CHAPTER 1

INTRODUCTION
Job duties and responsibilities of IT
professionals
The key job duties of IT professionals typically include creating new
computer systems, networks, and applications or finding software errors
through troubleshooting. Many of them can be involved in various tasks
depending on their roles and the company's needs.

As an IT worker, you can expect to work with computer-based information

systems, software, and hardware, typically by designing, developing, and
managing them. Everyday responsibilities can include: 
 Identifying technical problems 
 Deploying the appropriate IT solutions to solve problems 
 Designing computer-based systems or programs
 Identifying user needs with technology 

Technical skills
 Computer literacy: As an IT professional, you’ll spend a lot of time
using computers, so understanding how to operate it and its basic
functions is necessary.
 Coding: Many IT roles require coding knowledge in various
programming languages, depending on your specific role. You may
help code or develop new software and applications for your company.
 Application development: Having experience with application
development can help you to understand the back-end of the software
you’re using. You may find this helpful in creating new software or
applications and monitoring computer systems.

IT education requirements
Most IT jobs require that you have a bachelor's degree at a minimum. You
can attain a degree in various fields to qualify for IT roles, such as
information technology, computer science, or computer engineering. Some
common courses you’ll take to help prepare you for an IT career include
statistics, calculus, data networking, and information security. 
Job roles offered by TCS
Job offers are released by the company to freshers, providing them with the
designation of Assistant Systems Engineer - Trainee. Within a year, they get
promoted to assistant systems engineer and then systems engineer. For
experienced candidates, job roles such as IT analyst, assistant consultant, and
database administrator are offered. Apart from a technical role, management roles
are also provided for people with career aspirations in management. In addition to
technical knowledge, domain knowledge is also assessed for the candidates who
have work experience.
Eligibility criteria for the TCS recruitment

Freshers who are willing to participate in recruitment drives, both

on-campus and off-campus, should have a minimum of 60% in
their semesters with no standing arrears. Experienced candidates
are expected to have 60% in graduation or post-graduation,
irrespective of their stream. Though engineers receive higher pay
when compared to other graduates, TCS accepts candidates with a
college degree from any stream. One point to note here is that the
gap in education should be less than two years. If it is more than
two years, then HR might look for supporting documents to justify
your gap in education. The timeline for the HCL recruitment
process is as follows:

TCS hiring process and rounds of interviews

Multiple rounds of interviews are conducted in the selection process which is

subjected to change from time to time. The TCS NQT exam is also a channel
through which candidates can get screened for recruitment in the company. As per
the latest selection process, TCS conducts four rounds of interviews. The interview
rounds are similar to other recruitment companies, where in most cases, the
communication skills of candidates are given weightage in addition to their
programming skills.
  Firstly on the basis of your submitted application and documents, you
will be allowed for screening. The screening may comprise of group
discussions to test communication skills in both campus and TCS
Recruitment Off Campus.
 To prove your eligibility you will have to appear in the online test. The
test will comprise of questions based on verbal and analytical ability.
There can be a technical test for some profiles.
 If you have made it possible to get a good scorecard in the test you will
be called up for the interview.
 All done, if you have managed to prove your potential in the selection
process you can get the joining letter.

TCS Recruitment 2023: The TCS, Tata Consultancy Service is among the major
Indian firm providing its services in IT and consulting sector. The company has been
renowned for its quality services and providing contentment to both its clients and
employees as well. Emerged from the parent group TATA in 1968 today, it is
running is on the top in 13 countries.

Major Branches:
  Ahmadabad
 Hyderabad
 Delhi
 Chennai
 Mumbai
 Kolkata

TCS Recruitment Process 2023

It shall be an honor for the aspirants to join a firm which is given 64 th rank worldwide
in most innovative company ranked by the Forbes. There is no easy way to get an
entry in the company anyway. However, the selection of new ideas and potential
candidates is done either of these TCS Recruitment Process for Freshers

TCS Eligibility Criteria for Freshers 2023

Compulsory

 Only full-time degrees and courses will be accepted.

 Being a fresher all that most of the students have is their marks; same way
you can be an eligible applicant only if you have 60% marks all over (3years
or all semesters).
 The age should be minimum 18 and maximum 28 years.
 There should not be the gap of more than 2 years. (The gap will be
considered only if it has a valid reason)
CHAPTER 2
LITERATURE REVIEW
Review of Literature:
Barber (1998) defines Employee recruitment as
“practices and activities carried on by an organization
for the purpose of identifying and attracting potential
employees”. Many large corporations have employee
recruitment plans that are designed to attract potential
employees that are not only capable of filling vacant
positions but also add to the organization’s culture.
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. According to
Montgomery (1996)is on matching the capabilities and
inclinations of prospective candidates against the
demands and rewards inherent in a given job.
Jovanovich (2004) said recruitment is a process of
attracting a pool of high quality applicants so as

select the best among them. For this reason, top

performing companies devoted considerable resources
and energy to creating high quality selection systems.
Due to the fact that organizations are always fortified
by information technology to be more competitive, it is
natural to also consider utilizing this technology to reorganize the traditional
recruitment and selection
process through proper decision techniques, with that
both the effectiveness and the efficiency of the
processes can be increased and the quality of the
recruitment and selection decision improved. Need of
the Recruitment and Selection Process
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.
It frequently forms an important part of the work of
human resource managers–or designated specialists
within work organizations. However, and importantly,
recruitment and selection decisions are often for good
reason taken by non-specialists, by the line managers.
Recruitment and selection also have an important role
to play in ensuring worker performance and positive
organizational outcomes. Recruitment and selection
had the capacity to form a key part of the process of
managing and leading people as a routine part of
organizational life, it is suggested here that recruitment
and selection has become ever more important as
organizations increasingly regard their workforce as a
source of competitive advantage. Of course, not all
employers engage with this proposition even at the
rhetorical level.
However, there is evidence of increased interest in the
utilization of employee selection methods which are
valid, reliable and fair. Dessler listingthe essence of
these in the following; build a pool of candidates for
the job, have the applicants fill out application forms,
utilize various selection techniques to identify viable
job candidates, send one or more viable job candidates
to their supervisor, have the candidate(s) go through
selection interviews, and determine to which
candidate(s)an offer should be made. Mullins (1999)
indicated that to be a high performing organization,
human resource management must be able to assist the
organization to place the right person in the right job.
The human resource management practices include
recruitment, selection,placement, evaluation, training
and development, compensation and benefits, and
retention of the employees of an organization.
Businesses have developed human resource
information systems that support:
(i) recruitment,
selection, and hiring,
(ii) job placement,
(iii) performance appraisals,
(iv) employee benefits
analysis,
(v) training and development, and
(vi) health,
safety, and security.
Process of Recruitment Odiorne (1984) indicated that
the quality of new recruits depends upon an
organization's recruitmentpractice , and that the
relative effectiveness of the selection phase is
inherently dependent upon the caliber of candidates
attracted. Smith et al. (1989) argue that the more
effectively the recruitment stage is carried out,the less
important the actual selection process becomes.When
an organization makes the decision to fill an existing
vacancy through recruitment, the first stage in
theprocess involves conducting a comprehensive job
analysis.
This may already have been conducted through the
human resource planning process, particularly where
recruitment is a relatively frequent occurrence. Once a
job analysis has been conducted,the organization has a
clear indication of the particular requirements of the
job, where that job fits into the overall organization
structure, and can then begin the process of
recruitment to attract suitable candidates for the
particular vacancy. According to Odiorne , (1984) one
result of effective recruitment and selection is reduced
labour turnover and good employee morale. Recruiting
ineffectively is costly, since poor recruits may perform
badly and/or leave their employhis case study is a review of knowledge
management practices at Tata Consultancy Services –
an increasingly global IT consulting firm headquartered in Mumbai – which has
enabled it to
meet ambitious growth targets over the past 5 years. The case also narrates some
of the
continuing challenges that confront TCS and the potential risks pertaining to
leveraging
knowledge capital. The authors collaborated on this case in order to develop
learning insights
on knowledge management in practice at global leaders across industries. While
open-ended in
its conclusions, this case does reveal some of the dilemmas faced by strategic
management in
adopting a suitable KM strategy for sustainable growth.

Keywords – growth strategy, learning organization, knowledge management,

knowledge
audit, knowledge management strategy, knowledge strategy, knowledge transfer.

CHAPTER 3
RATIONALE OF STUDY
Value Creation Model
Talent and creativity, that is represented by human capital, is at the
core of TCS’ value creation engine.
TCS continually enhances its human capital by acquiring the best talent
available in each of the markets it operates in, providing a supportive
and vibrant workplace to engage that talent, investing in upskilling
individuals with the latest technology skills, and giving them career paths
matching their aspirations.
A firm belief in organic talent development, and of investing in people,
has helped TCS successfully navigate through multiple technology
cycles over the last five decades, pivoting and adapting each time to
build relevant new capabilities through reskilling of the workforce at scale
and helping customers realize the benefits of emerging technologies.
The company’s industry-aligned, customer-centric organization structure
has resulted in each business unit acquiring tremendous domain depth,
and the account teams within those units building up immense customer-
specific contextual knowledge. This domain expertise, contextual
knowledge, project management experience and technology expertise
gained on the job represents a conversion of human capital
into intellectual capital.
TCS applies some of its intellectual capital towards investments in
research and innovation (R&I), exploring the creative use of newer
technologies to solve business problems across different industry
verticals. In addition to its own intellectual capital, TCS also partners with
leading technology providers, start-ups and academic researchers to
leverage their intellectual capital and build solutions.
Some of the innovative software solutions piloted by R&I, that are
assessed to have a material market potential are productized, adding to
TCS’ large portfolio of products and platforms. These expand the
organization’s intellectual capital; create new revenue streams, adding
to the financial capital; and enhance its brand positioning
i.e. relationship capital.
Customer Engagement
TCS uses its intellectual capital and human capital to build impactful,
customized technology and business solutions that address the
customer’s business problems. Further, its ability to stitch together
complex, holistic solutions that address the needs of all stakeholders in
the enterprise, along with the high levels of trust engendered in customer
relationships, helps it win large transformation deals. These deals bring
in high quality revenues, powering industry-leading organic growth and
margins, boosting the company’s financial capital.
These solutions create immense value for our customers by helping
them embrace new business models, pursue new revenue streams,
deliver superior customer experiences or build resilience and efficiency
into their operations, and gain competitive differentiation.
The company’s strong service orientation, willingness to invest in the
relationship, commitment to deliver impactful outcomes and track record
of execution excellence have resulted in consistently high customer
satisfaction levels and long, enduring customer relationships. The
resultant expansion in relationship capital translates into a very high
level of repeat business that lends greater visibility and predictability to
the business model.
TCS constantly invests in building newer capabilities and expanding its
offerings. By cross-selling and up-selling these new offerings, customer
engagements continually expand over the years, covering newer and
newer areas of the enterprise’s operations. This further broadens and
deepens the contextual knowledge of customers’ business and IT
landscapes, further enhancing TCS’ intellectual capital.
Over time, this combination of business knowledge, contextual
knowledge, technology depth, and intellectual property has become a
steadily deepening moat around the company’s business model and
sharpened its differentiated positioning.
Value Sharing
Best in class profitability, reduced cost of capital due to a more
predictable and resilient business, and high cash conversion on account
of superior execution have resulted in a high return on equity. All this
and a shareholder-friendly capital allocation policy have boosted the
company’s relationship capital with shareholders.
The investments in people, research and innovation, and intellectual
property creation are all charged off and not capitalized. The company’s
capital expenditure to support its growth – manufacturing capital –
towards building campuses, Agile workspaces, innovation centers, and
Pace Ports is modest relative to its size.
TCS’ physical operations consume social capital in the form of license
to operate in each of the communities, and natural capital in terms of its
environmental footprint. TCS enhances its social capital with local
communities across the world by investing in areas such as education,
skill development, employability, health and wellness, and the
environment, mapped to UN Development Goals. On the environmental
front, TCS has a systematic program to reduce its carbon and resource
consumption footprint – including the use of green IT, green buildings,
intelligent energy management using its own IoT-based solution and
water and waste recycling.
TCS’ business model and strategy have resulted in deep and enduring
customer relationships, a vibrant and engaged workforce, a steady
expansion of its addressable market, a strong reputation as a
responsible corporate citizen and a proven track record in delivering
longer term stakeholder value. All of this has significantly enhanced the
company’s brand value, which is a quantifiable measure of
its social and relationship capital with stakeholders.
Strategy for Sustainable Growth
Customer-centricity is at the heart of TCS’ strategy, organization
structure and investment decisions. TCS’ customer-centric worldview
helps spot trends early, embrace business opportunities by making the
right investments and mitigating risks while discharging its social and
environmental responsibilities.
TCS invests in broadening and deepening customer relationships by
continually looking for new areas in their value chain where it can add
value, proactively investing in building newer capabilities, reskilling its
workforce and launching newer services, solutions, products and
platforms. In addition to the IT budgets, TCS is now benefiting from the
departmental budgets of other stakeholders within the customers’
organizations – business heads, CMOs, CROs, COOs, CFOs and even
CEOs. This has not only embedded TCS deeper into their businesses
but has also resulted in higher quality revenues, stronger revenue
growth and enhanced share of wallet, as evidenced by the client metrics
reported every quarter and every year.
The products and platforms, coupled with business model innovations,
represent new, high quality revenue streams that are growing very fast.
At an aggregate level, this strategy has resulted in deep and enduring
customer relationships, and a steady expansion of the addressable
market.

CHAPTER 4

RESEARCH OF OBJECTIVES
1.Understand the organizational structure and maintain
master records
2.maintain activity prices and planning budgeting data
3.determine cost centres a transaction level
4.understand CO enteries from MM/PP modules
5.reallocate cost from costest centres to cost centres
6 undersatnd primary purpose of thermal control system
design and analysis
7.know the driving requirements for TCS design
8.Know the basic steps in the thermal design and modeling
process
9.Understand and be able to apply basic heat tranfer
calculation
10.Understand various option for S/C TCS technologies
11.understand S/C surface thermo -optical properties .

CHAPTER 5
RESEARCH DESIGN
Research Process Steps
The research process consists of a series of systematic procedures that a researcher
must go through in order to generate knowledge that will be considered valuable
by the project and focus on the relevant topic.

To conduct effective research, you must understand the research process steps and
follow them. Here are a few steps in the research process to make it easier for you:
Conducting research might be difficult, but there are clear processes to follow. The
research process starts with a broad idea for a topic. This article will assist you
through the research process steps, helping you focus and develop your topic

Step 1: Identify the Problem

Finding an issue or formulating a research question is the first step. A well-defined
problem will guide the researcher through all stages of the research process, from
setting objectives to choosing a technique. There are a number of approaches to get
insight into a topic and gain a better understanding of it. Such as:
 A preliminary survey
 Case studies
 Interviews with a small group of people
 Observational survey

Step 2: Evaluate the Literature

A thorough examination of the relevant studies is essential to the research process.
It enables the researcher to identify the precise aspects of the problem. Once a
problem has been found, the investigator or researcher needs to find out more
about it.

This stage gives problem-zone background. It teaches the investigator about

previous research, how they were conducted, and its conclusions. The researcher
can build consistency between his work and others through a literature review.
Such a review exposes the researcher to a more significant body of knowledge and
helps him follow the research process efficiently.

Step 3: Create Hypotheses

Formulating an original hypothesis is the next logical step after narrowing down
the research topic and defining it. A belief solves logical relationships between
variables. In order to establish a hypothesis, a researcher must have a certain
amount of expertise in the field. 

It is important for researchers to keep in mind while formulating a hypothesis that

it must be based on the research topic. Researchers are able to concentrate their
efforts and stay committed to their objectives when they develop theories to guide
their work.

Step 4: The Research Design

Research design is the plan for achieving objectives and answering research
questions. It outlines how to get the relevant information. Its goal is to design
research to test hypotheses, address the research questions, and provide decision-
making insights.

The research design aims to minimize the time, money, and effort required to
acquire meaningful evidence. This plan fits into four categories:

 Exploration and Surveys

 Experiment
 DataAnalysis
 Observation

Step 5: Describe Population

Research projects usually look at a specific group of people, facilities, or how
technology is used in the business. In research, the term population refers to this
study group. The research topic and purpose help determine the study group.

Suppose a researcher wishes to investigate a certain group of people in the

community. In that case, the research could target a specific age group, males or
females, a geographic location, or an ethnic group. A final step in a study’s design
is to specify its sample or population so that the results may be generalized.

Step 6: Data Collection

Data collection is important in obtaining the knowledge or information required to
answer the research issue. Every research collected data, either from the literature
or the people being studied. Data must be collected from the two categories of
researchers. These sources may provide primary data.

 Experiment
 Questionnaire
 Observation
 Interview
Secondary data categories are:

 Literature survey
 Official, unofficial reports
 An approach based on library resources

Step 7: Data Analysis

During research design, the researcher plans data analysis. After collecting data,
the researcher analyzes it. The data is examined based on the approach in this step.
The research findings are reviewed and reported.

Data analysis involves a number of closely related stages, such as setting up

categories, applying these categories to raw data through coding and tabulation,
and then drawing statistical conclusions. The researcher can examine the acquired
data using a variety of statistical methods.

Step 8: The Report-writing

After completing these steps, the researcher must prepare a report detailing his
findings. The report must be carefully composed with the following in mind:

 The Layout: On the first page, the title, date, acknowledgments,

and preface should be on the report. A table of contents should be
followed by a list of tables, graphs, and charts if any.
  Introduction: Itshould state the research’s purpose and methods. This
section should include the study’s scope and limits.


 Summary of Findings: A non-technical summary of findings

and recommendations will follow the introduction. The findings
should be summarized if they’re lengthy.
 Principal Report: The main body of the report should make sense and be
broken up into sections that are easy to understand.
 Conclusion: The researcher should restate his findings at the end of the
main text. It’s the final result

Conclusion
The research process involves several steps that make it easy to complete the
research successfully. The steps in the research process described above depend on
each other, and the order must be kept. So, if we want to do a research project.

A research design is a strategy for answering your research question using

empirical data. Creating a research design means making decisions about:

 Your overall research objectives and approach

 The type of research design you’ll use

 Your sampling methods or criteria for selecting subjects

 Your data collection methods

 The procedures you’ll follow to collect data

 Your data analysis methods

CHAPTER 6
DATA COLLECTION AND ANALYSIS, INTERPRETATION
The collection requirement is a process that determines, as well as documents, and manages the
needs and requirements of the stakeholders, to meet the objectives of the Project Management
task. The documentation that takes place within the collection requirement process is considered
important as it provides the foundation for defining and managing the scope of the project.

Collection Requirement Process

An essential aspect of the project is the collect requirements process, which helps to define
project scope during scope management. With some set of tools and techniques to gather
requirements for projects, it’s the responsibility of a project manager to ensure capturing all the
requirements. As a project manager, it’s essential to be very agile while collecting requirements,
and also it is necessary to use appropriate requirement-gathering tools during the project life
cycle. Ensuring not to miss any requirements of the project outcome, a project manager is liable
for the success of the project
Collection Requirement Process: The Foundation
for Project Scope Definition
Step 1: Identify the needs of the stakeholders.’

Step 2: Document the needs & requirements.

Step 3: Manage them throughout the project to meet project goals.

According to PMI, about 70% of the project’s failure is attributed to requirement collection.
While most of these projects were meeting schedule & budget criteria, they failed to meet the
stakeholder’s requirements. This product conflict was observed during the final project delivery
or project closure phase. This process impacts negatively project success

Collect Requirements Tools and Techniques

The following are included as the tools and techniques in the collection requirements process:
1. Expert Judgement

2. Data Gathering

3. Data Analysis

4. Decision Making

5. Data Representation

6. Interpersonal & Team Skills

7. Context Diagram

8. Prototypes
CHAPTER 7
FINDING AND DISCUSSION

CHAPTER 8
CONCLUSION
An effective recruitment and selection process reduces
turnover, we also get much better result sin our recruitment
process if we advertise specific criteria that are relevant to
the job. Include all necessary skills, and include a list of
desired skills that are not necessary but that would enhance
the candidate's chances. If we fail to do this, we might end
up with a low-quality pool of candidates and wind up with
limited choices to fill the open position. When we choose a
candidate based upon the qualifications demonstrated in
the resume, the interview, employment history and
background check, we will land the best fit for the position.
Based on our decisions about a specific candidate upon
specific evidence rather than any gut instincts. If we hire
people who can do the job instead of people we merely like,
we will have higher productivity and quality in our products
or services. (Kevin Johnston 2017)The recruitment and
selection process is the time we not only identify a
candidate who has the experience and aptitude to do the
job that we are looking to fill, but also to find someone who
shares and endorses our company’s core values. The
candidate will need to fit in well within our company’s
culture. The selection and recruitment process should
provide our company with an employee who adapts and
works well with others in our business. Failure to recruit
and select for the long term can result in high turnover.
(Kevin Johnston 2017)Besides, selection function provides a
vital opportunity for us to focus on what candidates can
offer our company. It is important to select carefully, either
by using our own judgment or byen listing the help of
managers we trust. The interviewer must know what the
job is and what will be required for a new hire to perform
well. The interview process also allows us the opportunity
to express our company’s vision, goals and needs. Last but
not least, It is vital that the interview Elicits responses from
applicants that can be measured against our expectations
for the position. If we don’t use the interview to effectively
eliminate applicants who don’t fit into the company culture,
we might end up dealing with turnover, confusion and
disgruntled employees.
CHAPTER 9
SUGGESTIONS