A STUDY ON HR POLICIES AND PRACTICES WITH TO

REFERENCE TO HCL COMPANY, GANNAVARAM

(Project report submitted to Jawaharlal Nehru technological University, Kakinada

in partial fulfillment of the Requirements for awarding the degree)
IN
MASTER OF BUSINESS ADMINISTRATION

SUBMITTED BY
DANGETI S S V GANGA BHAVANI
REGD.NO: 23ME1E0011

UNDER THE ESTEEMED GUIDANCE OF

Mrs. CH.SUMATHI DEVI, MBA.
ASSISTANT PROFESSOR

DEPARTMENT OF MANAGEMENT STUDIES

RAMACHANDRA COLLEGE OF ENGINEERING
(PERMANENTLY AFFILIATED TO JNTU, KAKINADA, APPROVED BY
AICTE, NEW DELHI),NH-5, BY PASS ROAD, VATLURU (V), ELURU,
W.G.DIST-AP
2023-2025
 DECLARATION

Hereby declare that, this project report titled – A STUDY ON HR

POLICIES AND PRACTICES WITH TO REFERENCE TO HCL
COMPANY, GANNAVARAM is a bonafide work done and submitted to the
JNTU, KAKINADA, DEPARTMENT OF MANAGEMENT STUDIES,
RAMACHANDRA COLLEGE OF ENGINEERING ELURU is a original
work carried out by me and is not submitted to any other purpose or published
any time before. The information & findings of this report are based upon the
information collected by me during the study period of 45 days.

Place: Eluru D. S S V GANGA BHAVANI

Date: Regd. No: 23ME1E0011
 CERTIFICATE

This is to certify that, the project entitled A STUDY ON HR

POLICIES AND PRACTICES WITH TO REFERENCE TO HCL
COMPANY, GANNAVARAM Submitted by D. S S V GANGA BHAVANI
as partial fulfillment of the requirements for awarding a degree in MASTERS
OF BUSINESS ADMINISTRATION, form Jawaharlal Nehru Technological
University, Kakinada, under the guidance and supervision of Mrs.
CH.SUMATHI DEVI, MBA, ASSIOCIATE PROFESSOR,
DEPARTMENT OF MANAGEMENT STUDIES, RAMACHANDRA
COLLEGE OF ENEINEERING, VATLURU, ELURU, during the year
2023-2025

PROJECT GUIDE HOD

EXTERNAL EXAMINER

Ph :08812-215 150, fax: 08812-234 128 email; rcee_elr@yahoo.com, website: rcce.ac.in

 ACKNOWLEDGEMENT

I am grateful to Dr. M. MURALIDHARA RAO, M. Tech, Ph.D.

PRINCIPAL of Ramachandra college of engineering, Vatluru, Eluru and I am
thankful to Dr. S. NAGA PADMA, PhD, Head of Department for management
studies, for their blessings and encouragement throughout my course of study.

I express my sincere gratitude and thanks to Mrs. CH.SUMATHI

DEVI, MBA, ASSIOCIATE PROFESSOR, and project guide, and the faculty
member in department of management, RAMACHANDRA COLLEGE OF
ENGINEERING, VATLURU, ELURU, for their encouragement Continuous
support and timely suggestion.

I think this opportunity to convey my sincere thanks to

Mrs. K.VIJAYA DURGA GARU, SENIOR HR (TL) IN HCL COMPANY,
KESARAPALLI VILLAGE , GANNAVARAM For giving me an opportunity
in their organization.

I express my thanks to my parents for giving me moral support and

encouragement throughout my studies. I deeply appreciated one and all whose
guidance has been given at every step and without whom this work would not be
completed.

D. S S V GANGA BHAVANI

Regd No.23ME1E0011
 INDEX

CHAPTER I
 Introduction
 Need for the Study
 Objectives of the Study
 Scope of the Study
 Methodology of the Study
 Limitations of the Study
CHAPTER II
 Industry Profile

CHAPTER III

 Company Profile
CHAPTER IV
 Theoretical Frame Work

CHAPTER V
 Data Analysis And Interpretation

CHAPTER VI
 Findings
 Suggestions
 Conclusion

Bibliography & Questionnaire

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 CHAPTER – I
INTRODUCTION
INTRODUCTION :

One of the primary responsibilities of human resource management is

training and development. These are internal organizational activities aimed at improving
employees' knowledge, abilities, and skills to support them in carrying out particular duties.
Enhancing an employee's abilities, proficiencies, and understanding is achieved through training.
For operators, training is a reactive process that takes the initiative on the part of management.
To ensure that they perform the responsibilities and tasks assigned to them satisfactorily, new
hires receive specialized job-related training. In order to increase productivity, it focuses on
instructing staff members on how to operate specific equipment or complete particular jobs. It
has a future-focused development.

HR Policies initiatives within HCL Company, highlighting their significance and

impact on employee growth and organizational success. HCL Company prioritizes training and
development as integral components of its human resource strategy, aiming to enhance employee
skills, foster innovation, and maintain a competitive edge in the market. The study is to identify
they equip employees with the knowledge and tools needed to navigate and thrive in an
increasingly digital – centric business environment. The primary data will be collected from
HCL employees through questionnaire. The tools like simple percentage analysis , chi square test
will be used to examined the data. The results of the research will helps to know the level of
training and development is useful for the employees.

Managers have the authority to make major business decisions sometimes worth millions
of Rupees, but they don’t always have the authority to change the structure of their employees’
remuneration packages. Most remuneration packages are based on market related information,
and one can ask the question – do these market related rewards reflect the contribution that a
specific employee makes to an organization. Today’s managers do not believe that their
organization’s compensation programs are effective in getting the desired results for which they
are held account. For most managers, compensation is their largest controllable operating
expense. If it is successfully managed, the compensation offered to employees gives them a great
tool to achieve the best possible business results. When managers or employees criticize the
organization’s remuneration packages or reward structures, it is often assumed that money is the
reason. But people or employees are motivated by more than just money. Some people say that
money is not a motivator for them at all. Today, in every organization personnel planning as an
activity is necessary. It is an important part of an organization. Human Resource Planning is a
vital ingredient for the success of the organization in the long run. There are certain ways that are
to be followed by every organization, which ensures that it has right number and kind of people,
at the right place and right time, so that organization can achieve its planned objective.

The objectives of Human Resource Department are Human Resource Planning, Training and
Development, 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. Training and Development 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
Training and Selecting staff. It is recommended to carry out a strategic analysis of Training and
Development procedure.

With reference to this context, this project is been prepared to put a light on Training and
Development process. This project includes Meaning and Definition of Training and
Development, Need and Purpose of Training , Evaluation of Training Process, Training Tips.
Sources of Training through which an Organization gets suitable application. Scientific Training
and Development, which an Organization should follow for, right manpower. Job Analysis,
which gives an idea about the requirement of the job. Next is Selection process, which includes
steps of Selection, Types of Test, Types of Interview, Common Interview Problems and their
Solutions. Approaches to Selection, Scientific Selection Policy, Selection in India and problems.

HR Policies are simultaneous process and are incomplete without each other. They are important
components of the organization and are different from each other. Since all the aspect needs
practical example and explanation this project includes HR Policies Process of HCL. And a
practical case study. It also contains addresses of various and top placement consultants and the
pricelist of advertisements in the magazine.
OBJECTIVES OF THE STUDY:

 To understand the recruitment procedure adopted by this company.

 To identify the training and development program adopted by this company.
 To identify compensation salary increment policy adopted by this organization.
 To identify the present performance of an employee being appraised through career
advancement.
 To provide better employee health, safety, welfare facilities as per their standard policies.
 To understand the quality circle is beneficial for solving the problem.
 To understand the reason of employee turnover.
 To find the relation and effect of HR practices with organization effectiveness.
SCOPE OF THE STUDY

1. The scope of the research is very vast; however the total time period available was very
limited for the purpose of the study observation, analysis and conclusion. Second important thing
is on account of ethical and moral obligation of a manager disclosure of all pertained and
particular policies has got limitation because of his positional accountability and responsibility,

Studying “organization effectiveness through HR practice” of the employee as specialized

subject restrict a training, recruitment and selection, job analysis, performance appraisal for
entering into HR practice of different parameter as well as view of the company. The finding of
the study can be refried to as a reference for entire organizational policies, parameter and
particles.
NEED FOR STUDY

1. Human resource is a most valuable asset in an organization. Profitability of an

organization depends on its utilization. If their utilization is done properly Organization
will make profit otherwise it will make loss. The human resources are the most important
assets of the an organization.

2. The objective of the study is to analyze the actual recruitment process in HCL
and to evaluate how far this process confirm to the purposes underlying the operational
aspects of the industry. How far the process is accepted by it? The study on recruitment
highlights the need of recruitment in HCL.

3. The success or the failure of an organization is largely dependent on the caliber of the
people working there in. In order to achieve the goals or perform the activities of an
organization, therefore we need to recruit people with the requisite skills, qualifications and
experience.
LIMITATIONS OF THE STUDY

Work-Life Balance: In the IT industry, including companies like HCL, the work can be
demanding with long hours and tight deadlines. This can sometimes lead to challenges in
maintaining a healthy work-life balance.

High Pressure Environment: IT services companies like HCL often operate in a fast-paced and
high-pressure environment where employees are expected to deliver results quickly and
efficiently. This can be stressful for some individuals.

Limited Career Growth: Some employees may feel that there are limited opportunities for
career growth or advancement within the company, especially if there is stiff competition or lack
of clear advancement paths.

Job Insecurity: In a competitive industry like IT services, there may be concerns about job
stability due to factors such as project fluctuations, market conditions, or changes in the
company's strategic direction.

Hierarchical Structure: Some employees may find that the hierarchical structure at HCL or
similar companies can make it challenging to voice opinions or implement changes effectively.

Salary and Benefits: While HCL offers competitive salaries and benefits, some employees may
feel that the compensation package does not fully align with their expectations or industry
standards.
RESEARCH METHODOLOGY

DEFINITION OF RESEARCH

The word research is derived from the Latin word meaning to know. It is a systematic and a
replicable process which identifies and defines problems, within specified boundaries. It employs
well designed method to collect the data and analyses the results. It disseminates the findings to
contribute to generalize able knowledge.

The research methodology consisted following steps:

1. DEVELOPING THE RESEARCH PLAN:

This step called for decision on the data sources, sampling plan and contact
methods.

DATA SOURCES

Data was collected from primary and secondary data. The various sources are:

i. PRIMARY DATA :- This type of data does not exist; it is originated by primary sources
like personal interaction or field back forms, questionnaires that act as tools for collecting data.

ii. SECONDARY DATA:- This type of data already exists, and used generate information
as required. We collect the secondary data through Internet, books, journals and magazines of
the company, various company broachers, talking with people.

RESEARCH APPROACH

The research approach adopted here was the survey method. But other approaches also
used such as observation research.

3. COLLECTING THE INFORMATION

With respect to primary and secondary data, the information is collected. Primary data tells us
present scenario of financial market. Secondary data means that to get the data from the internet,
company magazines, talking with people and convince.
DATA COLLECTION

Base on the above questionnaire data are collected by survey methods.

RESEARCH DESIGN

The research design is descriptive design.

DATA ANALYSIS PATTERN

Data has been presented with the help of bar graph.

SAMPLE PLANNING

Sample Size: 100 Respondents

SAMPLE UNIT:

All the departments of HCL Info systems

 CHAPTER – II

INDUSTRY PROFILE
 INDUSTRY PROFILE
Technology today is evolving at such a rapid pace, enabling faster change and progress,
causing an acceleration of the rate of change, until eventually, it will become exponential.
However, it is not only technology trends and top technologies that are evolving; a lot more
has changed this year due to the outbreak of COVID-19 making IT professionals realize that
their role will not stay the same in the contactless world tomorrow. And an IT professional in
2020-24 will constantly be learning, unlearning, and relearning (out of necessity if not
desire).
What does this mean for you? It means staying current with new technology trends. And it
means keeping your eyes on the future to know which skills you’ll need to know to secure a
safe job tomorrow and even learn how to get there. All bows to the worldwide pandemic,
most of the global IT population is sitting back, working from home. And if you wish to
make the most of your time at home, here are the top 9 new technology trends you should
watch for and make an attempt at in 2021, and possibly secure one of the jobs that will
becreated by these new technology trends.
GOVERNMENT INITIATIVE & POLICIES
Software technology parks of India (STPI) were setup by the government in 1991 to provide:
Fiscal benefits like tax holdings to attract investment into the industry.
Basic infrastructure.
Single window clearances for setting up export oriented units.
Virtual model allows firms to avail benefits without restriction on location.
PROGRESSIVE POLICY REFORMS (FISCAL/TRADE/OTHER):
No FDI restriction.
Fiscal reforms (international taxation, overseas investment, etc.) to
facilitate ease of international transaction introduced.
Recent Trends:-
Area limits exemption for the IT- IBO sector in the SEZ policy.
Special emphasis on talent and infrastructure development.
Infrastructure development; provision designed to complete the STPI scheme.
The government set up the National Taskforce on information . Technology and software
development with the objective of framing a long term National IT policy for the country.

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 Enactment of the informational technology act, which provides a legal frame work to
facilitate electronics commerce and electronic transaction. The govt. national e-governance
program has played as important role in increasing internet penetration in rural India.
IMPACT OF IT’s SECTOR
Impact of Society:
A society can also refer specifically to any group of people, other animals and plants and the
interaction within that group. This can be anything from a small neighborhood to the entire
global community. Religion, ethnicity, interest, political opinion other relating factors may
help a group of people.
Common Traditions
In the context of this report it is helpful to highlight differences between “tradition”
and “activities/ interests”. Tradition can be defined as the following: “An inherited,
established, or customary pattern of thought, action, or behavior. Cultural continuity in social
attitudes, customs, and institution”
Cultural Continuity
Social attitude have changed in that citizen of a society now expect the various
elements of that elements of that society to be better informed than previously. They also
expect to be able to access more information about a specific product, services or
organization so that they can make informed decision with regard to their interaction with
that entity. Institution. The word institution can incorporate a wide variety organization. For
the purpose of this report the institution we will examine will be:
Government
Commercial business
News & media organization
The focus is how information technology development has improved the
processes by which these institutions accomplish their task or goals.
GOVERNMENT
The government of a nation is comprised of many institutions. However, developments in
information technology have helped governments to improve their “services” to their citizen;
information technology has also had a major impact on the defense capabilities of

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government. This cover both a government’s capability the wage war and their gathering
capability.

THE FUTURE OF THE IT INDUSTRY

Future of Information Technology Industry in India Bill Gates once said that information
influenced changes are happening at the speed of thought. This information field is moving
so fast that, any plan will become obsolete before governments can act on it. Information
technology that comprises of all new commuting technologies and communications has seen
tremendous growth in the last decade of the 20th century. To be more definite, the growth of
the Information Technology Industry in India has taken quantum leaps since the 1990s.
“Information technology and business are becoming inextricably interwoven. I
don’t think anybody can talk meaningfully about one without the talking about the other”
– Bill Gates
Hardware, software, and mainly internet are the keys to this whole system that is designed,
developed and administered by Information Technology professionals.
FUTURE OF IT INDUSTRY IN INDIA
As compared to the IT-BPM industry in India, the global sourcing market continues to
expand at a greater pace. According to the data shared, in the past 10 years, India has become
the few of the first sourcing destinations across the globe; this alone accounts for around 55
% market share of the entire global services sourcing business in the tenure of 2019-20 which
has a value of $ 185-190 Billion. Adding to this accomplishment, most of the Indian
companies have installed approximately 1,000 global delivery centres in around 80 nations
across the globe. With the consequential rise in numbers, India has become a hub and
acquires around 75% of global talent.
THE CURRENT MARKET SIZE OF INFORMATION
Technology Industry in India With a 6.1% growth in the year 2022, India’s IT-BPM sector
stood at $177 Billion and approximating growth at this rate, the industry will develop to $
350 Billion by the year 2025. Speaking of IT and ITES Industry; it grew to $ 181 Billion in
the financial year of 2022 as domestic revenue advanced to $ 44Billion. The forecast of the
revenue of IT and ITES Industry by the year 2025 rolls to $ 350 Billion. Developments to
Come in the IT and ITES Industry in the Next 5 Years. India’s IT competencies have brought

3
significant international attention in terms of investments. In the tenure of 2020-2023, FDI or
Foreign Direct Investment was about $ 39.4 Billion. Major areas of investment under the IT
and ITES umbrella lies in Artificial Intelligence, Block chain, Internet of Things or IoT, RPA
or Robotic Process Automation, and other diverse fields under the same folds of technology.

MAJOR INITIATIVES BY THE GOVERNMENT TO PROMOTE THE

INFORMATION TECHNOLOGY INDUSTRY IN INDIA
“The earlier small-scale proof of concept digital projects has started evolving into enterprise-
level larger implementations coupled with improvement in discretionary spend supporting
future growth,”- Gaurav Jain (Vice President Nascom)
1. Ministry of Electronics and Information Technology in the month of May 2021 launched
MeitY Startup Hub.
2. The Indian government has identified and isolated 12 very genius ITES sectors and has
dedicated 5000 crores of funding for realizing the potential of these services. Services
include Block chain, IoT, Artificial Intelligence, Virtual Reality, Cloud Computing, and
others.
3. As a part of the budget of 2018-2019 NITI Ayog launched national-level programs that
were decided to leverage from the potential benefits of Artificial Intelligence, mainly for the
core interests of the country.

India, as compared to other western countries, in the past has been considered as
slow when it comes to IT and ITES development but with the Government now taking
stringent steps to fast forward the implementation of new technologies. Joining hands with
the Indian Government, Aerologic, is now one of the most chief companies in the country
that works to strategies, implement and execute the next generation tech like Artificial
Intelligence, Smart Cities, Block chain, Internet of Things, and more. The it industry has
great scope for people as it provides employment to technical and non- technical graduates
and has the capability to generate huge foreign exchange inflow for India. India exports
software and services to approximately 95 countries in the world. By outsourcing to India,
many countries get benefits in term of labor cost and business processes. Also, the Indian
companies are broadening the range of services being provided to the customer, which

4
resulting in more off shoring. Talent, acquisition development and retention initiative taken
by the companies have bought down the employee attrition rates, thereby providing more
stability to the employees and increasing their job commitment. Many financial institutions
are providing funds for the expansion of IT and its business. In order to support IT and IT’s,
the Indian Government is also taking many steps.
FOR EXAMPLE:
1. The Govt. has provided incentives including tax holidays up to 2021 competitive duty
structure.
2. The Govt. is trying to reduce the international communication cost.
3. It is providing infrastructure support through organization such as software
technology parks.
All these factors collectively create a number of opportunities in the IT sector.

5
 CHAPTER – III
COMPANY PROFILE

6
 COMPANY GUIDING PRINCIPLES

VISION
"Together we create the enterprises of tomorrow".
MISSION
"To provide world-class information technology solutions and services to enable our
customers to serve their customers better".
QUALITY POLICY

"We deliver defect-free products, services and solutions to meet the requirements of
our external and internal customers, the first time, every time"

OUR MANAGEMENT OBJECTIVES

To fuel initiative and foster activity by allowing individuals freedom of action and
innovation in attaining defined objectives.

OUR PEOPLE OBJECTIVES

To help people in HCL Infosystems Ltd. share in the company's successes, which
they make possible; to provide job security based on their performance; to recognize their
individual achievements; and help them gain a sense of satisfaction and accomplishment
from their
CORE VALUES
-We shall uphold the dignity of the individual.
-We shall honor all commitments.
-We shall be responsible corporate citizen.
PHILOSOPHY QUALITY

HCL Infosystems Ltd. "We deliver defect-free products, services and solutions to
meet the requirements of our external and internal customers, the first time, every time.” To
exist as a market leader in a globally competitive marketplace, organizations need to adopt
and implement a continuous improvement-based quality policy. One of the key elements o
HCL's success is its never-ending pursuit of superior quality in all its endeavors. HCL
NFOSYSTEMS believes in the Total Quality Management philosophy s a means for

7
continuous improvement, total employee participation in quality improvement and customer
satisfaction. Its concept of quality addresses people, processes and products. Over the last 0
years, we have adapted to newer and better Quality standards that helped us effectively i.e.
Quality with Business Goals, leading to customer and employee satisfaction.

QUALITY AT HCL INFOSYSTEMS

The history of structured quality implementation in HCL Infosystems began in the
late 980s with the focus on improving quality of its products by using basis QC tools and
failure Reporting and Corrective Active Systems (FRACAS). We also employed concurrent
engineering practices including design reviews, and rigorous reliability tests to uncover latent
design defects. In the early 90s, the focus was not merely on the quality of products but also
the process quality systems. Our manufacturing unit at NOIDA was certified initially to ISO
9002:1994 by BVQI in 1994 and later on to ISO 9001:1994 in 1997. As of own, all our
manufacturing units are certified by BVQI as per ISO 9001:2000 In early 995, major quality
initiative was launched across the company based on Philip B. Crosby's methodology of
QIPM (Quality Improvement Process Management). This model was elected to because it
considered the need and commitment by an organization to improve but more importantly,
the individual's need towards better quality in his personal life. Under our Quality Education
System program, we train our employees on the basic concepts and tools of quality. Our
employees have undertaken a number of improvement projects, where by process
deficiencies and bottlenecks are identified, and Corrective Action Projects (CAPs) are
undertaken. This reduces defect rates and proves cycle times in various processes, including
personal quality. We have received MAIT's Level II recognition for Business Excellence' for
our initiatives in the Information Technology Industry, adding another commendation to our
fold. MAIT's Level II recognition based on the 'European Foundation for Quality
Management' (EFQM), for aiming quality leadership and business competitiveness. Our
certifications / awards in 2023 include ISO 9001-2000 by BVQI for our Info Structure
services and award of First Prize by ELCINA (Electronic Component Industries associations)
for Quality, 2002-03. The ELCINA award criterion considers two aspects. (1) Nobler
(Leadership & Management commitments, Resource Management, Product realizations,
Measurement Analysis & Improvement) and Results (Product Quality, customers / Stake

8
holder satisfaction, Business results). The tryst for continuous quality improvement is never-
ending in HCL Infosystems. We always strive to maintain high quality standards, which help
us fulfill our mission to provide world-class information technology solutions and services,
to enable our customers to nerve, their customers better.

ALLIANCES AND PARTNERSHIPS

To provide world-class solutions and services to all our customers, we have formed Alliances
and Partnerships with leading IT companies worldwide. HCL Infosystems has alliances with
global technology leaders like Intel, AMD, Toshiba, Ericsson, Microsoft, Nokia and Sun
Microsystems, SAP, Scan soft, SCO, EMC, Veritas, Citrix, CISCO, Oracle, Computer
Associates, Red Hat, Infocus, Duplo, Samsung, Novell.

HISTORY OF HCL

HCL (Hindustan Computers Limited) is a leading global Technology and IT

enterprise whose range of services spans Product Engineering and Technology Development,
Application Services, BPO Services, Infrastructure Services, IT Hardware, Systems
Integration, and Distribution of Technology and Telecom products in India

Shiv Nadar is the founder of HCL. He founded HCL in 1976 in a Delhi "barsaati". In 1978,
HCL developed the first indigenous micro-computer at the same time as Apple and 3 years
before IBM's PC. In 1980, HCL introduced bit sliced, 16-bit processor based micro-
computer.
In 1983, HCL Indigenously developed architecture, at the same time as global IT peers. In
1986, HCL became the largest IT Company in India. In 1988, HCL introduced fine grained
multi-processor Unix-3 years ahead of "Sun" and "HP". In 1991, HCL entered into a joint
venture Hewlett Packard and HCL-Hewlett Packard Ltd. was formed. The joint developed
multi-processor Unix for HP and heralded HCL's entry into contract R&D. In 1997, HCL
Infosystems was formed. In the same year HCL ventured into software services.

9
In 1999, HCL Technologies Ltd issued an IPO and became a public listed company. In 2021,
HCL BPO was incorporated and HCL Infosystems became the largest hardware company. In
2022, software businesses of HCL Infosystems and HCL Technologies were merged. In
2015, HCL set up first Power PC architecture design centre outside of IBM. In the same year
HCL Infosystems launched sub Rs.10, 000 PC.

MARKETING STRATEGY

“Marketing Strategy is nothing but a combination of decision bearing on a various

aspect of marketing mix element.” There are Product, Price, Place, Promotion and
Packaging. HCL concentrate on all aspects that’s why HCL has very good market not only in
Ghaziabad but also other region in India.
1. FOR PRODUCT PLANNING
[a] HCL take decision their existing product along with future products. This is the
continuous process, which is done by top management of HCL.
[b] Then they research the product by research department.
RESEARCH AND DEVELOPMENT DEPARTMENT

Survey
Product Research

Technical Research Potential is

There or not

2. MANAGEMENT INFORMATION SYSTEMS

In this step they collect the details about competitor’s product. They saw the pricing,
features, quality, Advertisement, Packaging, and Promotion of those particular products.
We know that market segmentation means dividing market into distinct group of
buyers with deferent needs characteristic or behavior. Who might require separate product or
marketing mixes?

10
 It refers to large heterogeneous market in to with smaller homogeneous parts in order
to select any one out than in which the company thinks it can satisfy customer more
effectively different product for different segmentation. There are different classes people are
living HCL, like....

1. Lower middle class

2. Middle class family
3. Upper middle class family
4. Higher class family

According to their classes they launch the New

Product

New Product launch

MIS Department Survey

Survey {they survey that which class will purchase

the product}

Decision

Segmentation

For larger the target is fulfill by the help of advertisement and Promotional Events.
PRICING POLICIES
Price refers to the value of product attributes. Expressed in monetary terms with a

11
customer plays or is accepted or affords utility. Value is referring to the quantitative aspect
product relative to other product. In HCL, pricing policies of work like as under
1. Management Information System First MIS show the price of competitors.
2. Parallel pricing policy

2. Bundal, marketing
3. Profit margin
They give to Channel Partner/demo center 6-8%, and company gets X% profit.
HCL’s main objective is service rather than profit. No doubt there is profit but pricing policy
just to meet minimum margin for getting competitive advantage against assembler’s market.
Company wants to maximize its profit than unit establishes higher policy its
organization wants to cover the large part of the market than obligation may establish legible
profit policy. “HCL believes in wealth maximization rather than profit maximization.”
SALES PROMOTION
We know those sales promotion short-term incentives to encourage purchase or sales of
product and services. Sales promotion includes:
 Consumer Promotion
 Trade Promotion
 Sales Force Promotion
Sales promotion refers to all efforts made by the firm to promote the sales of
products.
In HCL for sales promotion gave special offer
 To end-users
 To institution
 To corporate houses

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 Total promotional expenses
(3% of sales)

Advertising
(2% of sales) Sales Promotion
(1% of sales)

Press T.V. Radio out Door

30% 35% 10% 25%

Among all tools of promotion advertisement is given prime importance by HCL.

That can be seen from the above chart that more stress put on the Television Press and
Outdoor media of advertisement.

PRODUCT AND SERVICES

PRODUCT DESCRIPTION
HCL Infosystems portfolio of products covers the entire spectrum of the information
technology needs of its customers.By virtue of the immense diversity of markets and
customers that it addresses, HCL Infosystems' product offerings include everything from
high-end enterprise level servers for mission critical applications to multimedia home
computers. You may be a large multi-location company exploring solutions to e-enable your
organization or you may be a new born rising star looking for someone for IT Planning or
setting up your IT Infrastructure, HCL Infosystems has a solution tailor-made for you.

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DESKTOPS & NOTEBOOKS

HCL recommends Microsoft Windows® XP Professional for Business.The marketplace

is constantly changing in terms of consumers, competition and strategies to garner market
share. Almost all aspects of your business are ever evolving. The only change over the past
few years is that the pace of change has accelerated! In fact, it is increasing even as you read
this. Information Technology (IT) changes accordingly, perhaps even faster. What is vital is
that the decisions you make today need to have the capacity to address situations for at least
the next three years and the changes that are bound to occur in that time. Infiniti is the market
leader in commercial desktop segment in India, ahead of competition. Infiniti is the only
brand in Indian IT that offers you Remote Support for Software, an innovative support
mechanism that is end-user friendly and extremely efficient in problem resolution, saving
you time and opportunity. We, at Infiniti Product Development recognize this need as the key
to success for you, and for us. Infiniti, backed by direct selling and built-to-order, ISO 9001
& ISO 14001 manufacturing, ensures that you get the best available product at the time of
delivery, rather than at the time of order. This Technology First brand features the latest
innovations in Central Processing Unit (CPU) design, graphics design, display design, I/O
advancement and a host of other technologies that have made Infiniti the number one
corporate PC brand in India.
INFINITI
Developed by HCL Labs specifically to meet today's high-performance needs, HCL
Infiniti Desktop provides exceptional performance, responsiveness and reliability.
HCL Indic PC: - Enjoy computing in your own language with HCL Indic PC - the
latest from the stables of Infiniti Business Desktops. More information
Infiniti Pro SL: - A powerful and stylish computer for the corporate world.
Infiniti Pro SL 1080 / 1085 / 1090 / 1110 Infiniti Pro SL 1200 Infiniti Pro SL 1205
Infiniti Pro BL: - Infiniti Pro BL with 845GV chipset and DDR RAM Infiniti Pro
BL with 845GE chipset and DDR RAM Infiniti Pro BL with SIS chipset and DDR RAM
Infiniti Pro BL/HL with 865GV chipset & Hyper Threading Technology. Infiniti Pro BL/HL
with 865G chipset & Hyper Threading Technology Infiniti Pro BL/HL 1200 with 915G

14
chipset & Hyper Threading Technology Infiniti Pro BL/HL 1205 with 915GV chipset &
Hyper Threading Technology
Infiniti Plus BL: - Infiniti Plus BL with VIA PLE 133 chipset
Infiniti Orbital Series: - Packed with advanced, hi-efficiency features, the Infiniti
Orbital series is designed to meet your diverse computing requirements.
HCL Desktop Management Software: - Manage your Infiniti desktop
efficiently with HCL Desktop Management Software (HDMS) - software that ensures
desktop uptime reduces support & administrative costs.

HOME PCs

HCL recommends Microsoft® Windows® XP Professional the all-new Beanstalk Series,

where performance is rivaled only with elegance of design. You get superior technology and
great value for money, all fused into one. It comes with the super-speed Intel® processor,
plus SD RAM and Ultra ATA Hard Disk that gives it incredible speed. What's more, it is
upgrade friendly and so virtually future-proof. Manufactured at HCL Infosystems' state-of-
the-art ISO 9001 certified plant, it is designed to outperform every other Home Computer
you have ever seen or heard about. And with more than 250 Support providers across the
country, its widespread network ensures excellence in Customer Care. So go ahead and enjoy
the wonder that is HCL Beanstalk, and watch, it will amaze you for years to come.
It is faster than the fastest home computer. The HCL Beanstalk comes equipped with
the lightening fast Intel® Pentium® 4 processor which means you can now get mind blowing
multimedia performance from your computer. With its high performance processor, it brings
you the Internet like no other computer can. So get ready to experience 3D graphics, virtual
reality and realistic audio-video, like never before.
The HCL Beanstalk with Intel® Pentium® 4 processor. The centre of your digital
world is designed to meet not just your today's computing requirements, but also the P needs
of your future. So bring home the HCL Beanstalk today and stay ahead of the rest of the
world.

15
INFINITI POWER LITE NOTE BOOKS
HCL recommends Microsoft Windows® XP Professional for Business
HCL introduces unmatched mobile power with the Infiniti Powerlite series notebook.
Designed to provide superior performance, flexible connectivity and high mobility, these
notebooks offer a new level of freedom and functionality to bring you the ultimate in
personal productivity. Add to that HCL Direct Support Infrastructure of more than 300
service centres and 2500 engineers, Infiniti Powrerlite offers complete peace of mind and the
power to generate ideas on the move.
 Model Infiniti Notebook
 Infiniti Powerlite 6000
 Infiniti Powerlite 6005

WORKSTATIONS

 Infiniti Challenger Workstations

 SUN Workstations

STORAGE
 EMC Storage Solutions
 HP Storage Solutions

IMAGING SOLUTIONS AND EQUIPMENT

 Toshiba Photocopiers and multifunctional products
 Duplo Digital Scanner Printers
 Duple Collators, Booklet makers and Finishing Equipments
 Pitney Bowes mass mailing systems
 Multimedia projectors
 Service support

16
TELECOM SOLUTIONS AND EQUIPMENTS
 Key Telephone systems
 Web switch 2002 (IP Telephony)
 EPABX for medium to large enterprises
 Wireless LAN
 DECT cordless
 Unified Massaging
 System support

MOBILE PHONES
 Handsets and accessories
 After sale support
 Service support

SERVICE DESCRIPTION
 Call center services
 In fracture services
 Networking services
 Security services
 Facilities management services
 Domestic hardware services
 VPN services

CONSULTANCY
 Infrastructure consultancy
 Call center solutions consultancy
 IT consultancy

17
 COMPETITORS

 HP
 Zenith Computers Ltd.
 Smartline Network
 IBM
 Wipro
 Compaq

HCL acquires workforce in a highly systematic way by successful HRM

activities for each department (Saikumar, n.d). The Job Analysis, Job Description and Jobs
Requirements obtained during the recruitment help to collect the relevant details about the
work, roles, and obligations, working conditions, skill effectiveness, training and
experiences of a candidate. The company has a separate department of staff which is
responsible for effectively and efficiently implementing the different policies,
programmes like recruiting, training, etc. It does not take time to diversify into another
industry to the point that it is saturated. HCL Management has a very good understanding
of business. It takes the requisite measures to resolve the problem at a time of complexity.
Now that the HCL's personnel management is in its infancy stage, the department is still
being modernised. The tech-giant believes strongly in the employees' role in the company
since it knows that all 'Ms' like money, material, methods, machines and motivation
collapse if the 'M' for man is absent (Tiwari and Saxena, 2012). All things, including
material, money, and machinery, cannot be used properly in the absence of the best
candidate. It therefore always systematically recruits people.

PERSONAL REFLECTION ON HRM PRACTICES OF HCL

Based on my experience of more than 13 years working in the HCL

Technologies LTD, I have noticed that the company genuinely have an "employee first
notion", and focuses on the employee commitment and engagement in the organisational
tasks in this employee management process, which is a prime focus of the HRMD of
HCL. However, intending to ensure different organisational practices, including HR

18
practices, HCL audits their HR functions as they can provide an experience that makes
employees thriving. The audit should not be viewed from a control and adherence point of
view, but rather be seen as a mechanism that guarantees the HR work in the company to
fulfil its intentions and commitments. The latter notion drives HR audits at HCL. The
primary objective of the HR audits is ensuring that the activities, procedures, systems and
processes of the company are mature and fulfil their stated function.

The overall aim is to provide people with an employment experience

that enables them to succeed. Furthermore, considering the organization's size of 105,000+
employee base and reach over 30 countries People Matters Media Pvt. Ltd, 2021), audits
help ensure the delivery of the service following special legislative requirements.
Concerning the client contracts, clients sign with HCL through a "Master Services
Agreement". To ensure uniformity, the audits that we perform to ensure that the unique
tailored conditions for clients or customers listed in the contracts are met consistently. In
2013, Microsoft discontinued its sponsorship of few versions of Windows during my
initial process of becoming a leader in a UK insurance project. The delivery manager
present during that time, however, did not respond in time. That is why our clients were
not satisfied and we lost some new business scopes as well. Our project had a considerable
impact on our systems and also respective applications.
The matter came to HCL management's attention and all project
managers were terminated by them and new managers were appointed. Within three years,
the new management team planned to update servers and software. Each of the members
of the team worked hard to update the processes under the new delivery head. In this
phase, the technological aspects of training programmes were assessed more by HCL
Technologies Ltd. In addition to the initial training programmes, project training
programmes will be implemented. The competency training initiatives in HR growth have
concentrated more on 60-70 workers employed in the company's training and development
activities.

19
CURRENT EXPERIENCES IN HCL

As an employee who is working in HCL for 13 years to date, I can say

that the company is of utmost sincerity in their HR practices for retention of employees
and their development in the process of delivering satisfactory service and products to
clients or consumers. I have always seen that HCL take good care of the newly joined
candidates and welcome them in all the possible ways. Currently, the company has great
teams of talented people working in different departments and projects. Besides, the tech
giant has made sure that the environment of the organisation stays productive and flexible.
Since the pandemic, the company has given enough flexibility to the worker during the
pandemic, in terms of work from home facility, so that employees can stay safe and
secured by maintaining social distancing and also can continue their earning process.
CAREER PROGRESSION
While working in HCL, one lack in their people management noticed by
me is in their gap of providing challenging works to the employees. This is directly linked
with my development as an employee, as challenging tasks put us in situations that
generate a more productive and innovative approach to performing a task. Apart from that,
HCL is a dream destination for its employees because of its approach to development in
other areas of training, recruitment, retention and employee performance and engagement
towards organisation and clients. This has improved and will keep improving the
professional attribute within me as an employee.

20
 CHAPTER- IV

THEORTICAL FRAME WORK

1
 RECRUITMENT AND SELECTION

2.1 RECRUITMENT

Recruitment is the process seeking out and attempting to attract individuals in external labor

markets, who are capable of and interested in filling available job vacancies .Recruitment is an

intermediate activity whose primary function is to serve as a link between human resource

planning on the one hand and selection on the other.

TO RECRUIT MEANS TO ENLIST,REPLENISH OR REINFORCE

Recruitment begins by specifying the human resource requirements, initiating activities and

actions to identify the possible sources from where they can be met, communicating the

information about the jobs, term and conditions, and prospectus they offer, and enthusiast people

who meet the requirement to respond to the initiation by applying for the jobs.

AIM

The aim of recruitment is the information obtained from job description and job specification

along with precise staffing standards from the basis for determining manpower requirement to

attain the organizational objective.

OBJECTIVES OF RECRUITMENT

 To attract people with multidimensional skills and experiences that suits the present and

future organizational strategies.

 To induct outsiders with a new perspective to lead the company.

 To infuse fresh blood at all levels of the organization.

 To develop an organizational culture that attracts competent people to the company.

 To search or head hunt/head pouch people whose skills fit the company’s Values.

 To devise methodologies for assessing psychological traits.

2
  To seek out Non Conventional development grounds of talent.

 To search for talent globally and not just within the company.

 To design entry pay that competes on quality but not on quantum.

 To anticipate & find people for positions that does not exist yet.

1. According to Edwin B. Flippo, “Recruitment is the process of searching the candidates for
employment and stimulating them to apply for jobs in the organization.”

2. According to Yoder, “Recruitment is a process to discover the sources of manpower to

meet the requirements of the staffing schedule and to employ effective measures for
attracting that manpower in adequate numbers to facilitate effective selection of an
efficient working force.”

3. Dale S. Beach  “Recruitment is the development and maintenance of adequate

manpower resources. It involves the creation of a pool of available labor upon whom the
organization can draw when it needs additional employees.”

4. Recruitment is the activity that links the employers and the job seekers.

5. It is a process of finding and attracting capable applicants for employment. It begins when
new recruits are sought and ends when their applications are submitted. The result is a
pool of applications from which new employees are selected.

6. It is the process to discover sources of manpower to meet the requirement of staffing

schedule and to employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of an efficient working force.

7. Recruitment of candidates is the function preceding the selection, which helps create a
pool of prospective employees for the organization so that the management can select the
right candidate for the right job from this pool. The main objective of the recruitment
process is to expedite the selection process.

3
 8. Recruitment is a continuous process whereby the firm attempts to develop a pool of
qualified applicants for the future human resources needs even though specific vacancies
do not exist. Usually, the recruitment process starts when a manger initiates an employee
requisition for a specific vacancy or an anticipated vacancy.
RECRUITMENT NEEDS

1. Planned: the needs that arise from changes in organization and retirement policy.
2. Anticipated: Anticipated needs are those movements in personnel, which an
organization can predict by studying trends in internal and external environment.
3. Unexpected: resignation, deaths, accidents, illness give rise to unexpected needs.

FEATURES
1. Process (series of activities)
2. Linking Activity
3. Positive Function
4. Basic Purpose  Locate and Attract
5. Pervasive
6. Two –way process
7. Complex job

2.2 SELECTION

1. Is the process of discovering the qualifications & characteristics of the job

applicant in order to establish their likely suitability for the job position.
2. A good selection requires a methodical approach to the problem of finding the
best matched person for the job

SELECTION PROCESS

3. Preliminary Interview
4. Selection Tests
5. Employment Interview
6. Reference and Background Analysis
7. Physical Examination
4
 8. Job Offer
9. Employment Contract

Factors affecting Recruitment

There are two types of factors that affect the Recruitment of candidates for the company.

1: Internal factors: These includes

- Company‟s pay package
- Quality of work life
- Organizational culture
- Company‟s size
- Company‟s product
- Growth rate of the company
- Role of trade unions
- Cost of recruitment

2: External factors:These include

• Supply and demand factors

• Employment rate
• Labour market condition
• Political, legal and government factors
• Information system

Factors to be undertaken while formulating recruitment policies

The following factors should be undertaken while formulating the policies -

- Government polices
- Recruitment sources
- Recruitment needs
- Recruitment cost
- Organizational and personal policies

5
THEORIES REGARDING RECRUITMENT

Recruitment is two way street: it takes a recruiter has a choice whom to recruit, same way the
prospective employee also has taken the decision whether or not to apply for the given job
vacancy. The individual take the decision usually on three different basic:

1: The objective factors.

2: The critical contact.
3: The subjective factor.

The objectives theory views that the process of organizational choice as being one of weighing
and evaluating set of measurable characteristic of employment offers, such pay, benefits ,
location, opportunity for advancement, the nature of job to performed, and education
opportunities. Whereas, the critical contact theory suggests that the typical candidates is unable to
make a meaningful differentiation of organization‟s offers in terms of objective or subjective
factors, because of his limited or very short contact with the organisation. Choice can be made
only when applicant can readily perceive the factors such as the behaviour of the recruiters, the
nature of the physical facilities, and such as the efficiency in processing paper work association
with the application. On the other hand, the subjective theory emphasizes the congruence. Here
the choices are made on highly personal and emotional basis.
RECRUITMENT CYCLE

6
PLANNING

Before recruitment, check the duties and responsibilities your organization needs to have
performed:
• Is the current job description really what the organization needs?
• Do they fit with the organization’s strategic and business plans?
• What are the legislative requirements?
• What recruitment policies and procedures need to be followed?

RECRUITMENT

Ads in the local paper is only one way of recruiting, other options include:
• Internal notices such as newsletters or email messages
• Notices on public noticeboards either within your organisation or in other places
• Existing networks and word of mouth advertising are cheap and effective
• Recruitment agencies can help sort out potential applicants and therefore save you time.

ADVERTISING

What goes in an advertisement:

• Title and job description
• Job status and salary
• Required skills and knowledge
• Contact details
• Application closing dates
You must not break anti-discrimination laws and job advertisements must be clear
and truthful!

SELECTING STAFF

You need a good quality selection criteria and an informed and organised interview panel!
Short listing candidates will save lots of time. Questions you ask at the interview must be
consistent for all applicants and the questions must relate to the position. You can ask about
existing injuries if it is relevant to the position, but be careful – obviously they have to be able to
do the job however it is illegal to discriminate on the grounds of disabilities! Obviously you will
ask if people can do the job to the ability

7
REFERENCE CHECKS

Obviously you will ask if people can do the job to the ability they claim and its still an important
process. It is also a good time to find out what are things that motivate your potential employee
and what de-motivates them!
INDUCTION

This is really good time to get to know your staff personally, so use it as a time for them to not
only get to know the organisation but for you to get to know them a bit better. It is vital you give
your employee induction into OH&S. policies and procedures. Other policies and procedures
need to be covered but OH&S is absolutely essential! Most inductions start with the individual
roles and responsibilities and work out to the big picture stuff! Appointing a buddy can help
someone feel welcome and supported.

IDENTIFYING TRAINING NEEDS

Use the probation period to identify the strengths of your new worker as well as the areas they
will benefit from extra training. It is easier to train the right person for the position than
change poor attitude or work habits even if the person is highly skilled! It is important to know
whether the training or professional development has actually benefited the individual and the
organisation. Make sure you evaluate the activities and a good way to ‘value add’ to the training
or development is to ask the worker to give a brief presentation to the next team meeting.

PERFORMANCE APPRISALS

Usually performance appraisals are done at the end of the probation period and then annually. It is
important the employee feels supported during this time so make sure you have some positives as
well as negatives to discuss. Break the position down into differing tasks and offer clear examples
of the employees strengths and areas to be improved.

MOVING ON

No matter how good a boss you might be, people do need to move on. Make sure you have
some strategies to retain the corporate knowledge – it could be record books, on line logs or any
other record keeping strategy. Sometimes we have to move people as they are not able to perform
to the required level. If you think this may be the case, make sure you have good record keeping

8
procedures in place and follow the policies and procedures in your organisation. Is it possible for
under-performers to be placed in a different role in your organisation? It would save time, money
and anxiety for all involved if alternatives to losing
the staff member could be found.

RECRUITMENT PROCESS

Personnel Planning

Job Vacancies Job Analysis Employee

Requisition

Recruitment
Planning,
Number, Type

Strategy Development

Application
Population

9
 Searching
Activation through
internal and
external sources

Applicant Pool

Screening

Potential Hires TO selection

Evaluation and Control

10
 CHAPTER - V

DATA ANALYSIS & INTERPRETATION

1
 I have collected 30 responses from HCL Technologies through Online Google
form. According to the data collected from the survey form here is the analysis of the
information collected. We can understand how the employees of HCL Technologies
Limited feels about their company and whether they are satisfied or not the benefits they
are given. Some questions and analysis are as follows:

1. Age Group :

0 0

30%

70%

31-40 20-30

41-50 51-60

Interpretation:
In this question, the respondent was asked about the age group. They are provided with 4
options 20-30, 31-40, 41-50 & 51-60. In reply 70% of the total respondent belong to 20-
30 age group, 30% belong to 31-40 age group.

2
2. Employees Gender:

40%

60%

Female Male

Interpretation:

In the question, respondents was asked about the gender they belong. Through this
pie chart we can understand that there were 60% Female and 40% Male.

3
 3. Education Level:

0
20%

80%

Bachelors Masters Doctrate

Interpretation:

In this question, the respondent was asked about their educational background. They are
provided with 3 options whether they are masters, Graduation or Doctorate. In reply 20%
of the total respondent belong to Graduation, 80% belong to Masters Group.

4
 4. How long have you been working at the organization?

3.30%

20%

76.70%

1-3 years 4-6 years 7-9 years 10 years& above

Interpretation:
In this question, respondent was asked about how long they had been working in the
company. They are provided with 4 options: 1-3 years, 4-6 years, 7-9 years, 10 years above.
In reply 76.7% of the total respondent belong to 1-3 years group, 20% belong to 4-6 years
group, and 3.3% belong to 10 years above group

5
 5. What is your job role?

10% 3%
6.70%

10%

10.00%

60%

clerical Supervisory managerial

Technical HR intern HR recruiter

Interpretation:

In this question, respondent was asked about their job role. They are provided with 4
options: Clerical, Supervisor, Managerial and Others. In reply 3% of the total respondent
belong to Clerical group, 6.70% belong the Supervisor group, 60% belong to the
Managerial group and 30% belong to the other group.

6
 6. What type of employment contract do you have?

10%

90%

Full time contract part-time

Interpretation:

In this question, respondent was asked about the type of employment contract they have.
They are provided with 3 options: Full Time, Part Time and Contract wise. In reply 90%
of the total respondent belong Fulltime group 10% belong to Contract wise group.

7
 7. What is the range of your salary?

16.70%

30%

13.30%

40%

10K-15K 15K-25K 25K-50K Above50K

Interpretation:

In this question, respondent was asked about their Salary range. They are
provided with 4 options: 10k-15k, 15k-25k, 25k-50k, above 50k. In reply 16.7% of the
total respondent belong to 10k15k group, 13.3% belong to 15k-25k group, 40% belong to
25k-50k group and 30% belong to Above 50k group.

8
 8. What is the criteria of allocating different benefits to the
employees?

6.70%

13.30%

20% 60%

grades salary performance Intenship

Interpretation:

In this question, respondent was asked are about the criteria of allocating different
benefits to the employee. They are provided with 4 options; on the basis of grade, on the
basis of salary, on the basis of performance, others. In reply 6.7 of the total respondent
belong to others group, 60% belong to on the basis of grade group, 20% belong to on the
basis of salary group and 13.3 belong to on the basis of performance group.

9
 9. In your organization benefits are provided in which form?

36.70%

63.30%
0

monetary non-monetary monetary + non monetary

Interpretation:

In this question, respondent was asked about their benefits provided in which
form. They are provided with 03 options: non-Monetary benefit, Monetary benefit &
Both. In reply 36.7% of the total respondent belong to non-Monetary + Monetary group,
63.3% belong to Monetary Group.

10
 10. Are you generally satisfied with the kind of policy your
organization follow for providing you fringe benefits.

0%

36.70%

63.30%

Strongly Disagree Disagree Neutral Agree Strongly agree

Interpretation:

In this question, respondent was asked are they satisfied with the benefit provided by the
organization. They are provided with 5 options strongly disagree, Disagree, Neutral,
strongly agree, Agree. In reply 0% of the total respondent belong to Strongly disagree
group, 0% belong to Disagree group, 63.3% belong to Neutral group and 0% belong to
Strongly agree group & 36.7%belong to agree group.

11
 11. Are you satisfied with the benefits provided by the
organization ?

0.00% 2.30%

46.70%

50%

Strongly disagree Disagree Neutral Agree Strongly agree

Interpretation:
In this question, respondent was asked are they satisfied with the benefit provided
by your organization follow for providing you fringe benefit. They are provided with 5
options strongly disagree, Disagree, Neutral, strongly agree, Agree. In reply 0% of the
total respondent belong to strongly disagree group, 2.3% belong to Disagree group, 50%
belong to Neutral group and 10 belong to Strongly agree group & 46.7%belong to agree
group.

12
 12. When Benefits are given to employees ?

13.30%

10%

10%

66.70%

Monthly Quarterly Half-Yearly Annually

Interpretation:

In this question, respondent was asked about when benefits are given to employee. They
are provided with 04 options: Annually, Quarterly, Half-Yearly & Monthly. In reply
66.7% of the total respondent belong to annually group, 10% belong to Quarterly group
& 10% belong to Half-Yearly group, 13.3% belong to Monthly group.

13
 FINDINGS

During the research study conducted among the employees of HCL

Technologies Nagpur by the help of my Observations and Online Google form, my

findings are:

Fringe benefits is the most important part in any organization and no person can

think of the development without it. By Fringe benefits the attitudinal change in the

employee leads to the positive thinking, a sense of devotion to organizational and also by

the help of Fringe benefits the person in the organization can motivate for their

performance and also improve human relation. This leads to the increase in the profit of

the organization. The organization’s manager feels that the Fringe benefits of the

employees are fulfilled and they are holding on time while individual workers have

different opinion about it. Many employees want in the form of Monetary and many would

like in the form of Nonmonetary also.

14
 CONCLUSION
1. Fringe benefit make up a significant portion of compensation packages paid to
employee, from respondent reply 90% of the total respondent belong Fulltime group
10% belong to Contract wise group

2. It has been observed that 66.7% of the total respondent belong to annually group,
10% belong to Quarterly group & 10% belong to Half-Yearly group, 13.3% belong
to Monthly group.It can affect job satisfaction in opposing way.

3. 50% of the respondent are Neutral & 46.7% agree that fringe benefit are generally
less tax than wages and are desirable pieces of compensation packages and so
increase job satisfaction.

4. It has been observed that 60% of the respondent belong to on the basis of grade
group, 20% belong to on the basis of salary group and 13.3% belong to on the basis
of performance group.

5. It is concluded that the fringe benefits remain significant and positive determinants
of job satisfaction. These include flexible work hour, health insurance, medical
facilities and etc.

6. Moreover, fringe benefit may be simultaneously determined job satisfaction. If

fringe benefit indeed endogenous than there estimated impact on their job
satisfaction will be biased. On the basis of my research analysis.

15
 SUGGESTIONS

According to the survey conducted some of the suggestion can be:

 The organization should also focus more on remuneration package of Employee as

they are not much satisfied.

 They should provide benefit at least 3 times in a year according to their

Performance.

 The organization should focus on employee family also by providing Employee

with several family benefit.

 The benefits on employees welfare is very less need to increase that, to improve
the life of the working class, to bring about holistic development of the workers
personality and so on.

16
 RECOMMEDATION

As in the competitive world where the need for every organization to prove itself

Best and make an outstanding and remarkable progress is the need, no fact could be

Left ignored. Every organization must try to know the shortcomings and must try to

Go for building up the same.

17
 BIBLIOGRAPHY

1. BOOKS:

• K.Aswathappa, 2nd edition, Human Resource

• C.r.kothari Research Methodology method and technique 2nd revised edition

2. Websites:

• www.hcl.com

• www.fringebenefits.com

• Impact on fringe benefits on job satisfaction

18
 ANNEXURE

Annexure Age:

• 20 – 30 [ ]

• 31– 40 [ ]

• 41 – 50 [ ]

• 51– 60 [ ]

Gender:

• Male [ ]

• Female [ ]

Educational Level:

• Bachelors [ ]

• Masters [ ]

• Doctorate [ ]

What is your job role?

19
• Clerical [ ]

• Supervisory [ ]

• Managerial [ ]

Other (please specify) ……………………

What type of employment contract do you have?

• Full time [ ]

• Part-time [ ]

Contract [ ]

What is the range of your salary?

• 10K-15K [ ]

• 15K-25K [ ]

• 25K-50K [ ]

• Above50K [ ]

What is the criteria of allocating different benefits to the employees

•On the basis of grades [ ]

•On the basis of salary [ ]

•On the basis performance [ ]

•Any other (specify) [ ]

20
In your organization benefits are provided in which form?

•Monetary [ ]

•Non-Monetary [ ]

Are you generally satisfied with the kind of policy your organization follow for
providing you fringe benefits.

•Strongly disagree [ ]

•Disagree [ ]

•Neutral [ ]

•Agree [ ]

•Strongly agree [ ]

Are you satisfied with the benefits provided by the organization?

•Strongly disagree [ ]

• Disagree [ ]

•Neutral [ ]

•Agree [ ]

•Strongly agree [ ]

Benefits are given to employees.

•Quarterly [ ]
21
•Annually [ ]

•Half -Yearly [ ]

Which of the followings fringe benefits are given to employees in your organization

•Facility of hotel, boarding and lodging for official purpose

•Medical Expenses

•Prepaid Meal cards

•Expenditure on food Or beverages outside the office

•Expenditure on employees welfare

•Transport facility to employee’s kid

•Conveyanace, tour, travel( including foregin travel) for official purpose

•Expenses on personal Holiday.

•Health benefits

•Retirement benefits

•Transportation facility

•Other(specify)

22
Turnitin-OriginalityReport-23ME1E0011 DANGETI S S V
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