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Project report on
HR policies in HCL
AT
HCL CAREER DEVELOPMENT
CENTRE, NOIDA
A Frontline Division of HCL Infosystems Ltd.
Submitted in Prtil Fulfillment for t!e "rd of t!e De#ree of
Master of Business Administration
$%.P.T&CH'ICAL %'I(&RSIT)* LUCKNO+

,--./,-0-
Roll no. 1 -.-.22--34
Priyn5 verm
1, Knowledge Park, Phase II,
Greater Noida-201306
Telephone: 0120-413!00, 2326!"4 #a$: 0120-23202!2, 413!!!, 413!!0
!a"#otias Co""e#e of En#ineerin# $ Te%&no"o#'
(, Kno)"ed#e Par*, P&ase + II, !reater Noida
Ref. 'o. GCET/MBA/STPR/2010 Dte1
CERTIFICATE
This is to certify that Mr.
/Ms_______________________ is a student of MBA
programme, semester III of this institute has undergone
summer training at
__________________________________________
_ and completed his/her Summer Training Project Report
on ___________________________________ as
per the requirement of MBA curriculum of U.P. Technical
University, Lucknow.
,
%r& 'a()
G&
(Faculty Guide) (HOD)
3
DECLARATION
I* Priyn5 (erm roll no.1/ -.-.22--34 student of 67A Pro#rmme t
t!e 8C&T !ere by declre t!t I !ve under#one t!e Summer Trinin# t
HCL Creer Development Centre* 'oid* under t!e supervision of 6s.
C!ru lt C!u!n * Plcement Co/ordintor* HCL CDC * '9IDA from
,4
t!
:une to 2
t!
Au# ,-0-.
I lso declre t!t t!e present project is bsed on t!e bove summer
trinin# nd is my ori#inl "or5. T!e content of t!is project report !s not
been submitted to ny ot!er university or institute eit!er in prt or full for
t!e "rd of ny de#ree* diplom or fello"s!ip.
Furt!er* I ssi#n t!e ri#!t to t!e %niversity* subject to t!e permission from
t!e or#ni;tion concerned* use t!e informtion nd contents of t!is
project to develop cses* ceseless* cse leds* nd ppers for publiction
nd<or for use in tec!in#.
Si#nture of t!e student
Dte1 2t! Au# ,-0-
Plce1 '9IDA
=
AC>'9?L&D8&6&'T

Someone has rightly said, o one !an li"e in isolation#$ %t is tr&e that
e"ery indi"id&al needs the hel' o( others in e"ery )or* he does$

First of ll I "ould li5e to e@press my #rtitude to my fculty Mr, Ra-is&


C&andra "!o #uided me "it! !is 5no"led#e nd s5ill nd !elped me in
successful completion of t!e "or5.
I "ould li5e to t!n5 to Ms, C&aru Lata C&au&an for !is noble
inspirtion* 5een interest* constnt supervision nd ever "illin# !elp
t!rou#!out t!e course of t!is study.
I t!n5 my Institute "!o !s #iven me n opportunity to s!o" my s5ills. I
lso t!n5 ll my nerer nd derer ones "it!out "!ose support t!is
project "ould not been possible.
I #rtefully c5no"led#e t!e invluble support nd #uidnce t!t "s
provided to me by vrious individuls t!t led to t!e successful
completion of t!is project. T!eir vision of t!e problem #ve me enou#!
direction to brin# out menin#ful result. I m #rteful to t!eir #ret
support nd !elp ll t!rou#!out t!e project. I m t!n5ful to t!em for
t5in# out time nd pointin# out t!e multitudinous spects of customer
service nd !elpin# me increse my lernin# out of t!e project.
I e@tend my sincere #rtitude to"rds my prents* "!o !ve l"ys
encour#ed me nd #ve su##estions. T!ey l"ys stnd by me. T!eir
support !s l"ys motivted me.
I "ould !ertily t!n5 ll t!e respondents of t!e survey "it!out "!ose
support A vluble inputs t!is project "ould not !ve been completed.

B




Ta."e of %ontent
&@ecutive SummryCCCCCCCCCCCCCCCCCCCC..
9bjective nd Scope of StudyCCCCCCCCCCCCCCCCC
Compny ProfileCCCCCCCCCCCCCCCCCCCCCC
Introduction of HCL/Creer Development CentreCCCCCCCCC
Hi#!li#!ts of HCLCCCCCCCCCCCCCCCCCCCCC.
A"rds nd ccoldes of HCLCCCCCCCCCCCCCCCC..
Trinin# Pro#rm 9ffered 7y HCL/CDCCCCCCCCCC............
Fcilities of HCL CDCCCCCCCCCCCCCCCCC.............
HCL CDC competitorsCCCCCCCCCCCCCCCC.............
HR in HCLCCCCCCCCCCCCCCCCCCCCCC.......
HR policiesCCCCCCCCCCCCCCCCCCCCCC.......
Reserc! Desi#nCCCCCCCCCCCCCCCCCC...............
Dt Collection ProcedureCCCCCCCCCCCCCC.....
Dt Collection 6et!odCCCCCCCCCCCCCCC....
Smple of DtCCCCCCCCCCCCCCCCCCC..
Dt AnlysisCCCCCCCCCCCCCCCCCCCC
Findin#s of t!e project.......................................................................
ConclusionsCCCCCCCCCCCCCCC...............................
Limittions.........................................................................................
Recommendtions CCCCCCCCCCCCCCCCCCC.....
D
7iblio#rp!yCCCCCCCCCCCCCCCCCC...................
E/ECUTIVE 0UMMAR1
All t!t is tu#!t in t!e clssroom proves useful "!en pplied in t!e prcticl field.
Prcticl orienttion of t!e mn#ement student is must* to perform s potentil
mn#er. It is for t!is reson t!t project trinin# is prescribed s prt of t!e syllbus
for 67A.
I joined HCL CDC on ,4
t!
:une ,-0- for summer interns!ip nd I "s plced under
t!e ble #uidnce of 6s. C!ru Lt C!u!n.
I "s directed to #o t!rou#! HR policies of HCL Infosystems.In t!e follo"in# p#es*
I !ve tried to record nd nlysis t!e different spects suc! s t!e HR policies
follo"ed in HCL* t!e previlin# culture* ttitude* be!vior nd performnce of
"or5force of t!e compny* so s to !elp !umn resource deprtment to understnd t!e
"or5in# environment nd t!e employee stisfction "it! t!e policies nd culture
follo"ed in HCL.
2
4

OB2ECTIVE AND 0COPE O3 THE 0TUD1
PRIMAR1 OB2ECTIVE
To understnd t!e t!e process of formultion of HR policies follo"ed in HCL nd t!e
5ind of or#ni;tion culture previlin#.
T!e strte#ic intent of t!e project "s to do overll study on HR policies follo"ed in
HCL A 7est prctice used in HCL.
T!e min objective indentify "ere1
To study t!e HR Policies of t!e compny.
To study t!e mendments mde in t!e HR Policies t HCL
For t!e prtil fulfillment of t!e reEuirement of t!e "rd of t!e 67A.
To s!re nd utili;e t!e 5no"led#e #t!er from t!is project "!erever nd
"!enever reEuired.
T!e objective is to provide t!e reder "it! frme"or5 of t!e HR Policy
6nul nd t!e v rious objectives t!t t!e different policies im to c!ieve
0ECONDAR1 OB2ECTIVE
To study ot!er HR relted ctivity e@istin# in HCL.
To study t!e formlities t!t ne" employee under#o "!en t!ey enter HCL.
To #et cEuinted "it! t!e process of HR deprtment A its functions.
.
COMPAN1 PRO3ILE
HCL Infos'stems Ltd,
HCL Infosystems is IndiFs premier informtion enblin# compny. Lever#in# its 3
decdes of e@pertise in totl tec!nolo#y solutions* HCL Infosystems offers vlue/
dded services in 5ey res suc! s system inte#rtion* net"or5in# consultncy nd
"ide rn#e of support services.
HCL Infosystems is mon# t!e ledin# plyers in ll t!e se#ments comprisin# t!e
domestic IT products* solutions nd relted services* "!ic! include PCs* Servers*
Im#in#* (oice A video solutions* 'et"or5in# Products* T( nd F6 7rodcstin#
solutions* Communiction solutions* System Inte#rtion* ICT eduction A trinin#
*di#itl lifestyle solution nd perip!erls.
HCL !s direct sles* c!nnel sles nd retil sles net"or5 pn Indi. Continuously
meetin# t!e ever incresin# customer e@pecttions nd pplictions* its focus on
inte#rted enterprise solutions !s stren#t!ened t!e HCL InfosystemsF cpbilities in
supportin# instlltion types rn#in# from sin#le to lr#e* multi/loction* multi/vendor
A multi/pltform spred cross Indi. HCL Infosystems* tody !s direct support
force of over 45556 members* is opertionl t 4756 loctions cross t!e country nd
is t!e lr#est suc! !umn resource of its 5ind in t!e IT business in Indi. HCL
Infosystems !s pn Indi presence cross metros nd non/metros.
HCL InfosystemsG mnufcturin# fcilities re I0O 855( $ I0O (955( certified nd
d!ere to strin#ent Eulity stndrds nd #lobl processes. ?it! t!e lr#est instlled
PC bse in t!e country* four indi#enously developed nd mnufctured PC brnds /
GInfinitiG* G7usybeeG G7enstl5G nd H&;eebeeF / nd its robust mnufcturin# fcilities*
HCL Infosystems ims to furt!er lever#e its dominnce in t!e PC mr5et. It !s been
consistently rted s Top plyer in PC industry by IDC.
0-
T!e GInfinitiG line of business computin# products is incorported "it! ledin# ed#e
products from "orld leders suc! s Intel. Constnt innovtion to meet t!e customi;ed
reEuirements of its customers !s enbled HCL to crete t!e trusted ICT infrstructure
pltforms* po"erful vlue dds li5e HCL &mbedded Control A Continuity $HCL &C,+
tec!nolo#y nd t!e future #enertion of di#itl lifestyle enblers.
T!e Im#in#* (oice A video solutions se#ment !s strte#ic llinces "it! industry
leders to provide services in vrious domins "!ic! include Audio (ideo system
inte#rtion solutions* brodcstin# solutions* im#in# products nd solutions. T!e
compny !s strte#ic llinces "it! "orld leders for voice nd video conferencin#
solutions* T( nd F6 7rodcstin# solutions nd for Im#in# products nd solutions
to provide documenttion products li5e copiers* 6FDs* Duprinters* lser printers nd
lr#e formt printers.
T!e C!nnel 7usiness of HCL Infosystems !s n e@tensive net"or5 of over 45556
resellers cross 855 loctions. It !s ctively promoted t!e penetrtion of PCs in t!e
!ome nd t!e smll office<!ome office $S9H9+ se#ments.
HCL Infinet Ltd* 0--I o"ned subsidiry of HCL Infosystems Ltd. is clss A ISP
focusin# on providin# t!e corporte net"or5in# services li5e (irtul Privte 'et"or5*
7rodbnd Internet Access* Internet Telep!ony Hostin# A Co/loction services*
desi#nin# A deployin# Disster Recovery Solutions A 7usiness Continuity solution*
Appliction Services* 6n#ed Security Services A '9C Services over its stte/of/
t!e/rt IP < 6PLS net"or5 nd end/to/end contct center solutions
00
SHI('ADAR
Founder HCL
C!irmn A C!ief Strte#y 9fficer / HCL Tec!nolo#ies
At time "!en Indi !d totl of ,B- computers* S!iv
'dr led youn# tem "!ic! pssiontely believed nd
bet on t!e #ro"t! of t!e IT industry. T!t vision in 0.2D*
born out of Del!i JbrstiJ $5in to #r#e strt up+*
!s resulted 3 decdes lter in cretin# U0 : ; Bi""ion !"o.a"
Enter<rise.
HCL is tody leder in t!e IT industry* employin# BD*--- professionls*
!s #lobl presence in 0. countries spnnin# loctions in t!e %S*
&urope* :pn* AS&A' A t!e Pcific Rim nd pn Indi presence cross
3D- points

To sy t!t HCL is !ouse!old nme in Indi tody is n understtement.
In 30 yers of e@istence* t!e compny !s developed nd implemented
solutions for multiple mr5et se#ments* cross rn#e of tec!nolo#ies*
coverin# customers in Indi nd overses.
HCL domintes t!e IT spce s leder. ;;,555 #ifted professionls*
colossl U0 :9,= Bi""ion turnover* n interntionl presence in 04
countries* nd most importntly deep/rooted commitment to innovte*
m5es it true Te%&no"o#' !iant.
0,
T!e HCL 8roup is tody considered to be n outfit t!t !s t!e 5no"led#e
nd s5ills in lmost every prt of t!e "orld of informtion tec!nolo#y.
Present in every sp!ere of t!e IT "orld* HCLFs !umn resources !ve
!elped it dvnce so fr !ed in t!is fieldKin Indi s "ell s brodK
t!t tody it !s #ro"n in si;e nd stture to become IndiFs top IT
compny* "it! mr5et leders!ip in different res of opertions. T!e
#roup is lso considered s t!e first Indin trnsntionl IT compny.
An immense 5no"led#e bse nd tec!nolo#y leders!ip re t!e 5eys to
HCLFs bility to provide totl IT solutions.
HCL strted opertions primrily s !rd"re compny "!en IT in Indi
"s in nscent st#e. T!ere "ere fe" Indin vendors t!en nd HCL !d
t!e dvnt#e of positionin# itself s t!e locl !rd"re vendor. T!is
ment t!t t!e user "s comfortble delin# "it! locl compny* t!us
t!e comfort level of users incresed mnifold "!ile delin# "it! HCL.
HCL understood t!e mr5et "ell* "!eres 6'C vendors "ere not so
comfortble doin# business in Indin conditions nd did not understnd
t!e psyc!e of t!e Indin user. T!us* HCL "s ble to e@pnd c!nnels t
muc! fster rte nd incresed penetrtion.
Due to in!erent 5no"led#e bout Indi* HCL "s ble to penetrte deep
into t!e #overnment sector nd tp most of t!e IT spendin# comin# from
vrious #overnment deprtments. HCL "s fle@ible enou#! in pricin#* its
sles model nd terms nd conditions* "!ic! dded to t!e comfort of its
clients. Sles tems t HCL !ve l"ys been !i#!ly objective/driven nd
focused on numbers. &very mont!<Eurter t!ey mesure t!e performnce
03
of our mn#ers by t!e number of times t!ey !ve met t!e customers fce/
to/fce.
?!et!er itFs soft"re* !rd"re* trinin#* net"or5in#* telecom*
perip!erls or system inte#rtion* HCL !s n ns"er for ll your IT needs
Kt!n5s to its pool of competencies. T!e compny lso !s s5ills in t!e
res of !rd"re* nd services e@tend from product desi#nin# to
prototypin#* mnufcturin# nd support. Specili;tion in desi#nin#
custom/mde solutions for compnies includes ppliction development
for client<server environments* le#cy system mintennce nd re/
en#ineerin#* mi#rtion* systems redevelopment* onsite nd offs!ore
soft"re services* nd fcilities mn#ement.
Computer/bsed eduction usin# dvnced lernin# met!odolo#y !s
trinin# on offer for novices s "ell s professionls* in IT nd non/IT
res. A dedicted independent vendor c!nnel for t!e entire Indin mss
mr5et !elps brin# tec!nolo#y us#e closer to t!e individul. T!e #roup
specili;es in consumer/oriented* #loblly pplicble solutions for end/
users in mnufcturin# bn5in# nd finncil services* nd t!e telecom
se#mentL besides bein# totl solution provider for tec!nolo#y/bsed
communiction services t!rou#! stellite communiction* rdio
communiction* locl re net"or5s s "ell s brod bnd
communiction. HCL !s plyed mjor role in cretin# IT "reness in
t!e country nd in cretin# very competitive environment for #ro"t! of
t!e IT industry. T!e bi##est contribution of HCL in developin# t!e Indin
IT mr5et is in terms of introducin# ne"er tec!nolo#ies nd cretin# mr5et for
t!em t!rou#! eduction nd cretion of "reness.
0=
All of HCLFs e@pertise is centered round nticiptin# nd fulfillin# t!e
needs of t!e individul in ll sp!eres of !is life. T!e #roup c!ieves t!is
by providin# complete rry of IT solutions t!t m5e life simpler nd
better. T!e compny !s been lever#in# its core competencies to develop
ne" tec!nolo#ies nd solutions t!t pre/empt c!n#in# consumer needs.
To complement its stren#t!s in #lobl stte/of/t!e/rt tec!nolo#y* HCL* in
t!e pst* !s !d joint ventures "it! interntionl corportions suc! s
He"lett/Pc5rd* Perot Systems* Delu@e Corportion* :mes 6rtin A
Co.* nd 8enerl Instrument* nd lso prtners "it! "orld leders li5e
ATAT nd 6icrosoft. And finlly* formin# t!e core stren#t! of HCL is
t!e tlent nd innovtiveness of its people* "!ic! enbles it to provide t!e
ri#!t solutions t t!e ri#!t time.
HCL !s l"ys been proctive in understndin# t!e mr5et "ell. T!us* it
l"ys nticiptes t!e mr5et demnd "ell in dvnce nd offers
products<services ccordin#ly.
0B
OVERVIE O3 THE HCL INDU0TR1
0D
Mana#ement Team
HCL IN3O010TEM0 Ltd
A>ai C&o)d&r'
Co/Founder HCL* C!irmn nd C&9 / HCL Infosystems An
en#ineer by trinin#* Aji C!o"d!ry is one of t!e si@ co/
founder members of HCL* Indi Gs premier IT con#lomerte.
2 V Ramamurt&'
C!ief 9pertin# 9fficer HCL Infosystems Ltd : ( Rmmurt!y
!s n en#ineerin# de#ree in &lectronics A Communictions*
from 8uindy &n#ineerin# Colle#e * nd 6stersG de#ree in
Applied &lectronics from t!e 6drs Institute of Tec!nolo#y*
bot! in C!enni.

Ra>endra Kumar
&@ecutive (ice President / Frontline Division HCL Infosystems
Ltd. 6r. Rjendr >umr !s been "it! HCL for over 3- yers
nd !s seen HCL #ro" from strt up compny to #i#ntic
con#lomerte t!t it is tody.
02
or"d)ide Offi%es
7y bein# loclly incorported in ec! country* HCL is ble to serve
customers s locl business* "it! ll ttendnt benefits. It is lso t@/
pyin# citi;en* conformin# to ll locl l"sMnd "it! si#nificnt #lobl
"or5force. ?e believe t!t every prt of t!e "orld !s different "ys of
doin# business nd* t!erefore* unless "e m5e t!e investment of becomin#
locl plyer* t!e move from bein# mere vendor to vlue/cretin#
prtner "ould be difficult trnsition.
04
INTRODUCTION
EMPOERIN! 1OU TO BRIN! OUT THE BE0T
As t!e fountin!ed of t!e most si#nificnt pursuit of !umn mind $IT+*
HCL stron#ly believes* JOn"' a Leader %an transform 'ou into a
LeaderJ. HCL CDC is formli;tion of t!is e@perience nd credo "!ic!
!s been perfected over decdes.
It is n inititive t!t enbles spirin# individuls to benefit from HCLGs
lon#stndin# e@pertise in t!e spce nd become Industr' read' IT
<rofessiona"s.
To join t!e pmpered tribe of IT "i; 5ids* t!e Creer Development Centre
or CDC offers number of industry relevnt courses.
It !s !i#!ly Eulified* professionl A e@perienced fculty #ivin# personl
ttention to students.
?e offer t!e most modern computin# fcilities loded "it! t!e ltest
opertin# systems nd soft"re pc5#es.
Vision 0tatement
JTo crete industry redy professionlsN

Mission 0tatement
?To <ro-ide )or"d@%"ass information te%&no"o#' so"utions and
ser-i%es in order to ena."e our %ustomers to ser-e t&eir %ustomers
.etterA

0.

T&e HCL Ed#e
Lern industry nitty/#ritty from Top HCL professionls
Customised nd industry specific creer pro#rms
Hnds on e@perience
After HCL CDC certifiction* leve be!ind your plcement "orries
HCL t5es students to t!e core of IT fundmentls nd t!e most dvnced
cuttin# problems .Its course modules re structured to #ive you t!e best of
bot! "orlds* cdemic nd !nds/on.
Ke' Business Asso%iates
To provide "orld/clss solutions nd services to t!e customers* it !s formed
Allinces nd Prtners!ips "it! ledin# IT compnies "orld"ide. HCL Infosystems
!s llinces "it! #lobl tec!nolo#y leders li5e Intel* A6D* 6icrosoft* 7ull*
Tos!ib* 'o5i* Sun 6icrosystems* &ricsson* n(IDIA* SAP* Scnsoft* SC9* &6C*
(erits* Citri@* CISC9* 9rcle* Computer Assocites* RedHt* Infocus* Duplo*
Smsun# nd 'ovell.
T!ese llinces on one !nd #ives ccess to best tec!nolo#y A products s "ell s
en!ncin# t!e understndin# of t!e ltest in tec!nolo#y. 9n t!e ot!er !nd t!ey
en!nce t!e product portfolio* nd enble to be one stop s!op for ll customers.
,-
Institutionl Allinces
88ITS*
:A7ALP%R
TR%7A* I'D9R&
8yn 8n# Institute of
Tec!nolo#y A Sciences
$88ITS+ is self /finnced
Tec!nicl Institution
estblis!ed in 6y ,--3 "it!
"ell defined mission nd
#ols for Oulity Tec!nicl
&duction to c!ieve "orld/
clss e@cellence* in t!e stte
of 6.P
Trub Institute of &n#ineerin# A
Informtion Tec!nolo#y* !s creted
milestone by collbortin# "it!
"orldGs top IT compny. First
Institute in t!e stte #ot A.I.C.T.&. /
'.7.A. ccredittion in t!e minimum
eli#ibility period of D yers.
CS&* :HA'SI
>C'IT* 7A'DA
T!e CS& is mn#ed by Pt.
Deendyl %ppd!yy
S!i5c!n Trust* :!nsi
$re#istered under t!e Societies
Act 04D-+ in ,--,* for
imprtin# en#ineerin#
eduction nd for promotin#
tec!nolo#icl reserc! to
#enerte suitble tec!nicl
mnpo"er. T!e institute is
fully self finnced nd is
bein# dministered by t!e
T!e Institute cmpus coverin# n
re of =- cres of prime lnd on
stte. ?e Provide t!e #rdute nd
post #rdute tec!nicl de#ree for
t!e current senerio.it includes 6CA*
67A* 7.Tec!.?e lso provide
cdemic counselin# nd plcement
to our students.
,0
trust.

Re-ie)
HCL P"ans CDCs A.road
HCL Infosystems Limited* n informtion enblin# compny* is
contempltin# settin# up its creer development centers $CDC+ brod.
J?e !ve identified countries in ?est Asi nd Afric for settin# up
CDCs. Ho"ever* our immedite nd on#oin# focus is on stren#t!enin#
our presence in t!e country. ?e "ould fory into overses mr5ets t
lter st#e*J Rjendr >umr* e@ecutive /vice/president of HCL
Infosystems* told t!e medi persons.
0our%eB Business 0tandard, India
HCL Infos'stems to set u< (55 %areer de-e"o<ment %entres
IT firm HCL Infosystems Ltd on ?ednesdy nnounced its plns to set up
t lest 0-- creer development centers $CDCs+ cross t!e country in t!e
ne@t 0,/0B mont!s. HCL lredy !s fully opertionl CDCs in ,- cities
in t!e country. J?e "ere lso plnnin# to open suc! CDCs brod*J
,,
&@ecutive (ice/President Rjendr >umr sid fter lunc!in# t!e
compnyGs 7!ubnes"r centre !ere tody.
0our%eB Cee Ne)s, India


IT trainers t&in* out of s'""a.us
Ledin# Indin IT trinin# bi##ies re plnnin# to consolidte t!eir
presence in t!e non/IT eduction se#ment s "ell. HCL Infosystems*
"!ic! !s recently ventured into IT eduction business under t!e bnner
of HCL Creer Development Center* is eyein# t!e retil industry. P?e re
finli;in# plns to lunc! specili;ed courses in retil sles nd mr5etin#
t!rou#! our trinin# centers*N sid S T 6 &s"r* ssocite vice president*
HCL Infosystems.
0our%eB E%onomi% Times, India

,3
,=
Hi#&"i#&ts of HCL
HCL Infosystems Ltd is one of t!e pioneers in t!e
Indin IT mr5et * "it! its ori#ins in 0.2D. For over
Eurter of century* "e !ve developed nd
implemented solutions for multiple mr5et
se#ments* cross rn#e of tec!nolo#ies in Indi.
?e !ve been in t!e forefront in introducin# ne"
tec!nolo#ies nd solutions. T!e !i#!li#!ts of t!e
HCL s# re summrised belo"1
)er Hi#!li#!ts
0.2D
/ Foundtion of t!e Compny lid
/ Introduces microcomputer/bsed pro#rmmble clcultors
"it! "ide cceptnce in t!e scientific < eduction community
0.22
/ Lunc! of t!e first microcomputer/bsed commercil
computer "it! R96 /bsed 7sic interpreter
/ %nvilbility of pro#rmmin# s5ills "it! customers results in
HCL developin# bespo5e pplictions for t!eir customers
0.24
/ Initition of ppliction development in diverse se#ments suc!
s te@tiles* su#r* pper* cement * trnsport
0.4-
/ Formtion of Fr &st Computers Ltd.* pioneer in t!e
Sin#pore IT mr5et* for SI $System Inte#rtion+ solutions
0.40
/ Soft"re &@port Division formed t C!enni to support t!e
bespo5e ppliction development needs of Sin#pore
0.43 / HCL lunc!es n ##ressive dvertisement cmpi#n "it! t!e
t!eme G even typist cn operteG to m5e t!e us#e of
computers populr in t!e S6& $Smll A 6edium &nterprises+
se#ment. T!is proposition involved menu/bsed pplictions for
t!e first time* to increse ese of opertions. T!e response to t!e
,B
dvertisement "s p!enomenl.
/ HCL develops specil pro#rm #enertors to speed up t!e
development of pplictions
0.4B
/ 7n5 trde unions llo" computeri;tion in bn5s . Ho"ever *
computer cn only run one ppliction suc! s Svin#s 7n5*
Current ccount * Lons etc.
/ HCL sets up core tem to develop t!e reEuired soft"re /
ALP6 $ Advnced Led#er Postin# 6c!ines + . T!e tem uses
reusble code to reduce development efforts nd produce more
relible code . ALP6 becomes t!e lr#est sellin# soft"re
product in Indin bn5s
/ HCL desi#ns nd lunc!es %ni@/ bsed computers nd I76
PC clones
/ HCL promotes 3rd prty PC pplictions ntionlly
0.4D
/ Qonl offices of bn5s nd #enerl insurnce compnies dopt
computeri;tion
/ Purc!se specifictions demnd t!e vilbility of RD76S
products on t!e supplied solution $%nify* 9rcle+. HCL rrn#es
for suc! products to be ported to its pltform.
/ HCL ssists customers to mi#rte from flt/file bsed systems
to RD76S
0..0 / HCL enters into joint venture "it! He"lett Pc5rd
/ HP ssists HCL to introduce ne" services1 Systems
Inte#rtion* IT consultin#* pc5#ed support services $ bsic
line* tem line +
,D
/ HCL estblis!es Response Centre for HP products* "!ic! is
connected to t!e HP Response Centre in Sin#pore.
/ T!ere is verticl se#ment focus on Telecom* 6nufcturin#
nd Finncil Services
0..=
/ HCL cEuires nd e@ecutes t!e first offs!ore project from I76
T!ilnd
/ HCL sets up core #roup to define soft"re development
met!odolo#ies
0..B
/ Strts e@ecution of Informtion System Plnnin# projects
/ &@ecution projects for 8ermny nd Austrli
/ 7e#ins Help des5 services
0..D
/ Sets up t!e STP $ Soft"re Tec!nolo#y Pr5 + t C!enni to
e@ecute soft"re projects for interntionl customers
/ 7ecomes ntionl inte#rtion prtner for SAP
0..2
/ >ol5t nd 'oid STPs set up
/ HCL buys bc5 HP st5e in HCL He"lett Pc5rd
0..4 / C!enni nd Coimbtore development fcilities #et IS9 .--0
certifiction
0...
/ AcEuires nd sets up fully o"ned subsidiries in %SA nd %>
/ Sets up fully o"ned subsidiry in Austrli
/ HCL ties up "it! 7rod/vision s n inte#rtion prtner
,2
,---
/ Sets up fully o"ned subsidiry in Austrli
/ C!enni nd Coimbtore development fcilities #et S&I Level
= certifiction
/ 7#s A"rd for Top PC (endor In Indi
/ 7ecomes t!e 0st IT Compny to be recommended for ltest
version of IS9 .--0 1 ,---
/ 7#s 6AITGs A"rd for 7usiness &@cellence
/ Rted s 'o. 0 IT 8roup in Indi
,--0
/Lunc!ed Pentium I( PCs t belo" Rs =-*---
/IDC rted HCL Infosystems s 'o. 0 Des5top PC Compny of
,--0
,--,
/Declred s Top PC (endor by DtEuest
/HCL Infosystems A Sun 6icrosystems enters into &nterprise
Distribution A#reement
/ Reli#ns businesses* incresin# focus on domestic IT*
Communictions A Im#in# products* solutions A relted
services
,--3
/ 7ecme t!e first vendor to re#ister sles of B-*--- PCs in
Eurter
/ First Indin compny to be numero %no in t!e commercil PC
mr5et
/ &nters into prtners!ip "it! A6D
,4
/ Lunc!ed Home PC for Rs 0.*...
/ HCL InfosystemsG Info Structure Services Division received
IS9 .--01,--- certifiction
/ Lunc!es Infiniti 6obile Des5tops on Intel Pltform
/ Lunc!ed Infiniti PCs* ?or5sttions A Servers on A6D
pltform
,--= / 0st to nnounce PC price cut in Indi* post duty reduction*
offers &;eebee t Rs. 02..-
/ IDC Indi/DO Customer Stisfction Audit rtes HCL s 'o.0
7rnd in Des5top PCs
/ 6intins 'o.0 position in t!e Des5top PC se#ment for yer
,--3
/ &nters into prtners!ip "it! Port ?ise to support A distribute
security A (P' solutions in Indi
/ Prtners "it! 6icrosoft A Intel to lunc! 7enstl5 'eo PC
/ 7ecomes t!e 0st compny to cross 0 lc unit milestone in t!e
Indin Des5top PC mr5et
/ Prtners "it! %nion 7n5 to m5e PCs more ffordble*
introduces lo"est ever &6I for PC in Indi
/ Lunc!ed RP, systems to overcome po"er problem for PC
users
/ Re#isters mr5et s!re of 03.2I to become 'o.0 Des5top
PC compny for yer ,--=
,.
/ Crosses t!e lndmr5 of R 0 billion in revenue in just nine
mont!s
,--B
/ Lunc! of HCL PC for Indi* fully functionl PC priced t
Rs..*..-</
/ Rted s t!e 'o.0 Des5top PC compny by IDC Indi
/DtEuest
/ G7est &mployer ,--BG "it! five str rtin#s by IDC Indi
/DtEuest.
/ GT!e 6ost Customer Responsive Compny ,--BG
/ IT Hrd"re Cte#ory by T!e &conomic Times /Avy 8lobl
Connect.
/ Top B- fstest #ro"in# Tec!nolo#y Compnies in IndiG A
GTop B-- fstest 8ro"in# Tec!nolo#y Compnies in Asi
PcificG by GDeloitte A Touc!eG. by GDeloitte A Touc!eG
/ G2t! I&T& /Corporte A"rd ,--BG for performnce e@cellence
in t!e field of Computers A Telecommuniction Systems by
I&T&.
/ G7est 7!oomi 7rnd ,--BG by 3D- m#;ine
/in t!e PC cte#ory
/in t!e LCD 6onitor cte#ory.
/ Indi Gs G'o.0 vendorG for sles of A3 si;e Tos!ib 6ulti
Functionl Devices for t!e yer G-= /G-B by IDC.
/ Tos!ib HSuper A"rd ,--B to"rds business e@cellence in
distribution of Tos!ib 6ultifunctionl products*
/ Strte#ic Prtners in &@cellenceG A"rd by Infocus
3-
Corportion for projectors.
/ G6ost vlued 7usiness PrtnerG A"rd for projectors by
Infocus Corportion in ,--B
,--D
/ 2B* ---S mc!ines produced in sin#le mont!
/ HCL Infosystems in prtners!ip "it! Tos!ib e@pnds its
retil presence in Indi by unveilin# Gs!op Tos!ibG
/ HCL Infosystems A 'o5i nnounce lon# term distribution
strte#y
/ HCL t!e leder in Des5tops PCs unveils IndiGs first se#ment
specific rn#e of noteboo5s brnd / GHCL LeptopsG
/ ID7I selects HCL s SI prtner for 0-- brnc!es ICT
infrstructure rollout
/ HCL Infosystems s!o"cses Computer Solutions for t!e Rurl
6r5ets in Indi
/ HCL Support "ins t!e DO C!nnels/,--D 89LD A"rd for
7est After Sles Service on ntion"ide customer stisfction
survey conducted by IDC
/ HCL Infosystems First in Indi to Lunc! t!e 'e" 8enertion
of Hi#! Performnce Server Pltforms Po"ered by Intel Dul /
Core Teon B--- Processor
/ HCL Forms Strte#ic Prtners!ip "it! APPL& to provide
Sles A Service Support for iPods in Indi
/ HCL Infosystems rted s number one Des5top PC Compny
by IDC* si@t! yer successively
30
/ HCL Infosystems sustins its commercil Des5top PC
leders!ip for t!e fift! consecutive yer
/ HCL lunc!es Jtrusted ICT infrstructure pltformsJ for t!e
7P9/IT&S se#ment
/ HCL lunc!es IndiGs first Hi#! Performnce &nterprise Server
Pltforms po"ered by dul core Intel Itnium processors
/ HCL cretes Dul Core Teon Server t price point of RS.
=3*.--</
/ HCL completes 3- yers in Indi
/ HCL in ssocition "it! T!e 6usic Acdemy* 6drs brin#s
GHCL Concert SeriesG to C!enni City
/ &nters into prtners!ip "it! Csio
/ HCL estblis!es its mnufcturin# fcility t %ttrnc!l
/ HCL lunc!es 7enstl5 ,--2 collection. A rn#e of four ne"
HCL 7enstl5 Di# life/enblers* 7enstl5 'no* 7enstl5
Slim* 7enstl5 Lifestyle A 7enstl5 Domintor
,--2
/ HCL introduces eco/efficient 'oteboo5 PCs complyin# "it!
RoHS directive
/ HCL unveils inititive to crete industry redy ICT
professionls/ lunc!es HCL creer development centresF
/ HCL lunc!es Hdt/centre in bo@F / simplified IT
infrstructure solution in Hbo@F tr#eted t smll nd medium
enterprises
3,
/ HCL bre5s t!e one terbyte stor#e brrier in computers/
lunc!es IndiFs first Hone terbyteF personl computer
/ >od5 nd HCL in5 #reement to distribute di#itl cmers in
Indi
/ HCL lunc!es IndiFs first multilin#ul P9S printer HCL str /
TSP 2--* desi#ned e@clusively for t!e needs of rurl retilers
/ HCL unveils enterprise clss 0D core server / IndiFs first
server "it! 0D computin# cores in 2/ inc! $=u+ form fctor
/ Lunc!es ne" rn#e of eco/efficient des5top PCs* complyin#
"it! RoHS directive
/ HCL lunc!es '&T6ATL suite of net"or5in# products nd
solutions e@pnds its portfolio for emer#in# enterprises
/ HCL nnounces G3D-/de#rees tec!nolo#y refres! pro#rmG/
ne" inititive imed t cpturin# ltest trends in tec!nolo#y nd
deliverin# t!em to Indin enterprises
/ HCL nnounces lunc! of its "or5sttion ,--4 series for
6CAD nd DCC professionls
,--4
/ HCL unveils t!e future of personl computin#. Lunc!es ne@t
#enertion* ultr portble* Sub Rs. 0=*---</ lptops 6iLep
Series for t!e first time in Indi.
,--.
/0--
t!
HCL CDC centre si#ned up.
33
Awards And Accol ades of HCL

HCL won The Most I nnovat i ve Fr anchi see Awar d by


Fr anchi se Pl us i n Feb 08.
HCL won The Most Suor t i ve Fr anchi sor Awar d by
Fr anchi se Pl us i n Feb 08

Mr . A! ai Chowdhr y " Chai r #an $ C%& o' HCL I n' osyst e#s
Li #i t ed" honour ed wi t h ( C%& o' t he year )008 ( awar d by
I T Peol e Awar ds ' or e*cel l ence i n I T.

Mr . A! ai Chowdhr y " Chai r #an $ C%& o' HCL I n' osyst e#s
Li #i t ed" was decl ar ed + I T Per son o' t he ,ear )00-. by
/at a0uest .

HCL won The 1est 2et ai l er Awar d i n Consu#er /ur abl es


cat e3or y by Asi a 2et ai l Con3r ess i n /ec 0-
3=
HCL won awar ds i n + %nvi r on#ent Mana3e#ent . and
+ 4ual i t y. cat e3or i es at t he %l ci na5 /un $ 1r adst r eet
Awar ds ' or %*cel l ence i n %l ect r oni cs" )0065 0-.

I ndi a. s Most Pr e' er r ed Per sonal Co#ut er 1r and by


C71C A8AA9 Consu#er Awar d )00-.

HCL r ecei ved t hr ee Channel s Choi ce )00- awar ds ' or


2el at i onshi Mana3e#ent "

A' t er Sal es Suor t $ Co##er ci al Ter #s ' r o# /4


Channel s" based on an I /C channel sat i s' act i on sur vey.

HCL I n' osyst e#s won 1r and5 o' 5 %*cel l ence Awar d at
:A2I ndi a For u# )00-.

HCL ba33ed I MM ( To &r 3ani ;at i on Awar d )00-( ' or


%*cel l ence at <=t h 8or l d Mar >et i n3 Con3r ess.

HCL was awar ded + A#i t y Cor or at e %*cel l ence Awar d


)00-. ' or i t s di st i nct vi si on" i nnovat i on" co#et i t i veness
and sust enance.

HCL won + Toshi ba Col our Coi er Cha#i on Awar d )00- .


' or i #r ovi n3 over al l cust o#er ar oach and bet t er
t echni cal caabi l i t y.

HCL won t he + 1est I ndi an 1r anded PC. $ + 1est I T 2et ai l


Co#any. awar d at t he 6t h :A2I ndi a St ar 7i t e Awar ds
)00-.

HCL has been r eco3ni ;ed by 7o>i a" consecut i vel y ' or
l ast t wo year s wi t h t he + 7o>i a %*cel l ence Awar d. ' or
Sal es $ /i st r i but i on" Asi a Paci ' i c )00- .
3B

HCL /i 3i l i ' e r et ai l chai n won t he ( Most Ad#i r ed 2et ai l er


o' t he ,ear ( awar d i n Consu#er /ur abl es and
%l ect r oni cs cat e3or y at t he )00- I MA?%S 2et ai l Awar ds .

HCL r ecei ved @ 1est I n Cat e3or y Awar dA ' or HCL /i 3i l i ' e
St or es and Seci al Awar d ' or @ I nnovat i on and
Technol o3yA ' or i t s. eP&S di vi si on at t he Fr anchi se and
St ar 2et ai l er Awar ds )00-

HCL I n' osyst e#s was r esent ed wi t h t he + To


&r 3ani ;at i on5 )006. awar d by I nst i t ut e o' Mar >et i n3
Mana3e#ent B I MMC i n r eco3ni t i on o' i t s i nnovat i on i n
#ar >et i n3 #ana3e#ent .

HCL I n' osyst e#s has been vot ed as t he + 7o. D PC


:endor . consecut i vel y ' or l ast si * year s by I /C E
/at a0uest .

HCL ba33ed t he /un $ 1r adst r eet Awar ds )006 ' or + To


Per ' or #ance I n The Co#ut er Har dwar e $ Per i her al s
Sect or . .

HCL won t he ( A#i t y Cor or at e %*cel l ence Awar d )006 (


i n t he Co#ut er har dwar e cat e3or y.

HCL a#on3 t he To < I T co#ani es ' or t he l ast < year s "


/4 $ I /C" 1est %#l oyer Sur vey" + 1est e#l oyer )00F.
wi t h Fi ve St ar 2at i n3s.

+ To < I T Har dwar e Co#ani es . r an>ed i n I ndi a. s D00


Most :al uabl e 1r ands by Pl an#an Consul t i n3 $ I CM2
2esear ch.
3D
HCL was r an>ed a#on3 t he t o Fast F00 Asi a Paci ' i c
)006 r o3r a# by /el oi t t e Technol o3y" Medi a $
Tel eco##uni cat i ons.

1usi ness St andar d r an>ed HCL at no. )D i n 1S D000


r an>i n3 i n )006.

%T r an>ed HCL a#on3st " + To F0 i n %T To F00


Co#ani es. Li st i n3s ' or )006.

HCL has been r an>ed a#on3st t he + To F ?r ous. i n t he


/4 To )0 and + To < Most Pr e' er r ed 1r ands . i n C71C
Awaa; Sur vey" )006.

HCL r an>ed a#on3st t he To Thr ee Ma! or Pl ayer s on


:P7 Ser vi ce Pr ovi der by Avaya ?l obal Connect .
I ndi a. s + 7o. D :endor . ' or sal es o' A< si ;e Toshi ba Mul t i
Funct i onal /evi ces ' or t he year )00F5 06 by I /C
/at a0uest .

+ The Most 2esonsi ve Co#any )00F. E I T Har dwar e


Cat e3or y by The %cono#i c Ti #es E Avaya
?l obal Connect .

St r at e3i c Par t ner s i n %*cel l ence Awar d by I nFocus


Cor or at i on ' or r o! ect or s.

+ Most :al ued 1usi ness Par t ner . Awar d ' or Pr o! ect or s i n
)00F.

Toshi ba + Suer Awar d )00F. $ + Pl at i nu#. Awar d )00=


t owar ds busi ness e*cel l ence i n di st r i but i on o' Toshi ba
Mul t i ' unct i onal r oduct s consecut i vel y ' or < year s i n a
r ow.
32
I ndi a. s ( 7o. D vendor ( ' or sal es o' A< si ;e Toshi ba Mul t i
Funct i onal /evi ces ' or t he year )00=5 0F by I /C
/at a0uest .

+ -t h I %T% E Cor or at e Awar d )00F. ' or er ' or #ance


e*cel l ence i n t he ' i el d o' Co#ut er $
Tel eco##uni cat i ons Syst e#s.

( 7o. D :endor . o' I n' ocus MM Pr o! ect or s by Paci ' i c


Medi a Associ at es Sur vey )00F.
+ 1est 1hoo#i 1r and )00F. by <60 #a3a;i ne i n t he PC
Cat e3or y and i n t he LC/ Moni t or Cat e3or y.
.
34
The HCL Family
At HCL* people re not just employees but fmily. So* li5e n importnt
member of t!e fmily s!ould* you #et endless freedom to e@periment*
unlimited empo"erment to e@ecute y
our drems nd t!e rre opportunity to be n entrepreneur.
HCL Infosystems is t!e pro#enitor of t!e HCL 8roup nd is 5no"n s t!e
H&ntrepreneuril IncubtorF in t!e Indin IT industry. ?e believe in
empo"erin# people to !elp c!ieve t!eir #ols M #ols t!t re c!ieved
by t!e comin# to#et!er of tlent nd innovtion* po"ered by o"ners!ip
nd freedom to e@periment* ledin# to tremendous #ro"t! nd #ins for
t!e individul nd t!e or#nistion. ?e pride ourselves in bein# pioneer
in cretin# t!e Indin IT Industry* by pioneerin# t!e cretion of t!e people
for t!e industry.
9ur HR p!ilosop!y is Pbeyond HR Prctices nd SystemsN* "!ere "e re
ceselessly cretin# t!e HHCL FmilyF* "!ose D'A is Pride* Pssion*
Performnce nd People* "it! n ine@!ustible Spirit of &ntrepreneurs!ip.
3.
Who do we look for?
9ur objective !s l"ys been to cEuire Eulity people nd #room t!em
to become entrepreneuril Leders. HCLites re people "!o t5e pride in
continully doin# better t!n t!eir bestL people "it! pssion to succeedL
=-
people "!o !ve fire "it!in to perform nd reli;e resultsC.People "!o
"nt to H?I'F $? M?or5 !rd* I/ innovte nd '/never #iver up+.
Why HCL?
Rn5ed Top 3 7est &mployer Survey in IDC/DO Survey ,--D
Rn5ed 7est &mployer in IDC/DO Survey ,--B
?e re one of t!e fe" IT compnies in Indi t!t provide lifetime
compre!ensive creer pln. At HCL* "e loo5 t t!e stren#t!s of person
nd ccordin#ly ssi#n future job roles to mtc! t!ose. People cn c!rt
t!eir o"n creer options of &ntrepreneur or 6n#er or Tec!nocrt. HCL
provides n open cnvs of opportunities for ec! individul* "!ic! is
!o" .-I of our top mn#ement is from cmpus $people "!o joined us s
trinees stri#!t from cmpus+.
7e n Intrpreneur / An or#nistion "it! lr#e number of
recruitments from cmpuses ll cross Indi* cretin# entrepreneurs
from nd for HCL.
&ndless #ro"t! opportunities in n open nd entrepreneuril
environment "!ere your tem mtes nd mn#er become your best
friends.
A compny "!ere t!e diversity of 3D-S loctions* ln#u#es nd
cultures blend semlessly into c!llen#in# "or5 et!os of t!e HCL
Culture t!t fosters e@cellence* reco#nisin# nd re"rdin#
performnce.
A creer "it! diverse* re"rdin# A c!llen#in# ssi#nments
everydy..."it! t!e freedom to crete* rticulte ne" ides*
collborte "it! t!e s!rpest minds nd truly relise your potentil.
Learn
HCL trinin# fcility in t!e city of Hyderbd is spred over
spr"lin# 0D cres "it!
residentil fcility to ccommodte 0DB
employees t t!e sme time in trinin#.
&Euipped "it! clss rooms* lbs*
cnteen* recretion centre nd
dedicted fculty "it! vst e@perience
=0
in t!e IT industry* "e conduct over ,B--- mn dys of internl
clssroom trinin# every yer.
Clssroom trinin#s re furt!er complimented t!rou#! &nble
Leders!ip &nric!ment nd Development / "!ic! provides
compre!ensive utomted lernin# tool to ec! employee t!rou#!
vrious online lernin# options.
3D- De#ree Feedbc5 for !olistic Eulity improvement nd
individul development plns.
Lern from Leders "!o !ve t!ree decde ric! !istory of
inventions nd innovtions.

!ro)
DiPerformE* our online Performnce
6n#ement System trc5s result
c!ieved t!rou#! dily to "ee5ly to
mont!ly to Eurterly revie" system for
Creer Plnnin# nd Position plnnin#.
Mindia Te%&/<erts* fst/trc5 creer
#ro"t! pro#rmme identifies nd #room
youn# en#ineers for leders!ip positions in s!ort period of 04
mont!s.
?e continue to promote Indin trditions nd reco#ni;e tlent in
diverse res* t!rou#! !e muc! cclimed HCL Con%ert 0eries /
tribute to e@cellence in !umn endevor.
4-I of our top mn#ement tody re people "!o joined stri#!t
from cmpus.

O)n
Pioneer in IT industry for E0OP started in
=5Es.
Profit 0&arin# 0%&eme sin%e (88F for ll
employees.
HHCL One Guarter"' A)ardsF 'i#!t is #l
celebrtion every Eurter "!en t!e HCL fmily
#ets to#et!er to celebrte c!ievements of
=,
individul nd tem performnces.
7ottom up communiction c!nnels providin# opportunities for
employee opinion.
HCL To)ers / Houses for our employees.

Enjoy your day, everyday, at HCL
A dynmic* fst pced nd fle@ible "or5 environment t!t nurtures
reltions!ips nd constntly celebrtes our peopleGs !ppiness* !obbies*
c!ievements* festivities....... At HCL* "e m5e everydy "or5 n
enjoyble nd fun e@perience
*+, +on-ert .eries
%*tendin3 the e*clusive
blend o' creativity and
e*cellence 'ro# IT to the
world o' #usic and dance"
The *+, +on-ert .eries
is a tribute to e*cellence
in hu#an endeavor.
%very #onth you are
invited to en!oy 'our
evenin3s o' soul
satis'yin3 #usic or
enraturin3 dance
er'or#ance by so#e o'
the best artists in India
.porting +ha/pions
Cric>et" S0uash or ?ol' 5
you can 'ind the# all
here in HCL E &ur intra5
or3anisation and inter5
or3anisation
co#etitions ensure that
even the wor>aholics
are involved in layin3
or cheerin3 at least.
Table tennis in o''ice
everyday #a>es not
only the class layers
ursue their interests"
but also hels the
a#ateurs ta>e a brea>.
+ele0rating #esti1ities
Celebrations" 'rolic"
carousin3" 0ui;;in3 are all
in3rained in HCL. 1e it a
'estival or co##e#oratin3
one o' us or alaudin3 a
tea# 5 we do it with a
ban3 5 aint the town red.
8e #a>e /iwali bri3hter
than the li3hts with stalls"
#usic" anta>shiri" dance"
#i#icry 5 na#e it and we
have it.
&ur Christ#as is war#er
than Christ#as uddin3s
with Santa Claus" G#as
trees 'or all tea#s and lots
o' tinsel. Holi or Pon3al or
2a>shabandhan" all are a
way to celebrate our Hunity
in diversityH.
Inno1ate at *+,
Innovation is ro#oted in
*+, 2ne 3wards
To co##end the
Pi-ni-s and /ore at h-l
8e as a 'a#ily 3o to tris"
=3
every art o' the
or3ani;ation and the
results are seen in the
various e*a#les o'
innovations that have
co#e 'ro# our own
e#loyees. ?ive win3s to
your ideas with our
uni0ue innovateIhcl.in
achieve#ents o' our
eole" we raise a toast
to the achievers and
have a 'rolic>in3 arty
every 0uarter.
8in the Glittering
Troph4, 5l)e
parties&%ia/ond, or an
3-r4li- .tar 'or your
er'or#ance. These
re!oicin3" revelin3
#o#ents are not to be
#issed
outin3s" icnics" #ovies"
river ra'tin3 5 #ove away
'ro# the wor>
environ#ent" 'ro# the city
towards nature 5 in the
lush 3reen environ#ent to
re>indle and re'resh our
sirit. These adventurous
tris hel us stren3then
our ca#araderie
Culture at HCL
?it! our open nd entrepreneuril environment* every HCLite is
synonymous "it! pssion for performnce* !i#! need for c!ievement nd
commitment to job. 9ur core vlues of !i#! inte#rity "it! 'ever/Sy/
Die pproc! is in#rined nd visible in ll our people* prctices nd
processes.
a) Diversity and n!lusion
HCL strives to ttrct nd retin t!e best tlent nd provide n
environment "!ere ec! individul is #iven t!e opportunity to build
re"rdin# creer. ?it! offices in more t!n 3--S loctions* "e employ
diverse #roup of people from different bc5#rounds* yet ll connected by
common sense of t!e HCL culture. ?e vlue t!e uniEueness of ec!
individul* relyin# on t!e diversity to drive our innovtion* #ro"t! nd
performnce
") HCL#s Community nvolvement
Reco#ni;in# t!e importnt role of business in society* HCL supports nd
encour#es t!e ctive involvement of its people in community volunteer
inititives. &mployee volunteerin# pro#rmmes t HCL enble you to do
muc! more t!n routine "or5 t!rou#! ctive prticiption in vrious
cuses.
==
Case $tudy %& 'ew (ear !ele"ration with $)$
!hildren
For 'e" )er ,--2 celebrtions* "e invited to HCL Hed 9ffice* fifty
t"o c!ildren from n S9S vill#e for c!ildrenFsF prty. C!ildren s
youn# s four yers* cme to meet us. 7ri#!t fces "it! sunny smiles M
t!t is !o" "e remember t!e 5ids. From t!e moment t!ey rrived* it "s
memorble fe" !ours of fun* frolic nd lernin#. HCLite #enerosity lso
ensured t!t ll c!ildren "ent bc5 "it! ne" yer #ifts lon# "it! !ppy
memories* food nd drin5 of t!e prty. &c! c!ild "s presented #ift*
specilly c!osen nd purc!sed ccordin# to t!e interest of t!e c!ild* by n
HClite desirin# to brin# smile to little c!ild. 8ifts never fell s!ort nd
everyone ensured t!t t!e 5ids !d n evenin# "ort! c!eris!in#. So it "ill
be for ec! one of us HCLites... !ppy memory t!t "ill continue to
"rm our !erts s "e #o t!rou#! everydy life.
Case $tudy * & +lantin, Trees at HCL Edu!ation
Centre
T5in# not!er step to"rds cretin# #reener "orld* HCL !s strted
ne" trdition of plntin# trees. All #uests t t!e HCL &duction center*
Hyderbd plnt splin#s. 9t!er &nvironment friendly inititive include
HCLFs &/?ste Recyclin# fcility t!t provides proper disposl of &/
"ste. HCL lso recently introduced t!e eco/friendly Des5tops nd
'oteboo5s.
-eet some HCL .eo.le
T5e loo5 t some HCLites nd red t!eir e@periences to #et n
JinsiderGs vie"J of your potentil colle#ues.
Bi>u 2o&n, !enera" Mana#er
7orn nd brou#!t up in 8odFs o"n country* 7iju strted !is creer in
HCL in 0.44.
His 7llrd office doors re ever open for nyone "!o "nts to tl5
to !im. As5 !im bout !is 5ey c!ievement in HCL* !e fondly
=B
remembers B C!eEue Trunction Solution "ins from five mjor PS%
bn5s in B mont!s.
What is the best thing about work? 6y Tem t HCLN
0 K 0&arma, Asso%iate Vi%e President
PHCL is li5e !ome for meN* S > S!rm dmits cndidly nd one cn
see !o" muc! !e mens it "!en !e dds "it! pride* !o" !is tem is
relly !is stren#t!. He is proud of t!e fct t!t ec! yer !e mn#ed
to c!ieve t!e set #ols. His !obbies include lon# drives nd listenin#
to music* especilly son#s of 6o!!mmd Rfi nd Hemnt >umr.
His p!ilosop!y M P7etter to "or5 in one compny t!n 5eep c!n#in#
jobs becuse compny li5e HCL #ives enou#! optionsN

Trainin, +ro,rams offered "y HCL/CDC
HCL Certified 'et"or5 &n#ineer $9ne )er+
9rcle
:A(A
Dot 'et
HCL Certified 'et"or5 &n#ineer $T!ree )er+
Course detai"s
.&
No
Na/e o6 +o)rse Pre6erred
7ntr4
Pro6ile
%)ration #ee
,)/s)/
#ee
Install/ent
D HC% Tech.
?rad.
600 Hours =8000 F)000
=D
) HC7A D)
th
<00Hours <F000 =0000
< HC7P D)
th
600 Hours -0000 80000
= HC7% D)
th
J00 Hours DD0000 D)0000
F 1asic Hardware D)
th
D00 Hours D0DD) 7A
6 Advance 7K8 D)
th
80 Hours -86F 7A
- 1asic HK8 $
Advance 7K8
D)
th
D80 Hours D68F= 7A
8 7Kw Technolo3y
$ devices
?raduation F0 Hours D0DD) 7A
J Syste# %n3ineer ?raduation DF0 Hours D-J-8 7A
D0 Linu*
Ad#inistrator $
Security
?raduation D00 Hours D<=8< 7A
DD Technocrat
BC&M1&C
?raduation <00 Hours <<-08
D) CC7ALMCS% ?raduation )00 Hours ))=-)
D< CC7AL2HC% ?raduation DF0 Hours DJD0D
D= 2HC%LMCS% ?raduation )F0 Hours )6J66
DF H.S.A 1 Tech =00 Hours F0000 F<J<<
D6 S%2:%2 1 Tech 80 Hours DD000
D- S%CM2IT, 1 Tech F0 Hours J000
3ACILIITE0
3a%i"ities
e offer t&e most modern
%om<utin# fa%i"ities "oaded )it& t&e
"atest o<eratin# s'stems and
soft)are <a%*a#es, T&e %"assrooms
are eHui<<ed )it& %om<"ete audio@
-isua" too"s $ a%%essories, e &a-e
=2
&i#&"' Hua"ified, <rofessiona"
eI<erien%ed fa%u"t' #i-in# <ersona"
attention to students, T&e %ourses
are &i#&"' %ustomised and industr'
s<e%ifi%,

Infrastru%tures
e offer a .ust"in#, -i.rant and
%on-enient en-ironment to t&e
student %ommunit' of t&e institute,
T&e infrastru%ture )e <ro-ide is
tru"' )or"d %"ass, 0o %ome >oin t&e
HCL CDC and .e a <art of t&e
most &a<<enin# industr',
=4
*+,-+%+8s +29P7T7T2'.
1& NIIT
2& %:+3T
3& 3PT7+*
4& %273++
& II*T
6& ;7TKING
=.
*:93N +3PIT3, 3T *+,-+%+
Te-hni-al %epart/ent
9arketing and sales %epart/ent
*' %epart/ent
#inan-e %epart/ent
B-
Te-hni-al %epart/ent
S.7o 7a#es /esi3nationKPro'ile Mob 7o.KPh. 7o.
D Mr.Abhishe> Technical Head"HCL5C/C"F5
D"Sector 8"7oida
) Ms. Mina>shi Trainer
< Ms Madhu 2ai Trainer
= Mr. 2ahul Arora Trainer J-D-FJ-F8F
F Mr. 2ahul Trainer JJJ0FDF08<
6 Ms. Si#a Trainer J8D8D0J8))
-. Ms Mitte Trainer
8 Mr.:inod Syste# Ad#inistrator
J Mr. Saurabh Syste# Ad#inistrator
B0
9arketing and .ales %epart/ent
.&No Na/e %esignation<Pro6ile 9o0ile No,<,Phone No
D. Mr. A>ash A3arawal 2e3ional Head" 7orth
India"HCL5C/C
J8D8F-D<)J
) Mr.Anil 1hat 1usiness /evelo#ent
Mana3er"7orth India"HCL5
C/C
0J8-D6F86FJ
< Mr.vineet aurora Center Mana3er" Head
Centre o' HCL5C/C"F5
D"Sector58"7oida
0D)05)=)F=-D
0J-D60D=D80
= Mr.An>ur Chauhan Sr"Mar>etin3 %*ecutive 0JJJJ660J<6
F Ms./eeti ?andhi Mar>etin3 %*ecutive J8JJFJ)=)F
6 Mr.Shardul Shar#a Mar>etin3 %*ecutive J-D8<F=<6<
- Mr.Swi#ieChetiya Mana3e#ent Trainee
8 Mr.San!eev Sin3h Mana3e#ent Trainee JJJJ0D60<)
J Ms. ?ari#a CounselorKsales 0D)05)=)F=-D
D0 Ms. Poona# /i*it Central &erational %*t 0D)05)=)F=F=
DD Ms S#ita 7air CounselorKSales 0D)05)=)F=F=
B,
*&'&%epart/ant
.&No Na/es %esignation 9o0&No<Ph&No&
D Mr.A!ay Tya3i Sr. Mana3er H2"HCL5C/C"
F5DJ"Sector 8"7oida
) Ms.Moni>a Sin3h Asst.Mana3er H2" HCLNC/C
F5DJ"Sector 8"7oida
< Ms.Charulata
Chauhan
H2 /ett" lace#ent Co5
ordinator" HCLNC/C
F5DJ"Sector 8"7oida
JJF<)0=FJ<
= Ms. /eeti H2 /ett HCLNC/C
F5DJ"Sector 8"7oida.
F Ms 7ee#a Oain H2 /ett HCLNC/C
F5DJ"Sector 8"7oida.
B3
#inan-e %epart/ant
S.7o 7a#es /esi3nation Mob 7oKPh. 7o
D Mr. Shubha# Accountant JJ6F0J<F)F)
) Mr. Satendar Accountant
< Mr Atul Chodhry Accountant J8D80JJ6JF
= Mr" 1hatia Finance /ett.
B=
HUMAN RE0OURCE IN HCL
Any or#ni;tion t!t "ould li5e to be dynmic nd #ro"t! oriented !s to py
ttention to t! development of its HUMAN RE0OURCE. People "or5in# in t!e
or#ni;tion must be !elped to cEuire cpbilities for effective performnce of ne"
roles<functions<ts5s<t!t my rise in t!e process of compnyFs #ro"t! nd c!n#e in
t!e environment HCLL endevorFs to nurture environment* trinin#* job pro#ression*
recretion etc* to ensure t!t t!ey !ve fruitful nd mutully beneficil ssocition
"it! t!e compny.
HR VisionB
To provide pride of ssocition to our ssocites by !vin# menin#ful professionl
life nd joy of ssocition t!rou#! "or5 life blnce.
HR !oa"s
Improve employee en##ement cross t!e or#ni;tion.
6intinin# industril !rmony
To ensure t!t compenstion creer #ro"t! nd future pt! re performnce driver.
To see to it t!t employee su##estion re firt! comin# nd frn5 "it! t!e or#ni;tion
#ivin# it cler er nd ctin# on "!erever necessry.
BB
HUMAN RE0OURCE MANA!EMENT IN HCL
T!e H%6A' R&S9%RC& deprtment !s mny tentcles. I "ill #ive brief bout ec!
t!ou#! I "ould li5e to m5e it cler t!e HR* nd Personl Deprtment. &c!
deprtment !s different set of functions.
I "ould li5e to #ive birdFs eye vie" on Humn Resource deprtment first1 t !s
recruitment section* joinin# formlity support tem* Performnce 6n#ement system
tem* nd &RP nd 6n#ement Informtion tem.
Trinin# nd Industril Reltion re utonomous deprtment s fr s HCL is
concerned due to t!e lr#e !umn cpitl "or5in# in t!e or#ni;tion.
+

?!ile industril reltion deprtment dels "it! t!e prevention n settelment mc!inery
nd t!e t!e time office mn#es t!e time fctor of ec! employee "it! t!eir in n
out*leve mn#ment system nd ot!er time relted issues nd dt nd mintin t!eir
records.
BD
HR I' HCL
H%6A'
R&S9%RC
&
I'D%STRIA
L
R&LATI9'
TRAI'I'8
A
D&(&L9P6
&'T
TI6&
9FFIC&
0UPPORTIN! 3UNCTION0 O3 HR
2OININ! 3ORMALITIE0
After t!e cndidte is selected in t!e process of recruitment* t!ere is joinin# formlities
"!ic! t5es plce in order to !ve ll t!e detils re#rdin# t!e cndidte<employee so
!e is verified s "ell s t!e process "re bout "!tever t!in#s re reEuisite from t!e
or#ni;tion point of vie"* so !e #ets ID crd for punc!in# for !is<!er ttendnce*
6edi/clim insurnce or &SI crd s per t!e employee slry t!in# is mde *t!en
vrious forms need to be filled for #rtuity for s!re!oldin#s etc nd t!en 6IS is lso
mintined for t!is is mintined in 6icrosoft &@cel s "ell s t!e &RP soft"re.
HR HELPDE0K
If employees !ve ny issues* Eueries nd concerns re properly cptured* evluted
nd promptly ddressed<resolved nd feedbc5 is provided on not covered under t!e
prevlent #uidelines<policies* HCL lunc!ed HRA I/ssist. In I/ssist every employee
t!rou#! !is<!er personl employee code nd pss"ord cn #o t!rou#! !is<!er records
nd severl ot!er benefits nd informtion on t!e site t!ou#! t!is t!in# is only
implimented in HCL 7P9s of HCL Tec!nolo#ies.
&c! nd every Euery cn be rised t!rou#! intrnet nd t!e process o"ners resolve t!e
rised Euery communicte to t!e concerned employee "it! mr5ed to t!e Helpdes5$I/
ssist+ dedicted resource "it!in predefined timefrme.
And t!e !elp/des5/dedicted resource s!ll present 6IS A percent#e complince to
define service level #reement in t!e plnt mont!ly HR revie" meetin#.
REARD $RECO!NITION
It is done to crete n environment "!ere people strive from "it!in to e@cel in meetin#
t!eir st5e !older e@pecttion.
R $ R 0CHEME0B
B2
(, Em<"o'ee of t&e Mont&
J, Em<"o'ee of t&e 'ear
4, Identif'in# *e' resour%es
9, Outstandin# mana#er of t&e 'ear
;, 0iI si#ma %ertifi%ation
7, Guest for eI%e""en%e
F, 0er-i%e a)ard
=, A<<re%iation a)ard
8, On t&e s<ot a)ard,
INDU0TRIAL RELATION
T!is deprtment is very importnt s it is concerned "it! t!e reltions!ip bet"een
mn#ement nd t!e "or5ers nd t!e role of re#ultory mec!nism in resolvin# ny
industril dispute.
It involves t!e follo"in# res1
Role f mn#ement* #overnment
6c!inery of resolution for industril dispute.
Individul #rievnce nd disciplinry policy nd prctice.
Lbor Le#isltion
Industril reltion trinin# li5e 5no" you policy pro#rms.
B4
T!is deprtment !s lso "elfre pro#rms li5e in/!ouse sport ctivities*
vrious be!viorl pro#rms s "ell s 9pen House* "!ic! re conducted by
HR A IR to#et!er.
Trainin# and De-e"o<ment
Learnin# and de-e"o<ment Trainin#
Trinin# is t!e most importnt function t!t directly contributes to t!e development of
Humn Resources. Trinin# is essentil becuse tec!nolo#y is developin# continuously
nd t fst rte. 9r#ni;tion s!ould crete conditions in "!ic! people cEuire ne"
5no"led#e nd s5ills A develop !elt!y ptterns of be!vior nd style.
T!e different types of trinin# involves1/
6ndtory Trinin#
7e!viorl Trinin#
Process improvement Trinin#
Functionl Trinin#
T!ere re more t!n ,-- types of trinin# pro#rms t!t !ppen in t!is or#ni;tion.
T!ese re some prt of trinin#.
MANDATOR1 TRAININ!B@It includes induction of roll employees s "ell s
%STs* Inte#rted 6n#ement System* vision* mission nd vlues.
BEHAVIORAL TRAININ!B@It includes styin# !ed* motivtionl trinin#*
be!vior* communiction* tem "or5* etc.
B.
PROCE00 IMPROVEMENTB@It includes >i;en* si@ si#m*Bs* TO6
3UNCTIONAL TRAININ!B@It includes 6icrosoft e@cel* CDR* etc.
TIME O33ICE
T!is deprtment tem loo5s fter t!e ttendnce of t!e employees "or5in# in t!e plnt.
Secondly it involves ll t!e issues relted to t!e sme nd lso t5es cre of ll t!e
#rievnces re#rdin# t!e leves pplicble to t!e employee "!et!er it is sic5 leve or
csul leve or erned leve.
It lso loo5s fter nd mintins t!e compenstion record of t!e employees*
t!eir provident fund* pension sc!emes* employee stte insurnce/sic5ness*
mternity nd employee injury benefits
HUMAN RE0OURCE MANA!EMENT
HUMAN RE0OURCE MANA!EMENT KHRML is t!e strte#ic nd co!erent
pproc! of t!e mn#ement n or#ni;tions most vlued ssets/t!e people "or5in#
t!ere "!o individully nd collectively contribute to t!e c!ievement of t!e objectives
of t!e business T!e term !umn resource mn#ement nd !umn resource !ve
lr#ely replced t!e term Personl mn#ement s dscription of t!e processes
involved in mn#in# people in or#ni;tions. Humn Resource 6n#ement is bot!
n cdemic t!eory nd business prctice t!t ddresses t!e t!eoreticl nd prcticl
tec!niEues of mn#in# "or5force.
T!e Humn Resource 6n#ement $HR6+ function includes vriety of ctivities nd
5ey mon# t!em is decidin# "!t stffin# needs you !ve nd "!et!er to use
D-
independent contctors or !ire employees to fill t!ese needs* recruitin# nd trinin# t!e
best employees* ensurin# t!ey re !i#! performers* delin# "it! performnce issues*
nd ensurin# your personl nd mn#ement prctices conform to vrious re#ultions.
Activities lso include mn#in# your pproc! to employee benefits nd
compenstion* employee records nd personnel policies.
T!us to control ll t!ese !umn resourse nd t!eir ctivities t!ere is t!e need of some
rules nd re#ultions to be formed nd follo"ed. T!ese policies re furt!er clled s
HR policies.
HUMAN RESOURCE POLICIES
Humn Resource Policies refers to principles nd rules of conduct "!ic! formulte*
redefine* bre5 into detils nd decide number of ctions* t!t #overn t!e reltions!ip
"it! employees in t!e ttinment of t!e or#ni;tion objectives.
HR Policies cover t!e follo"in#1
0. Policy of !irin# people "it! due respect to fctors li5e reservtions* se@* mritl
sttus* nd t!e li5e.

,. Policy on terms nd conditions of employment/compenstion policy nd met!ods*
!ours of "or5* overtime* promotion* trnsfer* ly/off nd t!e li5e.
3. Policy "it! re#rd medicl ssistnce /sic5ness benefits* &SI nd compny medicl
benefits.
=. Policy re#rdin# !ousin#* trnsport* uniform nd llo"nces.
D0
B. Policy re#rdin# trinin# nd development/need for* met!ods of* nd freEuency of
trinin# nd development.
D. Policy re#rdin# industril reltions* trde/union reco#nition* collective br#inin#*
#rievnce procedure* prticiptive mn#ement nd communiction "it! "or5ers
FORMULATING POLICIES
T!ere re five principl sources for determinin# t!e content nd menin# of
policies1
0. Pst prctice in t!e or#ni;tion.

,. Previlin# prctice in rivl compnies.
3. Attitudes nd p!ilosop!y of founders of t!e compny s lso its directors nd t!e top
mn#ement.
=. Attitudes nd p!ilosop!y of middle nd lo"er mn#ement.
B. T!e 5no"led#e nd e@perience #ined from !ndlin# countless personnel problems on
dy to dy bsis
BENEFITS OF HR POLICIES
9r#ni;tions s!ould !ve personnel policies s t!ey ensure t!e follo"in#
benefits1
. T!e "or5 involved in formultin# policies reEuires t!t t!e mn#ement #ive deep
t!ou#!t to t!e bsic needs of bot! t!e or#ni;tion nd t!e employees. T!e mn#ement
D,
must e@mine its bsic convictions s "ell s #ive full considertion to t!e previlin#
prctices in ot!er or#ni;tions.
b. &stblis!ed policies ensure consistent tretment of ll personnel t!rou#!out t!e
or#ni;tion. Fvoritism nd discrimintion re* t!ereby* minimi;ed.
c. Continuity of ction is ssured even t!ou#! top mn#ement personnel c!n#e. T!e
C&9 of compny my possess very sound personnel mn#ement p!ilosop!y.
He<s!e my crry t!e policies of t!e or#ni;tion in !is<!er !ed* nd !e s!e my pply
t!em in n entirely fir mnner. 7ut "!t !ppens "!en !e<s!e retiresU T!e tenure of
office of ny mn#er is finite. 7ut t!e or#ni;tion continues . Policies promote
stbility.

d. Policies serve s stndrd of performnce. Actul results cn be compred "it! t!e
policy to determine !o" "ell t!e members of t!e or#ni;tion re livin# upto t!e
professionl intentions.

e. Sound policies !elp build employee motivtion nd loylty. T!is is especilly true
"!ere t!e policies reflect estblis! ed principles of fir ply nd justice nd "!ere t!ey
!elp people #ro" "it!in t!e or#ni;tion.
f. Sound policies !elp resolve intrpersonl* interpersonl nd inter#roup
conflicts
D3
PRINCIPLES OF HR POLICY
0. Prin%i<"e of indi-idua" de-e"o<ment to offer full nd eEul opportunities to every
employee to reli;e !is<!er full potentil.
,.Prin%i<"e of s%ientifi% se"e%tion to select t!e ri#!t person for t!e ri#!t job.
3. Prin%i<"e of free f"o) of %ommuni%ation to 5eep ll c!nnels of communiction
open nd encour#e up"rd* do"n"rd* !ori;ontl* forml nd informl
communiction.
=.Prin%i<"e of <arti%i<ation to ssocite employee representtives t every level of
decision/m5in#.
B. Prin%i<"e of fair remuneration to py fir nd eEuitble "#es nd slries
commensurtin# "it! jobs.
D.Prin%i<"e of in%enti-e to reco#ni;e nd re"rd #ood performnce.
2.Prin%i<"e of di#nit' of "a.our to tret every job nd every job !older "it! di#nity
nd respect.

D=
4. Prin%i<"e of "a.our mana#ement %o@o<eration to promote cordil industril
reltions.

..Prin%i<"e of team s<irit to promote co/opertion nd tem spirit mon# employees.

0-. Prin%i<"e of %ontri.ution to nationa" <ros<erit' to provide !i#!er purpose of
"or5 to ll employees nd to contribute to ntionl prosperity.
H0 .oli!ies in HCL
&mployee relted policies
Recruitment policy
Leve policy
Attendnce policy
Performnce policy
Compenstion policy
&mployee recretion policy
Retirement nd #rtuity policy
Seprtion policy
Performnce pprisl policy
ID/crd nd ccess crd policy
8enerl informtion policy
8rievnce !ndlin#
Code of conduct
&Eul 9pportunity Policy Sttement
DB
?!istle blo"er policy
&mployee benefit nd re"rd policy
&mployee creer relted policy
Trinin#s A Development policy
?elfre nd security policy
Em<"o'ee re"ated <o"i%ies 1
It covers t!e follo"in# min res relted to t!e employment terms nd conditions of
t!e employees employed.
Re%ruitment <o"i%' 1 It covers t!e policies re#rdin# t!e recruitment p!ses
nd t!eir scope *objective nd limittions li5e !o" to recruit t!e
employees *t!eir recruitment criteri* policy on reference c!ec5 of
pplicnts* reloction policy of ne" employees* nd process to be follo"ed
nd t!e "!ole event.
Lea-e <o"i%' 1 HCL "or5s "it! t!e "ea-e mana#ement s'stem in "!ic!
t!e employees in cse of #enerl leves !ve to inform , dys erlier to t!eir
reportin# mn#er or send it to t!e leve mn#ement system. T!e erned
leves re ,-* csul leves re 0- nd sic5 leves re D in HCL.
Attendan%e <o"i%' 1 T!e re#ulr ttendnce is mintined t!rou#! t!e crd
punc!in# system "!ic! t5es n 5eep t!e records of employees in nd out
timin#s o# everydy.It is lso mintined on t!e I/ssist site of t!e
or#ni;tion in "!ic! every employee cn see t!e detils of ttendnce nd
leves nd ll ot!er informtions.
Performan%e <o"i%' 1 T!e performnce policy covers t!e performnce of
employees "or5in# in HCL . &very mn#er or superior e@ecutive is
DD
supposed to c!ec5 or 5eep n eye on t!e performnce of !is tem. So ec!
employee is "tc!ed nd #uided for t!eir performnce by !is senior
employees.
Com<ensation <o"i%' 1 HCL follo"s #ood compenstion sc!eme. T!e
remunertion provided to t!e employees "et!er e@ecutive or t!e blue
collors is on ri#!t bsis includin# ll necessry s "ell s ec! fctors li5e
slryHRA*#rduity* bonus* commission* incentives nd per5s*overtime
policy* policy on "or5in# !ours etc.
Em<"o'ee re%reation <o"i%' 1 In HCL/CDC t!ere is productivity<Oulity
incentive lon# "it! slry. Tem bonus non/monetry benifits nd
motivtionl pc5#es li5e tours on #ood performnce etc. 8ives t!e
employees n environment c!n#e n rel@tion from monotonous job.li5e
"!ile I "s intern t!eir t!e sles people "ere provided "it!e t!e opportunity
of 3 dys tour to s!iml.
Retirement and !ratuit' <o"i%' 1 An employee cn t5e t!e voluntry
retirement or retire on t!e m@imum #e completion .As per #rduity
Act*0.2, #rduity is 5ind of retirement benefit. It is erned by n
employee s re"rd for lon# nd meritorious service fter t lest B yers
of employement.
In HCL #ratuit' <o"i%' %o-ers t&e fo""o)in#B
O.>e%ti-e
T!e objective of t!is document is to ly do"n #uidelines for 8rtuity &ntitlement nd
Pyment nd to ll employees enjoy lon# term t@ benefits s "ell s monetry
security
Co-era#e
T!is policy is pplicble to ll permnent employees of HCL Infosystems on Indi
D2
pyrolls "!o completes B yers of tenure $Pyment of 8rtuity Act* 0.2,+ "it! t!e
compny
Po"i%' Detai"s
(, DefinitionsB
AL Definition of !ratuit'B
T!is policy "ill be #overned s per Pyment of 8rtuity Act* 0.2,.
V8rtuity is 5ind of retirement benefit. It is erned by n employee s re"rd
for lon# nd meritorious service
V 8rtuity s!ll be pyble to n employee on t!e termintion of !is employment
fter !e !s rendered continuous service for not less t!n five yers* /
on !is supernnution* or
on !is retirement or resi#ntion* or
on !is det! or disblement due to ccident or disese1
VProvided t!t t!e completion of continuous service of five yers s!ll not be
necessry "!ere t!e termintion of t!e employment of ny employee is due to
det! or disblement1
Pro-ided furt&er t!t in t!e cse of det! of t!e employee* #rtuity pyble to !im
s!ll be pid to !is n nominee or* if no nomintion !s been mde* to !is<!er !eirs* nd
"!ere ny suc! nominees or !eirs is minor* t!e s!re of suc! minor* s!ll be
deposited "it! t!e controllin# ut!ority "!o s!ll invest t!e sme for t!e benefit of
suc!
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minor in suc! bn5 or ot!er finncil institution* s my be prescribed* until suc!
minor
ttins mjority
&@plntion1 For t!e purposes of t!is section* disblement mens suc! disblement s
incpcittes n employee for t!e "or5 "!ic! !e<s!e "s cpble of performin# before
D4
t!e ccident or disese resultin# in suc! disblement
BL Definition of Continuous 0er-i%eB
For t!e purposes of t!is Act* /
(, PContinuous ServiceN mens uninterrupted service "!ic! my be interrupted on
ccount of sic5ness* ccident* leve* bsence from duty "it!out $not bein# treted s
bre5 in service+* ly/off* stri5e* loc5/out or cesstion of "or5 not due to t!e fult of
t!e
employee
J, Any employee "!o is posted overses "ill be eli#ible for t!e #rtuity pyout for t!e
durtion<tenure spent in Indi but t!e period for overses postin# "ill not be
considered
for t!e pyout subject to completion of totl of B yers of service. Ho"ever* t!e
durtion
"ill be counted for t!e purpose of eli#ibility criteri
4, In cse of bscondees* for computin# #rtuity nd entitlement period* L?D $lst
"or5in# dy+ in t!e or#ni;tion "ill be considered for determinin# B yers of service.
JL 3orfeiture of !ratuit'B
V 8rtuity cn be forfeited "!ere n employee !s been terminted1
For ny ct* "illful omission or ne#li#ence cusin# ny dm#e or loss to or
destruction of ny property belon#in# to t!e employer* to t!e e@tent of suc!
loss or dm#e
For riotous or disorderly conduct or ny ct of violence on !is prt
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For ny ct "!ic! constitutes n offence involvin# morl turpitude*
provided t!e offence !s been committed by !im in t!e course of !is
employment
D.
4L Ca"%u"ation of !ratuit'B
!ratuit' M Last Dra)n Basi% Mont&"' sa"ar' at t&e time of "ea-in# N J7 O (; O
No, of 'ears of ser-i%e,
9L MaIimum amount of !ratuit' <a'a."eB
For entitlement of #rtuity* t!ere is no slry limit. All employees #ettin# slry
"it!out ny upper limit re entitled to be pid #rtuity* subject to t!e condition
t!t t!e m@imum mount of #rtuity "ill be I'R 0- l5!
V 8rtuity mount pid to t!e employee is e@empted from t@ for up to I'R 3.B
l5! nd ny mount pid bove t!is limit is t@ble
T!e employee "ill be e@empted from t@ only "!en !e<s!e #ives declrtion
t!t !e <s!e !s not received #rtuity mount bove t!e m@imum permissible
mount in ny of previous employment$s+
;L Pro%edureB
V&mployee needs to fill form F $'omintion Declrtion form+ t t!e time of
joinin# t!e or#ni;tion
VIf n employee !s fmily t t!e time of m5in# nomintion t!e nomintion
s!ll be mde in fvour of one or more members of !is fmily nd ny
nomintion mde by suc! employee in fvour of person "!o is not member of
!is fmily s!ll be void
VIn cse of c!n#e of nomintion durin# ny point of time* employee needs to
fill
nd submit form PHN $6odifiction in nomintion form+ vilble "it! HR
deprtment
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2-
AnneIure IB
Nomination De%"aration 3orm + 3orm K3L
3orm D3E
P0ee su.@ru"e K(L of Ru"e 7Q
Nomination
&mp. Code 'o. WWWWWWWWWWW
To
HCL Infosystems. M CDC
F/0.* Sector 4*
'oid / ,-03-0*
%.P.
I* S!.<S!rimti<>umri WWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWWW $nme in full
!ere+
"!ose prticulrs re #iven in t!e sttement belo"* !ereby nominte t!e person$s+
mentioned belo" to receive t!e #rtuity pyble fter my det! s lso #rtuity
stndin# to my credit in t!e event of my det! before t!e mount !s become pyble*
or !vin# become pyble !s not been pid nd direct t!t t!e sid mount of #rtuity
s!ll be pid in t!e proportion indicted #inst t!e nme$s+ of t!e nominee$s+
,. I !ereby certify t!t t!e person$s+ mentioned is<re member$s+ of my fmily "it!in
t!e menin# of cluse $!+ of Section , of t!e Pyment of 8rtuity Act* 0.2,
3. I !ereby declre t!t I !ve no fmily "it!in t!e menin# of cluse $!+ of Section ,
of t!e sid Act
=. $+ 6y ft!er<mot!er<prents is<re not dependent on me
$b+ 6y !usbnds ft!er<mot!er<prents re not dependent on my !usbnd
+$e$( 1st ,&ly 2010 C0C -R
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B. I !ve e@cluded my !usbnd from my fmily by notice dted t!e
WWWWWWWWWWWWWWWWW to t!e controllin# ut!ority in terms of t!e proviso to cluse $!+
of
Section , of t!e sid Act.
D. 'omintion mde !erein invlidtes my previous nomintion.
NomineeKsL
'me in full "it!
Address of nominee$s+
Reltions!ip "it! t!e employee
A#e of nominee
Proportion by "!ic! t!e 8rtuity "ill bes!red
0
,
3
20
0tatement
0. 'me of employee in full
,. Se@
3. Reli#ion
=. ?!et!er unmrried<mrried<"ido"<"ido"er
B. Deprtment<7rnc!<Section "!ere employed
D. Post !eld "it! &mployee Code
2. Dte of ppointment
4. Permnent ddress
PlceWWWWWWWWWWWWWW
DteWWWWWWWWWWWWWW
Si#nture<T!umb impression of t!e employee
0e<aration <o"i%' 1 seprtion incldes t!e detc!ment of employee eit!er
for #enuine or nturl resons li5e det! n retirement or ccidents or
inbility to "or5 or t!e voiltion of discipline in t!e or#ni;tion or ny
misdeed on temporry or permnent bsis.
Performan%e A<<raisa" Po"i%' 1 In HCL/CDC performnce pprisl is
done nnuly by t!e HR !ed to ec! emplyee nd self ssisment form is
#iven to t!em to fill s criteri for t!e pprisl in t!eir 5no"led#e to fill
t!e c!ievements nd t! "y t!ey rte t!eir performence. After t!t it is
evluted by t!e HR !ed "it! t!eir rel performnce nd c!ievments.
I@%ard and A%%ess %ard <o"i%' 1 &mployees in HCL re subjected to t!is
policy inside t!e or#ni;tion. ?!enever t!ey enter t!e cmpus t!eey s!oul
!ve t!eir I/crd in t!eir nec5.it is mndtory "!en t!ey re t "or5 or
inside t!e or#ni;tion* ot!er"ise t!ey cn be s5ed by nyone for t!is
ne#li#ence. ?!ile ccess crds re needed to llo" ccess to severl
pro!ibited or restricted or prticulr res in t!e or#ni;tion.
!enera" information <o"i%' B It covers t!e follo"in# #enerl issues "!ic! n
employee s!ould 5no" or be "re of "!en !e<s!e is t "or5 in ny or#ni;tion.
!rie-an%e <o"i%' 1 It covers "itn t!e prevention nd settelment of ny dispute
or conflict "it! ny ot!er person or employer or t!e dministrtion prt of
HCL.t!e employye or victim cn report or complin to !is superior or t!e HR
deprtment for t!e mtter settelment. T!e superior need to solve it in B
"or5in# dys or cn trnsfer to t!e HR !ed.T!e emolyee or in ot!er "y cn
"rite i.e. rise tic5et in smrt service des5 $SSD+ under t!e cte#ory meetin#
2,
reEuest for e@pressin# concern. It is lso to be resolved under t!e durtion of B
"or5in# dys.ll suc! issues re timely !eld nd closed by t!e HR !ed.
The urose is to establish a rocedure 'or the 'air" orderly" and seedy
resolution o' disutesKcon'licts and to establish an oen door environ#ent 'or
redressal o' 3rievance.This shall serve as the e*clusive HCL In'osyste#s 'or
the resolution o' !ob5related co#laints and 3rievances.
.-ope : An e#loyee #ay utili;e this rocedure to review an alle3ed
violation or #isalication o' HCL In'osyste#s 5 olicies or rules ertainin3 to
e#loy#ent" or alicable laws or re3ulations includin3 anti discri#ination
laws or re3ulations" which directly and adversely a''ects the e#loyees.
7ligi0ilit4 :This olicy is alicable to all e#loyees o' HCL in'osyste#s5
C/C.
Poli-4 : A ?rievance is any wor>5related co#laint or concern 'ro# a sta''
#e#ber where the sta'' #e#ber wishes to obtain an action or resonse.
Fairness is one o' HCL.s values. It includes the ri3ht to be heard" the ri3ht to
be treated without bias" the ri3ht to be in'or#ed o' alle3ations bein3 #ade
and to be rovided with an oortunity to resond to the# and the ri3ht to
in'or#ation re3ardin3 the status o'the 3rievance.
Grie1an-e *andling Pro-ed)re: 8or> related roble#s can arise in any
lace o' e#loy#ent. 8e hoe individuals will try to reconcile di''erences on
an individual basis. Should this not be ossible" to resolve a roble# 0uic>ly
and 'airly" HCL In'osyste#s has develoed a 3rievance rocedure usin3 the
'ollowin3 stesP
+$e$( 1st Se' 2010 C0C -R
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DC I' you have a roble#" noti'y your suervisor i##ediately. Most di''iculties
can be settled ro#tly at this oint. The suervisor shall ensure resolution
within 'ive BFC wor>in3 days and 3et a closure 'ro# the e#loyee raisin3 the
3rievance.
)C I' the roble# is not resolved to your satis'action" you #ay raise a tic>et in
S#art Service /es> BSS/C under the cate3ory +Meetin3 2e0uest 'or
%*ressin3
Concern.. This ste should be ta>en within 'ive BFC wor>in3 days a'ter your
suervisor has 3iven hisKher decision or a'ter the incident 3ivin3 rise to your
3rievance" whichever is later.
<C An escalation #atri* is available to ensure aroriate and ti#ely closure
'or alltic>ets raised.
=C ?rievance Handlin3 Site Coordinators will beP
Noida
23
6r. Ajy Ty#i* Sr. 6n#er* F/0.* sec/4
6s 'eem :in * HR deptt* F/0.*sec/4
6r. A5s! A#r"l* Sr mn#er*F/0* sec/4
Code of Condu%t1 An emloye under t!is policy is subjected to mintin
#ood nd decent code of conduct "it! ll ot!er members in t!e or#ni;tion
possess #ood c!rcter filin# to "!ic! !e my be subjected to relted
"rds of seprtion or detc!ment nd ot!er fine.
Confiden%ia"it' a#reement1 in t!e employeement #reement t!e employee
!s to si#n n confidentility #reement under "!ic! !e<s!e !s to mintin
t!e secrets of t!e or#ni;tio confidentil mtter nd is not llo" to disclose
it ny !o".
EHua" o<<ortunit' em<"o'ee <o"i%'1?e re totlly committed to t!e
principle of eEul opportunities nd to cretin# "or5in# environment in
"!ic! you re treted "it! di#nity nd respect t!t is free from unl"ful
discrimintion* victimistion or !rssment on t!e #rounds of1
Colour* rce* ntionlity or et!nic ori#inL
Se@* mritl sttus or #ender ressi#nmentL
Disbility of ny 5indL
Reli#ionL
Se@ul orienttionL
A#eL nd
Trde union or Stff Consulttive Committee members!ip.
Our %ommitment a<<"ies to a"" as<e%ts of em<"o'ment in%"udin#B
Recruitment nd t!e dvertisement of jobsL
Terms nd conditions of employmentL
Trinin#* creer development nd pro#ressionL
8rievnce nd disciplinry proceduresL nd
Reltions!ips bet"een members of stff.
?e t5e t!is policy very seriously. A brec! of t!is policy is considered to be #ross
misconduct nd disciplinry ction* includin# dismissl for serious offences* my be
t5en #inst people "!o do not comply "it! it.
Media re"ation Po"i%' B All communiction "it! t!e medi !s to drrive
!ome t!e corporte p!ilosop!y t!rou#! t!e 5ey mess#es of t!e compny.
6edi is e@ternl st5e!older so co!erent mess#e is conveyed ll t!e times
"!ic! build fvourble public reltion.
2=
&ist"e."o)er <o"i%'1 In HCL t!ere is ;ero tolerence policy "!ic! covers
no entertinment to ny misconduct nd to c!ec5 t!is t!ere is
"!istleblo"er policy "!ic! llo"s every employee to report ny of t!e
"ron# conduct or be!viour includin# redressel of se@ul !errssment t
"or5 plce nd ny ot!er "ron# deeds inside t!e or#nistion "!ic! !rm
t!e di#nity nd properties of t!e or#nistion.
Tra-e" and %n-e'en%e <o"i%'1 HCL/CDC provides it employees specilly
mr5etin# nd sles personeels "it! convence llo"nce of Rs.03-- per
mont! nd cb fcilities to its employees.
Po"i%' on emai" and net)or* usa#e1 it stes t!t n employee cn use t!e
emil nd internet fcilities only jst for business prossesin#s nd us#e
relted to !is job but not for !i personl use nd ny 5ind o# entertinment
or vie"in# porn sites or ny suc! ille#l ctivities.
Em<"o'ee .enifit and re)ard <o"i%' B It covers t!e follo"in# res1
Intra@mura" fa%i"itiesB It is "it!in fctory include medicl
fcilities* compenstion for ccidents* crec!es* cnteen* drin5in#
"ter etc.
EItra@mura" fa%i"itiesB It includes fcilities n services outside t!e
compny li5e !ome* sport* musement* corporte discounts* etc.
Birt&da' %e"e.ration <o"i%' B To ly do"n t!e policy on celebrtin#
employees birt!dy.
Co-era#e B T!is policy is pplicble to ll employees of HCL Infosystems.
Po"i%' Detai"s B T!e mount to be spent for t!e birt!dy celebrtions "ould be Rs.
,--</ per employee. T!is mount cn be used to celebrte t!e birt!dy "it!in t!e sme
;odic cycle fter reportin# mn#erFs pprovl.
Pro%edureB
It "ould be responsibility of t!e reportin# mn#er to or#ni;e nd m5e
pproprite rrn#ements for !isX!er tem memberFs birt!dy celebrtions.T!is s!ould
be or#ni;ed "it!in t!e sme ;odic cycle.
Reportin# mn#ers "ould be responsible to ensure t!t clenliness nd
decorum re mintined in t!e cfeteri "!ile celebrtin# temXindividul birt!dys.
2B
Disciplinry ction must be t5en #inst t!e reportin# mn#er if t!e code of
conduct is not mintined nd if t!e cfeteri is soiled. Smerin# of c5e is not
llo"ed.
Celebrtions must be crried out in n orderly mnner* if not disciplinry
ction "ould be t5en by Line HR nd Admin Deprtment
0<ouse and %&i"dren em<"o'ement <o"i%' B In cse of ccidents or
det! or permnent disbility from "or5 my be t5en s considertion to #ive
employement on be!lf of t!e employee victimised to !is or !er spouse or
c!ildren ccordin# to t!eir Eulifiction.
eddin# a""o)an%e <o"i%' 1 If n employee of HCL #ets mrried
to ot!er HCL employee !e or s!e is #iven Rs. B--- s "eddin#
llo"nce by HCL,
Maternit' and ne) .orn <o"i%' B 6ternity leve of D mont!s is
llo"ed to "emen n B dys to mens. S!e need to fill t!e follo"in#
form under t!e policy to t5e t!e benifit.
Form &
P0e% Ru"e ;K(LQ
Notice under Section 6 of the maternity Benefit Act, 1961
0.CCCCCCCCCCCCCCCCCC $'me of 9r#ni;tion+
I*CCCCCCCCCCCCCCCCCCCCCCCCCC... $'me of
"omn+*&.C. 'o. CCCCCCCC "ife<du#!ter of
CCCCCCCCCCC..........employed
sCCCCCCCCCCCCCCCCCCCCCCCCCCCCCC
t CCCCCCCCCCC. CCCCCCCCC.CCC..$nme of
9r#ni;tion+ !ereby #ive notice t!t I e@pect to be confined "it!in si@ "ee5s
ne@t follo"in# from t!e dte of t!is notice<!ve #ive birt! to c!ild
onCCCCCCC..CCCCCCCCC.CC.. $Dte+ nd s!ll be bsent
from "or5 FromCCCCCCCCCCCCCCCC.. $Dte+. I s!ll not
"or5 in ny estblis!ment durin# t!e period for "!ic! I receive mternity
benefit.
,. For t!e purpose of section 2* I !ereby nominte
.......................................
.......................................
$!ere enter nme nd ddress of t!e nominee+ to receive mternity benefit
And<or ny ot!er mount due to me under t!e Act in cse of my det!.
Si#nture of n ttester in cse t!e Si#nture or t!umb impression of "omn .
?omn is not ble to si#n nd
2D
Affi@es t!umb impression
DteCCCCCCCCCC..
Em<"o'ee %areer re"ated <o"i%'B Creer Plnnin# system in HCL is imed t
developin# people of t!e ri#!t cliber to meet present nd future needs of t!e
or#ni;tion ,It includes t!e follo"in# policies1
Interna" >o. <ostin#B HCL ims t retention of its employees nd
lso incrse t!e motivtion of employees by postin# t!e intrnl
employees first to t!e vccencies rised.
Lon# distan%e edu%ation <o"i%'B HCL llo"s s "ell s provide its
employees to #et enroll "it! #ood institutions for severl distnce
lernin# pro#rmmes recEuired for prticulr employee nd post for
promotion nd !is<!er creer development.
Com<onent !uide"ineB HCL provides nd t!in5 for t!e betterment of
its employees by #uidin# t!em in t!eir field of interest nd
e@perience "!ic! cn benefit t!em in lon# run s "ell s t!e
compny "it! t!e recEuired job positions. T!is sves t!e
recruitment e@penses s "ell s !elp retinin# t!e employees nd
t!us in c!ievin# t!e ;ero rirition rte.
Trainin# and de-e"o<ment <o"i%' B HCL in its ll brnc!es nd offices
!ve top clss trinin# nd development deprtment to mn#e nd
en!nce its !umn cpitl for utilisin# its !umn resource in best possible
"y . T!e employees lso find it better for t!eir creer.it is beneficil for
bot!. T!e trinin# pro#rmes include on nd off job trinin#* "estibule
trinin#* lerin#s* voice nd ccent trinin#* tec!nicl trinin# etc.
e"fare and safet' <o"i%'B It includes t!e mintinnce of !elt! nd
!y#ine in t!e premises nd mon# t!e employees lon# "it! t!eir sftey
t "or5plce.it is to promote sfety nd !elt! of t!e employees nd to
mintin n optimum "or5in# environment to en!nce opertionl
efficiency.
0%o<e
T!is policy #overns t!e prctices to be follo"ed t ll times "it! re#rd to t!e sfety
22
nd !elt! of ll employees t t!e "or5plce nd even "!ile trvellin# to nd from
"or5 includin# #oin# to t!e pr5in# or for bre5 outside t!e fcility. It lso provides
t!e pln for periodic inspections nd t!e duties of t!e employees.
A<<"i%a.i"it'B T!is policy is pplicble to ll permnent* temporry<prt time<
contrctul employees of
HCL Infosystems includin# trinees nd visitors.
Po"i%'
HCL is committed to1
&nsurin# occuptionl !elt! nd sfety spects of personnel* mterils nd
eEuipment t "or5 plces
V&nsurin# smo5e free "or5 plces
Conservin# nd preservin# t!e environment
V %sin# ener#y nd mterils efficiently
V 6eetin# ll pplicble !elt! nd sfety l"s* re#ultions nd ot!er
reEuirements
V 6n#in# sfety nd !elt! mtters s ny ot!er criticl business ctivity.
!enera" 0afet'
8enerl Sfety is usully stri#!t for"rd. 7ut sometimes t!e obvious is overloo5ed
"!en you re busy or very fmilir "it! t!e "or5. To void t!is* resonble mount of
t!ou#!t nd concentrtion s!ould be #iven t ll times. For e@mple* del "it!
spill#es
immeditely before someone slips nd donFt fool round or ply prcticl jo5es.
Remember* you !ve duties nd responsibilities nd cn be personlly !eld lible.
A%%idents and first aid
+e( 1stA'ril 2010 C0C -R
1er1$0 -C. %n(osystems/C0C (rontline 0i"ision/Con(idential 4
If you s!ould injure yourself* donFt i#nore t!e injury M smll injuries cn become
serious if ne#lected. 65e sure you 5no" "!ere t!e first id bo@ is 5ept. As5 for !elp
if you need it nd remember if you suffer ny injury* report it immeditely to your
concerned Admin SP9C. T!e first id bo@ in ec! fcility "ill be s per t!e
reEuirements of ec! fcility. All !elt! nd sfety incidents "!et!er t!ey result in
injury or not* must be reported immeditely to t!e respective Admin Heds.
3ireNemer#en%'
65e sure you re fully conversnt "it! t!e &mer#ency &vcution Route of your
fcility. T!e emer#ency e@it pln is displyed on t!e notice bord nd t!e evcution
pln* in cse of n emer#ency* !s lso been displyed. 65e sure you 5no" "!ere t!e
emer#ency e@it is in your floor nd fcility. Also ensure t!t you re "re of t!e
loction of t!e fire e@tin#uis!ers nd 5no" !o" to use t!em. It is t!e responsibility of
24
t!e Admin SP9C on sfety for ec! fcility to ensure t!t ll eEuipment is in "or5in#
condition t re#ulr intervls nd fire drills re or#ni;ed s per stipulted time frme.
3ire safet'
Fire is per!ps t!e most destructive !;rd nd you must be especilly "re of t!e
dn#ers1
VRemember t!e importnce of clenliness nd tidiness
VRubbis! nd litter re fuel for fire nd must be disposed of freEuently
>eep door"ys* pss#e"ys nd escpe routes cler t ll times nd m5e
sure
t!t t!e fire e@tin#uis!ers re not obstructed
'ever llo" loc5ed fire e@its "!ilst people re on t!e premises
V 'ever prop open fire doors
?e operte no smo5in# policy.
VSpecil cre in t!e pntry nd cfeteri is importnt. 65e sure t!t coo5in#
pplinces re s"itc!ed off fter use nd t!t crdbord* pperL fbric or ny ot!er
combustible mteril is not left close to room !eter.
E"e%tri%it'
+e( 1stA'ril 2010 C0C -R
1er1$0 -C. %n(osystems/C0C (rontline 0i"ision/Con(idential 5
Plu#s nd mins leds servin# portble pplinces "ill be t!orou#!ly c!ec5ed t lest
t"ice yerly. If you observe ny dm#e or "er report it to your Admin SP9C. 6ny
fires re cused by electricl fults* !i#!li#!tin# t!e importnce of re#ulrly c!ec5in#
plu#s nd pplinces.
P"u#s and so%*ets
V 'ever use bro5en electricl eEuipment or pplinces "it! bro5en csin#s or
"orncbles
V&nsure plu#s nd soc5ets re not e@posed to "ter
VRe#ulrly c!ec5 soc5ets* plu#s nd mins leds* report dm#e nd ensure
plu#s
re properly "ired* fused nd t!e cord #rip is in plce
V Do not ttempt to fi@ fulty pplinces M leve it to t!e e@perts
V Do not for#et t!e !;rds of trilin#<!n#in# or fryed "ires
C"ean"iness and &ouse*ee<in#B HCL employees enou#! number of !ouse 5eepers to
mintin clenliness nd !y#ine inside t!e premises.
T!us t!ese re t!e severl HR policies coverin# ec! nd every
sections of t!e or#ni;tion nd t!e !umn resource "or5in# in HCL. IT minly ims
t smoot! conduct of business nd for t!e benefits of t!e employees by utlisin# t!e
2.
resources t its m@imum cpcity nd t!us benifitin# t!e or#ni;tion.it !elps in
severl "ys s "e !ve discussed bove nd "ill lso see nd nlyse in t!e furtue
Euestionnire nd its itnteprettion. T!ou#! it mjorly !elps in retintion * motivtion*
stisfction of employees t!us providin# better "or5 environment nd culture t t!e
"or5 plce.
T&e -arious <ro%edures t&at form t&e HR Po"i%' of t&e Or#aniRation
0. Recruitment nd selection of mnpo"er
,. Induction nd Plcement
3. :ob Rottion
=. Performnce pprisl
B. Counselin#
D. Creer Plnnin#
2. Succession plnnin#
4. &mployee trinin# nd Development
.. Humn Resource Informtion 6n#ement System
0-. Retirement Plnnin#
00. :ob &nric!ment
0,. &@it Intervie"s
(, RECRUITMENT POLIC1
Recruitment nd selection of personnel is e@plicitly bsed on t!e criteri of
t!eir 5no"led#e* s5ills nd ttitudes* so s to secure super c!ievers nd nurture
t!em to e@cel in t!eir performnce. All fres! cndidtes re bsorbed only fter
stisf ctory completion of pproprite trinin#. All direct recruitment is
t!rou#! t!e HR deprtment.
Detiled selection procedures s decided from time to time re d!ered to
"it!out ny compromise. Above procedures s!ll under#o continuous
refinement t!rou#! evlution nd feedbc5.
J, INDUCTION AND PLACEMENT POLIC1
At HCL* ne" recruits imprted suc! induction* orienttion* trinin# nd
plcement so s to individuls to t!e ts5 nd inculcte !i#! sense of
or#ni;tionl loylty.
T!e HRD Deprtment nd t!e concerned !eds of prent deprtments prepre
"ell/structured Induction Pro#rm to cEuint t!e ne" recruits "it! t!e
people* or#ni;tionl structure* nd interfce bet"een different deprtments*
functions nd culture of t!e or#ni;tion.
T!e Induction Pro#rm is formulted to suit t!e position of t!e cndidte nd
necessry to be provided to !im
4-
4, 2OB ROTATION POLIC1
At Deep5 8roup* fcilities re provided for ll/round #ro"t! of individuls
t!rou#! lterl mobility. T!is s!ll en!nce t!eir employbility s "ell s eEuip
t!em to s!oulder !i#!er responsibilities.
Systemtic :ob Rottion from time to time s!ll !ve revitli;in#
effect on t!e individul s "ell s t!e or#ni;tion.
All promotions to t!e level of H9Ds "ill be c onsidered only "!en n
individul !s under#one rottion t!rou#! t lest, sections.
9, PER3ORMANCE APPRAI0AL POLIC1
Performnce Apprisl #rooms every individul to reli;e !is potentil in ll
fcets by !elpin# to identify nd c!ieve !is personl #ols "it!in t!e
frme"or5 of or#ni;tionl objectives.
Apprisls s!ll be et!icl nd imprtil so s to reco#ni;e "ort!y
contributions ppropritely nd in time in order to mintin !i#! level of
employee motivtion nd morle.
T!e Performnce Apprisl Systems ims t inte#rtion of individul nd
or#ni;tionl #ols
B, COUN0ELLIN!
Counselin# sessions* "!ic! re conducted by HR Deprtment 9R Professionl
Counselor 9R Performnce Appriser* re vilble to ll t!e employees in order to
fulfill t!e follo"in# objectives1
To en!nce employees competence nd job stisfction.
To prepre employees for future responsibilities.
To estblis! better "or5in# reltions!ip bet"een t!e superior nd
subordinte.
To enble employees to cope "it! pe rsonl problems.

7, CAREER PLANNIN! POLIC1
Creer Plnnin# system in HCL is imed t developin# people of t!e ri#!t cliber to
meet present nd future needs of t!e or#ni;tion. It s!ll be n essentil in#redient for
Succession Plnnin#. T!e mndtory fctors to be considered prior to creer plnnin#
s!ll be1
T!e or#ni;tionFs lon# nd s!ort term plns.
6npo"er s5ills reEuired to"rds implementin# t!ese plns.
Attrition rte of people "it! !i#! potentil* bove ver#e nd ver#e cliber.
40
Recruitment t!rou#! internl nd e@ternl sources t ll levels nd its rtio s
pproprite to t!e or#ni;tion.
T!e number of people recruited nd trined every yer.
T!e number of !i#! flyers t!t t!e or#ni;tion reEuires or cn ccommodte
"it!in t!e or#ni;tion t different levels for smoot! succession
F,0UCCE00ION PLANNIN! POLIC1
&@ecutives nd bove identify successors* primry nd secondry* to !is position t t!e
time of nnul pprisl. T!is is revie"ed every yer lon# "it! t!e nnul pprisl.
=, TRAININ! AND DEVELOPMENT POLIC1
At Deep5 8roup* trinin# nd development ctivities strive to ensure
continuous #ro"t! of or#ni;tion by nurturin# t!e stren#t!s of t!e employees
nd providin# t!e environment nd opportunity for every individul to reli;e
!is<!er potentil.
T!e policy ims t brodenin# t!e outloo5 of t!e individuls nd brid#in# t!e
#p bet"een ctul performnce nd t!e performnce necessry to deliver
results.
Fcilities re provided to ll individuls to"rds self development nd ll
round #ro"t! t!rou#! trinin#.
HR Deprtment identifies ver#e performers nd provide specil trinin#.

8, HUMAN RE0OURCE IN3ORMATION MANA!EMENT 010TEM
Humn Resource Informtion 6n#ement Systems $HRI6S+ ims t1
Providin# ccurte informtion bout employees to mn#ement for decision
m5in#.
&limintin# dupliction of efforts.
9fferin# Euic5 nd esy ccess to !umn resource informtion t rndom s
"ell s in re#ulr report form.
T!e system !s t"o lyers of security. Access to t!e system is t!rou#! 5eyin#
in t!e vlid combintion of usernme nd pss"ord. Permission to ccess
certin pro#rms is restricted to identify 5ey personnel.
An inte#rted employee dtbse is mintined nd continuously updted "it!
informtion from personnel t re#ulr intervls re#rdin# bio#rp!icl dt*
"or5 e@perience* Eulifictions* pprisl* trinin# nd creer pt!s.
(5, RETIREMENT PLANNIN!
At HCL* retirement of ll individuls is ided t!rou#! plnned pro#rms by HR
Deprtment so s to lessen t!e ssocited mis#ivin#s nd n@iety.
(5, 2OB ENRICHMENT
4,
HCL follo"s people centered pproc! to job enric!ment "it! vie" to en!nce t!e
performnce of t!e employee* ledin# to !i#!er job stisfction.

((, E/IT INTERVIE0
T!e or#ni;tion !s re#ulr turnover of employees due to vrious resons suc! s
retirement* voluntry retirement* nd resi#ntion etc. from time to time. Feedbc5 is
obtined from t!e employee on occsions of seprtion from t!e or#ni;tion. Suc!
feedbc5 on mtters t!t effect "ell bein# of t!e people is useful in improvin# t!e
or#ni;tion in respect of HR Policies nd prctices.
HCL HR uniEue solution $'ts!+
0!e is t!e most populr ldy t HCL "it! !er o"n "ebsite on t!e compnyGs Intrnet.
Clled 'ts!* !er job profile is crucil1 s!e is t!e tem mscot for HCLGs &mployee
HR Services #roup nd communictes dily "it! ec! employee on "!tGs !ppenin#
"it!in t!e compny in ln#u#e t!ey understnd nd in formt t!ey cn esily
ccess.
: >lynrmn* vice president* !umn cpitl mn#ement of HCL Comnet* sys
'ts! !s done "onders for t!e compny. Her Jpersonlised* non/officil
communiction s5illsJ !ve !elped t!e compnyGs HR drive to !ve n enderin# fce.
Impersonl communiction on HR policies cn become dr# t timesL 'ts! !s
!elped #ive it !umne touc!.
'ts! is just symbol of !o" compny cn m5e intelli#ent use of informtion
tec!nolo#y to improve employee morle. Consider HCLGs Smrt Service Des5 // n
ppliction vilble to ll employees on t!eir des5tops. >lynrmn clls it n
utomted Jtrouble/tic5etin# toolJ.
HereGs !o" it "or5s. For ny issue nd trnsction* t!e employees donGt !ve to run to
HR or finnce or cll t!em up* t!ey cn simply open tic5et in t!e Smrt Service Des5
nd t!e process strts on its o"n.
T!e HR Services #roup !s strict dedlines in plce to ensure t!t t!e issues re t5en
cre of "it!in stipulted time. &very "ee5 service des5 trc5er is circulted to ll
employees s!o"in# t!e d!erence or brec!es. JT!ere is no better "y to foster
ccountbility nd trnsprency in opertions*J >lynrmn sys.
43
T!e story does not end !ere. T!e employees cn lso use t!e service des5 to rise
tic5ets on t!e senior mn#ement. T!e service des5 trc5er nlyses even t!e C&9Gs
performnce re#rdin# !is bility to respond to employeesG Eueries.
T!e objective of suc! system is to tell t!e senior mn#ement t!t itGs t!eir job to
ttend to employee issues fst so t!t t!e employees re free to do t!eir job. DoesnGt it
undermine t!e ut!ority of t!e middle mn#ementU >lynrmn sys it is ssumed
t!t n employee is risin# n issue "it! t!e senior mn#ement only "!en !is
immedite superior !s filed to ddress !is problem.
JItGs in t!e compnyGs culture to !ve n open/door policy. &mployees re encour#ed
to do t!is since t!e system is 5ept strictly confidentil*J !e sys.
T!e process serves t"o objectives1 it !elps HCL to tell its employees t!t t!e compny
listens to nd solves t!eir problems fster t!n nybody else. T!e system !s ot!er
benefits too in terms of cost.
As more nd more people join t!e or#nistion* HCL does not !ve to increse t!e si;e
of its HR deprtment. T!e system cn !ndle four times t!e number of Eueries from
employees "it! t!e sme number of people in t!e HR deprtment.
T!e use of IT !s lso !elped HCL reduce t!e role of t!e HR deprtment in
deployment of people. ?!en t!ey "nt e@tr people for prticulr project* t!e line
mn#ers simply !ve to fill up t!eir personnel reEuisition forms in t!e compnyGs
Intrnet.
T!e system utomticlly trc5s do"n t!e people vilble for prticulr 5ind of job
nd informs t!e line mn#ers. To ensure t!t t!e system "or5s effectively* "ee5ly
recruitment trc5er is circulted to ll t!e business !eds on t!e sttus of positions
opened by t!em. T!is reduces benc!in#* improves cross/functionl fle@ibility t ll
levels nd cuts do"n bureucrcy.
Des5top ?llpper is not!er HR inititive follo"ed by HCL. All compny employees
cross t!e "orld !ve common "llpper on t!eir des5tops. 9ne of t!e populr
sections in t!is "llpper is t!e "ee5ly employee poll* in "!ic! Euestions relted to
vrious inititives* strte#ies* ne" processes nd so on re posed to employees. T!e
results re s!red ne@t "ee5 on t!e "llpper nd ctions re initited to ddress t!e
populr mndtes.
4=
&i#!ty per cent of t!e compnyGs induction pro#rmme is done t!rou#! t!e use of IT.
HCL Comnet* for instnce* !s specil site for ne" entrnts. Clled t!e 'e"
Comnetin "ebsite* t!e site is one/stop s!op for ll informtion t!e trinees need to
#et inducted in Comnet nd constitutes t!e self/lernin# component of t!e induction
pro#rmme.
RE0EARCH METHODOLO!1
Reserc! 6et!odolo#yY is term mde up of t"o "ords* reserc! A met!odolo#y.
Reserc! mens Zserc! for 5no"led#e. It is scientific nd systemtic serc! for
potentil informtion on specific topic. It is n rt of scientific investi#tion. It is
creful investi#tion or inEuiry especilly for serc! of ne" fct in ny brn c! of
5no"led#e.

METHOD O3 DATA COLLECTION
Dt cn be of t"o types primry nd secondry dt. Primry dt re t!ose "!ic! re
collected fres! nd for t!e first time* nd it is in ori#inl form. Primry dt cn be
collected eit!er t!rou#! e@periment or t!rou#! survey. T!e reserc!er !s c!osen t!e
survey met!od for d t collection. In cse of survey* dt cn be collected by ny one or
more of t!e follo"in# "ys1
9b ser v tion
Oue stio nnire
Personl or 8roup Intervie"
Telep!one survey
Communiction "it! respondents
Anlysis of documents nd !istoricl records
Cse study
Smll #roup study of rndom be!vior
Here t!e Euestionnire met!ods of dt collection !s been used due to limited time in
!nd. ?!ile desi#nin# dt/collection procedure* deEute sfe#urds #inst bis nd
unrelibility must be ensured. ?!ic! ever met!od is selected* Euestions must be "ell
e@mined nd be mde unmbi#uous. Reserc!er !s e@mined t!e collected dt for
completeness* compre!ensibility* consistently nd relibility.
Reserc!er !s lso #t!ered secondry dt "!ic! !ve lredy b een collected nd
nly;ed by someone else. He #ot vrious informtion from journls* !istoricl
4B
documents* m#;ines nd reports prepred by t!e ot!er reserc!ers. For t!e present
piece of reserc! t!e investi#tor !s used t!e follo"in# met!ods1

Gue stio n naire
Inter -ie )
O. ser -a tion

0AMPLE O3 THE 0TUD1
A sam<"e desi#n is definite pln for obtinin# smple from t!e
smplin# frme. It refers to t!e tec!niEue or t!e procedure t!e reserc!er "ould dopt in
selectin# some smplin# units from "!ic! inferences bout t!e popultion is dr"n.
Smplin# desi#n is determined before ny dt re ctully collected for obtinin#
smple from #iven popultion. T!e reserc!ers must decide t!e "y of selectin#
smple.

T&ere are -arious met&ods of sam<"in# "i*e s'stemati% sam<"in#, random
smplin#* deliberte smplin#* mi@ed smplin#* cluster smplin#* etc. Amon# t!ese
met!ods of smplin# reserc!er !s used rndom smplin# so t!t bis cn be eliminted
nd smplin# error cn be estimted. Desi#nin# smples s!ould be mde in suc!
fs!ion t!t t!e smples my yield ccurte informtion "it! minimum mount of
reserc! effort.
SAMPLING
0am<"in# ma' .e defined as t&e se"e%tion of some <art of an a##re#ate
or totlity on t!e bsis of "!ic! jud#ment or in ference bout n entire
popultion by e@minin# only prt of it.
T&e items so se"e%ted %onstitute )&at is te%&ni%a""' %a""ed a sam<"e, t&eir
selection process or tec!niEue is clled smple desi#n nd t!e survey
conducted in t!e bsis of smple is describ ed s smple survey.
0AMPLE 0ICE
In sampling design the most complicated question is: what should be the size of the
sample. If the sample size is too small, it may not serve to achieve the objectives and if
it is too large, we may incur huge cost and waste resources. So sample must be of an
optimum size that is, it should neither be excessively large nor too small. Here, sample
size has been taken 3-.
4D
3N3,=.I. 2# %3T3
Awareness
4 D. Are you aware o' the all H2 olicies racticed in HCLQ
I7T%2P2%TATI&7P
<FR o' the o' the e#loyees are aware about the H2 olicies 'ollowed in the
co#any whereas 6FR o' the e#loyees are not aware o' all H2 olicies.
Aware
Not Aware
Implimentation
4 ). /o you abide by the H2 olicies in HCLQ
I7T%2P2%TATI&7P
J<R o' the e#loyees 'ollow the 'or#ulated H2 olicies while -R o' the e#loyees
not.
Follow
Don't Follow
42
Feedback or satisfaction
4 <. Are you satis'ied with the H2 olicies 'ollowed in HCLQ
I7T%2P2%TATI&7P
--R o' the e#loyees are satis'ied whereas )<R o' the e#loyees are not satis'ied.
Satisfied
Not Satisfied
4 =. Are you satis'ied with the basic H2 olicies li>e e#loyee related olicies" career
related olicies" bene'it and reward olicies ractised in HCLQ
I7T%2P2%TATI&7P
86R o' the e#loyees are satis'ied whereas D=R o' the e#loyees are
not satis'ied
Satisfied
Not Satisfied
44
Leave policy
4 F. Are you satis'ied with the LMS o' HCL5C/CQ
I7T%2P2%TATI&7P
-=R o' the e#loyees are satis'ied whereas
)6R o' the e#loyees are not satis'ied.
Satisfied
Not Satisfied
Employee benefit and reward policy
4. 6. /o you 'eel weddin3 allowance is bene'icial 'or an e#loyeeQ
I7T%2P2%TATI&7P
F6R said yes it is" whereas <FR o' the e#loyees said no and JR o' the e#loyees
said can.t say.
Yes
No
Can't Say
4.
Training and development policy
4.- /o you >now HCL C/C rovides trainin3 with stiend $ then lace#ent in
renowned I.T. sector co#aniesQ
I7T%2P2%TATI&7P
<0R o' the e#loyees said yes while -0 R said no.
Yes
No
General information policy
4 8. /o you 'eel 3rievance handlin3 olicies o' HCL5C/C ends in win5winQ
I7T%2P2%TATI&7P
-8R o' the e#loyees said yes"
DFR o' the e#loyees said no while -R said can.t say.
Yes
No
Can't Say
.-
Eqal opportinity or participation policy
4 J. Are you encoura3ed or allowed to articiate actively in any new olicy
'or#ulationQ
I7T%2P2%TATI&7P
JDR o' the e#loyees said yes whereas
JR o' the e#loyees said no to the 0uestion.
Yes
No
!verall review
4 D0. /o you 'ind the olicies o' HCL better than other or3anisationsQ
I7T%2P2%TATI&7P
&n analysis it is 'ound that 8DR o' the e#loyees say yes
D)R o' the e#loyees said no where as -R e#loyees said al#ost si#ilar.
Yes
No
All Most Similar
.0
#indings o6 the pro(e-t
The Policy o' the co#any rovides 'acilities 'or all round 3rowth o'
individuals by trainin3 in5house and outside the or3ani;ation"
reorientation" lateral #obility and sel'5develo#ent throu3h sel'5
#otivation
The H2 Policies racticed in HCL are 'air" aroriate and al#ost
accetable to the e#loyees e*cet so#e o' the cases.
Mostly e#loyees are satis'ied with the basic and 3eneral H2 olicies
secially the e#loyee related olicies" which is a ositive si3n 'or the
or3ani;ation and thus hels or leads to several other H2 bene'its li>e
increase loyalty" retention o' e#loyees" increase #orale" 3ood wor>in3
environ#ent etc.
The Policy 3roo#s every individual to reali;e his otential in all 'acets
while contributin3 to attain hi3her or3ani;ational and ersonal 3oals.
Study reveals that or3ani;ation is concerned about education $
>nowled3e o' its e#loyees in order to increase their e''iciency.
Trainin3 $develo#ent olicy rovide the e#loyees with the latest
technolo3y and its udation in the co#any in related 'ields.
Co#any also thin>s about the 'uture o' the e#loyees by rovidin3
distance learnin3 courses and throu3h internal !ob ostin3s.
The Policy i#le#ents e0uitable" scienti'ic and ob!ective syste# o'
rewards" incentives and control.
The e#loyees 'eel that they are aid 'airly 'or the contributions they
#a>e to co#anys success.
Study shows 3enerally e#loyees are aware o' the basic olicies but
not over all" which #ay a''ect the roductivity"bene'its and other asects
o' the e#loyees and the or3anisation.
The Policy i#le#ents e0uitable" scienti'ic and ob!ective syste# o'
rewards" incentives and control.
The Policy reco3ni;es worth contributions in ti#e and aroriately" so
as to #aintain a hi3h level o' e#loyee #otivation and #orale.
The e#loyees a3ree on the art o' their er'or#ance that they >now
what is e*ected 'ro# the#.
The e#loyees understand how their wor> 3oals relate to co#anys
3oals.
The e#loyees are not satis'ied with the co##unication and decision 5
#a>in3 rocess as it lea>s the in'or#ation related to or3ani;ation.
The e#loyees 'eel that they are not aid 'airly 'or the contribu tions they
#a>e to co#anys success.S
.,
+on-l)sion
This ro!ect reort bein3 'irst ever by #e will hold a secial lace. I have tried
to >ee as scienti'ic aroach as ossible and re'er to #aterial whenever
necessary to #a>e #y wor> as reliable as ossible.
The H2 olicies 'ollowed in HCL are 'air" aroriate and al#ost accetable to
the e#loyees e*cet so#e o' the cases. %#loyee beni'its" e#loyee related
olicies" ?eneral in'or#ation olicies" Trainin3 and /evelo#ent olicies"
e#loyee career related olicies" wel'are and security olicies are #a!orly
e#hasised and 'ollowed with all recautions.
Fro# analysis I co#e to conclude that e#loyees are not all aware about the
several olicies 'ollowed in their or3ani;ation which lead to their unutilised
bene'its o' so#e olicies and their urose o' 'or#ation.overall about the basic
e#loyee olicies are 'ine and the e#loyees are satis'ied with the#.
Areciation and !ob satis'action level are the areas where the or3ani;ation
need to 'ocus.These olicies overall e''ect the satis'action level o' e#loyees
as well as the wor>in3 environ#ent.better olicies hel in retainin3 the best
e#loyees and utilise the hu#an caital 'ully by #otivatin3 and increasin3
their #orale and ;eal.
2 $ 2" Trainin3" Co#ensation is satis'actory but Per'or#ance Mana3e#ent
Syste# needs to i#rove to retain the e#loyees.
Last but not least I than>s #y ro!ect suervisor Ms. Charu Chauhan and all
other e#loyees there 'or 3ivin3 #e valuable advice and ti#e to #a>e this
ro!ect ossible.
As the ro!ect draw to an end I hoe I have been able to ortray HCL5C/C in
the roer li3ht and succeeded in achievin3 what I started out.
.3
The overall learnin3 and e*erience will surely hel #e in #y 'uture as I will be
aware o' certain thin3s o' or3ani;ational behavior" #ar>etin3 #ana3e#ent"
custo#er relationshi etc.
1y the hel o' this trainin3 I will not be new 'or any or3ani;ation" as I can easily
coe u with internal as well as e*ternal environ#ent o' the co#any.
This trainin3 3ives #e the taste o' cororate sector that how we can survive in
this co#etitive environ#ent which is necessary to understand.
,i/itations
The duration o' the survey was li#ited so it does not cover all the
e*ecutives o' various deart#ents 'or the survey.
Since the H2 olicies art is very vast area with lots o' a#end#ents
3oin3 on ti#e to ti#e it was di''icult to study n analy;e each olices on
the basis o' its e*ecution in the or3ani;ation in such a short san o'
ti#e.
.=
'e-o//endations
Since t!e HR policies on "!ole is not 5no"n or t!e employees
re not "re of ll policies s nlysed from t!e dt collected*t!e
ne" policies or t!e e@istin# policies "!ic! re bein# mended time
to time my be put on !old or probtion period for some durtion
durin# its formultion or mmendment on t!e #enerl des5 or
intrnet so it cn #in t!e ttention of most of t!e employees.
Since ,3I of t!e employees re not stisfied "it! some of t!e
policies li5e leve mn#ement policy etc. follo"ed t!e reson for
t!e sme cn be determined or "or5ed upon becuse ll most ll
t!e employees re stisfied for t!e HR policies follo"ed so it my
possible t!et t!e di#onised prt or policiy my be relly loop!ole
in t!e system.
Trineees "!ic! re in t!e IT sector cn be #iven stipend.
Tlent e@press s!ould be modified to #rb Eulity resources.
'eeds of employee1 enric!ed job profile* better creer pt!*
c!llen#in# "or5 environment s!ould be #iven more emp!sis.
Since HCL CDC is !vin# tr#et bsed strte#y to run its business
t!ese need s!oulb be #iven constnt emp!sis to retin nd ttrct
#ood employees.
Since HCL CDC consist of more of t!e triners s employees to
#ive "orld clss 5no"led#e to its student t!ey s!ould be !i#!ly
5no"led#ble nd updted "it! ltest IT pplictions.
.B
For buildin# brnd lolity nd po"erfull im#e in t!e IT sector
HCLWCDC s!ould !ve best !umn cpitl in every field to
promote t!e brnd s "ell s build ston# im#e in t!e mr5et
specilly by plcin# t!ese students "it! #ood pc5e#es or #ive
plcement ssistnce.For t!is !i#!ly devoted emplyees re neede
nd t!t is possible only by providin# t!ese employees "it! best
fcilities nd ri#!t "or5in# condition "!ic! lredy is of stndrd
nd it s!ould be mintine nd improved constntly "it! ne"
employee needs.
T!e !umn element of or#ni;tion is t!e most crucil sset of n
or#ni;tion.t5in# closer perspective Mit is t!e very Eulity of
t!is sset t!t sets n or#ni;tion prt from t!e ot!ers* t!e very
element t!t brin#s t!e or#nistinFs vision into fruition. So t!e
policiy formtion deprtment s!ould revise t!e compenstion nd
performnce pprisl systems re#urly.
.D
BIBLIO!RAPH1
BOOK0
0. 9R8A'IQATI9' 7&HA(I9%R 7) LAT& PR9F.A'A'T R.SAPR&
,. STRAT&8IC H%6S' R&S9%RC& 6S'S8&6&'T/>.PRASAD
3. 9R8A'IQATI9' C%LT%R& 7) >.ASH?ATHAPA
OTHER LITERATURE
HCL HA'D799>
0EARCH EN!INE0
8998L&
EB0ITE0
www.hcltech.in
www.hclin'osyste#s.in
www.hclcdc.in
www.citehr.co#
www.hrco##unity.co#
www.wi>iedia.or3K
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