ABOUT THE COMPANY

 World Leader in Information Technology, consulting, services, businesses processes

outsourcing
 Established in 1968, Headquarters is located in Mumbai, Maharashtra
 A subsidiary of the Tata Group and operates in 149 locations across 46 countries
 Caters services primarily in three industries- Information Technology, Consulting &
Outsourcing.
 Services offered are across a variety of domains. These include Analytics,
Blockchain, Cognitive Business Operations, Cyber Security, Consulting,
Automation, Cyber Security & Sustainability Services.
 Has a variety of Products & Platforms like CHROMA, Jile, Quartz etc.
 Caters services to a large number of companies. Has $100 million business with 48
major industries. These include Deutsche Bank, Bank of America, Walgreens etc.
 Business targets of TCS are the premium companies, firms and the enormous
customers to whom the company serves.
 Business Strategy: To serve the unique needs of customers by adopting a
customer-centric strategy & adopt the industry knowledge to provide unique
solutions
 HR ROLES & FUNCTIONS
 HR function-closely linked to business strategy & plan
 Business Strategy & Plan is aligned to the TCS Structure through HR support &innovative workforce
practices
 Major HR functions in the company-manpower planning, recruitment, learning & development, etc.
 Various initiatives (ILP,CLP,LDP) taken to ensure the quality of candidates both from freshers &
experienced domain.
 Recruitment Policy
 Hiring Policy - optimal mix of campus (fresh) & lateral (experienced) recruits
 Fresh recruits-primarily selected from academic institutes & off-campus
drives.
 TCS attracts large number of applicants through liaison with university
placement offers & recruitment fairs.(for fresher roles)
 Experienced professionals- Lateral hiring by the sourcing cell. Active
involvement of the unit heads through sourcing agencies & direct interviews.
 Process involves referrals, advertisements, job portals/web search,
placement drives, placement agencies, databanks, local recruitment etc.
 Background checks:-Academic Background Check, Previous Employment
Checks, Pre-employment Medical Checks.
RECRUITMENT PROCESS
 TCS Recruitment Strategy
 Just-in-time Hiring with Real-Time Management based on the quality and
quantity required for completing projects.
 Bulk Hiring for junior level employees(workforce level).
 Assessing the quality of Turnover rather than quantity
 Accurate forecasting of Manpower Demand
 Screening for potential rather than skills
 Background Checks for candidates
 Maintaining and Improving Brand Management on Campus (Great Place to
Work etc.)
 MAJOR SOURCES OF RECRUITMENT
 Internal Search & Recruitment
 Employee Referrals
 Employment Agencies
 Educational Institutes
 Off Campus Hiring for Interested Applicants
INTERNAL SEARCH
EMPLOYEE REFERALS-BRING YOUR BUDDY
SCHEME
 DETAILED DESCRIPTION OF BYB
SCHEME
 Main Purpose-Rewarding candidates for referring qualified candidates , who
are hired subsequently.
 Provides referring employee, either a cash bonus or a gift of appreciation, for
each successful referral made, in accordance to provisions made in policy.
 OFF CAMPUS DRIVES & LATERAL
 HIRING
Interested Candidates send their resumes through email, or in person, or through
the website to express their interest in employment within the company.
EMPLOYMENT AGENCIES

Major Tieups-
Naukri.com,
TimesJobs,
Monster etc
 EDUCATIONAL INSTITUTES
 Educational Institutions, especially reputed ones, turn into hunting grounds
for TCS who is looking for quality talent
 SELECTION PROCESS
 Tough Process of Recruiting candidates, both for juniors & senior level
 Company’s belief “Quality of deliverables is directly proportional to the
quality of resources working in the company.”
Detailed Selection
Procedure for
freshers(less than
two years of
experience)
Selection Procedure for Various Levels
 Workforce Level- Selection process is through written(aptitude test),
interview(technical & non-technical) & group problem solving.
 Frontline Level-Two ways:-1) Selection process for outsiders is through
written tests, interviews(technical & non-technical), case study analysis &
group discussion 2) For inside selection employees are considered according
to their performance, interviews & leadership qualities
 Middle Management Level-Internal Process is through interview, presentation,
case study analysis, leadership quality & on performance basis. External
Process is through written aptitude test, interviews, case study analysis,
leadership qualities,& negotiation.
 Top Management Level-Only internal recruitment of high performing
managers through interviews, presentation & through offers, negotiation.
 Swot Analysis-Recruitment
 Strengths- High Command on local, domestic & international markets(India),Strong
Brand backing(Tata), Strong Ethics, Well established initiatives, recruitment practices.
 Weaknesses- Increasing bench strength, quality of hires is decreasing at junior levels.
 Opportunities-Transformation of recruitment practices through digital practices,
Emerging Markets after Covid 19, great talent pool etc.
 Threats - Fierce Competition, High Attrition Rate(19.7%), Immigration constraints.

MAJOR INITIATIVES IN RECRUITMENT

 Launching of Initial Learning Program(ILP) for fresher employees.
 Three different categories of Hiring levels:-TCS Ninja, TCS Digital & TCS Innovator
 Academic Integrated Programme (AIP) to bridge the gap between campus & corporate
 Launching of training programmes for students, workshops for employees at all levels.
 Recommendations
 Off-campus hiring takes a lot of time with multiple rounds of selection – it can
be reduced or streamlined (similar to campus selection) to save time and
money
 Encouraging hiring at Workforce Level for the TCS Digital & TCS Innovator
programs. Focus on quality hiring rather than quantity hiring.
 Designed Employee Surveys targeting the problems and gaps during their
process, which can be improved upon.
 Reducing Attrition by giving good growth & opportunities, hikes, and
promotions to deserving employees.
 Better engagement with the candidates throughout the process in order to
reduce renege.
 Proper utilization of hiring tools that can cut the hiring costs dramatically
THANKYOU