A SUMMER INTERNSHIP REPORT ON

STUDY OF RECTUITMENT & SELECTION PROCESS At

Submitted to

L.J. Institute of Management Studies, Ahmadabad

In requirement of partial fulfillment of Masters of Business Administration (MBA)

2 year full time Program of Gujarat Technological University

Submitted on: 16th July 2011

Submitted by: BRIJESH PARMAR Sec-A, Roll No-59 Batch No.: 2010-12

ACKNOWLEDGEMENT

It is truly said that in all stages of life, success depends in very large measure upon individual, initiative and exertion and cannot be achieved except by dint of hard work. In any field, success demands lots of efforts, knowledge, guidance, co-operation and sincerity.

It is my pleasure to present this report before you, which is combination of knowledge and hard work.

First, I would like to express my heartiest gratitude and thanks to the director of our college Mr. P.K.Mehta for giving this opportunity and also Prof. Mrs. Neha Mehta for their valuable suggestions in making this project report. I am also thankful to other faculty members for their help and guidance.

I am also thankful to all the TATA CONSULTANCY SERVICES staff for giving me satisfied answers of my questions.

Lastly, I would like to sincerely acknowledge and express my gratitude to all those who have directly or indirectly instrumental in preparing this report.

Date:

Signature,

Place: Ahmadabad

BRIJESH PARMAR

TABLE OF CONTENT Topic

title cover acknowledgement certificate of organization table of content executive summary and recommendations chapter 1 introduction 1.1 history 1.2 operations & acquisitions 1.3 innovation and R&D 1.3.1 Tata research development and design center 1.3.2 innovation 1.3.4 recent news and developments in TCS 1.3.5 employees 1.4 What gives TCS edge over rivals. 1.4.1 financials and outlook 1.4.2 valuations 1.5 rewards and recognition chapter 2 : objective of study & research methodology 2.1 recruitment 2.1.1 introduction 2.1.2 forms of recruitment 2.2 process of recruitment 2.2.1 planning 2.2.2 strategy development 1

Page no.

2.2.3 searching 2.2.4 screening 2.2.5 evaluation and control 2.3 selection 2.3.1 evaluation and control 2.3.2 selection process

2.4 recruitment v/s selection 2.5 recruitment and selection process at TCS 2.5.1 hr requisition form 2.5.2 sources 2.6 lateral recruitment 2.6.1 searching 2.6.2 technical round 2.6.3 final round 2.6.4 job offer letter 2.7 post recruitment process 2.8 other facilities available at TCS after selection conclusion

EXECUTIVE SUMMARY

In todays rapidly changing business environment, organizations have to respond quickly to requirements for people. Many private players have entered the economy thereby increasing the level of competition. In the competitive scenario it has become a challenge for each company to adopt practice that would help the organization stand out in the market. The competitiveness of a company of an organization is measured through the quality of product and services offered to customers that are unique from others. Thus the best services offered to customers that are result of the genius brains working behind them. Human Resource in this regard has become an important function in any organization. All practices of marketing and finance can be easily emulated but the capability, the skills and the talent of a person cannot be emulated. Hence, it is important to have a well-defined recruitment policy in place, which can be executed effectively to get candidate could turn out to be costly mistakes for the organization. Therefore a recruitment practice in an organization must be effective and efficient in attracting best manpower. Thus, recruitment is an ongoing process carried throughout the year. The project is based on the study of recruitment process at TCS. The various recommendations suggested have been the result of the study. The idea is to know about the industry as well as the different recruitment and selection process adopted by the company.

PREFACE

People are a companys most important assets. They can make or break the fortunes of a business. In todays highly competitive business environment placing the right people in the right position is very critical for the success of any organization. The recruitment and selection decision is of prime importance as it is the vehicle for obtaining the best possible person-to-job fit that will, contribute significantly towards companys effectiveness. It is also becoming increasingly important, as the company evolves and changes, that new recruits show a willingness to learn, adaptability and ability to work as part of a team. The Recruitment & Selection procedure ensures that these criteria are addressed. In this project I have studied Recruitment and Selection process of Tata Consultancy Services and attempted to understand as far as possible the practical application the concepts relating to recruitment and selection. I am privileged to be first student who got an opportunity to do my training with Tata Consultancy Services. My involvement in the project has provided me a platform to leverage my potential in the most constructive way. Tata Consultancy Services is one of the MNCs. And it is well established in Indian market. It has set an example by having a steady and confident journey to growth and success. During the training I have studied deeply the process of hiring in Tata Consultancy Services to increase my practical knowledge relating to the subject. This project is an attempt to share as best as possible my experience in corporate world with all my colleagues and my faculty.

CHAPTER - 1 INTRODUCTION

1.1 - HISTORY
It began as the "Tata Computer Centre", for the company Tata Group whose main business was to provide computer services to other group companies. One of TCS' first assignments was to provide punched card services to a sister concern, Tata Steel (then TISCO). It later bagged the country's first software project, the Inter-Branch Reconciliation System (IBRS) for the Central Bank of India. It also provided bureau services to Unit Trust of India, thus becoming one of the first companies to offer BPO services. In the early 1970s, Tata Consultancy Services started exporting its services. In 1974 The Company pioneered the global delivery model for IT services with its first offshore client. TCS's first international order came from Burroughs, one of the first business computer manufacturers. TCS was assigned to write code for the Burroughs machines for several US-based clients.

Bombay House, the head office of Tata Group

In 1981, TCS set up India's first software research and development centre, the Tata Research Development and Design Center (TRDDC) in Pune.

In 1985 the first client-dedicated offshore development center was set up for Compaq (then Tandem) In 1979, TCS delivered an electronic depository and trading system called SECOM for SIS SegaInterSettle, Switzerland. It was by far the most complex project undertaken by an Indian IT company. In the early 1990s, TCS pioneered 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. In 1999, TCS saw outsourcing opportunity in E-Commerce and related solutions and set up its E-Business division with ten people. By 2004, EBusiness was contributing half a billion dollars (US) to TCS. On 9 August 2004, TCS became a publicly listed company, much later than its rivals, Infosys, Wipro and Mahindra Satyam. During 2005, TCS ventured into a new area for an Indian IT services company - Bioinformatics. In 2008, the company went through an internal restructuring exercise that executives claim would bring about agility to the organization. In 2011, the company entered the Small and medium

enterprises (SME) market with cloud-based offerings.

1.2 - OPERATIONS AND ACQUISITIONS

Indian branches: TCS had development centers and/or regional offices in the following Indian olkata, cities: Ahmadabad, Baroda, Lucknow, Mumbai, Mangalore, Bangalore, Bhubaneswar, Chennai, Coimbatore,Goa, Gurgaon, Guwahati, Kochi, K Noida, Pune, Thiruvananthapuram, Jaipur, Jalandhar, Jamshedpur, Hyderabad.

Global units Africa: South Africa, Morocco Asia (Outside India): Bahrain, Beijing, Hong Kong, Hangzhou, Shanghai, Indonesia, Israel, Japan, Malaysia, Philippines, [24]Saudi Arabia, Singapore, South Korea, Taiwan, Thailand, UAE (Dubai) Australia: Australia

Europe: Belgium, Denmark, Finland, France, Germany, Hungary, Iceland, Ireland, Italy, Luxembourg, Netherlands, Norway, Portugal, Spain, Sweden, Switzerland, United Kingdom North America: Canada, Mexico, USA South America: Argentina, Brazil, Chile, Colombia, Ecuador, Uruguay, Peru

The TCS campus at the IT Corridor, Chennai

Tata Consultancy Services campus at Lucknow, India

Tata Consultancy Services at Madhapur, Hyderabad

1.3 - INNOVATION AND R&D

1.3.1 - Tata Research Development and Design Center TCS established the first software research center in India, the Tata Research Development and Design Center, in Pune, India in 1981. TRDDC undertakes research in Software engineering, Process engineering and Systems Research. Researchers at TRDDC also developed Master-Craft (now called TCS Code Generator Framework) a Model Driven Development software that can automatically create code based on a model of software, and rewrite the code based on the user's needs. Research at TRDDC has also resulted in the development of Sujal, a low-cost water purifier that can be manufactured using locally available resources. TCS deployed thousands of these filters in the Indian disaster of 2004 as part of its relief activities. This product has been marketed in India as Tata swach, a low cost water purifier.

1.3.2 - Innovation In 2007, TCS launched its Co-Innovation Network, a network of TCS Innovation Labs, startup alliances, University Research Departments, and venture capitalists. In addition to TRDDC, TCS has 19 Innovation Labs based in three countries.

Processing text, data and process analytics, multimedia applications and graphics.

TCS Innovation Lab, Embedded Systems: Medical electronics, WiMAX, and WLAN technologies.

TCS Innovation Lab, Hyderabad: Computational methods in life sciences, meta-genomics, systems biology, e-security, smart card-based

applications, Linux and open source, digital media protection, nanobiotechnology, quantitative finance.

TCS Innovation Lab, Mumbai: Speech and natural language processing, wireless systems and wireless applications.

TCS Innovation Lab, Insurance - Chennai: IT Optimization, Business Process Optimization, Customer Centricity Enablers, Enterprise

Mobility, Telemetric, Text Analytics, 2D Barcodes, Mashups, Innovation in Product Development and Management (PLM) for Insurance.

TCS

Innovation

Lab,

Chennai: Infrastructure

innovation, green

computing, Web 2.0 and next-generation user interfaces.

TCS Innovation Lab, Peterborough, England: New-wave communications for the enterprises, utility computing and RFID (chips, tags, labels, readers and middleware).

TCS Innovation Lab: Performance Engineering, Mumbai: Performance management, high performance technology components, and others.

TCS Innovation Lab, Cincinnati, United States: Engineering and Manufacturing IT solutions.

Some of the assets created by TCS Innovation Labs are DBProdem, Jensor, Wanem, Scrutiny, and Smartest Manager. 1.3.4 - Recent news and developments in TCS Tata Consultancy Services has managed to receive ten large deals. TCS is planning to hire 50000 associates in 2012. TCS has got contract from Credit Union Australia. Country's largest software firm Tata Consultancy Services (TCS) has received a multi-year, multi-million dollar contract to provide application support, maintenance and development services to US-based Air Liquid. 1.3.5 - Employees TCS is one of the largest private sector employers in India with core strength in excess of 200,000 individuals. TCS has turned into the second-largest employer among listed companies after Limited. But the biggest employer in the country is Indian Railways with 16 lakhs employees. TCS has one of the lowest attrition rates in the Indian IT industry. In the past and in the present, TCS has been criticized by its employees in Public forums on its Appraisal and Promotion policies.

1.4 WHAT GIVES TCS EDGE OVER RIVALS.

Tata Consultancy Services (TCS), the country's largest IT player, has been closely following the strong bounce back in the global IT demand for the past six quarters. The company has garnered the largest share of the incremental revenue among its peers during the period. TCS is expected to sustain its momentum in the current fiscal given its strong grip on the fast-growing verticals such as banking and finance and its wide reach across geographies.

1.4.1 - Financials and outlook TCS was among the few top-tier IT players that reported a faster recovery after the global financial crisis in late 2008. Its four-year compounded annual growth rate (CAGR) is in line with its peers, at a two-year CAGR of 10.2 per cent compared with 8 per cent for Infosys and 6.5 per cent for Wipro. Operating profit growth for TCS during this period was 16 per cent, much faster than 8 per cent for Infosys and 10 per cent for Wipro. The financial performance of TCS in FY11 was better than its peers, which are publicly listed in India. The company reported a double-digit growth in sales and profits during the year. What also separated the country's largest IT player from its top-tier peers was the fact that it could also improve profitability of its business. In the March 2011 quarter, the company's volume growth, measured in terms of billed man-hours, rose sequentially by 2.9 per cent, a tad lower than expectations. Its revenue grew by 5.1 per cent and net profit by 10.7 per cent. TCS plans for a strong headcount addition of more than 40,000 in FY12. The company has also cited increasing proportion of larger projects. This should ensure an uptick in volumes in the coming quarters.

1.4.2 - Valuations TCS has performed well on the bourses when compared with the returns earned by IT sector indices. In the past six months, the stock has gained 7 per cent whereas the ET InfoTech index fell marginally by 2.5%. The stock's better show reflects the Street's expectations that TCS would be able to grow at a faster rate than the average sector growth.

At the current price level, the stock trades at 25.6 times its trailing 12month earnings. On the basis of trailing P/E, it is the most expensive among the stocks of the top four IT players.

For FY 12, the IT sector is expected to record a revenue growth of 1618 per cent. Given its strong presence in the IT outsourcing segment, TCS is likely to report better sales growth of above 20 per cent. Assuming that the company retains its current margin levels, its net profit would grow at a similar pace. This makes its forward P/E to be 21.4, which is at the lower end of its historical P/E range.

While the company would be able to retain its current valuation, a further upside looks limited in the absence of a fresh trigger. While this discourages fresh buying, existing investors with a multi-year horizon may stay invested.

1.5 - Rewards and Recognition

TCS Tops Dataquest's list of Top 20 Indian IT Companies for 2007-08. TCS wins Recruiting and Staffing Best in Class Awards (RASBIC) 2007-08. Gartner ranks TCS 7th in North America and 10th worldwide in its Gartner Dataquest worldwide market share report. Gartner rates TCS as 'Strong and Positive' in the Market Scope in its Western Europe 2008 report. TCS the first TATA Group Company to move to the coveted Industry Leader Band. TCS conferred with the 2007 Eaton Premier Supplier Award. TCS Ba'NCS positioned in the Leaders Quadrant of Gartner's 'Magic Quadrant for International Retail Core Banking, 2008'. TCS bags the Golden Peacock Award for Innovation. Tata Consultancy Services awarded as BPO Service Provider of the Year.

CHAPTER 2

OBJECTIVE OF STUDY & RESEARCH METHODOLOGY

OBJECTIVE OF STUDY
1) To study the recruitment and selection procedure followed at Tata Consultancy Services. 2) To study the various aspect of recruitment followed in company. 3) To search or head hunt people whose skill fills into the companys value.

RESEARCH METHODOLOGY

RESEARCH DESIGN: - Exploratory DATA SOURCES

1) Primary data Primary data is collected through the observation and unstructured interview of the hr department.

2) Secondary data Data was collected from books, web sites, going through the records of the organization etc. it is the data which has been collected by individual or someone else for the purpose of other than those of our particular research study. Or in words we can say the secondary data used previously for the analysis and the results are undertaken for the next process.

2.1 - RECRUITMENT

2.1.1 - Introduction Recruitment is the process of searching for and obtaining applicants for jobs from among whom the right people can be selected. Recruitment refers to the process of receipt of applicants from job seekers. Purpose and Importance of Recruitment are given below: 1. Attract and encourage more and more candidates to apply in the organization. 2. Create a talent pool of candidates to enable the selection of best candidates for the organization. 3. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. 4. Recruitment is the process which links the employers with the employees. 5. Increase the pool of job candidates at minimum cost. 6. Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified jov applicants. 7. Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time.

2.1.2 - Forms of Recruitment

Organizations adopt different forms of recruitment practices according to the specific needs of the organization, the organizations can choose from the centralized or decentralized of recruitment, explained below:

Centralized Recruitment: The recruitment practices of an organization are centralized when the HR/recruitment department at the head office performs all functions of recruitment. Recruitment decisions for all the business verticals and departments of an organization are carried out by the one central HR department. Centralized from of Recruitment is commonly seen in government organizations. Benefits of the centralized form of Recruitment are: Reduces administration costs. Better utilization of specialists. Uniformity in recruitment. Interchangeability of staff. Reduces favoritism. Every department sends requisition for Recruitment to their central office.

Decentralized Recruitment: Decentralized recruitment practices are most commonly seen in the case of conglomerates operating in different and diverse business areas. With diverse and geographically spread business areas and offices, it becomes to understand the needs of each department and frame the recruitment policies and procedures accordingly. Each department carries out its own Recruitment. Choice between the two will depend upon management philosophy and needs of particular organization. In some cases combination of both is used. Lower level staffs as well as top level executives are recruited in decentralized manner.

Outsourcing Recruitment: Outsourcing Recruitment is the HR processes is the latest practice being followed by middle and large sized organizations. It is being witnessed across all the industries. In India, the HR processes are being outsourced from nearly a decade now. Outsourcing industry is growing at a high rate. Human Resource outsourcing refers to the process in which an organization uses the expert service of a third party to take care of its HR functions while HR management can focus on the strategic dimension of their function. The functions that are typically outsourced are the functions that need expertise, relevant experience, knowledge and best methods and practices. HR consultancies such foi and planman consulting provide such service through expert professional consultants. Human resources business process outsourcing is a major component of the worldwide BPO market. Performance management outsourcing involves all the performance

monitoring, measurement, management being outsourced from a third party or an external organization. Many organizations have started outsourcing its recruitment process i.e. transferring all or some part of its recruitment process to an external consultant preceding the Recruitment service. It is commonly known as RPO i.e. recruitment process outsourcing. More and more medium and large organizations are outsourcing their recruitment process right from the entry level jobs to the C-level jobs.

2.2 - PROCESS OF RECRUITMENT

1. Planning
Planning involves the transaction of likely job vacancies and information about the nature of these jobs into a set of objectives or targets that specify the a) Number of applicants: organization always plans to attract more applicants than they will hire. Some of those contacted will be uninterested, unqualified or both. One task of Recruitment is to estimate the number of applicants necessary to fill all vacancies with qualified people. b) Type of applicants: this refers to the type of people to be informed about job openings. The type of people depends on the tasks and responsibilities involved and the qualifications and experience expected. These details are available through job description and job specification.

2. Strategy Development
Once it is known how many and what type of recruits are required, serious consideration needs to be given to a) Make or Buy: firms must decide whether to hire less skilled employees and invest on training education programmes, or they can ire skilled labor and professionals. Make refers to hire less skilled workers and train them and Buy refers to hire skilled workers and professionals. b) Technological Sophistication: the second decision in strategy development relates to methods used in recruitment and selection. This decision is mainly influenced by the available technology. The advent of computers has made it possible for employers to scan national and international applicant qualifications. Technological advancement has helped job seekers to send videotapes about themselves to a number of companies without wasting time and without spending money on travel. c) Geographic Distribution: in order to reduce costs, firms look into labor markets most likely to offer the required job seekers, in final

analysis organizations recruit where experience and circumstances dictate likely success. d) Sources or Methods of Recruitment: there are several sources and they may be broadly categorized into (i) Internal and (ii) External. (i) Internal Recruitment: Internal recruitment seeks

applicants for positions from those who are currently employed. Present employees: Promotions and transfer from among the present employees can be a good source of recruitment. Promotion to be effective requires using job posting, personnel records and skill banks. Promotions has many advantages like it is good public relations, builds morale, encourages

competent individuals who are ambitious, improves the probability of good selection since information on the individuals performance is readily available, is cheaper than going outside to recruit, those chosen internally are familiar with the organization thus reducing the orientation time and energy and also acts as a training device or developing middlelevel and top-level managers. However, promotions restrict the field of selection preventing fresh blood and ideas from entering the organization. Transfers also important in providing employees with a broadbased view of the organization, necessary for future promotions. Job Posting: job posting means notifying vacant positions by posting notices, circulating publications or announcing at staff meeting and inviting employees to apply, personnel records help to track persons who have potential for further training or those who have the right background for the vacant positions. Skill banks list current employees who have specific skills. Another way to recruit from present employees is transfer without promotion. Transfers are often important in providing

employees with a broad-based view of the company, necessary for future promotions. Employee Referrals: employees can develop good prospects for their families and friends by acquainting them with the advantage them with the advantage of a job with the company, furnishing cards of introduction, and even encouraging them to apply. This is a very effective means as many qualified people can be reached at a very low cost to company. The other advantages are that the employees would bring only those referrals that they feel would be able to fit in the organization based on their own experience. The organization can be assured of the reliability and the character of the referrals. In this way, the organization can also fulfill social obligations and create goodwill. Some companies even offer finder fees in the form on monetary incentives of a successful referral. Former Employees: some retired employees may be willing to come back to work on a part time basis or may recommend someone who would be interested in working for the company. Sometimes people who have left the company for some reason or the other are willing to come back and work. The advantage here is that the people are already known to the organization and there is no need to find out their past performance and character. Also, there is no need of an orientation programme for them, since they are familiar with the organization. Previous Applicants: applicants who have

previously applied for jobs can be contacted by mail, a quick and inexpensive way to fill an unexpected opening. (ii) External Recruitment: some of the sources of external recruitment are as follows Professionals or trade associations: many

associations provide placement services for their

members. These services may consist of compiling job seekers lists and providing access to members during regional or national conventions.

Professionals or trade associations are particularly useful for attracting highly educated, experienced or skilled personnel. Advertisements: these constitute a popular method of seeking recruits as many recruiters prefer advertisements because of their wide reach. Want ads describe the job and the benefits identify the employer and tell those who are interested and how to apply. Newspaper is to most common medium. Blind one in which there is no identification of the form. Respondents are asked to reply to a post box number or to a consulting firm that is retained by organization. Employment Exchange: Employment Exchange has been set up all over the country in deference to the provisions of the Employee Exchange act, 1959. The act applies to all industrial establishments having 25 workers or more each. The act requires all the industrial establishments to notify the vacancies before they are filled. Employment exchanges act as a link between the employers and the prospective employees. These offices are particularly useful to in recruiting blue-collar, white collar and technical workers. Campus Recruitment: Colleges, universities,

research laboratories, sport field and institutes. The campus recruitment is so much sought after by the recruiters that each college, university department or institute will have to have a placement officer to handle recruitment functions. Competitors: Rival firms can be a source of recruitment. Popularly called poaching or raiding. This method involves identifying the right people in rival companies offering those better terms and

luring them away. There are legal and ethical issues involved in raiding rival firms for potential candidates. From legal point of view an employee is expected to join new firm only after obtaining a no objection certificate from his/her present employer. E-Recruiting: the buzzword and the latest trends in recruitment is the E-Recruiting. Also known as online recruitment, it is the use of technology or the web based tools to assist the recruitment processes. The tool can be either a job website like naukri.com, the organizations corporate website or its own intranet. Many big and small organizations are using internet as a source of recruitment. They advertise job vacancies through worldwide web. The job seekers send their applications or

curriculum vitae (CV) through an e-mail using the internet. Alternatively job seekers place their CVs in worldwide web, which can be drawn by prospective employees depending upon their

requirement. There are respective company websites devoted in some manner to job posting activities. Employers can electronically screen candidates soft attributes. Employers can electronically screen candidates soft attributes, direct potential hires to a special website for online skill assessment, conduct background checks over internet, interview

candidates via videoconferencing and manage the entire process with web-based software.

3. Searching :
Once a recruiting plan and strategy are worked out the search process can begin. Search involves these two steps: Source activation: Source and search methods are activated by the issuance of an employee requisition. This means that no actual recruiting takes place until

line managers have verified that a vacancy does exist or will exist. Selling: This issue is to address the searching process concerns communication. On the one hand they want to do whatever they can to attract desirable applicants. On the other, they must resist the temptation of overselling their virtues.

4. Screening:
Applicants received in response to advertisements are screened and only eligible applicants are called for an interview. The purpose of screening is to remove from the recruitment process at an early stage those applicants who are visibly unqualified for the job. Care must be taken to assure that potentially good employees are not lost and that women and minorities receive full and fair consideration and are not rejected without justification.

5. Evaluation and Control:

Evaluation and control is necessary as consideration costs are incurred in the recruitment process. Statistical information on the cost of advertisements, time taken or the process and the suitability of the candidates for consideration in the selection process should be gathered and evaluated.

The major challenges faced by the HR recruitment are:

Adaptability to globalization- The HR professionals are expected and required to keep in tune with the changing times, i.e. the changes taking place across the globe. HR should maintain the timeliness of the process. Lack of motivation- Recruitment is considered to be a thankless job. Even if the main concerns of the HR in recruitment. The process should be flexible, adaptive and responsive to the immediate requirements. The recruitment process should also be cost effective. Strategic Prioritization- The emerging new systems are both an opportunity as well as a challenge for the HR professionals. Therefore, reviewing staffing needs and prioritizing the tasks to meet the changes in the market has become a challenge for the recruitment professionals.

2.3 - SELECTION

2.3.1 - INTRODUCTION

Selection refers to the process of picking the right candidates from the pool of applicants. It involves mutual decision making. It impacts on work performance and employee cost to the organization. Company decides whether or not to make a job offer and how attractive the offer should be. The candidate decides whether or not the firm and the job offer fit his or her needs or goals.

2.3.2 - SELECTION PROCESS: In practice the selection process differs among organization and between two different jobs within the same company. The following are the steps taken under selection process: 1. Preliminary interview: The first step in the selection process is Preliminary Interview the purpose of which is more or less the same as scrutiny of the applications, that is, elimination of the unqualified applicants on the bases or the information of the misfit applicants for the job. 2. Selection Test: After preliminary test the candidates are called foe the selection test. Different types of tests are undertaken depending on the job and the company. Generally, the tests are used to determine the applicants ability, aptitude and personality. i. Intelligence Test: Intelligence tests are formulated to assess candidates intellectual ability, reduce employee turnover and recruitment time. ii. Aptitude Test: Aptitude and ability tests are designed to assess your logical reasoning or thinking performance. They consist of multiple choice questions and are administered under exam conditions. They are strictly timed and a typical test might allow 30 minutes for 30 or so questions. Your test result will be compared to that of a control group so that judgments can be made about your abilities.

iii.

Personality Test: A personality test aims to test aspects of a persons character that remain stable throughout that persons lifetime, the individuals character pattern of behavior, thoughts, and feelings.

3. Employment interview: It is one of the best selection devices. Interview is the formal in-depth conversation to evaluate the applicants acceptability. Interview enables interviewers to learn about the applicants and on other hand the applicants also learn about the employers. The employment interview can be (i) one-to-one (ii) sequential and (iii) panel. i. One-to-one interview: In this type of interview there are two type of applicants- the interviewer and the interviewee. The one to one job interview is test/conversation and both parties end the conversation with an opinion. The interviewer is going to conduct an investigation in order to see if you are better at the job than other candidates.

ii.

Sequential interview: It involves the series of interviews using the strength and knowledge base of each interviewer so that each interviewer can ask question related to his/her subject to the candidates, as the candidate moves from room to room.

iii.

Panel interview: This type of interview consists of two or more interviewers and the figure may be go up to 15. Many of these interviewers are supervisors and colleagues; they may take turns asking prepared questions. And generally, other candidates will be asked the same questions so that their answers can be compared. This type of interview is less intimate and is more formal than the one-toone interview and if it is organized well can provide a wealth of information.

These are also different types of interview which are mentioned below: i. Structured interview: In this type of interview the interviewer use preset questions which are asked to the all interviewees. Although this style lacks the free flow of friendly conversation (as in an unstructured

interview) it provides the precision and reliability required in certain situations. It is applied when numbers of applicants are large.

ii.

Unstructured interview: The interviews are largely unplanned. The questions which are asked in this type of interview are not likely to be same. The interviewer tries to probe the personal details of the candidate. These types of interviews are design to use questions based on the candidates responses. Many of the questions are open ended and progresses along the topic. This format generally progresses like a casual conversation. It is considered less reliable than structured interview due to the lack of specific and lack of questioning that pinpoints the explicit behavioral traits and skills in question.

iii.

Mixed interview: A blend of structured and unstructured questions is used while interviewing candidates. The structured questions provide the base of interview more conventional and permit greater insights into the unique differences between applicants. This is realistic approach that yields comparable answers plus in depth insights.

iv.

Stress interview: This interview consists of some of the series of harsh, rapid fire questions intended to upset the applicants. This type of interview is undertaken when the job involves much stress. It is attempt to learn how applicants will responds to the pressure.

v.

Behavioral interview: This type of interview focuses on the problems of a hypothetical situation which the candidates are expected to solve. The candidates are asked what he/she would do in the given condition. This type of interview is based on the idea that an individuals ability to perform a task in the past can be used to predict individuals ability to perform similar task in future. For example, a job applicant that is applying for a position as a supervisor might be asked to provide an example of a situation in which he/she had to resolve a conflict between two or more employees. It is useful to understand the applicants reasoning and analytical abilities.

4. References and Background Check: Many employers request name, address, and telephone numbers or references for the purpose of verifying information and perhaps for gaining the additional background information of applicants. Previous employers, known public figures, university professors, neighbors or friends can acts as reference. Previous employers are preferable because they are already aware of the applicants performance. But, the problem with this reference is the tendency on the part of the previous employees to over rates the applicants performance just to get the rid of the person. Companies seeks letter of reference or telephone reference. The first purpose is to gain insight about the potential employees from the people who have had previous experience with him/her. The second purpose is to assess the potential success of a prospect.

5. Selection Decision: This stage in the selection process is been used to narrow the number of candidates. The final decision has to be made from the pool of individuals who has passed the tests, interview and reference check. The views of the line manager will be generally considered in the final selection because it is he/she who is responsible for the performance of the new employee. The HR manager plays a crucial role in the final selection.

6. Physical Examination: After the selection decision and before the job offer is made the candidate is required to undergo physical fitness test. A job offer is, often, contingent upon the candidate being declared fit after the physical examination. The results of the medical tests are recorded in a statement and are preserved in the personnel record. One of the reasons for a physical test is to detect if the individual carries any infectious diseases and the second reason is to determine whether an applicant is physically fit to perform the work.

7. Job Offer: Job offer is made through a letter of appointment. Such a letter generally contains a date by which an appointee must report on duty. The appointee must be given reasonable time for reporting. This is particularly necessary when he/she is already employment, in which case the appointee is required to obtain a relieving certificate from previous employer. Decency demands that the rejected applicants be informed about their non selection. These applicants may be preserved for future use, if any.

8. Contracts of Employment: When the job offer is made and the candidates accept the job offer certain documents need to be executed by the employer and the candidates. One such document is attestation form. This form contains certain vital details about the candidate which are need for preparing a contract of employment. The basic information that should be included in a written contract of employment will vary according to the level of the job.

9. Concluding the Selection Process: This step consists of reassuring those candidates who have not been selected. Such candidates must be told that they were not selected not because of any serious deficiencies in their personality, but because of their profiles did not match the requirements of the company. The issue relates to No Shows has become serious concern to HR managers. No Show relates to the individuals who pass through the selection rigors, receive employment offers but fail to report the duties.

10. Evaluation of Selection Programme: The broad test of the effectiveness of the selection process is the quality of the personnel hired. An organization must have competent and committed personnel. The selection process, if properly done, will ensure availability of such employees. Audit must be conducted by people who work independent of the HR department.

2.4 - RERUITMENT v/s SELECTION

Both recruitment and selection are the two phases of the employment process. The differences between the two are:

1. The recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.

2. The basic purpose of recruitment is to create a talent pool of candidates to enable the selection of best candidates for the organization, by attracting more and more employees to apply in the organization WHEREAS the basis purpose of selection process is to choose the right candidate to fill the various positions in the organization.

3. Recruitment is a positive process i.e. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates.

4. Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests.

5. There is no contact of recruitment established in recruitment WHEREAS selection results in a contract of service between the employer and the selected employee.

2.5 - RERUITMENT AND SELECTION PROCESS AT TCS

2.5.1 - HR Requisition Form The departmental heads would fill in prescribed Human Requisition Form for approved positions/replacements and will send to HR facilitators for necessary action. HR facilitators will take approval of head HR and Directors subsequently. The details which are included in the HR Requisition Form are vacant Designation, job related information such as qualification required, experience, job responsibilities, desired profile, job location, number of vacancy available, nature of employment, salary etc. 2.5.2 - Sources Campus selection: TCS prefer to the campus selection whenever it requires the fresher for the particular job in the particular department or the industry. According ro the job requirement the company visits the colleges/institutes offering different course and conduct an interview. Job Portals: one of the recruitment tools used in various companies is job portals help in finding different categories of candidates. Naukri.com is one of the famous and useful job portals which have the collection of various candidates resume. TCS uses these job portals for recruiting the employee for the vacant position. How to find the resumes of the candidate in naukri.com Naukri.com has the options of resdex, on clicking on it the list appears which contains various criteria on the bases of which the recruiter can enter his/her requirement. It has the option of key words in which the recruiter has to enter the post or job related words. The other option is for the experience which can be as per the preference of the recruiter it may be for 1 to 4 years or 1 to 8 years etc. the list also consist the option for selecting the salary range, industry for which the candidates are required, functional area, educational qualification required for the candidates are required, functional area, educational qualification required for the particular job whether he/she should be graduate or post graduate. Also we can go for the option of whether the recruiter wants the resumes updated in 6 months, 1year, or all resumes. When we enter the criterias and click on the search option the various resumes are appeared. After getting resumes the recruiters job

is to match the available resumes with the job profile which they require. The recruiter can also go for the search within the search option. This means that the recruiter reduce work by entering the key word in the available resumes. One of the examples of the search within the search is searching resumes on the bases of the gender. This helps in reducing the number of candidates resume. When the recruiter gets the resumes or the candidates who suits with the job profile then the next step is to make a call to the candidate. The following procedure is undertaken at the time of calling the candidate: 1. Introduce yourself i.e. to give information about yourself as well as the about the company from where are you calling. 2. Give information about the job portal from which you got the resume of the candidate. 3. Ask the candidate whether he is looking of the change in job. If no, thank you and disconnect the phone. If the candidate is interested then the further steps are to be taken. 4. Ask the candidate about the current company in which he is working and also ask about the current location of the company. 5. Next is to ask the candidate about their current post to the company i.e. current salary. 6. Ask candidate about their expected salary. 7. Ask for the CV. 8. Ask for the candidates interest for the companys location. 9. Ask reason for changing. 10. Date of interview suitable for the candidate. 11. Say the candidate that if he is short listed than the candidate will be informed and called for interview.

Database: Generally applicants send their resume through mail or post or sometimes they approach personally. HR department collects these resumes and save it. They use it when received resumes are relevant for their requirement for the vacant job.

Internal Reference: Just like any other organization TCS also gives preference to the internal reference. Here the HR department publishes the notice of the requirement of the vacant job on their intranet as well as on the notice board so the employees can read that requirement and

they can pass this information to their colleagues , friends and relatives. This source of recruitment helps the management in such a way that it can find relevant and right candidate. Print advertisement: When HR department receives an HRRF (Human Recourse Requisition Form) from the concern department it searches for the relevant candidates from its available other sources of recruitment and if HR department do not find any relevant resumes then the company gives advertisement in the newspaper, the company also uses this recruitment tool when it has 3-4 requirement at a same time. The draft of the advertisement is prepared first by the company and then it is published in the local newspaper. TCS is an outsourcing industry so generally HR department organizes Walk-ins in BPO zones so that they can get relevant profiles easily. Head Hunting: Headhunting refers to the approach of finding and attracting the best experienced person with the required skill set. Headhunting is also a recruitment process involves convincing the person to join your organization by providing him/her higher salary.

2.6 - LATERAL RECRUITMENT

Pre Screening and Short Listing

2.6.1 - Searching When the need of the candidate arises for the particular position which is known with the help of HR Requisition from the search network begins. The recruiter search for the candidates with the help of the available sources. The best source is job portal. Job portal like Naukri.com provides the list of the candidate suitable for the particular position. In this step the HR facilitator check the technical suitability for the position, salary expectation and willingness to relocate. Profiles of interested/suitable candidates are further short listed. These short listed candidates are provided with interview call letter and are called for the technical round of interview.

2.6.2 - Technical Round The eligible candidates who are suitable for the position are called for the technical interview. In this round the interview has taken through telephone or Personal interview at corporate office. In technical round the questions related to the job/technical knowledge, experience, conceptual knowledge, education, organization ability are been asked. If the candidate is found suitable then the next step is of the final round of interview. Interview panel is organized as per the category. Interview assessment sheets are filled up by the Panel members immediately after the interview mentioning suitability or non-suitability of the candidate clearly on the sheet. The following category is interviewed by the following interview panel.

2.6.3 - Final Round The final step of selection is the final round of interview. In the final round the candidates maturity, potentiality of the candidate are been checked. The negotiation to the salary also takes places in this. Stage when the candidate is found suitable in this round and agrees to the salary offered, he/she is selected for the particular position.

2.6.4 - Job Offer Letter Once the candidate is short listed after the final round of interview, they are issued the offer letter to that short listed candidate along with salary structure. HR department also advise the candidate for pre-employment Medical checkup. The job offer letter consist the detail of the position of the particular candidate, the joining date of the candidate, documents which are required by the organization for the verification, list of medical checkups to be done.

2.7 - POST RECRUITMENT PROCESS

1. Medical Checkup: The medical checkup of the joining candidates is to be done. The following checkups are to be done: Complete blood profile. Blood group/blood sugar: FBS/PPBS. ECG. X-ray (chest). Audiometric test. Ling function test. HIV test. ESR. Pulmonary function test. Serum cholesterol. Liver function test: SGPT. Kidney function test: Serum Keratinize. Urine test. Height/Weight body mass index. Basic dental checkup. Physician consultation.

2. Joining Formalities: Verification of documents: The below mentioned documents of the joinees are verified before providing him joining letter. Proof of age-either SSC certificate or any other acceptable document. Relieving certificate and service certificate from present employer. Appointment letter and service certificate from all previous employers. Two copies of passport size photograph and one copy of stamp size photograph. Copy of PAN card/passport/driver license/election card.

Joining Dockets: When new joinee(s) join the job the following are filled up by them: Joining report. P.F Nomination form Gratuity Nomination Form ESI From in case where it is applicable. Declaration of Nominee In case of emergency. House Allotment Letter Declaration for Income Tax Relief Form. Application Form for Opening of Bank Account and ATM card.

Joining check list: After completing joining formalities personal file is crosschecked with the checklist to identify in case any of the relevant papers are not collected with the new joinee or also verifies that how many activities completed or need to completed or need to complete in terms of welcome note, SAP data, attendance, Finger Registration, communication, Bank Opening Account, E-mail, Mediclaim, GPA, ID card, Application letter etc.

Joining Dockets: When new joinee join the job the following form are filled up by them: Medical checkup form

 Back ground check form Referring form Blue form House allotment letter Declaration form Application form for opening of bank account ATM card. Joining check list: After completing joining formalities personal file is crosschecked with the checklist to identify in case any of the relevant papers are not collected with the new joineee or also verifies that how many activities completed or need to complete in terms of welcome note. Induction booklet/HR policies: new joinees joining are provided with the e-copy of induction booklet and HR policies to know well about organization, policies and practices.

Employee Code: With the help of the verified personal document of the new joinee employee number is created into system and intimated to him/her. Attendance Card: Attendance card is given to the new joinee on the first day of the joining with finger registration through biometric system. Employees are educated about attendance card system. They requested to mark their attendance with the card at the time of reporting for the duty as well as at the end of the duty hours on all the days. Identity Card: Identity card is provided to the new joinee within 10days of joining the job. Passport size photograph and relevant information is provided for preparing the same. Appointment letter: Appointment letter is issued to the new joinee on the first day of the job only after the completing joining formalities on agreed terms and conditions.

 Visiting Card: New joinee joining as Asst. manager or above is given visiting card within five days on receipt of requisition in HR approved by functional head of the concern department. Welcome Note: welcome note is sent to all employees after completion of joining formalities briefing about new joinee education/experience, past employers and team associated with us along with the contact details.

Relocation expenses: Any new joinee resuming duties from outside location with us is reimbursed the relocation expenses as per the eligibility. Employees are not reimbursed amount not exceeding their one month basic salary. Employment Verification: Employee verification is done within three days after employee joining date. A mail is sent to past employer asking details about salary/duration of employment/code of

contract/reason of leaving.

2.8 - Other facilities available at TCS after selection

1. Group Personal Accident Scheme: The policy covers death, injury,

resulting in temporary/permanent, partial/total disablement as a result of an accident. In case of partial/total disablement or temporary disablement, the employees get compensations as per the nature of disablement/injury under prevailing rules. In event of death, the nominee gets death compensation according to the designation of the employee which is as under: Designation Manager and above Dy.Mgr. to Sr. Officer Below Sr. Officer Amount Rs 1,00,000 Rs 75,000 Rs 50.000

2. Mediclaim Policy: the company has the tie-up with The New India
Assurance Company Ltd. This carries policy coverage of self only for reimbursement of Hospitalization/Pre-Hospitalization expenses for illness/diseases contracted or injury sustained Claim Reimbursement Amount Limit: Designation Manager and above Dy.Mgr. to Sr. Officer Below Sr. Officer Amount Rs 1,00,000 Rs 75,000 Rs 50.000

3. Leave rules : Some of the leaves are as follows:

a. Privilege leave (PL): The employees are eligible for 25 days PL year, subject to his/her completing actual attendance of 240 days in calendar year. Some of the conditions relating to the PL are as follows:

An employee shall be eligible to avail PL only after completion of one year of service in the company. An application is made to concern immediate superior and HOD at last & days in advance. PL can be granted for not less than 5 days. PL will not be admissible to Trainees, Apprentices and Retainers.

b. Casual Leave (CL): The employee are entitled for a total of 12 days of casual leave. CL can be taken for a maximum period of 3 consecutive days. Conditions for CL are as follows: An including trainee and retainer are entitled for a total of 12 days of CL. CL cannot be prefixed or suffixed with PL or SL. CL will be lapsed on Dec. 31st of every year.

c. Sick leave (SL): The employees are eligible for 10 days SL, subject to his/her completing actual attendance of 240 days in a calendar year. The following are the condition of SL: An employee shall be eligible to avail sl only after completion of one year of service in the company. SL cannot be prefixed or suffixed with any kind of leave. The employee who is on sick leave for more than 3 days will have to produce medical certificate from doctor who is at least MBBS. d. Leave without Pay (LWP): Leave other than PL, CL and SL is called LWP. Conditions for LWP are as follows: LWP is granted at the discretion of the HOD when all the admissible leave has been exhausted. During such period where the employees is not entitled to any pay or benefits but retains lien on his/her. e. Maternity Leave: Condition for this leave is a follow: Female employees should have actually worked for a period of not less than 80 days in the twelve months immediately preceding the date of her expected delivery. Maternity leave will be granted to female employee up to 2 living children.

Maximum 12 weeks maternity leave on full pay will sanctioned of which not more than six weeks would precede the date of confinement.

f. Recall from Leave: The company in case of exigency of work may recall on duty any employee who is granted leave. He/she will be deemed to be on duty in case of cancellation of leave and may report to the place of posting at the earliest. Refusal to report for duty or cancellation of leave will be treated as absence from duty and shall also invite disciplinary action. In case of any ambiguity in interpretation of any clause, the interpretation made by the HR department shall be final and binding. Management reserves the right to further amend, add or modify clauses and contents.

CONCLUSION
Every company looks for an employee, who can work effectively. They are in search of a person who has the maximum skills required for the job. After selecting the right person, the companys main aim is to place that person at the right job. The main strength of any company is its employees. Effective workers are the best route to success. For this reason, companies strive to attract and hire the best, and to provide the best place to work.

Some of the biggest and most constant challenges that plague organization is people related because they dont place more emphasis on getting the recruitment process right. If they get the right person in the right job at the right time, bottom line and many other businesses are immediate, tangible and significant. If they get the wrong person in wrong job, then productivity, culture and retention rates can all take a hit in a big way.

TCS has competent and committed workforce, still there are scope for more improvements. To ensure that company recruits the right people, it has to identify essential skills and behaviors that applicants should demonstrate. For each position there should be a job description outlining typical duties and responsibilities and a person specification defining personal skills and competencies. The emphasis should be on matching the needs of the company to the needs of the applicants. This would minimize employee turnover and enhance satisfaction.

It is important for the company to have a clear and concise recruitment policy in place which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process.