A STUDY ON HR MANAGEMENT RECRUITMENT AND

SELECTION PROCESS

A Project Report
submitted in partial fulfillment of the requirements for
the award of the degree of Master of Business Administration

Submitted by
Muthu kumar.S
17MBA 0109

Internship
at
HCL Technologies(TSS)

UNDER THE GUIDANCE OF

Dr.R.R.Raja Mohan
Associate Professor

July 2018

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 CERTIFICATE

This is to certify institutional training report submitted by Muthu kumar.S

(17MBA0109) to VIT Business School, VIT University, Vellore in partial fulfilment of

the requirements for the degree of Master of Business Administration is a bonafide

record of work carried out by her under my supervision. The contents of this report, in

full or parts have not been submitted in any form to any other institute or university for

the award of any degree or diploma.

Faculty Guide Programme Chair

Internship Co-ordinator

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 Examiner 1 Examiner 2

DECLARATION

I, Muthu kumar (17MBA0109), a Bonafide student of VIT Business School, VIT

University, Vellore, hereby declare that the Institutional Training Report submitted in
partial fulfilment of the requirements for the Degree of Master of Business Administration
of the VIT University, is my original work.

Date:

Place: Vellore

Muthu kumar.S

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CHAPTER CONTENT PAGE

01 ABSTRACT

02 INTRODUCTION

03 INDUSTRY PROFILE

04 COMPANY PROFILE

05 ORGANIZATION STRUCTURE

06 SUGGESTIONS

07 CONCLUSION

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ABSTRACT
LEARNING EXPERIENCE OF THE NOVICE

The aim of the training program is to get maximum possible information from the
company. The novice had undergone the training for four weeks and visited various
functional departments and came to know the functions performed by all the
departments.

As an intern, I realized that I was successful to gather a lot of significant learning

experiences which would be helpful in my future career. The HR department of HCL
offered me an ample space and opportunities, not only to learn but also to exhibit my
skills as a HR team member. I was actively involved in the department meetings where I
shared my knowledge and views regarding the performance in HRD of HCL TSS Pvt., Ltd.

I successfully completed all the assigned duties and handed over by them to the
senior supervisor at the end of the internship. I thoroughly enjoyed the challenges that
came along every single day. These lessons that I have learned will be a valuable one for
my future endeavours as well.

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INTRODUTION

6|Page
 INTRODUCTION

Theoretical knowledge shines only in the light of practical knowledge .so

experience is the knowledge. Mere theoretical knowledge will not help to serve in the
business world .So in order to tune according to the changing world scenario, one has to
know about the practical business policies. For that purpose, institutional training for
growth, knowledge and skills were provided. Through institutional training industry can
know about the novice’s specialized area and novice also on the other hand will be able to
identify specialized area. Novice can enhance skill, knowledge, and abilities on that area,
likewise institutional training programme paves a carrier path to the students.

All organization engage to execute certain activities in order to achieve their

goals and objectives .It has been emphasized again and again that, irrespective of the
nature of these goals and objectives, organization must have competent employees to
perform the task to accomplish them. Although well –thought out strategies and efficient
human resource planning recruitment ad selection initially provide an organization with
the required employees, additional training is normally necessary to provide them with
job specific skills which enable them to survive overtime.

Training is the systematic process of altering the behaviour, knowledge and

motivation of employees in a direction to increase organizational goal achievement.

Training may be defined as a planned programme designed to improve

performance and to bring about measurable changes in knowledge, skills, attitude and
social behaviour of employees for doing a particular job.

Importance of the training

Training is important and needed one to each and every management students
.Any training helps to require new knowledge ,skills ,ability, experience ,minute actives
about business, ability to facing competition ,sales and marketing strategies and other
important activities, earing profits ,secure of business secrets ,the method of customer &
customer approaches etc.

The training facilitates to know about the new production method in the
production activities, new techniques in sale & marketing, way of attracting the

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 customers easily, cheaper cost in mass production and how to reduce the overhead cost
by the novice .This training is an important one for them as a part of the curriculum.

Objectives of the Training

 To acquire knowledge about HCL COMPANY ;

 To gain more knowledge about human resource ;
 To discern the process clearly through observation ;
 To identify the usage of service methods ; and
 To observe various functional departments in the company.

Limitations of the Training

Through this training the novice has faced some limitations too.

They are mentioned as below:

 The interns training period was allocated for only 4 weeks and thus, the intern could not
collect much information in this short period.
 Financial secrets are not fully disclosed by the company
 Since it is a centralized organization it is very difficult to collect the information.

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INDUSTRY
PROFILE

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 INFORMATION TECHNOLOGY INDUSTRY

Information Technology is the application of computers and telecommunications

equipment to store, retrieve, transmit and manipulate data, often in the context of a
business or other enterprise. The term is commonly used as a synonym for computers
and computer networks, but it also encompasses other information distribution
technologies such as television and telephones. Several industries are associated with
information technology, suchas computer.

Hardware, software, electronics, semiconductors, internet, andtelecom equipment E-

commerce and computer services

The Information technology industry in India has gained a brand identity as

a knowledge economy due to its IT and ITES sector. The IT–ITES industry has two major
components: IT Services and business process outsourcing (BPO). The growth in
the service sector in India has been led by the IT–ITES sector, contributing substantially
to increase in GDP, employment, and exports. The major cities that account for about
nearly 90% of this sectors exports Export dominate the IT–ITES industry, and constitute
about 77% of the total industry revenue. Though the IT–ITES sector is export driven, the
domestic market is also significant with a robust revenue growth.

BIG FIVE IT SERVICES COMPANY

 TCS –MUMBAI
 COGNIZANT TECHNOLOGY SOLUTION –CHENNAI
 WIPRO –BANGALORE
 INFOSYS – BANGALORE
 HCL TECHNOLOGIES – NOIDA

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 HISTORY

THE INITIAL YEAR developed the first indigenous micro-computer at the same
time as Apple and 3 years before IBM's PC – in 1978. This micro-computer virtually gave
birth to the Indian computer industry. HCL'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.THE GROWTH PHASE Along with the swiftly growing software technology
industry, HCL, which was hitherto known as the pioneer in modern computing made the
advent into software development.HCL's R&D was spun off as HCL Technologies in 1997
to mark their advent into the software services arena. THE WORLD PHASE 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 31 countries and across 505 points of presence in India.

INDIA ‘S IT MARKET SIZE

India’s technology and BPM sector (including hardware) is likely to generate

revenues of US$ 160 billion during FY16 compared to US$ 146.5 billion in FY15, implying
a growth rate of 9.2 per cent. The contribution of the IT sector to India’s GDP rose to
approximately 9.5 per cent in FY15 from 1.2 per cent in FY98TCS is the market leader,
accounting for about 10.4 per cent of India’s total IT &ITeS sector revenue in FY16 The
top five IT firms contribute over 25 per cent to the total industry revenue, indicating the
market is fairly competitive

The Indian IT sector is expected to grow at a rate of 12-14 per cent for
FY2016-17 in constant currency terms. The sector is also expected triple its current
annual revenue to reach US$ 350 billion by FY 2025#.Employees from 12 Indian start-
ups, such as Flip kart, Snap deal, Makemytrip, Naukri, Ola, and others, have gone on to
form 700 start-ups on their own, thus expanding the Indian start-up ecosystem.! India
ranks third among global start-up ecosystems with more than 4,200 start-ups##.Total
spending on IT by banking and security firms in India is expected to grow 8.6 per cent
year-on-year to US$ 7.8 billion by 2017.!! .India’s internet economy is expected to touch

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Rs 10 trillion (US$ 146.72 billion) by 2018, accounting for 5 per cent of the country’s
GDP.

The public cloud services market in India is slated to grow 35.9 per cent to reach
US$ 1.3 billion according to IT consultancy, Gartner. Increased penetration of internet
(including in rural areas) and rapid emergence of e-commerce are the main drivers for
continued growth of data centre co-location and hosting market in India. The Indian
Healthcare Information Technology (IT) market is valued at US$ 1 billion currently and is
expected to grow 1.5 times by 2020^^. India's business to business (B2B) e-commerce
market is expected to reach US$ 700 billion by 2020 whereas the business to consumer
(B2C) e-commerce market is expected to reach US$ 102 billion by 2020^^^.
Cross-border online shopping by Indians is expected to increase 85 per cent in 2017,
and total online spending is projected to rise 31 per cent to Rs 8.75 lakh core (US$ 128
billion) by 2018.

Post the government’s announcement of demonetization of specific currency

denominations, digital payment platforms such as Paytm, MobiKwik, Oxigen witnessed a
sharp spike in user transactions, app downloads and merchant enquiries, thereby
indicating a greater demand towards digital payments by consumers. India ranks among
the top five countries in terms of digitalization maturity as per Accenture’s Platform
Readiness Index, and is expected to be among the top countries with the opportunity to
grow and scale up digital platforms by 2020.1

INVESTMENT/ DEVELOPMENT
Indian IT's core competencies and strengths have attracted significant
investments from major countries. The computer software and hardware sector in India
attracted cumulative Foreign Direct Investment (FDI) inflows worth US$ 22.83 billion
between April 2000 and December 2016, according to data released by the Department
of Industrial Policy and Promotion (DIPP).

Leading Indian IT firms like Infosys, Wipro, TCS and Tech Mahindra, are
diversifying their offerings and showcasing leading ideas in block chain, artificial

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 intelligence to clients using innovation hubs, research and development centers, in order
to create differentiated offerings.

Major Developments in the Indian IT Sector

 Bangalore-based fintech company Zest Money, owned by Camden Town Technologies

Pvt. Ltd, has raised US$ 6.5 million in a series A round of funding led by Naspers-owned
Pay U; and will invest the funds in technology and product development.
 Google plans to set up its first data centre in India in the city of Mumbai by 2017, to
improve its services to local customers wanting to host their applications on the internet,
and to compete effectively with the likes of Amazon and Microsoft,
 Sagoon Inc., a social network and e-commerce start-up, has filed mini-initial public
offering (IPO) papers with the US Securities and Exchange Commission (SEC), to raise
around US$ 20 million, which will be used to set up a campus in India, expand its team in
India, the US and Nepal, and support marketing and branding and other general
purposes.
 SAP SE, in partnership with the Associated Chambers of Commerce of India (ASSOCHAM),
has rolled out a knowledge sharing resource centre which will serve as a one-stop portal
for businesses looking to adopt or migrate to technology that will make them future
ready for the biggest taxation reform of goods and services tax (GST).
 Fresh desk, one of first companies from India to offer Software-as-a-Service (SaaS) to
global companies, has raised US$ 55 million in the latest round of funding led by Sequoia
Capital India and existing investor Aircel Partners, estimating to value the company at
US$ 700 million.
 Warburg Pincus LLC, the US-based private equity firm, plans to invest around US$ 75
million in series C round of funding to buy a significant stake in Capital Float, an online
credit platform.
 Help shift Inc, which makes customer support software for mobile apps, announced
raising US$ 2 million from Cisco Investments, in addition to working with Cisco to
integrate its in-app customer support with Cisco’s contact centre solutions.
 Knowlarity Communications Pvt Ltd, a cloud telephony provider, has announced raising
US$ 20 million from multiple investors such as Dubai-based private equity investor Delta

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 Partners, existing investors Sequoia Capital Funds and Mayfield Fund, apart from
venture-debt from Blacksoil and Trifecta Capital.
 Flip kart, India's largest e-commerce marketplace, has re-entered the private label
business by launching Smart Buy, the first of two new private labels, with a view to boost
earnings and fill gaps in its product selection.
 Fit pass, a Delhi-based revolutionary app which offers access to gyms and health clubs
membership, has raised US$ 1 million in seed funding from investors in Mumbai, Delhi,
and Bangalore.
 Apple’s supplier and assembler, Taiwan-based Winston, will set up an iPhone assembly
facility in Peenya, Bangalore’s industrial hub, thus making India the third country across
the world to have an assembly unit for Apple’s iPhone.
 Kratikal Tech Pvt Ltd, a cyber-security start-up, has raised around US$ 500,000 in seed
round of funding led by Mr Amajit Gupta, former director of Microsoft India, which will
be used for product development and building training modules.
 International Finance Corporation (IFC) plans to invest US$ 10 million as equity in
Bangalore-based Zinka Logistics Pvt Ltd, which provides a technology platform called
Blackbuck for long-haul trucking market in India, estimated at US$ 70 billion.
 Paytm’s online marketplace unit raised US$ 200 million in a funding round led by a US$
177 million investment to be made by Alibaba Group Holding Ltd, and balance by SAIF
Partners.
 Intel Corporation plans to invest in Digital India related solutions such as India stack,
Unique Identification (UID), e-government 2.0 and other government initiatives, and
scale up operations of its data centre group (DCG), as per Mr PrakashMallya, Director
DCG, Asia for Intel Corporation.
 Reliance Industries Ltd (RIL) plans to set up entrepreneurship hubs in key cities and
towns, and a Rs 5,000 core (US$ 748 million) fund, under the name of Jio Digital India
Start-up Fund, to invest in technology based start-ups.
 Gurgaon-based digital wallet start-up MobiKwik, which is owned and operated by One
MobiKwik Systems Private Limited, has raised US$ 40 million from Nasdaq-listed firm
Net1, a South African payments technology company.
 Orange Business Services, the business services arm of Orange Group, has launched a
state data centre for Himachal Pradesh government, which will be the first data centre in

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 India to be designed using 'green' data centre concepts that minimise power
requirements and increase power utilisation efficiency.
 Purple Talk Inc, a US based mobile solutions company, has invested US$ 1 million in
Nukkad Shops, a Hyderabad based uber-local commerce platform that helps
neighbourhood retail stores take their businesses online through a mobile app.
 Kart Rocket, a Delhi based e-commerce enabler has completed its US$ 8 million funding
round by raising US$ 2 million from a Japanese investor, which will be used to enhance
Kraftly, a mobile-first online-to-offline marketplace targeting small sellers, individuals
and home-based entrepreneurs in India in product categories such as apparel and
accessories.
 Expresses, an e-commerce logistics firm operated by Busy bees Logistics Solutions
Private Limited, has raised US$ 12.5 million in a Series A funding, led by its existing
investors SAIF Partners, IDG Ventures, Vertex Ventures and Valiant Capital, which will be
used to strengthen technology initiatives and processes of the firm.
 House joy, an online home services provider, has raised Rs 150 core (US$ 22 million) in a
Series B round of funding led by Amazon, and which also includes new investors such as
Vertex Ventures, Qualcomm and Ru-Net Technology Partners.
 Nasscom Foundation, a non-profit organisation which is a part of Nasscom, has partnered
with SAP India to establish 25 National Digital Literacy Mission (NDLM) centres in 12
cities across India, as a part of Government of India's Digital India initiative.

ROAD AHEAD

India is the topmost off shoring destination for IT companies across the world.
Having proven its capabilities in delivering both on-shore and off-shore services to global
clients, emerging technologies now offer an entire new gamut of opportunities for top IT
firms in India. Social, Mobility, Analytics and Cloud (SMAC) are collectively expected to
offer a US$ 1 trillion opportunity. Cloud represents the largest opportunity under SMAC,
increasing at a CAGR of approximately 30 per cent to around US$ 650-700 billion by
2020. The social media is the second most lucrative segment for IT firms, offering a US$
250 billion market opportunity by 2020. The Indian e-commerce segment is US$ 12
billion in size and is witnessing strong growth and thereby offers another attractive
avenue for IT companies to develop products and services to cater to the high growth .

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COMPANY
PROFILE-HCL TSS
Madurai

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 HCL TRAINING AND STAFFING SERVICES PRIVATE LTD-A PROFILE

Type: Public

Traded as: BSE: 532281,NSE: HCLTECH

Industry: IT services, IT consulting

Founded: 11 August 1976; 41 years ago

Founder: Shiv Nadar

Area served: Worldwide

Key people Shiv Nadar (Chairman & CSO),C Vijaya kumar(CEO)

Services: IT, business consulting and outsourcing services

Revenue: US$7.8 billion (2018)

Operating income: US$1.55 billion (2017)

Net income: US$1.26 billion (2017)

Number of employees: 117,781 (June 2017)

Parent: HCL Enterprise

Website: www.hcltech.com

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 (SHIV NADAR, FOUNDER & Chairman HCL)

(SUBBARAMAN ASSOCIATE VP & CENTER HEAD-HCL

Madurai)
HCL Technologies Limited (Hindustan Computers Limited) is an Indian
multinational next-generation technology company, headquartered in Noida, Uttar
Pradesh, India. It is a subsidiary of HCL Enterprise. Originally a research and
development division of HCL, it emerged as an independent company in 1991 when HCL
ventured into the software services business. HCL Technologies offers an integrated
portfolio of products, solutions, services, and IP through its Mode 1-2-3 strategy built
around Digital, Iota, Cloud Computing, Automation, Cyber security, Analytics, Remote
Infrastructure Management and Engineering Services, amongst others, to help
enterprises re-imagine their businesses for the digital age.

The company has offices in 39 countries including the United States, France and
Germany, and the United Kingdom with a worldwide network of R&D, innovation labs
and delivery centres, and 120,000+ employees and its customers include 250 of the
Fortune 500 and 650 of the Global 2000 companies. It operates across sectors including
aerospace and defences, automotive, banking, capital markets, chemical and process

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 industries, consumer goods, energy and utilities, healthcare, hi-tech, industrial
manufacturing, insurance, life sciences, manufacturing, media and entertainment, mining
and natural resources, oil and gas, retail, telecom, and travel, transportation, logistics &
hospitalities HCL Technologies has been Top Employer in the UK for twelve consecutive
years and has won an ITSMA Diamond award in 2018 [14] for driving business with
thought leadership. HCL’s Drive COPA (Cognitive Orchestrated Process Autonomics)
platform that applies AI to drive enterprise-wide process automation and orchestration
won the ‘Best Innovation in RPA’ at AIconics.theworld’s only independently judged AI
awards, at the AI Summit in San Francisco in 2017.

HCL Technologies is on the Forbes Global 2000 list.[17] It is among the top 20
largest publicly traded companies in India with a market capitalisation of $18.7 billion as
of May 2017. As of May 2018, the company, along with its subsidiaries, had consolidated
revenue of $7.8 billion.

HISTORY

HCL Training & staffing services private ltd was Started in the year 1976 at noida
,uttar pradesh in India .The founder is Shiv Nadar .It was the First Indian IT services
(hardware company)Before the HCL technologies, India had only 250 computers.In 1978,
HCL developed the first indigenous micro computers at the same time as apple.The first
RDBMS in 1983,client-server architecture in 1984 and fine –grained multiprocessor UNIX
installiation in 1989.R&D division was spun off as HCL TECHNOLOGIES IN 1991 to enter
the software services area.Presence in 35 countries.Shiva Nadar intially invested 20 lacs
for starting HINDUSTAN COMPUTERS LIMITED(HCL)

VISION

 “Together we create the enterprises of tomorrow”

MISSION

 “To provide world class information technology solution and services to enable over
customers to serve their customers better”.

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 FOUNDER AND CHAIRMAN

€ The founder and chairman of HCL Shiv Nadar foundation.

€ Member of the Executive Board of the Indian School of Business (ISB) ,Hyderabad.
€ Padma Bhuhan ,in year 2008 by goverment of india –for his contribution to it IT industry
€ Was awarded the 2013 BNP Paribas Grand prize for Individual philanthropy on october
10th,2013-for his un paralled efforts in philanthorpy.

BOARD OF DIRECTORS

 ANANT GUPTA – CEO ( Chief executive officer)

 ANIL CHARMA - CFO ( Chief financial officer)
 PRITHIV - CHRO (Chief human resource officer)
 SANTEEP KISHORE - CORPORATIVE VICE PRESIDENT
 PRADEEP BANDAI - VICE PRESIDENT
 RAJIV SONAI - PRESIDENT CHIEF

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 HCL PRODUCTS

Printer

Laptop

Personal
computers

Projector

Mobile

Scanner

Medical
equipements

PRODUCTS

HCL LAPTOP - RS .22,565 TO 41,990

HCL ME Sync 1.0(u3) TABLET - RS .5199

HCL MYEDU TAB (X1) - K12 WITH CLASS
12 COURSE CONTENT TABLETS - RS .9999
ME LAPTOPS - RS .20000 TO 51000
ME CHAMP TABLET - RS 7999
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HCL COMPETITORS

LAPTOPS & PC

DELL

IBM

HP-
LENOVA COMPAQ

ACER SAHARA

INTEX SONY

TABLETS

KARBONN
SAMSUNG

APPLE

MICROMAX

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 BUSINESS STREAM

HCL TECHNOLOGIES

GLOBAL MARKET FOCUS

§ PRODUCT ENGINEERING AND TECHNOLOGY DEVELOPMENT

§ APPLICATIONS
§ INFRASTRUCTURE
§ BPO

HCL CULTURE

 HCL is considered one of the best companies in India in terms of organisational culture
 Proper work like balance and employee friendly culture.
 Employee respect &employee involvement is of prime importance.
 Employee first customers seconds (EFCS)
 Started in 2005 it signifies transformational journey.
 Relationship beyond contract policy
 Flexible work timing.
 Belief on equality
 Women enriched empowerment.

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ORGANIZATIONAL
STRUCTURE

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 § ORGANIZATIONAL STRUCTURE

CEO

VP'S

MIDDLE MANAGERS

SUPERVISORS

EMPLOYEES

§
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§ HR ORGANIZATION STRUCTURE

Center for management services

Federal executive institute

HR strategy & evalution SOLUTION

Human resource
Solution Center for leadership development

Training &management assistance

Federal staffing group

Resource management

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 HUMAN RESOURCES DEPARTMENT

 FUNCTIONS

MAINTENANCE

MOTIVATION

TRAINING AND
DEVELOPMENT

STAFFING

§ STAFFING

It’s the process of acquiring, deploying & retaining a workforce of

sufficient quantity &quality to create positive impact on the organization’s
effectiveness.

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§ TRAINING&DEVELOPMENT

Training is the organized procedure by which the people gain knowledge for a
definite purpose.

Development is a long term educationprocess utilizing a systematic &organized

procedure by which managerial personnel get conceptual & theoretical knowledge.

§ MOTIVATION

It’s a internal &eternal factor that stimulate desire and energy in people to be
continually interested & omitted to a job, role or subject, or to make an effort to attain a
goal.

Motivation result from the interactions of both conscious and unconscious factor
such as

1 Intensity of desireor need

2 Incentives &or reward value of the goal

3 Expectations of the individuals &of his or her peers,

§ MAINTENANCE

It’sconcerned with the direction& organized of resource in order to control the

availability and performance of some specificmanagerial levels.

 ROLE OF HR

This is the first of a two –part series on the role of an HR manager in good and bad
times .With the upsurge of economic crisis and troubled times ahead ,the role of HR
managers is constantly evolving.

 HUMAN RESOURCE MANAGEMENT

Human resource management, HRM, is the department of a business

organization that looks after the hiring, management and firing of staff. HRM focuses on
the function of people within the business, ensuring best work practices are in place at all
times.

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 Human resource management involves all management decisions and practices that
directly affect or influence the people, or human resources, who work for the
organization. In modern years, amplified concentration has been devoted to how
organizations manage Human Resources. This augmented focus comes from the
comprehension that an organization’s employees facilitate an organization to attain its
goals and the management of these human resources is vital to an organization’s success.

FUNCTIONS OF HR PRACTICED IN ORGANIZATION

There are four units in HR division of HCL TSS,

 Recruitment
 Selection
 HR Operation
 Training and Development

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 HR
DIVISION

TRAINING AND
RECRUITMEN SELECTIO HR
DEVELOPMEN
T N OPERATION
T

PRELIMINAR
INTERNAL EXTERNAL
Y TEST

APPLICATION
BLANK

CARREAR
COUNSELING

ONLINE
TEST

FACE TO
FACE
INTERVIEW

TECHNICAL HR
TEST INTERVIEW

Š RECRUITMENT

Recruiting is the process of locating, identifying, and attracting capable applicant for
the employment. The process begins when new recruits are sought and ends when their
applications are submitted. The result is a pool of application from which new employees
are selected.

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 Recruitment Process

Recruitment process involves five interrelated stages viz.,

Evaluation Recruitment
and Control Planning

Strategic
Screening
Development

Searching
Sources

 Recruitment Planning

Recruitment planning is the first step of the recruitment process, where the
vacant positions are analyzed and described. A structured recruitment plan is mandatory
to attract potential candidates from a pool of candidates. The potential candidates should
be qualified, experienced with a capability to take the responsibilities required to achieve
the objectives of the organization.

It includes job specifications and its nature, experience, qualifications and skills
required for the job, etc.

 Strategic Development

Recruitment strategy is the second step of the recruitment process, where a strategy
is prepared for hiring the resources. After completing the preparation of job descriptions
and job specifications, the next step is to decide which strategy to adopt for recruiting
the potential candidates for the organization.

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 While preparing a recruitment strategy, the HR team considers the following points

o Make or buy employees

o Types of recruitment

o Geographical area

o Recruitment sources

The development of a recruitment strategy is a long process, but having a right

strategy is mandatory to attract the right candidates. The steps involved in developing a
recruitment strategy include −

o Setting up a board team

o Analyzing HR strategy

o Collection of available data

o Analyzing the collected data

o Setting the recruitment strategy

 Searching
Searching is the process of recruitment where the resources are sourced depending
upon the requirement of the job. After the recruitment strategy is done, the searching of
candidates will be initialized. This process consists of two steps −

 Source activation − Once the line manager verifies and permits the existence of the
vacancy, the search for candidates starts.

 Selling − Here, the organization selects the media through which the communication of
vacancies reaches the prospective candidates.

 Searching involves attracting the job seekers to the vacancies. The sources are broadly
divided into two categories: Internal Sources and External Sources.

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 Internal Sources
Internal sources of recruitment refer to hiring employees within the organization
through –

Promotions

Transfers Former Employees

Internal
Advertisements (Job Employee Referrals
Posting)

Previous Applicants

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 External Sources
External sources of recruitment refer to hiring employees outside the organization
through

Direct Recruitment

Employment Exchanges

Employment Agencies

Advertisements

Professional Associations

Campus Recruitment

Word of Mouth

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 Types of Recruitment:

There are two types of recruitment in this organization. They are:

TYPES OF ETERNAL
RECRUITMENT RECRUITMENT

INTERNAL
RECRUITMENT

HR IN HCL TSS

During my internship, I was mainly assign in HR department. HCL TSS Pvt., Ltd.,
always determine what jobs need to be done, and how many and types of trainees will be
required. It believes that the quality work comes from quality workers who are well
motivated and ready to take challenge to provide better service.

FUNCTIONS OF HR IN HCL TSS

 Internal Recruitment

The principal methods for internal recruitments are

 Job posting
 Use of computerized skills inventories
 Referrals from other departments

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 As HCL looking for engineering freshers and 12th passed out for their TSS program,
the internal recruitment is not practiced during my internship period.

 External Recruitment

For external recruitment, organization rely on

 Advertisements
 Online Websites
 Campus recruiting

Advertisement

The advertisements were done through different modes like

 Newspaper
 Radio
 Television

Online Websites

 Pop Ups were allotted for the various websites and the spam mails are sent for the
candidates regarding the program.
 HR trainees call those candidates who shown interest towards the program and schedule
their interviews.

Campus Recruiting
 The HR persons from the organization visit the colleges and school for orientation about
the program and creates interest toward this recruitment.

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 Point Of Recruitment

There are two level of recruitment

1. Entry level
2. lateral entry
 Entry Level:

In entry level, there are the recruitment for the engineering freshers and XII passed
outs regarding the training and hiring program.

 Lateral Entry:

There are the recruitment for the experienced candidates in IT sector which is
called lateral entry.Length of services, job responsibilities, revolutionary background etc.
is taken into consideration for the lateral entry.

 Screening
Screening starts after completion of the process of sourcing the candidates. Screening
is the process of filtering the applications of the candidates for further selection process.

Screening is an integral part of recruitment process that helps in removing

unqualified or irrelevant candidates, which were received through sourcing. The
screening process of recruitment consists of three steps −

Reviewing of Resumes and Cover Letters

Reviewing is the first step of screening candidates. In this process, the resumes of
the candidates are reviewed and checked for the candidates’ education, work experience,
and overall background matching the requirement of the job

While reviewing the resumes, an HR executive must keep the following points in
mind, to ensure better screening of the potential candidates –

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 Longevity with
Reason for Long gaps in
each
change of job employment
organization

Lack of career
Job-hopping
progression

 Conducting Telephonic or Video Interview

Conducting telephonic or video interviews is the second step of screening candidates.
In this process, after the resumes are screened, the candidates are contacted through
phone or video by the hiring manager. This screening process has two outcomes −

 It helps in verifying the candidates, whether they are active and available.

 It also helps in giving a quick insight about the candidate’s attitude, ability to answer
interview questions, and communication skills.

 Identifying the top candidates

Identifying the top candidates is the final step of screening the resumes/candidates.
In this process, the cream/top layer of resumes are shortlisted, which makes it easy for
the hiring manager to take a decision. This process has the following three outcomes −

 Shortlisting 5 to 10 resumes for review by the hiring managers

 Providing insights and recommendations to the hiring manager

 Helps the hiring managers to take a decision in hiring the right candidate

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 Evaluation and Control
Evaluation and control is the last stage in the process of recruitment. In this process,
the effectiveness and the validity of the process and methods are assessed. Recruitment
is a costly process, hence it is important that the performance of the recruitment process
is thoroughly evaluated.

The costs incurred in the recruitment process are to be evaluated and controlled
effectively. These include the following −

 Salaries to the Recruiters

 Advertisements cost and other costs incurred in recruitment methods, i.e., agency fees.

 Administrative expenses and Recruitment overheads

 Overtime and Outstanding costs, while the vacancies remain unfilled

 Cost incurred in recruiting suitable candidates for the final selection process

 Time spent by the Management and the Professionals in preparing job description, job
specifications, and conducting interviews.

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Š SELECTION

Selection is the process of attracting qualified applicators and discouraging the

unqualified applicants. By this a company can get its desired employees of requirement.
It has dual focus, attempting thin out the large set of applications that arrived during the
recruiting phase and to select an applicant who will be successful on the job. To achieve
this goal, companies can use a variety of steps. The employees who are able to do all the
steps and ensure good performance they get the job. HRM must communicate a variety of
information to the applicants, such as the organization culture.

Under the selection process there are some steps:

INITIAL

SCREENING

APPLICATION

FORM

EMPLOYEE TEST

REJECT

COMPREHENSIV CONDITI

E TEST ONAL JOB

OFFER
Background

Verification

MEDICAL TEST

PERMANENT JOB
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OFFER
 SELECTION

The critical criteria in this regard are job relatedness, reliability, and viability.

For selection of candidates following things are considered-

 Appearance
 Attitudes Knowledge
 Personal ability & mental ability
 Qualification
 Communication skill
 Job knowledge (for lateral entry)

In HCL TSS, the selection process includes,

 Preliminary Test
 Application Blank
 Career Counseling
 Online Test
 Technical Test
 HR interview

 PRELIMINARY TEST

It is used to eliminate those candidates who do not meet the minimum eligibility
criteria laid down by the organization. Preliminary interviews are less formalized and
planned than the final interviews. This interview is also known as Screening test.

 APPLICATION BLANK

The candidates who clear the preliminary interview are required to fill the
application blank. It contains details such as age, qualification, employee reference,
experience(for lateral entry) etc.

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 CAREER COUNSELING

Career counselling is the phase of selection in which an experienced HR person

provide overall details about the recruitment, training process, payment and its mode,
benefits of the program, career opportunity etc.

 ONLINE TEST

The online test conducted by HCL is named as COCUBES. Aptitude, verbal and basic
programming skills of the candidates was tested.

 TECHNICAL TEST

The next process of the selection is technical test. This test was conducted by the
experienced employee of an organization. The interviewer personally interview the
candidates to test their technical skills and note down the remarks in their application for
HR's verification.

 HR INTERVIEW

The final phase of the selection is HR interview. This test was conducted by the HR
manager to know the candidates communication skills, attitude, personality etc. After the
successful completion of all the selection process, the candidates are provided with the
offer letter.

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 Š HR OPERATIONS

HR operations unit mainly work in the area of short term and long-term benefits of
the employees of HCL TSS, like salary, bonus, provident fund, gratuity, super annulations
fund, etc. Monthly Salary Disbursement

 Preparation and disbursement of Festival Bonus and Performance Bonus

 Employees Final Settlement.
 Submission of various Salary related MIS report to the Management & Regulatory bodies.
 Work as System Admin in HR department
 Assist in Appraisal Management
 Investment with the gratuity and PF fund
 Employee Tax processing, etc.

Š TRAINING AND DEVELOPMENT

Training is one of the important activities of human resource management. In the

training process companies try to motivate and train the employees in a manner so that
they can work more effectively in the future. Under the training process there are some
steps they are given below:

Employee Orientation: Employee orientation provides new employees with the

basic background information they need to perform their jobs satisfactorily. Companies
arrange an orientation program for the employees.

In an orientation program the employees should feel-

 feel welcome
 understand the organization in a broad sense
 be clear about what the firm expects in terms of work and behavior
 begin the process of socialization

Employee Training: There is some process, method and techniques of employee

training. A company follows the all the steps of training to provide the employees a good
look on their work. Career Development: The career development stage is given below

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 Pre transition: Is simply looking for a job and preparing oneself for a career.
 Transition: An individual is already having a job and developing oneself for future career
or moving to another career.
 Preferred area: An individual prefers a specific sector of the career.
 Early stage: First 1-5 years of career is called early career.
 Mid career: 5-20 years after the career starts.
 Late career: Late career starts after 20 years of job life.
 Retirement: And finally after completing the stages of career and individual decides to
retired.

HCL provide six months training for the fresher’s and one year three months training
for XII passed out. There are two techniques practiced in training,

TRAINING

OFF THE JOB TRAINING ONN THE JOB TRAINING

 OFF THE JOB TRAINING

The Off-the-Job Training is the training method wherein the workers/employees

learn their job roles away from the actual work floor. off-the-job training comprises of a
place specifically allotted for the training purpose that may be near to the actual
workplace, where the workers are required to learn the skills and get well equipped with
the tools and techniques that are to be used at the actual work floor.

HCL TSS provide first three months of the training as off-the-job training for the
fresher’s and one year off the job training for the Tech Bee program candidates.

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 ON THE JOB TRAINING

The On-the-Job Training is a technique wherein the workers, i.e., operative staff, is
given the direct instructions to perform their jobs on the actual work floor.

The workers can learn the skills that are required to be performed in the actual
work conditions and also gets accustomed to the working environment. Also, the
organizations need not to bear any additional cost of setting up a classroom or a
simulated setup for imparting training to the workers, away from the actual work floor,
as in the case of off-the -Job training.

HCL TSS provide last three months of the training as on-the-job training for the
fresher’s and for the Tech Bee program candidates

During this period of training, HCL also pay stipend to encourage the candidates and
to motivate them.

FINDINGS

 Novicecultured communication skills.

 Novicecultured selection process criteria.
 Novice learnt there is no employment retention program, instead they hire a new
candidate within the given notice period time of one month.
 Novicelearnt the necessity of ordering and arrangements of files as it is used for the
further reference which becomes easy for the people working.
 Novice learnt the necessity to maintain the professional relationship with the
respondents on call.
 Novice learnt that the candidate’s fear of getting interviewed or questioned, therefore
novice was handling them and making them comfortable with the organization.
 Novice learnt the benefit and importance of maintaining secular files as hardcopy and
softcopy of all details is maintained in excel sheets.

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 Noviceeducated the record maintenance process of each employee that are maintained in
separate files each file with an employee code.
 Noviceerudite the significance of preparing reports and presentation on monthly/weekly
basis when a new project is started by the organization.
 Novice came to know about the skill of maintaining professional relationship with
approaching candidates.
 Novice learnt that there is a necessity to work under different trainer, the trainer keeps
changing as and when the task changes.
 Novice learnt that HR team in recruitmentproess.
 Novice learnt the skill of confidentially revealing the results of candidates.
 Novice learnt that all fresh walk-in candidates are counselled as the company pays for
every passkey of online assessment.
 Novice got a on hand experience over the HR roles and responsibilities of the HR team.

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SUGGESTIONS

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 SUGGESTIONS

 Flexible work schedule shall be implemented which would motivate the employees to
work even at home.

 A room for files shall be assigned for maintaining all the files.

 Candidates who are subjected to interview of four rounds before on-boarding can be
initially verified of their major certificates to avoid late certificate screening and
candidates getting rejected lately.

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CONCLUSION

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 CONCLUSION
The internship is a way of learning something which is outside the classroom. The
internship is a training where the classroom knowledge is being applied and gaining a
total new experience. The company is a place, where there are lots of employees, where
each level differs from another. And hence working as a team is a big task and a
important characteristic. The various corporate ethics like, email, communication and the
letter.

The work of various departments. (i.e.) the various departmentation and its
functions. The trainee got to communicate to various employees and superior and got the
information about their work and about the company. The various issues relating to a
work was also experienced. The internship is training where the trainee can actually
apply what has been learnt as part of the academics and its importance when one has had
to apply it.

On the whole, this internship was a useful experience. The trainee has gained new
knowledge, skills and met many new people. Trainee got insight into professional
practice. Trainee learned the different facts of working within a company. Furthermore
trainee experienced that it is of importance that the education is objective and that
trainee have to be aware of the view of other people when it comes to corporate world.
The internship was also good to find out what trainee strengths and weaknesses are As
trainee come out of college, trainee won’t have an experience of the corporate world and
hence internship give a way to experience what a corporate sector means and what are
the various function and trainee can have an idea about it. HCL is the brand name and has
marked its presence in the it industry. It has tapped the opportunities prevailing in the
market with its products. As HCL was the first company to come up with the PC concept
for each individual. But now there are many competitors for HCL but it is well known and
has developed a unique brand name for it. Doing an internship in the national company
was a good experience.

The staffs of the company were friendly and they helped to complete all our work
and they also helped us if trainee had any doubt about trainee work and the hospitality
was nice.

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REFERENCE

www.hcl.com

www.wikipedia.com

www.hcltss.com

www.hclinfosystem.com

www.moneycontrol.com

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