ABOUT HCL
HCL Technologies Limited is a global IT services company headquartered in Noida, India. It is primarily engaged in providing a range of outsourcing services, business process outsourcing and infrastructure services. HCL Technologies is fourth largest IT company in India and is ranked 48 in the global list of IT services providers.
HCL provides services across the following business lines -
Engineering and R&D Services (ERS) - offering services in Hardware, Embedded, Mechanical and Software Product Engineering.
Enterprise Transformation Services (ETS) - offering services in the areas of Independent Verification and Validation, Process Transformation, Data Management, Integration Services, Architecture Services, Disruptive Technology Services, IT Strategy, and Change Management.
Business Processing Outsourcing (BPO) - division of HCL Technologies Limited has delivery offices across India, UK and USA.
Enterprise Application Services (EAS) - focuses on areas like in ERP, SCM, CRM, HCM, EPM, BI and Middleware. This group is now part of HCL AXON, subsidiary of HCL Technologies, formed after HCL Tech acquired Axon Group plc for £440m cash offer in 2008.
HCL HR EDGE:
CATALYST PROGRAM:
| 1) Key Account Management Workshops (KAM) are conducted at regular intervals involving sales & marketing teams. The KAM training explores new approaches in developing and leading accounts and in customer sensitivity. | |
| 2) Assessment Centers have been designed to ensure high professional skill levels and to inculcate the desired behavior of employees. The assessment centers are carried out at all levels and functions within the organization. This also greatly helps us to align the employee’s development objectives to the organization. | |
| 3) An exhaustive training model to create global engineers where the fresh ‘out of college’ engineer or an experienced sales executive follows a structured path going up the certification levels. Computer Based Trainings (CBTs) are easily accessible to all employees so that they can train themselves at their own pace and convenience. | |
| 4) Instant reward scheme, which reward not just results but also the effort, which goes behind it. | |
| 360° appraisals: HCL has successfully carried out 360° appraisals to help facilitate personal and organizational growth. | |
| Mapped Career path: At HCL, the belief that career is a path and not a destination is the philosophy behind chalking out the career path for each of our fellow employees. Be it a lateral move, or vertical growth, all decisions are taken keeping in mind the interest of the individual. | |
| Awards: Performers in HCL get the annual awards for their contribution to Comnet's growth. Award types include Value Creators, Benchmark, Eureka and Pinnacle Awards. | |
| Induction: An extensive one-month induction program is conducted to bring any new recruit up to pace with the culture, work ethics and tech environment of the organization. |
CATALYST ENABLING ENVIRONMENT PROGRAMS:
Open house: Conducted at the initiative of any employee in the organization, this forum could be organization wide, department specific or even team specific.
Celebrations: Marriages, birthdays or any such occasions are celebrated with much fanfare to live up to the culture of fun and excitement that we propagate in HCL. Games, spoofs, and movies during the weekend provide a chance for everyone to get together to participate in fun filled activities and unwind.
Newsletters: There are a number of newsletters and e-zines which come out regularly - featuring articles contributed by employees, write-ups on industry trends, training schedules or interviews by industry bigwigs.
Intranet: To satisfy the high need of information of employees, each one has access to the intranet, which is updated regularly and has information on just about anything Comnet is into. New accounts, technologies, business models, revenues, future plans and bulletin boards – some of the heads under which the information is updated daily.
Chat: With a large number of employees at client site and overseas, it’s imperative that they keep in touch with each other or their respective teams - the chat lines help facilitate this.
HCL HR SOLUTION :-
The process serves two objectives: it helps HCL to tell its employees that the company listens to and solves their problems faster than anybody else. The system has other benefits too in terms of cost.
As more and more people join the organisation, HCL does not have to increase the size of its HR department. The system can handle four times the number of queries from employees with the same number of people in the HR department.
The use of IT has also helped HCL reduce the role of the HR department in deployment of people. When they want extra people for a particular project, the line managers simply have to fill up their personnel requisition forms in the company's Intranet.
The system automatically tracks down the people available for a particular kind of job and informs the line managers. To ensure that the system works effectively, a weekly recruitment tracker is circulated to all the business heads on the status of positions opened by them. This reduces benching, improves cross-functional flexibility at all levels and cuts down bureaucracy.
Desktop Wallpaper is another HR initiative followed by HCL. All company employees across the world have common wallpaper on their desktops. One of the popular sections in this wallpaper is the weekly employee poll, in which questions related to various initiatives, strategies, new processes and so on are posed to employees. The results are shared next week on the wallpaper and actions are initiated to address the popular mandates.
Eighty per cent of the company's induction programme is done through the use of IT. HCL Comnet, for instance, has a special site for new entrants. Called the New Comnetian website, the site is a one-stop shop for all information the trainees need to get inducted in Comnet and constitutes the self-learning component of the induction programme.
| HR: Functions | |
|
HCL HR DEPARTMENT RESPONSIBILITIES
Human resource (HR) department deals with wide range of activities from strategic planning level to the day to day operations level. Therefore defining roles and responsibilities of HR manager is a quite complex task but some of the functions carried are summarized below.
- Involvement in the strategic planning process
HR manager gets involved in the strategic planning process of the organization and identifies HR as a core competency of the organization. When HR is assumed as a core competency HR becomes a competitive advantage for the organization and HR manager is responsible of developing the HR of organizations to bring the stated competitve advantage to the organization.
- Forecasting the labour requirement
The HR manager holds the responsibility of forecasting the labour requirement of the organization in the future based on the future level of sales/production level of the organization. The labour forecast may identify the need for need for hiring or firing employees.
- Recruitment
Once the labour forecast is done organization can identify the need for more labour in the organization if the existing workforce is not sufficient to handle the future workload. In such a situation HR manager has to recruit new potential candidates to fill the vacancies. Recruitment is the process of creating a pool of potential candidates who can be employed to fill the vacancies.
- Selection
Selection is the process by which the most suitable candidate is selected from the recruited pool of candidates. Selection is done by carrying out various types of tests and interviews. HR department/manager is responsible of selecting the most suitable employees to fill existing vacancies.
- Induction
Induction is the process by which new employees are made familiarized with the organizational environment. Once the employees are selected they need to be introduced to other staff of the organization and they should be given necessary guidelines about the organizational culture and the procedures.
- Training
Once the employees are done with the induction they become an employee of the organization but the skills they possess may not be adequate to carry out required tasks. The need for training arises when the there is a gap between expected level of skills and the current level of skills of an employee. If a there is a training need HR department has to design training programs and execute them.
- Motivation
HR manager is responsible of motivating employees to carry out their duties of a timely and accurate basis.
- Performance Appraisal
This is where the employees performance are evaluated based on expected level and the actual level of the performance. HR department needs to design performance appraisal systems to appraise the employee performance on a fairly manner.
- Rewarding employees
Once the employee performance evaluation is done HR department needs to design good employee rewarding packages to reward well performing employees. These rewards could be of monetary or non monetary in nature.
- Managing Carrier Growth of employees/Promotions
HR department is responsible of managing the carrier growth of employees where they needs to promoted in the carrier ladder if they are suitable to fill existing vacancies in high ranks of the organizational structure.
- Managing redundancy
When the organization decides that thy no longer need the service of certain employee they need to be sent to be given the redundancy notices and have to be paid the redundancy charges. HR department has to manage this process.
- Managing employee grievance
HR department needs to accept the grievance and complaints submitted by the employees about their problems. HR department need to listen to grievance and should come up with solutions to solve problems.
- Managing complains about employees
There can be complaints about employees regarding poor performance, bribery, misbehavior and so on. HR department needs to hear those complains and make necessary steps (advising/punishing employees) to solve those issues.
PLACEMENT PROCEDURE:
Academic Qualification: MinimumGraduate (Recognized university) for all positions.
Process:
Once the candidates resume is screened based on the Job Description, the candidate will be eligible for an interview.
For all short-listed resumes, the candidate will have to take up three levels of interview (Step by step) as follows.
If the candidate is a local candidate, he/she must fill Candidate Information Form.
Level 1: Personal discussion & HR round (Telephone/ Face to face)
Level 2: Technical Round (Telephone/ Face to Face)
Level 3: II Technical Round with US Team (Telephone) All the evaluations about the candidate should be recorded in the Candidate Evaluation Form
Reference check: Reference check is MUST for all recruitments and HR should always ensure that Reference check is done before or after extending the offer to a selected candidate. However, it’s mandatory that it is done before he/ she is appointed the organisation. In exceptional cases, it is done before confirmation.
a) Candidates selected after rounds of interviews would be asked to provide the names & contact details of at least 2 persons as his/herProfessional References,and
b) HR would contact these references and the comments & remarks of the referees would be documented and preserved for future records.
c) HR in some of the critical cases may also carry out an Independent Reference Check through the respective Placement consultants (who had sourced the CV of the concerned candidate), who would check with atleast 2referees (one each from 2 different organizations) whom the concerned candidate had worked with in the past
GENERAL REVIEW FOR HCL:
Pros
Extremely innovative company always coming up with new services and offerings. Best senior leadership I've ever been around
Cons
Very fast-paced and demanding - not for everyone
Advice to Senior Management
Keep focused on your employees and maintain the culture of empowering them to succeed Too much politics You can be
CONCLUSION
The Human Resource Management team’s main function is to manage people. There are positive and negative aspects of this function; first of all, the HR department enriches the organisation through recruitment procedures and an example an effective HR team in this area is Tesco Ireland. HR department also ensures that members of staff follow a general direction by frequently clarifying and reminding them of the organisation’s goals. Besides this, they are also responsible for organising incentives or compensation packages to motivate employees. All these functions contribute towards organisational effectiveness. However, there are some negative aspects of HR; it has to bear the burden of blame if an employee performs poorly like the Arthur Andersen Company. Besides this, some policies made by the department may be detrimental to the Company like in the Home Depot Company’s case. Improvements to their role can be done by arranging training for staff members, organising activities for the organisation and changing organisational culture.
No comments:
Post a Comment