tcs Fresh Project
Content
PROJECT REPORT
On
Recruitment and Selection Process in Tata Consultancy Services
Submitted in Partial Fulfillment of the Requirements of Bachelor of Business Administration of Guru Govind Singh Indraprastha University
Submitted by: Zubin Mehta 12121401711 BBA III Semester
Submitted to: Ms. YaminiChaudhary
Jagannath International Management School VasantKunj, New Delhi – 70
1
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 of my knowledge.
ZUBIN MEHTA 12121401711 BBA III Semester
2
CERTIFICATE
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
3
ACKNOWLEDGEMENT
It’s 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
4
INDEX
=================================================================
Contents
Page No.
================================================================= Chapter 1 – Purpose of the study 1.1. Objective of the project report 1.2 Scope of the study Chapter 2 - Introduction 2.1. About the organization (history & evolution) 2.2. Form of ownership (Partnership/private ltd/public ltd/corporation) 2.3 Nature of Business 2.4 Geographic Area (local,regional,statewise,national,international) Chapter 3 – Company Profile 3.1 Organization Structure 3.2 Vision & Mission/Core values 3.3 Products & Services offered 3.4 Distribution Network 3.5 SWOT Analysis 3.6 Competitor Information 3.7 Market share & growth rate 3.8 Key challenges/problems facing the organization Chapter 4 – Recruitment & selection process in TCS 4.1 Meaning of Recruitment & selection 4.2 Recruitment & selection process at TCS 4.3 Main Sources of Recruitment and Selection Process of TCS 4.4 Eligibility Criteria of TCS 4.5 Level Of management in TCS 4.5 Recruitment And Selection Process at diff. level of management in TCS Chapter 5 – Findings & Conclusion Bibliography 28 30 32 32 35 37 40 41
5
6 7
8 10 11 12
14 16 17 20 22 23 25 27
Chapter-1 - Purpose of the study
1.1 Objective of the project report
Success of every business enterprise depends on its Hum an
R e s o u r c e s . 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 e n t i o n t o r e c r u i t m e n t a n d s e l e c t i o n a c t i v i t i e s i n a n o r g a n i z a t i o n . T h u s , personnel functions, recruitment and selection, when carried out properly w o u l d e n a b l e t h e o r g a n i z a t i o n t o h i r e a n d retain the services of the best brains in the market. The world's best companies have established their strength with their people. The
e m p l o ye e s i d e n t i f y t h e m s e l v e s w i t h t h e c o m p a n y t h e y a r e w o r k i n g f o r . T h i s a l s o h e l p s i n b u i l d i n g u p t h e i r s p i r i t , morale and espirit-de-cops which becomes strength of the company. There are certain ways that are to be followed by every organization, which ensures that it has right number and kind of people, at the right place and right time, so that organization can achieve its planned objective. The project covers introduction of Recruitment and Selection, Purpose and Importance of Recruitment, Sources of Recruitment, Steps in the Recruitment & Selection Process, and Suggestions to make the Recruitment Process more effective. It a l s o i n c l u d e s t h e c h a l l e n g e s f a c e d b y H R i n r e c r u i t m e n t p r o c e s s a n d t h 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-2 – Introduction
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 is a 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.
8
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 Y2K bug 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 over U$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 Bank has 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 multiyear, 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 multiyear, multi-million euro contract with European car rental company Europcar for the deployment of IT services in France.
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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 the National 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.
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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, India’s largest industrial conglomerate, TCS has over 238,500 of the world’s 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 Europe markets. Most of the clients of the organization are based on these markets.
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Geographic Area
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Chapter -3 – Company 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 ViceChairman) 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 data anywhere, 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 you unprepared. Let TCS monitor and manage the entire process for you.
Network infrastructure maintenance - Regular "tune ups" prevent unnecessary down time and emergency crashes.
Network security - Lock the door on uninvited guests with a security plan tailored to your business' needs.
IT consulting - We work hard to understand your business so we can help you further your business objectives.
Computer recycling - We can even make your computer upgrades seamless by helping you 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 segment
Opportunity emerging markets Threats
Attrition and Employee loyalty Bigger MNC's entering India and competing for global clients Focusing on organic growth
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3.6 – Competitor 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
future because
- TCS believes that a strong growth trajectory is sustainable in the foreseeable
(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- 4 – Recruitment & selection in TCS
4.1 – Meaning 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 organisational requirements 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 of
matching 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 boards 4. Agencies for the unemployed 5. 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 criteria’s 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 academics
Diploma 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. Interview 2. Candidate Presentation 3. 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 analysis’s 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 or from 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 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.
Recruitment And Selection Process- This is also based on internally and externally. In Internal process1. According to their performance 2. Interview (Technical & non-technical).
In External Process1.Application: it can be either online or respond to one of company’s 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 assure you'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 Web job boards, or candidates who make it through screening may wait weeks to interview with a hiring manager. Here at TCS, the delays occur during the walk ins. Candidates with different skill sets are made to sit together. This causes a lot of chaos and confusion for the recruiters as well as for the candidates. The recruiters have to search the candidates again and again. The candidates 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 of interviews are not a perfect match. Therefore, in case there is need to utilize the service of a placement agency, then it is recommended that these placement agencies be given a well drafted job description and job specification. This can also be circulated to internal employees under the employee referral scheme. This will help
Build and manage your candidate pool as a precious resource
A "candidate pool" is a group of individuals who have shown interest in working for your company and are qualified for and ready to fill certain positions, but cannot join the company right now, because of a current project or location constraint. If we keep a log of all such people who have been selected but refused to join for such reasons, we can directly take them on board at some later time
Create winning impression even on those who are not selected
Its very important to create a favorable impression of your organization on all those who come for interview. Those who are not selected in the first round of personal interview should also carry 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 of professionalism. A candidate when invited for an interview must be attended as soon as possible and 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 the will make him recommend the name to his people
Bibliography
Internet:
http://en.wikipedia.org/wiki/Tata_Consultancy_Serviceshttp://www.citeman.com/9988recruitment-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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On
Recruitment and Selection Process in Tata Consultancy Services
Submitted in Partial Fulfillment of the Requirements of Bachelor of Business Administration of Guru Govind Singh Indraprastha University
Submitted by: Zubin Mehta 12121401711 BBA III Semester
Submitted to: Ms. YaminiChaudhary
Jagannath International Management School VasantKunj, New Delhi – 70
1
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 of my knowledge.
ZUBIN MEHTA 12121401711 BBA III Semester
2
CERTIFICATE
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
3
ACKNOWLEDGEMENT
It’s 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
4
INDEX
=================================================================
Contents
Page No.
================================================================= Chapter 1 – Purpose of the study 1.1. Objective of the project report 1.2 Scope of the study Chapter 2 - Introduction 2.1. About the organization (history & evolution) 2.2. Form of ownership (Partnership/private ltd/public ltd/corporation) 2.3 Nature of Business 2.4 Geographic Area (local,regional,statewise,national,international) Chapter 3 – Company Profile 3.1 Organization Structure 3.2 Vision & Mission/Core values 3.3 Products & Services offered 3.4 Distribution Network 3.5 SWOT Analysis 3.6 Competitor Information 3.7 Market share & growth rate 3.8 Key challenges/problems facing the organization Chapter 4 – Recruitment & selection process in TCS 4.1 Meaning of Recruitment & selection 4.2 Recruitment & selection process at TCS 4.3 Main Sources of Recruitment and Selection Process of TCS 4.4 Eligibility Criteria of TCS 4.5 Level Of management in TCS 4.5 Recruitment And Selection Process at diff. level of management in TCS Chapter 5 – Findings & Conclusion Bibliography 28 30 32 32 35 37 40 41
5
6 7
8 10 11 12
14 16 17 20 22 23 25 27
Chapter-1 - Purpose of the study
1.1 Objective of the project report
Success of every business enterprise depends on its Hum an
R e s o u r c e s . 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 e n t i o n t o r e c r u i t m e n t a n d s e l e c t i o n a c t i v i t i e s i n a n o r g a n i z a t i o n . T h u s , personnel functions, recruitment and selection, when carried out properly w o u l d e n a b l e t h e o r g a n i z a t i o n t o h i r e a n d retain the services of the best brains in the market. The world's best companies have established their strength with their people. The
e m p l o ye e s i d e n t i f y t h e m s e l v e s w i t h t h e c o m p a n y t h e y a r e w o r k i n g f o r . T h i s a l s o h e l p s i n b u i l d i n g u p t h e i r s p i r i t , morale and espirit-de-cops which becomes strength of the company. There are certain ways that are to be followed by every organization, which ensures that it has right number and kind of people, at the right place and right time, so that organization can achieve its planned objective. The project covers introduction of Recruitment and Selection, Purpose and Importance of Recruitment, Sources of Recruitment, Steps in the Recruitment & Selection Process, and Suggestions to make the Recruitment Process more effective. It a l s o i n c l u d e s t h e c h a l l e n g e s f a c e d b y H R i n r e c r u i t m e n t p r o c e s s a n d t h e recent trends in recruitment process.
6
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
7
Chapter-2 – Introduction
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 is a 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.
8
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 Y2K bug 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 over U$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 Bank has 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 multiyear, 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 multiyear, multi-million euro contract with European car rental company Europcar for the deployment of IT services in France.
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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 the National 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.
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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, India’s largest industrial conglomerate, TCS has over 238,500 of the world’s 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 Europe markets. Most of the clients of the organization are based on these markets.
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Geographic Area
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Chapter -3 – Company 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 ViceChairman) 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 data anywhere, 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 you unprepared. Let TCS monitor and manage the entire process for you.
Network infrastructure maintenance - Regular "tune ups" prevent unnecessary down time and emergency crashes.
Network security - Lock the door on uninvited guests with a security plan tailored to your business' needs.
IT consulting - We work hard to understand your business so we can help you further your business objectives.
Computer recycling - We can even make your computer upgrades seamless by helping you 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 segment
Opportunity emerging markets Threats
Attrition and Employee loyalty Bigger MNC's entering India and competing for global clients Focusing on organic growth
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3.6 – Competitor 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
future because
- TCS believes that a strong growth trajectory is sustainable in the foreseeable
(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- 4 – Recruitment & selection in TCS
4.1 – Meaning 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 organisational requirements 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 of
matching 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 boards 4. Agencies for the unemployed 5. 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 criteria’s 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 academics
Diploma 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. Interview 2. Candidate Presentation 3. 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 analysis’s 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 or from 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 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.
Recruitment And Selection Process- This is also based on internally and externally. In Internal process1. According to their performance 2. Interview (Technical & non-technical).
In External Process1.Application: it can be either online or respond to one of company’s 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 assure you'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 Web job boards, or candidates who make it through screening may wait weeks to interview with a hiring manager. Here at TCS, the delays occur during the walk ins. Candidates with different skill sets are made to sit together. This causes a lot of chaos and confusion for the recruiters as well as for the candidates. The recruiters have to search the candidates again and again. The candidates 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 of interviews are not a perfect match. Therefore, in case there is need to utilize the service of a placement agency, then it is recommended that these placement agencies be given a well drafted job description and job specification. This can also be circulated to internal employees under the employee referral scheme. This will help
Build and manage your candidate pool as a precious resource
A "candidate pool" is a group of individuals who have shown interest in working for your company and are qualified for and ready to fill certain positions, but cannot join the company right now, because of a current project or location constraint. If we keep a log of all such people who have been selected but refused to join for such reasons, we can directly take them on board at some later time
Create winning impression even on those who are not selected
Its very important to create a favorable impression of your organization on all those who come for interview. Those who are not selected in the first round of personal interview should also carry 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 of professionalism. A candidate when invited for an interview must be attended as soon as possible and 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 the will make him recommend the name to his people
Bibliography
Internet:
http://en.wikipedia.org/wiki/Tata_Consultancy_Serviceshttp://www.citeman.com/9988recruitment-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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