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Page 1 of 81
SUMMER TRAINING PROJECT REPORT ON
“A Study of Recruitment and Selection Process in HCL Info system Ltd.”
A SUMMER INTERNSHIP PROJECT
Submitted towards the partial fulfillment of the
Requirements for the certificate of the
Post-Graduate Diploma in Business Management
(Approved by AICTE, Government of India)
(Equivalent to MBA)
ACADEMIC SESSION
2009-2011
DATE OF SUBMISSION - 26/07/2010
IMS GHAZIABAD LALKUAN
GHAZIABAD
External Supervisor:
Mr. Bhaskar Senapati
H.R Department
H.C.L Info System Ltd
Submitted by:
Akansha Jaiswal
BM:09022
Internal Supervisor:
Prof. Anita Singh
Area chairperson- H.R
IMS Ghaziabad
Page 2 of 81
DECLARATION
I Akansha Jaiswal, student of Post Graduate Diploma of Management from Institute of
Management Studies, Ghaziabad, during the academic year 2009-11, hereby declare that all the
information, facts and figures mentioned in this project is actually based on my own study and
knowledge. This project was done under the able guidance and supervision of Prof. Anita Singh
who is my faculty guide and Mr. Bhaskar Senapati, H.R Department H.C.L Info System Noida in
the partial fulfillment of the requirement for the Post Graduate Diploma In Management from
Institute Of Management Studies, Ghaziabad.
Furthermore, I confirm that the whole work is my own contribution and have not been
taken from any sources. However, I have taken help from various sources on the Internet and
journals available in my college library.
The inferences and conclusion of the study are subjected to the information gathered
from various sources.
Page 3 of 81
CERTIFICATE
This is to certify that the project report entitled “Process of Recruitment and Selection
procedure of H.C.L Info system” made during the summer internship done at “H.C.L
INFOSYSTEM” is a bonafide record of work done by Akansha Jaiswal, and has been
submitted in the partial fulfillment of the requirements of Post Graduate Diploma In
Management from Institute Of Management Studies, Ghaziabad, under my guidance with
full honesty and integrity.
Prof. Anita Singh
IMS, Ghaziabad
Page 4 of 81
PREFACE
Practical training imbibes an integral part of management studies. One cannot merely
depend upon the theoretical knowledge. It is to be coupled with the practical for it to be fruitful.
Classroom lectures make the fundamental concept of the students clear. But the industry
exposure facilitate with the learning of practical things. However class lectures must be
correlated with the practical training in the company, which has a significant role to play in the
establishment of a Business Manager. To develop managerial and administrative skills in future
mangers and to enhance their analytical skills, it is necessary that they combine their classroom
learning with the knowledge of real business environment.
After liberalization, Indian economy scene is really a buzz with activity. Lots and lots of
multinational companies are coming in which their technical expertise and management concepts
should be given way to be proved. Industrial activity in India has become a thing to watch and I
really wanted to be a part of it, as it is essential for me being a management student.
I found myself lucky to get done my summer internship in a brand name “H.C.L Info
System”. I went 8 weeks training in its Sector-11 Noida. It helped me to get a practical insight
into the actual business environment and provided me an opportunity to make my management
concepts clearer.
It is difficult to elaborate everything which I learned during the training however, I have
endeavored to many comprehensive picture of details about working in the latter pages. I have
accumulated the desired information through personal observations, interviews and study of
documents.
Page 5 of 81
ACKNOWLEDGEMENT
“Acknowledgement is an art, one can write glib stanzas without
meaning a word, on the other hand one
can make a simple expression of gratitude.”
It gives me great pleasure to express my gratitude and reverence to people who guided
and supported me in the development of this project.. I would like to thank MR RK.
BHARAHWAJ Director General of IMS Ghaziabad. And Prof Timira Shukla Chairperson of
PGDM Ghaziabad for granting me the opportunity to complete the project. During this time
many people have rendered me their precious time in valuable suggestion that were of great help.
I confer very special thanks to our project guide Mr.Bhaskar Senapati (H.R. Department), my
mentor Prof. Anita Singh, who gave us valuable guidance & help. .
This report is result of efforts put in many people who contributed to it by offering
valuable suggestions encouraging advices, constructive criticism and proper guidance.
It was indeed a fruitful experience at HCL Info systems Ltd. I shall always be inspired by
all that I have learnt and will strive to put it in practical use. Finally, last but not least my thanks
to my parents for their boundless love and affection that they have molded on me in a manner
that I can stride gracefully in this world with my head held high.
Page 6 of 81
Abstract
Today, in every organization personal planning as an activity is necessary. It is an important part
of an organization. Human resource planning is a vital ingredient for the success of the
organization in the long run. The objective of Human Resource Department are Human Resource
Planning, Recruitment and Selection, Training and Development, Carrier Planning, Transfer and
Promotion, Risk Management, Performance Appraisal and so on. Each objective needs special
attention and proper planning and implementation.
For every organization it is important to have a right person on a right job. Recruitment and
Selection plays a vital role in this situation. Shortage of skills and the use of new technology are
putting considerable pressure on how employers go about Recruiting and selecting staff. It is
recommended to carry out a strategic analysis of Recruitment and Selection procedure.
With reference to this context, this project is been prepared to put light on Recruitment and
Selection process at HCL Technologies. This report is divided into two phases to analyze how an
employee is recruited at HCL Technologies. These two phases are sources of Recruitment
(through Portals, Campus, Consultants, Reference, Advertisements, Walk ins, Talent Express,
job fair) and Process of Recruitment that includes various elimination rounds of interview.
Page 7 of 81
Table Of Contents
Declaration………………………………………………………………….. I
Certificate from the Faculty guide…………………………………….……. ii
Certificate from the Company…………………………………………….... iii
Preface……………………………………………………………………… iv
Acknowledgement………………………………………………………….. v
List Of Tables………………………………………………...…………….. vi
List Of Figures…………………………………..……………………….... vii
Chapter No. Title Page No.
1 Objectives Of The Study 10-11
2 Literature Review 12-13
4 Company profile 14-24
5 Recruitment and selection an overview 25-36
6 Recruitment and selection at HCL 37-43
7 Research Methodology 44-49
8 Data Analysis and Interpretation 50-64
9 Conclusions 65-66
10 Findings 67-68
Recommendations and Suggestions………………………………………………………69-70
Bibliography……………………………………...........……………………....................... 71
Annexure………………………………………………………………………………….. 72-75
Page 8 of 81
LIST OF FIGURES
SL NO TABLE NAME PAGE NO
1 Hcl Info system chart 13
2 Office automation spectrum 14
3 Hcl infinet programme 16
4 Joint venture 20
5 Sources of recruitment 25
6 Hcl info system ltd 32
7 Sources of recruitment at Hcl 33
8 Job Requirement 50
9 Knowledge, Skills, Abilities 51
10 Accurate and Up-To-Date 52
11 Detail Sheet 53
12 Job Description 54
13 Recruitment Strategies 55
14 Realistic and Accurate information 56
15 Screening Procedure 56
16 Curriculum Vitae 58
17 Structured interview 59
18 Set of Question 59
Page 9 of 81
19 Assessment Criteria 61
20 Candidates feedback 62
21 Front line Workers 63
Page 10 of 81
CHAPTER: 1
Page 11 of 81
OBJECTIVE OF STUDY
Every research has some objectives, reasons behind the study conducted. Objectives can
gives us a brief idea about the project report. The objectives behind this project are as
follows: -
To study the different sources of Recruitment which are adopted in HCL Info
systems Ltd.
To study different stages of recruitment process which led to selection of a
candidate till an offer is made to them.
To understand what all Recruitment practices are being adopted so as to make the
organization work well.
Scope of Study:
The scope of this study is to observe Recruitment & Selection Techniques adopted by the
company. Apart from getting an idea of the techniques & methods in the recruitment
procedures, a close loop will be taken at the insight of corporate culture prevailing in the
organization. This would not only help to be familiar with the corporate environment but
it would also enable to get a close loop at the various levels authority responsibilities
relationship prevailing in the organization.
Scope of Project includes: -
Study of importance of Recruitment & Selection process for an enterprise.
Study of Recruitment & Selection practices at HCL Info systems Ltd.
Page 12 of 81
CHAPTER: 2
Page 13 of 81
LITERATURE REVIEW
The literature review regarding various HR practices is presented in the following paragraphs.
Job analysis is the process of obtaining information about jobs i.e. information about the tasks to
be done on the job, as well as personal characteristics (education, experience, specialized
training) necessary to do the tasks (Cascio 1998).
Job analysis in many ways is the first personnel activity that affects commitment and
performance (Dessler 2003). Human resource planning analyzes and identifies the need for and
availability of human resources for an organization to meet its objectives (Mathis and Jackson
2004).
Recruitment is a process of attracting a pool of high quality applicants so as to select the best
among them (Kulik 2004). Top performing companies devote considerable resources and energy
to creating high quality selection systems (Pfeffer 1995). Placement involves assigning a specific
rank and responsibility to an employee (Jyothi and Venkatesh 2006).
Socialization, the process of orienting new employees to the organization, can make the
difference between a new worker’s feeling like an outsider and feeling like the member of the
team (Gomez-Mejia, Balkin and Cardy 2003). The current challenges caused by the globalization
pressures in the realm of economics behoove work communities to review their personnel
training and management practices (Pitkanen 2007).
Page 14 of 81
CHAPTER: 3
Page 15 of 81
COMPANY PROFILE
Born in 1976, HCL has a 3-decade rich history of inventions and innovations. In 1978,
HCL developed the first indigenous microcomputer at the same time as Apple and 3 years before
IBM's PC. During this period, India was a black box to the world and the world was a black box
to India. This microcomputer virtually gave birth to the Indian computer industry. The 80's saw
HCL developing know-how in many other technologies. Hal’s in-depth knowledge of Unix led
to the development of a fine grained multi-processor Unix in 1988, three years ahead of Sun and
HP.
HCL's R&D was spun off as HCL Technologies in 1997 to mark their advent into the
software services arena. During the last eight years, HCL has strengthened its processes and
applied its know-how, developed over 28 years into multiple practices - semi-conductor,
operating systems, automobile, avionics, bio-medical engineering, wireless, telecom
technologies, and many more. 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.
HCL Info systems Ltd are one of the pioneers in the Indian IT market, with its origins in 1976.
For over quarter of a century, we have developed and implemented solutions for multiple market
segments, across a range of technologies in India. We have been in the forefront in introducing
new technologies and solutions.
In the early 70’s a group of young and enthusiastic and ambitious technocrats embarked
upon a venture that would make their vision of IT revolution in India a reality. Shiv nadir and
five of his colleagues got together and 1975 set up a new company MICROCOMP to start with;
they started to capitalize on their marketing skills. Micro comp marketed calculators and within a
few month of starting operation, the company was out selling its major competitors.
On 11th August 1976 HINDUSTAN COMPUTERS LIMITED was incorporated as joint venture
between the entrepreneurs and UPSCE, with an initial equity of Rs.1.83 Lacs.
Page 16 of 81
COMPANY STATEMENTS
Vision Statement:
“It is the most preferred employer and principal taking leading edge IT & Telecom products and
services to the masses through sustained excellence.”
Mission Statement:
“To provide world-class information technology solutions and services to enable our customers
to serve their customers better"
Quality Policy Statement:
“We will deliver defect-free products, services and solutions to meet the requirements of our
external and internal customers the first time, every time.”
Page 17 of 81
HCL INFOSYSTEMS:
Figure: 1
Page 18 of 81
Office Automation Spectrum:
Figure: 2
Page 19 of 81
HCL INFINET:
Creating Lifeline for Connecting Business...HCL Infinet Ltd. is the Networking
Services arm of the HCL Group. The company holds an all India license to operate as a
Class "A" ISP, ITSP and NLD service provider. The ISP/NLD operations are carried out
through the state-of-art network infrastructure across the country. HCL Infinet Ltd. is a
leader in providing multi service Data, Voice and Video application support on
IP/MPLS-VPN and Internet bandwidth offering complete range of managed services to
Enterprise across India. Testimonials..."A very special thanks to entire HCL's POP team
of the Herculean effort that had gone in keep in the Data Center up and running. When
there was need for disaster response, HCL executed very well." --- MD, Bharat Shell"I
wish to thank HCL of Global Connectivity of our 12 offices/factories in India with our
ERP servers n USA in a span of 3 weeks. The roll out was a commendable job and it has
further strengthened our four year old relationship of domestic enterprise wide
connectivity" --- AVP IT, Tecumseh India.
INFINET SERVICES:
HCL Infinte an Internet Infrastructure initiative of the HCL group caters to the
networking requirements of domestic enterprise market. Partnering with world leaders we
provide state-of-the-art products and solutions for network requirements of organizations
of all sizes.
HCL Infinet offers a complete range of networking services & solutions like:
Internet Bandwidth Services Internet Telephony Managed Data Centre Co-location
Services a) Managed Data Centre Services b) Managed Network Services Corporate
Messaging Solution Virtual Private Network Services (VPN) MPLS Networking Services
Wireless Broadband Services
Page 20 of 81
INFINET PRODUCTS:
Figure: 3
Page 21 of 81
HCL GLOBAL:
Among the top 5 service providers in short span of 7 years
HCL tops growth rate among IT leaders today Only organization with full service
range:
IT infrastructure, Applications & BPO Services.
Multi Service delivery capacity - large transformational deals.
Pioneers of Modern computing - at the frontiers of Technology.
HCL INDIA:
Table: 1
1. India’s largest ICT Directs Sales &
Services organization support.
- 12800 Engineers
- 360 Locations
- 1 Million units
2. India’s Leading System Integration
Organization.
- Pan-India SI Infrastructure
- Multi Technology product capacity
3. World's No1 Specialty offshore
Infrastructure service provider.
- Ranked Numero Uno in The Black Book
of
Outsourcing survey, among the 50 best
managed global outsourcing global
companies
4. India’s largest ICT distribution and
Retail Network.
- 50000 outlets
- 5000 towns
- Sound post sales service network
5. Largest Manufacturer of PCs in India. - India’s Largest Direct Sales Organization
- India’s Largest Services Organization
Page 22 of 81
HCL’s DIFFERENTIATORS
3 decades of Technology & Innovation Heritage
-Pioneers of Modern Computing
Global Strengths
India strengths
30 Year history of invention, innovation & market creation.
Successful Carve-outs & M&A history.
Proactively work with governments.
Strong DNA, Guiding Principles & Brand.
The most Modern Management in the
World.
Strong Financial Position.
Wide Services portfolio in IT, Infrastructure, and BPO.
Strong Product Engineering & R&D capabilities.
Leadership in Infrastructure services.
Comprehensive Range of ICT Products & Services.
Reach into key growth Market Segments & Verticals.
Manufacturing Expertise & Nation wide Service Support
Page 23 of 81
Partnerships: The growth drivers
198521 years of strategic relationship that has seen the computer evolve from a computing device to the centre of the Digital World.
1996Dominant position in mobile handset market in India.
1977Leading position in Office Automation and Laptops in India.I
198125 years of scripting an ear of computing across the Microprocessor.
Page 24 of 81
Joint Ventures:
Figure :- 4
Page 25 of 81
CHAPTER:4
Page 26 of 81
RECRUITMENT AND SELECTION
Recruitment and selection are two of the most important functions of personnel
management. Recruitment precedes selection and helps in selecting a right candidate.
Recruitment is a process to discover the sources of manpower to meet the requirement of the
staffing schedule and to employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of efficient personnel. Staffing is one basic function of
management. All managers have responsibility of staffing function by selecting the chief
executive and even the foremen and supervisors have a staffing responsibility when they select
the rank and file workers. However, the personnel manager and his personnel department is
mainly concerned with the staffing function. Every organization needs to look after recruitment
and selection in the initial period and thereafter as and when additional manpower is required
due to expansion and development of business activities.
‘Right person for the right job’ is the basic principle in recruitment and selection. Ever
organization should give attention to the selection of its manpower, especially its managers. The
operative manpower is equally important and essential for the orderly working of an enterprise.
Every business organization/unit needs manpower for carrying different business activities
smoothly and efficiently and for this recruitment and selection of suitable candidates are
essential. Human resource management in an organization will not be possible if unsuitable
persons are selected and employment in a business unit.
Page 27 of 81
MEANING:
Recruitment means to estimate the available vacancies and to make suitable arrangements for
their selection and appointment. Recruitment is understood as the process of searching for and
obtaining applicants for the jobs, from among whom the right people can be selected. A formal
definition states, “It is the process of finding and attracting capable applicants for the
employment. The process begins when new recruits are sought and ends when their applicants
are submitted. The result is a pool of applicants from which new employees are selected”. In this,
the available vacancies are given wide publicity and suitable candidates are encouraged to
submit applications so as to have a pool of eligible candidates for scientific selection. In
recruitment, information is collected from interested candidates. For this different source such as
newspaper advertisement, employment exchanges, internal promotion, etc. are used. In the
recruitment, a pool of eligible and interested candidates is created for selection of most suitable
candidates. Recruitment represents the first contact that a company makes with potential
employees.
Definition:
According to EDWIN FLIPPO,”Recruitment is the process of searching for prospective
employees and stimulating them to apply for jobs in the organization.”
Need for recruitment :
The need for recruitment may be due to the following reasons / situation:
a) Vacancies due to promotions, transfer, retirement, termination, permanent disability, death and
labor turnover.
b) Creation of new vacancies due to the growth, expansion and diversification of business
activities of an enterprise. In addition, new vacancies are possible due to job specification.
Page 28 of 81
Purpose and importance of Recruitment:
1. Determine the present and future requirements of the organization on conjunction with its
personnel-planning and job analysis activities.
2. Increase the pool of job candidates at minimum cost.
3. Help increase the success rate of the selection process by reducing the number of visibly under
qualified or overqualified job applicants.
4. Help reduce the probability that job applicants, once recruited and selected, will leave the
organization only after a short period of time.
5. Meet the organizations legal and social obligations regarding the composition of its work
force.
6. Begin identifying and preparing potential job applicants who will be appropriate candidates.
7. Increase organizational and individual effectiveness in the short term and long term.
8. Evaluate the effectiveness of various recruiting techniques and sources for all types of job
applicants.
Recruitment is a positive function in which publicity is given to the jobs available in the
organization and interested candidates are encouraged to submit applications for the purpose of
selection. Recruitment represents the first contact that a company makes with potential
employees. It is through recruitment that many individuals will come to know a company, and
eventually decided whether they wish to work for it. A well-planned and well-managed
recruiting effort will result in high quality applicants, whereas, a haphazard and piecemeal efforts
will result in mediocre ones.
Page 29 of 81
RECRUITMENT PROCESS
Recruitment refers to the process of identifying and attracting job seekers so as to build a pool of
qualified job applicants. The process comprises five interrelated stages, via,
1. Planning.
2. Strategy development.
3. Searching.
4. Screening.
5. Evaluation and control.
The ideal recruitment programme is the one that attracts a relatively larger number of qualified
applicants who will survive the screening process and accept positions with the organization,
when offered. Recruitment programmers can miss the ideal in many ways i.e. by failing to attract
an adequate applicant pool, by under/over selling the organization or by inadequate screening
applicants before they enter the selection process. Thus, to approach the ideal, individuals
responsible for the recruitment process must know how many and what types of employees are
needed, where and how to look for the individuals with the appropriate qualifications and
interests, what inducement to use for various types of applicants groups, how to distinguish
applicants who are qualified from those who have a reasonable chance of success and how to
evaluate their work.
Page 30 of 81
Figure :- 5
Sources of Recruitment
SOURCES OF MANAGERIAL RECRUITMENT
1. Promotion 1. Campus Recruitment
2. Transfers 2. Press Advertisement
3.Internal Notification 3. Management consultancy services
(Advertisements) & Private employment exchange
4. Retirement 4. Deputation of personnel from
One enterprise to another.
5.Recall former employees 5. Management Training Schemes.
INTERNAL SOURCES
EXTERNAL SOURCES
Page 31 of 81
The sources of recruitment can be broadly categorized into internal and
external sources-
(I) Internal Recruitment – Internal recruitment seeks applicants for positions from within the company.
The various internal sources include:
Promotions and Transfers –
Promotion is an effective means using job posting and personnel records. Job posting requires
notifying vacant positions by posting notices, circulating publications or announcing at staff
meetings and inviting employees to apply. Personnel records help discover employees who are
doing jobs below their educational qualifications or skill levels. Promotions has many
advantages like it is good public relations, builds morale, encourages competent individuals who
are ambitious, improves the probability of good selection since information on the individual’s
performance is readily available, is cheaper than going outside to recruit, those chosen internally
are familiar with the organization thus reducing the orientation time and energy and also acts as a
training device for developing middle-level and top-level managers. However, promotions
restrict the field of selection preventing fresh blood & ideas from entering the organization. It
also leads to inbreeding in the organization. Transfers are also important in providing employees
with a broad-based view of the organization, necessary for future promotions.
Employee referrals-
Employees can develop good prospects for their families and friends by acquainting them with
the advantages of a job with the company, furnishing them with introduction and encouraging
them to apply. This is a very effective means as many qualified people can be reached at a very
low cost to the company. The other advantages are that the employees would bring only those
referrals that they feel would be able to fit in the organization based on their own experience.
The organization can be assured of the reliability and the character of the referrals. In this way,
the organization can also fulfill social obligations and create goodwill.
Page 32 of 81
Former Employees-
These include retired employees who are willing to work on a part-time basis, individuals who
left work and are willing to come back for higher compensations. Even retrenched employees are
taken up once again. The advantage here is that the people are already known to the organization
and there is no need to find out there past performance and character. Also, there is no need of an
orientation programme for them, since they are familiar with the organization.
Retirements: -
At times, management may not find suitable candidates in place of the one who had retired, after
meritorious service. Under the circumstances, management may decide to call retired managers
with new extension.
(II) External Recruitment – External recruitment seeks applicants for positions from
sources outside the company. They have outnumbered the internal methods. The various external
sources include:
Professional or Trade Associations: -
Many associations provide placement service to its members. It consists of compiling job
seeker’s lists and providing access to members during regional or national conventions. Also, the
publications of these associations carry classified advertisements from employers interested in
recruiting their members. These are particularly useful for attracting highly educated,
experienced or skilled personnel. Also, the recruiters can zero on in specific job seekers,
especially for hard-to-fill technical posts.
Advertisements: -
It is a popular method of seeking recruits, as many recruiters prefer advertisements because of
their wide reach. Want ads describe the job benefits, identify the employer and tell those
interested how to apply. Newspaper is the most common medium but for highly specialized
recruits, advertisements may be placed in professional or business journals. Advertisements must
contain proper information like the job content, working conditions, location of job,
compensation including fringe benefits, job specifications, growth aspects, etc. The
advertisement has to sell the idea that the company and job are perfect for the candidate.
Recruitment advertisements can also serve as corporate advertisements to build company’ image.
It also cost effective.
Page 33 of 81
Employment Exchanges: -
Employment Exchanges have been set up all over the country in deference to the provision of the
Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959. The Act applies to
all industrial establishments having 25 workers or more each. The Act requires all the industrial
establishments to notify the vacancies before they are filled. The major functions of the
exchanges are to increase the pool of possible applicants and to do the preliminary screening.
Thus, employment exchanges act as a link between the employers and the prospective
employees. These offices are particularly useful to in recruiting blue-collar, white collar and
technical workers.
Campus Recruitments: -
Colleges, universities, research laboratories, sports fields and institutes are fertile ground for
recruiters, particularly the institutes. Campus Recruitment is going global with companies like
HCL, HLL, Citibank, HCL-HP, and ANZ Grind lays, L&T, Motorola and Reliance looking for
global markets. Some companies recruit a given number of candidates from these institutes every
year. Campus recruitment is so much sought after that each college; university department or
institute will have a placement officer to handle recruitment functions. However, it is often an
expensive process, even if recruiting process produces job offers and acceptances eventually. A
majority leaves the organization within the first five years of their employment. Yet, it is a major
source of recruitment for prestigious companies.
Walk-ins
The most common and least expensive approach for candidates is direct applications, in which
job seekers submit unsolicited application letters or resumes. Direct applications can also provide
a pool of potential employees to meet future needs. From employees’ viewpoint, walk-ins are
preferable as they are free from the hassles associated with other methods of recruitment. While
direct applications are particularly effective in filling entry-level and unskilled vacancies, some
organizations compile pools of potential employees from direct applications for skilled positions.
Write-ins are those who send written enquiries. These jobseekers are asked to complete
application forms for further processing. Talk meeting the recruiter (on an appropriated date) for
detailed talks. No application is required to be submitted to the recruiter.
Page 34 of 81
Contractors: -
They are used to recruit casual workers. The names of the workers are not entered in the
company records and, to this extent; difficulties experienced in maintaining permanent workers
are avoided.
Consultants: -
They are in the profession for recruiting and selecting managerial and executive personnel. They
are useful as they have nationwide contacts and lend professionalism to the hiring process. They
also keep prospective employer and employee anonymous. However, the cost can be a deterrent
factor.
Page 35 of 81
SELECTION
Selection is defined as the process of differentiating between applicants in order to identify
(and hire) those with a greater likelihood of success in a job.
Selection is basically picking an applicant from (a pool of applicants) who has the appropriate
qualification and competency to do the job. The difference between recruitment and selection:
Recruitment is identifying n encouraging prospective employees to apply for a job.
And Selection is selecting the right candidate from the pool of applicants.
SELECTION PROCESS:
Selection is a long process, commencing from the preliminary interview of the applicants and
ending with the contract of employment.
Selection is different from Recruitment:
1.) Recruitment is the process of searching for prospective candidates and motivating them to
apply for job in the organization. Whereas, selection is a process of choosing most suitable
candidates out of those, who are interested and also qualified for job.
2.) In the recruitment process, vacancies available are finalized, publicity is given to them and
applications are collected from interested candidates. In the selection process, available
applications are scrutinized. Tests, interview and medical examination are conducted in order to
select most suitable candidates.
Page 36 of 81
3.) In recruitment the purpose is to attract maximum numbers of suitable and interested
candidates through applications. In selection process the purpose is that the best candidate out of
those qualified and interested in the appointment.
4.) Recruitment is prior to selection. It creates proper base for actual selection. Selection is next
to recruitment. It is out of candidates’ available/interested.
5.) Recruitment is the positive function in which interested candidates are encouraged to submit
application. Selection is a negative function in which unsuitable candidates are eliminated and
the best one is selected.
6.) Recruitment is the short process. In recruitment publicity is given to vacancies and
applications are collected from different sources Selection is a lengthy process. It involves
scrutiny of applications, giving tests, arranging interviews and medical examination.
7.) In recruitment services of expert are not required whereas in selection, services of expert are
required.
8.) Recruitment is not costly. Expenditure is required mainly for advertising the posts. Selection
is a costly activity, as expenditure is needed for testing candidates and conduct of interviews.
Page 37 of 81
CHAPTER: 5
Page 38 of 81
RECRUITMENT & SELECTION PROCESS IN HCL INFOSYSTEMS LTD.
Figure 6
Steps of Recruitment:
If a candidate passed in all these 3 rounds, offer is made to selected candidate and certain
formalities are completed by the candidate which include filling document like declaration,
application blank, pre interview form, background verification form. A date of joining is given to
the candidate on whom they have to bring all of their original documents for verification. On the
date of joining, verification of all the original documents is done & submission of photocopies is
carried out.
After completing the documentation formalities next stage by which candidate have to go
through its medical checkup. After joining formalities are completed a date of induction is given
to the candidate.
Telephonic Round
Initial RoundOperations
Round
Interview Rounds
NEW SITES
(BD)
OLD SITES
(Operation)
VACANCY
UNDERSTAND THE JOB DESCRIPTION FOR THE
POSITION
CV COLLECTION
(CV DATABANK / DIFFERENT SOURCE)
CV VALIDATION, SHORTLISTING AND INTERVIEW - CALL TO CANDIDATE
THROUGH PHONETHROUGH REFERENCES
HR ROUND
HR ROUND
CANDIDATE RATING SHEET
TEST
NO
YES
NO
YES
NO
YES
TECHNICAL
INTERVIEW
GM-HR INTERVIEW / DOCUMENT
VERIFICATION
OFFER LETTER
JOINING AND INDUCTION
NO
YES
YES
NO
NO
YES
RECEPTIONIST
TECHNICAL HEAD
GM HR
Page 39 of 81
Figure 7
Sources of Recruitment in HCL Info systems:
Page 40 of 81
In HCL, the HR department gets the description of the vacancy either through the E-mail or
through the telephonic call.
As soon as the HR receives the initial intimation of vacancy, the HR sends the Manpower
Requisition Form, which needs to be filled by the concerned person to explain the details about
the position. This form gives the whole description related to position such as job description,
salary details, desired qualification, experience etc.
HR Department finds the candidates according to the Job description provided in Manpower
Requisition Form. Through the various sources as follows:
E – RECRUITMENT
CONSULTANTS
EMPLOYEE REFERRALS
INTERNAL JOB POSTING
INTERNAL ADVERTISEMENT
WALK – IN
Then CV’s short listing process starts by the HR Department. After this process, the short listed
candidates are contacted by:
Telephone call
Email Intimation
References.
They are given the date, time and venue for the interview and need to carry a hard copy of the
resumes.
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1st Round- Initial Screening by HR
The 1st round of the interview is taken to judge the candidate’s personal back round, total
experience; take home salary, knowledge about related field, Job profile etc. If the interviewer
founds that a candidate is suitable for the post then the candidate is send for the next round.
Second Round- Technical
If the candidate is from operations then he has to give the technical round for checking his
technical qualification. If he clears the technical round then he will send for next round.
Third round- GM / HR Round
General Manager HR manager of the HCL takes GM/ HR round, which is the final and deciding
round for the candidate.
External Recruitment:
For the posts of technicians, engineers, floor managers etc, it looks out for external sources,
which include. Institutions: Like B Schools, colleges, Management Institutes, etc.
Websites: www.timesjob.com
www.naukri.com
CAMPUS:
Campus recruitment is so much sought after that each college; university department or institute
will have a placement officer to handle recruitment functions. However, it is often an expensive
process, even if recruiting process produces job offers and acceptances eventually. A majority
leaves the organization within the first five years of their employment. Yet, it is a major source
of recruitment for prestigious companies.
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HCL is the company of choice for campus recruitment programs in most major engineering
institutes such as IITs, RECs etc. and at premier management institutes such as the IIMs.
Management Institutes:
Campus hiring at management institutes typically starts in December and continues through
March. We hire management graduates from all disciplines, with or without prior work
experience in software or other fields. All applications are pre-screened based on academic
credentials. Short-listed candidates are usually invited for an interview as part of the selection
process.
ADVERTISEMENTS: -
It is a popular method of seeking recruits, as many recruiters prefer advertisements because of
their wide reach.
HCL advertises in:
NEWS PAPERS:
Times of India
the economic times
Indian express
Hindustan times
the financial express
Employment papers
Page 43 of 81
MAGAZINES:
Business world
Business Today
Business journals
IT magazines
Computer and technical journals
WEB:
www.hcl.com
www.timesjob.com
www.naukri.com
Advertisements contain proper information like the job content, working conditions, location of
job, compensation including fringe benefits, job specifications, growth aspects, etc. The
advertisement sells the idea that the company and job are perfect for the candidate.
Page 44 of 81
CHAPTER: 6
Page 45 of 81
RESEARCH METHODOLGY
Research
The study of research method provides us with the knowledge and skills needed to solve
the problem and meet the challenges of the fact-based decision. Marketing environment we
define as Business Research as a systematic enquiry whose objective is to provide information to
solve managerial problem. Business Research produces information to reduce uncertainty. It
helps focus decision-making. In a number of situations business researchers know exactly what
their business problems are and design studies to test specific hypothesis. Because of the variety
of research activity, it will be helpful to categorize the type of business research. Business
research can be classified on the basis of either technique or function. Methodology is an
essential aspect of any project or research. It enables researchers look at the problem in a
systemic, meaningful and orderly way. Methodology comprises the source of data, selection of
data, various designs and techniques used for analyzing the data.
Research Design
A research design is a master plan specifying the methods and procedures for collecting
and analyzing the needed information. It is a framework or blueprint that plans the action for the
research project. The objectives of the study determined during the early stages of the research
are included in the design to ensure that the information collected is appropriate for solving the
problem. The research investigator must also specify the sources of information, the research
method or technique, the sample methodology, and the schedule and cost of the research.
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PHASES OF RESEARCH PROCESS
The different stages are:
1. Defining the problem
2. Planning a research design
3. Planning a sample
4. Collecting data
5. Analyzing the data
6. Formulating the conclusions and preparing the data
Figure 7: Phases of the Research Process
↓
↓
↓
↓
↓
Defining the Problem
Processing and Analyzing the Data
Formulating Conclusions and
Preparing the Report
Gathering the Data
Planning a Sample
Planning a Research Design
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Type Of Research
Descriptive Research -
Descriptive study is a fact-finding investigation with adequate interpretation. It is the
simplest type of research. It is more specific than an explanatory study, as it has focus on
particular aspect of the problem studied. It is designed to get descriptive information and provide
information for formulating more sophisticated studies. Using one or more appropriate method,
observation and questionnaire collects data. The major purpose of descriptive research, as the
term implies, is to describe characteristics of a population or phenomenon. Descriptive research
often helps segment and target markets. Accuracy is of paramount importance in descriptive
research; still errors cannot be completely eliminated. Descriptive studies are based on some
previous understandings of the nature of the research problem.
Sample Design
Sample Unit
The sampling unit for project is employees at HCL INFOSYSTEM, NOIDA
Sample Size:
Sample size is 50, which includes the member of Human Resources, Recruitment as well
as selection panel. The sampling size includes male and female of a company at different age
group and different hierarchy level. The sampling size was restricted to 50 because of the
member constrain. Here, convenient sampling technique has been adopted for collecting the
primary data.
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SAMPLING TECHNIQUE:
CONVENIENCE SAMPLING – It attempts to obtain a sample of convenient elements.
The selection of sampling units is left primarily to the interviewer. Often, respondents are
selected because they happen to be in the right place at the right time. Convenience sampling is
the least expensive and least time consuming.
Data Collection
I.Sources
Primary Data –
Primary data is the first hand information that the researcher collects. It helps in
collecting useful and most accurate information that is needed for the researcher to do his work.
The primary data are collected through survey method. Survey method is undertaken to find the
selection procedure. A survey was conducted among the member of HCL Info system HR
department of NOIDA (SECTOR 11) by the aid of well-structured questionnaire. The population
for the study consists of people who are the member of recruitment panel of HCL Info system.
Secondary Data –
Secondary Data, or historical data, are data previously collected and assembled for some
project other than the one at hand. This data can be found inside the company, on the Internet, in
the library, or they can be purchased from firms that specialize in providing information, such as
economic forecasts, that is useful to organization. Secondary data can almost always be gathered
faster and more inexpensively than primary data.
Secondary Data: secondary data was collected from the following sources:
a. Websites
b. Newspapers
c. Project Materials
d. Books.
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Statistical Tools: -
For analyzing the data, statistical tables and percentage were used.
LIMITATIONS
The study was restricted to only those people, which are related to Human Resources of
HCL Info system.
The study was confined within only HCL Info system.
The sample size was limited so the results obtained from the study may not be
generalized for all the Human Resources Department.
The time period of the study was not sufficient to measure effectiveness of Recruitment
and Selection procedure.
Many of the respondents may not have given the correct information due to personal bias.
Page 50 of 81
CHAPTER: 7
Page 51 of 81
DATA ANALYSIS AND INTERPRETATION
Ques: 1 The job requirements (e.g.: specific tasks, activities) in your organization are
clearly defined.
Table 1
Highly Agree 30
Agree 12
Neither Agree nor Disagree 5
Disagree 2
Strongly Disagree 1
Analysis : Employees in the organization highly agree that the job requirements are clearly
defined.
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Ques: 2 The applicant requirements (e.g.: knowledge, skills and Abilities) are clearly spell out.
Table 2
Highly Agree 14
Agree 23
Neither Agree nor Disagree 10
Disagree 2
Strongly Disagree 1
Analysis: The data represents that maximum of the employees in the organization agree that KSA
are clearly spell out.
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Ques: 3 My organization provides accurate and up-to-date Job description to the applicants
prior to the interview.
Table 3
Highly Agree 19
Agree 20
Neither Agree nor Disagree 5
Disagree 4
Strongly Disagree 2
Analysis: the data represents that the employees agrees that the organization provides accurate and
up-to-date job description to the applicants prior to the interview.
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Ques: 4 My organization makes the candidate fill the detail sheet accurately.
Table 4
Highly Agree 23
Agree 13
Neither Agree nor Disagree 7
Disagree 6
Strongly Disagree 1
Analysis: The data represents that the employees highly agrees, that the candidates are made to fill
the form Correctly.
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Ques: 5 Job descriptions contain realistic details.
Table 5
Analysis: The data represents that the employees agree on the statement that JD’s are realistic.
Highly Agree 15
Agree 14
Neither Agree nor Disagree 11
Disagree 7
Strongly Disagree 3
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Ques : 6 In my organization recruitment strategies are well defined to the recruitment panel.
Table 6
Highly Agree 5
Agree 25
Neither Agree nor Disagree 16
Disagree 3
Strongly Disagree 0
Analysis: The data represents that the recruitment panel agrees, that they are well known about the
recruitment strategies,.
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Ques: 7 The recruitment panel furnishes candidates with realistic and accurate information.
Table 7
Highly Agree 9
Agree 18
Neither Agree nor Disagree 17
Disagree 5
Strongly Disagree 1
Analysis: The employees in the organization agree that the candidates get an accurate and real
information from the recruitment panel.
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Ques : 8 The screening procedure is firm and fair.
Table 8
Highly Agree 14
Agree 20
Neither Agree nor Disagree 10
Disagree 3
Strongly Disagree 3
Analysis: The graph represents that the employees agree that the screening procedure is firm and
fair.
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Ques: 9 The curriculum vitae of the applicants are properly reviewed.
Table 9
Highly Agree 15
Agree 21
Neither Agree nor Disagree 6
Disagree 3
Strongly Disagree 5
Analysis : The data represents that the maximum employees agree that the CV’s are properly
reviewed
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Ques: 10 Interviewer follows structured interview format.
Table 10
Highly Agree 9
Agree 21
Neither Agree nor Disagree 9
Disagree 5
Strongly Disagree 6
Analysis: The data represents that the employees agree that the interviewer follows structured format
for interviewing.
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Ques : 11 Same set of questions are asked to the concerned candidates.
Table 11
Highly Agree 10
Agree 18
Neither Agree nor Disagree 11
Disagree 8
Strongly Disagree 3
Analysis : The data represents that the maximum of the employees agrees that he same set of
questions are asked to all the concerned candidates
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Ques: 12 the assessment criteria related to the job are accurate.
Table 12
Highly Agree 10
Agree 20
Neither Agree nor Disagree 7
Disagree 8
Strongly Disagree 5
Analysis : The employees agree that the assessment criteria is accurate
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Ques: 13 The candidates are given their feedback firmly.
Table 13
Highly Agree 12
Agree 18
Neither Agree nor Disagree 12
Disagree 6
Strongly Disagree 2
Analysis: The employees agrees that the feedback given to the candidate is very firm
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Ques : 14 The front line workers or team workers are included in the recruitment panel.
Table 14
Highly Agree 13
Agree 15
Neither Agree nor Disagree 13
Disagree 4
Strongly Disagree 5
Analysis : The data represents that the team workers are included in the recruitment panel.
Page 65 of 81
CHAPTER: 8
Page 66 of 81
Conclusion
The human element of organization is the most crucial asset of an organization. Taking a
closer perspective -it is the very quality of this asset that sets an organization apart from the
others, the very element that brings the organization’s vision into fruition.
Thus, one can grasp the strategic implications that the manpower of an organization has in
shaping the fortunes of an organization. This is where the complementary roles of Recruitment
and Selection come in. The role of these aspects in the contemporary organization is a subject on
which the experts have pondered, deliberated and studied, considering the vital role that they
obviously play. The essence of recruitment can be summed up as ‘the philosophy of attracting as
many applicants as possible for given jobs’. The face value of this definition is what guided
recruitment activities in the past. These days, however, the emphasis is on aligning the
organization’s objectives with that of the individual’s. By making this a priority, an organization
safeguards its interests and standing. After all, a satisfied workforce is a stable workforce, which
also ensures that an organization has credible and reliable performance.
The end result of the recruitment process is essentially a pool of applicants. The research
has given the result that the employees in the organization have a full knowledge about the
recruitment and selection procedure and therefore we can say that the recruitment and selection
procedure is effective at HCL INFO SYSTEMS. In the end, this project endeavors to present a
comprehensive picture of Recruitment and Selection and hopes to enable the reader to appreciate
the various intricacies involved.
Page 67 of 81
CHAPTER:9
Page 68 of 81
Findings
Here are some conclusions drawn from the graphical presentation.
Most of the employees are satisfied with the recruitment and selection process
initiated by the company.
Most of the employees are satisfied with the Induction process they receive in the
company.
Most of the employees’ think that their training needs are well aligned with their
job profile.
Employees feel that the Induction programs are carefully designed and
appropriately match with the expectation of the new joinee.
Employees are happy with the Recruitment evaluation rounds adopted by the
company.
Still some employees feel that the time taken to complete the interview process is
more and should be reduced.
Page 69 of 81
CHAPTER: 10
Page 70 of 81
RECOMMENDATIONS AND SUGGESTIONS
Although employees at HCL, Ltd are quite satisfied with the recruitment and selection
process held at the company but according to the project, the company should work in the
following areas for making their Recruitment and Selection more effective.
HCL Info systems Ltd. should recruit more technical and qualified candidates for
their required job.
More emphasis should be laid on the practical aspects of recruitment and
selection.
Recruitment and selection process should be fair without any personal biases.
Employee reference scheme can be effectively used as a means in recruitment and
selection.
Psychometric test and competency mapping can be effectively used.
Needs of the employer:
To get maximum returns from each employees, recover training & development costs,
minimize cost in terms of time in training new workforce ensure that adequate number of
people are there to carry on the process (proper manpower planning)
Needs of the employee:
Enriched job profile, better carrier path, challenging work environment, future prospects of
the job.
Page 71 of 81
BIBLOGRAPHY
WEB RESOURCES
www.hclinfosystem.com
www.hclinfinet.in
www.hcl.in/history-milestones.asp
www.hcl.in/about-hcl.asp
www.hclinfosystems.in/lan_company_page.htm
www.hclinfosystems.in/lan_product_page.htm
www.articlesnatch.com
www.academon.com/essay-the-Recuritment-Process/4454
BOOKS
ASHWATHAPPA. Human Resources Management
Jyothi, P & D.N Venkatsh. (2006) .HRM .New Delhi: Oxford University press.
Page 72 of 81
ANNEXURE
Questionnaire
Dear respondents,
The following questionnaire asks about recruitment process followed in the organization.
I would request you to kindly spare a few minutes to fill up this questionnaire. The information
furnished shall be used for academic purpose only.
Designation _____________________________________________________
Please furnish the following Information: -
Age Group: 20-25____ 25-30____ 30-35___ 35-40____ 40 and above. ____
Gender: M ____ F _____
a) Are you aware about the recruitment system of your organization? If yes then go to (b)
Yes ____ NO___.
Page 73 of 81
b) Please tick the following statement as per the scale of rating given below:
1= Highly Agree, 2= Agree, 3 = Neither Agree nor Disagree, 4 = Disagree 5 = Highly Disagree
SL
NO:
Statements 1 2 3 4 5
1 The job requirements (e.g.: specific tasks,
Activities) in your organization are clearly defined.
2 The applicant requirements (e.g.: knowledge, skills and
Abilities) are clearly spell out.
3 My organization provides accurate and up-to-date
Job description to the applicants prior to the interview.
4 My organization makes the candidate fill the detail
Sheet accurately.
5 Job description contains realistic details.
6 In my organization recruitment strategies are well defined to
The recruitment panel.
7 The recruitment panel furnishes candidates with realistic
And accurate information.
8 The screening procedure is firm and fair.
9 The curriculum vitae of the applicants are properly reviewed.
Page 74 of 81
10 Interviewer follows structured interview format.
11 Same set of questions is asked to the concerned candidates.
12 The assessment criteria related to the job is accurate.
13 The candidates are given their feedback firmly
14 The front line workers or team workers are included in the
recruitment panel.
15 The execution of reference check is done by the HR department
Page 75 of 81
WORK IN H.C.L
During my summer training, as I have been placed in Recruitment cell so the things or work that
I have done or learned:
Sourcing the Portals
Searching the candidates according to the job requirements
How to talk with candidates at phone
While communicating we ask about their CTC, little about their educational
background & check their communication skills
Also checking the interest area of candidate
Certain job profiles on which I have done work are as follows:
POP Customer Engineer
VPN Support. (3rd party payroll)
Procurement team leader (Commercial Department)
Billing Department (senior executive)
Commercial OJT.
Page 76 of 81
Functional KRA’s and Check Points for POP (CE/OJT)
In FM, we basically need to ensure that POPs are managed by CEs , OJTs during the
operational hours and they remain available on mobiles during off hours as well, incase
of any crisis at any of the POP.
(i) POP CE/OJT will come on MSN chat the moment he comes in the office and will remain
in online during the operational timings. This will be monitored by HO FM Manager and
any CE/OJT not doing so, shall be marked as absent for that particular day.
(ii) POP should not be unmanned during decided POP Manning Hrs.
(iii) The POP CE/OJT will ensure that the installed equipment at POP keep working to its full
capacity at all times. He must update HO FM Support Manager incase of any help from
the Head Office.
(iv) POP should be neat & clean always. No dust on N/W rack and on the equipment.
(v) All equipment should have identification tag, Asset ID/barcode number and their
placement should be proper placed in Rack.
(vi) All cable and wiring should be routed properly and clamped properly. Earthling of
Power Equipment / Networking Equipment and MDF should be proper and as per
required norms.
(vii) The equipment like UPS, Generator, AC etc all are under maintenance contracts with
related vendors. POP CE/OJT shall get the problem resolved from the concerned vendor
whenever there is any problem. In case of any major issue, apart from taking desirable
action and informing the local VPN, POP Manager/RCEM, matter must be brought to the
notice of HO FM Manager.
(viii) NOC at HO is responsible for all Network related problems and if any such problem is
observed at any of the POP, must be brought to the notice of the NOC and HO FM
Support Manager for immediate solution.
(ix) POP CE/OJT will also be responsible for looking after all the POP links (Back Bone as
well as the customer links). In case of any Backbone link going down he must log a
complaint with DOT and also inform the concerned C&I person, NOC and HO-FM.
Similarly incase of any problem with the customer link, he must log the complaint with
Page 77 of 81
DOT and also informs to Customer/client about it through phone. The local VPN
Manager and VPN Help Desk must also be informed about it.
(x) POP CE/OJT is also responsible to update calls into IMS and in case call is not logged
then he should get the call lodged into IMS through VPN team.
(xi) POP CE/OJT are also responsible for providing installation and post installation support
as directed by VPN Manager or HO Support Manager. C&I person will also help him in
doing this job. I.e. Between POP OJT and C&I person, if one person goes to field for any
reasons, the other person will man the POP. Under any circumstances, POP shall not be
left unattended during operational hours. C&I person has to own his own function as well
while delivering to this function.
(xii) POP CE/OJT is responsible to send all required reports as per direction from HO FM
Support Manager as being done at present.
(xiii) A Visitor Log should be maintained with proper entries at all the site for recording the
movements of visitors.
(xiv) All bills like Electricity; Telephone should be co-ordinate with departments for on time
receipt and payments with out any penalty.
(xv) Ensure Daily, Weekly and Monthly POP activities should be entertained as per schedule.
(xvi) POP ASSET Register should be updated and maintained correctly.
(xvii) POP OJT is responsible for daily report and monthly at given time and decided format
without fail. (Daily report at 10.30 Am daily and Monthly Report of month completed on
1st day of next month)
(xviii) Sufficient Fuel (diesel/petrol) should be available in DG Set for any emergency at night
(non office hrs.). Keep the record of Fuel consumption on daily basis in register.
(xix) OJT should maintain tie up with local electrician to handle emergency situation. Also
should have tie up with DG vendor for emergency requirement.
(xx) Every POP have stand by AC. Hence AC should be used in cyclic mode (One during day
time and other during night)
(xxi) Check POP DG on daily basis on full load for 5 to 10 minute and working condition of
all equipments like UPS, AC’s etc.
(xxii) NAV should be loaded frequently in POP PC. It should be updated on regular basis.
(xxiii) All links should be monitored through WAN monitor and if links are down then followed
up with DOT/BSNL for making it UP.
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(xxiv) Measure the POP earth resistance on daily basis and watering to earth pit on weekly
basis. Keep proper record of this.
(B) SPECIAL POINTS to be taken care by POP CE/OJT /in charge.
(i) All ISDN PRI, ISDN BRI, E1R2, CC (Microsoft, Lexmark etc), LL and OFC Bills
are paid by HO-Infinet. So photo or scanned copies of these bills should reach to HO
([email protected] & [email protected] ) well in time for releasing their payments.
(ii) Scanned copy of Electricity Bill, Help Desk & Phone Bill should come to HO at least
10 days prior to pay by date for payment. It is necessary to ensure timely payment of
above said services/utilities.
(iii) Original bill for Diesel/Petrol expenses, Security Charges, OJT’s Mobile Exp and
POP cleaning/Up Keep expenses should come to HO FM team for payment
processing.
(iv) Some amount as POP Impress money (advance) is allocated to every POP CE/OJT
for smooth operations.
(v) POP Telephone should be accessible to Security Guard at T2 & T3 POP for non
Manning Hrs. And Security Guard should have local contact number of POP
CE/OJT/ POP I/C and RCEM’s for emergency contact at no manning hrs.
(vi) Security Guard should be trained to “Start DG Set“ during non manning hrs at T2/T3
POP, in case of any power cuts.
(vii) POP OJT and NAT Engg (where no POP CE ) should make their weekly off as POP-
OJT on Saturday and NAT/C&I Engg. On Sunday. It should be fixed and
communicated by POP In-charge.
(viii) POP Telephone, POP PC’s and other POP equipments should not be shared by any
other division.
(ix) POP should be locked and sealed daily after POP Manning hrs, where ever premise is
shared with other division of HCL. One Key should be kept with POP Security or
building owner.
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(x) No material should move out from POP with out approved STN (stock transfer note)
from HO. POP Engineer should keep copy of STN for every transaction (IN/OUT).
Copy of receipt confirmation should be filed along with STN copy for every
movement. Every Movement of Support material to local customer end should be on
valid challange and acknowledgement is must from customer for that material.
(xi) POP OJT has to file the acknowledgement copy of every movement at pop for future
reference.
(xii) Every POP has a challenge book for support material movement (From POP to
Customer End) and POP OJT only is entitled to use challan book with
CE/RC/Manager’s approval. POP OJT is sole owners to avoid misuse of challan
book. Challan Book Should kept under lock and key.
(xiii) POP should maintain Asset movement register in given format for Capex, Support
and Customer material movement. POP should maintain copy of Invoice/STN/challan
for future reference.
(xiv) And Asset Register (Capex , Support & Customer) should be corrected accordingly
after every movement/change.
(xv) Any changes in FM Matrix, should be communicated to HO.
(xvi) Escalation-Matrix/POP FM-Matrix and important contact number like vendor, BSNL,
DOT, Electricity Board should be available to POP. Contact list of POP team
including C&I and Field team should be pasted at every POP.
(xvii) POP OJT has to ensure the preventive maintenance of all Power Equipments as per
their AMC norms. Take the PM report from vendor and file it properly. Back up
available and redundancy checked should be clearly mentioned in every PM slip.
Also ensure monthly PM of POP Electric Control Panel.
(xviii) Fire Extinguisher should be refilled before its expiry.
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Desired Eligibility or criteria for team leader, procurement department & on
this basis we have to call the candidates.
1. To follow up with NSE members for collection of renewal orders and payments as
per assigned target for the month.
2. To review the collection status with entire NSE team based on the target given &
resolves the issues, if any. To resolve all discrepancy cases relating to NSE for all
regions. To follow up with accounts depts. for processing the refund/adjustment
cases for NSE members. To resolve any query raised by NSE members.
3. To follow up with BSNL / MTNL for leased line procurement, bill payments & other
media procurement related issues. To coordinate with internal project team and
ensure timely execution of orders.
4. To coordinate with billing team to resolve any billing related issues of BSNL/MTNL.
5. To make cold calls and generate the business leads. To ensure that minimum orders
of Rs 5 lacs are booked every month (Quarterly 15 lacs).
6. To ensure that all reports (related to NSE, media procurement & business) are
updated on daily basis & sent to concerned teams.
7. To coordinate the activities within the team and send a summary report everyday.
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Eligibility –
- Person should be graduate (commerce graduate to be preferred)
- Minimum 3-4 years of experience of handling the team of 10-15 persons
- Good communications skills and customer handling. Should be a team player.
- Good knowledge of MS Word, Excel, Power Point and Outlook. Some experience of
working in SAP will be preferred.
And once candidate is finally selected, I have to called them and told them about the documents
which they have to submit before joining in the organization.
Documents for joining: -
1. Recent Passport size colored photograph
2. Educational certificate/professional certificate
3. Release letter/resignation letter from previous employer
4. Last drawn pay slip
5. Appointment letter/experience certificate of all previous employers
6. Identity proof.
8. Residence Proof.
9. Medical Certificate.
10. Postcard photos.