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Mohammed Ismail Project Tata
Mohammed Ismail Project Tata
PROJECT REPORT ON
RECRUITMENT AND SELECTION PROCESS
AT
TATA CONSULTANCY SEVICES
SUBMITTED BY
MOHAMMED ISMAIL
H.T.NO: 2033-2040-5017
OSMANIA UNIVERSITY,
HYDERABAD.
TOLICHOWKI, HYDERABAD.
(2022-2023)
ST. JOSEPHS’S DEGREE COLLEGE
TOLICHOWKI, HYDERABAD.
WEBSIT www.st-josephs.in , EMAIL IDst22109@gmail.com ph.: 040-23564112
CERTIFICATE
DATE: PRINCIPAL
ST. JOSEPHS’S DEGREE COLLEGE
TOLICHOWKI, HYDERABAD.
WEBSIT www.st-josephs.in , EMAIL IDst22109@gmail.com ph.: 040-23564112
CERTIFICATE
CERTIFICATE
Last but not the least it is my pleasure to have a dedicated faculty and guide for my
project, their whole-hearted co-operation helped in completing the project in time
and acquiring the knowledge.
MOHAMMED ISMAIL
2033-2040-5017
ABSTRACT
growth, profitability & risk. Investment decisions are generally known as capital
long term assets expecting long-term benefits firm’s investment decisions would
long-term implications and affect the future growth and profitability of the firm.
decisions that require the use of resources is a capital budgeting decision. Capital
1 INTRODUCTION
2 LITERATURE
REVIEW
3 COMPANY
PROFILE
DATA ANALYSIS
4 AND
INTERPRETATION
5 CONCLUSION
CHAPTER-1
INTRODUCTION
It is said if right person is placed at right place half the work is done. In
this project have tried to cover all the important points that is being kept
in mind when recruitment and selection process in the TCS/ Tata
Consultancy Services company is done and tried to find out which method
and various other information related to recruitment and selection to come
to a conclusion as to at what time most the manpower planning is done,
what are the various method used for recruiting the candidates and on
what basis the selections are done. TCS/ Tata Consultancy Services
company has a well-articulated equal opportunity policy, which lays
strong emphasis on hiring of individuals irrespective of age, race, caste or
gender.
1.1 RESEARCH OBJECTIVE OF THE STUDY
Every research has some objectives or reasons behind the study
conducted. Objectives can give us a brief idea about the project report.
LITERATURE REVIEW
Human resource management is the function that deals with issues related
to people such as Compensation, Hiring, Performance appraisal,
Organization development, safety, wellness, benefits, employee
motivation, communication, administration and training.
The purpose of selection is to pick up the most suitable candidate who would
meet the requirements of the job in an organization best, to find out which
job applicant will be successful, if hired. To meet this goal, the company
obtains and assesses information about the applicants in terms of age,
qualifications, skills, experience, etc. The needs of the job are matched with
the profile of candidates. The most suitable person is then picked up after
eliminating the unsuitable applicants through successive stages of selection
process. How well an employee is matched to a job is very important
because it directly affects the amount and quality of employee’s work. Any
mismatched in this regard can cost an organization a great deal of money,
time and trouble, especially, in terms of training and operating costs. In
course of time, the employee may find the job distasteful and leave in
frustration. he may even circulate ‘hot news’ and juicy bits of negative
information about the company, causing incalculable harm to the company
in the long run.
2.1 NEED FOR RECRUITMENT AND
SELECTION:
The need for recruitment may be due to the following reasons / situation:
to job specification
2.2 PURPOSE OF RECRUITMENT AND
SELECTION:
The general purpose of the recruitment is to provide a pool of potentially qualified job
candidates, specifically, the purposes are to:
❖ Help increase the success rate of the selection process by reducing the number of
visibly under qualified or overqualified job applicants.
❖ Help reduce the probability that job applicants, once recruited and selected, will
leave the organization only after a short period of time.
❖ Meet the organization’s legal and social obligations regarding the composition of
its work force.
❖ Begin identifying and preparing potential job applicants who will be appropriate
candidates.
❖ Increase organization and individual effectiveness in the short term and long term.
❖ Evaluate the effectiveness of various recruiting techniques and sources for all
types of job applicants.
2.3 SOURCES OF RECRUITMENT:
The following are the most commonly used methods of recruiting
people.
INTERNAL METHODS:
This refers to the filling of job vacancies from within the business –
where existing employees are selected rather than employing someone
from outside.
A business might decide that right people with the right skills to do the
job, particularly if its training and development programmer has been
effective.
EXTERNAL METHODS:
This refers to the filling of job vacancies from outsides the business.
most business engage in external recruitment fairly frequently,
particularly those that are growing strongly or that operate in industries
with high staff turnover.
Campus recruitment
It is a method of recruiting by visiting and particular in college
campuses and their placement centers. here the recruiters visit reputed
educational institution with a view to pick up job aspirants having
requisite technical or professional skills. job seekers are provided
information about the jobs and the recruiters. a preliminary screening is
done within the campus and the short listed are then subjected to the
reminder of process. if campus recruitment is used, step should be taken
by human resources department to ensure that recruiters are
knowledgeable concerning the jobs the that are to be filled in the
organizations and employ effective interviewing skills.
Advertisements
These include advertisement in newspapers, trade, professionals and
technical journals radio and television etc. this method is appropriate
when the organizations intends to to reach a large target group and the
organizations wants a fairly good number of talented groups who are
geographically spread out.
Employment Agencies
These businesses specialize in recruitment and selection. they often
specialize in recruitment for specific sector. They usually provide a
shortlist of candidates based on the people registered with the agency.
They also supply temporary or interim employees.
Recruitment consultancies
Companies give their manpower requirement to placement and
recruitment consultants who undertake the job of identifying suitable
candidates for the company.
Unsolicited Applicants / walk – ins
Company generally receive unsolicited applications depends from job
seekers various on economic conditions, the image of the company and
the job seekers perception of the types of jobs that might be available
etc. such applications are generally kept in a data bank and whenever a
suitable vacancy arises the company would intimate the candidates to
apply through a formal channel.
THIRD PARTY:
Private employment agencies are the most widely used sources. They
charge a small fee from the applicant. They specialize in specific
occupation; general office help, salesmen, technical workers, accountant,
computer staff, engineers and executives.
The recruitment process should inform qualified individuals about the job
so that applicant can make comparison with their qualification and
interest.
There are two types of factors that affect the Recruitment of candidates
for the company.
1. Internal factors:
2. External factors:
● Employment rate
● Labor market condition
● Political, legal and government factors
● Information system
Factors to be undertaken while formulating recruitment policies:
● Government polices
● Recruitment sources
● Recruitment needs
● Recruitment cost
● Organizational and personal policies
RESEARCH DESIGN
DATA SOURCE
Primary Data
The Rs 9,749 – crore info tech major has 45,000 employees on its
rolls. close to 90 percent of the company’s income flow in from
outside India .and the bulk of its employees work across TCS
offices in 34 countries and on –site in more than 50 countries. for
most of them the supervisor changes every time a project change.
give that no two projects or for that, no two bosses – are,
performance management and performance appraisal must be a
nightmare.
Performance Appraisal Criteria at TCS
OBJECTVES
Salary
Promotion
Administrative uses / decisions Retention or termination
Recognition of individuals
performance
Lay-offs
Identification
HR planning
Determining organization training
Organizational maintenance / needs
objectives Evaluation of organization goals
achievement
Information for goal identification
Evaluation of HR systems
Reinforcement of organizational
development needs
The objectives of performance appraisal, point out the purpose which such an
exercise seeks to meet. what needs emphasis is that performance evaluation
contributes to TCS competitive strength. besides encourage high levels of
performance the evaluation system helps identify employees with potential, reward
performance appraisal has helped the TCS gain competitive edge in the following
ways:
Improving
Strategy and performance Making correct
behavior decisions
Competitive advantage
Selection process
For trainees and persons with less than two years of experience, TCS
conduct written tests, technical and management interviews.
For laterals TCS do not have written tests. The process includes short
listing based on certain eligibility criteria pertaining to the students’
academic track record and domain / specializations, aptitude test and a
two – tier competency-based interviews. in management institutes, TCS
replace the aptitude tests with group discussions.
a) Spouse; or
b) Son; or
c) Daughter;
Procedure:
Recuritment
Internal
2%
External
98%
2. Question: What are the sources for external recruitment that are
preferred?
5%
16%
Casual Applicants
Data Bank
Placement Agencies
54%
Campus Interviews
25%
3. Question: Which method mostly prefer for recruitment and
selection?
3%
20%
Direct
Indirect
Third Party
77%
4. Question: When do prefer to go for manpower planning?
3%
Yearly
No Fixed Time
97%
CONCLUSION
LIMITATIONS
In the untimely days the software exports, the software wholesale market
was overlooked by very few massive like Accenture, EDS and IBM,
where the Indian concern were outlined as small level companies in esult
the TCS and other Indian software companies competed temselves in the
lower end of the business, which resulted TCS and other organizations
to choose small projects and tasks which are simple 10 do.
TCS also faced a customer market that was conquered by the insurance
companies and huge banks, While TCS keenly hunted for alliances with
larger sellers as a competitive strategy, TCS most successful approach
was to honestly loom clients and admit the minor charges that its
competitive pose dictated.
The main anxiety for TCS is opposition from existing companies like
Wipro, Infosys and CTS as it has produced rivalry for active dealings
and twisted noteworthy pricing stress. Internationally, Companies like
EDS have sited themselves as competent of handling huge, "turnkey"
ventures which can distinguish themselves from contestants such as
Accenture and IBM that spotlights on superior value-added jobs such as
consulting. This TCS: as TCS should persist to do the similar sort of job
that it presently proposes an organically-driven expansion strategy for
do, but should attempt to arrest a better section of the value-addition by
accepting huge projects. Although it has exhibited a potential in distant
project management, TCS would be requisite to increase the same
capability.
But, there are also few risks which prevail in this strategy. TCS's huge
dimension implies that it might have already exploited wealth to amount
in applications improvement. Adding to that, the strategy may tender the
latent for huge growth since it essentially engages elevated value-added
actions. Before, this was hard, partially owed to the technical complexity
in rejecting the value-chain away from the modularization of appliances
programming. In recent years, though, systems design, manufacturing
services, and systems integration job have increasingly been outsourced
suggestive of that, if the abilities are at hand, those works could be
completed in India.
The threat of substitutes are mainly from the China, Philippines and
eastern Europe which emerge as a biggest threats to the Indian IT
companies, which is mainly due to the low cost. The companies from
these countries quote very low price for the same quality of products as
the Indian Companies do, which creates a great impact on medium to
long term projects. It is difficult for TCS being operated from India to
attain the organic growth.
SUGGESTIONS
Have supervisors that know the job before they supervise. Have training
manuals in place, have real support for employees that are struggling
with the work.
https://en.wikipedia.org/wiki/Tata_Consultancy_Servi ces
https://www.tcs.com/tcs-50
https://www.tcs.com/careers#type=overlay&page=/c orporate-
tcs/careers/overlays/tcs-worldwide-overlay
https://www.tcs.com/careers?country=IN&lang=EN
https://www.tcs.com/consulting
https://www.tcs.com/about-us