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K.ManuK.Manu PrasadPrasad MonikaMonika VermaVerma Shikha AroraShikha Arora
ShinkyShinky MoreMore SumeetSumeet GoelGoel RichaRicha WadhwaWadhwa
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Introduction
Leading global IT services company
Focus on transformational outsourcing,
underlined by innovation and value creation
Integrated portfolio of services includingsoftware-led IT solutions, remote
infrastructure management, engineering
and R&D services and BPO
Extensive global offshore infrastructureand network of offices in 29 countries with
58,000 employees
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Employee First : Individual
Enlightenment
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Value Services model
Value Culture
ValueEngagement
Value CreationValue Delivery
Value Distribution
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Recruitment
Sources of Recruitment
Developing workplace diversity and value individuality
Carpet Bombing Niche Hiring
Campus-
Partnering
Advertisements Online Portals Employee
Referrals
Walk-ins
Talent Express Natasha 3
rd
party/Consultants
Aspiring Minds
Homing Pigeon Job Fairs
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Selection
Interviews
Skill Mapping
Routine Medical Test
Joining Joining Book
Process Resource Update
Identity Code
Induction
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Training & Development
Smart Service Desk (SSD)
Natasha ( Virtual Assistant) (Policy Guidelines)
Appraisal Management System
Directions / U&I / i-Gen
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Promotion Policy
HCL practices impartial and unbiasedpromotion policy
Promotions are based on the performance of
an employee
Recently the company introduced BusinessExcellence as a theme to impart the concept
of process orientation and management
Initiatives like quality training and workshops
were organized to impartTotal QualityManagement techniques
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EQUAL EMPLOYMENT
OPPORTUNITY
HCL believes in providing equal opportunity to
every individual
HCL does not discriminate in employmentopportunities or practices on the basis of race,
color, religion, sex, national origin, age or any
other characteristic protected by law
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SALARY ADMINISTRATION
HCL is committed to paying its employees
equitable and competitive salaries that reflect
the requirements and responsibilities of their
positions
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PERFORMANCE EVALUATION
HCL believes in an open, transparent andunbiased/impartial evaluation of performanceof every employee
Formal written performance evaluation isconducted at the end of an employee's initial
period of hire, known as the probationaryperiod
Additional formal performance evaluations areconducted to discuss job tasks, identify andcorrect weaknesses, recognize andencourage strengths and discuss positive andmutually agreed upon goals
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TRAINING POLICY
Every individual joining HCL undergoes at
least 5 (five) man-days of training in a
calendar/financial year as shown below.
Induction day on the day of joining fornew recruits.
Job-related / Technical topics 2 / 3 days
Behavioural topics 2 / 3 days Feedback - day
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Performance Appraisal System
Project reviews
Schemes to identify and recognize
Star Performers and Star Teams Performance Improvement Plan
Training for Skill gap
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Rankings and Performance Levels Across
Work Teams managers and below
Actual Ranked Work
10 (High)
98
7
6
5
4
3
2
1 (Low)
Ranked Work Ranked Work
Manisha (1)
Uma (2)
Joy (3)
Boby (4)
Richa (5)
Jaya (1)
mona (2)
Sonam (3)
Govind (4)
Kely (5)
Farha (1)
rahul (2)Lisa (3)
Joly (4)
Steve (5)
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Performance Tracking System
Predefined objective performance standards Measures actual performance against standards -
meeting, exceeding, or lagging
360 Degree Feedback
Multi-directional feedback (manager is rated by
1st and 2nd level superiors, peers and
subordinates), 18 different leadership and management
parameters
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Sample Trait Scales
Rate each worker using the scales below.
Decisiveness:
1 2 3 4 5 6 7
Very low Moderate Very high
Reliability:
1 2 3 4 5 6 7
Very low Moderate Very high
Energy:
1 2 3 4 5 6 7Very low Moderate Very high
Loyalty:
1 2 3 4 5 6 7
Very low Moderate Very high
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I4Excel
An on-line tool for performance appraisal and
review process
Provides transparency
Helps in building an individual performance
development plan
Customer feedback is also built-in
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