RECRUTMENT &

SELECTION PROCESS
OF TATA BY
RENUDH C.S
16-UBU-176
BBA B – 3RD YEAR
INTRODUCTION

 TATA GROUP is an Indian Multinational Conglomerate Company

headquartered in Mumbai, Maharashtra INDIA.
 TATA GROUP was founded in 1868 by Jamsetji Tata as trading Company.
 It has operation in more than 80 countries across 6 continents.
MANPOWER PLANNING

Manpower planning is a process by which an organization ensure that: –

 Right Number of people.
 Right Kind of People.
 At the Right Time.
 At the Right Place.
INTERNAL AND EXTERNAL RECRUITMENT

INTERNAL RECRUITMENT  EXTERNAL RECRUITMENT

 Job Posting  Advertisement
 Skills Data Base  Placement Agencies
 Employee Referrals by Other  Internships
Departments
 Job Sites
 E-Recruiting
 Campus
 Recruitment Strategy of TATA : A Six
Step Approach

1. Who is being targeted through the recruitment?

2. Where is the appropriate place to recruit clients?
3. When should recruitment be done?
4. What messages should be delivered during recruitment?
5. How should the messages be delivered?
6. Who is the most appropriate person to do recruitment?
STRATEGIC RECRUITING STAGES

HUMAN RESOURCE PLANNING

 How many employees are needed?
 When employees will be needed?

ORGANIZATIONAL RESPONSIBILITIES
 HR staff & operating managers
 Recruiting presence and image
 Training of recruiters
SELECTION

 The process of assessing candidates and appointing a post holder

 Applicants short listed – most suitable candidates selected
 Selection process – varies according to organisation.
SELECTION TOOLS

 Interview – most common method

 Psychometric testing – assessing the personality of the applicants
 Measures of personality
 Honesty test (substitute to polygraph)
 Aptitude testing – assessing the skills of applicants
 Measures of proficiency, achievement, or knowledge
 Measures of mental ability or intelligence
 In-tray exercise – activity based around what the applicant will be doing
 Presentation – looking for different skills as well as the ideas of the
candidate
 Assessment Centres – battery of tests
CHOICE OF SELECTION METHODS

 Number of applicants
 Criticality of position
 Cost/effort involved
 Predictive validity
 Extent of preparation required
DETERMINING SELECTION STANDARDS

 Sources of Information about Applicants

• Application Forms
• Reference Checks
• Physical Examination Selection Tests (Reliability & Validity)

 The Selection Interview