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A Detailed Study On Promotion & Reward Policies-2

HCL is an Indian IT company that employs over 147,000 people worldwide. This study analyzed HCL's promotion and reward policies through a survey of 100 employees. Key findings include that employees were generally satisfied with HCL's reward system, though some felt promotions could be more transparent. The study recommends conducting more frequent surveys, improving employee feedback mechanisms, and addressing issues promptly to further boost satisfaction. Overall, the analysis concluded employees had a positive view of HCL's rewards while suggesting areas for additional improvement.

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Arpita Mohapatra
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421 views11 pages

A Detailed Study On Promotion & Reward Policies-2

HCL is an Indian IT company that employs over 147,000 people worldwide. This study analyzed HCL's promotion and reward policies through a survey of 100 employees. Key findings include that employees were generally satisfied with HCL's reward system, though some felt promotions could be more transparent. The study recommends conducting more frequent surveys, improving employee feedback mechanisms, and addressing issues promptly to further boost satisfaction. Overall, the analysis concluded employees had a positive view of HCL's rewards while suggesting areas for additional improvement.

Uploaded by

Arpita Mohapatra
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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A Detailed Study on Promotion & Reward

Policies of HCL
By- Samarpita Swain
What is Reward & Promotion?
 The achievement & benefit received by employees for their job performance in an
organization are known as reward. Employees join the organization within certain
expectation of reward. It motivate the employees to make their effort in achieving
organizational goal.
 Promotion refers to upward movement of an employee from his current job position to
another job position which is higher in pay, responsibility & hierarchy within an
organization.
Objectives & Scope of The Study
Objectives-
 Primary:
1. To study various factors relating to Rewards and promotion in HCL.
 Secondary:
1. Study about Criteria for rewards and promotion.
2. To know about the Eligibility for rewards and promotion
3. To study the Impact of Rewards and promotion on behavior of employees.
4. To study the Benefits derived by Rewards and promotion.
5. To give Recommendation and Suggestions to the company

Scope-
6. Examines and identifies key information and issues about HCL for overviewing the promotion
& reward policy of employees.
7. Provides data about company’s performance & competitive benchmarking.
8. It also includes information on business operations, company history, products, employees.
Company Analysis
 HCL stands for Hindustan Computers Limited, which is an Indian multinational information technology
(IT) service and consulting company. 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 entered into
the software services business. The company has offices in 44 countries including United Kingdom, The
United States, France and Germany with a worldwide network of R&D, “innovation labs” and “delivery
centers”, and 147,123 employees and its customers include 250 of the Fortune 500 and 650 of the Global
2000 companies.
 It operates across sectors including aerospace and defense, automotive, banking, capital markets,
chemical and process industries, energy and utilities, healthcare, hi-tech, industrial manufacturing,
consumer goods, insurance, life sciences, manufacturing, media and entertainment, mining and natural
resources, oil and gas, retail, telecom, and travel, transportation, logistics & hospitality.
About the Company
 Type – Public
 Traded as – BSE: 532281
 NSE: HCLTECH
 Industry – IT services, IT consulting
 Founded in – 11 August 1976 (43 years ago)
 Founder – Shiv Nadar
 Headquarters – Noida, Uttar Pradesh, India
 Area served – Worldwide
 Key people – Shiv Nadar (Chairman & CSO)
 C Vijayakumar (CEO)
 Services – Outsourcing, Consulting, Managed services
 Revenue – $10 billion
 Operating income – $1.79 billion
 Net income – $1.44 billion
 Total assets – $8.52 billion
 Total equity – $6.04 billion
 Number of employees – 147,123
 Parent – HCL Enterprise
 Website – www.hcltech.com
Competitor analysis
Company CEO Employees Revenue

TATA Consultancy Rajesh Gopinathan 5,110 $916M


Service
Infosys Salil S. Parekh 2,39,233 $12.8B

Wipro Thierry Delaporte 1,50,000 $8B

Cognizant Brian Humphries 2,81,600 $16.9B

Accenture Julie Sweet 4,59,000 $43.1B

Tech Mahindra CP Gurnani 87,080 $5.2B

LTI Sanjay Jalona 28,000 $1.5B

Hexaware Srikrishna Ramakarthikeyan 19,998 $823.6M

Mindtree Debashis Chatterjee 21,561 $1B

Capgemini Aiman Ezzat 2,19,100 $15.9B


SWOT Analysis of HCL
 Strengths-
i. Core Strategies
ii. Global Presence
iii. Strategic Alliances and Partnerships
 Weakness-
i. Competition
ii. Struggle to retain existing clients
 Opportunities-
i. Expected Growth
ii. Technology Adoption
iii. Engineering & Research
 Threats-
i. Risky Bets
ii. Forex Risks
RESEARCH METHODOLOGY
 Title of Study: “A detailed study on promotion reward policies of HCL”
 Sample: Sample is 100 employees from the total population.
 Need and significant of study: In today‘s business scenario promotion and rewards is most effective tool
of motivating employees. People mostly leave job because of compensation factor.
 Why reward system is required?
 These components will be designed, developed and maintained on the basis of reward strategies and
policies which will be created within the context of the organizations between strategies, culture and
environment: they will be expected to fulfill the following broad aims;
i. Improve Organizational Effectiveness
ii. Support and change culture
iii. Achieve Integration
iv. Supportive Managers
v. Motivate Employees
vi. Compete in the labour market
Limitations of study
 Sample size: the present study is carried out for academic purpose, so sample size is
restricted.
1. No generalization: the study is restricted to an organization under study, so it can’t
be generalized for all employees in other organization.
2. Rewards and promotion are complex problem and researcher has attempted to study
most appropriate factors but chances can’t be ruled out that some areas may have
been untouched or not adequately touched.
Suggestions
 Surveys should be conducted frequently in order to judge satisfaction level of the
employees.
 In addition to surveys, interaction of HR officers with the employees should also be given
space if possible.
 Suggestions and discrepancies regarding the various reward schemes should be openly
invited from the employees and should be materialized into action as soon as possible
should not be dumped as paperwork.
 Formal and Informal meetings: should be conducted to judge the employee satisfaction,
regarding various services & new way out should be searched to tackle the same.
Conclusion

 The responses obtained indicate that the employees were fairly satisfied with the
reward system of HCL. Although a small sample size was taken to analyze it,
every proportion of population was represented by the sample appropriately.
 The questions were designed using basic principles into consideration i.e.
fairness, openness, timeliness etc. The responses thus obtained were then
analyzed to arrive at the conclusion.

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