Hcl organisation study

INTRODUCTION
"People don't leave their jobs, they leave their managers."
Although committed and loyal employees are the most influential factor to
becoming an employer of choice, it's no surprise that companies and organizations
face significant challenges in developing energized and engaged workforces.
However, there is plenty of research to show that increased employee commitment
and trust in leadership can positively impact the company's bottom line. In fact, the
true potential of an organization can only be realized when the productivity level of
all individuals and teams are fully aligned, committed and energized to
successfully accomplish the goals of the organization.
As a result, the goal of every company should be to improve the desire of
employees to stay in the relationship they have with the company. When
companies understand and manage employee loyalty - rather than retention
specifically - they can reap benefits on both sides of the balance sheet i.e., revenues
and costs.
On the revenue side of the balance sheet, loyal and committed employees are more
likely to go "above and beyond" to meet customer needs and are highly motivated
to work to the best of their ability.
On the cost side, loyal employees stay longer, resist competitive job offers, do not
actively look for other employment and recommend the company to others as a
good place to work. These four behaviors positively influence the cost side of the
balance sheet.
In other words, rather than focusing only on retention (that is, trying to retain
employees who have already decided to leave), organizations should proactively
recognize the benefits of understanding, managing and improving employee
satisfaction. The most successful organizations are those that can adapt their
organizational behavior to the realities of the current work environment where
success is dependent upon innovation, creativity and flexibility.

One of the key steps to understanding and improving employee satisfaction is by
acknowledging the importance of the following factors in building loyalty and
satisfaction:
Broadly-defined responsibilities rather than narrowly-defined job functions
Effective and regular performance evaluations, both formally and informally
A corporate emphasis on employee learning, development and growth
Wide-ranging employee participation in the organization as a whole.
Typically, a combination of factors influences employees' decisions to stay at their
current job. Contributing factors include satisfying work, a sense of job security,
clear opportunities for advancement, a compelling corporate mission combined
with the ability to contribute to the organization's success, and a feeling that their
skills are being effectively used and challenged. Specifically, employees who
enjoy their work identify themselves with their employer and perceive that the
company is flexible regarding work and family issues also intend to stay with the
organization.
In particular, consider the following elements of effective strategies designed to
build satisfaction and retain key employees:
Include opportunities for personal growth and invest heavily in the
professional development of the best people in the organization.
Provide employees with well-defined career paths (including a succession
plan), mentors and tuition reimbursement for job-related education.
Train employees, even if it makes them more attractive to the competition.
Without seeing an opportunity on the horizon, few high potential employees
will stay with a company and allow themselves to grow stagnant.
Acknowledge non-work priorities by recognizing and responding to
employees' needs for greater balance in their lives, since employees will
develop loyalty for organizations that respect them as individuals, not just as
workers.

Definitions of Employee Satisfaction:
The term Employee Satisfaction was brought to limelight in 1935.the studies
conducted prior to 1933 by Hoppock observed that Employee Satisfaction is
combination of psychological, physiological and environment circumstances that
cause a person to say “I am satisfied with my job”.
Some of the definitions of Employee Satisfaction:
1. Employee satisfaction is defined as “a pleasurable or positive emotional
state resulting from the appraisal of one’s job or job experience”.
2. Employee satisfaction is “a set of favorable or unfavorable feelings with
which employees view their work”.
3. Employee Satisfaction will be as “the amount of overall positive affect (or
feelings) that individuals have towards their jobs.
Need for the Study
Why Measure Employee Satisfaction
A company is only as strong and successful as its members, its employees, are. By
measuring employee satisfaction in key areas, organizations can gain the
information needed to improve employee satisfaction, retention, and productivity.
However, a recent study by the Society of Human Resource Management (SHRM)

indicated that often the HR department's perceptions of employee satisfaction
versus the true measure of employee satisfaction are not always in sync.
Employees who aren’t satisfied with their jobs are very likely to leave. If they
don’t leave they can become a source of bad morale and do a great deal of harm in
the organization. In many cases employers without proper data will assume the
wrong reasons for employee dissatisfaction. Many bosses will automatically think
that money is the top reason for leaving a job. Wouldn’t it be better to have real
data and react accordingly?
Surveying employees on a regular basis is a great way to stay in touch with the
pulse of the business. Before launching a survey though it is important to establish
the ground rules.
Many employees will be unwilling to express their honest feelings if they think
they will be singled out. Make sure that the surveys are conducted with anonymity.
Be certain to have the support of company management all the way to the top.
Employees want to know that the leadership is behind the survey and that their
responses will be taken seriously.
Explain that employee comments are important to the company. State what will be
done with the results. And then live up to those statements. Employees will
become doubtful of management’s intentions if they don’t follow through.
There are many resources to assist companies in the survey process. However most
human resource managers are very capable of designing and conducting their own
employee satisfaction survey.

Objectives of the study
Primary:
Since this has been a startup company entering into second year, it wanted to check
out levels of satisfaction before coming up with new policies to take future course
of actions. I was given the task to understand the various aspects related to
Employees satisfaction in the organization.
HCL Infosystems also wanted to make out an external survey in indentifying the
benefits other company offers to its Employees and compare those things along
with the benefits offered by the company.
Organization also wanted to know Employees understanding of company’s mission
and vision statement.
Company also wanted to check Employees satisfaction levels with their team
leaders, with the Management and within the team members.
Some of the secondary objectives that I identified were:
To measure Employees satisfaction on Compensation and Benefits.
To find out the expectations of Employees from Management.
To compare the desired satisfaction with the actual one.
To compare the satisfaction in different levels i.e. female and male
Employees, juniors and seniors and within different teams.
Scope of the study
The study covers all levels of Employees and various aspects of Employees like:

Identifying Employees attitudes towards various attributes at work place.
This study gives us an insight of how Employees see and perceive about
Organization.
Interpersonal relations,
Opportunities for career growth,
Compensation and benefits,
Training and development,
Working conditions,
Communications,
These aspects were taken into consideration to measure Employee Satisfaction at
HCL Infosystems.
Dimensions of employee satisfaction survey are
1. The knowledge of the company vision/ mission and strategies of
employees?
2. Satisfaction with HR Policies and Procedures

3. How confident is the employee about the Company’s ability to reach its
Goal?
4. Compensation and Benefits
5. Whether the company has made reasonable efforts to allow its
Employees to balance their work and family?
6. Work Environments
7. Opportunities for growth
8. Whether individuals are respected in this company.
9. About Training Need
COMPANY PROFILE
Type : Public
Industry : IT sector
Founder : Mr.Shiv Nadar
Services : IT and outsourcing services
Revenue : 11,024.14 crore
Operating income : 256.58 crore
Net income : 177.23 crore
Website : www.hclinfosystems.in
HISTORY OF HCL
HCL Info systems Ltd is one of the pioneers in the Indian IT
market, with its origins in 1976. For over quarter of a century, we have
developed and implemented solutions for multiple market segments, across a
range of technologies in India. We have been in the forefront in introducing
new technologies and solutions.
The highlights of the HCL saga are summarized below:
1976- Hindustan Computer limited (HCL) is born.
1977- Forms distribution alliance with Toshiba for copier & Notebooks.

1978- HCL Successfully ships in house designed micro-computer at the same
time as Apple.
1983- Indigenously develops an RDBMS, a Networking OS & a client server
architecture, at the same time as global.
1986- HCC Becomes the largest IT Company in India.
1989- Introduce fine grained Multiprocessor UNIX 3 yr a head of “sun& HP”
1991- HCL Hewlett Packard J. Develops Multi Processor UNIX of HP &
Heralds HCLS entry into contract R&D.
1994- Forges distribution alliances with Ericsson Switches & Nokia cell Phone.
1997- HCL‟ s R&D spinoff as HCL Technology Mark advent info Software
services.
2007- HCL Becomes the first company to cross the 1,00,000 unit Milestone in
the Indian Desktop PC Market.
2008- HCL Technologies Get accorded by Meta Spectrum with leader status in
off have out sourcing.
2009- JV with NEC, Japan -HCL Set up first Power PC Architecture design
centre outside of IBM.
2010- HCL info system ties up with Apple for iPod distribution. -HCL
Technologies sign largest over, software services deal with DSG.
2011- HCL as an enterprise sources the $ 4 billion watermark.-HCL announces
opening of its second European outsourcing facility in June with the
establishment of the delivery centre in Krakow Poland.
HCL ENTERPRISE:
HCL Enterprise is a US $ 5 billion leading Global Technology and
IT enterprise that comprises two companies listed in India - HCL Technologies
& HCL Info systems. The 3-decade-old enterprise, founded in 1976, is one of
India's original IT garage start-ups. Its range of offerings spans Product
Engineering, Custom & Package Applications, BPO, IT Infrastructure Services,
IT Hardware, Systems Integration, and distribution of ICT products.
The HCL team comprises approximately 60,000 professionals of
diverse nationalities, who operate from 23 countries including 500 points of
presence in India. HCL has global partnerships with several leading Fortune
1000 firms, including leading IT and Technology firm.

CHAIRMAN & CEO
Mr.Vineet Nayar is Vice Chairman and Chief Executive Officer of
HCL Technologies Ltd. IT hardware manufacturer and systems integrator HCL
Infosystems Ltd has acquired the remaining 40 per cent stake in HCL
Infosystems MEA FZCo for an undisclosed amount. HCL Infosystems already
held majority stake in the venture and the latest deal makes the company a
wholly owned arm.
In the same year, the company acquired 20 per cent equity stake in
another Dubai-based firm Tech mart Telecom Distribution FZCO through its
Singapore-based subsidiary HCL Investments Pvt Ltd.Part of HCL Group
which includes IT services firm HCL Technologies, HCL Infosystems Ltd
offers a wide spectrum of ICT products that includes computing, storage,
networking, security, telecom, imaging and retail. Last month, the firm had
acquired education content provider Edurix, a part of Atta no Media and
Education and designs content for the K-12 education segment for an
undisclosed amount. In 2008, HCL Info acquired stake in Natural Technologies
Pvt Ltd for $2.1 million.
VISION
"To be the technology partner of choice for forward looking customers by
collaboratively transforming technology into business advantage."
MISSION
"We will be the employer of choice and the partner of choice by focusing on
our stated values of Employees First, Trust, Transparency, Flexibility and Value
Centricity."

MILESTONE
Hancom Inc. has announced its tie up with HCL Infosystems Ltd. to
extend Hancom's Think Free Mobile - Android edition on HCL Tablets. HCL is
one of India’s most well known hardware, services and ICT systems integration
and Distribution Company
The latest version of Think Free Mobile app has been embedded in 'HCL ME U1’,
HCL Infosystem’s recently launched range of Tablet PCs, available for Rs. 7999.
In the past too, HCL's Android tablets have had Think Free Mobile as one of their
standard apps.
HCL PRODUCTS (some)
Voice solution products
Presentation product Documentation product
Home PC’s Home Notebooks
Business PC’s Business Note Books

Technologies
As a technology company, HCL proactively gains insights into leading and
emerging technologies.
HCL Technologies has expertise in:
Microsoft .NET Technologies
J2EE Technologies
IBM Mainframe Technologies
EAI technologies like Tibco, Web Methods MQ and Seebeyond
Report generation using Business Objects, Crystal Reports and
Infragistics
BPO Solutions
HCL Infosystems Business Process Outsourcing (BPO) services aim at leveraging
technologies to provide and manage an organization’s critical and/or non-critical
enterprise processes and applications. HCL Infosystems holistic BPO services
integrate software, process management, and people to operate the services.
BPO Solutions provided by HCL Infosystems for Automotive industry
include:
Data analysis and processing of Rate and Residuals for Car
Dealerships
BPO Solutions provided by HCL for others Industries include:
Information Capture
Data Entry & Correction
Document Conversation
HCl Infosystems Advantage:
Vast experience in working on number of software
projects/solutions

Mature onsite-offshore development model with high record of
matching deliverables within clients’ expectations
Strong Domain experience which has been gained over the years by
providing IT Solutions to clients
In-depth understanding of clients’ business
Enviable ability to deliver innovative, reliable and high quality
solutions
Cost effective pricing and flexible approach
Their company-wide mindset of co-ownership and co-responsibility is what
differentiates them from any of other players
Sources of data collection:
The primary data about Employee Satisfaction is collected from
Employees using a structured Questionnaire which contained both open ended as
well as closed ended Questions. A questionnaire of 95 questions was designed
keeping in view the objectives and other aspects which are mentioned below
General
Work Environment
Compensation and Benefits
Respect for Employees
Respect for Management
Opportunities for Growth
Teamwork
Communication
Feed back
Closing
Which latter on edited to 65 questions precisely. Our motive was to cover all the
areas which were related to Employees and measure his/her satisfaction level in
those areas.
In order to get a clear, unambiguous and confidential report we used the third party
tools for getting survey report. We used the web portal www.custominsight.com,
this web portal generally holds these kind of surveys.

We used this portal because of the fact that individually getting feedback may not
give the actual opinion as they may feel that their confidentiality may be lost and
the results may be biased due to influence of other’s opinions.
To carry out the survey we prepared the questionnaire of 65 questions divided into
various sections and we uploaded the questionnaire into the website and the survey
would be active for a stipulated period of time. The study of Employee Satisfaction
was done with a sample size of 21 Employees who were at least three months old
in the organization. We gave the access details like user id & password to the
employees, when they log on to the site it automatically generates the passwords
where in employees can log on for the next time to complete the survey, it also
gives you the flexibility to stop the survey at any point of time and continue the
survey at their leisure.
When the Employee finishes the survey it automatically generates the word
document of that report and sends it to survey mail id.
After accumulating all responses from Employees we generated reports on various
categories like
Consolidated report
Individual report
Team wise report
Reports based on gender
Reports based on seniority
Reports of Newcomers
All the reports were generated using the www.custominsight.com except the
consolidated report which was prepared manually using Ms-Excel. The reports that
I am enclosing would be consolidated report
About Custominsight:
Custominsight was founded in 1998 as a technology spin-off from a Silicon Valley
HR consulting firm. The technology behind the Custominsight survey solution was
developed in support of large-scale survey projects administered by that firm for
the purposes of executive development, cultural assessments, and corporate
consulting. The technology was so widely acclaimed; the consulting firm
recognized the value of the underlying technology to other organizations wishing
to run surveys. As a result, Custominsight was born.

Custom Insight’s mission is to provide end-to-end survey solutions to their clients.
Their core values include a commitment to technology excellence, professionalism,
and outstanding customer service.
Sample Questionnaire on Employee Satisfaction survey
Please provide the following information
1.First Name
_________________________________________________________
2.Last Name
_________________________________________________________
3.Working Since
_________________________________________________________
4.Team
_________________________________________________________
5.Designation
_________________________________________________________

General
This section deals with your general perception about Halcyon
6. I am proud to work with HCL INfosystems
Strongly Agree 
Moderately Agree 
Neutral 
Moderately Disagree 
Strongly Disagree 
Unable to Rate 
Please provide additional comments that would be helpful
7. I have confidence in the Management of HCL
Strongly Agree 
Neutral 
Unable to Rate 

8. Doing my job well gives me a sense of personal satisfaction.
Strongly Agree 
Neutral 
Unable to Rate 
9. I have a good understanding of the mission and the goals of HCL.
Strongly Agree 
Neutral 
Unable to Rate 

10. My job is important in accomplishing the mission of HCL.
Strongly Agree 
Neutral 
Unable to Rate 
11. My company provides me regular information about the mission and the goals of HCL.
Strongly Agree 
Neutral 
Unable to Rate 

General
12. My top 3 expectations from Halcyon are;

Work Environment
This section is related to the facilities at your workplace and the resources available to you to do your
job
13. I have the resources I need to do my job well.
Strongly Agree 
Neutral 
Unable to Rate 
14. The necessary information systems are in place and accessible for me to get my job done.
Strongly Agree 
Neutral 
Unable to Rate 

15. My workplace is well maintained.
Strongly Agree 
Neutral 
Unable to Rate 
16. My workplace is a physically comfortable place to work.
Strongly Agree 
Neutral 
Unable to Rate 

17. My workplace is safe.
Strongly Agree 
Neutral 
Unable to Rate 
18. The Pantry provided for having lunch is good.
Strongly Agree 
Neutral 
Unable to Rate 

19. I feel comfortable expressing my views and raising concerns at work.
Strongly Agree 
Neutral 
Unable to Rate 
20. I can approach management in the company, if I feel the need to do so.
Strongly Agree 
Neutral 
Unable to Rate 

21. The environment at HCL Infosystems supports a balance between work and personal life.
Strongly Agree 
Neutral 
Unable to Rate 
22. The pace of the work in this organization enables me to do a good job.
Strongly Agree 
Neutral 
Unable to Rate 

23. I am very much satisfied with the kind of work I do.
Strongly Agree 
Neutral 
Unable to Rate 
24. I feel that my talent is used in the best way.
Strongly Agree 
Neutral 
Unable to Rate 

25. I have a dedicated commitment to the work I do.
Strongly Agree 
Neutral 
Unable to Rate 

Work Environment
26. Give us your final feedback of what you think of the resources and facilities that are provided at
HCL Infosystems
27. Are there any suggestions or any areas of improvement that Halcyon should concentrate on?

In this section you are supposed to give your feedback on how satisfied are you with the pay and the
benefits that you get at Halcyon.
28. I am paid fairly for the work I do.
Strongly Agree 
Neutral 
Unable to Rate 
29. My salary & benefits is competitive with similar jobs I might find elsewhere.
Strongly Agree 
Neutral 
Unable to Rate 

30. I understand my CTC plan.
Strongly Agree 
Neutral 
Unable to Rate 
31. I am satisfied with my benefits package.
Strongly Agree 
Neutral 
Unable to Rate 

32. Give us your final feedback in detail about how satisfied are you with your salary.

Respect for Employees
This section deals with the organization attitude towards its employees.
33. HCL respects its employees.
Strongly Agree 
Neutral 
Unable to Rate 
34. My Superiors & Management values my talents and the contribution I make.
Strongly Agree 
Neutral 
Unable to Rate 

35. My team leader always treats me with respect.
Strongly Agree 
Neutral 
Unable to Rate 
36. I have a say in my team on important issues.
Strongly Agree 
Neutral 
Unable to Rate 

37. Everybody is treated fairly in this organization.
Strongly Agree 
Neutral 
Unable to Rate 
38. The management is always consistent when administering policies concerning employees.
Strongly Agree 
Neutral 
Unable to Rate 

39. I am comfortable sharing my opinions at work.
Strongly Agree 
Neutral 
Unable to Rate 

Respect for Management
This section deals with the employee’s attitude towards management.
40. Our senior leaders demonstrate strong leadership skills.
Strongly Agree 
Neutral 
Unable to Rate 
41. Our team lead knows his job well.
Strongly Agree 
Neutral 
Unable to Rate 

42. Our HR Manager knows his job well.
Strongly Agree 
Neutral 
Unable to Rate 
43. I have confidence in the top management of Halcyon & their competencies.
Strongly Agree 
Neutral 
Unable to Rate 

Opportunities for Growth
This section deals with opportunities that Halcyon provides for professional & personal growth.
44. I have adequate opportunities for professional growth in Halcyon.
Strongly Agree 
Neutral 
Unable to Rate 
45. I receive the KT I need to do my job well.
Strongly Agree 
Neutral 
Unable to Rate 

46. HCL Infosystems is actively interested in my professional development and advancement.
Strongly Agree 
Neutral 
Unable to Rate 
47. I am encouraged to learn from my mistakes.
Strongly Agree 
Neutral 
Unable to Rate 

48. My work is challenging.
Strongly Agree 
Neutral 
Unable to Rate 
49. My work is stimulating.
Strongly Agree 
Neutral 
Unable to Rate 

50. I have a mentor at work.
Strongly Agree 
Neutral 
Unable to Rate 

Teamwork
This section deals with how good are you working in teams.
51. Teamwork is encouraged and practiced at HCL Infosystems.
Strongly Agree 
Neutral 
Unable to Rate 
52. There is a strong feeling of teamwork and cooperation at HCL Infosystems.
Strongly Agree 
Neutral 
Unable to Rate 

53. New members are welcomed warmly and they easily mingle with the team.
Strongly Agree 
Neutral 
Unable to Rate 
54. Do you think the learning buddy concept helps the new employee in getting acquainted with the
Company work environment with out any difficulty?
Strongly Agree 
Neutral 
Unable to Rate 

55. Do you feel that we all are part of a team and are working towards a shared goal?
Strongly Agree 
Neutral 
Unable to Rate 
Communication
56. Information and knowledge are shared openly within HCL Infosystems.
Strongly Agree 
Neutral 
Unable to Rate 
57. Communication is encouraged at HCL Infosystems.

Strongly Agree 
Neutral 
Unable to Rate 
58. Management communicates well with the rest of the organization.
Strongly Agree 
Neutral 
Unable to Rate 

Communication
59. Do you understand the challenges faced by HCL Infosystems?
(Select only one)
Yes
No
60. There is an absolute clarity on the policies of HCL Infosystems
(Select only one)
Yes
No

Feedback
This section deals with concept of taking feedback from the employees of HCL Infosystems.
61. I receive useful and constructive feedback from my manager, that helps me improve my
performance.
Strongly Agree 
Neutral 
Unable to Rate 
62. I am given adequate feedback about my performance.
Strongly Agree 
Neutral 
Unable to Rate 

63. I have an opportunity to participate in the goal setting process.
Strongly Agree 
Neutral 
Unable to Rate 
64. Employee performance evaluations are fair and appropriate.
Strongly Agree 
Neutral 
Unable to Rate 

65. My work is being rewarded or recognized at appropriate times.
Strongly Agree 
Neutral 
Unable to Rate 

Feedback
66. What do you like best about working for this company?
67. What areas of the company do you feel need improvement?

Closing
68. I would recommend others to work for this company.
(select only one)
Yes
No

Closing
69. Is there anything else that you would like to share on the employee satisfaction?
70. Give your complete feedback on the whole, about HCL Infosystems.

Hcl organisation study

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