Professional Documents
Culture Documents
MASTER OF BUSINESS
ADMINISTRATION
Submitted by
Mr. MADHU.S.
M.
MB191066
2019-2020
DAVANGERE UNIVERSITY
INSTITUTE OF MANAGEMENT STUDIES
SHIVAGANGOTHRI, DAVANAGERE.
CHAIRMAN CERTIFICATE
Date:
Place:Davanagere
I further declare that this report is of my own efforts and has not been
submitted earlier to any other institutions or universities.
GUIDE CERTIFICATE
1. INTRODUCTION 1-11
CONCLUSION
55-57
ANNEXTURES
Bibliography
Questionnaires
A STUDY ON EMPLOYEE
CHAPTER- 1
1.1 INTRODUCTION
1.3 METHODOLOGY
2. NEED OF STUDY
5. OBJECTIVES
6. HYPOTHISIS
7. RESEARCH DESIGN
The hiring process is the first and main important function in Human resource
management for hiring the candidate it is internally or externally must be a done in a perfect and
professional manner. Recruitment is process of identifying job vacancy, analyzing the job
requirements, reviewing applications and screening. Selection is the process choosing the best
person for the position among more candidates.
Recruiting began with the military and dates all the way back to ancient Egypt, Greece
and Rome. The Birth of the modern Recruiting industry, however, did not take place until the
1940’s as a result of WW. Employment agencies began to advertise for worker who were not
obligated to military service in an effort to fill the void in the workplace left by those who were
called to duty. The end of the war led to an influx of workers returning from the army, many
with new skills that could be applied to the blossoming technology field.
The headhunting industry continued to operate in this way labor laws began to change
and the line between employee and independent contractors was blurred. In 1986, Congress
eliminated safe harbor for certain technical workers, thus affecting the way engineers, drafters,
system analysts, designers, computer programmers and others professionals in similar lines of
work were classified . The revenue act of 1978 had previously permitted employers to appeal
reclassification of an employee if the industry had categorized certain types of workers as
independent contractors in the past. However, this was changed by the 1986 amendment by
preventing employers from appealing reclassification if the employee had been placed by a third
party agency.
In response, corporations simply began doing what the IRS had accused them of
failing to accomplish in the first place. Large companies began reclassifying all their employees,
shifting their status from 10-99s.to WW-2s.As web and technology based businesses began to
blossom with the internet boom in the 1990’s the cat had been cleared for recruiters to place
programmers, system analysts, designers, drafters, computer programmers and engineers as well
as senior and executive level positions for the hundred of a new and thriving companies.
Recruitment and Selection are terms often used interchangeably and it is essential to
understand them and also deliberate on the linkage and interdependence. Bratton and Gold
(2007), differentiate the two terms while establishing a clear link between them by stating that
recruitment is the process of generating a pool of capable candidates to apply for employment to
an organisation.
According to Korsten
(2003)
Aim -To analyze the recruitment and selection process of IT personnel in TCS and review HR
policies pertaining to recruitment and selection
Analysis of manpower budget analysis of the for the recruitment in the recruitment process
To determine which recruitment and selection practices are most effective.
To infuse fresh blood at all levels of the organization.
To develop organizational culture that attracts competent people to the company.
To ensure that all recruitment activities contribute to company goals
With this background, it is very much felt the need for study and analysis of the
recruitment and selection process in the IT industry, as a vital function of HRM to feed with a
quality workforce.
1.3.6 HYPOTHESES:
Ho1: There is no significant difference between the perceptions of employees of IT
companies and consultants with regard to Campus Recruitment.
Ho2: There is no significant difference between the perceptions of employees of IT
companies and consultants with regard to consultancy recruitment as Sources of
recruitment.
Ho3: There is no significant difference between the perceptions of employees of IT
companies and consultants with regard Walk-ins as Sources of recruitment.
Ho4: There is no significant difference between the perceptions of employees of IT
companies and consultants with regard to advertisement in newspaper for recruitment at
junior level.
Ho5: There is no significant difference between the perceptions of employees of IT
companies and consultants with regard to Job fairs for recruitment at junior level.
Ho6: There is no significant difference between the perceptions of employees of IT
companies and consultants with regard to Job portals/websites for recruitment at junior
level.
Ho7: There is no significant difference between the perceptions of employees of IT
companies and consultants with regard to word-of-mouth for recruitment at junior level.
TARGET POPULATION:
Sample unit: In this research, I have taken survey from associates and hires from TCS Public ltd.
1. Primary data: Are original source from which the researcher directly collects data that have
not been previously collected. It includes:
Personal observations.
Discussions with recruiters of consultancies.
2. Secondary data: These are sources containing data, which have collected and complied
for another purpose. The secondary data consists of already compiled statistical statements and
reports whose data may be used by the researchers for the studies. The data is collected through
the following:
HRM textbooks.
HR magazines- HRM review.
HR websites
Other articles from web sites and newspapers.
3. These is a chance of false information gathered as because of some company rules and 60% of
information collect from employee may not be factual.
4. The data was collected only on current working hires and the current associates of the
organization.
1.4 CHAPTER SCHEME
1. INTRODUCTION
2. INDUSTRY PROFILE
B) ROLE OF HR
2.8 COMPITITORS
Over the past decade, the Indian IT-BPO sector has become the country’s premier
growth engine, crossing significant milestones in terms of revenue growth, employment
generation and value creation, in addition to becoming the global brand ambassador for India.
However, the industry performance was affected by these recessionary headwinds as the clients
cut their IT budgets, cancelled deals, delayed payments and deals, went bankrupt while others
renegotiated pricing, looking for severe pricing cuts and stretching the dollar.
While the industry displayed tenacity and resilience, it also commenced its journey to
achieve its aspirations in view of the altered landscape. It commenced working on its agenda to
diversify beyond core off earnings and markets through new business and pricing models,
specialises to provide end-to-end service with deeper penetration across verticals, transform the
process delivery through re-engineering and enabling technology, innovate through research and
development and drive inclusive growth in India by developing targeted solutions for the
domestic market. All these measures, along with India’s game changing value proposition has
helped India widen its leadership position in the global sourcing market.
The advent of 2010 has signaled the revival of outsourcing within core markets, along
with the emerging markets increasingly adopting outsourcing for enhanced competitiveness. Key
demand indicators in the last two quarters such as increased deal flow, volume growth, stable
pricing, and faster decision making has made the industry post good results. Though full
recovery is expected in another two quarters, development of new growth levers, improved
efficiency and changing demand outlook signifies early signs of recovery.
Type: Public
Headquarter: Mumbai
Website: www.tcs.com
Vision-To decouple business growth and ecological footprint from its operations to address the
environment bottom-line.
To grow sustainably and help our customers achieve sustainable growth through our green
solutions and service offerings."
Mission-To help customers achieve their business objectives by providing innovative, best-in-
class consulting, IT solutions and services.
Values- Integrity, leading change, excellence, respect for the individual, and fostering an
environment of learning and sharing.
Mumbai Chennai
Kolkata Pune
Bangalore Gurgaon
Hyderabad Noida
Goa Bhubaneswar
Ahmedabad Baroda
Coimbatore Delhi
Gandhinagar Jamshedpur
Kochi Thiruvanthapuram
Lucknow
2.6 TCS
SERVICES IT
Services:
Application development,
Product Maintenance,
Reengineering, Testing
Packaged Software
Implementation, Systems integration
IT products
Product services
Global Consulting:
IT Consulting
Business Consulting
Quality Consulting
IT Infrastructure:
BPO:
CEO
RSPP QUALITY MANAGER
COO + QUALITY REPRESENTATIVE
ADMINISTRATIVE
IINDUSTRIAL
SALES MANAGEMENT
AND HRPRODUCT
AND PRODUCTION
QUALITY
TESTS/CAA
LOGISTICS
TECHNICAL
MAINTENANCE
DEPT
SALES
INVENTORY
B) ROLE OF HR
2.8 COMPITITORS
Infosys Technologies
Limited Tech Mahindra
IBM
Wipro Cooperation
HCL Tech
Sapient Cooperation
Oracle
Hewlett Packard Global Soft Ltd
and many more.
2.9 SWOT
ANLYSIS Strength
Opportunities
Threats
1. INTRODUCTION
2. INDUSTRY PROFILE
CHAPTER-3
THEORETICAL FRAME WORK
3.1 MEANING OF CONCEPT
Recruitment is one of the most critical human resource functions for organizations.
Attracting the right people, with the right blend of skills and experience into the right job s, and
aligning this to the organization’s overall objectives is crucial to organization success.
Recruitment planning is the initial step of the hiring process, where the vacant places
are examined and labeled. It includes job disclaimers and its nature, experience, qualifications
and skills required for the job, etc.
Identifying Vacancy
Job Analysis
Determining the skills, knowledge and skills, which are required for the job job Title /
Job Identification / Organization Position
Job Location
Summary of Job
Job Duties
Machines, Materials and Equipment
Process of Supervision
Working Conditions
Health Hazards.
Job Specification
Qualification
Experiences
Training and development
Skills requirements
Work responsibilities
Emotional characteristics
Planning of career
Job Evaluation
The main objective of job evaluation is to analyze and determine which job commands
how much pay. There are several methods such as job grading, job classifications, job
ranking, etc., which are involved in job evaluation. Job evaluation forms the basis for salary and
wage negotiations.
2. Recruitment Strategy
Recruitment strategy is the second step of the recruitment process, where a strategy is
prepared for hiring the resources. After completing the preparation of job descriptions and job
specifications, the next step is to decide which strategy to adopt for recruiting the potential
candidates for the organization.
While preparing a recruitment strategy, the HR team considers the following points
Source activation − Once the line manager verifies and permits the existence of the
vacancy, the search for candidates starts.
Selling − Here, the organization selects the media through which the communication of
vacancies reaches the prospective candidates.
It is the discovering of potential of applicants for actual or anticipated organizational
vacancies. It actually links together those with jobs and those seeking jobs.
Recruitment and selection is not only about choosing the most suitable candidate. The
recruitment and selection experience can also impact on the likelihood that a candidate will
accept a job offer and on their subsequent commitment to remaining with the organisation.
3.3 SOURCES OF
RECRUITMENT Internal
Recruitment
The first source of recruitment to fill up the vacancies happens from within the
concern or organization. Internal sources of recruitment are readily available to an organization.
Internal sources are primarily three – Transfers, promotions and Re-employment of ex-
employees.
External sources of recruitment have to be solicited from outside the organization. The
external sources of recruitment include – Walk-in, advertisements, employment agencies,
educational institutes, labour contractors, recommendations etc.
Walk - In (Direct & Scheduled): This a source of external recruitment in which the applications
for vacancies are presented on jobsites and candidates can walk-in to the venue of the
recruitment process and apply for the vacancies available.
A NEW TREND: There is also an internal sourcing team works on scheduling interviews for
eligible candidates who have applied in the organization’s websites. The candidates are given an
electronically generated reference ID which is unique to each for further correspondence till they
become a part of the organisation in case they are successful.
Placement Vendors / Third Party Vendors: – There are certain professional organizations
which look towards recruitment and employment of people, i.e. these private agencies run by
private individuals supply required manpower to needy concerns. These are proving to be
strategic partners to any organisation as they provide immediate supply of candidates whenever
there is an urgent need to satisfy a requirement, and when organisations do not have the time to
plan a recruitment drive for those vacancies in hand.
Entry Level Hiring: Most campus recruiters interview college students with an aim of filling up
entry level positions in various departments.
Long Term Benefits: Such early association with suitable candidates can also open up avenues
for hiring individuals who may go a long way with the current Company.
3. The effects of past recruiting efforts which show the organization’s ability to locate and retain
the good performing people.
INITIAL SCREENING
The initial screening is done only to check the eligibility criteria .The eligibility
criteria is: The candidate should have a consistent 60% in 10th, 12th and graduation. The
candidate should not have more than 2 years of gap during his/her education. Experience – varies
as per the skill and role.
TECHNICAL ROUND
Technical panel consisting of 2 people relevant to that technology and project take the
technical round. The members on the panel must be of ASE grade and above. The candidate is
tested on various criteria. If a person clears the management interview he/she is known as an
“Tech Select”
MANAGEMENT ROUND
Taken by a panel of ASC grade and above. Tests the managerial skills of a person. If a
person clears the management interview he/she is known as an “MR Select”
HR ROUND
It is taken by the recruiter of a particular ISU .After a candidate passes all the rounds,
an online offer letter is generated
3.6 LEVEL OF MANGEMENT TCS
CEOs
Manager Top Management
Leader
Middle Management
Programmers
Lower level
Top Management Level - 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.
Middle Level of Management - The Executive Selection Scheme is a fast track program
for accelerated growth of high potential professionals. It take care of all project taken by the
company. This is also two way communication process. Here the manager communicate with his
high level person, lower level employees and more with clients.
Recruitment And Selection Process - This is also based on internally and externally
In Internal process -
1. Interview
2. Presentation
3. Case Study Analysis
4. Leadership Quality
5. According to their performance.
In External Process -
1. Written Aptitude test
5. Leadership quality
6. Negotiation
Lower Level of Management - Frontline level is the upper level of work force level. A
person could be the head of one team of workforce level. Here it concern with strong technical as
well as communication skill. It is two way communication process where he/she communicate
with work force people as well as their technical department.
His is internal and external process here employee is getting select from inside the
company or from outside the company. The inside selection process is bit different from outside
selection process.
Recruitment And Selection Process - This is also based on internally and externally
In Internal process -
3. Leadership quality
In External Process -
1. Written
4. Group Discussion
Work force level of Management - Work force level is the initial level of any company
hear the selected person do the job which is assigned by their head. In the TCS the
Recruitment And Selection Process- This is also based on internally and externally.
In Internal process-
1. According to their performance
In External Process-
1. Application: it can be either online or respond to one of company’s Ads--They screen
candidates resume and call them for an interview
2. Written (Aptitude test)
1. INTRODUCTION
2. INDUSTRY PROFILE
Female 12 30
Total 40 100
30%
Male
70% Female
Analysis: From the table it is observed that 70% belongs of male respondents and 30% belongs
to female respondents.
Particulars No of Percentage
respondents
15-20years 1 2.5
20-25years 16 40
25-30years 21 52.5
Above31 2 5
Total 40 100
2.50% 40%
53%
15-20years
20-25years 20-30years
Above31
5
Analysis: From the table it indicates that 2.5% belongs to 15 to 20 years, 40% belongs to 20 to
25 years, 52.5% belongs to 25 to 30 years and 5% belongs to above 31 years.
Diploma 22 55
Engineering 9 22.5
Graduate 4 10
Post-graduation 5 12.5
Total 40 100
12% Diploma
10%
Engineering
55%
23%
Graduation Post-graduation
Analysis: From the table it indicates that 55% belongs to diploma, 22.5% belongs to
Engineering, 10% belongs to Graduate and 12.5% belongs to Post-graduation.
0-5years 30 75
5-10years 6 15
15-20years 4 10
Above31 0 0
Total 40 100
0
10 0-5years
15
5-10years
7515-20years
above 31
Analysis: From the table it indicates that 75% belongs to 0 to 5 years, 15% belongs to 5 to 10
years, 10% belongs to 15 to 20 years and 0% belongs to above 31 years.
Advertisement 25 62.5
Consultant 5 12.5
Personal reference 10 25
Campus 0 0
Total 40 100
0%
25% Advitisment
Consultant Personal referance Campus
12.50% 62.50%
Analysis: From the table it indicates that 62.5% belongs to advertisement, 12.50% belongs to
consultant, 25% belongs to personal and 0% belongs to campus.
Yes 27 67.5
No 13 32.5
Total 40 100
37.5%
67.5% Yes
No
Analysis: From the table it indicates that 67.5% belongs to yes, 32.5% belongs to no.
Interpretation: Most of the employees says they are comfortable with hiring process which
they are settled
4.7 TABLE SHOWING SOURCE FOR HIRING PROCESS
Internal 37 92.5
External 1 2.5
Both 2 5
Total 40 100
2.5 5
Internal
External Both
92.5
Analysis: From the table it indicates that 92.5% belongs to internal, 2.5% belongs to external,
5% belongs to both.
Interpretation: most of the employees says internal hiring process using in TCS Public ltd.
4.8 TABLE SHOWING APPROACH OF MANAGEMENT DURING THE
HIRING
Particulars No of respondents Percentage
Serious 7 17.5
Positive 10 25
Negative 0 0
Casual 23 57.5
Total 40 100
17.5 Serious
Positive Negative Casual
57.5 25
Analysis: From the table it indicates that 17% belongs to serious, 25% belongs to positive, 0%
belongs to negative and 23% belongs to casual.
Interpretation: most of the employees says casual hiring is in TCS Public ltd.
4.9 TABLE SHOWING IMPRESSION IN HIRING
Particulars No of Percentage
respondents
Good 15 37.5
Fair 12 30
Excellent 13 32.5
Total 40 100
Analysis: From the table it indicates that 37.5% belongs to good, 30% belongs to fair, 32.5%
belongs to excellent.
Interpretation: most of the employees are having good impression on TCS Public Ltd.
4.10 TABLE SHOWING SATISFACTION LEVEL WITH A
SALARY PACKAGE
Very satisfied 0 0
Satisfied 5 12.5
Fair 8 20
Unsatisfied 16 40
Total 40 100
012.50%
Very satisfied
28% Satisfied Fair Unsatisfied
20%
Very unsatisfied
40%
Satisfied 5 12.5
Fair 13 32.5
Unsatisfied 11 27.5
Very unsatisfied 10 25
Total 40 100
2.50% 12.50%
Very satisfied
25% Satisfied Fair Unsatisfied
Very unsatisfied
32.50%
27.50%
0-2years 22 55
2-4years 13 32.5
4-6years 4 10
Total 40 100
10% 3%
0-2years
32.50% 2-4years
55%
4-6years More then6
Analysis: From the table it indicates that 55% belongs to 0-2years, 32.5% belongs
to 2-4years, 10% belongs to 4-6years, 2.5% belongs to more than 6years
Interpretation: most of the employees are working in this organization for 0 to 2years.
4.13 TABLE SHOWING TIMELINE OF HIRING AND SELECTION
PROCESS
Yes 30 75
No 10 25
Total 40 100
25%
Yes
75% No
Analysis: From the table it indicates that 75% belongs to yes, 25% belongs to no.
Interpretation: 75% of the employees says organization is doing timeline hiring process.
4.14 TABLE SHOWING TIME DURING RECRUITMENT
Aptitude test 14 35
Judgement test 6 15
Total 40 100
Aptitude test
17.50% 35% Projective test
15%
Judgement test
33% Psychometric
test
Analysis: From the table indicates that 35% aptitude test 32.5% are projective test 15%
Judgment test and psychometric test 17.50%.
Yes 4 10
No 36 90
Total 40 100
10%
Yes
90% No
Analysis: From the table it indicates that10% belongs to yes, 90% belongs to no
Interpretation: most of the employees says organization is looking for fresh employees.
4.16 TABLE SHOWING THE IMPORTANT QUALITY
Knowledge 24 60
Past experience 2 5
Other 5 12.5
Total 40 100
12.50% Knowledge
22.50% Past experience
60%
Team work ability Other
5%
Analysis: From the table it indicates that 60% belongs to knowledge, 5% belongs to past
experience, 22.5% belongs to team work ability and 12.5% belongs to other.
Yes 34 85
No 6 15
Total 40 100
15%
Yes No
85%
Analysis: From the table it indicates that 85% belongs to yes, 15% belongs to no
Yes 21 52.5
No 19 47.5
Total 40 100
47.50%
52.50% Yes
No
Analysis: From the table it indicates that 52.5% belongs to yes, 47.5% belongs to no
Interpretation: Most of the employees says resume screening and shout list method is used by
the organisation in interview.
4.19 TABLE SHOWING METHOD USED FOR HIRING PROCESS
Particulars No of Percentage
respondents
Structure 7 17.5
Unstructured 5 12.5
Aptitude 28 70
Case study 0 0
Total 40 100
0 17.50%
Structure
Unstructured
12.50% Aptitude Case study
70%
Analysis: From the table it indicates that 17.5% belongs to structure, 12.5% belongs to
unstructured, 70% belongs to aptitude, 0% belongs case study.
1. INTRODUCTION
2. INDUSTRY PROFILE
5.2 SUGGESTIONS
5.3 CONCLUSION
CHAPTER- 5
From the survey for associates it has been found that majority respondent was male.
It has been found that majority of the respondents have work experience of 0-5 years.
The management of TCS Public ltd can increase its scope of hiring through campus
and company can go for job fairs where people get to know about the openings.
They should also follow new selection techniques and methods for better hiring.
For filling up vacancy’s hiring process can be adopted more in the concerned.
Stress should be given on proper maintenance of database of application for future
hiring in the organization.
5.3 CONCLUSION:
This study is based on hiring process and selection practices at TCS Public ltd. The
focus of hiring and selection is to match the capability of prospective candidates against the
demands and rewards in given job. For this reason, top performing companies devote
considerable resources and energy to creating high quality selection systems.
Hiring and selection process are important practices for human resource management
and are crucial in affecting organizational success. The quality of new recruits depends upon an
organization hiring practices and that the relative effectiveness of the selection phase is
inherently dependent upon the potential of the candidates attracted.
Majority of the recruiters who tied up with TCS are into the business from more than
6years. By analyzing the findings, recommendations I conclude that the effectiveness of hiring
and selection at TCS is good and it is also found that the services offered are also up to the
expectations of the associates.
ANNEXTURES
Bibliography
Questionnaires
Bibliography
Fisher shoe felt Shaw-Human resource management-4th edition-Macmillan
Press limited.
Kothari C.R research Methodology-Methods and techniques (2nd edition)-new
age International (pvt) limited.
Bratton John and Gold Jeffery (1994)-HRM-Theory and practice, 6th edition-
Macmillan pres Limited.
Memoria C.B-Human Resource Management-Himalaya publishing home,
11th edition 1993.
Websites
WWW.HVS INTERNATIONAL JOURNALS.COM
WWW.Google.com
WWW.SLIDESHARE.COM
WWW.SCRIBD.COM
WWW.MANAGEMENTPARADISE.COM
Questionnaire
Dear sir/madam,
So, we kindly request you to spend your 5-10 minutes in filing questionnaire and it helps us to
gain your thoughts and opinions /feedback which may help to serve the better satisfaction in the
future.
Name:
Designation:
Phone no:
□ Male □ Female
□ Diploma □ Engineering
□ Graduation □ Post-Graduation
□ Advertisement □ Consultant
□ Personal reference □ Campus
6) Are you satisfied with the hiring process by which you are settled?
□ Yes □ No
7) What are the sources for hiring and selection in TCS Public ltd?
□ Serious □ Positive
□ Negative □ Casual
9) What impression/ image you were having of TCS Public ltd before getting hiring?
□ Good □ Fair
10) Are you satisfactory with salary package?
□ 0-2years □ 2- 4years
□ 4 - 6years □ More than 6years
13) Does the organization doing timeliness hiring and selection process?
□ Yes □ No
14) What kind of the following test conducted during the time of the recruitment?
□ Yes □ No
16) Which is the most important quality the organization looks for in a candidate?
□ Yes □ No
18) Is the resume screening and shortlisting method used by the organization
in interview?
□ Yes □ No
19) Which method should be used for hiring?
□ Structure □ Unstructured
□ Aptitude □ Case study questions
Date: Place: