INDEX========================================================

Purpose of the study

ObjectiveoftheprojectreportScopeofthestudy

Introduction 1. Abouttheorganization(history&evolution)2.Formofownership(Partnership/privateltd/publicltd/corporation)3.NatureofBusiness4.GeographicArea(local, regional, state wise, national, international)

Company Profile1.OrganizationStructure2. Vision&Mission/Corevalues3.Products&Servicesoffered4.DistributionNetwork

5.SWOTAnalysis6.CompetitorInformation7. Keychallenges /problemsfacingtheorganization

Recruitment & selection process in TCS

1.MeaningofRecruitment&selection2.Recruitment&selectionprocessatTCS3.MainSourcesofRecruitmentandSelectionProcessofTCS4.EligibilityCriteriaofTCS5.LevelOfmanagementinTCS6.RecruitmentAndSelectionProcessatdiff. levelofmanagementinTCS

Findings & ConclusionBibliographyReference

Objective Of The Project Report

Success of every business enterprise depends on its Human Resources. 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 primary objective of the enterprise. In order to harness the human energies in the service or organizational goals,everyHRmanagerisexpectedtopayproperattentiontorecruitmentandselectionactivities in an organization. Thus, personnel functions, recruitment and selection, when carried out properly would enable the organization to hire and retain the services of the best brains in the MARKET. The world's bestcompanieshaveestablishedtheirstrengthwiththeirpeople.Theemployees identify themselves with the company they are working for. This also helps in building up their spirit, morale and e spirit de - cops whichbecomesstrengthofthecompany.Therearecertainwaysthataretobefollowedbyevery 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 ofRecruitment, Sources of Recruitment,Stepsin the Recruitment& SelectionProcess,andSuggestions to make the Recruitment Process more effective. It also includes the challenges facedbyHRinrecruitmentprocessandtherecent trends in recruitment process.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 & selectionthe scope ofthe study alsolies inunderstandingthe effectivenessof currentRecruitment &selection channelin TCSand getting the feedback from recruitersIntroduction TCS

Tata ConsultancyServices Limited (TCS) is Software services consulting company headquartered inMumbai, India. TCS isthe largest provider ofinformation technologyand business processoutsourcing services inAsia. TCS has offices in 42 countries with more than 142 branches across the globe. The company is listed on the National Stock Exchange and Bombay Stock Exchange of India.TCS is one of theoperative subsidiaries of one of India's largest and oldest conglomerate company, the Tata Group or Tata Sons Limited, which has in tests in areas suchas energy, telecommunications, financial services, manufacturing, chemicals, engineering, materials, government andhealthcare.

History of Tata Computer Center

It began as the "Tata Computer Centre", for the company Tata Group whose main business was to provide computer services to other group companies. F. C. Kohli was the first general manager. JRD Tata was the first chairman, followed by Nani Palkhivala. One of TCS' first assignments was to provide punched card services to a sister concern, Tata Steel (then TISCO). Itlater bagged the country's firstsoftware project, the Inter-Branch Reconciliation System (IBRS) for the Central Bank ofIndia. It also provided bureau services to Unit Trust of India, thusbecoming one of the first companies to offer BPO services. In the early1970s, Tata Consultancy Services started

exporting itsservices. The company pioneered the global delivery model for IT services with its first offshore client in 1974. TCS's firstinternational order came fromBurroughs, one of the firstbusiness computer manufacturers. TCS wasassigned to write code for the Burroughs machines for several US-based clients. Thisexperience also helped TCS bag its firstonsite project - the Institutional Group & Information Company (IGIC), a data centre for ten banks, which catered to two million customers in the US, assigned TCS the task of maintaining andupgrading its computer systems. In 1981, TCS set up India's first software research and development centre, theTata Research Development and Design Center (TRDDC). The first client-dedicated offshore development center was set up for Compaq (then Tandem) in1985.In 1989, TCS delivered anelectronic depository and trading system called SECOM for SIS Sega Inter Settle, Switzerland. It was byfar the most complex projectundertaken by an Indian IT company.

TCS followed this up withSystem X for the Canadian Depository System and also automated the Johannesburg Stock Exchange (JSE). TCS associated with aSwiss partner, TKS Tekno soft, which it later acquired. In the early 1990s, the Indian IT outsourcing industry grew tremendously due to the Y2K bug andthe launch of a unified European currency, Euro. TCS pioneered the factory model for Y2K conversion and developed software tools which automated theconversion process andenabled third-party developers and clients to make use of it. In 1999, TCS saw outsourcing opportunity inE-Commerce and related solutions and set up itsE-Business division with ten people. By 2004, E-Business was contributing half a billion dollars (US) toTCS. On 9 August 2004, TCS became a publicly listed company, much later than it rivals, Infosys, Wipro andMahindra Satyam. During 2005, TCS ventured into a new area for an Indian IT services company Bio informatics In 2008, the company wentthrough an internal restructuring exercise that executives claim would bring about agility to theorganization.

Products & Services offered

TCS provides a wide rangeof IT and computing solutions, including :-

Assurance ServicesBI & Performance ManagementBusiness Process OutsourcingCloud ServicesConnected Marketing SolutionsConsultingEngineering & Industrial ServicesEnterprise SolutionsON Small and Medium BusinessIT Infrastructure ServicesIT ServicesMobility Solutions and ServicesPlatform Solutions

Indian BranchesTCS has development centers and/or regional offices inthe following Indian cities: Ahmedabad, Baroda, Bangalore, Bhubaneswar, kochi, Kolkata, Lucknow, Mumbai, Noida, Pune,Thiruvananthapuram, Patna, HaldiaGlobal UnitsAfrica :- South Africa, Morocco Asia (Outside India): Bahrain, Beijing,Hong Kong, Hangzhou, Shanghai, Indonesia, Israel, Japan, Malaysia, 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

EmployeesTCS is one of the largest private sector employers in India with core strength in excess of 186,914 individuals. TCS has one of thelowest attrition rates in the Indian IT industry. In the pastTCS has been criticized by itsemployees in Public forums on its Appraisal andPromotion policies.

Internet Recruitment Services

Recruitment Websites

Such sites have two main features: job boards and a rsum/curriculum vitae (CV) database. Job boards allow member companies to post job vacancies. Alternatively, candidates can upload a rsum to be included in searches by member companies. Fees are charged for job postings and access to search resumes. Since the late 1990s, the recruitment website has evolved to encompass end-to-end recruitment. Websites capture candidate details and then pool them in client accessed candidate management interfaces (also online). Key players in this sector provide e-recruitment software and services to organizations of all sizes and within numerous industry sectors, who want to e-enable entirely or partly their recruitment process in order to improve business performance.

The online software provided by those who specialize in online recruitment helps organizations attract, test, recruit, employ and retain quality staff with a minimal amount of administration. Online recruitment websites can be very helpful to find candidates that are very actively looking for work and post their resumes online, but they will not attract the "passive" candidates who might respond favorably to an opportunity that is presented to them through other means. Also, some candidates who are actively looking to change jobs are hesitant to put their resumes on the job boards, for fear that their companies, co-workers, customers or others might see their resumes.

Job Search Engines

The emergence of meta-search engines allows job-seekers to search across multiple websites. Some of these new search engines index and list the advertisements of traditional job boards. These sites tend to aim for providing a "one-stop shop" for job-seekers. However, there are many other job search engines which index solely from employers' websites, choosing to bypass traditional job boards entirely. These vertical search engines allow job-seekers to find new positions that may not be advertised on traditional job boards, and online recruitment websites.

Recruitment Agency Directories

With the emergence of the Internet, also came the functionality to provide recruitment agencies with a low-cost alternative to advertising. Unlike a standard directory, these niche directories have helped those searching for employment representation, a way to narrow down their requirements based on their own job-searching requirements. Recruitment agencies are then able to showcase their services directly to those looking.

Social Recruiting

Social recruiting is the use of social media for recruiting including sites like Face book, Twitter, and LinkedIn. Social recruiting falls into two different categories. The first is internet sourcing using social media profiles, blogs, and online communities to find and search for passive candidate data and information. The second is social distribution. This involves using social media platforms and networks as a means to distribute jobs either through HR vendors or through crowd sourcing where job seekers and other influencers share job openings within their online social networks.

Since late 2009 there has been some discussion in the recruitment and social media communities about whether simply using social media as a communication and marketing channel can be called "social recruiting". The argument is that for recruiting to be truly social, it needs to build a community, facilitate communication within that community, and rely on social connections between community members to recruit.

The position that nothing has changed is weakening as more data is collected on the actual activities of recruiters in 2010 and 2011. Job vite, an Applicant Tracking System ( A T S ) and social sourcing provider, released a report in May 2011 indicating that 80% of the 600 employers surveyed answered "Yes" to the question, "Do you use social media for recruiting?

"By the end of 2011, social media recruiter postings appear on a regular basis on job aggregator sites like Indeed.com and Simply Hired, and number well over 1,000 in an October 2011 search.

One Social Media Recruiter position opportunity described the primary duties as :- Coordinate candidate sourcing by utilizing all available recruiting tools including: social media, job boards, employee referrals, recruiting tools and vendors, and others. Use LinkedIn, Facebook, Google, Twitter and other forms of Social Media. Requires the ability to recruit through use of social media, navigate all social media avenues, and knows how to maximize recruitment through those sources.

Social recruiting effectiveness and return on investment have been difficult to determine, since applicants do not usually apply through the social channels which first attracted them. In May 2013, Maximum Employment Marketing Group released the Social Recruitment Monitor, which ranks the reach, engagement, and interactivity of employers' social recruiting efforts around the world.

Talent Acquisition

Talent acquisition is the targeted Recruitment / Acquisition of high performing teams for example; in sales management or financial traders into a company from a competitor or similar type of organization. Organizations requiring external recruitment or head-hunting firms are now employing "talent acquisition" specialists whose job it is to identify, approach and recruit top performing teams from competitors. This role is a highly specialized role akin to that of a traditional recruiter/headhunter specialist but carrying greater visibility and strategic importance to a business. In many cases the talent acquisition person is linked directly to a company's executive management, given the potential positive impact a company can benefit from by getting high performing sales people into the business, whilst removing the same performing sales people from competitors.

About Recruitment & SelectionRecruitment refers to the process of attracting, screening, andselecting qualified people for a job at anorganization or firm. For some components of the recruitment process, mid- andlarge-size organizations often retain professional recruiters or outsource some of the process torecruitment agencies.The recruitment industry has five maintypes of agencies: employment agencies, recruitment websites and job search engines, "headhunters" for executive and professional recruitment, niche agencies whichspecialize in aparticular area ofstaffing, or employer branding strategy and in-house recruitment. Thestages in recruitment include sourcing candidates byadvertising or other methods, and screening and selecting potential candidates usingtests or interviews.

In - House RecruitmentUnder pressure to reduce costs, bothlarge- and medium-sized employers tend to under take their own in-house recruitment, using theirhuman resources department, front-line hiring managers and recruitment personnel who handle targeted functions and populations. In addition to coordinating with the agencies mentioned above, in-house recruiters may advertise job vacancies on their own websites, coordinate internal employee referrals, work with external associations, trade groups and/orfocus on campus graduate recruitment. Some large employers choose to outsource all orsome of their recruitment process(recruitment process outsourcing) however a much more common approach is for employers to introduce referral schemes where employees are encouraged to source new staff from within their own network.

ProcessJob analysisThe proper start to a recruitment effort is to perform a job analysis, to document the actual or intended requirement of the jobto be performed. This information is captured in ajob description and provides the recruitment effort with the boundaries and objectives of the search. Oftentimes a company will have job descriptions that represent a historical collection oftasks performed in the past.These job descriptions need to be reviewed or updated prior to arecruitment effort to reflect present day requirements. Starting recruitment with anaccuratejob analysis and job description ensures the recruitment effort starts off on a proper track for success.Job analysis defines the duties and human requirements of the companys jobs.The next step is torecruit and select employees.We can envision the recruitment and selection process as aseries of steps :- Decide the positions to fill,through personnel planning and forecasting.Build a poolof candidates or these jobs, by recruiting internal or external candidates.Have candidates complete application forms andperhaps undergo initial screening interviews. Use selection tools liketests, background investigations, andphysical exams to identify viable candidates.Decide who to make an offer to, by having the supervisor and perhaps others interview the candidates.Sourcing involves Advertising, a common part of therecruiting process, often encompassing multiple media, such as the Internet, general newspapers, job and newspapers, professionalpublications, window advertisements, job centers, and campusgraduate recruitment programs;and Recruiting research, which is theproactive identification of relevant talent who may not respond tojob postings andother recruitment advertising methods done inThis initial research for so-called passive prospects, also called name-generation, results in alist of prospects who can then be contacted to solicit interest, obtaina resume/CV, and be screened.

Screening and selection Suitability for a job istypically assessed by looking for skills, e.g. communication, typing, and computer skills.Qualifications may be shown through rsums, job applications, interviews, educational or professional experience, thetestimony ofreferences, or in-house testing, such asfor software knowledge, typing skills, numeracy, and literacy, through psychological tests or employment testing.

Other resume screening criteria may include length of service, job titles and length of time at ajob. In some countries, employers are legally mandated to provide equal opportunity inhiring. Business management software is used by many recruitment agencies to automate the testing process. Many recruiters and agencies are using an applicant tracking system to perform many of the filtering tasks, along with software tools for psychometric testing.

On Boarding"On boarding" is a term which describes the process of helping newemployees become productive members of an organization. A well-planned introduction helps new employees become fully operational quickly andis often integrated with a new company and environment. On boarding is included inthe recruitment process for retention purposes. Many companies have on boarding campaigns in hopes to retain top talent that isnew to the company; campaigns may last any where from 1 week to 6 months.

Internet Recruitment And WebsitesSuch sites have two main features: job boards and arsum/curriculum vitae(CV) database. Job boards allow member companies to post job vacancies. Alternatively, candidates can upload a rsum to beincluded in searches by member companies. Fees are charged for job postings and access to search resumes. Since the late1990s, the recruitment website has evolved to encompass end-to-end recruitment. Websites capture candidate details and then pool them inclient accessed candidate management interfaces (also online).

Planning And ForecastingEmployment personnel planning: The process of decidingwhat positions the firm will have to fill, and how to fill them.The recruitment and selection process starts withemployment or personnel planning. This is the process of decidingwhat positions the firm will have to fill, and how to fillthem. Personnel planning embrace all future positions, from maintenance clerk to CEO.

However, most firms call the process of deciding how to fill executive jobs succession planning. Employment planning should flow from the firms strategic plans. Plans to enter new business build new plants orreduce costs all influence the types of positions the firm will need tofill (or eliminate).

About TCSS Recruitment & Selection Process

Recruitment at TCS take place at all levels i.e. entry and various experience levels.The hiring ofexperienced professionals take place through theyear, while campus offers for fresher joining next year areconducted according to placement seasons at colleges.

Off-campus recruitments for fresher are conducted periodically for any additional requirements. For this, TCS undertakes recruitment drives through walk-in interviews, announcements for whichare made inthe media.The Selection Procedure consists of a written test and those who clear written test will face technical and HRInterview. The written test usually consists of four sections -Verbal, Quantitative Aptitude, Comprehension and Psychometric test.

Written TestVerbal Section consists of 15 questions and is to beattempted in 6 minutes.These are usually based onEnglish words and theirsynonyms. Quantitative section consists of basic mathematics questions based on percentages, multiplication, and simple algebra. It consists of15 questions and the time allotted is 10 minutes. Comprehension Section consists of 60questions with 50 minutes. Psychometric testcontains 150 questions with 30 minutes.These are general personality based questions and are yes/no based. Amongother, these questions test candidates ability toanswer consistently.

InterviewThe written test is followed by interviews- technical and HR. The technical interview is based on subjects candidates have already studied in their curriculum. Candidate need to select their favorite subjects out of what they have studied.The HR Interview is very general to test candidates temperament. General questions based on current affairs, general awareness, trends in ITetc. may be asked.TCS also employs a lot of fresh graduates. To help identify new talent, the yare engaged with more than 300 academic institutions globally. They have built robust holistic programs, which includesfaculty development programs, workshops and annual conclaves for the professors and teachers. Through their work with these institutes, they identify with andcultivate new talent. This helps them to groom freshers at the entry level itself.

QualificationsIt depends onthe position and role recruited. For example, at the entry level, TCSrecruit engineering graduates and postgraduates in computer science, engineering.Experienced professionals orlaterals (professionals withwork experience) maybe engineering graduates or postgraduates if recruited fortechnical roles, or management postgraduates if recruited for business or sales roles.

TCS also recruit functional experts forspecific practices; for example, the healthcare practice recruits doctors as functional experts, or thefinancial services practice hires bankers and other financeprofessionals for theirdomain knowledge.TCS periodically advertises in thenewspapers for the positions and roles available. Within TCS, theintranet will have announcements about thevarious positions and requirements. The TCS web site also lists the jobs. Onecan also upload ones resume there.

Age LimitBeing anequal opportunities employer, the suitability of candidates isjudged on competency. TCS understand competency ascritical knowledge and skills producing key outputsin performance, according to S Padmanabhan, executive vice president and head, global HR, TCS

Selection ProcessFor trainees and persons with less thantwo years ofexperience, TCS conduct written tests, technical andmanagement interviews. For laterals, TCS do not have written tests. The process includes short listing based on certain eligibility criteria pertaining to the students' academic track record and domain/ specializations, aptitude test anda two-tier competency-based interview. In management institutes, TCS replace theaptitude tests with group discussions.

The attributes TCS typically lookat include technicalexcellence, professionalism, good communication skills, willingness to work beyondboundaries and the inclination toteamwork, according toPadmanabhan.

Application For The JobInterested applicants can apply through TCS recruitment portal. TCS also advertise available positions on theirWeb site, onjob boards such as Monster, Naukri and newspapers and, for niche positions, in technical magazines.

Interview

According toS Padmanabhan, executive vice president and head, global HR, TCS,It isimportant to maintain consistent academic records while developing strong technical/ functional skills. The ability to adapt and innovate, willingness to learn and ability to collaborate are important attributes that TCS looks for, along with a mindset to be mobile.

Post-interviewTCS has aprocess of background checks undertaken by professional agencies. Aspart of thisprocess, we check for authenticity, educational background and workexperience. Typically, background checks are completed prior to joining. On joining, theemployee is given a letter ofappointment. All terms and conditions of service are enumerated in the letter ofoffer made once the candidate is successful inthe management interview. All candidates, including those who have been rejected, are intimated about their status. Candidates also have the option to call our office and getan update on the progress and status of their application. Although TCS normally recruit for a role, if alternatives are available and the candidate is deemed suitable, HR pursues the application for thesame.Postings

As a global company, TCS has about 169 offices in 35 counties with operations across India, North America, APAC, Latin America, Europe, Middle East and Africa.

Growth prospects

TCS offer careers across five streams i.e. sales, delivery, practice, technology, corporate roles andspecialists in nearly 4areas --Engineering and Manufacturing, Infrastructure Services, BPO, ITServices and Global Consulting.TCS value proposition to employees isfor an aspiration-based career across project management, technology, domain andsales streams. This is enabled by ongoing competency development, differentiated compensation andvarious work-life balance initiatives, as well as the chance to work indifferent markets and geographies in our network of 169 offices in 35 countries. This is what has helped TCS attract and retain employees at all levels.

Remuneration

TCS offer remuneration based on the number of years ofexperience and the nature of the experience in terms of skills, technology, etc.The compensation is benchmarked regularly with theindustry.Add On

In addition toremuneration, some of the add-ons include canteen facilities with subsidised meals, health insurance for self and family at subsidized rates, subsidised transport at some of theirlocations, gymnasiums and recreational facilities at some of their locations.TCS also has other add-ons such as leave without pay for pursuinghigher studies, joining spouse overseas, part-time/ work from home facility, holiday homes across the country, welfare trust facilitation for highereducation,membership in Tata Sons Welfare Trust, Consultancy Employees Welfare Trust, etc.

Also, as employees of Tata Group, TCS associates get discounts on products and services from other group companies -- forexample, Westside, Titan, Tata Motorsand theTaj GroupofHotels.

Global Exposure

Global exposure at TCS extends beyondgeographical boundaries. Employees get the opportunity to work on world-class projects on a global scale, interact with people having diverse cultural backgrounds andorganizational functions and explore cutting-edge technologies fresh out of theworld-renowned research labs.

Focus on Freedom

TCS have established an environment that focuses onindividual aptitude, talent and interests. As aproven practice, TCS promote cross-domain experience that allows an employee to functionacross different industry verticals, service practices, and functional domains as wellas varied technology platforms. At the same time, TCS continuously present employees with theopportunity to explore the domain where they believe they would fit thebest. These factors not just help hone employees skills across platforms, italso provides their customers a talent pool withexpertise that exceeds their industry benchmarks.

TCS Graduate Program atAustralia- Initial Learning Programme (ILP)

Selected graduates will travel totheir world-renowned Initial Learning Program(ILP) in India for two months.The ILP consist of two phases In the first phase thecandidates will learn the concepts of program design and development, process models andnext generation technologies such as Cloud Computing, Green IT and Web 2.0.The second phase is specifically tailored to candidate and their project requirements. Depending on candidates skill sets andthe projects that they will be working on, a curriculum willbe structured for them. Following two-month training, they willwork at their Australian customers offshore center for 2-4 months. Here they will understand how TCS offshore center works and buildtheir competencies before they return toAustralia and work onsite for their client.

Types of Roles DeveloperTesterBusiness Analyst

Application Procedure.

Interested candidates send their updatedresume and cover letter toaustralia.graduate@tcs.com2. Phone interview3. Technical Interview4. Management / HR Interview Eligibility Undergraduate andPostgraduate students who arestudying or have graduated in Computer Science,Information Technology, Information Systems orrelated degree. Australian Citizens or Permanent Residents.

TCS - Academic Interface Programme ( AIP )

Following the tradition ofIndia's most admired corporate group TATA, TCS has been involved instrengthening the Academic Community around the world through TCS - Academic Interface Programme (AIP). AIP has been involved in various programmes, to bridgethe gap between campus andcorporate. Some ofthese activities are:Workshop for students, FacultyDevelopment Programs(FDP) for teachers, Student Awards to encourage healthy competition at colleges, Internship Training opportunity for students, and GlobalInternship programme.

TCS has taken one step ahead by setting upa portal, to take this connectivity with students, faculty and the institutes to greater heights. According to Dr. K. Kesavasa my, Head, Academic Interface Programme In the workspace of Knowledge factory, the Academic Interface Programme initiative by Tata Consultancy Services will act as a sounding board instrengthening academic relationships and ensuring the entry of right people into the organization. The impetus behind creation of thisprogram is to enableacademia and industry toseek improved ways of working together.

Supply Chain Management

Supply Chain Management is one of the most important activities, addressed by Business Excellence Models, such as Malcolm Baldrige National Quality Award(MBNQA), European Foundation for Quality Management (EFQM) etc; Academic Institutes are main suppliers for HRintensive industry, like Tata Consultancy Services. The sourcing for theentire Initial Learning Programme (ILP) depends on the academic Institutions. The Academia- Industry willneed to cultivate mutually beneficial and lasting relationships with one another. In this emerging framework, robust high-quality, long-term relationships, based on two-way investments of time & resources, are becoming essential tounderstand, influence and improve theinteractions between both sectors.

TCS Support To Academic World

TCS support academic institutes inmany ways Project Support and Internship to Students Conducting Workshops in Academic Institutes Sponsorship of Academic / Social Events Best Student ProjectAwards Professors from Academia on sabbatical to TCS Sponsorship of TCS associates to acquire higherqualifications Sponsored course on Software Engineering for selected final year students Maintenance of TCS Academic Portal In order to ensure the quality of TCS Academic Interaction, the availability ofthe programme benefits and support will be subject to certain constraints. TCS has Academic Relationship Managers, placed in different Geographies, willing to provide the details /clarifications.

SWOT Analysis

Strength

High command on local and domestic market(India)Strong brand backing (TATA)Strong Ethics

WeaknessNot very strong in product segment

Opportunityemerging markets

ThreatsAttrition and Employee loyaltyBigger MNC's entering India and competing for globalclientsFocusing on organic growth

Competitor Information

The Major Competitive Firms Of The Organization Include.

Infosys TechnologiesCognizant Technical SolutionsWipro TechnologiesIBMAccentureGen PackMahindra SatyamTech Mahindra

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 andpolicies 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 theirdepartment. 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, the remay 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 executiveswhose 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 selectedpersondothejobwhichisassignedbytheirhead.In theTCStheinitialjobismainlyconcern 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 ProcessTopManagementLevel-It is the top most and prestigious post for the Tata Consultancy Service like CEO, MD. Here top most person is mainly concern for managing the whole company, they also make strategies related to decisionmaking for to phosphorus in near future

Findings & ConclusionCompress 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 theWebjobboards,orcandidateswhomakeitthroughscreeningmaywaitweekstointerviewwithahiring 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 ofinterviews are not a perfect match. Therefore, in case there is need to utilize the service of aplacement agency,then itis recommended thatthese placementagencies begiven awell draftedjob description andjob specification. Thiscan alsobe circulatedto internal employeesunder the employee referral scheme. This will help

Build and manage your candidate pool as a precious resourceA "candidate pool" is a group of individuals who have shown interest in working for yourcompany 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 timeCreate winning impression even on those who are not selectedIts 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 ofprofessionalism. A candidate wheninvited for aninterview must beattended as soonas possible and should not be made to wait for hours together. Interviews conducted on a scheduled time leave a good impression on the candidate. Even if he is not selected, a good impression about thewill make him recommend the name to his people.

Bibliography

Internet :-

http://en.wikipedia.org/wiki/Tata_Consultancy_Serviceshttp://www.citeman.com/9988-recruitment-and-selection-process2/http://en.wikipedia.org/wiki/Recruitment#Screening_and_selectionhttp://portfolio.rediff.com/quotes/tata+consultancy+services+ltdhttp://www.tcs.com

References :-

http://en.wikipedia.org/wiki/Tata_Consultancy_Serviceshttp://www.citeman.com/9988-recruitment-and-selection-process-2/http://en.wikipedia.org/wiki/Recruitment#Screening_and_selectionhttp://portfolio.rediff.com/quotes/tata+consultancy+services+ltdhttp://www.tcs.com

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