QUESTIONNAIRE

Personal Profile of the Respondent:

a)
Name.........
b)
Male/Female..
c) Position in the
organization
d) Educational qualification of the employee..

Q1. How do you come to know about Tata Consultancy Services Limited
(TCS),

when you appeared for your interview at Tata Consultancy

Services Limited (TCS)?

Advertisement
Consultancies
Internet
Through friends working in company

Q2. Through which of the following modes were you recruited?

Campus Placement
Walk-ins
Employee Referrals

 Consultancies

Q3. Does the qualification or knowledge or skills matches with job

specification?
Yes
No
Q4. Kindly select the employment tests that are usedin the organization for
recruitment procedure?

Intelligence test
Aptitude test
Psychometric test
Any other, please specify

Q5. Which method of interview are used for recruitment at Tata Consultancy
Services Limited (TCS)?

Preliminary Interview
Stress Interview
Discussion Interview
Any Other, Please specify

Q6. Number of stages in recruitment process of Tata Consultancy Services

Limited (TCS)?

2 Stages
3 Stages
4 Stages
5 Stages

Q7. What is the duration of probation for a new joiner at Tata Consultancy
Services Limited (TCS)?

6 month
1 year
2 year
Q8. Is it mandatory to sign a bond before joining the organization?
Yes
No
Q9. Are employees in HR department satisfied with their salary package?
Yes
No
Q10. Does the organization pays attention on medical examination before
offering the job?
Yes
No
Q11. Do you think that the selection process in the company is quite lengthy?
Yes
No

Q12. The employee-employer relationship in the organization (Tata

Consultancy Services Limited) ?
Very good
Good
Ok
Can Not say

Q13. How much do you think the top management of your organization is
aware of the working conditions of its employees?
Very little aware
Somewhat aware
Much aware
Very much aware

Q14. Give an overall assessment of recruitment process in Tata Consultancy

Services Limited (TCS)?

Excellent
Very Good
Good
Satisfactory

Data analysis and interpretation

Recruitment is a positive process of searching for prospective employees

and stimulating them to apply for the jobs in the organization. When more persons
apply for jobs then there will be a scope for recruiting better persons.
Success of every business enterprise depends on its human resource.
Money, material and machines are inert factors; but man with his ability to feel,
think, conscience and plan is the most valuable resource. At the same time human
elements are most difficult to be inspired, controlled and motivated. The
upcoming competition in India, will demand high motivational level of its
employees.
To analysis recruitment process of tata Consultancy Services (TCS) a
structured questionnaire was designed for this purpose. The questionnaire
included both open ended and close ended questions.
The procedure adopted for data collection was interview with the employees
randomly selected from Tata Consultancy Services (TCS) to the extent possible
and also through mail. The responses given by the respondents were recorded on
the questionnaire. The views expressed by the respondents has been analyzed in
the succeeding paragraphs. About 50 respondents were selected by convenient
random sampling technique.

Employees get to know about Tata Consultancy Services (TCS)

Series 1
18
15
12

From the above analysis it has been shown that most of the employees in Tata
Consultancy Services (TCS) came to know about the organization through friends
and advertisement and very less through internet and the least through
consultancies

Employees are recruited through the following modes

Series 1

20

18

12

Through this analysis we are able to analyses that most of the employees are recruited
through employee referrals, only 35%are recruited through walk-ins and very less are
recruited through campus recruitment and other.

Employees are recruited according to job specification or not

yes

no

6%

94%

This analysis shows that majority of the employees in Tata Consultancy Services
(TCS) are satisfied with their job profile, it means their job qualification are
matched with their job specification. Only 6% of employees are not satisfied with
this statement .If qualification are matched with job profile it leads to increase in
productivity which ultimately provides benefits to organisation.

Number of stages in recruitment process of Tata Consultancy

Services (TCS)

Series 1
24

16

10

3 Stages

4 Stages

5 Stages

This analysis shows that 48% of employees have under gone 3 stages of
recruitment process and 32% of employees 4 stages and rest 5 stages.

Types of employment tests undertaken at Tata

Consultancy Services (TCS)

20

Series 1

15

10

This analysis shows that 40% of employees have undergone through intelligence
test and 30% have given aptitude test and 20% have given psychometric test and
so on. All these test plays an significant role in recruitment process.

Kinds of interview undertaken at Tata Consultancy

Services (TCS) at the time of recruitment

Series 1
25

15

Through this analysis we are able to find out the most preferred interview
undertaken at Infosys is discussion interview. According to Tata Consultancy
Services (TCS) discussion interview is the best.

Duration of probation for a new joinee

1 Year; 40%

6 month; 60%

Responses shows that, 60% employees said that duration of probation period for
new joinees in Tata Consultancy Services (TCS) is 6 months and 40% said that it
is 1 year. Earlier the probation period in Tata Consultancy Services (TCS) was 6
month but now it is 1 year.

Signing a bond before joining the organization is

compulsory or not

Yes; 6%

No; 94%

Through this we are able to know that in Tata Consultancy Services (TCS) it is not
mandatory to sign a bond before joining the organisation.94% employees said that
it is not mandatory to sign a bond and 6% of employees are in favour to sign a
bond before joining the Tata Consultancy Services (TCS).

Satisfaction of emloyees towards the salary provided to

them

Dissatisfied; 20%

Satisfied; 80%

This analysis shows that 80% employees are satisfied with their salary package
and 20% employees are not satisfied with it. Through this we are able to find that
it is the major obstacle for the satisfaction of employees.

Attention paid by Tata Consultancy Services (TCS) on

medical examination before hiring personnels for the job

No; 18%

Yes; 82%

This analysis shows that 82% of employees are in favour and 18% employees are
against this statement that organisation pays attention on medical examination
before offering the job.

Is selection process lengthy or not

YES

NO

11%

89%

From the analysis we can say that 89% of employees believe that the selection
process Tata Consultancy Services (TCS) of is not lengthy while 11% do not
agree with it.

The employee-employer relationship in the organization

Series 1

32

12

Very good
Good
Ok

The employee-employer relationship is important for an Organization .Well-being

of both in an organization is will increase turnover of the concern .In Tata

Consultancy Services (TCS) employee-employer is good .64% of the employees

say that it very good ,while 24% say that it good and 16% say it is ok.

Overall assessment of recruitment process in Tata

Consultancy Services Limited (TCS)
Series 1

23

14

Excellent

Very good

Good

Satisfactory

Overall assessment show that ,recruitment process of Tata

Consultancy Services (TCS) is excellent .46% say that recruitment process

held by Tata Consultancy Services (TCS) is excellent.28% say it is very good
and 16% say that it is good .10% say it is satisfactory.

Findings,Suggestions and Conclusion

FINDINGS

Employees are the main source through which people came to know about Tata
Consultancy Services (TCS).

Employees referrals is the most common mode through which employees are
recruited.

Employees are satisfied with the recruitment procedure followed in Tata

Consultancy Services (TCS).

Due importance to job analysis is given while recruiting people for the job
positions.

Most of the employees have a clear knowledge about the companys vision,
mission and objectives. And they know how to achieve their objectives.

Employee-employer relationship is good.

Employees are clear about their role and responsibility.

Recruitment process followed by the Tata Consultancy Services (TCS) is

excellent.

RECOMMENDATION

Tata Consultancy Services (TCS) should not confined to employee referrals for
recruiting the employees they have to take into consider the other aspects also i.e.
campus recruitment, recall etc.

Tata Consultancy Services (TCS) should involve these activities in selection of

candidate which helps in selecting the talented candidates i.e. assessment centre,
business games, role play etc.

There should be two way communication between superior and subordinates, So

that they can feel motivated and feel to be proud as a part of the family of Tata
Consultancy Services (TCS).

The procedure of recruitment and selection should be more flexible.

Tata Consultancy Services (TCS) should provide high salary package to employees
so that they become more satisfied and working effectively and efficiently.

Tata Consultancy Services (TCS) should provide incentives fairly to all employees
on the basis of their performance not another aspects.

CONCLUSION

The human element of organization is the most crucial asset of an organization.

Taking a closer perspective it is the very quality of this asset that sets an
organization apart from the others, the very element that brings the organizations
vision into fruition.
The employees of any organization are its life blood, without doubt. With the
dawn of this realization upon the present day business organizations, there appears
to be a major shift towards human resource management .In fact, the employees
of today are encouraged to participate in the major decisions and thus play a vital
role in the management of the firm. The performance of the organization depends
on the efficiency that its employees exhibit. Hence it is of crucial importance that
employees with the most suitable qualifications be selected. This is where the
processes of recruitment and selection come in. It is difficult to separate one from
the other. Thus, one can grasp the strategic implications that the manpower of an
organization has in shaping the fortunes of an organization. This is where the
complementary roles of Recruitment and Selection come in. The role of these
aspects in the contemporary organization is a subject on which the experts have

pondered, deliberated and studied, considering the vital role that they obviously
play.
The essence of recruitment can be summed up as the philosophy of attracting as
many applicants as possible for given jobs. The face value of this definition is
what guided recruitment activities in the past. These days, however, the emphasis
is on aligning the organizations objectives with that of the individuals. By
making this a priority, an organization safeguards its interests and standing. After
all, a satisfied workforce is a stable workforce which also ensures that an
organization has credible and reliable performance. The project examines the
various processes and nuances one of the most critical activities of an
organization.

The end result of the recruitment process is essentially a pool of applicants. Next
to recruitment, the logical step in the HR process is the selection of qualified and
competent people.
In the end, this project endeavors to present a comprehensive picture of sources &
process of Recruitment and Selection of candidate and hopes to enable the reader
to appreciate the various intricacies involved.
These processes require a great deal of thought and advanced planning. In fact, it
is not only the HR department that is involved. The finance department provides
the budget for the processes and the manpower gap is determined by inputs from
all the departments. Also the grueling procedure through which the candidate goes
through is, in itself, an indicator of the significance of these processes in the
efficient functioning of the organization.