELOW ASSTT. MANAGER LEVEL

___________________ Dated :___________________

___________________

___________________


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LETTER OF APPOINTMENT

Dear Mr. __________________________

With reference to the offer letter no.______________________dated __________

we are pleased to appoint you as ____________________ on the following terms

and conditions:

Ordinarily your period of probation will be Six months which could be further

extended

for a period not exceeding three months and during probationary period/extended

probationary period your services are liable to be terminated without any notice or

without assigning any reason or compensation in lieu thereof.

EMOLUMENTS:

A) you will be paid following emoluments:

Basic Salary : Rs. __________ p.m.

House Rent Allowance : Rs. __________ p.m.

Local Travelling Expenses : Rs. __________ p.m.

You shall also be entitled to benefits like Bonus,Gratuity, PF, ESI & L.T.C

as per rules of the company.


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B) Further increment will be based on efficient, satisfactory and loyal dischargeof duties and may be withheld in case the standard of work and conduct isfound subnormal of may be accelerated in case the same is adjudged to be

commercial at the discretion of the management.

Your place of posting will be at our _________________situated at

____________________. However, you are liable to be transferred to any of

our sites/factory/office at the discretion of the management.

1. During the period of your employment, you shall not secure or try to secure anyother post and undertake any course of study or work on part time basis withoutthe pronouncement or the Management in writing. You will also not hold anyoffice of profit outside the company or engage yourself in any other trade or

business either part time, or full time, whether for profit or gain, or on honorarybasis or otherwise, engage in an insurance agency or commission agency etc.without the prior written permission of the management.

2. Your hours of attendance shall be regulated to suit the duties entrusted to youfrom time to time, subject to the statutory provisions.

3. You shall be governed by the rules and regulations of the company in force fromtime to time, that may be applicable to you.

4. In the event of your confirmation in writing, in addition to the terms andconditions mentioned in this letter, except para (1):a) You will be liable to be retired on your reaching the age of 58 years or earlier

if found medically unfit. The organization shall have the right to have youmedically examined as and when considered necessary by a registeredmedical practitioner or by the Companys medical officer.

b) The employment will be liable to be terminated on either by giving onemonths basic salary in lieu thereof. However, no notice would be necessary

to be given by the organisation if in their opinion you are found guilty of anygross misconduct as generally understood in employment, particularlydisobedience, insubordination, insolence and acts subversive of discipline,habitual negligence of duties, distrust, dishonesty or embezzlement, illegalstrike, habitual late attendance, absence, go-slow etc.

5. In case any misconduct is alleged against you, you are liable to be suspendedforthwith without any salary or allowance, pending such inquiry, if in an inquiryyou are exonerated of the charges, you will be entitled to full salary as if youwere on duty. In the event you are found guilty of the charges levelled,irrespective of the punishment imposed, you shall not be entitled to any paymentfor the period of suspension.


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6. The above mentioned terms and conditions of services shall prevail so long asthe same are not either modified or they will also be subject to such other andfurther rules and regulations which may be notified by us by putting a notice in

writing on the notice board put inside the premises.

7. Your date of joining the services in the organization is_________________________________

8. This letter is being offered to you in duplicate. In case the terms and conditionsexpressly enumerated above are acceptable to you, please sign the duplicatecopy of this letter in token of your having read, understood and accepted the

terms and conditions mentioned above.

9. Please note that the court of jurisdiction shall be at New Delhi.

We welcome you to our organization and wish you a successful career with us.

Yours sincerely,

For HCL

AUTHORISED SIGNATORY

ACCEPTANCE

I have clearly understood the terms and conditions mentioned in this letter of

appointment and I hereby accept the same.

NAME SIGNATURE DATE


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APPOINTMENT LETTER

With reference to the offer letter no._________________

dated________________, we are pleased to appoint you in our organisation

on the following terms and conditions:-

1) Designation : Your position in the company will be

2) Date of Joining: Your date of joining the services in the

organisation is

3) Probation Period: Ordinarily your period of probation will be Six

months from the date of joining. Management may extends the

probation period depending upon your performance. On successful

completion of probation, you will be issued a confirmation letter.

During the probation period, your services are liable to be terminated

without assigning any specific reason, whatsoever without giving any

notice. After confirmation the notice period will be one month or one

months basic salary on either side.

4) Salary Details:


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Your Basic Salary will be Rs. ./- p.m.

(Rupees only)

In addition you will be entitled to House Rent Allowance of Rs.

/- p.m.

(Rupees only)

You will entitled to reimbursement of Local Travelling Expenses

upto a maximum limit of Rs. /- p.m. (Rupees

. only)

You shall also be entitled to benefits like ESI/Medical

Reimbursement, LTC, Bonus Exgratia, Gratuity & PF as per rules of

the company.

5) Place of Posting:

However, you would be liable to be transferred/posted at any of the

existing or proposed locations of the company or its sister/associates

companies at the sole discretion of the management.

6) The company normally does not permit employees to engage in any

other business or work, either directly on their own account orindirectly and you will be expected not to do so without prior consentof the management in writing.

7) You will be governed by the rules and regulations of the company asapplicable in force, amended or altered from time to time during thecourse of your employment.


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8) You will automatically retire from the services of the Company onattaining the age of 58 years. You may be retired earlier if foundmedically unfit.

Please sign the duplicate copy of this letter signifying your acceptance and

return it to us.

We welcome you to our organisation and wish you a successful career with

us.

With best wishes,

Yours sincerely,

For HCL


I agree to accept employment on the terms and conditions mentioned above

and agree to abide by all the rules and regulations of the company.

NAME SIGNATURE

DATE


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3) Appointment letter language for sr. manager and above is given in the

following format.

FOR SR. MANAGER AND ABOVE

Dear Mr. . Date

APPOINTMENT LETTER

With reference to the offer letter no.____________________ dated

______________, we are pleased to appoint you in our organisation on the

following terms and conditions:-

1) Designation : Your position in the company will be

2) Date of Joining: Your date of joining the services in the organisation

is ..

3) Salary Details :

Your Basic Salary will be Rs. /- p.m.

(Rupees only)

In addition you will be entitled to House Rent Allowance of

Rs../- p.m.

(Rupees only)


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You will entitled to reimbursement of Local Travelling Expenses upto a

maximum limit of Rs. ../- p.m. (Rupees

.. only)

You shall also be entitled to benefits like Exgratia, Gratuity, PF etc. as per

rules of the company.

You will be entitled to reimbursement of Medical Expenses for yourself and

family, the total cost of which shall be a maximum of one month's basic

salary in a year.

You will be entitled to reimbursement of LTC equivalent to one months

basic salary per completed year of service. Your first entitlement for LTC

will be on completion of 12 months service with the Company.

4) Place of Posting: . However, you would be liable

to be transferred/posted at any of the existing or proposed locations of the

company or its sister/associate companies at the sole discretion of the

management.

Your services are liable to be terminated without assigning any specific reason,

whatsoever by giving you one months basic salary or one months notice. Likewise

you would be free to leave the services of thew company by giving one mon ths

notice or basic salary to the company.

The company normally does not permit employees to engage in any other business

or


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work, either directly on their own account or indirectly and you will be expected not

to do so without prior consent of the company in writing.

You will be governed by the rules and regulations of the company as applicable in

force,

amended or altered from time to time during the course of your employment.

You will automatically retire from the services of the Company on attaining the age

of 58

years. You may be retired earlier if found medically unfit.

Please sign the duplicate copy of this letter signifying your acceptance and return it

to us.

We welcome you to our organisation and wish you a successful career with us.

With best wishes.

Yours sincerely,

For HCL


I agree to accept employment on the terms and conditions mentioned above and

agree to abide by all the rules and regulations of the company.

NAME SIGNATURE DATE

Joining report to be filled by the new join in format given below and experience

certificate, Date of Birth Certificate, Relieving letter, Salary Certificate and

Educational Certificate etc. to be submitted to personnel Department.


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HCL DATE:HRD DEPARTMENT

NOIDA 110011JOINING REPORT

This is to inform you that I have joined the organisation as

On in

Department. My present address is

Telephone No.

And my Date of Birth is . Any change in my address will be

intimated to you.

NAME :

SIGNATURE:

DATE:

VI) DOCUMENTATION1. Individual personal files are maintained.2. Computerised Personal details are maintained.3. After separation also the personal files are maintained of ex-employees.4. Position wise Data Banks are maintained for future reference.5. The following formats shall be generated as a result of implementation on

this procedure.

5.DEPARTMENT INTERFACE

HRD Department sends a Status Report updating on the recruitment process tothe Department which has raised the manpower requirement.


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Documents

01-06-Tand d at Reliance