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.Rajamohan
Associate Professor

July 2018
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

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
 TABLE OF CONTENTS

CHAPTER NO. DETAILS PAGE NO.

ORGANIZATIONAL ANALYSIS

 Industry profile
 Company profile
 Services
1  Objectives of the company
 Organization chart
 Leading people of the company

2 INDUSTRY ANALYSIS

 Internship Responsibilities
 Knowledge and skills required
during internship
 Limitations in internship

3 APPLICATION OF MANAGEMENT
THEORY

 HR DERPARTMENT
 OPERATION DEPARTMENT

4 INTERNSHIP REFLECTION ON
LEARNING AND GROWTH

 FINDINGS
 SUGGESTIONS

5 REFERENCE

CHAPTER 1
 ORGANIZATIONAL ANALYSIS
1.1 INDUSTRY PROFILE
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.

1.2 COMPANY PROFILE: HCL Technologies

 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 Vijay 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

(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 centre, 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 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.the world’s only
independently judged AI awards, at the AI Summit in San Francisco in 2017.

HCL Technologies is on the Forbes Global 2000 list .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. EMPLOYEE
STRENGTH:
The employee strength at HCL Technologies from the initial year till 31st Mar, 2018 is
120,081 on 31st Mar, 2018

HCL Technologies TSS , Elcot IT park, Madurai has around 2500 employees.

1.3 Products: ITES and products development

HCL 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
 Printer

Laptop

Personal
computers

Projector

Mobile

Scanner

Medical
equipements

HCL COMPETITORS

LAPTOPS & PC
 DELL

IBM

HP-
LENOVA COMPAQ

ACER SAHARA

INTEX SONY

TABLETS

KARBONN
SAMSUNG

APPLE

MICROMAX

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 organizational 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.
ORGANIZATION CHART

 ORGANIZATIONAL STRUCTURE

CEO

VP'S

MIDDLE MANAGERS

SUPERVISORS

EMPLOYEES
  HR ORGANIZATION -Departments

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
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.
 TRAINING & DEVELOPMENT

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

Development is a long term education process 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 desire or need

2 Incentives &or reward value of the goal

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

 MAINTENANCE

Its concerned with the direction & organized of resource in order to control the availability
and performance of some specific managerial 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.

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
 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

1.6 LEADING PEOPLE OF THE COMPANY:

The leading peoples of the company include:

 Shiv Nadar -Founder & chairman
 VIJAY KUMAR – 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
 CHAPTER 2
INDUSTRY ANALYSIS
2.1 INTERNSHIP RESPONSIBILITES :

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

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.

 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 fresher 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 –

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 or 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

 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.
  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
COMPREHENSIVE CONDITION
TEST AL JOB
OFFER

Background
Verification

MEDICAL TEST

PERMANENT JOB OFFER

  SELECTION CRITERIA

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.
  CAREER COUNSELING

Career counseling 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.

 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.

2.3 LIMITATIONS :
 Short period of time so that they have allotted only two departments (HR,
OPERATIONS)
 Lack of knowledge about practical experience in a company
 Lack of time to gather information to justify the exact condition
 Analyzing of data and interpreting based on their requirements

CHAPTER 3
APPLICATION OF MANAGEMENT THEORY

3.1 HUMAN RESOURCE DEPARTMENT:

Human resource is a term used to portray the people who make up the workforce of an
association. The human resource segment gets a wide extent of parts and obligations include
selecting, preparing and creating and spurring workers. What's more the HR division
guarantees consistence with business laws, administrator's advantages and supervisor's
contention inside the framework.
DEPARTMENTS OF HR:
 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
 FINDINGS
 Fine cultured communication skills.
 Well organized selection process criteria.
 There is no employment retention program, instead they hire a new candidate within the
given notice period time of one month.
 Learnt the necessity of ordering and arrangements of files as it is used for the further
reference which becomes easy for the people working.
 Learnt the necessity to maintain the professional relationship with the respondents on call.
 Learnt that the candidate’s fear of getting interviewed or questioned, therefore novice was
handling them and making them comfortable with the organization.
 Learnt the benefit and importance of maintaining secular files as hardcopy and softcopy of
all details is maintained in excel sheets.

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.
 REFERENCES

REFERENCE WEBSITES:

 www.hcl.com

 www.wikipedia.com

 www.hcltss.com

 www.hclinfosystem.com

 www.moneycontrol.com