Recruitment & selection process practiced by a multinational organisation a case study on tcs

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1. Recruitment & Selection Process Practiced by a Multinational Organisation- A Case Study on TCS (Tata Consultancy Service)

2. Content Introduction Company Profile Methodology Of the Study Review of Literature Recruitment & Selection Process at TCS Conclusion References

3. Introduction Recruitment is the process of attracting individuals on a timely basis in sufficient numbers and with appropriate qualification, to apply for jobs within an organization. The process of searching prospective employees with multidimensional skills and experience that suits organization strategies in fundamental to the growth of the organization, this demands more comprehensive strategic perspective recruitment. Organizations require the services of large number of personnel, these personnel occupies the various positions created to the process of organization.

4. Recruitment and Selection: “Right person for the right job is the basic principle in recruitment and selection. Every organisation should give attention to the selection of its manpower, especially its managers. The operative manpower is equally important and essential for the orderly working of an enterprise. Every business organisation/unit needs manpower for carrying different business activities smoothly and efficiently and for this recruitment and selection of suitable candidates is essential. Human resource management in an organisation will not be possible if unsuitable persons are selected and employment in a business unit.

5. Definition: According to EDWIN FLIPPO, “Recruitment is the process of searching for prospective employees and stimulating them to apply for jobs in the organization.” Recruitment

6. Selection is the technique of choosing new member of an organization from the available candidates. Selection

7. Recruitment Process: Stage 1: Recruitment Planning Recruitment refers to the process of identifying and attracting job seekers so as to build a pool of qualified job applicants. Stage 2: Strategy Development Stage 3: Searching Stage 5: Evaluation And Control Stage 4: Screening

8. Selection Process 1: Preliminary test Selection is along process, commencing from the preliminary interview of the applicants an depending with the contract of employment. 2: Selection test 3: Employment interview 5: Analysis 4: Reference and background

9. Selection Process (contd..) 6: Selection decision 7: Physical examination 9: Employment contract 8 : Job offer

10. C O M P A N Y P R O F I L E Tata Consultancy Services Limited (TCS) is an Indian multinational information technology (IT) service and consulting company headquartered in Mumbai, Maharashtra, India. It is a subsidiary of the Tata Group and operates in 149 locations across 46 countries. TCS is the second largest Indian company by market capitalisation . Tata consultancy services is now placed among the most valuable IT services brands worldwide . In 2015, TCS was ranked 64th overall in the Forbes World's Most Innovative Companies ranking, making it both the highest-ranked IT services company and the top Indian company. It is the world's largest IT services provider. As of 2018, it is ranked eleventh on the Fortune India 500 list. In April 2018, TCS became the first Indian IT company to reach $100 billion in market capitalisation,[15] and second Indian company ever (after Reliance Industries achieved it in 2007) after its market capitalisation stood at 6,79,332.81 crore ($102.6 billion) on the Bombay Stock Exchange. In 2016–2017, Parent company Tata Sons owned 72.05% of TCS and more than 70% of Tata Sons' dividends were generated by TCS. In March 2018, Tata Sons decided to sell stocks of TCS worth $1.25 billion in a bulk deal.

11. Compa n y Name : T a t a C o ns u l t ancy S e r vice Founded: 1968 Founders: J R D Tata Headquarters: Mumbai, Maharastra , India CEO: N . Chandrasekaran Industry : IT Service , IT Consulting Number of employee: 335,620 ( October 2015), of which 31% were women Number of Offices : 140 offices in 26 country Office abroad : North America ,South America, Europe, Middle east and Africa C O M P A N Y P R O F I L E

12. VISION Delivering Beyond Customer Expectations

13. To make it a joy for all stakeholders to work with us. Leading change Integrity Respect for the individual Excellence Learning and sharing.

14. Products and services TCS and its 67 subsidiaries  provides a wide range of information technology-related products and services including application development, business process outsourcing, capacity planning, consulting, enterprise software, hardware sizing, payment processing, software management and technology education services. The firm's established software products are TCS BaNCS and TCS MasterCraft . Application development and maintenance (43.80%) value Asset leverage solutions[clarification needed] (2.70 %) Assurance services (7.70 %) Business process outsourcing (12.50 %) Consulting (2.00 %) Engineering and Industrial services (4.60 %) Enterprise solution (15.21 %) IT infrastructure services (11.50 %) Cognitive Business Operations Cloud Infrastructure Automation and AI

15. Operations Tata Consultancy Services has 285 offices across 46 countries and 147 delivery centres in 21 countries. At the same date TCS had a total of 58 subsidiary companies . TCS has operations in the following locations : India Asia (excluding India ) Australia Africa Europe North America South America

16. Objective Of the Study To understand the selection process of TCS. To study the effectiveness of the process. To analyze the selection process. To suggest some ways to improve the selection process.

17. Methodology This case study is mainly based on secondary data. The articles which are published in the area of recruitment and selection and information from website of TCS. Secondary Data This study is conducted by collecting and analysing the data from secondary sources. Secondary data is collected from the books, journals, and websites. Data Analysis

18. R E V I E W L I T E R A T U R E O F According to Montgomery (1996) is on matching the capabilities and inclinations of prospective candidates against the demands and rewards inherent in a given job. Barber ( 1998): Defines Employee recruitment as “practices and activities carried on by an organization for the purpose of identifying and attracting potential employees”. According to Costello ( 2006) recruitment is described as the set of activities and processes used to legally obtain a sufficient number of qualified people at the right place and time so that the people and the organization can select each other in their own best short and long term interests Dessler ,(2000 ) found in his study that the Recruitment and selection forms a core part of the central activities underlying human resource management: namely, the acquisition, development and reward of the workers.

19. R E V I E W L I T E R A T U R E O F Burton (2001) in his study of recruitment and selection practices in the USA, found that approximately 25 percent of respondent organizations conducted validation studies on their selection methods. Furthermore, in a rating of various selection methods, those perceived to be above average in their ability to predict employees' job performance included work samples, references/recommendations, unstructured interviews, structured interviews and assessment centres Taylor (2008): He says that selection involves using techniques or different methods to assess the applicants and decide who is the best suited to the available position, given management goals and legal requirements . Turner (2010): He says that the success of an organization depends on its ability to get the right people, in the right place at the right time . Contd …

20. TCS carefully select its consultant from top university and from various profession al backgrounds . They evaluate people based on their attitude and of course their technical expertise Process Sources of recruitment are: Internal promotion and internal introductions (at times desirable for morale purposes) Careers officers (and careers masters at schools) University (Campus) appointment boards Agencies for the unemployed Advertising (often via agents for specialist posts) or the use of other local media (e.g. commercial radio) Recruitment & Selection Process at TCS

21. 2. FRONTLINE LEVEL L EVELS OF SELECTION SELECTION 1. WORK FORCE LEVEL 3. MIDDLE MAN A GEMENT LEVEL 4. TOP MA N A G EM E NT LEVEL

22. Recruitment And Selection Process of Tata Consultancy Services C E Os Mana g e r s Leade r s Programmers Top Management Level Middle Management Level Frontline Level Work Force Level

23. W O R K FORCE L E V E L Application: It can be either online or respond to one of company’s Ads They screen candidate’s resume and call them for an interview Selection process is through Written (Aptitude test) Interview (Technical & non-technical) Group Problem Solving Recruitment process for work force level

24. Recruitment process for frontline level F R O N T L I N E L E V E L Selection process for frontline level from Outside Written Interview (technical & non-technical) Case study analysis, aptitude test Group Discussion Inside According to their performance Interview Leadership quality

25. Middle Management level This is also based on internally and externally Internal process Interview Presentation Case Study Analysis Leadership Quality & According to their performance External Process Written Aptitude test Interview (technical & non-technical) Case study analysis Presentation Leadership quality Negotiation

26. 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 decision making for to phosphorus in near future . TCS doesn’t recruit the top level managers externally. They select the right candidate(s) for the posts internally who have served the company for a long time. Top Management Level

27. Conclusion Recruitment and selection is very important aspect for every organization company standards and efficiency can be increased by the recruiting and training the potential employees so TCS has evaluating the employees in recruiting and selection to maintain standards by conducting several levels of interviews.

28. References Understanding human resource management ken N.Kamoche . Open university press, 2001 Organizational success through effective human resources management ronald R. Sims. Quorum books, 2002 How to develop essential HR policies and procedures, john H.Mcconnell . AMACOM, 2005 Krishnan, sandeep K.; Singh, manjari . South asian journal of management, vol. 18, no. 1, january -march 2011 Human Resource Management, Dr.P.C.Pardeshi,2005 Personnel Management: The Utilization of Human Resources, Herbert J. Chruden ,,1980

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