tcs fresh project

7/28/2019 tcs Fresh Project

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PROJECT REPORT

On

Recruitment and Selection Process in Tata Consultancy Services

Submitted in Partial Fulfillment of the Requirements ofBachelor of Business Administration

of

Guru Govind Singh Indraprastha University

Submitted by: Submitted to:Zubin Mehta Ms. YaminiChaudhary

12121401711BBA III Semester

Jagannath International Management School

VasantKunj, New Delhi70


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FOREWORD

I express my deep gratitude and sincere thanks to my guide Ms.Yamini Chaudhary

whose excellent guidance has left incredible print on my mind leading me to prepare this report

in a better way and which would not have been possible without her support .I am highly obliged

to her for giving me instructions on marketing strategies. The present report has made me learn

about the automobile industry and marketing industry as a whole.

I hereby declare that all the information in this project is my own and true to the best ofmy knowledge.

ZUBIN MEHTA

12121401711

BBA III Semester


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C E R T I F I C A T E

This is to certify that this project Recruitment And Selection Process in Tata

Consultancy Services is the original work of Zubin Mehta, BBA, semester 3, JIMS,

Vasant Kunj (IP University) who has completed this project under my guidance .

This project has not been submitted as a part of any other degree or course to this

or any other university .

Project Guide:

MS. YAMINI CHAUDARY

JAGANNATH INTERNATIONAL MANAGEMENT SCHOOL

VASANT KUNJ


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ACKNOWLEDGEMENT

Its a matter of pleasure and privilege to place on record my profound gratitude to all

those who helped me the course of the completion of my project.

I would like to thank my in charge Ms.Yamini Chaudhary for her immense support and

guidance in completion of this project. Neither work nor reflection would be possible without the

support of my family members.

I am also thankful to all those who helped me in completion of this project.

ZUBIN MEHTA

12121401711

BBA III Semester


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INDEX

=================================================================

Contents Page No.

=================================================================

Chapter 1Purpose of the study

1.1. Objective of the project report 61.2 Scope of the study 7

Chapter 2 - Introduction

2.1. About the organization (history & evolution) 82.2. Form of ownership (Partnership/private ltd/public ltd/corporation) 102.3 Nature of Business 112.4 Geographic Area (local,regional,statewise,national,international) 12

Chapter 3Company Profile

3.1 Organization Structure 143.2 Vision & Mission/Core values 163.3 Products & Services offered 173.4 Distribution Network 203.5 SWOT Analysis 223.6 Competitor Information 233.7 Market share & growth rate 253.8 Key challenges/problems facing the organization 27

Chapter 4Recruitment & selection process in TCS

4.1 Meaning of Recruitment & selection 284.2 Recruitment & selection process at TCS 304.3 Main Sources of Recruitment and Selection Process of TCS 324.4 Eligibility Criteria of TCS 324.5 Level Of management in TCS 35

4.5 Recruitment And Selection Process at diff. level of management in TCS 37

Chapter 5Findings & Conclusion 40

Bibliography 41


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Chapter-1 - Purpose of the study

1.1 Objective of the project report

Succes s o f eve r y bus i nes s en t e r p r i s e depends on i t s Human

Resources. Finding the right person for the right job and developing him into a valuable

resource an indispensable requirement of every organization. Proper recruitment

helps the line managers to work most effectively in accomplishing the primaryobjective of the

enterprise. In order to harness the human energies in the service or organizational goals,

every HR manager is expected to pay proper a t t en ti on t o re c ru it men t an d se l ec t io n

activi t ies in an organization. Thus, personnel functions, recruitment and

select ion, when carried out properly would enable the organization to hire and

r e t a i n t he s e r v i ces o f t he bes t b r a i ns i n t he mar ke t . The wor l d ' s bes t

compan i es have e s t ab l i s hed t he i r s t r eng t h w i t h t he i r peop l e . The

empl oyees i den t i f y t hems e l ves w i t h t he company t hey a r e wor k i ng f o r .

This also helps in building up their spirit, morale and espirit-de-cops which

becomes strength of the company. There are ce rt ain wa ys tha t ar e to be fo llowed by

every organization, which ensures that it has right number and kind o f people, at the

right place and right time, so that organization can achieve its planned objective. The projectcovers introduction of Recruitment and Selection, Purpose and Importance of Recrui tment,

Sources o f Recruitment, Steps in th e Recruitment & Selection Process, and Suggestions

to make the Recruitment Process more effective. It also includes the challenges faced

b y HR i n r ec ru i tm en t p roc es s and th e recent trends in recruitment process.


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1.2. - Scope of the study

The project is concerned with the study of various aspects of current Recruitment &

selection in TCS . Besides exploring the process of Recruitment & selection the scope of the

study also lies in understanding the effectiveness of current Recruitment & selection channel in

TCS and getting the feedback from recruiters


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Chapter-2Introduction

2.1. - About TCS

Tata Consultancy Services Limited (TCS) is an IT services, business solutions and

outsourcing organization that delivers real results to global businesses, with a high level of

certainty. TCS offers a consulting-led, complete and integrated portfolio of IT and IT-enabled

services delivered through its unique Global Network Delivery Model, recognized as the

benchmark of excellence in software development.

Founded in 1968 as part of the Tata group, TCS is headquartered in Mumbai, India and isa public limited company, listed on the National Stock Exchange (NSE) and Bombay Stock

Exchange (BSE) in India.

In FY 2012, TCS reported consolidated revenues of USD $10 billion.

History

1968 to 2000

In 1975, TCS conducted its first campus interviews, held at IISc, Bangalore. The recruits

comprised 12 Indian Institutes of Technology graduates and three IISc graduates, who became

the first TCS employees to enter a formal graduate programmer.

In 1979, TCS delivered an electronic depository and trading system called SECOM for the Swiss

company SIS SegaInter Settle. TCS followed this up with System X for the Canadian Depository

System and automating the Johannesburg Stock Exchange (JSE). TCS associated with a Swiss

partner, TKS Teknosoft, which it later acquired.
http://en.wikipedia.org/wiki/Indian_Institutes_of_Technologyhttp://en.wikipedia.org/wiki/Johannesburg_Stock_Exchangehttp://en.wikipedia.org/wiki/Johannesburg_Stock_Exchangehttp://en.wikipedia.org/wiki/Indian_Institutes_of_Technology


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In 1981, TCS established India's first software research and development center, the Tata

Research Development and Design Center (TRDDC) in Pune. In 1985 TCS established India's

first client-dedicated offshore development center, set up for client Compaq (then Tandem).

In the early 1990s the Indian IT outsourcing industry grew rapidly due to the Y2Kbug and the

launch of a unified European currency, Euro. TCS created the factory model for Y2K conversion

and developed software tools which automated the conversion process and enabled third-party

developers and clients to make use of it. By 2004, E-Business was contributing half a billion

dollars (US) to TCS.

2000 to 2012

On August 9, 2004 TCS became a publicly listed company,

In 2005 TCS became the first India-based IT services company to enter the bioinformatics

market In 2006 TCS designed an ERP system for the Indian Railway Catering and Tourism

Corporation. In 2008 TCS undertook an internal restructuring exercise which aimed to increase

the company's agility. TCS entered the small and medium enterprises market for the first time in

2011, with cloud-based offerings.

In the 2011/12 fiscal year TCS achieved annual revenues of overU$10 billion for the first time.

TCS signed a Rs. 94-crore deal with the Karnataka government for six-year period to automate

its treasury and finance department operations. Deutsche Bankhas selected TCS as a strategic

partner for their Production Management Transformation Initiative, within their Capital Markets

Business Unit. TCS has got contract from Credit Union Australia. TCS has received a multi-

year, multi-million dollar contract to provide application support, maintenance and development

services to the gases company Air Liquid. On the Last Trading Day of Year 2011, TCS overtook

RIL to be anointed as the country's most valued firm. On February 6, 2012, TCS signed a multi-

year, multi-million euro contract with European car rental company Europcar for the deployment

of IT services in France.
http://en.wikipedia.org/wiki/Compaqhttp://en.wikipedia.org/wiki/Tandem_Computershttp://en.wikipedia.org/wiki/Y2Khttp://en.wikipedia.org/wiki/Software_toolshttp://en.wikipedia.org/wiki/Public_companyhttp://en.wikipedia.org/wiki/Bioinformaticshttp://en.wikipedia.org/wiki/Enterprise_Resource_Planninghttp://en.wikipedia.org/wiki/Indian_Railway_Catering_and_Tourism_Corporationhttp://en.wikipedia.org/wiki/Indian_Railway_Catering_and_Tourism_Corporationhttp://en.wikipedia.org/wiki/Small_and_medium_enterpriseshttp://en.wikipedia.org/wiki/Cloud_computinghttp://en.wikipedia.org/wiki/Deutsche_Bankhttp://en.wikipedia.org/wiki/Deutsche_Bankhttp://en.wikipedia.org/wiki/Cloud_computinghttp://en.wikipedia.org/wiki/Small_and_medium_enterpriseshttp://en.wikipedia.org/wiki/Indian_Railway_Catering_and_Tourism_Corporationhttp://en.wikipedia.org/wiki/Indian_Railway_Catering_and_Tourism_Corporationhttp://en.wikipedia.org/wiki/Enterprise_Resource_Planninghttp://en.wikipedia.org/wiki/Bioinformaticshttp://en.wikipedia.org/wiki/Public_companyhttp://en.wikipedia.org/wiki/Software_toolshttp://en.wikipedia.org/wiki/Y2Khttp://en.wikipedia.org/wiki/Tandem_Computershttp://en.wikipedia.org/wiki/Compaq


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2.2. Form of ownership

Tata Consultancy Services Limited (TCS) is an Indian multinational information technology

(IT) services, business solutions and outsourcing services company headquartered in Mumbai,

Maharashtra. TCS is a subsidiary of the Tata Group and is listed on the Bombay Stock Exchange

and theNational Stock Exchange of India. It is one of India's most valuable companies and is

one of the five largest India-based IT services firms.
http://en.wikipedia.org/wiki/Multinational_corporationhttp://en.wikipedia.org/wiki/Mumbai,_Maharashtrahttp://en.wikipedia.org/wiki/Mumbai,_Maharashtrahttp://en.wikipedia.org/wiki/Tata_Grouphttp://en.wikipedia.org/wiki/Bombay_Stock_Exchangehttp://en.wikipedia.org/wiki/National_Stock_Exchange_of_Indiahttp://en.wikipedia.org/wiki/National_Stock_Exchange_of_Indiahttp://en.wikipedia.org/wiki/Bombay_Stock_Exchangehttp://en.wikipedia.org/wiki/Tata_Grouphttp://en.wikipedia.org/wiki/Mumbai,_Maharashtrahttp://en.wikipedia.org/wiki/Mumbai,_Maharashtrahttp://en.wikipedia.org/wiki/Multinational_corporation


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2.3- Nature of Business

Tata Consultancy Services is an IT services, consulting and business solutions

organization that delivers real results to global business, ensuring a level of certainty no other

firm can match. TCS offers a consulting-led, integrated portfolio of IT, BPO, infrastructure,

engineering and assurance services. This is delivered through its unique Global Network

Delivery Model, recognized as the benchmark of excellence in software development. A part

of the Tata group, Indias largest industrial conglomerate, TCS has over 238,500 of the worlds

best-trained consultants in 42 countries. The company generated consolidated revenues of US

$10.17 billion for year ended March 31, 2012 and is listed on the National Stock Exchange and

Bombay Stock Exchange in India.


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2.4 Geographic Area

India: TCS has development centers and/or regional offices in the following Indian cities:

Ahmedabad, Bangalore, Baroda, Bhubaneswar, Chennai, Coimbatore, Delhi, Goa, Gurgaon,

Guwahati, Hyderabad, Jamshedpur, Kochi, Kolkata, Lucknow, Mumbai,Nagpur, Noida, Pune

and Trivandrum.

Africa: TCS has regional offices in South Africa and Morocco.

Asia (ex. India): TCS has regional offices in Bahrain, Beijing,Hong Kong, Hangzhou,

Shanghai, Indonesia, Israel, Japan, Malaysia, Philippines, Saudi Arabia, Singapore, South Korea,

Taiwan, Thailand, UAE (Dubai)

Australia: TCS has a regional office in Australia.

Europe: TCS has regional offices in Belgium, Denmark, Finland, France, Germany, Hungary,

Iceland, Ireland, Italy, Luxembourg, Netherlands, Norway, Portugal, Spain, Sweden, Switzerland

and the United Kingdom.

North America: TCS has regional offices in Canada, Mexico and the United States.

South America: TCS has regional offices in Argentina, Brazil, Chile, Colombia, Ecuador, Peru

and Uruguay.

Almost 90% of the revenue of the organization comes from North America and Europemarkets. Most of the clients of the organization are based on these markets.
http://en.wikipedia.org/wiki/Ahmedabadhttp://en.wikipedia.org/wiki/Bangalorehttp://en.wikipedia.org/wiki/Barodahttp://en.wikipedia.org/wiki/Bhubaneswarhttp://en.wikipedia.org/wiki/Chennaihttp://en.wikipedia.org/wiki/Coimbatorehttp://en.wikipedia.org/wiki/Delhihttp://en.wikipedia.org/wiki/Goahttp://en.wikipedia.org/wiki/Gurgaonhttp://en.wikipedia.org/wiki/Guwahatihttp://en.wikipedia.org/wiki/Hyderabad,_Indiahttp://en.wikipedia.org/wiki/Jamshedpurhttp://en.wikipedia.org/wiki/Kochihttp://en.wikipedia.org/wiki/Kolkatahttp://en.wikipedia.org/wiki/Lucknowhttp://en.wikipedia.org/wiki/Mumbaihttp://en.wikipedia.org/wiki/Nagpurhttp://en.wikipedia.org/wiki/Noidahttp://en.wikipedia.org/wiki/Punehttp://en.wikipedia.org/wiki/Trivandrumhttp://en.wikipedia.org/wiki/Hangzhouhttp://en.wikipedia.org/wiki/Dubaihttp://en.wikipedia.org/wiki/Dubaihttp://en.wikipedia.org/wiki/Hangzhouhttp://en.wikipedia.org/wiki/Trivandrumhttp://en.wikipedia.org/wiki/Punehttp://en.wikipedia.org/wiki/Noidahttp://en.wikipedia.org/wiki/Nagpurhttp://en.wikipedia.org/wiki/Mumbaihttp://en.wikipedia.org/wiki/Lucknowhttp://en.wikipedia.org/wiki/Kolkatahttp://en.wikipedia.org/wiki/Kochihttp://en.wikipedia.org/wiki/Jamshedpurhttp://en.wikipedia.org/wiki/Hyderabad,_Indiahttp://en.wikipedia.org/wiki/Guwahatihttp://en.wikipedia.org/wiki/Gurgaonhttp://en.wikipedia.org/wiki/Goahttp://en.wikipedia.org/wiki/Delhihttp://en.wikipedia.org/wiki/Coimbatorehttp://en.wikipedia.org/wiki/Chennaihttp://en.wikipedia.org/wiki/Bhubaneswarhttp://en.wikipedia.org/wiki/Barodahttp://en.wikipedia.org/wiki/Bangalorehttp://en.wikipedia.org/wiki/Ahmedabad


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Geographic Area


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Chapter -3Company Profile

3.1 TCS Organization Structure - At the top of the governance structure is the

Board of Directors representing the shareholders, and various Committees on the Board,

overseeing the Executive Management. TCS has a unitary board 4 structure consisting of 12

members of whom 9 are Non-Executive Directors (including the Chairman 5 and Vice-

Chairman) and 6 are Independent Directors.


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3.2. Vision & Mission

Vision

To become Global Top 10 IT companies by 2010.TCS will be recognized and respected as

professional, innovative, profitable information, and knowledge based logistics/services

enterprise. TCS embeds internet based technologies into its internal operating structures and as

business solutions for customers; with customer, employee and shareholder interests at the core

of its operations; demonstrating a clear concern for ethical conduct and good corporate

citizenship; with the objective of growing into a regional and global player, with emphasis on the

Middle East, Europe and North America

Mission

To provide innovative, best in class IT services to its customers and make it a joy for all

stakeholders to work with us-


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3.3. Products & Services offered

TCS provides a wide range of IT and computing solutions, including :-

Assurance Services BI & Performance Management Business Process Outsourcing Cloud Services Connected Marketing Solutions Consulting Engineering & Industrial Services Enterprise Solutions iON Small and Medium Business IT Infrastructure Services IT Services

Mobility Solutions and Services Platform Solutions


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Some of Products & Services offeredare described as under.

Flat Fee IT - Easier budgeting, preventative maintenance and ongoing monitoring.What's not to love?

TCS Advantage / Cloud - Reduce hardware and software costs, and access your dataanywhere, by moving applications and storage to secure servers.

Server maintenance - Keep your server speedy and healthy with our "apple a day" plan -quick response, regular event log reviews, drive clean-up and more.

Backup and disaster recovery - The name says it all. Don't let disaster catch youunprepared. Let TCS monitor and manage the entire process for you.

Network infrastructure maintenance - Regular "tune ups" prevent unnecessary downtime and emergency crashes.

Network security - Lock the door on uninvited guests with a security plan tailored toyour business' needs.

IT consulting - We work hard to understand your business so we can help you furtheryour business objectives.

Computer recycling - We can even make your computer upgrades seamless by helpingyou dispose of old hardware.


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Service Industries


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3.4 Distribution Network

TCS have invested in building a large, global sales network to reach out to clients across the

world.

As of March 31, 2011, TCS had 145 offices across 42 countries, catering to some 1034 active

clients.

18 offices across USA and Canada 12 offices across 7 countries in Latin America 11 offices across UK and Ireland 22 offices across 12 countries in Europe 18 offices across 12 countries in Asia Pacific 7 offices across the Middle East and Africa 54 offices across India

In addition, our Global Delivery Network Model (GNDM) consists of a network of 107

delivery centers located in 20 countries that uniquely positions us to deliver our world class

services seamlessly to any location in the world


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The figure below shows the Revenue Breakup Geography wise.


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3.5. SWOT Analysis

Strength

High command on local and domestic market(India) Strong brand backing (TATA) Strong Ethics

Weakness

Not very strong in product segmentOpportunity

emerging marketsThreats

Attrition and Employee loyalty Bigger MNC's entering India and competing for global clients Focusing on organic growth


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3.6Competitor Information

The major competitive firms of the organization include:

Infosys Technologies

Cognizant Technical Solutions Wipro Technologies IBM Accenture GenPack Mahindra Satyam Tech Mahindra


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3.7 Market share and Growth rate

Market Capitalization -


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Growth rate - TCS believes that a strong growth trajectory is sustainable in the foreseeablefuture because

(a) the global market for IT services is growing,

(b) offshore outsourcing is today a mainstream strategic option,

(c) TCS has the strong foundational elements needed to partake of this growth ,

(d) TCS strategy for longer-term growth is delivering results.

Other highlights of FY 2011:

97.8% of revenues from existing customers Volume growth of 29.6% YoY Gross Margin of 45.3%, EBIT margin of 28.1% Gross headcount addition of 69,685 Net headcount addition of 38,185


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3.8 Challenges Ahead of TCS

Its major revenue is yielded from Europe and North American markets. So, a slight economic

diversion in those economies causes significant depreciation in Revenue.

So, its major challenge is to be a little independent of European and American Market.


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Chapter- 4Recruitment & selection in TCS

4.1Meaning of recruitment and selection

Recruitment Process- Recruitment refers to the process of attracting, screening, and

selecting a qualified person for a job. At the strategic level it may involve the development of

an employer brand which includes an 'employee offering

The stages of the recruitment process include: job analysis and developing a person

specification; the sourcing of candidates by networking, advertising, or other search methods;

matching candidates to job requirements and screening individuals using testing (skills or

personality assessment); assessment of candidates' motivations and their fit with organisationalrequirements by interviewing and other assessment techniques. The recruitment process also

includes the making and finalising of job offers and the induction and onboarding of new

employees.


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Selection

Selection = Selection is the process of putting right men on right job. It is a procedure ofmatching organizational requirements with the skills and qualifications of people. Effective

selection can be done only when there is effective matching. By selecting best candidate for the

required job, the organization will get quality performance of employees. Moreover, organization

will face less of absenteeism and employee turnover problems. By selecting right candidate for

the required job, organization will also save time and money.


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4.2 Recruitment And Selection Process at Tata Consultancy Services

Recruitment at TCS

The process comprises three interrelated stages, viz,

1. Planning.

2. Strategy development.

3. Searching


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Selection Process at Tata Consultancy Services -

INITIAL SCREENING

The initial screening is done only to check the eligibility criteria .The eligibility criteria is: The

candidate should have a consistent 60% in 10th, 12th and graduation .The candidate should not

have more than 2 years of gap during his/her education .Experience varies as per the skill and

role.

TECHNICAL ROUND

Technical panel consisting of 2 people relevant to that technology and project take the technical

round. The members on the panel must be of ASE grade and above. The candidate is tested on

various criteria. If a person clears the management interview he/she is known as an Tech

Select

MANAGEMENT ROUND

Taken by a panel of ASC grade and above. Tests the managerial skills of a person. If a person

clears the management interview he/she is known as an MR Select


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HR ROUND

It is taken by the recruiter of a particular ISU .After a candidate passes all the rounds, an online

offer letter is generated

4.3 Main Sources of Recruitment and Selection Process of Tata

Consultancy Services

1. Internal promotion and internal introductions (at times desirable for morale purposes)2. Careers officers (and careers masters at schools)3. University (Campus) appointment boards4. Agencies for the unemployed5. Advertising (often via agents for specialist posts) or the use of other local media (e.g.

commercial radio).

4.4 ELIGIBILITY CRITERIA of TCS

TCS is very particular about the kind of talent it takes in. So the eligibility criterias are high and

most students get eliminated here itself.

Eligibility Criteria for FRESHERS

Management students

Students of Finance/Marketing/HR/ systems are considered. Must have done graduation with Science background. 60% aggregate throughout in academic career. Not more than 2 years gap in academics

Engineering students

Students of Computers/IT/Extc/electronics/Instrumentation are considered. 60% aggregate throughout in academic career. Not more than 2 years gap in academics


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MCA students

Must have done graduation with Science background

60% aggregate throughout in academic career.

Not more than 2 years gap in academicsDiploma Students after (10th or 12th)

Students of Computers/IT/Extc/electronics are considered. 50% aggregate throughout in academic career. Not more than 2 years gap in academics Should have taken mathematics as a subject in 12th he need arises, students are called for the interview process.

BSC/BCS/BCA students

60% aggregate throughout in academic career. Not more than 2 years gap in academics


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% OF SELECTION OF RECRUITMENTS


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4.5 Level of management in TCS -

.


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Level Of management

Top Level of Management - It consists of board of directors, chief executive or managing

director. The top management is the ultimate source of authority and it manages goals and

policies for an enterprise. It devotes more time on planning and coordinating functions.

Middle Level of Management - The branch managers and departmental managers

constitute middle level. They are responsible to the top management for the functioning of their

department. They devote more time to organizational and directional functions. In small

organization, there is only one layer of middle level of management but in big enterprises, there

may be senior and junior middle level management.

Lower Level of Management - Lower level is also known as supervisory / operative level

of management. It consists of supervisors, foreman, section officers, superintendent etc.

According to R.C. Davis, Supervisory management refers to those executives whose work has

to be largely with personal oversight and direction of operative employees. In other words, they

are concerned with direction and controlling

Work force level - Work force level is the initial level of any company, hear the selected

person do the job which is assigned by their head. In the TCS the initial job is mainly concern

with software development, it could be hardware or networking related also so candidate should

have knowledge of computer languages, hardware or networking for which post he/she is

applying.

Top Management Level Recruitment And Selection Process

Top Management Level - It is the top most and prestigious post for theTata Consultancy

Service like CEO, MD. Here top most person is mainly concern for managing the whole

company, theyalso make strategies related to decision making for to phosphorus in near future.


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Recruitment And Selection Process - There is no recruitment process from externally.

Now Selection process for Top Management Level is through

1. Interview2. Candidate Presentation3. Offers and negotiation.

Middle Level of Management Recruitment And Selection Process

Middle Level of Management - The Executive Selection Scheme is a fast track program

for accelerated growth of high potential professionals. It take care of all project taken by the

company. This is also two way communication process. Here the manager communicate with his

high level person, lower level employees and more with clients.

Recruitment And Selection Process - This is also based on internally and externally

In Internal process -

1. Interview

2. Presentation

3. Case Study Analysis

4. Leadership Quality

5. According to their performance.


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In External Process -

1. Written Aptitude test

2. Interview (technical & non-technical)

3. Case study analysiss

4. Presentation

5. Leadership quality

6.Negotiation

Lower Level of Management Recruitment And Selection Process

Lower Level of Management - Frontline level is the upper level of work force level. A

person could be the head of one team of workforce level . Here It concern with strong technical

as well as communication skill . It is two way communication process where he/she

communicate with work force people as well as their technical department .

His is internal and external process here employee is getting select from inside the company orfrom outside the company. The inside selection process is bit different from outside selection

process.

Recruitment And Selection Process - This is also based on internally and externally

In Internal process -

1. According to their performance

2. Interview

3. Leadership quality


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In External Process -

1. Written

2.Interview (technical & non-technical)

3.Case study analysis, aptitude test

4.Group Discussion

Work force level of Management Recruitment And Selection

Process

Work force level of Management - Work force level is the initial level of anycompany , hear the selected person do the job which is assigned by their head. In the TCS the

Initial job is mainly concern with software development, it could be hardware or networking

related also so candidate should have knowledge of computer languages, hardware or networking

for which post he/she is applying.

Recruitment And Selection Process- This is also based on internally and externally.

In Internal process-

1. According to their performance

2. Interview (Technical & non-technical).

In External Process-

1.Application: it can be either online or respond to one of companys Ads--They screen

candidates resume and call them for an interview

2.Written (Aptitude test)

3.Interview (Technical & non-technical)

4.Group Problem Solving.


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Chapter- 5 - Findings & Conclusion

Compress the "white space" in your hiring process.White Spaces are delays in hiring process that are unproductive, waste time, and virtually assureyou'll lose talented candidates. Often the longest delays occur between critical selection events.For example, a recruiter may need several weeks to screen a few hundred resumes from the Webjob boards, or candidates who make it through screening may wait weeks to interview with ahiring manager. Here at TCS, the delays occur during the walk ins. Candidates with differentskill sets are made to sit together. This causes a lot of chaos and confusion for the recruiters aswell as for the candidates. The recruiters have to search the candidates again and again. Thecandidates see that there are too many people and have no clear picture as to how long it will

take.

Know what you're looking for in candidates.It is observed that the candidates sourced by placement agencies and send for further rounds ofinterviews are not a perfect match. Therefore, in case there is need to utilize the service of aplacement agency, then it is recommended that these placement agencies be given a well draftedjob description and job specification. This can also be circulated to internal employees under theemployee referral scheme. This will help

Build and manage your candidate pool as a precious resourceA "candidate pool" is a group of individuals who have shown interest in working for yourcompany and are qualified for and ready to fill certain positions, but cannot join the companyright now, because of a current project or location constraint. If we keep a log of all such peoplewho have been selected but refused to join for such reasons, we can directly take them on boardat some later time

Create winning impression even on those who are not selectedIts very important to create a favorable impression of your organization on all those who comefor interview. Those who are not selected in the first round of personal interview should alsocarry this impression that they have missed the opportunity to work in a great company. For this,there must a proper coordination of the interview of the candidate and greater degree ofprofessionalism. A candidate when invited for an interview must be attended as soon as possibleand should not be made to wait for hours together. Interviews conducted on a scheduled time


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leave a good impression on the candidate. Even if he is not selected, a good impression about thewill make him recommend the name to his people

BibliographyInternet:

http://en.wikipedia.org/wiki/Tata_Consultancy_Serviceshttp://www.citeman.com/9988-

recruitment-and-selection-process2/

http://en.wikipedia.org/wiki/Recruitment#Screening_and_selection

http://portfolio.rediff.com/quotes/tata+consultancy+services+ltd

http://www.tcs.com

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