company analysis on hcl ltd by megha mishra and arshi sheikh ibs india

1. COMPANY ANALYSIS
OF HCL Ltd.
Organizational Behavior Report
Under the Guidance of : Ms. SHAHEEN . MUSARRAT
2016
user
[Type the company name]
01-Feb-16
SUBMITTED BY :
ARSHI.SHEIKH: 15BSUHH010221
MEGHA.MISHRA: 15BSUHH010146

2. Contents
Sr.no Title
1 Objective of the Report
2 Definitions
3 Relationship between the variables
4 Context of the Report
5 Sample of the respondents
6 Correlation analysis and results

3. OBJECTIVE OF REPORT:
1. To explore whether the personality traits of employees such as
self-efficacy (confidence), hope, optimism and resilience will have
positive association with their motivation and goal commitment.
It will also have a positive association with work performance
behaviors.
2. To explore whether the contextual variables such as
organizational justice, job characteristics and co-workers
undermining behaviors will have significant impact on the
personality traits of employees.
Definition:
1. Personality Traits:
a) Self-Efficacy: belief in one’s capabilities to achieve a goal or
an outcome.
b) Confidence: belief in the certainty of something.
c) Hope: to wish for a particular event that one considers
possible.
d) Optimism: the tendency to expect the best and see the best
in all things.
2. Intrinsic motivation: the stimulation that drives an individual to
adopt or to change a behaviour for his or her own internal
satisfaction or fulfilment.
3. Goal Commitment: a documented dedication of time, money,
people towards gaining a stated objective.
4. Task performer/ in-role behaviour: the detailed examination of
observable activity or behaviour associated with the execution
completion of a required function.

4. 5. Extra-role work behavior/ organisation citizenship behaviour: an
Organisational justice: the employees concerned perception to
fairness individual behaviour which is not rewarded by a formal
reward system but that when combined with the same behaviour
in a group, results in effectiveness.
6. of outcomes they receive.
7. Job characteristics: aspects specific to a job, such as knowledge
and skills, mental and physical demands, and working conditions
that can be recognized defined and assessed.
8. Co-workers counter productive work behaviour: employee
behaviours that goes against the legitimate interests of an
organisation.

5. RELATION BETWEEN THE DEFINITIONS:
The employees which have personality traits will also be
intrinsically motivated as well as he will be committed to he
goals, will perform the task and also Vail different job
characteristics.
The definition given above all are inter-related to each other. A
person who has some or the other characteristics of these
aspects will always excel in their work and the organization will
lead towards effective and efficient work environment.
The extra role work behaviour and the co-worker counter
productive behavior go hand in hand, as the employees
satisfaction towards his job will always lead to success. Its
legitimate behavior against the organization will despair the
workings of the organization.

6. ABOUT HCL (Hindustan computers limited)
Founded in 1976 as one of India's original IT garage
start-ups, HCL is a pioneer of modern computing with
many firsts to its credit, including the introduction of
the 8-bit microprocessor-based computer in 1978 well
before its global peers. Today, the HCL enterprise has
its presence across varied sectors that include
technology, healthcare and talent management
solutions. The organization, as a whole, comprises of
four companies - HCL Info systems, HCL
Technologies, HCL Healthcare and HCL Talent Care.
.

7. MARKET SHAREOF HCL LTD.
For the quarter ended 30-Sep-2016, the company has
reported Consolidate sales of Rs. 11519.21 Cr., up 1.61%
from last quarter Sales of Rs. 11336.32 Cr. and
up 14.09% from last year same quarter Sales of Rs.
10096.75 Cr. Company has reported net profit after tax of
Rs. 2017.28 Cr. in latest quarter..

8. SUBSIDIARIES OF HCL ENTERPRISE
PRODUCTS AND SERVICES PRODUCED BY DIFFERENT SUBSIDIARIES
1) HCL TECHNOLOGIES
a. Infrastructure services
b. Engineering and R&D
c. Application services
d. BPO
2) HCL INFOSYSTEMS
a. Enterprises
b. Consumer services
c. Learning
3) HCL HEALTHCARE
a. General practice and Internal medicine
b. Gynecology and Pediatrics
c. Dialectology and Pulmonology
HCL
ENTERPRISE
1) HCL
TECHNOLOGIES
2) HCL
INFOSYSTEMS
3) HCL
HEALTHCARE
4) HCL
TALENTCARE
SUBSIDIARIES

9. 4) HCL TALENT CARE
a. Student Outreach
b. Skilling Solutions
c. Enterprise Solutions
HCL FAMILY
HCL Enterprise has its routes spread in 31 Countries all over the
world. More than 500 Offices situated in INDIA.

10. HCL has its roots spread wide and with all its subsidiaries across
the world.
In INDIA also, gradually since its birth it has a 500+ number of
offices including all the subsidiaries.
Its headquarters is situated in Noida, Uttar Pradesh, India.
NUMBER OF EMPLOYEES OF HCL SUBSIDIARIES ALL OVER THE
WORLD:
And coming over to the other two subsidiaries which is HCL HealthCare
and the HCL Talent Care the number of employees are around 4500+
around the world.
Number of
employees per
Subsidiaries
HCL
Technologies
1,04,000+
HCL
Infosystems
5,400+

11. There are 26 schools which are run by the HCL Talent Care and more
than 100 hospitals run by the HCL HealthCare in India.
The HCL Enterprise has also started up with a new organisation which is
HCL Grant, which are actually NGO’s , focusing upon the ecosystem,
education and health for needy. The HCL Talent Care conducts many
programmes for young generation. They have HCL concerts as well as
tennis tournaments in different cities of India.
Number of offices of different HCL subsidiaries in different cities if
INDIA:
1) BENGALURU:
a) HCL Technologies :- 7
b) HCL Infosystems :- 4
2) MUMBAI:
a) HCL Technologies :- 2
b) HCL Infosystems :- 4
3) DELHI:
a) HCL Technologies :- 5
b) HCL Infosystems :- 3
4) HYDERABAD:
a) HCL Technologies :- 1
b) HCL Infosystems :- 4

12. 5) CHENNAI:
a) HCL Technologies :- 7
b) HCL Infosystems :- 2
The HCL TALENTCARE has different schools and university in different
places of INDIA.
SHIV NADAR UNIVERSITY in LUCKNOW
SHIV NADAR SCHOOL in GURUGRAM
SHIV NADAR SCHOOL in FARIDABAD
SHIV NADAR SCHOOL in NOIDA
SHIV NADAR SCHOOL in CHENNAI
PSG COLLEGE of TECHNOLOGY in MADURAI
The HCL HEALTHCARE has clinics in different parts of INDIA:
5 CLINICS IN DELHI, 3 DIAGNOSTIC AND LABS IN DELHI
They have tie ups with different hospitals, labs, diagnostics in different
cities.

13. TOP LEADERS OF HCL LTD .
The board of directors of HCL corporation include the
following members:
1. SHIV NADAR –CHAIRMAN AND FOUNDER OF HCL ,SHIV
NADAR FOUNDATION
2. KIRAN NADAR –CHAIRPERSON,KIRAN NADAR MUESEUM
OF ART; TRUSTEE, SHIV NADAR FOUNDATION
3. ROSHNI NADAR MALHOTRA –EXECUTIVE DIRECTOR AND
CEO,HCL CORPORATION ; TRUSTEE ,SHIV NADAR
FOUNDATION.
4. SHIKHAR MALHOTRA-DIIRECTOR AND BOARD
MEMBER,HCL CORPORATION;VICE CHAIRMAN ,HCL
HEATHCARE;TRUSTEE,SHIV NADAR FOUNDTION.

14. Here’s a brief description about
SHIV NADAR, founder and CEO of HCL
Shiv Nadar was born and raised in mofussil, Tamil Nadu.
His story is both a reflection of the times he lived in as
well as the future that he always dreamt of shaping. A
visionary, Nadar made HCL an engine of invention
turning dreams into reality. HCL, under Nadar's
leadership, revolutionized Indian technology and product
innovation with many world firsts to its credit – the first
8-bit microprocessor-based computer in 1978, the first
Relational Database Management System in 1983 before
some of its global peers, client- server architecture in
1984, world's first fine-grained multi-processor UNIX
installation in 1989, among others. Nadar has made daring
forays based on his conviction of the future. HCL created
several valuable Joint Ventures and alliances with
marquee partners such as Hewlett Packard, Cisco, Perot
Systems, Deutsche Bank and Toshiba among others, to
emerge as a global technology enterprise. Shiv Nadar
often says that he is a product of education. He is restless,
passionate and a creative institution builder who also likes
to quote Andy Grove by stating "Only the Paranoid
Survive".

15. ROSHNI NADAR, Executive Director & CEO, HCL Corporation;
Trustee, Shiv Nadar Foundation
Roshni Nadar Malhotra, CEO and Executive Director of
the $7 billion enterprise HCL Corporation; is responsible
for strategic decisions regarding the overall direction of
the organization. She is also a Director on the Board of
one of the group companies, HCL Technologies.
As the Chairman of VidyaGyan, she is the driving force
behind the schools in Uttar Pradesh. Under Roshni’s
leadership, VidyaGyan has started showing excellence in
various fields, creating spirals of inspiration, and
delivering on the promise of creating catalytic leaders
from rural India.
Roshni is a Young Global Leader of the World Economic
Forum, a unique and diverse community of the worlds
most outstanding, next generation leaders.
She was conferred the prestigious NDTV Young
Philanthropist- Indian of the Year award in 2014.
In 2015 she was felicitated with The World’s Most
Innovative People Award for Philanthropic Innovation by
The World Summit on Innovation & Entrepreneurship
(WSIE), partnership with the UN.

16. HUMAN RESOURCE POLICIES AT HCL
Employee centered organizational culture-
The ethos of HCL’s culture lies in its Employees First,
Customer Second philosophy, which seeks to empower
employees across all levels. Its characteristics are trust
and transparency, entrepreneurial spirit, agility (in
learning, thinking, and execution).
Employee First Philosophy
The philosophy is about putting our employees first to
activate the value zone - the place where the frontline
employees interact with customers and create real value
for them. This recognizes employees as the strategic
elements, turns the management structure upside down,
democratizes HCLT's functions and way of working.
They create value in one very specific place: the interface
between our employees and our customers. They call
this the 'value zone'. Every employee who works in the
value zone is capable of creating more or less value.

17. Recruitment and Selection policy
The recruitment and promotion policies are based on
meritocracy and ability to learn, adapt and assimilate
change. They ensure equal opportunities for gender,
nationality, disability, sexual orientation, religion or
ethnicity for hiring, pay and career advancement and
follow a local hiring strategy based on business needs
and local government policies.
They comply with local laws and regulations for
determining the compensation, employee notice period
and other requirements.
The first source of recruitment is internal search followed
by references.
Currently, women comprise 24% of our 83,000 strong
employee force. They have provisions for ramps and
individuals with disability get support for mobility in
whatever mode they choose.

18. The average age of workforce is 29.71 years (global
average)
Shiv Nadar (founder HCL and chairman, Shiv Nadar
Foundation) is the oldest employee. He started HCL in
1976. We have a number of employees who have spent
over 30 years in the company.
On an average employees work for 2.57 years .
Occupational Health & Safety Policy
As an 'Employee First' organization, at HCL Technologies,
we believe that Human Capital is our greatest strength
being in the business of IT services, business solutions
and outsourcing and in accordance with that - Health,
Safety and Wellbeing of our Employees and other
Stakeholders are essential element of a successful and
sustainable business.

19. COMPARITIVE ANALYSIS OF HCL WITH COMPETITORS
PARAMETER HCL INFOSYS TCS WIPRO
MARKET
SHARE
760.20 2130.41 2121.70 439.70
NO. OF
EMPLOYEES
107968
(june2016)
197050
(aug2016)
324935
(june2016)
173863
(june2016)
RECRUITMENT
PROCESS
 Internal
movement
s
 Alumni
network
 Internal
 Educational
institutes
 Off campus
 Internal
 Employment
agencies
 Educational
institutions
 Internal
 Educational
institutes
TRAINING AND
DEVELPEMENT
 5
methods
 4 tracks
 3 streams
 2
channels
 1 focus
 Quality
process
training [6
months]
 Infosys
leadership
system
 Initial
learning
programme
[6months]
 Leadership
developmen
t
programme
[ELP,NLP,WL
P,BLP] [8
months]
PERFORMANC
E APPRAISAL
POLICIES
 I4EXCEL
[YEARLY
ANALYS
IS]
 360*
Feedba
ck
 Evaluation
on basis of
work
performance
n
recommend
ation
 Anniversary
review
 Earned
vacation
 Performance
pay
 Integrated
end to end
performance
managemen
t solution

20. PROMOTION
POLICIES
 Yearly
on basis
of
I4EXCEL
results
 Quarterly
basis strictly
for
performers
 ROLE BASED
 MATURITY
BASED
 Based on
seniority and
merit.

21. SAMPLE DATA COLLECTION
gender ratio of sample
male
female
position ratio
managerial
non managerial

22. Data sample of age group
marital status ratio
single
married
0
2
4
6
8
10
12
20-24 25-30
age group

23. Data sample of annual income and work experience
0
1
2
3
4
5
6
7
8
9
10
2 lakhs - 4 lakhs 5 lakhs- 10 lakhs
annual income
0
1
2
3
4
5
6
1-1.9 2-2.9 3-3.9
work expereince

24. RELATIONSHIP BETWEEN FACTOR UNDER
INVESTIGATION
CORRELATION ANALYSIS
 Correlation values ranges between +1 to -1
Correlation values closer to 1 indicates high
association / relationship between the two
factors.
Correlation value closer to 0 indicates low
association/ relationship between two factors.
For example:
1. There is low correlation between
organizational justice and personality traits
.i.e. 0.39
2.There is high correlation between employee
motivation and work performance. .i.e. 0.86
And rest data of correlation have been
attached with the report.