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Mba Hr Internship Report

Mba Hr Internship Report (Baba Farid Institute of Technology Group of Institutions)

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SUM M ER TRAINING PROJECT REPORT

ON
A St udy of Best Recruit ment & Select ion
AT
Tat a Consult ancy Services – TCS, India
SESSION:2 0 2 2 -2 0 2 4
Submitted for the partial fulfillment of the requirement for
the award of degree of

Master of Business Administration

DR.A.P.J. ABDUL KALAM TECHNICAL UNIVERSITY,

LUCKNOW
UNDER THE GUIDANCE OF : UNDER THE SUPERVISION OF :
MR. GAURAV SAXENA Miss. SONALI GADEKAR
SUBMITTED BY:
ADITI DIXIT
Roll No : 2204760700007
M.B.A. 3 rd SEM

FUTURE INSTITUTE OF ENGINEERING AND TECHNOLOGY,

BAREILLY ( UP )
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CERTIFICATE

This is to certify that “Aditi Dixit ” has submitted the project report titled

“A Study of Best Recruitment & Selection Practices in Tata Consultancy

Services – TCS, India” towards partial fulfillment of MASTER OF BUSINESS

ADMINISTRATION degree examination. This has not been submitted for any other

examination and does not form part of any other course undergone bythe candidate.

It is further certified that he/she has ingeniously completed his/her project as prescribed

by FUTURE GROUP OF INSTITUTE ENGINEERING AND TECHNOLOGY

affiliated to ABDUL KALAM TECHNICAL UNIVERSITY .

M R. Gaurav Saxena Dr. Sonali Gadekar

(Project Guide) ( MBA Co-Ordinator)

Date: -

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ACKNOWLEDGEMENT

With immense pride and sense of gratitude, I take this golden opportunity to express

my sincere regards to Fut ure Group Of Inst it ut e Engineering And Technology

Bareilly.

I am extremely thankful to my Project Guide “MR. Gaurav Saxena” for him

guideline throughout the project. I tender my sincereregards to Co-Ordinator, of MBA

“Dr. Sonali Gadekar” for giving me guidance, suggestions and invaluable

encouragement which helped me in the completion of the project.

I will fail in my duty if I do not thank the non-Teaching staff of the college for their

Co-operation.

I would like to thank all those who helped me in making this project complete and

successful.

Adit i Dixit i
Place: - Bareilly

Date: -

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Index (Table of Contents)

Sr. No. Particulars Page No.

1 Introduction 5 – 23

2 Company’s Profile 24 – 40

3 Literature Review 41 - 43

4 Terminologies 44 – 45

5 Objectives of Study 46- 47

6 Scope of Study 48 - 49

9 Need of Study 50 - 51

10 Research Methodology 52 – 55

11 Data Analysis & Interpretation 56 - 65

12 Findings 66 - 67

13 Conclusion 68- 69

14 Bibliography 70 - 72

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INTRODUCTION

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Introduction About Information Technology (IT) Sector

Information Technology contains of 2 major components i.e. IT Services & Business

Processes outsourcing also known as BPO/ ITES. The Information Technology sector

has raised the GDP from 1.2% (1998) to 8% (2021).

Tata Group along with Burroughs, the 1st software export zone launched the IT sector

first in Mumbai, India in 1967. During 1980, around 80% of the software export of the

country was from S.E.E.P.Z(Software Export Zone). They established their first office

in 1973 in Mumbai. The Information Technology provides around $155 billion in the

gross value, and it grows between 10-15% per annum.

Low-cost labor arbitrage is our main advantage so far, which requires a skill to convert

least-cost least value add Service providers to least cost highest value add partners.

Information Technology companies can extend their services to find solution for

financial customersaround the global.

Few services, which are under them, are Insurance, Financial risk management,

underwriting and natural disaster modeling.

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Major hubs of IT are in:

1. Bangalore
2. Mumbai
3. Chennai
4. Hyderabad
5. Pune

Current Scenario of IT Sector

IT industry is evolving rapidly with various developments to change the standard of the

Indian Businesses. IT sector contains software management, online services, Consultancies,

Software development & BPO (Business processes outsourcing). This industry is

potential enough to face the challenges and accept the changes. There are many factors

which influences, they are as follows:

1. Recession in other countries (Demand -supply gap).

2. Tax Structure and issues.

3. Poor Infrastructure.

4. Restricted preferential access to local firms or organizations.

5. Cost variation between countries.

Recent Scenario of IT Service sector

One of the Article states, amongst the two industries in the country, Information

Technology stands in number One position as of today.

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IT is expected to grow 12 & 15% in India. This information is provided as per

NASSCOM (National Associations of Software and Services Companies) in India.

In the year 2019, India has beaten USA in software developers, in which

India had 60 lakhs developers whereas, USA had 42 lakhs developers.

IT industry provides employment to many in India.

There are some morebenefits of IT industry, and they are FDI and exports 54.17 percent.

Gross Value has been included at present price in Indian Service sector.This sector is the

key player for Indian economic growth.

Key Players in IT sector

1. Infosys

2. Wipro

3. TCS

4. Oracle Financial Services

5. HCL Technologies

6. Tech Mahindra

7. Mphasis

8. Mindtree

9. Cognizant

10. Capgemini

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Country Wise Market Size of

Employment in IT Sector

100
0
90

80

70

60

50

40

30

20

10

India China Mexico Brazil UK US

Gross value added Employment

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Recruitment

“Recruitment refers to the process of identifying, attracting, interviewing,

selecting, hiring, and onboarding employees. In other words, it involves
everything from the identification of a staffing need to filling it.”

Recruitment is the first step in building an organization's human capital.

According to Kempner,

“Recruitment forms the first stage in the process which continues with selectionand
ceases with the placement of the candidates.”

Specific tasks involved in the process of recruitment include:

• Analyzing job requirements

• Advertising the vacancy

• Attracting candidates to apply for the job

• Managing response

• Scrutinizing applications

• Shortlisting candidates

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Selection

“Selection is the process of identifying an individual from a pool of job applicants

with the requisite qualifications and competencies to fill jobs in theorganization”

Selection is a process that helps differentiate between qualified and unqualified

applicants, by applying various techniques.

The term “selection‟ comes with the connotation of placing the right person in
the right job.

Some activities in selection include:

• Screening

• Eliminating unsuitable candidates

• Conducting an examination (aptitude test, intelligence test, personality test,

etc.)

• Interviews

• Checking references

• Medical tests

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Key Differences Between Recruitment & Selection

The process of recruitment involves the development of suitable techniques for

attracting more candidates to a position vacancy, while the process
of selection involves identifying the most suitable candidate for the vacancy.

Recruitment precedes the selection process, and the selection process is only
completed when a job offer is created and given to the selected candidate by
appointment letter. To thoroughly understand the difference between
recruitment and selection,there are certain points to keep in mind.

1. Recruitment is the process of finding candidates for the vacant position and
encouraging them to apply.

Selection means choosing the best candidate from the pool of applicants and
offering them the job.

2. Recruitment is a positive process aimed at attracting more and more job seekersto
apply.

Selection is a negative process, rejecting unfit candidates from the list.

3. Of the two, recruitment is relatively simpler. Recruitment has the recruiter

paying less attention to scrutinizing individual candidates.

Whereas selection involves a more thorough examination of candidates where

recruiters aim to learn every minute detail about each candidate, so they can choose
the perfect match for the job. Recruitment is less time-consuming and less
economically demanding, as it only involves identifying the needs of the job and
encouraging candidates to apply for them.
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Selection involves a wide range of activities, which can be both time-consuming

and expensive.

The process of Recruitment & Selection is as follows:

1. JA (Job Analysis) which includes Job Description and Job Specification.

1. KSA (Knowledge, Skills, and Abilities) required for the position.

2. Sourcing.

2. Selecting few candidates amongst many for the position (Segregating).

3. Initial Screening & Selection.

3. Taking interviews and offering a candidate for the vacant position

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Types of Recruitment Needs

Planned Unexpected Anticipated

SOURCE OF RECRUITMENT

Sources of Recruitment

External Internal

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External Source of Recruitment

“It is the process of recruiting the people outside the organization;

though it is time taking and cost incurring, new talents can be found
for the organization, which helps in maintaining the balance in a firm”

The external recruitment sources are:

1. Newspaper or Television or Radio Advertisement.

2. Consultancies.

3. Wanted Signboards.

4. Campus Recruitment,

5. Search on Job Boards or Internet.

6. Job Fair.

7. Referrals.

Internal Source of Recruitment

“It is the process of searching and filling the vacant position of

the organization internally (within the organization)”.

It is time as well as cost saving.

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The internal recruitment sources are:

1. Transfers.

2. Promotions.

3. Ex-employees.

4. Circulars.

5. Intranet and Advertisement.

6. Employee Referral.

STAGES OF RECRUITMENT

1. Pre- recruitment.
2. Post- recruitment.

There are various steps in pre-recruitment, and they are as follows:

➢ Sourcing the profiles of the position.

➢ Screening.

➢ Arranging an interview for the candidates.

➢ Conducting the interview. It consists of various rounds-

▪ Aptitude Test (CBT),

▪ Group Discussion,

▪ Personal Round,

▪ Technical Round,

▪ HR round and

▪ Managerial round.

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Similarly, Post-recruitment also has certain steps:

➢ Selection of candidate,

➢ Issuing offer letter,

➢ Completing the joining formalities,

➢ Induction program,

➢ Internal System and Email ID creation,

➢ Issuing ID cards and visiting passes and

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SELECTION CRITERIA

1. Education & Specialized Skills.

2. Experience in any organization.

3. Physical Characteristics of the candidate.

4. Personality / Behavioral Characteristics of the candidate.

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METHODS OF SELECTION

1. Aptitude Test - TCS National Qualifier Test (NQT)

• Technical Positions

o Personal interview.

o Written technical / coding test on Java, .Net, SQL, HTML.

• Non-Technical Positions

2. Interviewing the candidate.

3. Salary Negotiation.

4. Gathering Information for Background Verification of candidate.

5. Onboarding.

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COMPANY
PROFILE

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• 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, BPS, 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, India’s largest industrial conglomerate,

• TCS has over 3,00,000 of the world’s best-trained consultants in 46 countries.

• The company generated consolidated revenues of US $26 billion (1.96 lakh crores
INR) for year ended March 31, 2021, and is listed on the National Stock Exchange
and Bombay Stock Exchange in India.

• TCS has its Headquarters based in Mumbai, India.

For more information, visit at www.tcs.com

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Core Values

Tata’s has always been a values-driven organization. These values continue to direct the
growth and business of Tata companies.

The five core Tata values underpinning the way we do business are:

• Integrity

We will be fair, honest, transparent and ethical in our conduct; everything we do must
stand the test of public scrutiny.

• Responsibility

We will integrate environmental and social principles in our businesses, ensuring that
what comes from the people goes back to the people many times over.

• Excellence

We will be passionate about achieving the highest standards of quality, always promoting
meritocracy.

• Pioneering

We will be bold and agile, courageously taking on challenges, using deep customer
insight to develop innovative solutions.

• Unity

We will invest in our people and partners, enable continuous learning, and build caring
and collaborative relationships based on trust and mutual respect.

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Mission

At TCS, we go beyond helping businesses transform through technology.

We help them make a meaningful difference, translating their aspiration into reality.

Tag Line

“Building on Belief”

Tata Consultancy Services is an Indian multinational information technology

services and consulting company headquartered in Mumbai.

Below is the company profile of TCS

Industry Information Technology

Consulting &
Outsourcing

Founded 1968; 54 years ago

Founder Tata Sons

Headquarters Mumbai, Maharashtra, India

Area served Worldwide

Key people Natarajan Chandrasekaran

(Chairman)
Rajesh Gopinathan
(MD & CEO)

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SWOT Analysis of TCS

Source:- www.iide.com/TCS

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Online Job Application Process of TCS

1. Whosoever candidate is interested to apply for job must visit

TCS website (https://www.tcs.com)

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2. Candidate has to visit Career Section of TCS website

(https://www.tcs.com/careers)

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3. TCS portal will re-direct to their I-Begin portal where candidate

can search job, according to his / her domain or expertise,
location, etc.

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4. Next step is candidate has to create his own account / Sign Up on

portal

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5. After creating account candidate has to login to his / her account.

Then search the jobs available and apply for it directly.

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2. As soon as candidates applies for any position, their job application

directly reaches to Talent Acquisition Team (TAG) of TCS.

• Recruiters receive a large number of resumes in a day which includes

candidates who do not match the required skill set mentioned in the job

description and it takes recruiters a lot of time to go through these resumes

and shortlist candidates suitable for the opening. Processes which can scan

through multiple resumes in a few hours and look for keywords to find the

set of best suitable candidates can help reduce efforts.

• During interviews and engagements recruiters waste time with candidates

who are not actively looking for jobs. AI can help in identifying active job

seekers by factors such as profile updated date, activity details, time spent

on portal, number of times the candidate has logged in to the portal and so

on.

• Implementing scheduling assistants can help shortlisted candidates view

their respective hiring manager’s calendar and schedule/reschedule

interviews as per the interviewer’s availability. By doing this the time spent

by recruiters in coordinating with interviewers and interviewee is saved.

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• Application Tracking System (ATS) can be used to track the status of

multiple applications by various stakeholders which could help them in

decision making in such a way that if the turnaround time is too high then

those processes can be eliminated.

• Dashboards and reports can be used to understand which jobs require more

time to hire, and analysis on the same can be done to find the root cause of

it which can eventually result in processes being modified or revised for

better performance and higher results.

• With the help of automation in recruitment, business rules can be set in the

HRMS system and jobs can be posted simultaneously on various portals.

Recruiters need not post the openings manually, and a lot of time invested

on this activity could be saved. Even the postings can be removed with the

help of rules set through automation.

• In-built salary recommendation feature can help recruiters compare salaries

of various employees in same group/department, and eventually recruiters

can decide the salary range applicable for a set of positions. The salary

suggestion can also take into account the amount of budget allocated for

new hires in case such data is provided.

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• Systems to be designed to automatically fill the required onboarding forms

from uploaded copies of candidates resume/mark sheets/identifications

proofs after which the candidate should be asked to just verify the data

hence reducing the efforts of correcting any manual mistakes made by

candidates and verification is easier for HR teams.

• Analysis can be done on the surveys filled by new hires based on which

analytical tools can recommend suggestions on processes that can be

improved/revamped or even find processes which are good and the reason

why they are good. For example, trainings can be recommended, or buddy

mentor programs can be implemented to help new joiners get acquainted

with their roles and responsibilities.

• While it is important to have processes in place which save time for

recruiters and which will eventually help the organization to save costs

spent on the lengthy processes, it is also very crucial to have a balance of

human intervention and automation in complex HR processes otherwise

there could be chances of mistakes.

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Sample of Job Description

Role - Senior IT Project Manager

Qualifications and Experience:

• Able to effectively manage concurrent projects and multi-task.

• Responsible for assembling project team, assigning individual. identifying

appropriate resources needed and developing schedules to ensure timely
completion of project.
• Collaborate with functional leaders to establish project initiatives, objectives,
success criteria and scope.
• Develops detailed work plans, schedules, project estimates, resource plans, and
status reports.
• Creates and maintains essential project documentation, such as Communication
Plan, Risk Management Plan, Roles/Responsibilities Matrix and Issues Log.
• Working knowledge and involvement with the life cycle of data conversion and
data transformation projects along with reconciliation and best practices to
ensure data quality standards are maintained.
• Ability to identify and impediments to drive completion of various milestones
while effectively managing expectations.
• Able to manage resources in a cross-functional environment and proactively
coordinate resource allocation and all necessary testing with project team
members including the business.
• Conducts project meetings and is responsible for project tracking.

• Establishes positive relationships with business customers & provides

recommendations to improve process efficiencies.

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• Actively manages risks and issues for assigned projects and when necessary,
escalates issues to management’s attention for guidance.
Job Requirements include:

• 7-10 years of IT Project Management experience.

• BA / BS Degree with preference towards Business, Computer Science, or

Information Systems
• Must have excellent Project Management skills with a proven track record in
delivering projects on schedule and within budget.
• Must have good business acumen.

• Has practical hands-on experience with RPA (Robotic Process Automation)

tools around data entry and report generation.
• Must have a customer focused attitude in dealing with internal and external
customers.
• Must have strong verbal and written communication skills with excellent
problem-solving skills.
• Must have proficiency in Microsoft Project or Smartsheet, Word, Excel, and
MS Teams

Additional considerations:

• Project Management Professional (PMP) or PMI certification

• Work experience in a PEO (Professional Employer Organization)

• Familiar with Microsoft TFS and Azure Dev OPS

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End to End Recruitment Life Cycle Practiced by TCS

As soon as Job Description is received from IT team leaders, project managers.

TCS recruitment team, will do analysis of skills and experience required.

• In next step, recruiter will make a search string.

• Search string helps recruiter to source relevant candidates on ATS & Job boards.

(“Project manager” or “IT project manager” or ITPM or PM) and (PMP or

“project management professional”)

“A search string is a combination of keywords, truncation symbols, and Boolean

operators you enter into the search box of a library database or search engine”

• Now recruiter will login to any of the job board, like Naukri.com,
Monster.com by using above search string, they can source relevant
candidates and speak to themregarding available job opportunity.

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• If the candidate is interested, then recruiter will share job description and

ask availability to schedule an interview.

• According to the TCS panel availability, TCS will either conduct video or

telephonic interview of candidate.

• If he / she clears; then next discussions like HR round, Salary discussion,

Etc. will be conducted.

• After salary finalization, formal offer letter is presented to candidates by TCS.

• Once he/she accepts it, their background verification is started which is

monitored by 3rd party verification agency.

• Once background verification is cleared then candidate gets onboard for

selected project.

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LITERATURE
REVIEW

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Literature Review

By Dr. RACHANA C [January 2019]

Recruitment & selection is a process that enables us to manage and

lead people in our organization. It is helps to know the capacity of
the organization to take part in few key events. It also helps in
understanding the workforce sources in an organization, in order
to understand the competitive advantages. Although all employees
won’t engage, it is proved that most of the employees utilize this
methods and process. Managers usually wont encourage
employees for discussion and the problem arises here.Employees
are blamed for the failures in the process, instead of knowing the
weakness in the techniques, methodology, practices and the
process which has errors. All the errors are not because of the
methods, few are due to the human errors and decisions. It actually
depends on the new candidate hired, their potentiality and their
effectiveness in aiming for the organizational goal.

Reduces Labor Turnover & Better Employee Morale are

effective results of R & S process. Ineffective recruitment is
loss to both candidate and the organization, as it is waste of
time and money (The employeemight leave the organization).
Recruitment process involves valid practices. Generally,
Managers wait for the feedback from their sub-ordinates (Line
Managers) to have an idea about incubation period and
procedures to find out the mistakes and rectify it. Most of the
firm do not consider labor turnover. Selection process follows
traditional methods which consist of interviewing, testing,
assessment, application forms, references and few more.
Selection process has both its merits and demerits. The best
Selection technique is the one which haseffective reliability
and validity.

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By JOY O EKWOABA, UGOCHUKWU U IKEIJE, [2015]

It explores the utilization of Fidelity Bank for the R & S process

for convergence for exploring its effects of organization. When a
survey was conducted many enlisted factors came out and
uncovered choice criteria was out, which made an impact on the
capital of the organization and also on association executive. As
many difficulties solved by the association executive, the R & S
criteria become stronger and better, utilizing all resources in the
organization.

By Ms. G. KARTHIGA, Dr. R. KARTHI & Ms. P. BALAISHWARYA

[April 2015]

Recruitment is the process of identifying and searching potential workers

and enhancing their skills and empowering their employments.
Determination is the key factor, through which the organization classify
their employees. They select the candidate who has meet the
organizational goals with all conditions applied without any restrictions.
Hence it is suggested to follow all kinds of recruitment strategies for selecting
the best candidates for the vacant positions and also to enhancing the
performance.

By, Dr. SALITHA JARDAT [2014]

The key factor that drives the Human Resources is R & S process, which has
inspired many associates. For better conclusive results, productive recruitment,
and selection are used.

By, MAVIS ADU-DARKOH [June 2014]

The Ultimate aim of R & S is to accomplish the objective of human asset
administrative work, which is fundamentally set up on execution of
associationin the organization.

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TERMINOLOGIES

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Terminologies

• Information technology (IT) - is the use of any computers, storage, networking

and other physical devices, infrastructure, and processes to create, process,
store,secure and exchange all forms of electronic data.

• ATS - An applicant tracking system (ATS) is software for recruiters and

employers to track candidates throughout the recruiting and hiring process.

• RaaS - Recruiting as a Service

• R&S – Recruitment and Selection

• SWOT - SWOT stands for Strengths, Weaknesses, Opportunities, and Threats.

• Job Boards – Job boards are the websites that deals specifically with
employment or careers.

• Gross value added (GVA) - In economics, gross value added is the

measure of the value of goods and services produced in an area,
industry, or sector of an economy.

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OBJECTIVES

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Objectives of Study

• The objective of the study is to understand the current Recruitment and

Selection process carried out in Information Technology (IT) giant, Tata

Consultancy Services.

• The strategies & sources used by the organization to retain their top

performing, loyalemployees and attract new talents, inside and outside of

the organization.

• Feedback collection to improve standards of IT recruitment practices (SRP)

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SCOPE OF
STUDY

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Scope of Study

• This study speaks about the R & S process practiced by Tata Consultancy

Services detailed description of R & S process is studied and reported.

• It also analyses the ethical practices followed by Tata Consultancy Services.

• This study compares the R & S process followed by Tata Consultancy Services,

with the actual/standard R & S process carried out in big IT organizations.

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NEED OF STUDY

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Need of Study

• To fix the gap between the current and latest techniques, methods and

procedure used for the R & S and to identify relationship between them and to

adapt the new changes in the markets, to perform well and increase the client

satisfaction.

• To hire right person for suitable positions.

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RESEARCH
METHODOLOGY

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Research Methodology

Research-Design is a process in which information is collected and analyzed, to

provide solutions for the problem. It is a method used to find solutions for questions
asked in research. There are 4-types of Research Design, namely:

1. Descriptive Research Methodology,

2. Correlational Research Methodology

3. Experimental Research Methodology.

4. Causal- Comparative Research Methodology.

Research Methodology is systematic method which is used to collect

information about a particular topic and to do detailed study on that topic.

Data Collection:

Questionnaires is the primary data collection source and through articles, books,
company website. Secondary data collection has been carried out through Google
forms.

Research tool:

Research tool is an instrument or means through which the research is carriedout.

Example: - Surveys, Questionnaires, etc.

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RESEARCH DESIGN

The type of research design used in this study is “Descriptive Research”.

Descriptive research design involves summarizing and organizing of the data so that

they can be easily understood.

The main purpose of this descriptive statistics is to provide a summary of the samples.

This generally means that the descriptive statistics is not developed based on

probability theory.

HYPOTHESIS

Recruitment policies must be effective and efficient. These policies should meet the

objectives of an organization.

1) Null Hypothesis (H0): The respondents are not satisfied with current recruitment

& selection practices in TCS.

2) Alternative Hypothesis (H1): The respondents are satisfied with current

recruitment & selection practices in TCS.

• Recruitment & Selection practices used in TCS is more efficient, economic and

time saving.

• Recruitment is an important activity for searching the right talent for improvement

of overall business organization.

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RESEARCH METHODOLOGY

DATA SOURCE

1) Primary data: - Primary data was collected from the self-designed

Questionnaire that was filled by employees of the TCS using Google Forms.

2) Secondary data: - It is gathered from the internet, journals, past records, etc.

PLAN TO WORK

1) Study various journals on Recruitment & Selection practices.

2) Survey on employee’s experience during recruitment & selection in TCS through

Google form.

3) Analysis of data analysis and interpretation.

4) Conclusion.

Sample Size

The sampling size undertaken for this research is 50 employees of the Tata
Consultancy Services.

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DATA ANALYSIS
&
INTERPRETATION

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Data Analysis & Interpretation

1. Duration of Employee working in the recruitment team of TCS.

Percentage wise
Duration (In years) No. of Employees
Distribution
0-1 Years 20 40%
2 Years 15 30%
3 Years 5 10%
5 Years 10 20%
Total 50 100%

Percentage Wise Distribution

20%

0-1 Years
40%
2 Years
10%
3 Years
5 Years

30%

Inference:

It is very clear from the above table that 40% of the employees have worked for
0-1 year. 30% of them have served 2+ years.
10% of them have served 3+ years and
20% of them have worked for 5+ years in the organization.

Interpretation:

The above data tells that majority of the employees working in the recruitment
team are between 0-1 years.

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2. Job boards used by the HR team in TCS for recruitment.

Percentage
Job Boards Users wise
distribution
Naukri 10 20%
Dice 20 40%
LinkedIn 10 20%
CareerBuilder 5 10%
Monster 5 10%
Total 50 100%

Types of Job Boards

Naukri
Dice
LinkedIn
CareerBuilder
Monster

Inference:

From the above table we can say that 20% use Naukri, 40% use Dice, 20% use
LinkedIn, 10% use CareerBuilder and 10% use Monster for hiring employees
using websites or job portals.

Interpretation:

Dice is the job portal majorly used by the organization to source

candidate when compared to other job boards. Naukri & LinkedIn are at
secondary board used for sourcing. These websites help in identifying and
selecting the potential candidates.

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3. Are real time, right candidates available on the ATS & Job
Portals as per job description.

Number of
Particulars Percentage
respondents
Yes 35 70%
No 10 20%
Sometimes 5 30%
Total 50 100%

Availbility of Right Candidates

Yes
No
Sometimes

Inference:

From the above table 70% of the recruiters thinks that eligible candidates are
available on job boards, 20% thinks opposite and remaining 10% of thinks, by
chance they get real time fit candidates as per job description.

Interpretation:

70% recruiters of the organization say job board’s helps in identifying and selectingthe
potential candidates.

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4. According to HR team present R&S procedure followed by the TCS is

as per the global standards?

Number of
Particulars Percentage
respondents
Yes 40 80%
No 5 10%
Require
5 10%
changes
Total 50 100%

R&S Standards Used

Yes
No
Changes Required

Inference:

From the above table 80% of HR team has stand that R&S procedure is as per
standard. 10% thinks opposite and remaining 10% thinks changes are required.

Interpretation:

80% of team has a stand the current R&S procedure is as per the client standards.

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5. Category wise focus on the job roles for Recruitment & Hiring in TCS.

Number of
Percentage
Respondents
Technical - IT 30 60%
Non - Technical
20 40%
ITES
Total 50 100%

Job Roles For Recruitment & Hiring In TCS.

Technical - IT Non - Technical ITES

Inference:

From the above table 60% of current focus of R&S hiring is for IT positions
and 40% is on Non - Technical ITES job roles.

Interpretation:

60% of current focus of R&S hiring is for IT positions for serving the clients.

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6. Types of interview conducted by TCS for recruitment.

Type of Number of
Percentage
Interview Respondents
Structured
40 80%
Interview
Unstructured
10 20%
Interview
Total 50 100%

Types of interview

Structured Interview Unstructured Interview

Inference:

From the above table 80% structured interview type is used and 10% is on
Unstructured Interview.

Interpretation:

80% of current selection is done using structured interview.

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7. Methodology used for recruitment in TCS.

Recruitment Number of
Percentage
Methodology Respondents
E-Recruitment 30 60%
Campus Hirings 20 40%
Total 50 100%

Recruitment Methodology

E-Recruitment Campus Hirings

Inference:

From the above table 60% recruitment is done through E-Recruitment and
40% is through campus hirings at colleges, education institutes, etc.

Interpretation:

60% recruitment is done through E-Recruitment in TCS.

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8. Which is the source of recruitment method TCS uses for hiring?

Number of
Source of Recruitment Percentage
Respondents
External (Vendors,
45 90%
Campus)
Internal (Internal
5 10%
Transfer)
Total 50 100%

source of recruitment

External (Vendors, Campus) Internal (Internal Transfer)

Inference:

From the above table 90% source of recruitment is External and 10% is through

Internal Source.

Interpretation:

90% recruitment is done through External sources like vendors, campus TCS

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9. Do TCS really follows the ethical practices for recruitment.

Ethics Practiced in Number of

Percentage
Hiring Respondents
Yes 45 90%
No 5 10%
Total 50 100%

Ethics Practiced in Hiring

Yes No

Inference:

From the above table 90% TCS employees says ethics are practiced during

hiring and 10% finds some inaccuracy in system.

Interpretation:

90% recruitment is ethically done in TCS.

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FINDINGS

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Findings

1. The company follows standard recruitment procedure and leverages

multiple job boards to source best talents available in job market.

2. The R & S process, methods and practices followed in the

company gives positive outcomes as per client’s expectations.

3. Availability of more experienced resources increases overall

productivity of the team and helpful in guiding freshers.

6. The ultimate objective of conducting interviews, R & S process is to

find new talents for fulfilling client requirement of hiring right

resource.

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CONCLUSION

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Conclusion

• Managing the organization efficiently is possible by the

standard organizational as well as HR policies. It also

helps in leading company.

• Utilization of fair, valid and reliable R & S process helps in

improving the business by the point view of competitive job

market.

• Identifying the strengths and weakness of the employee is very

essential for organizational growth, as it will inversely affect the

overall performance of the organization.

• Few positive changes in the R & S process can help company to grow.

• Talented employees are retained, and new talents are hired for

the job to meet the client expectations and project demand.

• Training & development activities can be conducted to enhance the

skills of the employee.

• Above study, says many employees working in the organization

are quite happy with standard of R & S practiced by TCS.

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BIBLIOGRAPHY

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Bibliography

• Recruitment and Selection: Theory and Practices by Professor

Dipak Kumar Bhattacharyya, Cengage learning.

• Recruitment and Selection: Employee Selection by Gareth

• Roberts, 2005, CIPD (Chartered Institute of

PersonnelDevelopment) publication - SecondEdition.

• www.tcs.com

• www.papers.ssrn.com

• www.wikipedia.com

• Rachana. C, Research scholar on Recruitment and Selection process,

Singhania University, Rajasthan, India, 2019, P 11-12.

• Joy O Ekwoaba, Ugochukwu U Ikeije, Umudikendubusiufoma,

• the impact of Recruitment and Selection criteria on organizational

performance, University of Lagos, 2015, P 22-23.

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• Ms. G. Karthiga, Dr. R. Karthi And Ms.P. Balaishwarya, Recruitment and

Selection process, IJSR publications, Volume 5, Tamil Nadu, India,

2015,

• Dr. Salitha Jardat, A study on Effectiveness of Recruitment, International Journal of pure

and applied Mathematics, Volume 119, 2018,P 2755-2764.

• Mavis Adu-Darkoh, Employee Recruitment and selection practices,

School of Business, KNUST, 2014, P 1-3.

• Pooja Khanna, IJRMT, IJRM publications, Karachi, India, 2014, P 1-7.

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