a project report on selectn training at hcl

8/11/2019 A Project Report on Selectn Training at hcl

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EXECUTIVE SUMMARY

The project is a peek at the RECRUITMENT AND SELECTION PROCESS in

HCL. The success of any business entity solely depends on how effectively does it

utilizes its optimum resources and how soon does it make arrangements for the

removal of the customers grievances. Moreover, the company should always be

ready to make necessary changes according to the requirement in order to attract

more customers so as to maintain a substantial growth in the market. This project

covers the entire Recruitment and Selection process carried out in HCL and how it

benefits the company in acquiring skilled, talented and right personnel for the job.

It studies in detail as to what Recruitment and Selection is and what are the Steps

and Methods of Recruitment and Selection.


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RESEARCH METHODOLOGY

OBJECTIVES

The main Objectives of this project is to study in detail about the Recruitment and

Selection process of HCL and to analyze the recruitment and selection policy of

the HCL, to understand the Internal and External Recruitment process in HCL & to

know about the importance of recruitment and Selection.

SCOPE OF RECRUITMENT AND SELECTION

It extends to the whole Organization. It covers corporate office, sites andworks appointments all over India.

It covers workers, Clerical Staff, Officers, Jr. Management, Middle

Management and Senior Management cadres.


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MEANING OF RECRUITMENT

Recruitment is a process to discover the sources of man power to meet the requirements of

staffing schedule. It helps to employ effective measures for attracting manpower in adequate

numbers to facilitate effective selection of efficient personnel.

In the words of Edwin Flippo, Recruitment is the process of searching for prospective

employees and stimulating them to apply for jobs

In simple words, it is a process of attracting people to apply for jobs available in the company.

Recruitment refers to the overall process of attracting, selecting and appointing suitable

candidates forjobs within an organization, either permanent or temporary. Recruitment can also

refer to processes involved in choosing individuals for unpaid positions, such as voluntary roles

or training programs.

Recruitment may be undertaken in-house by managers, human resource generalists and/or

recruitment specialists. Alternatively, parts of the process may be undertaken by public-sector

employment agencies, commercial recruitment agencies, or specialist search consultancies.

The use of internet-based services and computer technologies to support all aspects of

recruitment activity and processes has become widespread.

In recruitment, information is collected from interested candidates. For this different source such

as newspaper advertisement, employment exchanges, internal promotion, etc. are used.

In the recruitment, a pool of eligible and interested candidates is created for selection of most

suitable candidates. Recruitment represents the first contact that a company makes with potential

employees.
http://en.wikipedia.org/wiki/Jobhttp://en.wikipedia.org/wiki/Job


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PURPOSE OF RECRUITMENT

The following are the importance of recruitment:

1)

Review of organizational objective:Recruitment facilitates reviewing the objectives of the organization. Proper review of

the objectives will enable the organization to make a proper list of the various

activities that would be required to achieve the objective. To undertake the activities,

the organization can determine the required workforce in terms of quantity and

quality.

2)

Forecasting of personnel requirement:

Recruitment helps in finding out the requirements of human resource to undertake

various activities. The human requirements forecast must be both in terms of quantity

and quality.

3)

Forecasting of personnel supply :

Recruitment enables forecasting the availability of man power. The required man

power may be available within the company, or they may be required to be hired from

the labor market.

4)

Innovative ideas :

Recruitment encourages new talent with innovative ideas, fresh thinking and

dynamism to enter the company. It infuses fresh blood at all levels of organization.

5)

Organization culture :

Recruitment helps to develop an organizational culture that attracts competent people

to the company. It inducts outsiders with a new perspective to lead the company.


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SOURCES OF RECRUITMENT

INTERNAL SOURCES:

Internal sources refer to sources from within the company. The various internal sources are as

follows:

a)

Promotions:

When a vacancy arises at a higher level qualified and experienced employee from within

the company can be promoted at higher level. For instance an understudy candidate may

be promoted to the post of his superior who has retired or promoted or transferred.

b)

Transfers:

The vacancy can also be filled through internal transfers. An existing executive who is

experienced and capable of handling the duties in the new department can be transferred.

c)

Retired managers:

At times, retired managers can be recalled, especially for short duration, when it is

difficult to find a suitable candidate for the post from which the managers have retired.

Again, young mothers may retire early to take care of the kids. Once the kids grow up,

the company may recall such employees.

d)

Internal advertisements:

The company may also display on its notice board or inform departmental heads of a

vacancy at executive levels. Accordingly, interested candidates may apply for the

position.


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EXTERNAL SOURCES:

It refers to the sources from outside the company. It includes:

a.

Management consultants:

Some companies take the help of management consultants to select executive's personnel

for their organization.

b. Advertisements:

This is one of the most popular sources of recruitment. Advertisement of the vacancy can

be inserted in newspapers, or business magazines. The ads can also be placed on the job

related websites on the internet.

c.

Campus recruitment:

The company may also inform management institutes to send candidates studying

management courses in such institutes. At times the company recruitment committee may

personally visit the institute campus and recruit the candidates. There can be recruitment

of summer trainees who are presently studying in various institutes.

d.

Recommendations:

The company may also recruit executives on the basis of the recommendations received

from existing manager or from sister concerns.

e.

Other external sources:

There can be various other external sources such as hunting, deputation of personnel by

parent company, etc.


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MEANING OF SELECTION

Selection of employees is a managerial decision. It is a process of selecting right person for the

right job. In this process relevant information about the applicants is collected through a series of

steps so as to evaluate their suitability for the job to be filled. Selection is a process of choosing

the most suitable persons out of all the applicants. It is the process of weeding out unsuitable

candidates and finally identifying the most suitable candidate. Selection may be described as a

process of rejection because generally more candidates are turned away than hired.

Selection is defined as the process of differentiating between applicants in order to identify (and

hire) those with a greater likelihood of success in a job.

Selection is basically picking an applicant from (a pool of applicants) who has the appropriatequalification and competency to do the job.

A selection test is a systematic and standardized procedure of sampling human behavior in order

to obtain qualified applicants for organizational activities. It is used to assess the ability, aptitude

and personality of prospective candidates. Selection test is conducted in order to select

a right person for the right job who will be capable of performing organizational activities if

hired. Selection test is a device that reveals the information about the candidate which is not

obtained through other steps of selection. It screens the employee's ability, knowledge, and

decides whether he/she can perform well in the organization.

Under selection test, the candidates who score the highest marks in different tests, are selected

for employment, and those who score the least are rejected. Therefore, this process is known as

negative process. Selecting the best qualified candidate is very essential for organization's

productivity, hence, an employee should conduct a systematic selection test and background

checks to avoid unsuccessful candidates. The effective selection largely depends on a degree

of testing methodology.

The professional standards ofindustrial-organizational psychologists (I-O psychologists) require

that any selection system be based on ajob analysis to ensure that the selection criteria are job-

related. The requirements for a selection system are knowledge, skills, ability, and other

characteristics, known as KSAOs. US law also recognizesbona fide occupational
http://en.wikipedia.org/wiki/Industrial_psychologyhttp://en.wikipedia.org/wiki/Job_analysishttp://en.wikipedia.org/wiki/Bona_fide_occupational_qualificationshttp://en.wikipedia.org/wiki/Bona_fide_occupational_qualificationshttp://en.wikipedia.org/wiki/Job_analysishttp://en.wikipedia.org/wiki/Industrial_psychology


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IMPORTANCE OF SELECTION PROCEDURE

There are no two opinions that people alone will determine the fate and future of the

organisation. Therefore, the selection policy and procedure should be highly systematic and

scientific.

There importance of selection procedure is as following:

1.

Facilitates Placement :

Proper selection facilities proper placement refers to fitting the right person for the right

job. The right job is offered to the right person depending upon skills and capabilities.

2.

Facilitates Training :

Proper selection facilitates training of the newly selected employees. If the newly

recruited employees lack in certain areas, then training can be provided to them.

3.

Improves Efficiency:

Proper selection improves efficiency of the employees and also that of the organisation.

Efficiency is the relation between returns and cost. Properly selected employees can bring

in more returns at lesser costs.

4.

Better Relations:

Properly selected candidates make it possible to have better relations between them and

their superiors as well as between them and their co-employees Also; they can maintain

good relations with clients and others.

5.

Motivation:Proper selection of employees motivates the employees in the organisation. This is

because the right candidates is selected and placed at the right job.


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6. Optimum use of Resources:

Proper selection facilitates optimum use of resources- both the physical resources as well

as human resources. When proper candidates are selected, then all the resources will be

handled and utilised properly.

7. Reduction in Absenteeism:

There can be reduction in absenteeism on the part of the employees .Absenteeism takes

place when the employees remain absent prior permission.

8. Reduction in Wastages:

Proper selection process also facilitates reduction in wastages. The right candidate would

be interested in their jobs and will take proper care to reduce wastages.

9. Reduction in Employees Turnover:

Proper selection also reduce employee turnover. Since proper candidates are selected,

they may get adjusted very easily to the new environment in the company, and such they

may not leave the organisation.

10.Improves goodwill of the company:

Interested and satisfied employees are more loyal to the company. They work with a

sense of commitment and dedication. This results in better relations with the public, the

shareholder, clients and others.

11.High morale:

Proper selection facilitates proper placement. This results in job satisfaction and

improved morale of the employees. Employees feel a sense of belongingness towards

their organisation.


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SELECTION PROCESS

Selection is a process of choosing right person for the right job. The selection process

consists of a steps or techniques as follows:

The flow chart indicates major steps in selection process.

JOB ANALYSIS

ADVERTISING THE JOB

EMPLOYMENT TESTS

INTERVIEWS

MEDICAL CHECK

JOB OFFER

1. Job Analysis:

The first step in selection process is analysing the job. Job analysis consists of two parts:

a) Job Description,

b) Job Specification.

Job description provides information relating to the job.

Job specification provides candidate related information.

2. Advertising the job:

The next step is to advertise the job. The job can be advertised through various media.

The right details about the job and the candidate must be given in the advertisement.

3. Initial screening:

The initial screening can be done of the applications and of the applications and of the

applicant. Applications which do not fulfil the basic requirements are dept aside. Apreliminary interview is conducted at this stage to screen out the candidates so that only

suitable candidates go through the further stages of selection.

Usually, a junior executive does the screening work. Nlity,At this stage the executive

may check on the general personality, age, qualifications, family background of the

candidate. The candidate may also be informed of salary, working conditions, etc.


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4. Application Blank:

It is a prescribed from of the company which helps to obtain information about candidate

in respect of social biographic, academic, work experience, references, etc.

The application blank helps to

() provides the input to interview

() provides basis to reject candidates if they do not meet eligibility criteria,

5. Tests:

Various tests are conducted to judge the ability and efficiency of the candidates. The

type of tests depends upon the nature of job and the philosophy of the management.

The Various tests are:

Intelligence Tests

Aptitude Test

Personality Tests Interest Test

Performance Tests

6. Interview:

It is face to face exchange of views, ideas and opinions between the candidate and

interviewer(s). Interview is an oral examination of candidates.

() The interviews can be a group interview or individual interview

() There can be a panel interview where several individuals interview one candidate at a

time.

7. Reference check:

A candidate may be asked to provide references from those who are willing to supply or

confirm about the applicants past life, character and experience.

() Reference check helps to understand the personal and family background

() It helps to guard against possible false information supplied by candidate.

() It also helps to ascertain the reported experience of the candidate


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8. Medical Check:

Medical examination of the candidates is undertaken before they join the firm in order

to-

Find out whether the candidates are physically fit to carry out duties and

responsibilities effectively,

ensure the health and safety of other employees,

Fulfil legal requirements,

Find out whether the candidate is sensitive to certain work place such as in a

chemical factory,

Find out whether the candidate has health problems which may adversely affect

his behaviour and performance on the job.

9. Final Interview:

Before making a job offer, the candidates may be subjected to one more oral interview to

find out their interest in the job and their expectations. At this stage, salary and other

perks may be negotiated.

10. Job offer:

This is the most crucial and final step in selection process. A wrong selection of a

candidate may make the company to suffer for a good number of year and the loss is

incalculable.

11. Followup:

Once the candidate is selected, he is inducted and placed at the right job. The selectors

should try to find out whether they have made the right choice in selecting the right

candidate for the right job.


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TYPES OF EMPLOYEMENT TEST

Use of employment tests is a fairly widespread in personnel selection. Such tests provide a

systematic basis for comparing performances, personality traits, and intelligence. The various

tests are:

1)

Performance test:

This test tries to measure performance of the candidates in respect of certain job. Such test is

specially designed to measure specific skills and knowledge required for a job. For example, a

letter drafting test can help to judge the communication skills of the candidate.

2) Personality test:

It is conducted to judge maturity, social or inters- personal skills, behavior under stress and

strain, etc. This test is very much essential in case of selection of sales force, public relation

staff, etc. where personality plays an important role.

3)

Aptitude test:

It helps to judge specific talent or ability to acquire a particular skill. Some people have good

talents or aptitude for selling, others for accounting and so on. This type of test helps the

company to select the right candidate who is best suited for the job.

4)

Interest test:

This test is to find out likes and dislikes towards occupation, hobbies, etc. such tests indicate

which occupations are more in line with a persons interest. Such test also enables the company

to provide vocational guidance to the selected candidates and even to the existing employees.

5)

Intelligence test:

These tests help to evaluate traits of intelligence. Mental ability, presence of mind (alertness),

numerical ability memory and such other aspects can be measured. Such tests are used for

admission to MBA courses, recruitment for executive positions in banks and other organization.


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6) Projective tests:

This test requires interpretation of problems or situations. For example, a photograph or a

picture can be shown to the candidates and they are asked to give their views and opinions

about the picture

7)

General knowledge test:

Now days, G.K tests are very common to find general awareness of the candidates in the field of

sports, politics, world affair, current affair etc.

8)

Perception test:

At times, perception test can be conducted to find out beliefs, attitudes, etc. of the candidates

towards object, matter, etc


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ADVANTAGES OF TESTS

1) In selection process much stress is given to mental qualities rather than physical ones. Most

of the psychological tests are aimed at and are useful for judging the mental qualities of the

candidates.

2) They can be used to check on the reported experience of the applicant.

3) A testing program may be of great value in personnel selection as a measurement of an

applicants ability.

4) They can also be used as a basis for objective comparison between applicants.

5) Such tests are commonly used to judge candidates properly and can help in selecting not

the best, but the most suitable candidate.

6) Personality test can throw light on the character of the candidate. It will indicate whether

the candidate has the ability to get along with other people, which is very vital for

teamwork.

7) Vocational aptitude test can enable the firm for proper placement of the selected

candidates.

8) They can be used for guiding and counseling persons seeking various jobs.

9) If conducted properly, they can reduce the work of oral interviews.

10)

Tests like I.Q. tests enable to find out the mental capacity of the candidate to deal with any

eventuality.


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11)The tests can be used to discriminate the suitable candidates from the unsuitable ones.

12)Tests, if systematically conducted, are more objective and reliable as compared to other

personal assessment techniques.


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HOW TO MAKE TESTING MORE INTERESTING

In order to make testing more effective certain guidelines must be followed before and after the

tests.

I. BEFORE THE TEST:

a. Make proper arrangement:

There should be proper arrangement in respect of seating arrangement, appointment of

supervisor, etc.

b. Intimate the candidates:

The candidates need to be intimated well in advance. The call letters need to be sent atleast 10 to 15 days in advance. If possible candidates can be intimated telephonically.

c. Schedule the tests:

There must be proper schedule of tests. Necessary batches may be made for the purpose

of tests.

d.

Structure the tests:The tests should be properly structured depending upon the job. Relevant and required

number of questions needs to be asked. There should be proper sequence of questions.

II.

DURING THE TEST:

a.

Proper supervision:

There must be proper supervision. Competent supervisors need to be appointed to make

testing more effective

b.

Facilities to candidates:

There should be proper facilities to the candidates such as stationery. Queries regarding

complicated questions may be clarified by the supervisor.


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III. AFTER THE TEST:

a.

Proper assessment:

There must be proper assessment of the tests conducted. Proper weight age must be given

to the answers provided by the candidates. Only qualified persons should assess theperformance the candidate.

b.

Preparation of reports:

After the assessment, the report of performance of various candidates needs to be

prepared. The report should indicate the names of candidate who are qualified for further

stages of selection.

c.

Intimation to candidates:

The candidates who have answered the tests need to be intimated of their performance.

Intimation must be given to the successful as well as to the unsuccessful candidates.

d.

Follow up:

There should be a proper follow up in order to find out how far the tests were successful

in evaluating the performance of the candidates. Good testing should minimize the work

of the final interviewers.


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CONCEPT OF INTERVIEW

The Oxford dictionary defines an interview as a face-to-face meeting especially for the purpose

of obtaining a statement or for assessing the qualities of a candidate. The word interview is

derived from the French word entrevoirwhich means glimpse

An interview is an oral examination. It is a two-way communication where the interviewers can

obtain as much as required information about the company and the job.

Interview is probably the most widely used selection tool. It is the most complex selection

because its scope includes measuring the entire relevant characteristic and integrating and

classifying all other information about the applicant. Now-a-days in all organization,

interviewing is used for a variety of purposes, including selection, appraisal, counseling andgeneral problem solving.

The interview is selection technique which enables the employer to view the total individual and

directly appraise him and his behavior. It is a method by which an idea about the applicants

personality can be obtained by a face-to-face contact.


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ROLE OF THE INTERVIEW

Interview is beneficial not only to the company but also to the candidate. The role of the

interview can be stated as follows:

I. TO THE COMPANY:

1) Information of the candidate:

The company can secure the information of the candidate in respect of

Educational background

Family background

Oral communication skills Personality- maturity, inter-personal skills

Special interest- sports, hobbies etc

General behaviour.

2)

Supplement of application blank:

The interview provides an opportunity to see and talk with an applicant, to become

acquainted, and to check information provided in the application blank by the candidate.

3)

Employment decision:

It helps to evaluate the information available so that the employer can make a decision

whether to select or reject the candidate.

4) New insights:

Personal interviews may bring to the notice of the interviewers new insights in the

business field as some applicants may have devised better ways to deal with the certain

business matters. Such new ways may not have come to the notice of the interviewers but

with a detailed discussion with the candidate of his achievements and/or past experience.

The interviewers can make use of such new insight in their business matters also.


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5) Assists in Promotions, Transfers:

It also helps to evaluate the condition for the purpose of not only hiring, but also in case

of promotions, demotions or transfers.

6)

Promotes goodwill:

It promotes goodwill towards the company irrespective of selection or rejection of the

candidate, provided the candidate is interviewed with respect.

II. TO THE CANDIDATES:

1. Opportunity:

Interview provides an opportunity to the candidate to present his views, opinions and

ideas. He may stand a good chance of being selected if he performs well at the interview.

2.

Confidence in candidates:

Fresh applicants, generally become nervous at the first one or two interviews, but after

attending such interviews, it creates confidence in them and they can effectively face

subsequent interviews.

3.

Information of the company / job:

The candidate can obtain as much as required information about the company and / or

the job. The candidate can obtain information in respect of-

Working conditions

Salary and other incentives

Job security

Promotions, transfers etc


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4. Contacts:

The candidates can develop good contacts with other candidates and even with the

interviewers. This may help to get a placement in some other company if he is not

selected in the present company, where he was being interviewed.


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RECRUITMENT PROCESS AT HCL

SOURCES OF RECRUITMENT

There are two sources of recruitment at HCL:

(i) Internal Sources

(ii)

External Sources

INTERNAL SOURCES:

In HCL, Internal sources of recruitment mean promotion of employees from the lower rank to

the upper rank. Majority of companies have established a policy of promotion from within that

is, vacancies other than at the lowest level are filled up by promoting the personnel to the higher

rank. Such practice leads the healthy progressive atmosphere and the cost of training and the

rage of labor turnover.

This source of recruitment is generally adopted to fill vacancies of middle and top personnel.


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EXTERNAL SOURCES:

It is always not possible to recruit the employees from within, especially vacancies at lower levelor recruitment at the time of expansion of the firm or where job specification cannot be met by

the present employees, the employer has to go to external sources of manpower supply.

Amongst the most commonly used outside sources of recruitment at HCL are as follows:

1. ADVERTISEMENT:

Advertisement in newspapers and journals is now an external popular source of recruiting staff.

For all types of types of vacancies employers resort to advertising but it is the most suitable

source for filling the vacancies of technical and senior personnel. All particulars regarding the

job and the qualifications of the perspective candidate are given in their advertisement.

Candidates processing the requisite qualification apply for the job.

2.

TECHNICAL INSTITUTIONS:

Campus interview is a very useful source of recruitment for a full range of jobs. The employment

managers of the enterprises maintain a close liaison with the University and Technical

institutions. This method is used for recruiting Officer, Apprentices, Engineers or Management

Trainees. Technical Institutions empanel the promising young talents for employment and refer

their names to the prospective employers as and when asked for.


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3. EMPLOYMENT EXCHANGE:

Employment exchanges are regarded as good source of recruitment for unskilled, skilled or

semiskilled operative jobs. The job seekers get their names registered with employment

exchanges managed and operated by the Central and State Government. The employers notify

the vacancies to be filled in by them to such exchanges and the exchanges refer the names of

prospective candidates to them.

4. PRIVATE AGENCIES:

Some private agencies are also doing a great service in recruiting technical and professional

personnel. They provide a nationwide service in attempting to match the demand and supply of

personnel. Many private agencies tend to specialized supply of personnel. Many private agencies

tend to specialize in a particular type of jobs like Sales, Marketing, and Technical Professional.

5.PERSONNEL CONSULTANTS:

Consultants who specialize in the recruitment of managers and other senior officials are now

being called upon to assist the management in filling of these posts. Companies hire the services

of these consultants at the time of recruitment of the senior officials. These consultants' agencies,

on receiving requisition from the client companies, advertise job description in leading

newspapers and periodicals without disclosing the names of the employers.

6. PROFESSIONAL BODIES:

Some professional institutions like Institute of Chartered Accountant, I.C.W.A.I., Institute of

Company Secretary etc. maintain a register of qualified persons from which they recommend the

names of the job seekers to the employers when asked for.

7.RECRUITMENT AT THE GATE:


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Sometimes direct recruitment of workers is made at the gate of the factory or office. Generally,

the number of vacancies, nature of work and time of interview are notified by the Personnel

Department on the blackboard at the gate. Prospective candidates attend the interview at the

appointed time and get the appointment. This system of recruitment is generally used to recruit

the unskilled workers.

8. UNSOLICITED APPLICATIONS:

An organization of repute draws a steam of unsolicited applications at the companys office.

These applications are screened and places in the relevant Data Banks. Whenever needed to

locate suitable candidates for that particular skill these are used.

9. PART TIME EMPLOYEES:

Sometimes, persons are employed to dispose of the heavy seasonal work or the areas of work of

temporary nature on part time basis. These part time employees form a good source of labours

supply as and when vacancies occur. Vacancies are filled up among them if they fulfil the

requisite qualification to suit the jobs.

10.LEASING:

The short term fluctuations in personnel needs may be stabilized through leasing of personnel for

some specified period from other industries, offices and units. This system of leasing has been

well adopted by the public sector organizations. With the rapid growth of public sector, the acute

shortage of managerial personnel, particularly at higher levels, they borrow the personnel of

requisite caliber from the Government Departments. At the end of their term they are given an

option to choose either their parent services or the present organizations.

11. TRADE UNION:


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In some companies trade unions also assist in recruiting the staff. This sense of cooperation helps

in developing the better labor relations. This source of labor supply cannot be relied upon on the

ground that sometimes trade unions support a candidate who in not fit for the job and is not

acceptable to management. Such view really worsens the labor relations.

However, this method is not being adopted by our organization.

HCL RECRUITMENT PROCESS IS DIVIDED INTO THREE PARTS:-

1. WRITTEN TEST:-

In written test total 85 questionsare there and we have to complete these questions in total 90

minutes.This pattern is divided into 4 sections and these are:-

Verbal Ability (25 questions)

Aptitude (25 questions)

Logical Reasoning (25 questions)

Technical comprehension (10 questions)

2. GROUP DISCUSSION:-

It is the most difficult round but if you are good in english and are aware of the current affairs so

this round is the easiest one.

3. HR INTERVIEW:-

In HR Interview questionsare basically asked to checkyour personality,

spontaneity, Behavioretc Some Sample HR Interview Questions

Introduce Yourself.

Why you want to Join HCL

Mention any five uses ofPen other than writing.

What are your goals in life

Why should we hire


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Rate me as an interviewer.

Family Background.

If we dont hire what you are going to do

Interview Process


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SELECTION PROCESS AT HCL

SELECTION TEST

Psychological tests are essentially an objective and standardized measure of a sample of

behavior. Objective of this definition refers to the validity and reliability of measuring

instruments. It also means the job relatedness of the test.

KINDS OF TEST

Following tests are adopted for selection:-

Achievement

Aptitude Interest

Personality

Intelligence.

Leaderless Group Discussion

Interview


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1. ACHIEVEMENT TESTS

This test measures a persons potential in a given area. This test measure the skill which involves

performance of a sample operation requiring specialized skill and believed to be satisfactorily

answered by those who have some knowledge of the occupation and trade.

2. APTITUDE TEST

This measures ability and skills. Specific aptitude tests have been designed for jobs that require

clerical, mechanical, and manual dexterity. Aptitude tests do not measure motivation. Aptitude

test is supplemented by interest and personality test.

3. INTEREST TESTS

This test has been designed to discover a persons area of interest, and do identify the kind of

work that will satisfy him.

4. PERSONALITY TESTS


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Personality tests assess individual's motivation, predisposition and other pattern of behavior. The

personality tests, more often than the intelligence, achievement or aptitude tests, predict

performance success for jobs that require dealing with people. Dimensions of personality such as

interpersonal competence, dominance-submission, ability to lead and ambition are more suitably

measured by the personality test.

5. INTELLIGENCE TEST

This test is generally like the aptitude ones. The scores on intelligence tests are usually expressed

as Intelligence Quotient (IQ), which are calculated by the following formula.

Mental Age

IQ= --------------- x 100

Actual Age

6. LEADERLESS GROUP DISCUSSION

The essential feature of this technique is that instead of the candidates being interviewed

separately, they are brought together in group of six to eight for informal discussion, and

absolved and evaluated by the selectors. The two kinds of group discussions are one, where the

group is given a problem to discuss and the individual member is free to choose his own

approach to solving this problem; and two, where each individual is allotted an initial position

and supplied with supporting information to defend his position.


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The advantage of this method is that the decision to hire a person can be made within a very

short time, and the selector can evaluate the candidates personality or leadership qualities very

well.

7. INTERVIEW TECHNIQUES

The interview technique consists of interaction between interviewer and interviewee (applicant).

Following are the methods of interview technique:-

PRELIMINARY INTERVIEW

These interviews are preliminary screening of applicants to decide whether a more detailed

interview will be worthwhile. The applicant is given job details during the interview to affordhim freedom to decide whether the job will suit him. It is argued that preliminary interviews are

unsatisfactory, first because they might lead to the elimination of many desirable candidates, and

second, because interviews may not have much experience in evaluating candidates. The only

argument for this method is that it saves the companys time and money.

DEPTH INTERVIEW

Depth interviews cover the complete life history of the applicant and include such areas as the

candidates work experience, academic qualifications, health, interests, and hobbies. It is an


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excellent method for executive selection, performed by qualified personnel. It is however Costly

and time consuming.

PATTERNED INTERVIEW

Patterned interviews are a combination of direct and indirect questioning of the applicant. What

is to be asked is already structured. The interviewer has certain clues and guidelines to areas

which should be probed deeply. The interview also encourages the candidate to express the

relevant information freely.

SELECTION METHODS

A variety of methods is used to personnel. The selection pattern, is not common for all

organizations. It varies from one to another, depending on the situation and needs of the

organization.

1.

APPLICATION BLANK

The application blank is a highly interview in which the questions are standardize and

determined in advance. It tests the applicants ability to write, organize his thoughts, and present

facts. A number of application blanks give the impression that if you have seen one you have

them all. Despite the diversity, all application blanks essentially require three broad categories of

information.

2. BIOGRAPHIC DATA


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This is concerned with such variables as age, sex marital status and number of dependents. This

also have used items like the local address, age, previous salary and age of children and have

found no difference in long and short tenure employees.

3.

EDUCATION AND PAST EXPERIENCE

This is concerned with grade point, average, division and percentage of marks as prerequisites

for a job.

4.

REFERENCES

References are letters of recommendation written by previous employees or teachers. The

general format is a paragraph or so on the person. Besides inaccurate facts, this can be attributed

to the referee' inability to assess and describethe applicant, and his limited knowledge about

him.


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CONCLUSION

The process of Recruitment in HCL is holistic and adds s on to the

efficiency of the firm. The process of identifying that the organization

needs to employ someone up to the point at which application forms for

the post have arrived at the organization is so systematic and effective

that it adds on to the profit, goodwill and productivity of the firm. HCL

Selection then consists of the processes involved in choosing from

applicants a suitable candidate to fill a post. HCL selection processconsists of a range of processes involved in making sure that job holders

have the right skills, knowledge and attitudes required to help the

organization to achieve its objectives. Recruiting individuals to fill

particular posts in HCL is done either internally by recruitment within

the firm, or externally by recruiting people from outside.


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BIBLIOGRAPHY

Principles of Management - by koontz o Donel.

Principles and practice of Managementby C.B. Gupta.

Human Resource Developmentby U.B. Singh

Principle and practice of Managementby L. M. Prasad.

Personnel Managementby C.B. Mamoria.

Management of human Resource.

Dynamic of personnel administration by M.N. Rudrabasavaraj.

Personal Management and industrial relationby R.S Davar.

World Resourcesby M.S kar.

www.hcl.com


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a project report on selectn training at hcl

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