WELFARE AT HCL

HCL's hiring strategy has so far been based on project needs rather than building a large bench of recruits through campus hiring in anticipation of future projects.

HCL also has a policy of hiring larger proportions of laterals with 3 to 8 years of experience. They prefer welltrained professionals who can get on with the job swiftly. As a result the percentage of lateral hires for HCL has been greater than competitors.

An IT sector analyst says the company is looking to reduce the proportion of laterals from historical levels of 70% to around 20-40 % which is the norm for top tier IT companies. For most parts of the fiscal year 2011 the level of lateral hires at HCL stood at 80%.

HCL officials say that they have already begun readying for the future with the proportion of laterals added in the September quarter standing at 55%.

R Vaidyanathan, head – operations at HCL, said the company is setting up training facilities for logistical reasons. The company is growing in scale with a large employee base of over 80,000 employees.

The campuses are expected to have a capacity of around 6,000-7 ,000. The company has a 4-12 week training cycle and relies upon rented premises to train new recruits. It did not elaborate on the investments.

Over the last few years the company grew fast by aggressively bidding for contracts through a differentiated strategy of low pricing combined with a larger number of experienced hires.

Now that many of these contracts have matured, it requires more fresh recruits to service them. So HCL has begun to follow a dual policy of continuing to recruit laterals aggressively to win new deals, and have a larger share of freshers for matured contracts.

The strategy of recruiting a larger proportion of expensive laterals has affected the margins of the company which is lowest amongst peers. But the company now enjoys the highest revenue per employee, after having the lowest revenue per employee 5 years back.

For example, in the September quarter , TCS's operating margin was 29.1%, Infosys's was 31%, Wipro was 19.1%, while HCL's was 17.1%.

EDGE( A TRAINING TOOL)

With the aim to gain that extra edge in customer service, company has rolled out a training tool billed ‘EDGE’ (Employee Development Growth and Empowerment) for its infrastructure services division (ISD). The training will be imparted to cement cross-functional team skills of employees. This, according to the company, will enhance the servicing efficiency of its professionals. Company's knowledge management commitment is built around the EDGE Program which is a consciously developed program aimed towards making the company a 'learning organization', an organization where growth is measured not just by profits but also as the synergetic growth of each of its employees. The EDGE training is set up to follow the professional development (career paths) within the organization, which in turn describes the necessary tasks in supporting customers at all levels. The tool is deployed through a host of learning programs and star tech programs that is designed for the technical professional is the lead initiative by which the company aligns it to the overall training interventions of the organization. Accordingly, there is an online test for company professionals across the nation. Based on the evaluations that are carried out on the basis of the rankings they receive from the tests, the top twenty are selected for the program. For a brief period they are exposed to an environment of simulated training. Based on the performance in the initiative, the employees are then awarded certifications. Apart from customer sensitivity from the employees’ standpoint there are a set of objectives that these training programs are meant to attain. It exposes the professionals to a structured pattern of learning. This format is crucial to having a specific focus in approaching customer service. It also becomes the mode to enhance self-reliance and self-empowerment in handling large complex projects.

Under EDGE, company has some sub-programs focused at training dedicated groups like, the Top Gun School for Sales and Star Tech program for technical people, training mediums vary from online, to video broadcast to captive classroom training etc. Depending on the employee capability and interest, company also sponsors employees for training programs/certifications for external organizations like Cisco etc. Employees are also allowed to take sabbaticals to pursue management & other higher studies.

TRAINING AND DEVELOPMENT AT HCL

The game of economic competition has new rules. Firms should be fast and responsive. This requires responding to customer’s needs for quality, variety, customization, convenience and timeliness. Meeting these new standards requires a workforce that is technically trained in all respects. To survive and flourish in the present day corporate jungle, companies should invest time and money in upgrading the knowledge and skills of their employees constantly. Here arises the necessity of Training and Development since any company that stops injecting itself with intelligence is going to die. HCL has its own learning organization. The objective is to create a learning organization. For this, they have a dedicated HCL Education Center in Hyderabad. The trainings are identified based on the individual, organization and customer needs, with employees going in for Technical, Soft-Skills Training, Management Development Programs, Technology Leadership Programs and Leadership Development Programs.

In simple terms, training is understood as the process of learning sequence of programmed behaviour. Mainly post employment and off job training is given in training and development. HCL believes in holistic development, focusing on building entrepreneurs, having an open and flexible work environment and providing various Developmental Forums.

TRAINING METHODS

Ø Lectures

Ø Conference and seminars

Ø Literature

For training the employees three types of conference are organized:-

Ø Direct discussion

Ø Training conference

Ø Seminar conference

Ø In HCL meetings are organized at various branch levels, sector levels, region levels, zone levels, and also at Command office for Training and Development of employee.

HCL philosophy is, "what gets measured, gets reviewed and what gets reviewed, gets improved" They have a Performance Tracking System, a daily to weekly to monthly to quarterly review system. This is done through tracking enablers and results. This leads to customer satisfaction (both internal and external), people satisfaction and business growth.

HCL's belief for holistic quality improvement is realized through the adoption of 360 Degree Feedback for our leaders. It shares a reciprocal relationship with various processes facilitating continuous improvements in areas such as selection, career planning, goal setting, reward schemes and culture. Assessments in HCL are not just for improvement and development, but are also well recognized and rewarded.

After an employee is selected, placed and introduced he or she must be provided with training facilities. Training is the act of increasing the knowledge and skill of an employee doing a particular job. Training is short-term educational process and utilizing

a systematic and organized procedure by which employee learns technical knowledge and skill for a definite purpose.

BENEFITS OF TRAINING

For Organization:

· Leads to improved profitability and or more positive attitude towards profits orientation

· Improves the job knowledge and skills at all level of the organization

· Improves the morale of the workforce

· Helps people to identity the organizational goal

· Helps to create a better corporate image

· Faster authenticity, openness and trust

· Improves the relationship between boss and subordinate

· Aids in understanding and carrying out organizational policies

Befit to individual:

· Helps the individual in making better decision and effective problem solving.

· Through training and development, motivational, variables of recognition, achievement, growth, responsibility and advancement and internalized and operationalised

· Aids in encouraging and achieving and self development and self confidence

· Helps to handle stress, tension, frustration and conflict

· Increase job satisfaction and recognition

· Move a person towards personnel goal and development of skills.

Benefits in personnel and human relationship

· Improves communication between groups and individual.

· Aids in orientation for new employee and those taking new job through transfer and promotion.

· Improves interpersonal skills.

· Improves morale

· Builds cohesiveness

· Provide a good climate for learning growth and coordination

· Makes organization better place to work and live

NEED FOR TRAINING

Every organization big or small productive or non productive, economic or social, old or newly established should provide training to all employees irrespective of their qualification, skills, suitability for the job etc. thus no organization can choose whether or not train employees .

Training is not something that is done once to new employees it is used continuously in every well run established. Further technological changes automation require up dating

the skills and knowledge. As such an organization has to retrain the old employees. The need of training arises due to following reasons:

1: To match the employee specification with the job requirement and organizational needs

2: For organizational viability and transformation process

3: It is good for technological advancement.

4: Decreases organizational complexity.

5: Improves human relations

Selection Process at HCL

 Selection is a process of choosing the most suitable candidates of all the participants. In this process, relevant information about the applicant is collected through a series of steps so as to evaluate their suitability for the job to be filled. Selection is a process in employment function which starts immediately upon receipt of the resumes and application letters, the major concern being reviewing resumes for basic qualifications. It is a process which should be based on job-related qualifications including but not limited to: required and preferred education, experience, knowledge, skills and abilities as identified in the job description.

HCL Recruitment Process

Recruitment process in HCL Technologies consists of different stages. It includes three stages of interview which deals with different aspects of job specification. After passing the three interview rounds, the candidate has to give an online examination. If the candidate gets at least passing marks in the online examination, offer is made to selected candidate and certain formalities are completed by the candidate which include filling documents like declaration, application blank, pre-interview form, background verification form.  A date of joining is given to the candidate on which they have to bring all their original documents for verification. On the date of joining, all the verification of the original documents is carried out with the submission of the photocopies. After completing the documentation formalities , PRU(which is process resource update) is filled online, which includes all the details of the candidate.

Next stage, by which the candidate has to go through is the medical check up. After joining formalities are completed a date of induction is given to the candidate.

HINDUSTAN COMPUTERS LIMITED(HCL): HUMAN RESOURCE

Human Resource Planning is a vital ingredient for the success of the organisation in the long run. The objectives of Human Resource department are Human Resource Planning, Recruitment and Selection, Training and Development, career planning, etc.

For every organisation it is very important to have the right person in the right job. Recruitment and Selection plays a vital role in this situation. Some of the brightest minds from the elite engineering and graduate colleges from around the world join HCL every year. It is a continuous effort to build an organization where innovative methods of doing business and redefining customer satisfaction are a way of life. HCL  believes in tapping the best talent from across campuses and molding them into future leaders.

And that is evident from the large number of business unit heads and members of their senior management who were all campus hires. In fact, the  CEO Vineet Nayar was also a campus hire.

HCL  holds  campus recruitments in various campuses across the country, and share a long association with some of the most prestigious institutes/colleges/ universities.

Internal recruitment: The IT major relies heavily on this model, which also saves huge cost for the company, at the same time ensuring that the talent pool remains intact.

Campus hiring: Many of the business unit heads and senior people at HCL have been picked from the campuses of some of the best engineering, management and non-management colleges across the globe.

Employee referrals: HCL fi nds this to be a “reliable channel” to reach out to its potential employees.

Social networking sites: At least 5-7% of its total recruiting is done through websites such as LinkedIn. This primarily includes much of senior-level hiring, and makes it easier for the hiring managers to target candidates with niche skills or for roles based in alien geographies.

HCL is pioneer in the usage of Web 2.0 in its recruitment process and 5-7% of its total recruiting is done through this.

KNOWING THE COMPANY WHERE I AM PLACED

About HCL Technologies  
HCL Technologies is a leading global IT services company, working with clients in the areas that impact and redefine the core of their businesses. HCL Technologies is fourth largest IT company in India and is ranked 48 in the global list of IT services providers. HCL Technologies is one of the two businesses – both of them separately listed in India – falling under the corporate umbrella of HCL Enterprise with combined annual 2011 revenues of US$ 6 billion. HCL Enterprise was founded in 1976 and is one of India's original IT garage start ups. With headquartered in Noida, India, it is primarily engaged in providing a range of outsourcing services, business process outsourcing and infrastructure services. It also  offers integrated portfolio of services including software-led IT solutions, remote infrastructure management, engineering and R&D services and BPO. HCL leverages its extensive global offshore infrastructure and network of offices in 26 countries to provide holistic, multi-service delivery in key industry verticals including Financial Services, Manufacturing, Consumer Services, Public Services and Healthcare. HCL takes pride in its philosophy of 'Employees First, Customers Second' which empowers our 83,076 transformers to create a real value for the customers. HCL Technologies, along with its subsidiaries, has reported consolidated revenues of US$ 3.9 billion (Rs. 18,334 crores), as on 31^stDecember 2011 (on LTM basis).

HCL has always had the uncanny ability to read ahead, of any market inflexion point and adapt itself to derive maximum advantage.

 Services are provided across the following business lines -

<!--[if !supportLists]-->§  <!--[endif]-->Engineering and R&D Services (ERS) - offering services in Hardware, Embedded, Mechanical and Software Product Engineering.

<!--[if !supportLists]-->§  <!--[endif]-->Enterprise Transformation Services (ETS) - offering services in the areas of Independent Verification and Validation, Process Transformation, Data Management, Integration Services, Architecture Services, Disruptive Technology Services, IT Strategy, and Change Management.

<!--[if !supportLists]-->§  <!--[endif]-->Business Processing Outsourcing (BPO) - division of HCL Technologies Limited has delivery offices across India, UK and USA.

<!--[if !supportLists]-->§  <!--[endif]-->Enterprise Application Services (EAS) - focuses on areas like in ERP, SCM, CRM, HCM, EPM, BI and Middleware. This group is now part of HCL AXON, subsidiary of HCL Technologies, formed after HCL Tech acquired Axon Group plc for £440m cash offer in 2008.