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

Recruitment &SelectionProcessPracticed by
aMultinational Organisation-
ACaseStudy on
TCS(TataConsultancyService)

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

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.

RecruitmentandSelection:
• “Right person for the right job is the basic principle in recruitment and selection.Every organisation
should give attention to the selectionof its manpower, especiallyits 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 activitiessmoothly and
efficientlyand for this recruitment and selectionof suitable candidates is essential.
• Human resource management in an organisation willnot be possible if unsuitable persons are selected
and employment in a business unit.

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

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

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 ControlStage 4: Screening

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

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

COMPANY PROFILE
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.

Company Name: Tata Consultancy Service
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
COMPANY PROFILE

VISION
Delivering Beyond Customer Expectations

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

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

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

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

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.

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

R E V I E W L I T E R A T U R EO 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.

R E V I E W L I T E R A T U R EO 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…

TCS carefully select its consultant from top university and from various professional
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

2. FRONTLINE
LEVEL
LEVELS OF SELECTION
SELECTION
1. WORK FORCE
LEVEL
3. MIDDLE
MANAGEMENT
LEVEL
4. TOP
MANAGEMENT
LEVEL

Recruitment And Selection Process of Tata
Consultancy Services
CEOs
Managers
Leaders
Programmers
Top Management Level
Middle Management Level
Frontline Level
Work Force Level

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

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

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

 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

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.

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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