HCL Learning provides IT training and works to develop skilled professionals. It has over 130 training centers across India. The recruitment process at HCL Learning seeks candidates with strong communication skills, a positive attitude, and the ability to work as part of a team. HCL Learning's placement cell helps match students with recruiting companies on campus. The process involves students indicating preferences, companies delivering presentations, and interviews being arranged between eligible students and preferred companies. Companies seek candidates with both technical skills and soft skills like leadership and communication.

1. 1
INTRODUCTION
COMPANY PROFILE
1

2. Computers and Information Technology - Industry Overview
Information science is the science that investigates the properties and behaviors of
information, the forces governing the flow of information, and the means of processing
information for optimum accessibility and usability. The field is derived from those related to
mathematics, logic, linguistic, psychology, computer technology, graphic arts, management
and other fields.
A nation’s development potential depends upon its ability to continuously educate its
population and its ability to create armies if skilled manpower. In particular, use of
Information Technology (IT) in acquiring knowledge and skill has become an essential
element in education and training. These IT elements in the educational process have magical
effects.
IT with reference to ‘TECHNOLOGY IN EDUCATION’ encompasses one or more of the
following:
• Vocational training tools, such as CBT (Computer Based Training), CAD (Computer Aided
Design), etc.
• Computer and computer-based systems for instructional delivery and management, e.g. CAI
(Computer Aided Instructions) etc.
• Internet/web based education e.g. not only educational information with text, graphics but
also courses are offered by various web sites.
HINDUSTAN COMPUTERS LIMITED (HCL)
2

3. HCL is a leading global Technology and IT Enterprise with annual revenues of US$ 6.5 billion.
The HCL Enterprise comprises two companies listed in India
• HCL TECHNOLOGIES LTD.
• HCL INFOSYSTEMS LTD.
The 3 decade old enterprise, founded in 1976, is one of India's original IT garage start ups. Its
range of offerings span R&D and Technology Services, Enterprise and Applications
Consulting, Remote Infrastructure Management, BPO services, IT Hardware, Systems
Integration and Distribution of Technology and Telecom products in India. The HCL team
comprises 90,000 professionals of diverse nationalities, operating across 36 countries
including 370 points of presence in India.
HCL Technologies Limited (HCL) is a global technology company. The Company’s
operations consist of providing Software services, infrastructure services, including sale of
networking equipment and business processing outsourcing services, which are in the nature
of customer contact centers and technical help desks. HCL is a provider of business
transformation, enterprise and custom applications, infrastructure management, business
process outsourcing (BPO), and engineering services. The Company delivers solutions across
a range of verticals, such as financial services, manufacturing, consumer services, public
services and healthcare. The principal geographical segments include America, Europe and
others.
During the fiscal year ended June 30, 2011 (fiscal 2011), the Company sold certain portion of
its Telecom Expense Management Services business. In January 2011, it acquired certain
software assets of Citi Securities and Fund Services.
3

4. 1.3.3 PROFILE OF HCL
LEADERSHIP @ HCL
4
HCl
Type Public
Industry IT Services
Founder(s) Shiv Nadar, Ajay Chowdhry
Headquarters Noida, India
Area served Worldwide
Key people Harsh Chitale (CEO)
Ajay Chowdhry (Non executive Chairman)
Services IT and outsourcing services
Revenue 11,024.14 crore (US$2.2 billion)(June 2010-June
2011)
Operating income 256.58 crore (US$51.19 million)(June 2010-June
2011)[3]
Net income 177.23 crore (US$35.36 million)(June 2010-June
2011)[3]

5. Shiv Nadar,
Founder- HCL Chairman
And Chief Strategy Officer,HCL TECHNOLOGIES
Ajay Chowdhry ,
Founder –HCL and Chairman & CEO,
HCL INFOSYSTEMS
5

6. Vineet Nayar
CEO – HCL Technologies Ltd.
And Vice President
Koushik Chatterjee
Head HCL LEARNING
Harsh Chitale
Current CEO of HCL Infosystems Ltd
6

7. .
VISION AND MISSION
VISION
A global corporation enriching lives and
enabling business transformation for our customer
with leadership in chosen technologies and
markets. Be the first choice for employees and
partners with commitment of sustainability.
Mission
We enable business transformation and
enrichment of lives by delivering
sustainable world class technology
products, solutions and services in our
chosen markets thereby creating superior shareholder
value.
We shall deliver defect free products, services and
solutions to meet the requirements of our internal and
external customers the first time.
HCL Learning was launched in 2005. As the training arm of HCL Info systems, HCL
Learning carries forth a legacy of excellence spanning across more than three decades.
Among the fastest growing IT education brands in India, HCL Learning offers a complete
spectrum of quality training programs on software, hardware, networking as well as global
certifications in association with leading IT organisations worldwide. HCL Learning
7

8. training solutions cater to diverse consumer profiles including individuals, enterprises,
academic institutions and Government enterprises.
QUALITY AT HCL LEARNING
We shall develop and impart industry relevant ICT education to meet the requirement of
customers, industry & society by continually updating technology content and improving our
processes.
CERTIFICATION OF QUALITY STANDARDS
“In its pursuit of excellence “the company has developed a Quality Management System in
line with ISO 9001:2000 standard
HCL in Training
• The company has ventured into the field of IT training with an objective to meet the
increasing demand for skilled professionals from organizations across the country.
• HCL Info systems Ltd. provide specially designed programs in high-end Software, Hardware
and Networking solutions. There are more than 130 fully operational HCL training centers in
all the major locations across the country.
• As the fountainhead of the most significant pursuit of human mind (IT), HCL strongly
believes, "Only a Leader can transform you into a Leader".
• HCL LEARNING is a formalization of this experience and credo which has been perfected
over three decades.
• It is an initiative that enables aspiring individuals to benefit from HCL’s longstanding
expertise in the space and become Industry ready IT professionals.
• Maintaining Quality- One of the key elements to HCL's success is its never-ending pursuit of
superior quality in all its endeavors.
SYSTEM INTEGRATION
As a part of the HCL’s strategy of offering a single window to the enterprise customers for
all their ICT infrastructure and solution needs, HCL’s System integration and services
initiatives, saw the company winning and executing projects in a number of new solutions
8

9. area across sectors like governance, BFSI, Power, Airports and Health. Among these was the
prestigious System Integration contract “PAWAN” from the Punjab Government for setting
up a state wide area network.
Another strategic win that came from the Banking System Integration space was the “MIS
framework” for backend operations from a leading bank in India. HCL also won an order for
the rollout of a Financial Inclusion Pilot from a leading Nationalized Bank of the country.
This quarter also saw wins from the Airport & Ports verticals. The company won a contract
for setting up of the “Airport operations and command centre” for one of the leading
airports in the country.
Another win in this vertical was the contract to set up the Security and Surveillance
solution along with high-end content analysis capability. The Media and Entertainment
System Integration business saw HCL winning contracts from national bodies for setting up
their complete studio infrastructure solution for production and broadcasting, this will also be
used for training and hands on exposure in the field of digital mass communications. This
quarter also saw entry into some of the leading national channels and production houses with
a wide range of niche products in the broadcasting space.
9

10. SEGMENT RESULTS
Computer Systems & Other Related Products:
In the enterprise space major orders were received from leading names across industry
verticals including corporate, government, & BFSI segments. HCL also won one of largest
enterprise orders for Toshiba laptops from a leading Public Sector Utility.
Innovation has been the driving force behind HCL’s success. HCL is constantly innovating to
create unique products to meet the growing needs of the enterprise sector and the launch of
the ‘Datacenter in a box’ was an initiative towards this direction.
Addressing the demand from SME’s for simplified and functional IT solutions, HCL
announced the launch of its next-generation ‘HCL – Datacenter in a Box’ in this quarter.
This innovative enterprise product offers a complete IT Infrastructure solution stack with its
power-packed Blade Servers
Integrated storage, networking, UPS and comes with remote management capability. This
solution is not only easy to deploy, maintain and upgrade but is also very cost effective and
delivers exceptional value.
This quarter started with the launch of the revolutionary MiLeap range of HCL laptops,
India’s first full functional, ultra portable range of laptops that offer true mobile internet
computing experience at a price point starting from Rs.13,990/-. Keeping its promise &
heritage of always being the first to introduce the latest in technology for Indian markets,
HCL has created a new product category in the Indian market with the launch of the MiLeap
series.
ABOUT HCL ENTERPRISE
10

11. HCL - HINDUSTAN COMPUTES LIMITED
HCL is an IT global conglomerate that provides PIN TO PLANE solutions in IT, IT
infrastructure, business consulting, IT education, services across the local boundaries.
Hindustan Computers Limited (HCL) was established in India in Aug. 11, 1976. HCL is a
leading global technology and IT firm. It is the oldest or only 1st
Indian IT company which
make its own semi-conductor in 1978. At present HCL is having its operation in 31 countries
which include USA, CHINA, UK, MIDDLE EAST, AUSTRALIA, NZ AND JAPAN. And
at present HCL is expanding its business in Africa.
HCL is only company in India that has 80,000 workforce strength. Technology and IT firm.
It comprises two companies listed in India, namely HCL Technologies and HCL Infosystems.
Its range of offerings span product engineering, technology and application services, BPO,
infrastructure services, IT hardware, systems integration, and the distribution of technology
and telecom products. The HCL team comprises over 80,000 professionals of diverse
nationalities, operating out of 32 countries. HCL has global partnerships with several leading
Fortune 1000 firms, including leading IT and Technology firms.
HCL Technologies:
HCL Technologies was formed as a separate company in 1994. In 2005-06, the company
11

12. Reported revenues of US$ 919 million and had a workforce of 29,948 employees as on 31
March 2006. HCL Technologies offers services in Product Engineering and Technology
Services, Custom Applications and Package Implementation, IT Infrastructure Management
and BPO.
HCL Infosystems:
HCL Infosystems operates in four broad segments– IT Hardware, Technology Services,
Systems Integration, and Distribution of Technology and Telecom Products.
HCL in the UK
HCL entered the UK in the year 1997. However, till the year 2000, the company did not
have
Significant presence in the UK until 2001, when HCL actively started focusing on the UK
market. Currently, the company operates through three offices and two delivery centres in the
UK. HCL provides the following three services in the UK:
• Application development
• Infrastructure management
• Business process outsourcing
In October 2001, HCL entered into a strategic alliance with British Telecom (BT) to offer
BPO services through BT's 400-seat Apollo Contact Centre at Belfast, Northern Ireland
(UK). HCL acquired a 90 per cent equity stake in Apollo Contact Centre with BT holding the
remaining10 per cent .This was a landmark event, making HCL the first Indian IT company
to establish an overseas BPO business.
A successful conclusion of this joint venture was achieved in 2004-05through an acquisition
of the remaining 10 per cent stake .This aptly demonstrated HCL’s ability to create value
from carve-outs. Currently, its Belfast centre has 2000 employees’ .The centre has
recorded a revenue growth of 200 per cent over the period 2001-05.
HCL in the UK is focusing on five industry verticals - Banking and Financial Services,
Life .Sciences, Retail, Telecom, and Hi-technology. In the year 2000, HCL's UK operations
contributed to around 6-7 per cent of the company's total revenue. However, the share of UK
12

13. has now increased to around 25 per cent. HCL's UK operations generated revenue of US$
225 million in the year 2005-06.At, present, it has 2,650 full time employees in the UK.
“IT Best Employers : The Top 10
13

14. 14
Rank
2009 Company
Rank
2008 Change
1 HCL Infosystems 3 2
2 iGATE Global Solutions 1 -1
3 Rolta India 4 1
4 RMSI 2 -2
5 SAS Institute India 7 2
6 R. Systems New
7 Perot Systems New
8 Tavant Technologies 9 1
9 Datacraft India 13 4
10 Synechron 8 -2

15. FUTURE PLANS
The future challenges and trends can be: -
• OUTSOURCING: - Employment opportunities in placement usually mirror market trends
and economic growth, so it is difficult to predict a clear future for the industry. However,
with the major trends for companies to outsource recruitment, it is likely that recruitment and
placement agencies and executive research consultancies will be a growing area of graduate
employment. Outsourcing is likely to be the most significant factor for change in the industry
in the foreseeable future.
RECRUITMENT & PLACEMENT PROCESS AT HCL LEARNING
Following is the desired profile of a candidate who is to be recruited at HCL LEARNING: -
• Excellent Communication Skills
• Graduate, Undergraduate/Postgraduate
• Excellent command over spoken English
• Experience from other industry will be considered
• Ability to work as a part of a team and/or on your own initiative
• Positive attitude and value based outlook
15

16. • Patience, perseverance and adaptability
MERITS AND DEMERITS OF THE RECRUITMENT PROCESS AT HCL
LEARNING
16
MERITS DEMERITS
ADVERTISEMENTS
• Complete job specification and job
description in limited space.
• This limited space is expensive and difficult
to obtain.
• Reaches a wider audience. 2. The people of the rural areas are usually left
out.
WALK IN AND TALK IN
1. Least expensive approach. 1. Flow in of unsuitable resumes
2. More popular than the rest of the approaches. 2. Waste of time in the evaluation of the candidates
who do not fit in the criterion of the job.
JOB FAIRS
1.Popularity is more. 1. The overall organization of the job fair is
expensive for the company.
2. Various mediums are used for the publicity of the
job fair.
2. Publicizing the job fair is expensive .
CONSULTANTS
1. They act as a bridge between the candidates and
the employers owing to their nationwide contacts.
1. A major portion of the profit is eaten up by the
consultants.
2. They offer varied services. 2. These Services are a big financial concern for the
company.
TALENT EXPRESS
1. The vacancies are updated on a regular basis. 1. Internet today is one of the major sources of
acquiring knowledge but its reach to the rural area is
a concern.
2. Internet is becoming a growing media and a major
source of acquiring knowledge today, so Talent
Express proves to be a boon.

17. HCL LEARNING PLACEMENT PROCEDURE
HCL Career Development Centre has started its campus interview initiative since 2007.
• What role does HCL LEARNING Placement Cell play?
• It is a single window approach that brings HCL LEARNING students and the recruiting
companies on a common platform. The LEARNING placement cell acts as a coordinating
agency to match the preferences of both the groups. As a major achievement, a placement
record of 100% was achieved in the year 2009. Many leading companies featured among the
employers including HP, Wipro, V Customer and Aircel among many others.
• What makes it special
It provides an opportunity to eligible students to prove their merit and receive job
opportunities as soon as they complete their course. The students need not hunt for jobs
through newspapers, placement agencies etc
• What is the process followed while arranging the interviews?
Students indicate their preferences for companies well in advance after studying the various
brochures and then register their names in the placement cell. The pre-placement talks
delivered by the respective hiring executives helps students an understanding about the
company on factors such as financial indices, growth opportunities, product range, market
share and professional outlook. Our placement cell invites companies at regular intervals to
conduct campus recruitments for our students who have successfully completed their courses.
(Typically, more than 20 companies participate in the program every month). As per our?
One Student One Job? Policy devised to safeguard the students? Interest in general, a
17

18. candidate once selected is not allowed to appear for further interviews What do the
companies look for in a potential employee?
Besides academic performance, employers look for professional skills such as leadership,
communication, creativity, innovation, initiative, enthusiasm, attitude and aptitude
What should the students look for while selecting a company ?
The students should ideally consider the followingfactors:-
1.Company’s Image/credibility in the market
2. Experience of past students
3. Pay package being offered
4. Training period
5. Growth prospects and work culture
6. Requirement for legal bond, if any.
What training do we provide ?
A special effort is made to groom the students and in brushing up their skills to face campus
interviews through methods such as:
1.Communication skills workshops
2.Mockinter view and group discussions
3. Sample online tests for English grammar, vocabulary and technical knowledge
Other inputs given to Students ?
1. Briefing about the various job profiles
2. Assistance towards SWOT analysis
3. Inputs for CV creation
4. Provision of company related brochures
5. Help in understanding the company’s financial statements
6. Provision of newspapers, magazines and business papers
These are some of the many organizations where HCL LEARNING students are working: -
• ACS Info Tech
• Tech Mahindra
18

19. • HCL Infosys systems Ltd.
• HCL Technologies Ltd.
• HCL COMNET
• HCL BPO
• Convergys
• PCS Technologies
• UG Software
• Tech Wave
1.2 INTRODUCTION TO HR
Human Resource Management is an art of managing people at work in such a manner that
they give their best to the organization. In simple word Human Resource Management refers to
the quantitative aspects of employees working in an organization. Human Resource Management
is also a management function concerned with hiring, motivating, and maintains people in an
organization. It focuses on people in organization.
HRM involves the application of management functions and principles. The functions and
principles are applied to acquisitioning, developing, maintain, and remunerating employees in
organizations.
HR VISION
To provide an enabling environment where employees’ competencies are nurtured and harnessed
towards sustainable business growth and leadership.
HR MISSION
To proactively assess and provide services for the HR needs of the business & customers for the
attainment of organizational goals.
HR OBJECTIVES
• To collaborate with and support internal Customers of HR services viz. effective manpower
planning, ensuring harmonious industrial relations etc.
• To review and redesign the structure of the organization with clarity of role, responsibilities
and accountability for overall organizational effectiveness and speedy response to emerging
19

20. business challenges.
• To develop knowledge and skills of the employees’ and groom leaders with functional and
business competencies to meet future demands of the organization (viz. flexibility and change
management).
• To enhance employee productivity through rationalization of jobs and manpower
optimization.
• To promote employee involvement in decision making, team working, creativity and
empowerment.
• To institutionalize transparency by framing, updating and communicating systems and
processes.
• To maintain good liaison with government/ external agencies in order to better serve the
organizational cause.
• To provide a safe and healthy work environment and continuously benchmark and update the
standards of safety and hygiene; and
20

21. 1.3 INTRODUCTION OF TOPIC
The human resources are the most important assets of an organization. The success or failure
of an organization is largely dependent on the calibre of the people working therein. Without
positive and creative contributions from people, organizations cannot progress and prosper.
In order to achieve the goals or the activities of an organization, therefore, they need to
recruit people with requisite skills, qualifications and experience and place them too. While
doing so, they have to keep the present as well as the future requirements of the organization
in mind.
The objectives of Human Resource Department are Human Resource Planning, Recruitment
and Selection, Training and Development, Career 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
Placement 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 their
staff. It is recommended to carry out a strategic analysis of Recruitment and Placement
procedure.
Successful recruitment and placement methods include a thorough analysis of the job and the
labour market conditions. Recruitment is almost central to any management process and
failure in recruitment can create difficulties for any company including an adverse effect on
its profitability and inappropriate levels of staffing or skills.
21

22. RECRUITMENTS
“A PROCESS TO DISCOVER THE SOURCES OF MANPOWER TO MEET THE
REQUIREMENTS OF THE STAFFING SCHEDULE AND TO EMPLOY EFFECTIVE
MEASURES FOR EFFICIENT WORKFORCE”
“THE PROCESS SEARCHING FOR PROSPECTIVE EMPLOYEES AND
STIMULATING THEM TO APPLY FOR JOBS IN THE ORGANIZATION”
- EDWIN B. FLIPPO
22

23. 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.
Need for recruitment
The need for recruitment may be due to the following reasons / situation:
• Vacancies due to promotions, transfer, retirement, termination, permanent disability,
death and labour turnover.
• 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.
23

24. • Help increase the success rate of the selection process by reducing the number of visibly,
under qualified or overqualified job applicants.
• Help reduce the probability that job applicants, once recruited and selected, will leave the
organization only after a short period of time.
• Begin identifying and preparing potential job applicants who will be appropriate candidates.
• Induct outsiders with a new perspective to lead the company.
• Infuse fresh blood at all levels of the organization
• Develop an organizational culture that attracts competent people to the company.
• Search for talent globally and not just within the company.
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
decide 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 effort will result in
mediocre ones. High-quality employees cannot be selected when better candidates do not
know of job openings, are not interested in working for the company and do not apply. The
recruitment process should inform qualified individuals about employment opportunities,
create a positive image of the company,
FACTORS AFFECTING RECRUITMENT:
The following are the 2 important factors affecting Recruitment:-
1) INTERNAL FACTORS
• Recruiting policy
• Temporary and part-time employees
• Recruitment of local citizens
• Engagement of the company in HRP
• Company’s size
• Cost of recruitment
• Company’s growth and expansion
24

25. 2) EXTERNAL FACTORS
• Supply and Demand factors
• Unemployment Rate
• Labour-market conditions
• Political and legal considerations
• Social factors
• Economi
SOURCES OF RECRUITMENT
The sources of recruitment may be broadly divided into two categories: internal sources and
external sources. Both have their own merits and demerits:
INTERNAL SOURCES
Persons who are already working in an organization constitute the ‘internal sources’.
Retrenched employees, retired employees, dependents of deceased employees may also
constitute the internal sources. Whenever any vacancy arises, someone from within the
organization is upgraded, transferred, promoted or even demoted.
EXTERNAL SOURCES:
External sources lie outside an organization. Here the organization can have the services of:
a) Employees working in other organizations
b) Jobs aspirants registered with employment exchanges
c) Students from reputed educational institutions
(d) Candidates referred by unions, friends, relatives and existing employees
(e) Candidates forwarded by search firms and contractors
(f) Candidates responding to the advertisements, issued by the organization
(g) Unsolicited applications/walk-ins.
25

26. 26

27. Merits and Demerits of ‘Recruiting people from ‘Within’
Merits Demerits
• Economical: The cost of recruiting
internal candidates is minimal. No
expenses are incurred on advertising.
• Suitable: The organization can pick the
right candidates having the requisite
skills. The candidate can choose a right
vacancy where their talents can be fully
utilized.
• Reliable: The organization has the
knowledge about suitability of a candidate
for a position. ‘Known devils are better
than unknown angels!’
• Satisfying: A policy of preferring people
from within offers regular promotional
avenues for employees. It motivates them
to work hard and earn promotions. They
will work with loyalty commitment and
enthusiasm.
• Limited Choice: The organization is
forced to select candidates from a
limited pool. It may have to sacrifice
quality and settle down for less
qualified candidates.
• Inbreeding: It discourages entry for
talented people, available outside an
organization. Existing employ
innovative ways and inject necessary
dynamism to enterprise activities.
• Inefficiency: Promotions based on
length of service rather than merit, may
prove to be a blessing for inefficient
candidate. They do not work hard and
prove their worth.
• Bone of contention: Recruitment from
within may lead to infighting among
employees aspiring for limited, higher
level positions in an organization. As
years roll by, the race for premium
positions may end up in a bitter race.
27

28. Merits and Demerits of External sources of Recruitment
Merits Demerits
• Wide Choice: The organization has
the freedom to select candidates from
a large pool. Persons with requisite
qualifications could be picked up.
• Infection of fresh blood: People with
special skills and knowledge could be
hired to stir up the existing employees
and pave the way for innovative ways
of working.
• Motivational force: It helps in
motivating internal employees to work
hard and compete with external
candidates while seeking career
growth. Such a competitive atmosphere
would help an employee to work to the
best of his abilities.
• Long term benefits: Talented people
could join the ranks, new ideas could
find meaningful expression, a
competitive atmosphere would compel
people to give out their best and earn
rewards, etc.
• Expenses: Hiring costs could go up
substantially. Tapping multifarious
sources of recruitment is not an easy task
either.
• Time consuming: It takes time to
advertise, screen, to test and test and to
select suitable ones are not available, the
process has to be repeated.
• De-motivating: Existing employees who
have put in considerable service may
resist the process of filling up vacancies
from outside. The feeling that their
services have not been recognized by the
organization, forces then to work with
less enthusiasm and motivation.
• Uncertainty: There is no guarantee that
the organization ultimately will be able to
hire the services of suitable candidates. It
may end up hiring someone who does not
fit and who may not be able to adjust in
the new setup.
METHODS OF RECRUITMENT
28

29. INTERNAL METHODS
• Job posting: Job posting is another way of hiring people from within. In this method, the
organization publicizes job opening on bulletin boards, electronic method and similar outlets.
One of the important advantages of this method is that it offers a chance to highly qualified
applicants working within the company to look for growth opportunities within the company
to look for growth opportunities within the company without looking for greener pastures
outside.
• Employee Referrals: Employee referral means using personal contacts to locate job
opportunities. It is a recommendation from a current employee regarding a job applicant. The
logic behind employee referral is that “it takes one to know one”. Employees working in the
organization, in this case, are encouraged to recommend the names of their friends, working
in other organizations for a possible vacancy in the near future. In fact, this has become a
popular way of recruiting people in the highly competitive Information Technology industry
nowadays. Companies offer rich rewards also to employees whose recommendations are
accepted – after the routine screening and examining process is over – and job offers
extended to the suggested candidates. As a goodwill gestures, companies also consider the
names recommended by unions from time to time.
EXTERNAL METHODS
• Campus Recruitment: Here the recruiters visit reputed educational institutions such as
IITs, IIMs, colleges and universities with a view to pick up job aspirants having requisite
technical or professional It is a method of recruiting by visiting and participating in college
29

30. campuses and their placement centres skills. Job seekers are provided information about the
jobs and the recruiters, in turn, get a snapshot of job seekers through constant interchange of
information with respective institutions. If campus recruitment is used, steps should be taken
by human resource department to ensure that recruiters are knowledgeable concerning the
jobs that are to be filled and the organizations and understand and employ effective
interviewing skills.
• Walk-ins, Write-ins and Talk-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.
• 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.
• Head Hunters: They are useful in specialized and skilled candidate working in a
particular company. An agent is sent to represent the recruiting company and offer is made to
the candidate
PLACEMENTS
Placements refer to the allocation of people to jobs. It includes initial assignment of new
employees, and promotion, transfer, or demotion of employees.
30

31. Assignment of a new employee to a job permanently seems to be a simple task. The employer
advertises inviting applications from candidates for a specified post. The advertisement
contains job description and job specification in detail. When a candidate has been selected, it
is logical that he or she is placed in the position that was advertised earlier. But the task is not
as simple as it looks. Times are changing. Changes in the work ethics reflecting the demand
for meaningful work – (1) increased government pressure to hire and promote women and the
disadvantaged and (2) heightened awareness of the fact that firm have many jobs but each
individual has only one career.
There is little agreement on whether placement is a service, an outcome, or even the “entire
rehabilitation process”. Placement has been defined as “the final phase...the bridge by which
the individual passes from... supportive services to the competitive work-life of the
community”. Placement is an important phase in the total rehabilitation process, which
requires the entire community to become working partners (Odell, 1955). Zadney and James
(1976) referred to placement refers as “. . . the steps taken in preparation to secure
satisfactory employment as rehabilitation comes to a close”, and they acknowledged that “. . .
placement is a continuing concern throughout the rehabilitation process, even though the type
and level of related activities varies considerably at different points”.
Vandergoot and Worrall (1979) in an attempt to separate goal from process, defined
placement as “. . . the crucial event in the rehabilitation process; it indicates that a client has
accepted a job offer . . . placement is the goal of rehabilitation, all other rehabilitation
activities can be related to it”. Dunn (1981) also attempted to find a balance between process
and outcome and depicted placement as “. . . the time period and activities that take place
between two major decision points or events: the decision to actively search for employment
in the labor market and the decision to accept a job offer”.
31

32. PLACEMENT PROCESS
• Collect the details about the employee
• Construct his or her profile
• Which subgroup profile does the individual’s profile best fit?
• Compare subgroup profile to job family profiles
• Which job family profile does subgroup profile best fit?
• Assign the individual to job family
• Assign the individual to specific job after further counseling and assessment
FACTORS AFFECTING THE PLACEMENT PROCESS
INTERNAL FACTORS
• The placement policy of HCL LEARNING as to what are the norms and standards imperative
to the placements of the students.
• The costs for conducting a job fair and the placement drive.
• The availability of the candidates that match up to the job requirements.
EXTERNAL FACTORS
• The recruitment policy of an organization specifies the objectives of recruitment and provides
a framework for implementation of a recruitment programme.
• Image of the employer can work as a potential constraint for recruitment.
• The availability of manpower both within and outside the organization is an important
determinant in the placement process.
• The placement activity is also dependent upon the competitors present in the market.
32

33. SCOPE
The scope of the project includes
• Study of importance of recruitment and placement process for an enterprise
• Study of recruitment and placement process at HCL LEARNING
• Study the Performance appraisal Practices at HCL LEARNING
OBJECTIVES
This project is initiated for the purpose of understanding the Recruitment & the
Placement cycle at HCL LEARNING.
The objectives are
• Support the organization ability to enhance and develop the best team and skills.
• Determine the manpower requirements of the various organizations and corporate in co-
ordination with planning and job analysis activities
Obtain the number and quality of the students that can be selected in order to meet the
organization’s goal and objectives.
• Create a pool of candidates so that the management can select the right candidate for the right
job from this pool.
• Attract and encourage more and more candidates to apply in the organization.
• Act as link between the employers and the job seekers that are the students.
33

34. 2. RESEARCH
METHODOLOGY
RESEARCH METHODOLOGY
34

35. Research is defined as human activity based on intellectual application in the investigation of
matter. The primary purpose for applied research is discovering, interpreting and the
development of methods and systems for the advancement of human knowledge on a wide
variety of scientific matters of our world and the universe.
The research methodology is a science that studying how research is done scientifically. It is
the way to systematically solve the research problem by logically adopting various steps.
Also it defines the way in which the data are collected in a research project.
Research can fall into two distinct types:
• Primary research
• Secondary research
Mode of research used in this project is Secondary Research.
RESEARCH DESIGN
• Literature Review research design was adopted for the study.
DATA SOURCE
Secondary data was collected from the following sources-
• Websites
• Project materials
• Books
• Newspapers
35

36. 3. DATA ANALYSISAND
INTERPRETATION
36

37. 1.The placement drive was well managed. Do you agree?
PARAMETERS NO: OF RESPONDENTS PERCENTAGE
Strongly disagree 13 65
Agree 7 35
Strongly agree - -
TOTAL 20 100
INTERPRETATION:
From the above table, it can be inferred that 65% of the employees who participated in the
survey feels that the placement drive was well managed
2. Should HCL Learning conduct placement drives to create brand image?
37
65%
35%
0%
Strongly disagree
Agree
Strongly agree

38. INTERPRETATION:- As per the analysis of the above question, 20% respondents said that
HCL Learning conduct placement drives to create brand image
3. Do you think placement process should include G.D and initial round as well?
38
Options No of Persons %age
Yes 4 20
No 16 80

39. PARAMETERS NO: OF RESPONDENTS PERCENTAGE
Strongly agree 13 65
disagree 7 35
Agree - -
TOTAL 20 100
INTERPRETATION:
From the above table, it can be inferred that 65% of the respondents who think placement
process should include G.D and initial round as well
4. Do you think recruitment in HCL is better than any other organization?
PARAMETERS NO: OF RESPONDENTS PERCENTAGE
Strongly agree 13 65
Disagree 7 35
Neutral - -
39
65%
35%
0%
Strongly agree
disagree
agree

40. TOTAL 20 100
INTERPRETATION:
From the above table, it can be inferred that 65% of the respondents who think recruitment in
HCL is better than any other organization
5. Do you think basic eligibility criteria for various job openings HCL is fine accordance with
its brand image?
Options No of Persons %age
Yes 14 70
No 6 30
40
65%
35%
0%
Strongly agree
disagree
neutral

41. INTERPRETATION: - As per the analysis of the above question out of 20 respondents 70% said that
basic eligibility criteria for various job openings HCL is fine accordance with its brand image
6. Do you think there should be Pre-placements talks with the candidates.?
Options No of persons %age
Yes 11 55
No 9 45
41

42. INTERPRETATION:- As per the analysis of the above question, 55% respondents said that
there should be Pre-placements talks with the candidates.
7. Do you think that candidate should be given brief introduction of the company profile and
job opening before appearing for interview?
Options No of Persons %age
Yes 15 75
No 5 25
42

43. INTERPRETATION:- As per the analysis of the above question, out of 20 respondents,
75% of the respondents think that they should be given brief introduction of the company
profile and job opening before appearing for interview.
8. Is there any need of providing interview skills and personality development secession for
students planning for interview?
43
Options No of Persons %age
Yes 17 85
No 3 15

44. INTERPRETATION:- As per the analysis of the above question, out of 20 respondents, 85%
think that there is need of providing interview skills and personality development secession
for students planning for interview.
9. From where you come to know about HCL openings?
44
PARAMETERS NO: OF RESPONDENTS PERCENTAGE
Newspapers 5 27
Internet 9 45
Consultants 4 20
Direct walk ins 2 8
TOTAL 20 100

45. INTERPRETATION:
From the above table, it can be inferred that 44% of the respondents who where come to
know about HCL openings through internet.
4. FINDINGS AND
SUGGESTIONS
45
28%
44%
20% 8% newspapers
internet
Consultants
Direct walk ins

46. FINDINGS
The findings of the project are: -
• Overall placement drive conducted was well managed by all departments of
this organization.
• Most of the candidates participated in the placement drive think that
placements process should include G.D and initial found as well.
• More than half of the candidates approved for the interview think HCL as
better than any other organization whereas rest are open to all other
organization and respected of brand image.
• As per the survey done most of the respondents were agreed and got short
listed become of the cut off criteria of HCL.
• The requirement of the organizations involved in the recruitment process
varies from one another.
46

47. • The placement activity is highly dependent on the:-
• Market Trends
• Market Conditions
• Unemployment
• Supply of the Workforce
• Demand of the Man Power
47

48. RECOMMENDATIONS:-
• The placement activity is one of the important activities for HCL LEARNING
to keep the brand image and value.
• Pre Placement Talks (PPT) with the students is a necessity.
• It is necessary to provide the students with interview skills and personality
development classes as they help a lot to boost self confidence in students
which ultimately is reflected in their interviews and group discussions
48

49. 5. BIBLIOGRAPHY
49

50. BOOKS
• Gupta, C.B.---Human Resources Management, Sultan Chand, 1999
• Prasad, L.M., --- Human Resources Management, Sultan Chand & Sons, 2005
• Tripathi, P.C.,----Personnel Management, Bombay, Asra Publishing House 1967
WEBSITES
• http://recruitment.naukrihub.com/recruitment-vs-selection.html
• www.google.com
• www.yahoo.com
• www.hclinfosystem.com
50

51. 6. ANNEXURE
51

52. ANNEXURE
A STUDY OF RECRUITMENT AND PLACEMENT IN HCL
Name: …………………………………………
Qualification: …………………………………
Any Reference:
1. Placement drive was well managed. Do you agree?
a) Strongly disagree b) Agree
c) Strongly agree
2. Should HCL Learning conduct placement drives to create brand image?
a) Yes b) No
3. Do you think placement process should include G.D and initial round as well?
a) Strongly disagree b) Agree
c) Strongly agree
4.Do you think recruitment in HCL is better than any other organization?
a) Strongly disagree b) Agree
c) Strongly agree
5. Do you think basic eligibility criteria for various job openings HCL is fine
accordance with its brand image?
a) Yes b) No
6. Do you think there should be Pre-placements talks with the candidates.
a) Yes b) No
52

53. 7. Do you think that candidate should be given brief introduction of the company profile and
job opening before appearing for interview?
a) Yes b) No
8. Is there any need of providing interview skills and personality development secession for
students planning for interview?
a) Yes b) No
9. From where you come to know about HCL openings?
a) Newspapers b) Internet
c) Consultants d) Direct walk ins
53