EXECUTIVE SUMMARY

Employee satisfaction survey provides a channel of communication for the employees to communicate their on a wide range of issues in the company and give their feedback regarding the employees policy of the company. Employee satisfaction survey was conducted to find out the level of employee satisfaction in HCL. The employee satisfaction survey helps the companies to determine how their employees think and to identify the employees needs and concerns so that improvements can be made and stronger teams can be formed. Business performance is expected to increase as more satisfied employees will increase a companys competitiveness and they are to better recognise opportunities and threats and utilize the resources better. Other benefits of employee satisfaction include achievement of company goals, better internal and external communication, a positive and social working environment and increased employee loyalty and less absentism. For this purpose a questionnaire was prepared and the results were analysed.

CHAPTER1 INTRODUCTION

Nature of HCL
HCL is a global technology and IT Enterprise that operates in 31 countries. Its headquarters is in Noida, India. The company comprises two publicly listed companies, HCL Technologies(www.hcltech.com) and HCL Infosystems(www.hclinfosystems.in). 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.

The 37 year old Enterprise, founded in 1976, is one of India's original IT garage start ups. Its range of offerings span R&D and Technology Services, Enterprise and Applications Consulting, Remote Infrastructure Management, BPO services, IT Hardware, Systems Integration and Distribution of Technology and Telecom products in India. The HCL team comprises 90,000 professionals from diverse nationalities, operating across 31 countries including 505 points of presence in India. HCL has global partnerships with several leading Fortune 1000 firms, including several IT and Technology majors. Some key information about HCL is as follows: Type: Industry: Founded: Headquarters: Key people: Revenue: Employees: Subsidiaries: Website: Private IT Services 11 August 1976 Noida, India Shiv Nadar (Founder&Chairman) US$ 6.2 billion (2012) 90,000 (2012) HCL Technologies HCL Infosystems www.hcl.com

Business of HCL

HCL Infosystems HCL Infosystems Ltd. offers a wide spectrum of products which include - Computing, Storage, Networking, Security, Telecom, Imaging and Retail. The main business areas of HCL Infosystems are as follows:

Distribution and Services Services Computing Products Education and Learning

HCL Technologies

HCL Tech is the information technology and software services arm of the enterprise, providing Internet Infrastructure Solutions, Facilities Management & Infrastructure Services, Network Management Systems and IT Hardware. The main business verticals of HCL Technologies are as follows:

Product Engineering and R&D Enterprise and Custom Applications Infrastructure Management BPO Services

Objectives of the Project

1. To study about employee effectiveness towards the job at various levels of the organisation. To study about the Monetary and Non-Monetary rewards given to the employees. To study the employees attitude towards the job and the organisation. To identify the factors that motivate the employees. To know the level of participation in decision making. To understand the relationship of employees with the top management.

2. 3. 4. 5. 6.

CHAPTER-2 LITERATURE REVIEW

Employee Satisfaction
Introduction Employee satisfaction is the terminology used to describe whether employees are happy and contented and fulfilling their desires and needs at work. Many measures purport that employee satisfaction is a factor in employee motivation, employee goal achievement, and positive employee morale in the workplace.

Employee satisfaction is often measured by anonymous employee satisfaction surveys administered periodically that gauge employee satisfaction. Employee satisfaction is looked at in areas such as:

Management. Understanding of Mission and Vision. Empowerment. Teamwork. Communication. Co-worker Interaction.

The facets of employee satisfaction measured vary from company to company.

Factors affecting Employee Satisfaction

Various factors exist in an organisation that contributes to area of employee satisfaction. Following are listed factors affecting employee satisfaction. They are as follows:

(i)Brand Name: The brand name of the organisation is of utmost importance to the employees and it is considered when employee satisfaction is considered. (ii)Aims and Objectives of Business:The aims and objectives of the organisation where an employee works are likely to affect employee satisfaction. (iii)Compensation: Salary and wage is one of the most important factors behind employee satisfaction. The salary should always be in accordance to the position of the employee in the company. (iv) FinancialRewards: Rewards are other important things that affect level of satisfaction of an employee in his job. Opportunities to earn special incentives, such as bonuses, extra paid time off or vacations, also bring excitement and higher employee satisfaction to the workplace. (v)Relationship with Supervisor: The kind of treatment given by the supervisor to the employee largely determines his satisfaction level. It is always desired to treat employees in a good manner.

(vi)Working Conditions: Because employees spend so much time in their work environment each week, it's important for companies to try to optimize working conditions. Such things as providing spacious work areas rather than cramped ones, adequate lighting and comfortable work stations contribute to favourable work conditions.

(vii) Opportunity for Advancement: Employees are more satisfied with their current job if they see a path available to move up the ranks in the company and be given more responsibility and along with it higher compensation. Many companies encourage employees to acquire more advanced skills that will lead to the chance of promotion.

Importance of Employee Satisfaction

Employee satisfaction is the term used to describe a situation when employees are satisfied and contented with his job and the office environment. Employee Satisfaction is of utmost importance in any organisation be it small or large. Thinking that employee satisfaction is important only for the employee then it is not right. It is equally important for the organisation for which the employee is working as well.

The following points will show the importance of employee satisfaction easily. 1.In light of the organisation: It enhances employee retention and the company does not need to train employees repeatedly. The overall productivity of the company is increased and it assists in achieving the goals of the company. When employees are satisfied with their job they deal with customers in a better manner and thus customer satisfaction is achieved to great extent. It helps the company in getting better services and products from its employees. Money spent on training new candidates and recruitment of new candidates can be saved extensively.

2.In light of the Employee: When the employee gets satisfactory services from the company initially, he tends to believe that same treatment would be offered in long run. Employee would start taking interest in his work instead of worrying about other issues. The employee starts feeling a sense of responsibility towards the organisation.

The employee deals with customers in a better way and builds strong relations with them.

The employee would try to produce better results in order to get appreciation from the company.

Employee Satisfaction in HCL

Employee Benefits Provided In HCL A part from the legal and mandatory benefits such as provident-fund and gratuity, below is a list of other benefitsBPO professionals are entitled to the following: 1. GroupMedi-claim Insurance Scheme: This insurance scheme is to provide adequate insurance coverage of employees for expenses related to hospitalization due to illness, disease or injury or pregnancy in case of female employees or spouse of male employees. All employees and their dependent family members are eligible. Dependent family members include spouse, non-earning parents and children above three months. 2. Personal Accident Insurance Scheme: This scheme is to provide adequate insurance coverage for Hospitalization expenses arising out of injuries sustained in an accident. This covers total / partial disablement / death due to accident and due to accidents. 3. Subsidized Food and Transportation: The organizations provide transportation facility to all the employees from home till office at subsidized rates. The lunch provided is also subsidized. 4. Company Leased Accommodation: Some of the companies provides shared accommodation for all the out station employees, in fact some of the BPO companies also undertakes to pay electricity/water bills as well as the Society charges for the shared

accommodation. The purpose is to provide to the employees to lead a more comfortable work life balance. 5. Recreation, Cafeteria, ATM and Concierge facilities: The recreation facilities include pool tables, chess tables and coffee bars. Companies also have well equipped gyms, personal trainers and showers at facilities. 6. Corporate Credit Card: The main purpose of the corporate credit card is enable the timely and efficient payment of official expenses which the employees undertake for purposes such as travel related expenses like Hotel bills, Air tickets etc 7. Cellular Phone / Laptop: Cellular phone and / or Laptop are provided to the employees on the basis of business need. The employee is responsible for the maintenance and safeguarding of the asset. 8. Personal Health Care (Regular medical check-ups): Some of the BPO'S provides the facility for extensive health check-up. For employees with above 40 years of age, the medical check-up can be done once a year. 9. Loans: Many BPO companies provide loan facility on three different occasions: Employees are provided with financial assistance in case of a medical emergency. Employees are also provided with financial assistance at the time of their wedding. And, The new recruits are provided with interest free loans to assist them in their initial settlement at the work location. 10. Educational Benefits: Many BPO companies have this policy to develop the personality and knowledge level of their employees and hence reimburse the expenses incurred towards tuition fees, examination fees, and purchase of books subject, for pursuing MBA, and/or other management qualification at India's top most Business Schools.
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11. Performance based incentives: In many BPO companies they have plans for, performance based incentive scheme. The parameters for calculation are process performance i.e. speed, accuracy and productivity of each process. The Pay for Performance can be as much as 22% of the salary. 12. Flexi-time: The main objective of the flextime policy is to provide opportunity to employees to work with flexible work schedules and set out conditions for availing this provision. Flexible work schedules are initiated by employees and approved by management to meet business commitments while supporting employee personal life needs .The factors on which Flexi time is allowed to an employee include: Child or Parent care, Health situation, Maternity, Formal education program 13. Flexible Salary Benefits: Its main objective is to provide flexibility to the employees to plan a tax-effective compensation structure by balancing the monthly net income, yearly benefits and income tax payable. It is applicable of all the employees of the organization. The Salary consists of Basic, DA and Conveyance Allowance. The Flexible Benefit Plan consists of: House Rent Allowance, Leave Travel Assistance, Medical Reimbursement, and Special Allowances. 14. Regular Get together and other cultural programs: The companies organizes cultural program as and when possible but most of the times, once in a quarter, in which all the employees are given an opportunity to display their talents in dramatics, singing, acting, dancing etc. Apart from that the organizations also conduct various sports programs such as Cricket, football, etc and regularly play matches with the teams of other organizations and colleges. 15. Wedding Day Gift: Employee is given a gift voucher of Rs. 5000/-.

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16. Employee Referral Scheme: In several companies employee referral scheme is implemented to encourage employees to refer friends and relatives for employment in the organization. 17. Employee Stock Option Plan Now, the actual question, why people are leaving? What types of retention strategies are required? What is expected from HR Professional and how they can address this issue.

Training and Development in HCL

Induction training is an important component of the training life cycle. Induction Training for new hires is vital to ensure that they settle in well in the organization. Our aim is to ascertain that new hires understand our organizations mission, goals, values and philosophy; and importantly their job role as expected in a professional environment. This training aims to establish a clear foundation and set expectations around work ethics, integrity and responsibility. With this in mind, we have customized our training to suit different levels i.e. Entry Level hires and Lateral hires.

EntryLevelTraining At HCL, all Campus Hires undergo a foundation technical training which covers business aligned software engineering and programming concepts, followed by one of the many technical tracks. The training delivered is in accordance with the syllabus developed in consultation with business leaders and subject matter experts (SMEs). The Assessment Framework consists of tests administered right at various stages, a Final Test and a project.

The Entry-level Training program for fresh graduates from the campuses consists of a Foundation module and six standard Technical Tracks (CC++, Java, Dot Net, Oracle,

12

Networking, and Testing). At the end of the classroom-training program, the fresh graduates work on a project. The project is a training module designed for entry-level trainees to apply the technology learnings they have acquired during the trainer-led classroom-training program. By applying a blend of technology and process, we ensure that trainees assigned to projects have a basic understanding of software engineering processes and tools (such as Bugzilla and Subversion) in addition to the technology skills they have been trained in. Along with technical skills, all campus recruits attend a Professional Skills Program, which prepares them to interface and engage with colleagues and customers across the globe. On the successful completion of the training program, the trainees are assigned to Delivery units for further LOB specific domain trainings and on the job training.

LateralHiresTraining The Induction program typically extends for 1 2 weeks for lateral hires and the focus is essentially on getting you immersed into the HCL culture / philosophy and engagements. The engagement specific induction might extend from a few days to a few weeks depending on the nature of the engagement. Lateral hires are trained through various means such as online training, collaborative learning, certification programs, instructor-led and on-demand training. Learning @ HCL Learning is the most sustainable source of competitive advantage in our industry, today. As the war for talent continues, leveraging and optimizing learning for stronger performance is critical. In this knowledge based economy, creating a learning environment helps address talent shortfall, generate ideas and ultimately leads to building an engaged workforce resulting in higher productivity and retention. We recognize that grooming an employee into
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globally

competitive

leader

requires

an

extensive

and

nurturing

ecosystem.

BehavioralLearningandDevelopment HCL has identified roles at different employee levels and associated competencies desired to fulfil the demands of those roles. Several developmental initiatives are available to the employees across the organization to build or enhance role critical competencies through Professional Development, Leadership Development or Sales Learning programs. A unique learning road map approach allows employees and their reporting managers to identify needs and the training path they need to work on. These courses are available in classroom, webinar and e-learning format in partnership with top global virtual learning organization to allow for greater reach and ease of access. All programs are designed with the ultimate business objective in mind resulting in enhanced productivity, increased customer satisfaction, and effective leadership transitions.

Work Life in HCL

A dynamic and vibrant work environment ensures that HCLites walk in every morning well, most mornings with a smile, and leave at the end of the day feeling valued and enriched. In fact, our Employees First philosophy is aimed at placing every employee at the forefront of transformation, empowering them with knowledge, resources and infrastructure in a workplace that nurtures innovation.Various initiatives designed to enthuse and inspire HCL employees are as follows:

1.Diversity:HCL Technologies works hard to create a supportive environment for employees with diverse backgrounds. Accordingly, the company reaches out to a diverse talent pool of different nationalities, cultures social background and work experiences. Team leaders are equipped with skills to work across the globe in virtual teams. Affinity networks and
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Employee First Councils help the company reach out to employees from diverse backgrounds. The networks ensure that diverse perspectives are included in all business operations.

2.XtraMiles:XtraMiles is a unique program that offers peers, team members and managers to recognize employees for outstanding effort. XtraMiles provides a platform to say thanks and helps strengthen a culture of employee appreciation. For every XtraMile that employees walk in their professional life at HCL, they stand a chance to earn a mile. Accumulation of these points not only offers recognition but entitles them to earn rewards.

3.Genie:Genie is a personal shopper and assistant that specializes in giving employees the gift of time. This facility is an all-purpose coordinator, entertainment guide, errand runner and personal assistant that can manage routine tasks, such as paying utility bills.

4.Womens Network:Women are altering the face of the corporate world and the face of HCL. Whether nurturing their families at home or leading transformation on the job, women executives offer special value. To help them meet the particular challenges they sometimes face, a peer network of HCL women executives provides support, advocates for a genderneutral work environment and drives policy changes, through initiatives such as Women Connect.

5.Mitr:Mitr (Hindi for your friend) is a specialist team of personal advisors who help employees prepare for challenges and tackle them more effectively. Mitrs support, information and advice is completely free and confidential, and just a phone call away.

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6.Find @ HCL: This is employees own classifieds portal, where they can list items they want to sell or search for items they wish to buy. It even includes a matrimonial section, where HCLites can search for a life partner.

7.Employee First Councils:These councils offer a unique platform for HCLites to lead change. They provide an opportunity to a diverse group of individuals to come together and work towards a common cause that they are passionate about. EFCs are participative and democratic forums developed for HCLites and run by HCLites.

Employee First Philosophy in HCL

Employees First, Customers Second explores the steps of HCLTs transformational journey as the company recognized the need for change, created a culture of trust through transparency, turned the organizational pyramid on its head, and shifted the responsibility of change from the office of the CEO to the employees using small catalysts, or blue ocean droplets, that produced big results.

HCLT defied conventional wisdom when it turned the management structure upside down. By putting employees first and customers second, HCL was able to activate the value zone the place where frontline employees interact with customers and create real value for them. By doing so, it fired the imagination of both employees and customers and set HCLT on a journey of transformation that has made it one of the fastest growing and profitable global IT services companies. According to BusinessWeek, HCLT is one of the worlds most influential companies.

At HCL, focus is on employees first because we believe that they bring strategic value to the organization and are critical to its success in the global marketplace. Towards this, we
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practice Employees First the first of its kind of articulation, which creates an enabling environment and a culture of pride in our employees.

Several Employee First initiatives are as follows: Smart Service Desk: Employees can raise SLA-bound tickets on any internal service provider, and close them only if they are satisfied with the service. CEO Connect through U&I: Our CEO is available online to all employees, tours every location, holds interactive discussions, and shares thoughts and updates through a blog. Employees First Governing Council: Function heads hold Town Hall Meetings and collectively address employees questions and issues. Open 360 Degree Feedback: Employees rate managers, top leaders across the organization including the CEO, and these ratings are made public. Talent Transformation: Behavior-based competencies in individuals are built. Employees First Academy: Effective leaders are initiated and nurtured on three levels - Employees First Lifestyle, Employees First Leadership, and Harvard Emerging Leader Program. Employee Passion Indicative Count:Employees introspect to identify their unique passion drivers, which are then nurtured for greater productivity. Directions: The CEO and senior management conduct a face-to face meeting with all employees to share the vision and strategy of the organization.

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CHAPTER 3 RESEARCH METHADOLOGY

What is Research Methodology? The process used to collect information and data for the purpose of makingbusinessdecisions is called Research Methodology. The methodology may include publicationresearch, interviews, surveys and other research techniques, and could include both present and historical information. Research refers to a search for knowledge. It is a systematic method of collecting and recording the facts on the form of numerical data relevant to the formulated problem and arriving at certain conclusions over the problem on the basis of the collected data.

Data Collection Methods In the preparation of this report the data has been collected from 2 sources: 1.Primary Data: Primary data is gathered from first hand information and is collected from people. Some sources of primary data are: Surveys Questionnaire Face to Face Interaction. Observation

2.Secondary Data: Secondary data is the data which provides theoretical basis required for report presentation. It is collected by someone else other than the researcher. It provides a more higher quality data and a lot more information than the primary data. Sources of collecting secondary data are are as follows: Magazines
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Newspapers Internet Books

The source of Primary Data collection for my project is Questionnaire. Sample Size: 30 Employees The questionnaire was given to employees of Top and Middle Level Management in HCL. The research was conducted at the Noida office of HCL.

The Sources of Secondary Data were Newspapers, Human Resource Books and through the sites of site HCL.

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DATA ANALYSIS AND INTERPRETATION

Q1.How satisfied are you with your position in the company? Very Satisfied Satisfied Neutral Dissatisfied Very Dissatisfied 7 20 2 1 0

3% 0% 7% 23% Very Satisfied Satisfied Neutral Dissatified 67% Very Dissatisfied

Figure No.1: Position in the company

Interpretation The above analysis shows that more than 50% of the respondents are satisfied with the position that the company has offered them. The position offered to them is according to their skills, knowledge, educational qualifications and experience of working in that particular feel. But 3% of the respondents are not happy with their positions in the company. They believe that they should be at a higher position.

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Q2. Are you satisfied with the saying that Employee Satisfaction is must for enhancing productivity and performance.

Very Satisfied Satisfied Neutral Dissatisfied Very Dissatisfied

18 10 2 0 0

0% 0% 7%

Very Satisfied Satisfied 33% 60% Neutral Dissatisfied Very Dissatisfied

Figure No.2: Employee Satisfaction

Interpretation The above analysis shows thatmostly allthe respondents are well aware of the role and importance of employee satisfaction.It means somewhere their productivity and performance has been improved after the trainingprogram attended by them and it helped them to achieve their goal and believe that employee satisfaction is important for productivity and performance.
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Q3.Which of the following factors motivates you the most?

Salary Increase Promotion Leave Motivational Talks Recognition Part in Decision Making

8 10 0 1 7 4

13% 27% Salary Increase Promotion 23% Leave Motivational Talks Recognition Part in Decision Making 3% 34% 0%

Figure No.3: Motivational Factors

Interpretation From the above data analysis we can see that 34% of the employees believe that Promotion is the most important factor of employee motivation. 27% of the employees are in favor of Salary Increase followed by Recognition, Part in Decision Making and Motivational Talks. Leave is the least rated factor for motivation.

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Q4. How satisfied are you with the working hours of the company? Very Satisfied Satisfied Neutral Dissatisfied Very Dissatisfied 14 15 1 0 0

0% 0% 3%

Very Satisfied 47% 50% Satisfied Neutral Dissatisfied Very Dissatisfied

Figure No.4: Working Hours of the company

Interpretation The above analysis shows that 50% of the respondents are satisfied with the working hours of the company and believe that the company is providing good working hours to its employees.

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Q5. How satisfied are you with the medical facility provided for employees? Very Satisfied Satisfied Neutral Dissatisfied Very Dissatisfied 8 18 3 1 0

0% 3% 10% 27% Very Satisfied Satisfied Neutral Dissatisfied Very Dissatisfied 60%

Figure No.5: Medical Facilities

Interpretation From the above data we can study that more than 50% of the employees are satisfied with the medical facility provided to them by the company and are aware about the medical facilities. On the other hand 3% of the employees are not happy with the medical facilities provided to them. They feel that company should provide them with more facilities.

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Q6.Are employees recognized as Individuals? Always Usually Sometimes Rarely Never 5 15 6 4 0

0% 13% 17% Always Usually 20% Sometimes Rarely Never 50%

Figure No.6: Employee Recognition as Individuals

Interpretation From the above study of data we can see that the company recognizes its employees as individuals and helps them in their progress. Each employee is regarded as an individual. On the other hand some employees say that they are not recognized as individuals on a regular basis.

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Q7.How often are you appreciated if the desired targets are accomplished?

Always Sometimes Rarely Never

20 7 2 1

7%

3%

Always 23% Sometimes Rarely 67% Never

Figure No.7: Appreciation on Achieving Targets

Interpretation The above analysis shows that 67% of the time the company appreciates its employees when their targets are achieved. The company believes in appreciating and praising its employees for the good work done by them. But on the other hand 3% respondents say that they have not been appreciated by the company.

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Q8.Does the company provide satisfactory Salary according to your Work?

Yes No

30 0

0%

Yes No

100%

Figure No.8: Employee Salary

Interpretation 100% respondents believe that the salary provided to them by the company is satisfactory according to the work. Apart from the salary provided, the company also gives them incentives such as Bonus, Commission, Medical and Life Insurance Facilities, Paid Leaves etc.

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Q9.Do you have the necessary authority to perform your duties effectively?

Yes No

30 0

0%

Yes No

100%

Figure No.9: Authority to Perform Duties Interpretation From the above analysis we can see that 100% respondents are allowed to perform their duties effectively in the organization. It means that the organization that employees performance is the key to Employee Satisfaction.

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Q10.Does the top management involve employees in decision making?

Yes No

27 3

0% 0% 0% 10%

Yes No

90%

Figure No.10: Employee Participation In Decision Making

Interpretation From the above analysis we can see that 90% of the respondents are happy with the involvement of the employees with the top management in decision making. It means that the top management wants to decentralize decision making and involve more employees in making crucial business decisions.

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CHAPTER 4 FINDINGS AND CONCLUSIONS

FINDINGS
1. Most of the employees of HCL are happy regarding the position they have been given in the company. They feel satisfied with the working hours of the company and the benefits the company is providing.

2. Most of the employees feel that employee satisfaction is a must for enhancing the productivity and performance. This will help the company as well as the individuals in achieving company and personal objectives and improve employee rate of turnover.

3. 34% of the people feel that Promotion is the most important factor of motivation followed by Salary Increase (27%) and Recognition (23%). Employees are regarded as individuals by the company and appreciated for the work targets achieved by them.

4. The company is providing satisfactory salary to every one based on their position and contribution towards the company and the employees are allowed to perform their duties effectively.

5. Finally, the top management involves its employees in decision making. They give the employees the right to make decisions and give their suggestions.

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CONCLUSION
From the above data analysis, I can conclude that most of the respondents know the value and importance of Employee Satisfaction. It is the duty of the organisation to keep its employees happy because they know that the success of an organisation depends upon its employees. All the measures are provided by the company to its employees which improves the employee satisfaction and increases productivity. Most of the respondents are happy about the working hours and the medical benefits provided to them and are satisfied with the compensation given to them. There are many factors which the company needs to keep in mind to motivate its employees such as Salary Increase, Promotion, Part in Decision Making etc.

The organisation motivates its employees on a regular basis and appreciates the work done by them and recognises them as individuals. Hence I conclude that employee satisfaction is must for every organisation and keeping the employees happy and motivated will lead to achievement of the desired objectives and will lead to improvement in performance and better productivity. Loyalty and performance should be rewarded by providing opportunities for career development.

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SUGGESTIONS AND RECOMMENDATIONS

1. The company can organise different cultural activities such as sports activities, family get togethers to improve employee satisfaction and enhance productivity.

2. Conduct more In house open training programmes to train the employees in using the latest techniques. It should be done once in every 6 months.

3. Involve the employees in the decision making process of the company.

4. Provide a chance to employees in meetings to give their and views and suggestions.

5. Extra hours of work done by the employees can be regarded as Over Tine and the employee can be compensated for that in the form of bonuses.

6. Provide a good working environment for the employees to work.

7. Regular feedback should be given to employees by the Manager on how they are performing and where do they need to improve.

8. Conduct workshops on team development so that employees know the importance of team work.

9. There should be equal treatment of all the employees whether it is a male or a female. There should be no biasness.

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BIBLIOGRAPHY/REFERENCES
Websites referred are as follows: http://www.hclglobal.com/benefits.html http://www.hcltech.com/EmployeesFirst http://www.hcltech.com/careers/global/training-and-development http://www.hcltech.com/careers/global/employee-benefits-and-schemes

Books: Prasad L.M., Human Resource Management, Published by Sultan Chand & Sons, Published Year 2013, Volume 8 Aswathappa K, Human Resource Management, Published by Tata-McGraw Hill, Published Year 2007, Volume 7

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