Role of Study Center in Higher Education

Role of Study Center in Higher Education THE ROLE OF STUDY CENTER IN HIGHER EDUCATION IN INCREASING LINKAGES AMONG INDUSTRY UNIVERSITY GOVERNMENT (TRIPLE HELIX MODEL) Alimatus Sahrah Faculty of Psychology, University of Mercu Buana Yogyakarta Abstract Triple helix model which requires the existence of linkages Industry University Government is believed to accelerate the achievement of the Indonesian Developmental Vision of 2020. Case study of the existence of Study Center in Higher Education, conducted using SWOT analysis method, proven able to improve the linkages among Industry University Government. Triple helix model facilitates the creation of mutual collaboration among the three parties involved. It is hoped that a more open relationship and mutual benefit will be conducted between the academics and the government, academics and business, and business and the government. Key word: Triple Helix Model, Linkages among Industry University Government, Study Center in Higher Education, SWOT analysis INTRODUCTION According to Legislative Act Num. VII/MPR/2001 on November 9, 2001 on Future Vision of Indonesia, Indonesian Vision of 2020 is to make Indonesia as a religious society, humane, united, democratic, just, prosperous, advanced, independent, and good and clean in the nation administration. It is also important to note that the achievement of Vision 2020 took place in an era of global free trade, in which Indonesia is also a member of ASEAN, should succeed the ASEAN Vision 2020, and also because it is also a member of APEC, it must also succeed Digital Economy of APEC. Thus the nature of life in the era of globalization characterized by liberalization of trade and investment could no longer inevitable. Even developed countries already preparing themselves to face the situation by futurologist Keniche Ohmae (Lukita. ) called the borderless world situation. This trend makes the trade growing so rapidly, that no longer able to predict the direction of its development. The development of thes e global world enormous changes forces every country, including Indonesia, to encourage the acceleration of technology and knowledge as a basis of its competitive excellence. One of the significant changes in the world today is an international economic development that leads to a Knowledge-Based Economy (KBE). In this KBE, knowledge and innovation are considered more influence economic activity, which will ultimately determine the economic welfare of the people of a country. Rapid technological development affects competition and rapid changes in business environment. The factor of such technological development is a determining factor of a company success, because it will be directly related to the companys management effectiveness in producing the knowledge to create new technologies. This condition occurs in both the industry and national economy (governance) level, that the industry or economic performance depends on the ability to process knowledge in creating innovation. In order to anticipate the changes above, then the Higher Education needs to change the educational paradigm from the old industrial education pattern to a new industrial entrepreneurial education, to encourage the creation of knowledge based economy. In this case, knowledge is power is useful to improve competitiveness of the nation. Therefore, the Higher Education as knowledge-producing institution needs to improve management of its organization in order to accelerate the achievement of the nations vision. The Role of Higher Education as a motivating factor of   knowledge production is first mentioned in the form of Mode 1, which is a modality of knowledge production in which knowledge is produced in the context of a particular discipline, now shifts to the modalities of Mode 2 knowledge production, in which knowledge can be produced more spread, not only centered on the university, thus enabling the cooperation between the industry university government that has the same interest in problem solving (Gibbons in Hidayat, 2001). The issue of linkage between industry and university R D institution is a central issue in the discourse of science and technology policy. In the discourse of science and technology policy in Indonesia is often discussed the importance of the concept of Triple Helix model and the concept of ABG (Academician, Business, and Government) in the development of science and technology (KRT, 2001). ABG concept refers to a condition in which the R D in universities and government, and industry in a strong bond, which allows for cooperation and synergy among them in the development and utilization of science and technology. Therefore, programs that allow for the linkages among the three pillars become indispensable. Referring to the three pillars of linkages with the Triple Helix model, the Ministry of Research and Technology with a program of RUK (Riset Unggulan Kemitraan/Competitive Research Partnership) provide incentives to programs that conduct research cooperation among university R D institutions, industry and government. This is also supported by the development of the developed countries that encourage such cooperation, so that can make a tremendous acceleration in the development of their knowledge and technology. A Study Center in Higher Education was formed to be a forum of interdisciplinary study in a particular field. Study Center was founded with the intention that the University can increase productivity and innovation of products or services are produced to the public. Thus, the existence of Study Center in Higher Education should be able to help the College or University in their task of Tri Dharma. In general, according to Pedju (2009) universities should be able to go forward and be able to create strategies to develop the nation (university led development strategy), because almost all the aggregates in the modern university is able to support it, especially with government policy that has facilitated the education budget of 20% as now it is. Only Pedju (2009) still questioned the existence of the modern mindset of existing human resources to be able to represent the vision and mission of the university towards a knowledge-based society. Referring to the description above, this study aimed to review whether the presence of Study Center in Higher Education can play a role in strengthening links among universities industry government (triple helix model) in order to prosper the nation. In this case the Study Center should be interpreted as the spearhead of Higher Education to produce knowledge that creates innovation in the achievement of the vision the nation itself. TRIPLE HELIX MODEL: Universities, Industry and Government Triple helix is a term used to name a concept of university-industry-government partnership that synergize in developing the capacity and functioning of S T (Science Technology) for the nation development processes (Sasmojo, 2011). Etzkowitz, (2008) defined Triple helix as the three different spheres of business, higher education and public institutions working together on new tasks and in new fields. These three spheres together, and not only by themselves, make it possible to obtain an enhanced outcome from the cooperation and invested capital, in the form of innovative new products and solutions. A triple helix regime typically begins as university, industry and government enter into a reciprocal relationship in which each attempts to enhance the performance of the other. Each institutional sphere is thus more likely to become a creative source of innovation and to support the emergence of creativity that arises in other spirals. Through this model, Etzkowitz and Leydesdorff (2000) and Leydesdorff and Etzkowitz (1998) tried to analyze new form of institutional forces in innovation system (Fig. 1). Interactions among actors in innovation systems are Further explained in more detail by the Triple Helix Model. The triple helix is a spiral model of innovation that captures multiple reciprocal relationships at different points in the process of knowledge capitalization (Etzkowitz, 2002). The first dimension of the triple helix model is an internal transformation in each of the helices, Such as the development of lateral ties among companies through strategic alliances or an assumption of an economic development mission by universities. The second is the influence of one helix upon another. The third dimension is the creation of a new overlay of trilateral networks and Organizations from the Interaction Among the three helices, formed for the purpose of coming up with new ideas and formats for high-tech development. The triple helix denotes the university-industry-government relationship as one of relatively equal, yet interdependent, institutional spheres overlap and take the role of the other. Etzkowitz and Leydesdorff (2000) wrote on three Kinds of triple helix model: Triple helix model where there is great role of a country in directing university and industry and the relationship the between them. A strong version of role can be founded in the countries left by Soviet and East Europe, while softer version can be founded in Latin America and some European countries like Norwegian. This kind of Triple Helix model can be shown in Fig. 2. This first triple helix model is described as a model fail by Etzkowitz and Leydesdorff. With low bottom up initiative, innovation is lacking of appropriate stimulus. The second triple helix model consists of separate institution with rigid boundary circle dividing three of the actors and describe separate relation one to another. This model occur as a respond to the first model of the which bring the policy of laissez-faire (free competition) lowering the role of the country as shown in Fig.3. The last model indicates the presence of knowledge infrastructure in the form of piece of institutional roles sharing the circle each other in form of hybrid organization shown in the three interfaces of the circle. This model is developed country mostly implemented in the more directed to the forming of relations. This model is shown in Fig.4. KIN (Komite Inovasi Nasional) (2011) berpendapat bahwa tiga pilar penopang sistem inovasi menurut konsep model triple helix, yakni (1) Perusahaan, yang dalam hal ini dapat melakukan pembelajaran teknologi secara interaktif, aliansi teknologi dan pengetahuan, kemitraan litbang, dan pengembangan human capital dalam melakukan penelitian dan pengembangan.   (2) Institusi pendidikan, yang dalam hal ini dapat melakukan pendidikan dasar dan lanjutan, pelatihan vokasional, perlindungan HKI, kemitraan litbang, pengkajian, perluasan informasi teknologi; (3) Pemerintah, yang berperan dalam pembuat regulasi dan insentif. Misalnya regulasi pajak, persaingan sehat, alih teknologi, standard pengelolaan dls. Konsep ini seperti dijelaskan Pedju, 2009 pada Gambar 5. KIN (Komite Inovasi Nasional/Committee of the National Innovation) (2011) argues that the three pillars supporting the innovation system according to the concept of the triple helix model, namely (1) The company, which in this case can do an interactive learning technology, alliances   technology and knowledge, R D partnerships, and human capital development in research and development. (2) Educational institutions, which in this case can do the primary and secondary education, vocational training, protection of IPR, R D partnerships, review, expansion of information technology, (3) The Government, which plays a role in regulatory and incentive. E.g tax regulation, fair competition, technology transfer, standard management, etc. This concept is as described Pedju, 2009 in Figure 5. STUDY CENTER IN HIGHER EDUCATION SWOT ANALYSIS This research takes a case study of 10 profiles of various University Study Center in Indonesia. From the profile of the study centers can be described that: The background of the formation of Study Centre: To search for potential or rare resources, through a particular approach (typical), in order to obtain the maximum benefit to the public long term welfare and to enhance the competitiveness of nations in this competitive era, so that it is necessary to have a place to examine certain forms of management that can increase economic productivity by leveraging existing resources. Vision of the Study Center: To realize a study center that became the motivator and the driver for socialization and development of innovation and improves productivity with a particular approach, in order to realize a productive, prosperous and globally competitive industrial community. Mission of the Study Center: (a) Increasing awareness of industry and society to Product Development and Innovation, (2) Provide assistance to the industry in improving the Product Development and Innovation. (C) Encourage the creation of the community who appreciate the Product Development and Innovation. Goals and Objectives Formation of Study Center: (a) Develop subjects related to the formation of Study Center to help the process of learning and teaching in the faculties concerned; (b) Develop Study Centre management in the broadest sense in an interdisciplinary manner to obtain an increase in productivity with quality expected, (c) Develop an interdisciplinary collaboration between experts of study centers and the experts from other fields in various faculties to increase the active role of the University in national development, (d) Implement the cooperation with various agencies / institutions both at home and abroad government, private, state, and international institutions; (e) Develop information systems of study center for anyone working on either expert users, students, private, and community, (f) Scientific Society: Being a center of study and research in the field of Study Center. Product Development and Innovation, through various activities including discussions, genera l lectures, seminars, workshops, training, and cooperative research; (g) Industrial Society: Being an institution that can help the Society for Industrial Product Development and Innovation. Work Program Service provided by Study Center: Education: (i) Help develop subjects related to the field of Study Center in various faculties, (ii) Holding seminars, symposia, workshops, and other scientific meetings as a vehicle for community and science development, (iii) Publishes journals and another appropriate communications media; Research: (i) To submit a research proposal to the parties involved, (ii) Conduct a study to obtain the form of resource management in different scientific areas, (iii) Develop appropriate technological review in the field of study center management, (iv) Establish cooperation research with research institutions related Community Service: (i) Cooperating with the central government, local governments, state enterprises, public enterprises, private enterprises, and others to seek solutions to problems encountered in this field, (ii) Providing training services to the executor in the field, (iii) Building a network that cares about the field of Study Centre. Organization and Human Resource of Studies Center:   Study Centre is directly under the Rector not under the management of a particular faculty anymore, but the human resources are still borrowing from existing personnel in the various faculties at a university. From the SWOT analysis conducted on Study Center at the University in its efforts to strengthen the relationship university industry and government, it can be concluded that: Strength of the existence of Study Center in Higher Education are: (1) Allows for a review of an area in an integrated and interdisciplinary problems, (2) Being a vehicle for the gathering of experts to discuss an integrated knowledge to form a specific scientific community, (3) Facilitate relationships with the world outside the university, so it does not require a long bureaucratic, (4) the accumulation of matter, materials, or references associated with a particular problem areas, Weaknesses of Study Center in Higher Education: (1) Unavailability of human resources remain to be still in the organizations of Study Center. The existing personnel are those who are usually have a baseline on a particular course. So the presence in the Study Centre is just a side job, (2) Unavailability of an adequate budget for the Study Center in conducting its activities, so it will be a burden for Study Center because they must absorb funds outside the university to finance their activities, (3) The absence of workload analysis of the lecturer who are not only burdened with duties as a lecturer as the main task but also do research to fulfill the demand of the society; (4) The topics of research conducted by the study centers were more likely to an order from society, so the possibility of innovative research ideas become stunted existence. This right includes freedom to be creative from the lecturers to be somewhat less obstructed, (5) the highly dependency in the case of fund ing to the government through a grant from DIKTI or Research and technology Ministry. Opportunities that can be achieved with the existence of Study Center in Higher Education: (1) Availability of funds that exist in every state as a form of corporate social responsibility towards the community, (2) The existence of new opportunities for universities to move to a more central position in society. For instance research as a source of new knowledge for the knowledge economy. In the era of globalization, economic competitiveness increasingly depends on innovation. Innovation in turn is often interesting both on scientific and technological knowledge. University, as the main source of new scientific knowledge, hence has a chance to play a more central role in contributing to innovation, competitiveness and economic development, (3) allow the external demand for Higher Education and continuous learning skills. In order that a company can produce a competitive product, it must continuously keep innovating so their product can be accepted by society, so Higher Education thro ugh their Study Center should be ready to increase the knowledge and skills continuously to create higher added value products that produced, (4) The existence of new information and communication technologies that could revolutionize the ways of lecturer teaching and learning to be more sophisticated. Using sophisticated technology, Higher education can offer new ways that may be much more effective for lecturers in providing good teaching in the classroom. Sophisticated technology can also start changing the process of research and knowledge production in a number of ways. These include a dramatic increase in the modeling and simulation to complement traditional experimental approaches, as well as enhance the ability of researchers to collaborate in larger groups in distance in a more effective way. The threats of the existence of Center for Studies in Higher Education: (1) Increased pressure on universities to meet the needs of the community and in many cases more specific industry needs. Some see this as an important threat to the autonomy of universities and basic research and long-term survival of science (eg Ziman, 1991 1994), (2) The second threat seen from the effects of globalization itself that characterized by the development of new information and communication technologies growing rapidly, which makes the students demanded a possibility of continuous learning after they finish studying in Higher Education, or it can be said that the increase in expectations of students to not only learn in their Universities but also want to continue straight to work, career in industry-related scientific, (3) The possibility of weakening the relationship between research and teaching. As pressure builds on academics to teach more students, to teach more efficiently, and to provide the specific skills required by the economy and society, may having adverse consequences for research. Conversely, the pressure to conduct research (often associated with national priorities, whether economic or social) and to publish (both to improve the career prospects of individuals or research institute) can lead to less emphasis in teaching. DISCUSSION The result showed by the SWOT analysis conducted on the existence of Center for Studies in Higher Education in order to produce knowledge and innovation, there is a factor of considerable strength and opportunities, although it still must be also addressed the existence of barriers or weaknesses and threats that exist. This is very useful to be able to formulate what strategies should be used for the linkage of the three pillars of the triple helix model is becoming increasingly apparent. The Triple helix facilitates the creation of mutual collaboration between the three parties involved. With the triple helix, expected a more open relationship and mutual benefit can be made à ¢Ã¢â€š ¬Ã¢â‚¬ ¹Ãƒ ¢Ã¢â€š ¬Ã¢â‚¬ ¹between the academics and the government, academics and business, and business and the government, so that the role of higher education is not hampered by structural constraints in the implementation of functions in addition to education and teaching as well research and commun ity service. In a changing environment, universities as the main source of new knowledge and skills are necessary for the creation of knowledge-based economy, because the university could almost be a machine of economy itself. In this scenario, the university rather than under threat, but will become more central. A Study Center for Studies in higher education actually has the higher ability to conduct research and development in the field of science and technology, because here are usually available sophisticated science and technology infrastructure and high-quality human resources are relatively sedentary and expert in their areas of knowledge. However, because the research requires funding not less, and always expect the government research grants are not possible, then they have to look for new breakthroughs happen (Pranyoto, 2008). Register and take care of Patent Rights from the results of research conducted can be an alternative answer. In addition to creating the phenomenon of triple hel ix in university, industry and government, can be pursued for example a company hires an academics to become a business people, or vice versa, or it may be possible that governance staff become an academics at the University. This can happen only if there is mutual openness and mutual collaborative cooperation between the three parties. The above description was consistent with the explanation Etzkowitz Leydesdorff (1995), regarding third-party linkages in the triple helix model of this. Explained that if for example there is an established industry based on the triple helix model would have to allow for the process to stimulate innovation in academician, business, and government (ABG) as the main actors in innovation systems. Therefore, synergized cooperation Among Those three actors is expected to occur, so in the long term, industry will have high competitiveness through its capability to innovate. Some Important features of this model mainly include: (1) ABG Transformation in relation to result in knowledge. Role of the parties INVOLVED is more on the integrated relationship than the transfer of knowledge through intermediaries, (2) Recursive interaction. Relationships Among the parties are more in form of continuous development process, (3) Vague roles and Limitation (fuzzy border) among actors. University, fo r example also takes its role in developing entrepreneurial, while private has its role in academic dimension, (4) Micro-level of analysis in an institutional context. This institution is not only related to organization but also relationships, interaction, and rules / policy, and other aspect like norm and tradition. Another perspective that tries to explain the changing role of universities as producers of knowledge is the conceptual framework presented Leydesdorrff and Etzkowitz (2001). According to this perspective the stronger linkages between universities, industry, and government can be modeled with a triple helix. In this model, university viewed as has taken a new role (in addition to the role of teaching and research), namely the role of contributor to economic development. According to Etzkowitz (2008), this new role, often referred to as entrepreneurial university, which is the second revolution in the development of the university (Mode 2). The first revolution occurred when the university which was originally only served as a place of teaching (Teaching University), then take the role of research (Research University), and subsequently the university began to take on missions contribute significantly to the economy in this era. CLOSING The existence of Study Center in Higher Education as a container of interdisciplinary study in a particular field, it actually has considerable potential to play a role in the development of science and technology. The existence of Study Center in Higher Education was proven in improving the linkage University Industry Government. Triple helix facilitates the creation of mutual collaboration between the three parties involved. It is hoped that a more open relationship and mutual benefit can be made à ¢Ã¢â€š ¬Ã¢â‚¬ ¹Ãƒ ¢Ã¢â€š ¬Ã¢â‚¬ ¹between the academics and the government, academics and business, and business and the government, so that the role of higher education is not hampered by structural constraints in carrying out the functions of research and community service in addition to the function of education and teaching . Universities are expected to take his new role as entrepreneurial university, which is the second revolution in the development of the university (Mode 2). Bibliography Etzkowitz, H. and Leydesdorff, L. (1998), The Endless Transition: A Triple Helix of University-Industry-Government Relations, Minerva 36, 203-08. Etzkowitz, H. and Leydesdorff, L. 2000. The dynamic of innovation: from National System and Mode 2 to a Triple Helix of university-industry-government relations.   Research Policy 29. Etzkowitz, H., Leydesdorff, L. (1995). The Triple HelixUniversity-Industry- Government Relations: A Laboratory for Knowledge Based Economic Development. EASST Review 14, 14-19. Etzkowitz, H., Leydesdorff, L. (2000). The Dynamics of Innovation: From National Systems and Mode-2 to a Triple Helix of University-Industry-Government Relations. Research Policy, 29(2), 109-123. Etzkowitz, H., 2002. Networks of innovation: science, technology and development in the triple helix era. International Journal of Technology Management Sustainable Development 1, 7-20. Etzkowitz, H., Leydesdorff, L. (2000). The dynamics of innovation: from National Systems and Mode 2 to a Triple Helix of university-industry-government relations, Research Policy: Vol. 29, No. 2, pp. 109-123. Ezkowitz, H. (2008) The Triple Helix: Universtiy, industry and Government, Routledge, London. Gibbons, M. (2000) Universities and the New Production of Knoeledge: some policy implications for Government. The material appeared in Summers Institute. Dalam Hidayat, D. (2001) Keterkaitan antara Perguruan Tinggi dan Industri: Analisis Historis di Negara Maju dan Pelajarannya bagi Negara Berkembang. Laporan Penelitian Kerjasama Pusat Penelitian Perkembangan IPTEK dan LIPI. Ketetapan MPR Ketetapan MPR No. VII/MPR/2001 tanggal 9 November 2001 tentang Visi Indonesia Masa depan KIN (Komite Inovasi Nasional) (2011) Menuju Negara Maju Berbasis Ekonomi. Laporan Komite Inovasi Nasional pada Forum Guru Besar ITB. KRT (Kementrian Ristek) (2001) Indikator dan Analisis Sistem Inovasi Nasional (2001), Laporan Teknis, Proyek kerjasama PAPPIPTEK-LIPI dengan Kementrian Riset dan Teknologi. Leydesdorff, L. Etzkowitz, H.   (2001). The Transformation of University-industri-government Relations. Electronic Journal of Sociologi: 5, 4 [http://www.icaap.org/iuicode?1.5.4.1] Pedju, A. M. (2009) Penerapan Konsep Triple Helix dam Strategi Pembangunan yang dipandu Universitas. Artikel Seminar Nasional Akademi Ilmu Pengetahuan Indonesia. Medan. Prayoto (2008) Peranan Perguruan Tinggi dalam Pengembangan IPTEK. Paper dalam Seminar Nasional Dies Natalis UGM ke 45. Soemarwoto, B. (2012) Triple helix in Indonesia Mission imposible?. The Jakarta Post, Amsterdam: 5 Januari 2012 Tuwo, L. D. (2011) Kajian Visi Indonesia 2020. Artikel BAPPENAS. Ziman, J. (1994), Prometheus Bound: Science in a Dynamic Steady State, Cambridge University Press, Cambridge. Ziman, J. (1991), Academic Science as a System of Markets, HigherEducationQuarterly, 12, 57-68.

Silas Marner :: essays research papers

A Comparison of Silas Marner and Godfrey Cass Godfrey Cass and Silas Marner are perfect foils. They each developed along similar lines but each differed at certain points. Both were affected by Eppie but Silas was the one who benefitted the most from it. Eppie’s interaction with both also shaped the way they love each’s closest people. Godfrey and Silas were both self imposed loners. Godfrey had a to keep his first wife a secret from everybody especially, Nancy Lammeter. This meant he had to keep more than a polite distance away from her. Cass had a traitor near to his heart. His brother, the theif and all around scoundrel blackmailed poor Godfrey to keep his secrets hidden. Silas was betrayed by his whole previous life. The church had let him down and his closest freind had robbed him. This supposed freind even set him up for an accusation of murder. To top it all off, Silas’s wife to be was also taken by this wolf in sheep’s clothing. This type of betrayal makes a person hate humanity especially in such a close knit community. Silas moved himself to the fringes of civilization. He cared for no one and wanted no to care for him. Both of their attitudes changed when Eppie arrived. Godfrey knew that he could marry Nancy now beacuse his old wife had died. This also showed how shallow he was. Godfrey thought he could throw money at Silas and he would be very compliant to give Eppie back to her ‘rightful’ father. Yet at the final moments of ths confrontation Eppie’s arrival unleashed a side of Silas not seen for fifteen years. He became a caring human being again. Silas took great steps to insure Eppie’s happiness even going to church again and associating with the other villagers. While the Church part was somewhat bewildering to him, the villagers were much worse. It took him months to understand what they were saying and then months more to be able to hold a conversation with them. Yet through the growth of Eppie, something took over Silas. He made more freinds and worked less on his loom. The loom was the symbol of his old life, the time when he could undterstand nor trust any one. Breaking away from the loom Demonstrated that he was human again and oculd be a part of society too. The quality of love was directly shaped by Eppie.

The Tomorrow City by Monica Hughes :: Hughes Tomorrow City

The Tomorrow City by Monica Hughes The plot of this book centres around two adolescents, David and Caro and an evil supercomputer which aspires to control the futuristic city of Thompsonville.   Dr. Henderson, Caro's Father creates the "perfect" computer designed to solve all of the problems of Thompsonville by gaining almost complete power of the city.   The computer then begins to make rash decisions of it's own. It decides that humans are incapable of making decisions of there own and soon devises a method of controlling the minds of everyone in the city.   Ã‚  Ã‚  Ã‚   Only two young people, Caro and David, are not manipulated by the computer.   They band together and work out a strategy to disable the computer.   The two make a daring infiltration of the building that the computer is located and after a traumatic episode in which Caro is blinded, the computer is destroyed and the city is returned to it's previous state.   The theme of the book is to show that technology is not a perfect solution to the many problems faced by man.   By using a product of technology, the computer, and showing how it was supposed to be a perfect solution to the city's problems, yet it made a grave error in calculations, the author is saying that many problems faced by man cannot be solved by the use of technology.   Technology played a negative role in this book.   The computer, the major aspect of technology used in this book, used its capabilities to immorally rule the citizens and the city of Thompsonville.   The computer transmitted hypnotic signals through peoples T.V. sets and would use them to carry out it's will to ultimately control the city.   It then discarded anything or anyone who were useless to it's purpose including the elderly and the sick. One of the major arguments that the author uses to emphasize the theme is the significant malfunctioning of the computer.   It was designed to be flawless and solve the numerous problems of the city.   But, the computer's rationing is shown throughout the book to be poor.   Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   The methods in which it goes about solving the city's problems

Graduation Speech: Remember Who You Are! :: Graduation Speech, Commencement Address

Thirteen years of schooling - can you believe it? And we, County High Class of 2012, have made it! We're graduating! There may have been times when it was tiresome, frustrating, stressful, demanding, even physically, mentally and emotionally draining! Through the years I have felt all of these emotions and more, but one thing that has really kept me on the top has been my ability to smile. I have found that smiling, even when it seems too hard, helps to solve all kinds of problems. Not only does it improve your own attitude, but one smile affects an incredible amount of people. Think about it - if I were to smile at just three people in a day, each of them will probably smile at three people in the least, then those people will pass the smile on, and so on. It's like a contagious epidemic. That's what so intriguing about it! One quote that will always stick out in my mind is from Ms. Marris' "Quotes of the Day." Mort Walker said that "seven days without laughter makes one weak." Since you cannot read this quote, I need to tell you that weak is spelled w-e-a-k; this makes a difference if you were thinking w-e-e-k, because it is a fact that seven days make a week, but seven days without laughter makes you weak. Laughter is captivating - not only does it feel good outside and give stress relief, but there have been proven health benefits from laughter keeping with the old saying that "laughter is the best medicine." So don't be too stressed, find something to smile or laugh about! Don't get offended easily - be the kind of person who won't let another bring them down. Just "kill 'em all with kindness!" I hope that as each of us go our separate ways - whether it be off to college at BYU, UW, Western, Chicago, Boston or ECC, working or jumping into a family, that we will continue to live our lives with values, with integrity. Integrity to me means having the moral courage to do what you know is right. Found in the Holy Bible, Job proclaims: "Till I die, I will not remove mine integrity from me." To the religious and the non-religious alike, this quote can be admired and sought for in ourselves. I have many values and things that I know to be true, and I hope that I can have this integrity of Job to stay strong and true to what I believe - as I hope you all do in your own beliefs and endeavors.

Film Analysis: “Elizabeth: the Golden Age” Essay

Queen Elizabeth I was one of the most memorable, most discussed and most written about monarch not only in England, but in Western history (Dobson and Watson 2; Rozett 103). She was the only monarch that historians attributed an entire era of English history after. The film â€Å"Elizabeth: the Golden Age† is an example of the Queen’s popularity in literature. Although much of the film had accurately depicted the life of the Queen as to the reason why the Elizabethan period of England was synonymous to the period of peace and prosperity, there were a number of discrepancies between the information shown in the film against data retrieved from historical records. This paper would be presenting these discrepancies as well as an insight on Queen Elizabeth I’s view towards marriage and psychological profile. The film â€Å"Elizabeth: the Golden Age† was set in the year 1565, when Spain was considered as the most powerful Empire in Western history and was under the rule of King Philip II. In order to achieve his goal to spread the Catholic faith across Europe, Philip II began what he considered as a holy war. This war had allowed him to conquer all the European countries, except for England which was still under the rule of a Protestant Queen, Elizabeth I. Although not directly stated, the film implied that it was in the year 1585 that Philip II decided it was time to purify England from the clutches of the devil ruled by a whore (â€Å"Elizabeth: the Golden Age†). The film depicted King Philip II clearly as someone who extremely despised Queen Elizabeth I in her entirety. However, Campion and Holleran stated that when Queen Elizabeth I ascended the throne in 1558, King Philip II in fact proposed marriage to the Queen. Although she politely declined is marriage proposal, she accepted the advice and protection that King Philip II offered to her (2). Meanwhile, in a meeting with her political advisers, Queen Elizabeth I was warned that her country was now divided by religion. Half of the country was now practicing the Catholic faith with the other half practicing the Protestant faith. They recommended to the Queen that measures must be taken against the English Catholics. This was because her advisers saw the English followers of the Catholic faith as a threat to Elizabeth I’s reign because of two reasons. The first was that since they were practicing the Catholic, this meant that they had allied themselves with both the Pope and the kingdom of Spain, who has been considered in the film as England’s greatest enemy. The second was that the Catholics no longer recognized Elizabeth I as their ruler. Rather, their loyalty had shifted to Mary Stuart, the Queen’s cousin and whom they regarded as the rightful Queen-in-waiting. Queen Elizabeth I responded to her advisers that she would not punish her people because of their religious beliefs and assured them that she had been told that the people still revered her as their Queen (â€Å"Elizabeth: the Golden Age†). The division in England, brought about by religious beliefs, had been a problem that did not occur during Queen Elizabeth I’s reign. Instead, this division was an issue that the Queen inherited from her predecessors, Mary Tudor and her father, Henry VIII. According to historical records, Henry VIII rejected the papal authority in 1534 and assumed the title of Supreme Head of the National Church. With the ascension of Mary Tudor to the throne in 1553, she sought to reconcile the English Church with the Church of Rome. Initially, Elizabeth I was considered to be moderate when it came to religious affairs since she was more concerned in keeping her throne, maintaining the peace and the promotion of the prosperity of England. Furthermore, Elizabeth I herself accepted three different religions during her lifetime: Anglo-Catholic, Catholic, and Protestant. This was why she did not see the English Catholics as a threat and refrained herself from imposing severe punishments. She did, however, encouraged religious uniformity by setting an example. She had also pressured her subjects to abandon their resistance to the established Church of England (Campion and Holleran 11-14; Cole 2; Taylor-Smither 63). Sir Francis Walsingham revealed to Queen Elizabeth I in the film that an assassination plot called the â€Å"Enterprise of England† was discovered masterminded by the Spanish monarchy. The plot included two armies were situated along the coasts of Sussex and Norfolk. They were waiting for the order to assist Mary Stuart to assassinate Elizabeth I and to put Mary Stuart on the throne of England. When she learned about the assassination attempt, Queen Elizabeth I confronted the ambassadors of Philip II to England. This caused the ambassadors to end their office in disgrace and to view her as the center of an international Protestant conspiracy inciting a rebellion both in the Netherlands and in France (Doran â€Å"Elizabeth I and Foreign Policy, 1558-1603† 8; â€Å"Elizabeth: the Golden Age†). Upon the discovery of the assassination plot, Mary Stuart had given the order to execute the assassination plot on the Queen. While she was in church, one of the supporters of the Enterprise of England managed to get through the guards at the front of the church and tried to kill the Queen with the use of a pistol. However, the pistol used was unarmed, and the Queen survived the assassination attempt. The assassin and the other members of the Enterprise of England were captured, imprisoned and tortured. Later, Sir Walsingham then confronted Mary Stuart with regards to the assassination attempt on the Queen and her involvement to the plot. She was then presented the orders she had given out to the members of the Enterprise of England to proceed with the assassination of the Queen. Mary Stuart was tried for treason and was executed by beheading. It was only after the execution of Mary Stuart that Sir Walsingham realized the true intention of Spain. Through the execution of Mary Stuart who was both a Catholic and an ally of Spain, England provided Philip II a reason to wage war against England (â€Å"Elizabeth: the Golden Age†). Although this served as the climax of the entire film, it also contained the most of the discrepancies on historical documents and records except for Mary Stuart’s involvement in the assassination attempt on the life of Queen Elizabeth I. This did not come as a surprise since there have been numerous documents and literary works where the events of the life of Queen Elizabeth I were re-arranged. An example of this was the biography made by Sir Walter Scott entitled Kenilworth where he changed the events so that Amy Robsart, the first wife of Robert Dudley which occurred in 1560 would coincide with the entertainment spectacle at Kenilworth which occurred in 1575 (Rozett 104). Mary Stuart, who was also known in history as Mary, Queen of Scots, became the Queen of Scotland after her birth in 1542. She married the Dauphin of France and became the Queen of France when he ascended the throne in 1559. Her reign as Queen of France was only short-lived, since her husband died a year later his ascent to the throne. She then returned to Scotland to assume her place as the Queen of Scots upon the death of her mother. Her succeeding marriages were met with such scandal. Of these marriages, the most scandalous was her marriage to the Earl of Bothwell, who had been considered as the alleged murderer of her second husband. Her marriage to the Earl of Bothwell resulted to a national uprising where she was defeated in 1567. She was then forced to sign a document on the threat of death to abdicate her throne and title of the Queen of Scotland. She tried to regain her title by raising another army which was also defeated. She then sought protection on her life in England and her cousin, Elizabeth I. Outraged by the actions done by the Scottish lords against her cousin, Elizabeth I protected her cousin and detained her as a prisoner (Campion and Holleran 2-3; Perry 145-46). Since the death of Mary Tudor and Elizabeth I’s ascension to the English throne, Mary Stuart had expressed publicly her legitimate claim to the English throne since her mother was the eldest sister of Henry VIII, Elizabeth I’s father. Even though she was a prisoner in England, she remained to be a threat to Elizabeth I. When reports were brought to Queen Elizabeth I’s attention that her cousin was involved in assassination plots against her, Parliament moved for Mary Stuart’s execution. Initially, Elizabeth I did not consider this option since there was no evidence that proved the allegations against Mary Stuart. That all changed upon when Sir Francis Walsingham discovered the assassination plot against the Queen called the Babington plot. To gather evidence regarding the involvement of Mary Stuart on the plot, he ordered Mary Stuart to be moved to a house where she could be more closely monitored and appointed a new jailer who was less sympathetic to Mary Stuart. Soon, Mary Stuart began to receive news from Europe which were smuggled to her through waterproof packages inserted in the bungholes of beer kegs. Unknown to Mary Stuart, Sir Walsingham had already intercepted these messages and had managed to decode them before Mary Stuart and her confidantes received them. It was here that Sir Walsingham discovered that the plotters of the assassination of the Queen were headed by a rich and idealistic Catholic squire named Anthony Babington and that there were sixty thousand Spanish and English soldiers ready to rescue Mary upon receiving her approval. She approved the assassination and her rescue in writing. Sir Walsingham presented to Elizabeth I the directions and approval written by Mary Stuart in her own handwriting as evidence and proof of the allegations made against Mary Stuart. After protecting Mary Stuart for nineteen years, Elizabeth I was compelled by law to transfer Mary to Fortheringhay Castle where she was tried and was found guilty on the crime of treason. She was executed by beheading in 1587. The betrayal brought by Mary Stuart to attempt to assassinate her, Elizabeth I’s outlook towards Catholics began to change and saw them as traitors and a threat to her life. This resulted in her implementing sterner laws against Catholics were enforced with penalties ranging from fines to imprisonment, torture and death (Campion and Holleran 11-14; Taylor-Smither 63; Thomas 147-48). King Philip II launched his Spanish Armada against England a year after the execution of Mary Stuart. This decision was not influenced by the execution of Mary Stuart. Rather, it was a result of the declining relationship between the two countries. Between the years of 1565 and 1566, many members of the Spanish nobles had demanded Philip II to forego the Spanish Inquisition because they viewed his measures against Protestantism as an attempt to extend Spanish control over the ecclesiastical affairs as a drive to undermine traditional privileges of Spain. This Inquisition was temporarily placed on hold due to the constant threats of the Turks to Spain. The moment the Turks signed a series of treaties with Spain, it gave King Philip II the opportunity to once again pursue his goal to expand Spanish rule over Europe (Doran â€Å"Elizabeth I and Foreign Policy, 1558-1603† 6-10). The relationship between Spain and England had begun to deteriorate as a result of a number of events that had occurred between King Philip II’s courtship to Queen Elizabeth I and the war between Spain and England. Among these events were the voyages of Francis Drake around the world which were secretly supported by Elizabeth I. On top of the products from the New World, Drake also looted the Spanish galleons he came across of which the Queen accepted a portion of when he returned from his journeys in 1580 (Doran â€Å"Elizabeth I and Foreign Policy, 1558-1603† 9). The Spanish Armada greatly outnumbered the English army because the population of England was significantly lower than that of Spain which resulted in fewer able men to be enlisted in the army. Also, the military technology of the English army was far behind than any other European countries and it was impossible for Queen Elizabeth I to maintain an army financially because during the four decades of her reign, most of the financial resources were allotted to the maintenance of the blend of politics, socializing and ceremonies that the Queen accomplished through travels around the kingdom (Cole 1; Doran â€Å"Elizabeth I and Foreign Policy, 1558-1603† 7; Frye 100; Thomas 160). As the Spanish Armada drew near, Elizabeth I gathered her small army and encouraged them with a short oration which is now known as the â€Å"Oration at Tilbury Camp. † This short speech was considered by most writers and historians accepted as one of the best speeches composed by a monarch in England’s history. The most striking line in the speech which was mentioned in the film, although reworded, was â€Å"I [†¦] come to lay down for my god, and for my [kingdom], and for my people, [my] honor and my blood in the dust [†¦] I know I have the body [†¦] of a weak and [feeble] woman, [but] I have the [heart] and [stomach] of a [king], and a [king] of England too [†¦]† (â€Å"Elizabeth: the Golden Age†; Frye 98; Green 424-26). Perhaps what made Queen Elizabeth I such an enigma for many historians and writers was her decision to remain unmarried, which is why she has been referred to in history as â€Å"the Virgin Queen. † Her decision to remain unmarried stretched down to her ladies-in-waiting and her courtiers such that, in order for them to be married, they must first seek the approval of the Queen. Those who married in secret would have to face the fury of the Queen and might even have to face imprisonment. Such was the case in the movie when she lashed out against Bess, her favorite lady-in-waiting and Walter Raleigh when she discovered they had not only married without her consent, but were expecting a child. Although there are no documentation discovered regarding the encounter between Queen Elizabeth I, Walter Raleigh and Bess, there are numerous accounts on the outbursts of anger the Queen exemplified upon the discovery of the secret marriages of the members of her court. The most documented was the incident between Queen Elizabeth I and one of her ladies-in-waiting named Mary Shelton. When Elizabeth I discovered Mary Shelton’s marriage to James Scudamore, she exploded and demanded why Mary Shelton or James Scudamore did not seek her approval before they got married. One eyewitness stated that Mary Shelton was hit profusely by the angered Queen and was attacked by the Queen with a candlestick which caused Mary Shelton’s finger to be broken (Doran â€Å"Monarchy and Matrimony† 5-6; â€Å"Elizabeth: the Golden Age†; Hammer 80-81). Historical records provided two reasons on why Queen Elizabeth I decided to remain unmarried throughout her reign. One is that it was her own decision in order to be able to concentrate all her attention to the affairs of the kingdom. This was evident in the speech that she had made at Parliament in 1559 when the members of Parliament presented her a petition to marry. She responded to this petition by stating that she was already married to her husband, the Kingdom of England. This being the case, she did not see any reason why she should still marry a man. Another reason historical records presented in connection to her choosing to remaining unmarried were her cousin, Mary Stuart and the circumstances surrounding her cousin’s marriage. As mentioned earlier, Mary Stuart’s marriage to her third husband led to a civil uprising in Scotland. After being defeated in the civil uprising, the Scottish lords forced Mary Stuart to abdicate the throne of Scotland and her title as Queen of Scotland. Queen Elizabeth I saw her cousin’s marriage as the primary cause of her cousin’s downfall and feared that should she marry, the same events might happen to her (Doran â€Å"Monarchy and Matrimony† 2; King 30-33; Taylor-Smither 61). Psychologists have also presented studies to explain Queen Elizabeth I’s decision to remain unmarried. Based on their findings, psychologists concluded that Queen Elizabeth I was a damaged human being, based on Sigmund Freud’s theory of personality. This damage occurred during her childhood when she witnessed not only her father, King Henry VIII, accusing her mother, Anne Boylen, of the crime of adultery, but also she witnessed her mother’s execution by beheading after she was tried and found guilty of the crime. This childhood memory affected Queen Elizabeth I’s personality such that she began to embody the traits of males. It also caused her to identify with males in terms of being dominant and exemplifying traits of fearlessness and being aggressive. Because of these personality traits that Queen Elizabeth I adopted and portrayed, it would make it impossible for her to become a wife and a mother because the personality traits that a wife and a mother during this period included being submissive to her husband and to the needs of her children. Psychologists have also noted her uncontrollable and sudden bursts of rage and mood swings. An example of this was seen in the film when she found out that her favorite lady-in-waiting, Bess, not only married Walter Raleigh, but also is expecting a child. This was also evident in historical records when she attacked her lady-in-waiting named Mary Shelton and James Scumadore upon learning that they married without first seeking her approval for their union. These events led modern-day psychologists to conclude that Queen Elizabeth I was suffering from clinical hysteria. This hysteria was brought about by the unconscious anxieties that she was experiencing as a result of her witnessing her mother’s trial and execution as well as by feelings of jealousy. This jealously was exemplified in the film when Queen Elizabeth I confided to Bess that she was envious of Bess because although she was a Queen, there were many things that her lady-in-waiting may enjoy which she, as a Queen, can never experience (Doran â€Å"Monarchy and Matrimony† 5-6; â€Å"Elizabeth: the Golden Age†; Hammer 81). In general, the depiction of the life of Queen Elizabeth I in the film â€Å"Elizabeth: the Golden Age† was acceptable, if not accurate. It showed the two sides of the Queen. On one hand, she was a fearless leader devoted to her country and her duties as Queen that she would rather sacrifice personal joys such as being married in order to concentrate on her obligations to her kingdom. She also proved that, in period where women are considered as inferior to men, a woman did not need a man by her side in order to rule a country. Her experiences during her childhood allowed her to develop important characteristics that a leader during this period must possess – dominance, ruthlessness, aggression and fearlessness. On the other hand, the film also depicted the Queen as an emotionally weak human being. The same childhood experiences that helped her develop her admirable qualities also caused her to become clinically hysterical based on the findings of modern-day psychologists. Her condition caused her to exemplify sudden emotional outbursts of rage which affected the lives of those who served her court with her outbursts at times causing harm to those who have remained loyal to her. However, the re-arrangement done in the film with regards on the timeline and reasons for events to occur may have provided confusing information for the viewers of the film since these events have been re-arranged just as Sir Walter Scott had done centuries before in order to correlate the events presented in the film to each other even if historical records showed otherwise. It can only be assumed that the re-arrangement and changes on the relationship of the events that occurred during the timeline presented in the film may have been done in order for the film to become more exciting to view and to highlight more on the positive qualities of the Queen which made her the most popular monarch of Western history. Works Cited Campion, Edmund and James V. Holleran. A Jesuit Challenge: Edmund Campion’s Debates at the Tower of London in 1581. New York: Fordham University Press, 1999. (4) Cole, Mary Hill. The Portable Queen: Elizabeth I and the Politics of Ceremony. Amherst, MA: University of Massachusetts Press, 1999. (2) Dobson, Michael and Nicola J. Watson. England’s Elizabeth: an Afterlife in Fame and Fantasy. Oxford, UK: Oxford University Press, 2003. (1) Doran, Susan. Elizabeth I and Foreign Policy, 1558-1603. New York: Routledge, 2000. (4) Doran, Susan. Monarchy and Matrimony: the Courtships of Elizabeth I. New York: Taylor & Francis Routledge, 1996. (3) Elizabeth: the Golden Age. Dir. Shekar Kapur. Perf. Cate Blanchett, Geoffry Rush, Abbie Cornish, and Samantha Morton. 2007. DVD. Universal Studios, 2008. (7) Frye, Susan. â€Å"The Myth of Elizabeth at Tilbury. † Sixteenth Century Journal. 23. 1 (1992): 95- 114. (2) Green, Janet M. â€Å"’I Myself’: Queen Elizabeth I’s Oration at Tilbury Camp. † Sixteenth Century Journal. 28. 2 (1997): 421-45. (1) Hammer, Paul E. J. â€Å"Sex and the Virgin Queen: Aristocratic Concupiscence and the Court of Elizabeth I. † Sixteenth Century Journal. 31. 1 (2000): 77-97. (2) King, John N. â€Å"Queen Elizabeth I: Representations of the Virgin Queen. † Renaissance Quarterly. 43. 1 (1990): 30-74. (1) Perry, Maria. The Word of a Prince: A Life of Elizabeth I from Contemporary Documents. Rochester, NY: Boydell and Brewer Ltd. , 1990. (1) Rozett, Martha Tuck. Constructing a World: Shakespeare England and the New Historical Fiction. Albany, NY: University of New York Press, 2003. (2) Taylor-Smither, Larissa J. â€Å"Elizabeth I: A Psychological Profile. † Sixteenth Century Journal. 15. 1 (1984): 47-72. (3) Thomas, Jane Rush. Behind the Mask: the Life of Queen Elizabeth I. New York: Houghton- Mifflin Trade and Reference, 1998. (2)

Hcl Project

CHAPTER 1 INTRODUCTION: RESEARCH METHODOLOGY & DESIGN 1. 1 RESEARCH STATEMENT & OBJECTIVE The objective of my project is to study the effectiveness of process of recruitment & selection as it helps to combat the Attrition which is the main problem of any company now a days. The BPO industry having one of the most high attrition rate amongst all the industries. Therefore the top BPO companies including the International BPO firms face a stiff task in hiring new people. For this purpose the services of the consultants are outsourced.In the light of this situation it would be very meaningful to learn and understand the attitude and behavior of the job seekers towards the telecalling department of the consultants who work exclusively for their international BPO clients. Objectives: ?To understand the attitude and behavior of the jobseekers towards telecalling. ?To understand the services provided by the consultancy- Panache Solutions to their clients in HR process ?To understand the benc hmarking process for recruitment in international BPO and understanding how HCL ( a client of Panache Solutions) follows the benchmarking . 2 HYPOTHESES: 1)For the first objective, the hypothesis is as follows: Ho : job seekers have a positive attitude towards telecalling interviews. H1: jobseekers do not have a positive attitude towards telecalling interviews. 2)For second objective, the hypothesis is as follows: H0 : the services provided by the consultancy-Panache Solutions to their clients in HR process is satisfactory. H1 : the services provided by the consultancy-‘Panache Solutions’ to their clients is satisfactory. 3)For third objective, the hypothesis is as follows:H0: The HC -BPO follows the benchmarking recruitment process as set for an international BPO. H1: The HCL-BPO does not fllow the benchmarking recruitment as set for an international BPO. The purpose of this project is to study the recruitment & selection practices at HCL-BPO. This study was divided f urther into: a)Judging people through telephonic interview. b) Conducting Group Discussions to check the competencies of candidates. c) Creating a bridge of information between the candidates & respective HR Managers. 1. 3 SCOPE OF STUDY The scope of this study is to observe the recruitment and selection techniques adopted by the company.Apart from getting an idea of the techniques and methods in the recruitment procedures, a close look will be taken at the insight of corporate culture prevailing in the organization. This would not only help to be familiar with the corporate environment but it would also enable to get a close look at the various levels authorities responsibility relationship prevailing in the organization. The scope of project includes: 1. Study of importance of recruitment and selection process of BPO industry in India 2. Study of recruitment and selection practices at HCL Technologies. 1. RESEARCH METHODOLOGY Research is defined as human activity based on intellec tual application in the investigation of matter. The primary purpose for applied research is discovering interpreting, and development of methods and systems for the advancement of human knowledge on a wide variety of scientific matters of our world and the universe. SAMPLE SIZE AND DESIGN: The sample size is 75 and the technique used for sampling was conveinient Mode of research used in this project is primary as well as secondary research and the research is exploratory and descriptive in nature.DATA COLLECTION: Data were collected from the following sources :- Secondary data Primary data -Websites -Newspapers -Various forms of HCLcompany -Research articles/projects -Job posting form of Naukri. com -books DATA TECHNIQUES USED Bar Graphs, Line Graphs and Pie charts are used as analysis techniques. 1. 5 LITERATURE REVIEW â€Å"Recruitment and selection process† Process of attracting the best qualified individuals to apply for a given job. â€Å"Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization.Recruitment is the activity that links the employers and the job seekers. It is a process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. In short, process of attracting the best qualified individuals to apply for a given job. It is the process to discover sources of manpower to meet the requirements of staffing, schedule and to employ effective. Recruitment is the premier major steps in the selection process in the organization.It is an activity directed to obtain appropriate human resources whose qualifications and skills match function of the relevant posts in the organization. Its importance cannot be over-emphasized and also be best described as the ‘heart’ of the organization. The proc ess of recruitment does not stop when it commences, it is a dynamic activity. The purpose of it is to provide an organization with a pool of qualified candidates. Its specific purposes are as follows: 1. To assist augmentation of the success rate of selection process by reducing the numbers of obviously under-qualified and over-qualified applicants. . To increase organizational and individual effectiveness in the short and long term plans Recruitment is essential for effective human resource management. It is the heart of whole HR system in the organization. The effectiveness of many other human recourse activities, such as selection, training depends largely on the quality of new employees attracted through the recruitment process. Policies should always be reviewed as there are affected by the changing environment. Management should get specific training on the process of recruitment to increase their awareness on the dangers of wrong placements.Recruitment methods are wide and va ried, it is important that the job is described correctly and that any personal specifications are stated. Job recruitment method can be through job centers, employment agencies/consultants, and /national newspapers. It is important that the correct media is chosen to ensure an appropriate response to advertise post. Three Main Stages in Recruitment 1. Identify and defines the requirements, job description, job specification. 2. Attract potential employees. 3. Select and employ the appropriate people from the job applicants. Factors affecting recruitment process . The size of the organization. 2. The employment conditions in the community where the organization is located. 3. The effects of the past recruiting efforts that shows the organization’s ability to locate and keep good performing people. 4. Working condition and salary and benefits packages offered by the organization which may influence turnover and necessities future recruiting. a)The rate of growth of the organiz ation b)The level of seasonality of operation and future expansion and production programmes. c)Cultures, economic and legal factors. RECRUITMENT PROCESSRecruitment Preparation The organization has no formal method of request for vacant or new positions. An informal request can be vague and misleading and may not supply the HR manager with the job description and person specification required to establish the selection criteria. This is because of a reliance on the effective communication skills of both the persons giving the verbal request and the HR manager receiving the request. Both parties need to be effective in passing on and receiving correct information. The request must set out the exact requirements of the new or vacant position. Job or person pecifications should spell out the requirements an individual needs to successfully perform the job as per the job description (Hite & Johnston 1998). The job description should highlight specific duties and responsibilities. The im plication of not receiving clear direction on what is required for the position is that the selection criteria will not be valid. Consequently, the recruitment process can break down, as the absence of valid selection criteria can affect the decision- making at a later stage (Compton & Nankervis 1998). This means that a simple miscommunication can result in the incorrect matching of an applicant to a job.The attitude and personal characteristics of the individual may not fit the specifications required. This can result in low motivation of the individual and can, therefore, lead to unsatisfactory performance (Mitchell, Dowling, Kabanoff & Larson 1988), thus requiring the individual to be replaced and causing unnecessary costs. Ensuring that the job description and person specification are correctly portrayed and, therefore, giving valid selection criteria, can avoid unnecessary costs. 2. 2 Employment Agencies According to the HR manager, the organisation has a relatively high turnov er in low skilled employees.The market demand for low skilled employees in the construction industry can increase and decrease rapidly due to the external environment (Smith, P. J. 2001, pers. comm. 13 March). There are several reasons for this volatility. As the economic climate becomes more unstable, consumer confidence decreases which causes a ‘tightening of the belt’ for spending. This decrease in spending affects the construction industry. Futhermore, inclement weather causes the flow of work to be unpredictable and, therefore, insecure. Both of these factors can contribute to the high turnover of employees.Satisfaction has a negative relationship with turnover (Robbins, Millett, Cacioppe & Waters-Marsh 1998). As employees begin to feel insecure, levels of job satisfaction can decrease and levels of absenteeism can increase. Productivity may also be affected because continually having new employees start work can disrupt the flow and decrease output. The implicatio ns of a high turnover of employees is that it can be a very costly process, as each time a vacant position is required to be filled, the organization has to go through the whole recruitment and selection process again.As discussed in Compton and Nankervis (1998), the costs of the extra salaries of the persons involved in the recruitment process, along with the costs associated with loss of production and absenteeism can be compared to the cost of an employment agency. The use of an employment agency can be convenient for the organization. The position can be filled at short notice using temporary employees with little effort from the organization (Dessler 1991). The use of temporary employees for low skilled positions allows flexibility to go with the ups and downs of the industry, with minimal disruption to the workflow.Vacancy Promotion The organization uses the local suburban paper as a means for promoting the vacant positions for high skilled employees. As the purpose of recruit ment and selection is to match the right applicants with the right jobs, the organisation needs to ensure that the true target market is reached. That is, that the advertisement reaches professional and managerial applicants. The implication of using the local paper for advertising vacancies is that you may not reach the desired target market of professional applicants.This means that the organisation may not attract an adequate number of suitable and qualified applicants for the position, which reduces the chances of matching the right applicant to the right job (Stone 1998). If the organization cannot match suitable applicants to jobs, then the whole recruitment process is affected. Employing the wrong person for the job creates additional cost, low job satisfaction, decreased productivity, and increased turnover (Robbins et al. 1998).As discussed in Stone (1998), the most popular method used to attract managerial and professional employees is to advertise in state or metropolitan daily newspapers. Recruitment & Selection Clarke SELECTION PROCESS Internal vs. External Recruitment The organisation does not have a written policy on internal recruitment. There is no procedure in place to facilitate the filling of positions through internal sources. One of the implications of not advertising internally within the organisation is that morale may be damaged which may contribute to an increase in absenteeism and a decrease in job satisfaction (Robbins et al. 998). Another implication is that the most suitable applicant for the job may already be employed with the organisation, but because the position is not advertised internally that employee will not have the opportunity to put their case forward. Internal advertising can‘†¦ help identify people with talent who otherwise would not be known personally to management’ (Compton & Nankervis 1998, p. 71). Internal advertising and job posting can help facilitate the promotion of employees who are aptly qualified. Without the advertising of positions internally, it is difficult to develop succession planning (Walker 1992). . Interview Structure The organisation uses unstructured and semi-structured interviews. A disadvantage of using unstructured interviews is that the same questions may not be asked across each of the candidates being interviewed. This affects the validity of the interview, since decisions may be made based on different sets of criteria (Dessler 1991). Stone (1998, p. 626), states that ‘the most valid interviews use a consistent structure†¦Ã¢â‚¬â„¢. Interaction between the candidate and the interviewer may differ from one interview to the next, therefore lacking consistency and reliability (Stone 1998).Also, the skills of the interviewer may affect the responses of the applicant. Structured interviews for professional or high skilled applicants can help ensure that decisions are made based on the answers to the same set of questions, thus comparing the same set of criteria (Stone 1998). Structured interviews are a vehicle used to establish a framework for decision-making. According to Dessler (1991), by using preset or predetermined questions, the interviewer can reduce the tendency to show bias to unfavourable information and, therefore, remain objective. 2. Interview EnvironmentThe room used to interview applicants is important as it contributes to the image of the organisation (Stone 1998). The interview room for this organisation is the boardroom. It is located immediately beside the main office and is set up as a traditional boardroom with a long table and chairs. The use of the boardroom table for interviewing may cause the applicant to become uncomfortable, as the seating arrangements may not facilitate a relaxed environment. According to Compton and Nankervis (1998, p. 184), the use of ‘†¦ a desk between an interviewer and candidate can act as a psychological barrier’.This environment may cause the appli cant to become nervous and the quality of responses received may be affected. Consequently, responses that create a false idea or impression of the applicant may be considered as correct by the interviewer. This might cause the incorrect applicant to be selected, despite the information being false, which results in an unsuitable applicant being matched with a job. It may also result in an applicant missing out on a position because they understated their abilities due to feeling uncomfortable and nervous in the interview.By arranging the seating at equal levels, a positive environment is created both physically and emotionally (Braun 1995). The applicant must be given every opportunity to perform well in an interview environment. ATTRITION: Attrition: â€Å"A reduction in the number of employees through retirement, resignation or death† Attrition rate: â€Å"the rate of shrinkage in size or number† Attrition rate is the rate at which the number of people working in a company reduces. Higher is the attrition rate in a company, greater is the loss to the productivity of the company.So in order to avoid this loss, a company has to fight the attrition rate. Attrition has now a day become a problem for almost every company. This is because of the Globalization that people have now moved towards fear free jobs that is no bonds and no contracts but still great opportunity to work in the competitive era. But this system has encouraged the attrition rate to a greater extent. People have started moving from one job to another for various reasons: 1) Better Opportunity 2) Increment in Salary 3) To work in the Domain of his/her Interest 4) Brand Name 5) To work in a different cultureIn the best of worlds, employees would love their jobs, like their coworkers, work hard for their employers, get paid well for their work, have ample chances for advancement, and flexible schedules so they could attend to personal or family needs when necessary and never leave. But then there's the real world. And in the real world, employees, do leave, either because they want more money, hate the working conditions, hate their coworkers, want a change, or because their spouse gets a dream job in another state. So, what does that entire turnover cost? And what employees are likely to have the highest turnover?Who is likely to stay the longest? To fight the attrition, HCL BPO outsources the manpower & staffing. HCL has many vendors and through them it outsources its manpower and staffing. This is one way of cost cutting also as the employees who are outsourced from such consultancies are kept on off role i. e. the company don’t pay them, such employees are paid through the third party (consultancy). The second step that HCL-BPO takes in order to combat the attrition rate is that it always keep extra shortlisted candidates with it so that whenever there is an immediate requirement for the candidates, the company do not face any problem.BENEFITS OF AT TRITION: Attrition is not bad always if it happens in a controlled manner. Some attrition is always desirable and necessary for organizational growth and development. The only concern is how organizations differentiate â€Å"good attrition† from â€Å"bad attrition†. The term â€Å"healthy attrition† or â€Å"good attrition† signifies the importance of less productive employees voluntarily leaving the organization. This means if the ones who have left fall in the category of low performers, the attrition is considered being healthy.Attrition rates are considered to be beneficial in some ways: †¢If all employees stay in the same organization for a very long time, most of them will be at the top of their pay scale which will result in excessive manpower costs. †¢When certain employees leave, whose continuation of service would have negatively impacted productivity and profitability of the company, the company is benefited. †¢New employees bri ng new ideas, approaches, abilities & attitudes which can keep the organization from becoming stagnant. †¢There are also some people in the organization who have negative and demoralizing influence on the work culture and team spirit. This, in the long-term, is detrimental to organizational health. Desirable attrition also includes termination of employees with whom the organization does not want to continue a relationship. It benefits the organization in the following ways: †¢It removes bottleneck in the progress of the company †¢It creates space for the entry of new talents †¢It assists in evolving high performance teams There are people who are not able to balance their performance as per expectations, lack potential for future or need disciplinary action.Furthermore, as the rewards are limited, business pressures do not allow the management to over-reward the performers, but when undesirable employees leave the company, the good employees can be given the sha re that they deserve. Some companies believe attrition in any form is bad for an organization for it means that a wrong choice was made at the beginning while recruiting. Even good attrition indicates loss as recruitment is a time consuming and costly affair. The only positive point is that the realization has initiated action that will lead to cutting loss.The organisation does not have a written policy on internal recruitment. There is no procedure in place to facilitate the filling of positions through internal sources. One of the implications of not advertising internally within the organisation is that morale may be damaged which may contribute to an increase in absenteeism and a decrease in job satisfaction (Robbins et al. 1998). Another implication is that the most suitable applicant for the job may already be employed with the organisation, but because the position is not advertised internally that employee will not have the opportunity to put their case forward.Internal adv ertising can‘†¦ help identify people with talent who otherwise would not be known personally to management’ (Compton & Nankervis 1998, p. 71). Internal advertising and job posting can help facilitate the promotion of employees who are aptly qualified. Without the advertising of positions internally, it is difficult to develop succession planning (Walker 1992). 1. 6 LIMITATIONS OF THE RESEARCH 1. Small sample size 2. Confidentiality management of the company acted as hindrance in the data collection. 3.Survey conducted only on employees of HCL and candidates from Delhi NCR region. Chapter 2 Overview of the Company 2. 1 Introduction of HCL Enterprise HCL Type Private IndustryIT Services FoundedAugust 11, 1976 Founder(s)Shiv Nadar HeadquartersNoida, India Area servedWorldwide Key peopleShiv Nadar (Chairman & CSO) Revenue US$ 5. 9 billion (2011) Employees80,000 (2011) Subsidiaries HCL Technologies HCL Infosystems WebsiteHCL. in HCL[Hindustan computer limited] is a glob al Electronics, Computing and IT company based in Noida, India. The company comprises two publicly listed ompanies,HCL technologies and HCL Info systems. HCL was focused on addressing the IT hardware market in India for the first two decades of its existence with some activity in the global market. On termination of the joint venture with HP in 1996, HCL became an enterprise which comprises HCL Technologies (to address the global IT services market) and HCL Infosystems . HCL has since then operated as a holding company. 2. 2 History of HCL In 1976, Shiv Nadar, Arjun Malhotra, Subhash Arora, Badam Kishore Kumar, T. V Bharadwaj,& Arun Kumar H started Microcomp Limited.The focus of the company was design and manufacturing of scientific calculators. The venture provided its founders money to start a company that focused on manufacturing computers. The company name â€Å"HCL† used to stand for â€Å"Hindustan Computers Limited† but now HCL is the only one name that the comp any goes by. HCL received support from the Uttar Pradesh government to setup manufacturing in [[Noida] In 1981, NIIT was started to cater to the increasing demand in computer education. By early 2000s, Nadar divested his stake in this venture.HCL Business Services, a division of HCL Technologies Limited started its venture early in 2001 and is now a dominant player in the BPO field drawing revenue of USD 214 million with over 11,500 professionals operating out 21 delivery centres across India, UK and USA. Transformation and innovation is core to HCL Business Services, and the company has evolved from a traditional BPO to the Next Generation BPO. The following are the benchmarks to be followed in the current recruitment and selection practices as stated in ‘A National Survey of Fortune 1000 Firms ’. Order of Major Recruitment and Rank SelectionTechniques Benchmark to be followed for recruitment and selection process HCL followed Resume? Application blanks? Reference chec ks? Newspaper/Magazines ads? Company websites? Online job board? Skills testing? Biodata? Personality testing? Background checks? Online pre-employment tests? Jobs fairs? Referral from current employees? Jobs service centers? Medical testing? 2. 3 FUNCTIONING OF THE CONSULTANCY- ‘PANACHE SOLUTIONS’ At ‘Panache Solutions’, they not only provide recruitment consultancy services to their clients but also give the applicants a perfect platform to get their dream jobs.They can help their clients to get the suitable candidates, cultivate them and retain them. Their comprehensive recruitment and staffing solutions as HR consultant ensure the delivery of profitable propositions for workforce requirements. .They have adopted the international practices and procedures that are designed to attract and hire the best talent available in the market; thereby offering the best employee recruitment. They provide their client companies with not only a set of candidates, but also discussion on best-fit market availability, comparative benchmarking and a comfort knowing.Our online recruitment solutions are the best in the market today. The Recruitment Process can be categorized into three phases, namely: – †¢Planning – Structure, Focus, Identity, Prepare †¢Implementation – Contact, Motivate, Evaluate †¢Closure – Select, Offer, Candidate joining recruitment agencies – Aim Plus At ‘Panache Solutions’ a carefully structured recruitment and selection process is followed, which starts right from understanding the clients' needs and functions all the way to follow-ups with both clients and candidates post recruitment.A brief description of the different stages involved in the recruitment process is given below: – Planning In the planning stage, it evaluates the needs and requirements of our clients to determine the required set of skills, understand organisational behaviour and relationships . This forms an integral part of our customer-focused recruitment services. Working as a cohesive team with our client, we identify the required experience and other characteristics, which are necessary for the successful candidate. It selects those candidates, who fit in well with the company's plan.In order to ensure the best suitable candidate, it gives prime consideration to the company's existing business activities, business plans, work-culture, structures, systems and future plans. We concentrate on the job description, its key result areas, opportunities, career implications, location, salary and benefits. The initial planning enable us in identifying the needs of both the company as well as the candidates, which further leads us to deciding on a search strategy to target on specific skills, education, personality and experience.It is because of this comprehensive and strategic planning, we are today one of the most sought after recruitment agencies in the market. Mapping Ex ercise Being an efficient recruitment agency, during the mapping exercise, it performs industry specific desk and field research on companies and relevant people so as to identify the key competencies. It includes job title, principal accountabilities, key result areas (KRAs), authority to be infested, external/internal contacts, reporting procedures and supervisory relationships, working conditions / environment, job specifications, compensation package, location and other necessary details.Amongst several recruitment consultancies, ‘Panache Solutions’ is one of the most trusted staffing provider. Long List Generation The Field research is one of the primary aspects of effective recruitment services. It provides a long list of qualified candidates, who are worth pursuing. After this process, it starts the search to identify the suitable candidates either from job portals or by advertising for the position. Implementation The implementation stage consists of several pha ses including, preliminary interviews, short-listing of candidates, informal reference checks, client interviews and formal reference checks.Preliminary Interviews For preliminary interviews, it selects the potential candidates on the basis of prior work experience, qualifications, strength and weaknesses and the ability of candidate to fit into the work-culture and ethics of the client organization. The potential candidates are contacted and interviewed, to find out their interest and suitability. It deploys the necessary expert assessment after the screening of candidates by drawing up competency profiles through the most innovative proprietary platform. Short List Generation The preliminary interviews result out in short-listing of highly qualified candidates.Confidential reports are generally prepared and submitted in writing to our clients on four or five individuals, who fulfill the specified position closely. Informal reference Checks It conducts informal reference check to v erify the listed achievements and last few work experiences of the short-listed candidates. After this phase, a list is handed to the client with our recommendations and assessments. Client Interviews After the informal reference checks, it schedules a meeting between the short-listed candidates and the client’s HR managers.Formal Reference Checks After client interviews, it conducts a formal reference check of the selected candidates. It contacts individuals / companies that are capable of providing details of the candidate's qualifications, work ethics and other relevant feed back. The comments made by these references are then reviewed with the client. Closure The closure stage consists of negotiation & offer, Follow-up / progress and handholding. Negotiation & Offer It actively participates in the negotiation process including compensation.Both the client and the candidates draw on our in-depth knowledge of market compensation and benefits in order to discuss and plan a c ompetitive and equitable package. Follow Up / Progress Understanding the importance of follow up / progress phase, it keeps in touch with the candidate until the time he / she joins the company. Handholding After the successful candidate joining for a specified job, it keeps an ongoing dialogue with both the candidate and the client. This handholding process ensures a smooth integration into the organisation and accomplishment of targets and performance goals. CHAPTER: 3DATA ANALYSIS, INTERPRETATION & RESULT I was assigned the work of hiring for the International inbound voice process for the Customer . Care Profile and the Trouble Shooting Profile which included 3 processes. 1. BT-PROCESS (customer care profile)–U. S. Based It’s a simple customer care service of British Telecom. 2. PHOENIX PROCESS(trouble shooting profile) –U. K. Based This process in which the candidate will have to receive calls from UK people and will have to sort out their technical queries related to ISP 3. MACY PROCESS(customer care profile)-U. S. Based It is basically a collection process and comes under the customer care profile.The hiring included two ways: ?TELECALLING For telecalling , the employees including me used to get 2-3 data sheets which contained the details of the candidates like name, contact number etc. The data were collected from the job portals such as â€Å"Naukri. Com†. One mobile was given to each individual and we had to perform telecalling process. First of all the company’s brief was given to the candidates contacted and then about the profile for which the hiring was done. And after that the candidates were told about the complete process of selection and were called for face to face interview.The number of candidates that came the next day into the consultancy for their face to face interview were between 20-30 WALK-Ins at â€Å"PANACHE SOLUTIONS†. For Walk-Ins I was assigned with tasks like shortlisting the resumes from the job portal-Naukri. com, sending mails and messages to the shortlisted resumes regarding the interview. When the candidates came for their interview, I made sure that they marked their entry, and also guided them for the interview. The selection process for both types of Hiring was the same & was completed in two rounds HR Round: In the interview, first of all the HR manager gave a wordlist to read it.It consisted of the following: pacific pleasure organisation measure dramatization treasure mission shoe section vision apologize leopard she says jeopardy laser she shell leisure also they used to ask Questions like 1. Introduce yourself? 2. In which year did you complete your 10th Board Exams? 3. Tell me something about your School daily routine? 4. How did you celebrate your last birthday? 5.What is your mother’s daily routine? 6. Suppose that one day morning you woke up in the morning and found yourself on an island, continue what happened after that? 7. Suppose one day you received a call from the Sony Channel and you were invited to meet your favorite celebrity, what happened after that? These questions were asked to judge their – Communication Skills(grammer, pronunciation & fluency) – Listening Skill – Assertiveness – Out of box thinking/Creativity Operation Round: The Technical Interview is taken by the technical heads of different departments –.In the technical interview technical questions are asked. In the second part of my project I was given the work which comes under HR operations. HR operations include all those work which operates under HR Department. Some of the activities are: ? Preparing the Hiring Sheets. ?Keeping the record of time sheets. ?Keeping the record of candidates who joined the company. For the data collection, I recorded the responses of the telecalling in a note book. The second set of data was evaluation of the candidates who turned up for the interview based on given parameters. Another set of data came from the perception of the HR managers who visited the consultancy for conducting the interviews. Details of the data is given below. Data analysis regarding perception of BPOs among candidates. Number of candidateResponses 50Not interested in BPO 75Interested 20Lengthy working hours 56Graveyard shifts 29Low salary 20Low welfare amenities Data analysis of parameters for recruitment Almost 250 candidates were contacted in the period of two months for the job opening in HCL BPO regarding the international inbound voice process for the designation of Senior Executive Officer/Technical Support Officer.The following parameters were used to evaluate the competencies of the candidates: Name: †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. SKILLSRANKING 1. Communication skill12345 Native Tongue Command over grammer Voice quality Fluency Pronunciation 2. Personality 3. Knowledge 4. Attitude 5. Creativity/out of box thinking 6. Confidence They were ranked from 1 to 5. 1. Poor 2. Average 3. Good 4. Very good 5. Excellent DATA ANALYSIS Personality No. of candidates Poor15 Average37 Good11 Very good4 Excellent8 Majority of the candidates were found to have average personality (i. e. 37 out of 75) while only 4 were marked as very good and 8 as excellent.Knowledge No. of candidate Poor10 Average10 Good29 Very good6 Excellent20 29 candidates were judged to have good knowledge while only 6 had very good knowledge in the technical field. AttitudeNo: of candidates Poor9 Average33 Good25 Very good12 Excellent6 Most of the candidates (i. e. 33 out of 75) had average attitude while only 6 had excellent attitude towards the job. CreativityNo: of candidates Poor7 Average19 Good22 Very good15 excellent12 22 candidates were given the remark of having good creativity and only 7 had poor creativity. ConfidenceNo. of candidates Poor29 Average20 Good12 Very good6 excellent8Only 8 candidates were ranked as having excellent confidence while majority lacked confidence in themselves. CommunicationNo. of candidates Poor30 Average26 Good8 Very good5 excellent6 The communication skills of 30 candidates were found poor and most of them belonged to correspondence course and only 6 were found excellent communication skills. DATA ANALYSIS regarding perception of BPOs among candidates. Number of candidateResponses 50Not interested in BPO 75Interested 20Lengthy working hours 56Graveyard shifts 29Low salary 20Low welfare amenities Q1. What is the process of Recruitment at BPO? In-house recruitment21Third Party Outsourcing9 Analysis Recruitment at consists of two main processes: 1)In-House recruitment 2)Outsourcing The Percentage of Oustsourcing is 70% while the In-House Recruitment comprises of 30%. The other methods of recruitment includes Internal job posting for a specified post and the use of references. Q2. What are the various parameters that are considered while people are recruited? (Rate the following options: 4-highest,1-lowest) Personality4 Communi cation14 Attitude4 Knowledge8 Analysis 45% people ranked communication at 4, 27% people ranked knowledge at 3, 14% people ranked Attitude & Personality at 2.People at HCL gives first priority to Communication skills & second priority to Knowledge. They think that Personality of a person can be developed in the culture of the organisation. Q3. What is the basis of recruitment? (Rate the following options: 6-highest, 1-lowest) Social Networking4 Walk-ins6 Internal references4 Outsourcing7 Campus hiring9 Analysis Maximum hiring is done through Outsourcing process. Minimum hiring is done through internal job posting. Q4. When do the company plans for recruitment? Beginning of financial Year3 As per the requirement21 Quarterly Review5 Weekly Review1 Analysis 0% recruitment planning is done as per the requirement in each department while 5% of recruitment planning is done as per quaterly review. Q5. What are the factors on which recruitment depends? Projection2 Attrition25 Business Expans ion3 Analysis Most of the recruitment planning(i. e. 84%) depends on the attrition rate at HCL -BPO. Q6. How much time does it take to complete one selection process? 1-2 days18 3-4 days9 5-6 days3 Analysis Generally it requires 1-2 days to complete one selection process , while sometimes it may take 3-4 days as well and rarely it takes 4-5days for the completion of the recruitment and selection process. Q7.Do you think that Outsourcing is a better option for recruitment now a days? Yes22 No8 Analysis Outsourcing is considered to be a better option of recruitment now-a-days. Q8. What is the factor that leads to Outsourcing? High Attrition Rate8 Cost Cutting12 Increased turnover of the company7 To get efficient employees in less time3 Analysis Q9. What are the positive outcomes of Outsourcing the recruitment process? Getting the desired employees in lesser time17 Less Cost10 Less headache3 Analysis The most probable positive outcome of outsourcing the recruitment process is to get th e desired employees in lesser time and then comes the less cost.Q10. What are the negative outcomes of Outsourcing the recruitment process? Improper coordination14 Delays9 Low morale7 Analysis The main problem in outsourcing is that there are delays in fulfilling the requirement because of improper coordination between the organization and the outsourcing firm. Moreover the people who are outsourced are kept on off role payment have low morale as they do not enjoy the benefits that are enjoyed by people who are on the payroll of the company. CHAPTER-4 Findings, Conclusion and Recommendation 4. 1 SIGNIFICANCE OF STUDY :Without focusing the pattern of management, organization philosophy highlights on achieving a surely where all citizens (employees) can lead a richer and fuller life. Every organization, therefore, strikes for greater productivity, elimination of wastes, lower costs and higher wages, so the industry needs a stable and energetic labors force that can boast of production by increased productivity. To achieve these objectives a good recruitment process is essential. By which industry strikes right number of persons and right kind of persons at the right time and at right places through and the planning period without hampering productivity . 2 FINDINGS 1. )As the company outsource some of its work in the recruitment process so there is a need of proper coordination between the HR people in the organization and the people of outsourcing firm. And this can be done by conducting timely meetings in the organization between HR people and the outsourcing firm. This will also reduce the loop holes that hamper the process of recruitment. 2. )There is lack of proper coordination between the HR people and the Line Managers that leads to miscommunication and thus imperfection in the work. 3. Pressure of work in HR Department should be reduced by extending the workforce in the Department as this department is engaged in various works. This will not only reduce the extra pressure of work but it would also lead to a proper working system in the organization. 4. ) Attrition rate in the company is high due to the extreme work pressure, lengthy working hour Hour & job satisfaction. 5. ) Most of the candidates have bad impression of BPOs as during telecalling they cut the call immediately when they receive calls and come to know that the job opening is into a BPO.It is due the graveyard working shifts, no fixed days off, low motivational factors and monotonous nature of work. 6. ) The low standard image of BPOs is also formed amongst the candidates because very less importance is given to the educational achievements of the candidates . Even a 12th passed student can occupy the same designation as a fresh B. Tech Graduate/MBA/PGDM can, provided he/she has excellent communication skills. There is only difference of some rupees in monetary terms and even this difference is removed if the 12th passed candidate holds more than 5months of experience into an international BPO. . )I found that the main thing is that â€Å" HCL † is a brand name ,that is why freshers are willing to work in the organization even at a low salary. Also the company takes care of career management of their employees as they can pusue their executive MBA course from prestigious institute IIM-Kolkata and they can even switch off to different parts of HCL like HCL COMNET/TECHNOLOGIES availing the Inter Job Posting facility. 8. )According to the data analysis, it was found that the attitude and behavior of jobseekers are not favourable.Therefore the null hypothesis based on first objective is accepted while the alternate hypothesis is rejected. 9. )Also from the above analysis it was found that the services provided by the consultancy ‘Panache Solutions’ is satisfactory. Hence the null hypothesis based on second objective is accepted while the alternate one was rejected. 10. ) From the above discussions as HCL-BPO follows the current b enchmarking recruitment and selection practices, thus the null hypothesis based on third objective is accepted while the alternate is rejected. s 4. 3 CONCLUSIONThe study resulted into following conclusions: 1. )HCl BPO must have social culture to work in as it leads a proper environment to work in. This will also also reduce the attrition in the company. 2. )The company should increase the salary & recruit the efficient people for the growth of the organization & should minimize the recruitment of inefficient candidates who are ready to work at a low salary. 3. )Line Managers & HR Department should work in a loop so that information circulates in a systematic way in the organization and it does not lead to mental stress due to miscommunication. 4. Other Departments should co-operate the HR department so that a smooth working system can take place. 5. )A proper interaction with the Outsourcing firm should be maintained so as to reduce the number of grievances that arises in the orga nization due to improper coordination of the outsourcing firm and the organization. 4. 4 RECOMMENDATIONS 1. )Proper flow of information should be maintained so as to avoid miscommunication. 2. )Different department should cooperate with each other so as to reduce the loop holes in the system. 3. )An increment on the salary should be done timely so as to retain the efficient people in the organization. . )HR Department should focus on the quality and not the quantity so as to get efficient employees in the company. 5. )No. of people working in HR Department should be increased for the efficient working of the HR Department. 6. )Some social gathering of people should be conducted so as to maintain a social culture in the organization and this would also help in retaining the people in the organization. 7. )The lengthy working hours should be shortened or some intervals should be given for the refreshment of the employees to reduce the overburden of work. . )If possible, the employees should be given fixed days off . Also the employees who come from far places and avail the cab facility should be provided AC cabs due to scorching heat. ANNEXURE QUESTIONNAIRE Q1. What is the process of Recruitment at HCL- BPO? In-house recruitment Third Party Outsourcing Q2. What are the various parameters that are considered while people are recruited? Personality Communication Attitude`Knowledge Q3. What is the basis of recruitment? (Rate the following options: 6-highest, 1-lowest) Social NetworkingWalk-insInternal referencesCampus Hiring Outsourcing Q4. When do the company plans for recruitment? Beginning of Financial Year As per the requirement Quarterly ReviewWeekly Review Q5. What are the factors on which recruitment depends? Projections Attrition Business Expansion Q6. How much time does it take to complete one selection process? 1-2days 3-4 days 5-6 days Q7. Do you think that Outsourcing is a better option for recruitment now a days? YesNo Q8. What is the factor that leads to Outsourcing? High Attrition RateCost CuttingIncreased turnover of the CompanyTo get efficient employees in less time Q9. What are the positive outcomes of Outsourcing the recruitment process? Getting the desired employees in lesser time. Less Cost Less Headache Q10. What are the negative outcomes of Outsourcing the recruitment process? Improper Coordination in the system Delays in fulfilling the requirement Low Morale JOB ANALYSIS FORM OF HCL INFOSYSTEMSLTD. Job Title†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. †¦Ã¢â‚¬ ¦ Date†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Code No†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ †¦Ã¢â‚¬ ¦ Location †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Department†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Analyst†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.Reason for the job †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Supervised.. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Wage or salary range†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Relation to other jobs: Promotion from†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Promotion to†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. Job summary: Work performed:†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Major duties :†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Other tasks:†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Equipment/Mac hines used:†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Working Condition†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Skill Requirements: Education: (Grade or Year) Training : Job experience : (a)Type of experience†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. (b)Length of experience†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Supervision : (a) Positions supervised†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. (b) Extent of supervision†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..Job knowledge : (a) General †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ (b) Technical†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ (c)Special†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢ € ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Responsibility : a)For product and material †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. b)For equipment and machinery†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ c)For work of others†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. d)For safety of others†¦Ã¢â‚¬ ¦ Physical Demands : Physical efforts Surroundings Hazards Resourcefulness SPECIFICATIONS FORM OF HCL Job Title : Drill OperatorDepartment†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Job Code †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Date†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. REQUIREMENTS 1. EDUCATION : Ability to read and understand production orders and to make simple calculations. Preferably High School Certificate. 2.TRAINING AND EXPERIENCE: No special training required . Requires one month experience to learn job duties and to attain acceptable degree of proficiency. 3. PHYCIAL EFFOR T: No special physical effort is required. 4. MENTAL SKILL: Requires reasoning to interpret instructions and drawings and productions orders. Must be able to concentrate when operating. 5. SUPERVISION : Routine checking and no close supervision required. Specific but no detailed instructions. 6. Responsible for own work only. Only routine responsibility for safety of others. PROCEDURE OF RECRUITMENTFollowing process of Recruitment has been followed in HCL . REQUISITION 1) For new requirement or for replacement a manpower the given requisition format is to be filled up by Head of the Division/Department and forwarded to HRD after obtaining MD’s approval. INTERVIEW SCHEDULE Date: Venue: Position: NAME OF THE CANDIDATETIMEREMARKS INTERVIEW CALL LETTER Date —————- Dear Sir, â€Å"___________________________________________________† This has reference to your application for the above mentioned position in our organisation. We are pleased to invite you for a meeting with the ndersignedon†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. at†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦a. m. /p. m. please confirm this appointment. We have enclosed a blank personal Data Form. Please fill this in and bring with you along with your educational and experience certificates / testimonials in original for the meeting. No TA/DA shall be admissible for attending this interview. You will be reimbursed to and for train fare by 1st / 2nd class for attending this interview. We take this opportunity to thank for the interest you have shown in joining our organisation. Yours sincerely, For HCL InfosystemsLtd. Authorized SignatoryPreliminary interview of the candidates is conducted by HRD based on Personal Data Format given below filled up by the candidate with the help of technical person along with the Dept. Head. HCL Infosystems Ltd. Address: PERSONAL DATA FORM POSITION APPLIED FOR SOURCE Name_________________________________________________________ ____ SurnameFirst NameMiddle Name Present Address ________________________________________________________________ Phone_______________________________ permanent Address _____________________________________________________________ __________________________Phone______________________________Date of Birth:Religion:Nationality: Marital Status:Sex:Date of Marriage: Languages Known Speak Read Write _________________ __________________ Father’s Name ————————————— & Occupation—————————————– Spouse Name: OccupationNo. of children: Educational / Professional Qualification Start With Latest Degree/ Diploma Degree/ DiplomaInstitution/ University/BoardYears From ToMain SubjectDivision & % of marks Publication & Membership Special Interest/Hobbies Employment Record: (Starting from present to first one )Period From ToName of EmployerDesignationNature of Duties PerformedGross Salary Detail of Present Salary Basic HRAConveyanceBonusLTAMedicalSuperannuationP. F. Others Salary Expected: Joining Time Required: Are you ready work anywhere in India: Relatives & Acquaintances in HCL NameDesignationDepartmentRelation Any other information which you think should be taken into account while considering your candidature References:please give name and address of two persons who knows you professionally or under whom you have worked. Name: _____________________________________ Nature ofAcquaintance : ______________________________ Position : __________________________________ Address : __________________________________ Tel . :Off. :____________ Res. :___________ Off. :_ __________ Res. :___________ Declaration: I hereby authorised verification of all statements in the record and shall agree to produce any documentary evidence in proof of above statements as desired by NPL. I certify that all the above statements are true and understand that misrepresentation or mission of facts called for in this from will cause separation from the company’s services without any notice or compensation.Date________________Signature___________ FOR OFFICE USE ONLY Test Performance INITIAL INTERVIEW NOTES 1. PERSONALITY 2. MATURITY 3. COMMUNICATION 4. SELFCONFIDENCE 5. JOB KNOWLEDGE 6. OTHERS FINAL INTERVIEW RESULTS SALARY FIXATION SHEET DESIGNATIONCATEGORYLOCATION ITEMPRESENT ACTUAL P. M. OFFERED ACTUAL P. M. OTHERS: Joining Date:Probation Period: DATEHODHRDDEPTT. Final approval for Asst. Manager and above is after final interview by the MD. Travel Expenses to outstation candidates are reimbursed as per the ravelling rules existing in the company, in format given below. ACCOUNTS DEPARTMENT OUTSTATION CANDIDATE TRAVEL EXPENSES REIMBURSEMENT NAME : —————————————————â €”——————- ADDRESS:————————————————————————- INTERVIEW DATE :————————– POSITION :———————- DATEPLACE(FROM-TO)FARE(AMOUNT RS. ) TOTAL : DATE : SIGNATURE OF THE CANDIDATEHRD DEPARTMENT After final selection Letter of Intent is issued in the following format LETTER OF INTENTWith reference to your application and the subsequent interviews you had with us, we are pleased to offer you the position of â€Å"______________† in our organisation at mutually agreed terms and conditions based at _______________. However you are liable to be transferred to any of our sites / sister concerns / associates companies at the sole discretion of the management. You will report for work on _____________at______________, failing which this offer will stand automatically withdrawn. The detailed letter of appointment will be issued to you on your joining. Please submit the following documents at the time of joining :- . 3 passport size photographs. 2. Copy of last appointment letter, relieving letter & salary certificate. 3. Photocopies of educational and experience certificates. Please sign you to our organisation and wish you a successful career with us. Yours sincerely, For HCL InfosystemsLtd. Authorized Signatory V) JOINING FORMALITIES On the joining detailed appointment letters are issued as per below mentioned levels:- 1) APPOINTMENT LETTER Language for below Asst. Manager level is given in the following format . ‘BELOW ASSTT. MANAGER LEVEL’ ___________________Dated : ___________________ __________________ ___________________ LETTER OF APPOINTMENT Dear Mr. __________________________ With reference to the offer letter no. ___________________ ___dated __________ we are pleased to appoint you as ____________________ on the following terms and conditions: 1)Ordinarily your period of probation will be Six months which could be further extended for a period not exceeding three months and during probationary period/extended probationary period your services are liable to be terminated without any notice or without assigning any reason or compensation in lieu thereof. )EMOLUMENTS: A)you will be paid following emoluments: Basic Salary: Rs. __________ p. m. House Rent Allowance:Rs. __________ p. m. Local Travelling Expenses:Rs. __________ p. m. You shall also be entitled to benefits like Bonus, Gratuity, PF, ESI & L. T. C as per rules of the company. B)Further increment will be based on efficient, satisfactory and loyal discharge of duties and may be withheld in case the standard of work and conduct is found subnormal of may be accelerated in case the same is adjudged to be commercial at the discretion of the management. )Your p lace of posting will be at our _________________situated at _______________ ¬Ã‚ ¬Ã‚ ¬Ã‚ ¬-_____. However, you are liable to be transferred to any of our sites/factory/office at the discretion of the management. 4. During the period of your employment, you shall not secure or try to secure any other post and undertake any course of study or work on part time basis without the pronouncement or the Management in writing.You will also not hold any office of profit outside the company or engage yourself in any other trade or business either part time, or full time, whether for profit or gain, or on honorary basis or otherwise, engage in an insurance agency or commission agency etc. without the prior written permission of the management. 5. Your hours of attendance shall be regulated to suit the duties entrusted to you from time to time, subject to the statutory provisions. 6.You shall be governed by the rules and regulations of the company in force from time to time, that may be applic able to you. 7. In the event of your confirmation in writing, in addition to the terms and conditions mentioned in this letter, except para (1): a)You will be liable to be retired on your reaching the age of 58 years or earlier if found medically unfit. The organization shall have the right to have you medically examined as and when considered necessary by a registered medical practitioner or by the Company’s medical officer. )The employment will be liable to be terminated on either by giving one month’s basic salary in lieu thereof. However, no notice would be necessary to be given by the organisation if in their opinion you are found guilty of any gross misconduct as generally understood in employment, particularly disobedience, insubordination, insolence and acts subversive of discipline, habitual negligence of duties, distrust, dishonesty or embezzlement, illegal strike, habitual late attendance, absence, go-slow etc. . In case any misconduct is alleged against you , you are liable to be suspended forthwith without any salary or allowance, pending such inquiry, if in an inquiry you are exonerated of the charges, you will be entitled to full salary as if you were on duty. In the event you are found guilty of the charges levelled, irrespective of the punishment imposed, you shall not be entitled to any payment for the period of suspension. 9.The above mentioned â€Å"terms and conditions of services† shall prevail so long as the same are not either modified or they will also be subject to such other and further rules and regulations which may be notified by us by putting a notice in writing on the notice board put inside the premises. 10. Your date of joining the services in the organization is ______________ 11. This letter is being offered to you in duplicate. In case the terms and conditions expressly enumerated above are acceptable to you, please sign the duplicate copy of this letter in token of your having read, understood and accep ted the terms and conditions mentioned above. 2. Please note that the court of jurisdiction shall be at New Delhi. We welcome you to our organisation and wish you a successful career with us. Yours sincerely, For HCL InfosystemsLimited, AUTHORISED SIGNATORY ACCEPTANCE I have clearly understood the terms and conditions mentioned in this letter of appointment and I hereby accept the same. NAMESIGNATURE DATE 2) Appointment letter language for asst. Manager to manager is given in the following format. FOR ASSISTANAT MANAGER TO MANAGER Dear Mr†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. Date†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..APPOINTMENT LETTER With reference to the offer letter no. _________________ dated________________, we are pleased to appoint you in our organisation on the following terms and conditions:- 1)Designation :Your position in the company will be †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 2)Date of Joining : Y our date of joining the services in the organization is†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 3)Probation Period: Ordinarily your period of probation will be Six months from the date of joining. Management may extends the probation period depending upon your performance.On successful completion of probation, you will be issued a confirmation letter. During the probation period, your services are liable to be terminated without assigning any specific reason, whatsoever without giving any notice. After confirmation the notice period will be one month or one month’s basic salary on either side. 4)Salary Details: Your Basic Salary will be Rs. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. /- p. m. (Rupees †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ only) In addition you will be entitled to House Rent Allowance of Rs. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦/- p. m. Rupees †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢ € ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦only) You will entitled to reimbursement of Local Travelling Expenses upto a maximum limit of Rs. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦/- p. m. (Rupees †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. only) You shall also be entitled to benefits like ESI/Medical Reimbursement, LTC, Bonus Exgratia, Gratuity & PF as per rules of the company. 5)Place of Posting:†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ However, you would be liable to be transferred/posted at any of the existing or proposed locations of the company or its sister/associates companies at the sole discretion of the management. )The company normally does not permit employees to engage in any other business or work, either directly on their own account or indirectly and you will be expected not to do so without prior consent of the m anagement in writing. 7)You will be governed by the rules and regulations of the company as applicable in force, amended or altered from time to time during the course of your employment. 8)You will automatically retire from the services of the Company on attaining the age of 58 years. You may be retired earlier if found medically unfit.Please sign the duplicate copy of this letter signifying your acceptance and return it to us. We welcome you to our organisation and wish you a successful career with us. With best wishes, Yours sincerely, For HCL InfosystemsLimited, AUTHORISED SIGNATORY I agree to accept employment on the terms and conditions mentioned above and agree to abide by all the rules and regulations of the company. NAME SIGNATURE DATE 3)Appointment letter language for sr. manager and above is given in the following format. FOR SR.MANAGER AND ABOVE Dear Mr. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦