Shruti Report Repaired) (2)

8/3/2019 Shruti Report Repaired) (2)

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A

SUMMER TRAINING REPORT

ON

RECRUITMENT & SELECTION IN HCL

SUBMITTED IN THE PARTIAL FULFILLMENT FOR THE DEGREE OFMASTER OF BUSINESS ADMINISTRATION

SUBMITTED TO: SUBMITTED BY:KURUKSHETRA UNIVERSITY SHRUTI ARORA

MBA III SEM01210044

ACKNOWLEDGEMENT

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The compilation of the subject matter for a project report always involves creation of huge debt

towards innumerable Publications, Teachers and Managers. I hereby put my sincere thanks to

one and all.

A vote of special thanks goes to my project incharge who has been a constant guiding force

throughout the course of this project, and whose immense support and cooperation has made the

completion of this project possible. Her suggestions with regards to the project and the

methodology were of immense help. I also pay my heartiest gratitude to all my faculty members

as without their cooperation I am unable to complete my project.

Last but not the least i thanks god for giving me such acooperative environment.

DECLARATI ON

I, Shruti Arora, Student of Master of Business Administration at Doon Valley Institute Of

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Engineering & Technology, Kurukshetra University, declare that the project on

Recruitment and Selection in HCL is my original work and has not been produced

previously. I present this work for the accomplishment of my degree.

Shruti Arora

Roll Number 01210044

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CERTIFICATE

This is to certify that this project entitled RECRUITMENT & SELECTION IN HCL is

prepared and completed successfully by Shruti Arora, student of Doon Valley Institute of

Engineering& Technology, Kurukshetra University, and Roll Number 01210044 under my

guidance.

The thesis has been completed to my satisfaction and I wish her all the best in her future

endeavor.

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TABLE OF CONTENTS

INTRODUCTION

OBJECTIVES OF THE STUDY

INDUSTRY PROFILE

COMPANY PROFILE

ABOUT THE TOPIC

RESEARCH METHODOLOGY

DATA INTERPRETATION & ANALYSIS

FINDINGDS

CONCLUSION

LIMITATIONS

RECOMMENDATIONS AND SUGGESTIONS

BIBLIOGRAPHY

ANNEXURE

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INTRODUCTION

Employees well selected and well-placed would not only contribute to the efficient

running of the organization but offer significant po tential for future replacement.

Recruitment is concerned with both engaging the required number of people, and

measuring their quality. It is not only a matter of satisfying a companys needs, it is

also an activity which influences the shape of the companys future. It is a process

that not only helps to select and fi ll a vacancy phys ically, menta lly, and

temperamentally but also helps to develop an employee into a desirable employee.

Selection process searches persons with potential who would grow in the

organization.

The organizational practices in selection in India vary considerably. The private and

public sector organizations differ in their selection practices. Selection for public

sector undertakings is governed by the principles laid down in 1961 (Prasad, 1973)

and are operationalised by Public Enterprises Selection Board, Union Public Service

Commission, National Insti tute of Bank Management, Subordinate Services

Commission, etc.

The process of selection begins with the understanding and definition of the job to

be performed by those involved in selection. These are then converted into job

specifications (qualifications) which are made public. Job opportunities should be

publicized in such a way that they enable the organization to draw upon prospective

candidates from a wide cross- section of the society.

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Systematic and planned selection helps the organization to derive the following

advantages:

It helps to generate only relevant applicants through a self- selection

process on the part of the potential applicants. It thus saves time and money

Careful selection is functional in choosing highly motivated employees

and thus develops a culture of a committed way of work life. Pareek and Rao (1981)

suggest that through proper selection of new entrants i t is possible to build a

desirable culture and desirable norms in the organization. Once such a culture is

established it also influences the new entrants orientation.

Proper selection also ensure high degree of satisfaction among the

employees by letting they know that their capabilities are being properly utilized and

that they are now wasting their time and talent. This feeling is likely to raise the

morale of the employees and may result in higher levels of commitment and

productivity.

It ensures supply of the right type of personnel in a short duration of

time.

In any selection there are chances of selecting a wrong person and also chances of

losing a r ight person. Both are equally costly to the organization. Systematic

selection ensures minimization of such errors:-

Error of omission

Error of commission

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It helps in building the image of the organization: It ensures purely objective, merit-

related selection and hence establishes an image of impartiality. This attracts more

qualified and better candidates to the organization.

Systematic selection is a tremendous blessing for human resources information

systems. I t provides a useful data bank for personnel audit and research, and

potential for upward mobility in the organization.

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RESEARCH OBJECTIVES

To analyze various activities undertaken by HCL involved in recruitment and selection

processes.

To study how the management decides about recruiting the right person at the right place.

To study about the types of recruitment in HCL

To analyze the trends in the IT Industry.

To study the various methods adopted for recruitment procedure by HCL.

To study the employees perception towards the recruitment and selection procedures.

INDUSTRY PROFILE

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The computer systems design and related services industry is among the economys largest and

fastest sources of employment growth. Employment increased by 616,000 over the 1994-2004

period, posting a staggering 8.0 increased by 453,000 translates into 1.6 million jobs, and

represents a relatively slower annual growth rate of 3.4 percent as productivity increases andoffshore outsourcings take their toll.

However, the main growth catalyst for this industry is expected to be the

persistent evolution of technology and business' constant effort to absorb and integrate these

resources to enhance their productivity and expand their market opportunities.

Employment of computer and information systems managers is expected to

grow between 18 to 26 percent for all occupations through the year 2014.

MAJOR INDUSTRIES IN IT SECTOR: Some of the major industries ininformation technology sector are as follows:

Compaq Computer Corporation- Compaq Computer Corporation is a personal

computer company founded in 1982. Once the largest supplier of personal computing systems in

the world, Compaq existed as an independent corporation until 2002, when it was acquired for

US$25 billion by Hewlett-Packard.

The company was formed by Rod Canion, Jim Harris and Bill Murto former

Texas Instruments senior managers. The name "COMPAQ" was derived from "Compatibility

and Quality", as at its formation Compaq produced some of the first IBM PC compatiblecomputers. Prior to its takeover the company was headquartered in northwest unincorporated

Harris County, Texas, United States. The products produced by Compaq are desktops,

notebooks, servers, telecommunications equipment& software

Wipro Limited - Wipro Limited is a global information technology (IT) services

company headquartered in Bangalore, India. According to the 2011 revenue, Wipro is the

third largest IT services company in India and employs more than 122,000 people

worldwide as of March 2011.

Wipro is ranked 31 globally in 2011 in the list of IT service providers. It is 9th most valuable

brand in India according to an annual survey conducted by Brand Finance and The Economic

Times in 2010. Wipro provides outsourced research and development, infrastructure outsourcing,

business process outsourcing (BPO) and business consulting services. The company operates in

three segments: IT Services, IT Products, Consumer Care and Lighting. Wipro BPO employs

over 22,000, of whom 3,150 are at its Hyderabad campus. The planned new recruitments will be

from among science and commerce graduates and under-graduates. It was founded in 2002,

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Wipro BPO has operations in Delhi, Pune, Kolkata, Chennai, Mumbai, Hyderabad, Navi-

Mumbai (Belapur) Greater Noida, Mysore and Kochi in India. It also has offices in Shanghai and

Cebu in Asia and Curitiba in Brazil and Wroclaw in Poland. It has 44 clients in segments such as

banking & capital markets, insurance, travel & hospitality, hi-tech manufacturing, telecom and

healthcare. In 1966 Azim Premji, still the majority shareholder as the chairman of the companyat the age of 21 and with the passage of time transformed it into one of the largest IT outsourcing

services provider of the world.

Polaris software-It wasfounded in 1993, Polaris Software is a leading Financial Technology

company headquartered in Chennai. With its comprehensive portfolio of products, smart legacy

modernization services and consulting, Polaris offers state-of-the-art solutions for Core Banking,

Corporate Banking, Wealth & Asset Management and Insurance. Polaris is the chosen outsourcing

partner for 9 of the top 10 global banks and 7 of the 10 top global insurance companies. Polaris believes

that value creation in an outsourcing relationship grows as customer relationships mature with time.

Relationship, expertise, technology, Intellectual Property and Global Reach are the routes that enable the

company to come closer to its customers worldwide.In 1993Polaris Software Lab Ltd was incorporated

In 1997, it was awarded as the most innovative company. In 2000, it has its wholly owned subsidiaries in

USA, Australia & Germany

Hewlett-Packard Company - Hewlett-Packard Company commonly referred

to as HP, is an American multinational information technology corporation It, is an

American multinational information technology corporation headquartered in Palo Alto,

California, USA. The company was founded in a one-car garage in Palo Alto by Bill

Hewlett and Dave Packard. Now it is one of the world's largest information technology

companies, operating in nearly every country. HP specializes in developing and

manufacturing computing, data storage, and networking hardware, designing software

and

delivering services. Major product lines include personal computing devices, enterprise,

and industry standard servers, related storage devices, networking products, software anda

diverse range of printers, and other imaging products. HP markets its products to

households, small- to medium-sized businesses and enterprises directly as well as via

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online distribution, consumer-electronics and office-supply retailers, software partnersand

major technology vendors. HP also has strong services and consulting business around its

products and partner products.HP's posted net revenue in 2010 was $126.3 billion, in

2009net revenue was $115 billion, with approximately $40 billion coming from services. In

2007, HP's revenue was $104 billion, making HP the first IT company in history to report

revenues exceeding $100 billion. In 2008 HP retained its global leadership positioninkjet,

laser, large format and multi-function printers market, and its leadership position in the

hardware industry. Also HP became No.2 globally in IT services as reported by IDC &

Gartner.

Dell, Inc.-Dell inc. is an American multinational information technology

corporation based in Round Rock, Texas, United States, that develops, sells and supports

computers and related products and services. Bearing the name of its founder, Michael

Dell, the company is one of the largest technological corporations in the world,employing

more than 103,300 people worldwide. Dell is listed at number 41 in theFortune 500 list.

Dell has grown by both increasing its customer base and through

acquisitions since its inceptionnotable mergers and acquisitions including Alienware

(2006) and Perot Systems (2009). As of 2009, the company sold personal computers,

servers, data storage devices, network switches, software, and computer peripherals. Dellalso sells HDTVs, cameras, printers, MP3 players and other electronics built by other

manufacturers. The company is well known for its innovations in supply chain

management and electronic commerce. Fortune Magazine listed Dell as the sixth largest

company in Texas by total revenue. It is the second largest non-oil company in Texas

(behind AT&T) and the largest company in the Austin area.

Infosys Limited- Infosys Limited formerly known as Infosys Technologies Ltd.

but must not be confused with InfoSys Limited a UK based IBM Business Partner based in

Swindon UK), is a global technology services company headquartered in Bangalore, India

Infosys is the second largest IT company in India with 133,560 employees (including

Subsidiaries) as of March 2011. Infosys is ranked 28th globally in the list ofIT services

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providing firms. It has offices in 33 countries and development centers in India, China,

UK, Canada, Brazil, Japan and Australia.

The company offers software products for the banking industry and business process

management services also provides end-to-end business solutions Infosys was founded on 2 July

July,1981 by seven entrepreneurs:N. R. Narayana Murthy, Nandan Nilekani, Kris

Gopalakrishnan, S. D. Shibulal, K. Dinesh, Ashok Arora, and withN. S. Raghavanbeing

officially the first employee of the company. The founders started the company with aninitial

investment ofINR10,000. The company was incorporated as "Infosys Consultants Pvt Ltd." in

Model Colony, Pune as the registered office.

COMPANY PROFILE

HCL (Hindustan Computers Limited) is a leading global Technology and IT enterprise whose

range of services spans Product Engineering and Technology Development, Application

Services, BPO Services, Infrastructure Services, IT Hardware, Systems Integration, and

Distribution of Technology and Telecom products in India. The HCL Enterprise comprises two

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companies listed in India: HCL Technologies and HCL

Info systems. HCL Technologies is the IT and BPO services arm focused on global

markets, while HCL Info systems deals in the IT, Communication Office Automation Products

& System Integration arm focused on the Indian market. Today, HCL has 45,000 employees of

diverse nationalities, operating across 17 countries including 360 service centers in India. HCL

has global partnerships with several leading Fortune 1000 firms including several IT and

technology measures.

Shiv Nadar is the founder of HCL. He founded HCL in 1976 in a Delhi

"barsaati". In 1978, HCL developed the first indigenous micro-computer at the same time as

Apple and 3 years before IBM's PC. In 1980, HCL introduced bit sliced, 16-bit processor based

micro-computer. In 1983, HCL Indigenously developed an RDBMS, a Networking OS and a

Client Server architecture, at the same time as global IT peers. In 1986,

HCL became the largest IT company in India. In 1988, HCL introduced fine

grained multi-processor Unix-3 years ahead of "Sun" and "HP". In 1991, HCL entered into a

joint venture Hewlett Packard and HCL-Hewlett Packard Ltd. was formed.

. The joint developed multi-processor UNIX for HP and heralded HCL's entry

into contract R&D. In 1997, HCL Info systems was formed. In the same year HCL ventured into

software services. In 1999, HCL Technologies Ltd issued an IPO and became a public listed

company. In 2001, HCL BPO was incorporated and HCL Info systems became the largest

hardware company. In 2002, software businesses of HCL

Info systems and HCL Technologies were merged. In 2005, HCL set up first Power

PC architecture design centre outside of IBM. In the same year HCL Info systems launched sub

Rs.10, 000 PC. In 2006, HCL Info systems became the first company in India to launch the New

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Generation of High Performance Server Platforms Powered by Intel Dual - Core Xeon 5000

Processor. Today, HCL has a turnover of over US$4billion.

The 3 decade old enterprise, founded in 1976, is one of India's

original IT garage start ups. Its range of offerings span R&D and Technology Services,

Enterprise and Applications Consulting, Remote Infrastructure Management, BPO services, IT

Hardware, Systems Integration and Distribution of Technology and Telecom products in India.

The HCL team comprises 55,000 professionals of diverse nationalities, operating across 18

countries including 360 points of presence in India

HCL has global partnerships with several leading Fortune 1000,

including

several IT and Technology majors. Along with the swiftly growing software technology industry,

HCL, which was hitherto known as the pioneer in modern computing made the advent into

software developmentHCL's R&D was spun off as HCL Technologies in 1997 to mark their

advent into the software services arena. Today, HCL sells more PCs in India than any other

brand, runs Northern Ireland's largest BPO operation, and manages the network for Asia's largest

stock exchange network apart from designing zero visibility landing systems to land the world's

most popular airplane. And this it does across 18 countries and across 360 service locations in

India.

I. Products & Services:

Product Engineering & Technology Development: The Engineeringand R&D services department runs the largest outsourced engineering center outside the US

which is a testimony to the 30 year product engineering experience. The company offers a

comprehensive range of R&D and Engineering services to component vendors, OEMs, ODMs

and ISVs across multiple industry segments and domains.

Infrastructure: HCL Infrastructure Management Division is focused on addressing

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the growing demand for the cost-effective management of technology infrastructure across

geographically dispersed locations. IT Infrastructure Management is in the HCL DNA, drawing

resources from the 30 year pioneering heritage in the area of computing, in line with global

giants.

BPO: Business Processing Outsourcing is heading towards a maturity level where a

new form of BPO, called Transformational BPO, is evolving that constitutes Full Process

Outsourcing and Multiple Process Outsourcing. The evolving trend is more focused towards

compliance, time-to-market, focus on core process, and quality improvement rather than cost

savings.

Applications: Leveraging strong partnerships with platform / product companies, the team of

applications professionals deliver unprecedented value to few of the largest players in the field of

Financial Services, Retail and Healthcare.

Telecom and Imaging Products and Retail:HCL Infinet covers a range of telecom and

imaging products including enterprise networking. HCL tied up with Nokia in 1995 with the sale

and services of Nokia mobile phones in India.

IT Hardware:HCL Infosystems portfolio of products covers the entire spectrum of the

information technology needs of its customers. By virtue of the immense diversity of markets

and customers that it address, HCL Infosystems products offerings include everything from high

end enterprise level servers for mission critical applications to multimedia home computers.

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Networking and Network Integration: Network Management involvesNetwork Monitoring of Bandwidth Utilization, Network Errors / Collisions,

Network Troubleshooting, Day-to-day Network Operations, Network

performance monitoring, Tuning Network Operating System and advise action

plan.

II. Historic Events / Press Room:

Awards:

India's Most Preferred Personal Computer Brand by CNBC AWAAZ Consumer Award2007

India's 'No. 1 PC Vendor' consecutively for six years.

HCL among the Top 3 IT companies for the last 3 years, DQ & IDC,Best EmployerSurvey,

'Best employer 2005' with Five Star Ratings

Top 50 Fastest Growing Technology Companies in India & 'Top 500 Fastest GrowingTechnology Companies in Asia Pacific' by 'Deloitte & Touche'

Vineet Nayar appointed to the Board of Directors at HCL Technologies

Noida, Aug 1, 2008 : HCL Technologies, Indias leading Global Technology and IT

Services company, announced that Vineet Nayar, CEO, HCL Technologies, has beenappointed to the Board of HCL Technologies as a Wholetime Director with effect from

August 1, 2008.

III. HCL Enterprise: 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'impressgrowth. HCL Enterprise

operates two major businesses. One is the India-facing SI business operated by HCLInfosystems and the other is the global IT services business operated by HCL Technologies.

The 3 decade old enterprise, founded in 1976, is one of India's

original IT garage start ups. Its range of offerings span R&D and Technology Services,

Enterprise and Applications Consulting, Remote Infrastructure Management, BPO services, IT

Hardware, Systems Integration and Distribution of Technology and Telecom products in India.

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The HCL team comprises 85,000 professionals of diverse nationalities, operating across 31

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

leading Fortune 1000 firms, including several IT and Technology majors.

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a) Vision and Mission

Vision Statement-

"To be the technology partner of choice for forward looking customers by collaboratively

transforming technology into business advantage."

Mission Statement-

"We will be the employer of choice and the partner of choice by focusing on our

stated values of Employee First, Trust, Transparency, Flexibility and Value Centricity."

b) Board of Directors-

SHIV NADARFounder of HCLChairman & chief strategy officer of HCL Technologies

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VINEET NAYARVice Chairman & CEO, HCL Technologies Ltd

AJAI CHOWDHRYFounder - HCL

Chairman & CEO - HCL Info systems

T S R SUBRAMANIANDirector

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ROBIN ABRAMSDirector

AMAL GANGULIDirector

PROBIR CHANDRA SENDirector

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SUBROTO BHATTACHARYADirector

c) Geo Spread: HCL has global network of offices in 26 countries. Canada,China, Europe,

Hong Kong, India, Middle East, Japan, US, Latin America, Singapore, Malaysia, Australia &

New Zeeland.

d) Business Lines: Value is created by integrating services for optimization at interface

points and greater end-business impact.

Engineering and R&D Services

Hardware Engineering, Embedded Engineering, Mechanical Engineering,

Software Product Engineering

Enterprise Transformation Services

Business Transformation,Technology Transformation

Application Support & Maintenance

Enterprise Application Services

SAP, Oracle, Microsoft Dynamics

IT Infrastructure Management

e) HCL Technologies Limited Income Statement:

Jun 06 Jun 05 Jun 04

Revenue984.7 759.7 566.4

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Cost of Goods Sold 537.4 478.2 361.8

Gross Profit 447.4 281.5 204.6

Gross Profit Margin 45.4% 37.1% 36.1%

SG&A Expense 251.1 108.8 90.0

Depreciation & Amortization -- -- --

Operating Income 174.3 139.3 89.5

Operating Margin 17.7% 18.3% 15.8%

Non operating Income 0.0 24.0 106.3

Non operating Expenses -- -- --

Income Before Taxes 174.3 163.3 195.8

Income Taxes 12.0 15.2 8.8

Net Income After Taxes 162.3 148.1 186.9

Continuing Operations 162.3 148.1 186.9

Discontinued Operations -- -- --

Total Operations 162.3 148.1 186.9

Total Net Income 162.3 148.1 186.9

Net Profit Margin 16.5% 19.5% 33%

Diluted EPS from Total Net Income 0.43 0.44 0.58

Dividends per Share -- -- --

f) HCL Technologies Limited Balance Sheet:

Assets


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Current Assets

Cash 67.3 52.8 48.9

Net Receivables -- -- --

Inventories 5.0 9.9 5.9

Other Current Assets 266.6 616.9 570.3

Total Current Assets 339.0 679.6 625.1

Net Fixed Assets 190.2 151.1 102.6

Other Noncurrent Assets 353.2 228.9 94.9

Total Assets 882.4 1,059.6 822.7

LiabilitiesJun 06 Jun 05 Jun 04

Current Liabilities

Accounts Payable 100.2 18.5 12.2

Short-Term Debt-- -- --

Other Current Liabilities 98.5 145.1 112.4

Total Current Liabilities 198.7 163.6 124.6

Long-Term Debt-- -- --

Other Noncurrent Liabilities 12.7 25.6 34.2

Total Liabilities211.5 189.3 158.8

Shareholder's Equity

Preferred Stock Equity-- -- --

Common Stock Equity 670.9 870.3 663.9

Total Equity670.9 870.3 663.9

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Shares Outstanding (thou.) 670,256.6 670,256.6 670,256.6

g) HCL Technologies Limited Cash Flow Statement:


Net Operating Cash Flow 163 140 104

Net Investing Cash Flow (9.6) (28.3) (67.2)

Net Financing Cash Flow (136.2) (113.9) (23.0)

Net Change in Cash 16.9 (1.8) 14.3

Depreciation & Amortization

Capital Expenditures (88.4) (69.7) (62.5)

Cash Dividends Paid (126.3) (126.3) (58.5)

h) HCL Technologies Limited Cash Flow Statement:


Net Operating Cash Flow 163 140 104

Net Investing Cash Flow (9.6) (28.3) (67.2)

Net Financing Cash Flow (136.2) (113.9) (23.0)

Net Change in Cash 16.9 (1.8) 14.3

Depreciation & Amortization

Capital Expenditures (88.4) (69.7) (62.5)

Cash Dividends Paid (126.3) (126.3) (58.5)

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i) Competitive Landscape: Demand is driven by consumer and business requirements

for information. The profitability of individual companies depends on efficient operations and

good marketing. Big ISPs have economies of scale in operations, purchasing, and marketing.

Small companies can compete successfully by operating in underserved markets or excelling in

customer service.

j) Buy Reports

Top HCL Technologies Limited Competitors:

CompaniesLocation

Accenture plc Dublin, Ireland

CGI Group Inc. Montreal, QC

Computer Sciences Corporation Falls Church, VA

Competitor on file Plano, TX

Competitor on file Armonk, NY

Competitor on file Hyderabad, Andhra Pradesh

Competitor on file Plano, TX

Competitor on file Bangalore, Karnataka

Competitor on file Mumbai, India

Competitor on file Paris, France

Sign Up for A Free TrialSign Up for A Free TrialCompany Profiles

Competitive Landscapes

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Industry Reports

k) Industries Where HCL Technologies Limited Competes:

Information Technology Services

Computer Services

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ABOUT THE TOPIC

HR SUB-SYSTEMS IN THE ORGANIZATION

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Recruitment Compensation MIS e-Relations Training

& Selection & Policy Compensation

HR DEPARTMENT


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The Human Resource subsystems covered by us in HCL are as follows:

Recruitment and Selection

Training

MIS & Compensation

E-Relations

Recruitment in HCL can be divided within two areas:

For leadership or support position

For operations

The two areas cover the following positions as shown in the diagram:

OPERATIONS STRUCTURE SUPPORT LEVEL STRUCTURE

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.

FOR THE POSITION OF THE CCS AND TL

Requirement for job applicant: There are certain minimum requirements which a candidate

must fulfill before seeking to apply for a job in HCL. He/ she must be:

30

CUSTOMER CARE SPECIALISTTeam leadersMANAGERS/SENIORMANAGERSDIRECTOR/ HEADVICE PRESIDENT /GENERAL MANAGEREXECUTIVE / SENIOREXECUTIVEASSISTANT MANAGER/DIRECTOR MANAGERMANAGERS / SENIORMANAGERS

DIRECTOR / HEAD

VICE PRESIDENT / GENERALMANAGER


31/80

A graduate or done his hotel management

An MBA from a C-grade institute is also considered

Must have good communication skill which is a must for any customer service

organization.

Is comfortable with working in shifts.

The basic qualification looked by the company besides being a graduate is the aptitude in

English, computing and editing skills, with educational degree varying as per the client and the

project requirement. MCA/ BCAs are considered only when the need arises for a technical

process for any new project in hand. The recruitment is on going process in HCL and is process

driven just recently in November 500 people were recruited in the organization from all over

India.

Sources of recruitment: The various sources of recruitment used are:

Newspaper advertisement

Consultants

Direct application

Internal employee reference

Campus recruitment

The most widely used source is through newspaper, advertisement, consultancy and internal

employee reference.

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Recruitment for the lower level being an ongoing process and bulk of mails, applications are

received for the job. The initial screening of job applicants is outsourced by consultancy firms.

Many a times the company also organizes walk-in-interview. The total process of organizing the

interview, interviewing candidates to initial screening is done by the consultancy firm. A recent

walk in-interview was at the Indian habitat center.

The consultancy firm so appointed at times is not only for the initial screening process but also

the ad management one of such consultancy worked with HCLwas CAREER CRUISE. A lump

sum amount is paid to these consultancy firms for the ad management while for every candidate

they screen they get paid on slab basis ranging between Rs 3500/- to Rs 6000/- per candidate.

At times there may be a sudden need to recruit a bulk of people within a

short term notice because of a new process being undertaken. The company may send e-mails to

all employees working for HCL to suggest candidates. Any candidate selected by this mode acts

as an incentive for the employees as the candidate who gets selected the employee who referred

the candidate is paid in cash. But this applies only to the lower level position not for the higher

positions being the Manager or the Director etc.

Recruitment through campus is the least used source but now the company is

considering it to be a good option for its telecom & voice business unit and e-commerce business

unit.

Previously HCL had a centre for recruitment at Safdarjung which is closed now. This centre was

responsible for everything from ad management to selection of candidate. Today with the

changing needs of the organization the HR department in every BU unit is responsible for

manpower planning thus movement from a decentralized to a centralized team for each BU

separately.

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Procedure for selection: Once the initial screening is done the selected candidates gothrough four basic procedures which are as follows:

Written exam to check on grammar, writing skills, general aptitude etc

Group discussion or one to one interview

Final interview conducted by people involved from the HR department, the

operations and the trainers.

Before the final selection procedure starts, following steps must be taken into consideration:

Short listing the appropriate candidates through their bio- data

Interviews with HR as well as functional and departmental head to ensure that the process is

effective.

PI tests are generally carried out for the engineering and executive level.

The number of factors are to be studied out while taking decision regarding selection of theemployees:

Previous Salary

Experience

Qualification

Once the candidate is selected he needs to fill certain information which are as follows:

Application forms: Selected candidate is required to fill certain information like caste,

creed, culture, religion, workplace , birth place etc.

Reference checks: Selected candidate is asked to fill a reference check for that

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demands for information regarding the name, address, designation, organization and relationship

of the hired candidates with references as mentioned by him.

Joining Book: The candidate is also required to fill a sixty page file that containsinformation terms and conditions regarding companys network usage policy etc

Steps in selection procedure:

1. . Project Manager gives the requirement to the HR

2. HR start sourcing and screening of the profile

3. HR and operational (Technical) round of interview

4. Selection Process

5. Releasing or issuing Offer Letter.6. Joining or onboard of the selected candidate.

INDUCTION: Selected candidates are then put through a 2-week training session involving

industry exposure, domain training, technical skills and other soft skills. A number of these

sessions are conducted by the management team as HCL firmly believe in training our own.

Ending up with skilled Customer Care Specialists (CCS), Team Leaders (TL) and quality editors

who are obsessed with delighting their customers. Nurture this passion by providing an excellent

work environment with spacious work areas, transport to work, meals and attractive performance

incentives. The general pay structure offered to them is between Rs 8000/- to Rs 12000/-

depends on the process one is involved in.Candidates recruited have a Graduation party, which

marks the beginning of a new batch in the company and has become an integral part HCL work

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culture. According to Toppo, the numbers do not count as much as the spirit of the people. And

the remarkable thing about HCL is that every day is a party day, due to the underlying

enthusiastic atmosphere within the company. As each team conducts different competitions andfun-filled activities, the purpose is to have fun with an equal amount of hard work put in.

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OTHER RECRUITMENTS:

RECRUITMENTS FOR SECTION A: Recruitment for the top levels is done through

internationally renounced consultancy firm. These firms are given an in-depth view as to what all

are required in terms of:

The educational qualification, experience etc

Their role in the organization in respect of their position, job responsibility, key areas of

performance.

The pay structure along with the various facilities offered by the company.

In short a detail sheet stating the necessary and minimum requirement for the top positions.

These firms charge a lump sum ranging from 10 to 20 lakh for search and placement of these

prospective. The organization depends mainly on these outside consultancies for placement but

recently HCL has been successfully able to fill in these positions through inside sources. Thus

their exist flexibility in terms of recruitments.

36

SECTION AVice-presidentGeneral managerDirector

SECTION BOther than the lowerlevel recruits and thosecovered in section A

RECRUITMETS


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RECRUITMENT FOR SECTION B: Main sources of recruitment are:

Newspaper Advertisements

Consultancy firms who are paid on percentage basis for every placed person.

Internal employee reference

The set of consultancy firm is same for CCS and TL level recruits and for the section B. But

there exist a difference in the internal employee referrals .Here the initiative is taken by the HR

department and as such there is no open incentive of cash for the HR team working on these

recruits though they may be internally recognized within the organization.

These applicants are interviewed on one to one basis or a group interview by 2 members of the

HR department and 2 people from the functional areas

RECRUITMENT & SELECTION OF THE TRAINER: Training for the process/

product is continuous activity in HCL.When the Company gets a new account their arises a need

to train the work-force in respect to the new process, its technical aspect. For this trainers are

appointed. The trainers so appointed are on the basis of the sessions/ workshops undertaken by

them in the organization. The team of Trainers already in HCL as well as the HR recruitment

team is present in these sessions to check on their caliber. There is also a feedback from the

employees attending the workshop/seminars to get a true and fair view of the trainer.

Over the span of 2 years the company has also undergone a change in

terms of picking up people for the call centre. Previously the company recruited people from

smaller towns. For these recruits coming to HCL was a complete cultural shock which was one

of the problems which the management had to face so they kept this in mind when recruiting for

the next process.

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EXPLANATION OF RECRUITMENT PROCESS

Three-step recruitment process:

1. Agent Selection-

The channels identified for agent selection are:

Internal Employee Referrals

Job Sites

Campus Interviews

Advertisement in newspapers

Job Fairs

Tie up with strategic accounts

Official Website

Bill Boards

Radio Channels

Internet Advertisements

Direct Mailers

1. Visibility and Branding

2. Screening

HRcheck the candidates track record, conduct a reference check, attrition risk, no

hire zone check and salary fit

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Group Discussions - While the candidate introduces himself they check his

pronunciation, accent, diction, and clarity of speech, flow of thought, mother tongue

influence, grammar and confidence.

Operations an interview with the candidate to process fit, teamwork, initiative and

ability to work under pressure.

A few tests are administered on the candidates to check basic written English, numerical and

analytical skills. Depending on the individuals skills we categorize them into inbound and

outbound process fits.

Induction The final step of the call center recruitment process that explains in detail:

An introduction to HCL

Basics of the ITIndustry

Company Code of Conduct

Security & Data Integrity

Benefits & Perks

Joining Formalities

Baseline Evaluation

Pre Process Training

Process Training

TRAINING CHANNELS OF HCL: The different channels for delivery of training at HCL

comprise of:

Face-to-face classroom training

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Conference sessions

Web-based seminars (webinars)

Self-paced training (books and toolkits)

Pre-Recruitment-

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B usiness requ irem e

M anp ow er R equisiti

Profi le A naly sis

Position D escrip tio

Essential/desirablecompetencies

Recruitment Framework-

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Advertisement

Employee Referrals 35% throughReferrals

RecruitmentConsultants

Position-specificpartners; aligned to

vision Constant Feedback

DedicatedResourcing

Team

Critical Reasoning

Preliminaryscreening Communication/

Comprehension and WritingSkills

Essay, Keyboard Skills,Browsing Test

Functionalknowledge

Voice & Accent Test/Technical Aptitude Test

Based on Client Inputsand Processes

ProfileMatching

Customer Service Orientation,

Problem Solving Capability,Overall Attitude & Energy

Personal

Interviews

Internal Job Postings

Sourcing Channel Hiring Process

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Post Recruitment proess-

Sourcing of Resumes

Resume Database

Process Specific Written Tests

Personal Interview

Selection & Offer

Checks & Verification

Orientation & Induction

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Profile analysis-

ManpowerRequisition

Profile finalized indiscussion betweenOperations and HR

RecruitmentPlanning

Source Planning

Profile finalization

Tests to be taken

Preparation of Competenbased I nterview Questionn

Communication to channels for

sourcing the requisite numbersby the target dates

Channel Com munication

Planning of Sources from

which recruitment needsbe done

Profile Assessed indiscussion with

Transition team/ ClientNew

Process

ExistingProcesses

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Resume Checklist-

Does this individual appear to have the core technical skills of the position, as listed in

the job description?

If a personalized cover letter indicating interest in the company was included, was it well

written, articulate, and well organized, a provocative?

Is the resume well written and organized; is the spelling correct?

Is the information listed adequately detailed?

Responsibilities only or achievements with results?

Does the level of experience/supervision match our needs?

Does the individual have transferable skills and experiences that would be a good match

with our need?

Are there any unexplained gaps in employment history?

Are there other inconsistencies on the resume, such as frequent job or residence changes?

What areas require clarification?

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HUMAN RESOURCE MANAGEMENT AT HCL: Being # 1 in employee

satisfaction doesn't come easy. To get to that point, HCL has invested heavily over the years.

And it has invested the most in its employees.

HCL recognized as the #1 "Preferred Employer" as per the DQ-IDC BPO Employee Satisfaction

Survey 2005. This recognition is very special since it has come from IBMers themselves HCL

had the highest percentage of employees who named their own company as a preferred

one.HCL has also topped the stack of "Dream Companies" in the same survey.

They have always endeavored to create a work-culture that is open, positive and rewarding;

where there are exciting growth opportunities for every deserving employee where every

employee is encouraged to learn new skills on the job as well as through formal training

programs.

They invest heavily in progressive HR practices. These include an employee referral scheme,

which contributes one-third of our employees. Youll also find that sports teams, bands, library

committees, picnic teams, parties and cultural events involving families are an integral part of

our culture. Whats more, infrastructure support through transport, cafeterias and recreation

rooms come as a part and parcel of the HCL lifestyle.

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A regular career development program allows you to grow and develop in the way and at a pace

that suits you best. This may be laterally (for example from operations to quality or training) or

vertically (through accelerated promotion programs based on merit).

But it doesn't end there. They continually review and further develop our HR strategy by

reviewing the feedback from employee satisfaction surveys and by benchmarking programs

through our HR partners. Full-time salaried employees receive the following benefits from the

company:

Health: Employees and their dependants are covered under company paid health and

accident insurance schemes. These schemes also provide tie-ups with more than 200 hospitals

across the country, thus ensuring quicker accessibility, discounts and easy-pay option plans with

guaranteed admission.

Life insurance: HCL provides all its employees with company paid life insurance.

Paid holidays: HCL observes public holidays for salaried employees apart from leaves

and weekly offs.

Referral bonus program: HCL encourages employees to refer friends and relatives

whom they believe would make successful HCL employees. We pay existing employees a bonus

for referring friends and relatives who pass 90 days of successful service.

Company car entitlement: The Company provides for 'home-office-home'

conveyance along with lease and fixed allowances for fuel and vehicle maintenance for certain

grades of employees.

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Retirement: HCL conforms to the statutory requirements and provides employees with

the Employee Provident Fund Schemes, Employees Gratuity Benefits payable as per the

provisions of the applicable acts.

Promotional schemes and tie-ups: HCL has arrangements with restaurants, eateries,

showrooms, cellular phone service providers, banks and financial institutions to provide its

employees with special deals and discounted rates

Interaction with the management team: They never forget about the value and

importance of the people we work with. HCL has the kind of flat management structure that's

helped boost growth over the last five years and gives people at all levels the chance to meet and

mix with the top management of the business - to talk, listen and learn. Their quarterly open

house sessions provide a platform for staff at all levels to meet and talk. It's an opportunity that

people at all levels of the business appreciate- and benefit from. HCL is a winning team, in

which team players are valued and developed to their full potential.

Built on ability and openness:HCL is a business built on the ability of its people and the

transparency with which we reward them. They believe that theyre open and honest with their

people at all times, because thats the best way to attract, support and develop the strongest

possible talent. Their goal is to have a transparent meritocracy and to create an environment that

is the best work-place anywhere. Great talent comes in many different packages and they do their

best to give all their people the chance to meet their aspirations whatever they are. If you work

hard and you fit in, theres plenty of opportunity in a global business that is going places and

prides itself on openly rewarding the best.

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RESEARCH METHODOLOGY OF THE STUDY

1. Meaning of research methodology-Research methodology is a scientific way to

solve research problems. It may be understood as a science of studying how research is done

scientifically, in it we study various steps that are generally adopted by researchers in studying

his research problems. It is necessary for the researchers to know not only research

methods/techniques but also the methodology. The scope of research methods is wider than thoseresearch methods

2. Research Design-Exploratory research studies are also termed as formulative research

studies. The main purpose of this study is that of formulating a problem for more precise

investigation or of developing the working hypotheses from an operational point of view. The

major emphasis in such studies is on the discovery of ideas and insights. As such the research

design appropriate for such studies must be flexible enough to provide opportunity for

considering different aspects of a problem under studyIt is necessary for researcher to define the

conceptual structure in which research would be conducted. The function of research design is to

provide for the collection of relevant data with minimum expenditure of time and effort. In this

research report the research design was followed to collect data from internet, books, news

papers, questionnaire etc.

For carrying out this project study, various sources of data were used. The data used were of

two types, i.e. primary as well as secondary.

3. DATA COLLECTION- PRIMARY &SECONDARY DATA-A research can be

done on the basis of the data collected and the data can be collected in mainly two ways either

through primary data or secondary data.

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Primary Data: Data originally collected in the process of investigation or research is known as

primary data.

Primary data may be obtained by the following methods:

Direct personal Interviews

Indirect oral investigation

Information from correspondents

Mailed questionnaire method

Schedules sent through enumerators.

Secondary Data: Data which are primary in the hands of one become secondary in the hands of

others.

The sources of secondary can be obtained under two heads:

Published Data

Unpublished Data

In the above Research problem the data for research has been collected from the primary as well

as secondary sources like questionnaire, internet, magazines, newspapers etc.

4. SAMPLE DESIGN:A sample design is a definite plan for obtaining a sample from a given

population. It refers to the technique or the procedure the researcher would adopt in selectingitems for the sample. Sample design may as well lay down the number of items to be included in

the sample i.e. the size of the sample. Sample is determined before the data are collected.

4.1 Population- The sample consisted of managers & employees of HCL (HR & Training

Department)

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4.2 Sample size- Sample size in this project is 100.

4.3 Sampling method- Random sampling method is used in this project.

5. METHOD OF DATA COLLECTION:Method of data collection in this project is both

primary and secondary. Questionnaire were filled by the individuals (professionals) which were

chosen by random sampling method and data was also collected from journals, magazines, news

papers, different banking sites.

5.1 Instrument of data collection- Data is collected through questionnaire. In this method

questionnaire is sent to the persons concerned with a request to answer the question and return

the questionnaire. Structured questionnaire are used in which there are definite, concrete and pre-

determined questions.

Nature of Questions used in the Questionnaire:

Open-ended

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DATA INTERPRETATION & ANALYSIS

1. What is your job title?

a) Technical ( ) b) Operational ( ) c) Managerial ( )

Evaluation- 45% people are working in technical department, 35% at operational & 20% at

managerial level.

2. How much pay you are getting?

a) 5000-10,000 ( ) b) 10,000-20,000 ( ) c) More than 20,000 ( )

5000-10,000 10.000-20,000 More than 20,000

53

Technical Operational Managerial

45% 35% 20%


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45% 35% 20%

Evaluation- 40% employees are getting pay between 5000-10,000, 35 % between 10,000-20,000

& 20% are getting more than 20,000.

3. Are you satisfied with your present job?

a) Yes ( ) b) No ( )

Evaluation- Employees have mixed views regarding job satisfaction. 70% employees are

satisfied while rest 30% are not satisfied.

4. What type of incentives you are getting from your organization?

a) Legal payments ( ) b) Payment for not worked ( ) c) Hazards protection ( )

d) All of the above ( )

54

Yes No

70% 30%


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Legal payments Nil

Payment for not worked Nil

Hazards protection Nil

All of the above 100%

Evaluation- Employees are getting incentives in form of monetary terms like legal payments,

payment for not worked & for damages during hazards.

5. Is the recruitment and selection procedure adopted by your company is too costly and time

consuming ?

a) Yes ( ) b) No ( )

Evaluation-90% people are in favor of the recruitment policy adopted by the company is costly

55

Yes No

70% 30%


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& time consuming.6. Is the recruitment process followed in your organization is-a) Satisfactory ( ) b) Unsatisfactory ( )

Evaluation-60% of the employees are satisfied with the procedure of recruitment & selection

adopted by the company.

7. What type of resources are used in recruiting people?

a) Internal ( ) b) External ( )

If internal, then tick anyone

a) Transfer ( ) b) Promotion ( )

If external, then tick anyone-

a) Newspaper ( ) b) Advertisement ( ) c) Management consultants ( ) d) Any

Other ( )

Internal sources-

56

Satisfactory 60%

Unsatisfactory 40%


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a)Transferb)Promotion

40%20%20%

External sources-a)Newspaperb)Advertisementc)Management consultantsd)Any other

60%10%10%10%10%

Evaluation- In HCL, external sources are preferred over internal sources for recruitment. Internal

sources accounts for 40% of which both transfer & promotion holds 20% while external sources

capture rest 60 % among which the highest being newspaper & advertisements holding 20% each

and rest 20% holds by management consultants & others.

8. Which according to you is better in recruiting employees?

a) Poaching ( ) b) Outsourcing ( ) c) e- recruitment ( )

57

Poaching 25%

Outsourcing 45%

E- recruitment 30%


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Evaluation-25% employees are in favor of recruiting the employees through other rival

companys employees while 45% are in favor of outsourcing & rest 30% are in favor of

e-recruitment.

9. What are the major problems faced by you after wrong selection?

a) Absenteeism ( ) b) Employee turnover ( ) c) Any other ( )

Absenteeism 40%

Employee turnover 40%

Any other 20%

Evaluation-40% employees feel that after wrong selection candidates dont come in theorganization regularly,40% of them feel that it will result in low employee turnover while rest

20% feel that it will result in other problems also.

10. Do you think that scientific selection of manpower is necessary?

a) Yes ( ) b) No ( )

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Evaluation-All the employees are in favor of scientific selection of manpower.

11. What type of test is conducted for selection in your organization?

a) Aptitude test ( ) b) Intelligence test ( ) c) Proficiency test ( )

d) All of the above ( )

Aptitude test Nil

Intelligence test Nil

Proficiency test Nil

All of the above 100%

Evaluation-In HCL, different types of tests are performed like aptitude test, intelligence

59

Yes 100%

No Nil


60/80

test, proficiency test etc.

12. What type of interview is conducted in your organization?

a) Structured Interview ( ) b) Unstructured Interview ( ) c) Group

Interview ( )

Evaluation-In HCL , at the time of selection different types of interview like structured,

unstructured & group interview is conducted.

13. By what method training is given to you?

a) On the job ( ) b) Off the job ( )

If on the job, then tick

a) Coaching ( ) b) Under study ( ) c) Any other

If off the job, then tick below -

a) Web based seminars ( ) b) Conference ( ) c) Classroom Training ( )

60

Structured interviews 40%

Unstructured interview 30%

Group interview 30%


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d) Any other

On the job training Nil

Off the job training-

a) Web based seminars

b) Conference

c)Classroom training

d)Any other

100%

50%

30%

10%

10%

Evaluation-In HCL, the training is given through off the job methods which basically

includes classroom training, conference, web based seminars etc.

14. Are you satisfied with the induction program conducted by your company?

a) Yes ( ) b) N0 ( )

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Yes 80%

No 20%

Evaluation-80% employees are satisfied with the companys, induction program while rest 20%want some changes.

FINDINGS AS PER OBSERVATION

Maximum footfall for employees generally occurs on Monday and least on saturday of

every week.

Retaining the current talent is the top priority of the organization.

Most of the employees have clear knowledge about the companys mission, vision andobjectives.

Employees are clear about their roles and their objectives and also about their staff

members.

Employees know how to achieve their objectives.

The strength of the organization is that HCL is among the top five BPOs in India and

most of the job seekers prefers HCL first as compared to other organizations.

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CONCLUSION

From the above study, it has been said that recruitment and selection are very important for the

organization. Proper care should be taken while conducting recruitment and selection of the

candidates. Recruitment is the process of searching the available candidates for employment and

stimulating them to apply for jobs in the organizations. There are various sources of recruitment

like internal and external but in HCL the recruitment is done basically through internal sources.

Company also uses external sources for recruitment like advertisements, agents,

recommendations etc.

Selection involves series of steps by which candidates are screened for

choosing the most suitable persons for vacant post. In HCL under ,the selection process lots of

tests are done by the organization in order to know about the candidate .Some of such tests

include IQ test, physical test, personality test, aptitude test, proficiency test etc. On the basis of

these tests the company can judge the employees.

In this end the process endeavors a comprehensive picture of sources a process of

recruitment and selection in HCL and hopes to enable the readers to appreciate the various

intrinsic involved.

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LIMITATIONS OF THE SURVEY

The questions which are developed are so general so that it can easy to understand by allthe respondents but might be possible that some important data is missing.

Some respondents are not co-operative.

Time span is limited.

It may be hard to recall the information or tell the truth about a controversial question.

It is inflexible i.e. it is not possible to change the initial study design throughout the data

collection

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RECOMMENDATIONS AND SUGGESTIONS

The Recruitment and Selection Process should be carried out in efficient and effective way so

that the deserving candidate should get the best remuneration by putting the real efforts

Simultaneously the employer and the consultant should get the required output at the

right time which in turns benefits them in terms of revenue and reputation

Recruitment and Selection should be done while keeping in mind the objectives and

mission of the organization and should be meaningful keeping in mind the actual need of

organization.

Recruitment and Selection programmes should be according to the job requirement (level

to level and job to job).

Recruitment and Selection programs should be conducted in an effective manner without

any kind of hindrances.

While selection of an employee, concerned department are given special attention

A recruitment policy of HCL should be such that:

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It should focus on recruiting the best potential people.

It should ensure that every applicant and employee is treated equally with dignity and

respect.

Unbiased policy.

It aid and encourage employees in realizing their full potential.

Transparent, task oriented and merit based selection.

Weight age during selection given to factors that suit organization needs.

Optimization of manpower at the time of selection process.

Defines the competent authority to approve each selection.

Abides by relevant public policy and legislation on hiring and employment, relationship.

Integrates employee needs with the organizational needs.

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BIBLIOGRAPHY

Mamoria, C.B. Human Resource and Personnel Management ,MC GrawHill, India, second edition, 1990

Chhabra, T.N., Human Resource Management,Dhanpat Rai and Company, fifth edition ,

2008

Kothari,C.R.,Research Methodology, New Age International Book Publications, fifth

edition , 2008

OTHER PUBLISHED MATERIAL AVAILABLE ON WORLD WIDE WEB-

http://www.google.com

http://www.amazon.com

http://www.amazon.com

http://www.wikipedia.com

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ANNEXURES

Questionnaire

Name

Gender

E-Mail Id

Contact number

1. What is your job title?

a) Technical ( ) b) Operational ( ) c) Managerial ( )

2. How much pay you are getting?

a) 5000-10,000 ( ) b) 10,000-20,000 ( ) c) any other, please specify ( )

3. Are you satisfied with your present job?

a) Yes ( ) b) No ( )

4. What type of initiatives you are getting from your organization?

a) Legal payments ( ) b) Payment for not worked ( ) c) Hazards protection

( ) d) All of the above ( )

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5. Is the recruitment and selection procedure adopted by your company is too costly and

time consuming ?

a) Yes ( ) b) No ( )

6. Is the recruitment process followed in your organization is-a) Satisfactory ( ) b) Unsatisfactory ( )

7. What type of resources are used in recruiting people?

a) Internal ( ) b) External ( )

If internal, then tick anyone

a) Transfer ( ) b) Promotion ( ) c) Any other ( )

If external, then tick anyone-

a) Newspaper ( ) b) Advertisement ( ) c) Management consultants ( ) d) Any

Other ( )

8. Which according to you is better in recruiting employees?

a) Poaching ( ) b) Outsourcing ( ) c) e- recruitment ( )

9. What are the major problems faced by you after wrong selection?

a) Absenteeism ( ) b) Employee turnover ( ) c) Any other ( )

10.. Do you think that scientific selection of manpower is necessary?

a) Yes ( ) b) No ( )

11. What type of test is conducted for selection in your organization?

a) Aptitude test ( ) b) Intelligence test ( ) c) Proficiency test ( )

d) All of the above ( 12. What type of interview is conducted in your organization ?

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a) Structured Interview ( ) b) Unstructured Interview ( ) c) Group

Interview ( )

13. By what methods training is given to you?

a) On the job ( ) b) Off the job ( )

If on the job, then tick

a) Coaching ( ) b) Under study ( ) c) Any other ------------------------------

If off the job, then tick below -

a) Web based seminars ( ) b) Conference ( ) c) Classroom Training ( )

d) Any other --------------------------------------------------

14. Are you satisfied with the induction program conducted by your company?

a) Yes ( ) b) N0 ( )

Any suggestions ------------------------------------------------------------------------------------

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THANKS

Manpower Requisition Form

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Position: Collection Agent Reference Number:

Initiator: Department\:HR and Training

Reporting to: No. of Positions:50

Location: Cost Centre:Training

Date of Requisition Requirement Date:Immediate

Description Details

1 Information about the openposition(s)

Type ofEmployment

Full Time employment Reason for Hiring

AdditionalInformation

Unbudgeted New Position

2 If the position is new & unbudgeted then please

provide justification for the requirement

Current ramp up requirements of the organization

and requirement for performance based training

3 Job specification/role to be performed by theperson selected for this position

(Please fill up the PD Form for a new position. Forother positions please mention the relevant PDreference number)

4 List the Industry/organizations from where similarwork profiles can be sourced

Internal IJP

5 Any other information that may help in hiring

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APPROVAL

Comments: Comments:

Initiator (Department Head): Head-HR

Managing Director's Signature:

Position Description Form

Date: PD Reference Number:

Position: Department:

Reporting to: Cost Centre:

EssentialFunctions/Role

Responsible for effective receivables analysis/control

Collections/collection planning

Follow up with customers for recoveries

Maintaining customer account records / balance confirmations

Generation of monthly reports of outstanding dues

Handling inbound/ outbound calls.

Solving customer queries.

Initiate welcome calls.

Managing and updating customer & client database.

EducationalBackground Essential Desirable

1. Graduate

Work Ex Essential Desirable

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1. At least 2+ years of thirdparty collections

2. Graduate

1. Prior Training experience

Key performanceparameters

Area Weightage

1. Identify and compiletraining need reqirements

2. Develop & deliver training modules

3. Measure training results(Reaction, Learning &Behavior)

Essential

Functional

Knowledge &

Skills

1. Excellent communication

and V & A skills

2. Able to manage stress

3. Very conversant with

office applications

4. Can work with large

amount of complex data &

can draw inferences

4. Has excellent problem

solving skills

5 Can put across her point

in a clear and unambigous

manner

6. Attention to details

7. Program structure and

planning

8. Is able to coach and

councel trainees

Personality

Traits/Managerial &Soft Skills

1. Has

excellentcommunicationskills

2. Has goodintepersonalskills

3. Has goodtimemanagementskills

4. Can managestressappropiately

Tests to beadministered

Suggestedinterview

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questions

CANDIDATE INTERVIEW SUMMARY

Position: Dept.:

Candidate: Interviewer:

Date:

Competency Score (1to 5)

Comments

Functional skills

Influencing Skills

Planning & Organizing

Results Orientation

Problem Solving

Conflict Resolution

Interpersonal Ability

Communication skills

Customer Focus

Leadership skills

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Overall Comments:

What are candidate's key strengths?

What are interviewer's key concerns?

Scale: 5 = Significantly exceed expectations, 4 = Exceeds expectations,

3 = Meets Expectations, 2 = Meets some expectations,

1 = Does not meet expectations, 0 = Not enough information

Recommended Action: Potential Hire: Do not Hire: Potentialelsewhere:

Signed

MATHEMATICAL APTITUDE TEST

Name: Date of Test:

Position applied for:

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Q-1 8571 subtract 583 equals?

A)7998 B) 8018 C) 7988 D) 7888 E) 8088

Q-2 If one carton of screws weighs 100 Kilograms, what will be the weight of six and a half

cartons?

A) 6.5 kg B) 6500 kg C) 65 kg D) 650 kg E) none of these

Q-3 How many minutes are there in 4 hours?

A) 140 B) 80 C) 160 D) 150 E) 240

Q-4 0.75 * 0.5 equals?

A) 0.5 B) 0.375 C) 1.5 D) 0.25 E) none of these

Q-5 Which number comes next in the following sequence-1 2 4 8?

A) 5 B) 16 C) 64 D) 12 E) 32

Q-6 Machine A can produce 1,000 sausages in 4 hours. Machine B can produce 1,000 sausages

in 8 hours. Working together at their respective rates, how long will it take the machines to

produce 1,000 sausages?

A) 1 hr 40 min B) 2 hrs C ) 2 hrs 40 min D) 3 hrs E) 4 hrs 20 min

Q-7 Calculate the following:

189 + 981 - 819 =

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Q-8 Indicate the next one in the series in the answer space provided:

120 135 150 165

Q-9. What is the next in the series:

CAB CCD CEF CGH

Q-10 It takes 7 shipping clerks 15 days to prepare the warehouse for a new shipment. How many

days would it take if only 3 shipping clerks, who worked at the same rate?

Q-11.If two typists can type two pages in two minutes, how many typists will it take to type 18

pages in six minutes?

A)3 B) 4 C) 6 D) 12 E) 36

Q-12 If you count from 1 to 100, how many 7's will you pass on the way?

A) 10 B) 11 C) 19 D) 20 E) 21

Q-13 Which letter comes next in this series of letters-

B A C B D C E D F

Q-14 What is the square root of 16?

A) 2 B) 4 C) 8 D) 64 E) 32

Q-15 A jet uses 80 gallons of fuel to fly 320 miles. At this rate, how many gallons of fuel are

needed for a 700 mile flight?

A) 150 B) 155 C) 160 D) 170 E) 175

Q-16 Which numbers comes next in this series?

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a) 1, 3, 5, 7, 9,

b) 0.1, 0.3, 0.5, 0.7, 0.9,

c) 81, 27, 9, 3, 1,

d) 3, 5, 8, 12, 17,

e) 0, 8, 8, 16, 24,

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TELEPHONIC REFERENCE CHECK

Candidates Name: Referee:

Position: Reference Check Date:

What were the basic activities performed by the candidate in his/her previous job?

What was his/ her last designation?

What was his/ her period of service?

How would you rate the candidate on the following (please mention supporting situations)

Performance Skills Rating [1(lowest)-5(highest)] Supporting Situations

Results/ Achievements

Efforts/ Commitment

Traits

Rating [1(lowest)-5(highest)] Supporting Situations

Openness

Integrity

Innovation

Teamwork

Customer focus

Learning

COMMENTS:

AREAS OF IMPROVEMENTS:


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Documents

Shruti Report Repaired) (2)