HCL Technologies

Company Synopsis

HCL acted as a pioneer for Indian Software Industry in 1980s, it indigenously developed micro-computer, RDBMS and a multi processor Unix systems. HCL may not look as big as Infy or TCS in terms of revenue because in the initial years it did not focus on application development and maintenance projects. Major revenue for firms like Infy, TCS comes from maintenance and implementation of applications. Simply put the market size/ revenue in billion dollar can come only when you are in a big market like application maintenance/outsourcing. For HCL the contribution of application engineering service has been steadily going up in the past few years and its emphasis on technology development services has steadily gone down.

Company Structure

The HCL Enterprise comprises two companies listed in India, HCL Technologies and HCL Infosystems. HCL Technologies is the IT and BPO services arm serving global markets, while HCL Infosystems is the IT, Communication, Office Automation Products & System Integration arm focused on the Indian market. HCL-Tech BPO lists in the top ten list of Indian BPOs. HCL Infosystem is the hardware arm selling PCs.

For Freshers

Training period is of one year in which initially after induction training you would get the technology and domain training and the training on live project in all this is a one-year training.

Nature of work is pretty similar to services company like Infy/TCS and onsite opportunities depend on the projects. The company does not fire anyone. There is a bond period for 18 months.

Location: Major location for HCL Technologies are Noida, Chennai, Hyderabad, Banglore, Mumbai, Kolkata. Company Website: http://www.hcl.in/

Written Test Pattern:

The written test consists of 60 questions which are divided into 4 sections .The total duration of the test is 90 minutes. There is negative marking .

The sectionwise distribution of the questions is as follows:

This section consisting of 15 questions is based on general computer awareness.
In this section:
A correct answer carries 1 mark
1/4 marks will be deducted for a wrong answer.

This section also consists of 15 questions. Questions based on C language are asked.
In this section:
A correct answer carries 1 mark
1/4 marks will be deducted for a wrong answer.

A total of 10 questions based on pointers and structures in C are asked in this section. You can also be asked one or two questions on JAVA.
In this section:
A correct answer carries 2 marks
1 mark will be deducted for a wrong answer.

This is the aptitude section consisting of 20 questions. Simple maths questions are asked which are very easy. The logical questions asked are similar to the ones given in the Barron’s GRE book.
In this section:
A correct answer carries 2 marks
1/4 mark will be deducted for a wrong answer.


22 Responses to HCL Technologies

  1. Anonymous says:

    Think this is the best section on your site

  2. Anonymous says:

    Think this is the best section on your site

  3. ravi says:

    please send hcl hardware placement model question paper…..!

  4. Aman says:

    HCL Technologies Puts Employees First to Better Serve Customers

    Employee attrition rate is a key metric for any company considering doing business with Indian-based providers of IT outsourcing. HCL Technologies has brought this core metric down by putting the employee first, not the customer.

    Many Indian-based providers of IT outsourcing have an employee attrition rate of over 25 percent. Even best-in-class companies have a rate between 10 and 14 percent. This should not be surprising. A gold rush is going on and many of these companies are growing at over 25 percent per year. They are hiring thousands of new workers per year, creating a serious shortage of experienced workers. This is putting upward pressure on wages, as well as leading many employees to jump ship when more attractive offers come along. Indian companies do use ‘bonds,” similar to US non-compete contracts. But, these are frequently non-enforceable.

    The higher the attrition rate, the more likely that a customer of an off-shore services provider will experience poor service. Poor service is more likely to occur when green recruits replace more experienced personnel, but it can occur even when the replacement is an experienced IT worker. Part of serving a customer is understanding the customer’s culture and way of doing business, and this always takes time.

    Put the Employee First!
    HCL Technologies had an event for industry analysts in Boston last week. HCL’s president talked about the ongoing corporate transformation that began in 2005. One core piece of the transformation was to put employees first, not customers. Offshore IT providers are part of a service industry. Other companies operating in service industries, like Southwest Airlines in the airline industry, have discovered that if you want to treat customers better, you have to treat your employees better. If the employee is un-happy, he or she is less likely to treat the customer well.

    HCL instituted a series of things to become an “employee first” company. One idea is that employees who are unhappy about something, for example, the air conditioner is not working, my bonus was not paid, and so forth, can open a service ticket. The employee writes comments on a shared portal. The ticket is routed to a manager for resolution. The tickets are only closed when the employee says they are closed.

    The company has other employee feedback mechanisms including internal blogs and the ability for employees to post questions for the President. The President answers 150 questions per week, and the answers are posted on a portal. Similarly, before completing a policy change, employees are polled.

    Getting employee feedback from these various mechanisms does not mean that all employee wishes and desires are fulfilled. But a core concept is that even if a manager decides that they cannot fulfill a request, the reason must be clearly explained. One example of this is that some employees posted questions on why HCL did not provide free bus transportation for employees, like other Indian Outsource Providers. The company’s answer was that the policy would not change. Top management did not feel that it was fair to subsidize some employees and not others who would not use the buses. In another instance, top management proposed not giving employees gifts at Divali (India’s version of Christmas and New Year rolled into one holiday) but instead giving the money to the employee’s charity of choice. A blizzard of employee feedback against the idea caused the company to back off that idea fairly quickly.

    Wages and bonuses can also be a source of dissatisfaction. The company has moved away from a variable pay structure, where a fairly substantial portion of total compensation is performance-based bonuses. They have moved to a flat salary for 85 percent of the employees. HCL felt that many of the bonus parameters were outside of the control of employees and were thus unfair. The company will eventually move back to variable pay in about two years time, but only after they can measure the value employees create for customers in a better way.

    An employee’s relationship with their boss is probably the core source of dissatisfaction for many. HCL has tackled this in two primary ways. First, you can’t become a manager until you have passed a series of courses in areas, like presentation skills, negotiation skills, and “expectation management”, which involve dealing with the expectations of both employees and customers. Secondly, and far bolder, the company employs 360 degree job evaluation reviews for all managers, including the President. Every employee rates their boss, their bosses boss, and any three other company managers they choose, on 18 questions using a 1 to 5 scale. All results are posted online for every employee to see.

    Employees are also likely to feel better about their job if they are better at the job. All the Indian IT outsourcing companies devote a lot of time and effort to training new employees, as well as expecting training and education to be something that continues to occur over an employee’s whole career. In fact, some of these company’s have work environments that resemble a plush college campus more than a place of business. Companies, like Infosys, arguably do this as well as any company in the world. HCL, though, is also pursuing a very interesting tactic. They are hiring employees in their third year of engineering school and training them in their fourth year of college. Thus, the new employees will be better at coming up to speed when they actually join the company.

    This all sounds great, but has all this touchy feely stuff really worked? The attrition rate was 26 percent a year and a half ago. It has dropped to 16 percent. This is still not in the best-in-class range for Indian IT outsourcing companies, but it is getting close.

    When you drill into these numbers the results show that new employees, those that have been with the company less than three years, are staying at higher rates, and employees that have been at the company for five plus years have an attrition rate of less than 5 percent per year. It is the group of employees that have been at the company for 3 to 5 years that are still leaving at higher than acceptable levels. Those employees are finding the new HCL is not the same company they joined, or they would have joined. The attrition rate should continue to drop as this segment of workers self selects out, and the new hires who come on board have selected HCL because the culture (both employee first and the company’s stated intention of providing higher margin value added services) fits their needs.

    In summary, on one core metric of great interest to potential clients, the company has improved its competitiveness by moving to an employee first strategy. This is likely to be a hard strategy for their competitors to match. How many companies will have the guts to do 360 degree publicly posted reviews of all managers?

  5. sanjay says:

    is it right that for 1st one year they hire the people from any outsourcing agency.
    it is happening in kolkata region with hcl infosystems ltd.


    i m a student of b.tech 2nd year in c.s.e stream. sir, iwant to complete my six weeks training from ur organisation in I.T sector.

  7. Anonymous says:

    It is a false article. nothing is true nowdays. people are leaving here are at very fasy pace, near arround 9K people already left.

  8. john says:

    what should be the academic criteria for eligibility in hcl info system.

  9. john says:

    what should be the academic background for eligibility in hcl info system like %age in Btech & all…

  10. Anonymous says:

    Join hcl if u dont hve any other option

  11. shika says:

    how about testing service in HCl tech?

  12. Anonymous says:

    Very true that this article is completely false. for those seeking jobs in HCL, search for other options first. attrition rate is so high in hcl that they are trying to stop employees by offring mid term promotions. nobody will stop by getting 10% hike.

    • Anonymous says:

      Attrition rate is high in BPO as some of its process have shrinked.
      However other departments like infosystems,comnet and technologies are booming.
      HCL don’t provide good salary but the growth rate has increased to 12.4% in last 4 years and the appraisals are also getting better.

      Note : its entirely different in BPO the is not upto the mark

      • Anonymous says:

        ops… i am in comnet 6 years.. i did not see the boom… ooh more likely that comoany is booming not the employee.. 🙂 cheers

  13. Anonymous says:

    HCL??? Have you gone mad.I know grass is always green on the other side, but get info from inside first.13k persons have left already, more to follow.Wonderful salary structure and that’s one of the reason 🙂

  14. hcl employee says:

    yes its really true…. the latest news i heard is by the end of june atleast 17k people will be leaving(means serving the notice period). have HCL as the least option to join.they are hiring more freshers with one year bond and contract employees to mitigate the situation.

  15. Anurag says:

    Never Ever join HCL Tech. If you join now, your next appraisal will happen after 2 years. And when you get hike, it will be always single digit. High Attrition rate is the best reason for this. HR policy is not transparent and managers are no supportive.

    When you resign, they treat you as step son.
    SO never join this company. So many hidden policies they have. Managment is not co-operative atall. Not process oriented.

    Its better to join a small company.

    • Anonymous says:

      Hey can u help me out. Am currently working in HCL Tech. I have signed a service agreement of 1.5 years. It will be over by this december only.And i wanna leave this company as soon as possible. I don’t need any relieving letter,experience letter or anything. Is there any way that i can leave this company without paying the amount mentioned in bond. Will there be any legal issues later on regarding this.

  16. wilson says:

    i have worked with hcl bpo for 1mnth …. i have quit my job ….the company is asking me to pay rs 50000 as per company policy …..at my joining i had asked if dere existed any bond ….they said itz dere bt nt a judiciary bond n was nothing 2 b worried abt …….help me out wat shud i do???

  17. Hi, just wanted to tell you, I loved this post. It was practical.

    Keep on posting!

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