A

PROJECT REPORT ON
RECRUITMENT AND SELECTION PROCESS
AT
TATA CONSULTANCY SEVICES
SUBMITTED BY

SAAD HABEEB ALI

H.T.NO: 2033-2040-5021

PROJECT SUBMITTED IN PARTIAL FULFILLMENT FOR THE

AWARD OF THE DEGREE

BACHELOR OF COMMERCE (COMPUTER APPLICATION)

OSMANIA UNIVERSITY,

HYDERABAD.

ST. JOSEPHS’S DEGREE & PG COLLEGE

(AFFILIATED TO OSMAINA UNIVERSITY)

TOLICHOWKI, HYDERABAD.

(2022-2023)
 ST. JOSEPHS’S DEGREE COLLEGE
TOLICHOWKI, HYDERABAD.
WEBSIT www.st-josephs.in , EMAIL IDst22109@gmail.com ph.: 040-23564112

CERTIFICATE

This is to certify that SAAD HABEEB ALI is a bonafide student of B.COM

(COMPUTER APPLICATION) III YEAR of this institution with Hall Ticket
No: 2033-2040-5021 for this Academic year 2022-23. He has submitted a project
on RECRUITMENT AND SELECTION PROCESS from the organization
TATA CONSULTANCY SERVICES under the supervision of Mrs.
RESHMA BEGUM.

DATE: PRINCIPAL
 ST. JOSEPHS’S DEGREE COLLEGE
TOLICHOWKI, HYDERABAD.
WEBSIT www.st-josephs.in , EMAIL IDst22109@gmail.com ph.: 040-23564112

CERTIFICATE

This is to certify that SAAD HABEEB ALI of B.COM (COMPUTER

APPLICATION) III YEAR with Hall Ticket NO: 2033-2040-5021 for the
academic year 2022-2023 has completed a project on RECRUITMENT AND
SELECTION PROCESS from TATA CONSULTANCY SERVICES under the
supervision of Mrs. RESHMA BEGUM.

DATE: SIGNATURE OF THE GUIDE

 ST. JOSEPHS’S DEGREE COLLEGE
TOLICHOWKI, HYDERABAD.
WEBSIT www.st-josephs.in , EMAIL IDst22109@gmail.com ph.: 040-23564112

CERTIFICATE

This is to certify that SAAD HABEEB ALI of B.COM COM

III YEAR with Hall Ticket No: 203320405021 for this
Academic year 2022-2023. He has completed a project on
RECRUITMENT AND SELECTION PROCESS from the
organization under the supervision of Mrs. RESHMA
BEGUM.

External Examiner Internal Examiner

 DECLARATION

I here by state that the information related to my project on

RECRUITMENT AND SELECTION PROCESS from TATA
CONSULTANCY SERVICES is the primary data related to my subject and it is
part of curriculum under the Osmania university jurisdiction and it is not submitted
to any organization or institute.

DATE: SAAD HABEEB ALI

 ACKNOWLEDGEMENT

As a student of St. Joseph’s Degree College affiliated to Osmania University, I

express my heartfelt gratitude to the TATA CONSULTANCY SERVICES for
providing the necessary information related to my project.

I also express my sincere thankfulness to Sri. SIRAJUDDIN, Hon. Secretary &

correspondent of St. Paul’s Degree & P. G College and Sri. CHHANGA SINGH,
Principal St. Joseph’s Degree College for providing me the opportunity and
complete cooperation, and all the necessary infrastructure to complete my project.

Last but not the least it is my pleasure to have a dedicated faculty and guide for my
project, their whole-hearted co-operation helped in completing the project in time
and acquiring the knowledge.

SAAD HABEEB ALI

2033-2040-5021
 ABSTRACT

An efficient allocation of capital is the most important finance function in modern

times. It involves decisions to commit firm’s funds to long-term assets. Such

decisions are tended to determine the value of company/firm by influencing its

growth, profitability & risk. Investment decisions are generally known as capital

budgeting or capital expenditure decisions. It is clever decisions to invest current in

long term assets expecting long-term benefits firm’s investment decisions would

generally include expansion, acquisition, modernization and replacement of long-

term assets. Such decisions can be investment decisions, financing decisions or

operating decisions. Decisions pertaining to investment in long-term assets are

classified as “Capital Budgeting” decisions. Capital Budgeting decisions are

related to allocation of investible funds to different long-term assets. They have

long-term implications and affect the future growth and profitability of the firm.

Organizations are frequently faced with Capital Budgeting decisions. Any

decisions that require the use of resources is a capital budgeting decision. Capital

Budgeting is more or less a continuous process in any growing concern.

CHAPTER CONTENT PAGE NUMBER

1 INTRODUCTION

2 LITERATURE
REVIEW

3 COMPANY
PROFILE

4 DATA ANALYSIS
AND
INTERPRETATION

5 CONCLUSION
6 BIBLOGRAPHY
 CHAPTER-1

INTRODUCTION

Human Resource is a basic need of any work to be done. The project

report is all about recruitment and selection process which is an
important part of an organization.

Recruitment highlights each applicant’s skills, talents and experience.

Their selection involves developing a list of qualified candidates,
defining a selection strategy, identifying qualified candidates,
thoroughly evaluating qualified candidates and selecting the most
qualified candidate.

It is said if right person is placed at right place half the work is done. In
this project have tried to cover all the important points that is being kept
in mind when recruitment and selection process in the TCS/ Tata
Consultancy Services company is done and tried to find out which
method and various other information related to recruitment and
selection to come to a conclusion as to at what time most the manpower
planning is done, what are the various method used for recruiting the
candidates and on what basis the selections are done. TCS/ Tata
Consultancy Services company has a well-articulated equal opportunity
policy, which lays strong emphasis on hiring of individuals irrespective
of age, race, caste or gender.

1.1 RESEARCH OBJECTIVE OF THE STUDY

Every research has some objectives or reasons behind the study
conducted. Objectives can give us a brief idea about the project report.

The objectives behind this project are as follows: -

❖ To understand the internal recruitment process in TCS.

❖ To identify areas where there can be scope for improvement.

❖ To give suitable recommendation to stream line the hiring process.

❖ To develop practical knowledge with theoretical aspects.

❖ To know about the importance of recruitment and selection.

❖ To find out better process of recruitment.

❖ To know about the role of recruiter.

 1.2 SCOPE OF THE STUDY

The scope of recruitment and selection is very wide and it consists of a

variety of operations. resources and considered as most important asset
to any organization. hence, hiring right resources is the most important
aspects of recruitment. TCS company has its own pattern of recruitment
as per their recruitment policies and procedures.
The scope of recruitment and selection includes the following
operations: -

❖ Dealing with the excess or shortage of resources.

❖ Preparing the recruitment policy for different categories of

employees.

❖ Analyzing the recruitment policies, processes, and procedures of

the TCS Company.

❖ Identifying the areas, where there could be a scope of

improvement.

❖ Streamlining the hiring process with suitable recommendations.

❖ Choosing the best suitable process of recruitment for effective

hiring of resources.
 CHAPTER -2

LITERATURE REVIEW

1. HUMAN RESOURCE MANAGEMENT

MEANING OF HUMAN RESORCE MANAGEMENT:

Human Resource Management (HRM) is the management of an

organization’s human resources or workers. It is responsible for the
attraction, selection, training, assessment and rewarding of employees,
while also overseeing organizational leadership and culture, and
ensuring compliance with employment and labor laws.

Human resource management is the function within an organization that

focuses on recruitment of employees and providing direction for the
people who work in the organization. Human resource management can
be performed by line management.

Human resource management is the function that deals with issues

related to people such as Compensation, Hiring, Performance
appraisal, Organization development, safety, wellness, benefits,
employee motivation, communication, administration and training.

According to Scuba Rao HRM is managing (planning, organizing,

directing and controlling) the functions of employing, developing and
compensating HR in creating and developing HR and utilization of
human resources with a view to contribute to organizational, individual
and social goals.

It is concerned with the development of Human Resource i.e.,

Knowledge, Capability, Skill, Potentialities and Attaining and achieving
employee goals, including job satisfaction.

HRM covers all levels (unskilled, technical, professional, clerical and

managerial) of employees.

IMPORTANCE OF HUMAN RESOURCES MANAGEMENT:

❖ To help the organization reach its goal.

❖ To employ the skills and abilities of the workforce efficiently.
❖ To provide the organization with well trained and well-motivated
employees.
❖ To develop and maintain a quality of work life
❖ To communicate HR policies to all employees
❖ Make sure that there is match between cost and benefit.
❖ Helps the organization to create more culturally diverse workforce
 ❖ Ensure that the selected candidate stays longer with the company
i.e., increase company turnover.

FUNCTIONS OF HUMAN RESOURCES MANAGEMENT:

❖ Administration: Strategic planning, organizational evaluation,

County Board relations, policy recommendations, supervision
of department staff.

❖ Benefits: Health insurance, dental insurance, life insurance,

disability insurance, retirement benefits, vacation, sick leave,
paid holidays, educational incentive, uniform allowance, and
others.

❖ Compensation: Salary and benefit surveys, job evaluation, job

descriptions evaluation, job descriptions.

❖ Recruitment: Recruitment is defined as a process to discover

the sources of manpower to meet the requirement of the staffing
schedule and to employ effective measures fir meet the
requirement of the staffing schedule and to employ to employ
effective measures for attracting the manpower in adequate
 numbers to facilitate effective selection of an effective
workforce.

❖ Selection: After identifying the sources of human resources,

searching for prospective employees and stimulation helps to
apply for jobs in an organization, the management has to
perform the function of selecting the right man at right job and
at the right time.

❖ Training and Development: County-wide needs assessment,

development of supervisory and management skills, employee
training and workshops. Benefits orientation for new and
transferring employees, Supervisory newsletter.
 2. INTRODUCION TO RECRUITMENT AND
SELECTION:

RECRUITMENT is the process by which organizations locate

and attract individuals to fill job vacancies. most organization have
a continuing need to recruit new employees to replace those who
leave or are promoted in order to acquire new skills and promote
organization growth.

Recruitment can be defined as, “a process to discover the sources

of manpower to meet the requirement of the staffing schedule and
to employ effective measures for attracting the manpower in
adequate numbers to facilitate effective selection of an efficient
workforce.”

Recruitment is a “linking function ‘, joining together those with

jobs to fill and those seeking jobs .it is a ’joining process’ in that it
ties to bring together job seekers and employer with a view to
encourage the former to apply for a job with the letter .in order to
attract people for the jobs, the organization must communicate the
position in such a way that job seekers respond. To be cost
effective, the recruitment process should attract qualified
applicants and provide enough information for unqualified persons
to self-select themselves out. Thus, the recruitment process begins
when new recruits are sought and ends when their applications are
submitted. The result is a pool of applicants form which new
employees are selected.
SELECTION refers to the task of choosing or picking the suitable
candidates by first asking for and gaining access to useful information about
the candidate.

Through the process of the recruitment the company tries to locate

prospective employees and encourages them to apply for vacancies at
various levels. Recruiting, thus, provides a pool of applicants for selection.

Selection is the process of picking individuals who have relevant

qualifications to fill jobs in an organization. The basic purpose is to choose
the individual who can most successfully perform the job from the pool of
qualified candidates.

The purpose of selection is to pick up the most suitable candidate who

would meet the requirements of the job in an organization best, to find out
which job applicant will be successful, if hired. To meet this goal, the
company obtains and assesses information about the applicants in terms of
age, qualifications, skills, experience, etc. The needs of the job are matched
with the profile of candidates. The most suitable person is then picked up
after eliminating the unsuitable applicants through successive stages of
selection process. How well an employee is matched to a job is very
important because it directly affects the amount and quality of employee’s
work. Any mismatched in this regard can cost an organization a great deal of
money, time and trouble, especially, in terms of training and operating costs.
In course of time, the employee may find the job distasteful and leave in
frustration. he may even circulate ‘hot news’ and juicy bits of negative
information about the company, causing incalculable harm to the company
in the long run.
2.1 NEED FOR RECRUITMENT AND
SELECTION:
The need for recruitment may be due to the following reasons / situation:

❖ Vacancies due to promotions, transfer, retirement, termination,

permanent

disability, death and labor turnover.

❖ Creation of new vacancies due to the growth, expansion and

diversification of

business activities of an enterprise. in addition, new vacancies are

possible due

to job specification
 2.2 PURPOSE OF RECRUITMENT AND
SELECTION:

The general purpose of the recruitment is to provide a pool of potentially qualified job
candidates, specifically, the purposes are to:

❖ Determine the present and future requirement of the organization on conjunction

with its personnel – planning and job analysis activities.

❖ Increase the pool of job candidates at minimum cost.

❖ Help increase the success rate of the selection process by reducing the number of
visibly under qualified or overqualified job applicants.

❖ Help reduce the probability that job applicants, once recruited and selected, will
leave the organization only after a short period of time.

❖ Meet the organization’s legal and social obligations regarding the composition of
its work force.

❖ Begin identifying and preparing potential job applicants who will be appropriate
candidates.

❖ Increase organization and individual effectiveness in the short term and long term.
❖ Evaluate the effectiveness of various recruiting techniques and sources for all
types of job applicants.
2.3 SOURCES OF RECRUITMENT:
The following are the most commonly used methods of recruiting
people.

INTERNAL METHODS:

This refers to the filling of job vacancies from within the business –
where existing employees are selected rather than employing someone
from outside.
A business might decide that right people with the right skills to do the
job, particularly if its training and development programmer has been
effective.

Promotions and transfer

This is a method of filling vacancies from within through transfer and
promotions. a transfer is a lateral movement within the same grade, from
one job to another. it may lead to changes in duties and responsibilities,
working conditions, etc. but not necessarily salary. promotion involves
movement of employee from a lower-level position to a higher-level
position accompanied by changes in duties, responsibilities, status and
value.
Job posting
Job posting is another way of hiring people in the organization.
Publicizes job opening on bulletin boards, electronic method and similar
outlets. One of the important advantages of this method is that it offers a
chance to highly qualified applicants working the company to look for
growth opportunities within the company.
Employee referrals
Employee referral means using personal contacts to locate job
opportunities. it is a recommendation from a current employee regarding
a job applicant. Employees working in the organization are encouraged
to recommend the names of their friends, working in other organizations
for a possible vacancy in the near future. In fact, this has become a
popular way of recruiting people in the highly competitive industry now
a days. Companies offer rich rewards also to employees whose
recommendations are accepted.

EXTERNAL METHODS:

This refers to the filling of job vacancies from outsides the business.
most business engage in external recruitment fairly frequently,
particularly those that are growing strongly or that operate in industries
with high staff turnover.

Campus recruitment
It is a method of recruiting by visiting and particular in college
campuses and their placement centers. here the recruiters visit reputed
educational institution with a view to pick up job aspirants having
requisite technical or professional skills. job seekers are provided
information about the jobs and the recruiters. a preliminary screening is
done within the campus and the short listed are then subjected to the
reminder of process. if campus recruitment is used, step should be taken
by human resources department to ensure that recruiters are
knowledgeable concerning the jobs the that are to be filled in the
organizations and employ effective interviewing skills.
Advertisements
These include advertisement in newspapers, trade, professionals and
technical journals radio and television etc. this method is appropriate
when the organizations intends to to reach a large target group and the
organizations wants a fairly good number of talented groups who are
geographically spread out.
Employment Agencies
These businesses specialize in recruitment and selection. they often
specialize in recruitment for specific sector. They usually provide a
shortlist of candidates based on the people registered with the agency.
They also supply temporary or interim employees.
Recruitment consultancies
Companies give their manpower requirement to placement and
recruitment consultants who undertake the job of identifying suitable
candidates for the company.
Unsolicited Applicants / walk – ins
Company generally receive unsolicited applications depends from job
seekers various on economic conditions, the image of the company and
the job seekers perception of the types of jobs that might be available
etc. such applications are generally kept in a data bank and whenever a
suitable vacancy arises the company would intimate the candidates to
apply through a formal channel.

THIRD PARTY:

These include the use of commercial or private employment agencies,

state agencies, and placement offices of schools, colleges and
professional associations recruiting firms, management consulting firms,
indoctrination seminars for college professors, and friends and relatives.

Private employment agencies are the most widely used sources. They
charge a small fee from the applicant. They specialize in specific
occupation; general office help, salesmen, technical workers, accountant,
computer staff, engineers and executives.

Professional organization or recruiting firms maintain complete

information records about employed executive. These firms maintain
complete information records about employed executives. These firms
are looked upon as the “head hunters”, “raiders”, and “pirates” by
organizations which lose their personnel through their efforts.

Evaluation of the recruitment method:

The following are the evaluation of the recruitment method:

1. Number of initial, enquiries received which resulted in

completed application forms.
2. Number of candidates recruited.
3. Number of candidates retained in the organization after six
months.
4. Number of candidates at various stages of the recruitment and
selection process, especially those short listed.
Objective of Recruitment:

1. To attract with multi-dimensional skills and experience that

suite the present and future organization strategies.
2. To induct outsider with new perspective to lead the company.
3. To infuse fresh blood at all levels of organization.
4. To develop an organizational culture that attracts competent
people to the company.
5. To search or headhunt people whose skill fit the company’s
values.

Recruitment represents the first contact that a company makes with

potential employees. It is through recruitment that many individuals
come to know about the company and eventually decide whether they
wish to work for it.

The recruitment process should inform qualified individuals about the

job so that applicant can make comparison with their qualification and
interest.

Factors affecting Recruitment:

There are two types of factors that affect the Recruitment of

candidates for the company.
1. Internal factors:

These include: Company’s pay package

● Quality of work life

● Organizational culture
● Company’s size
● Company’s product
● Growth rate of the company
● Role of trade unions
● Cost of recruitment

2. External factors:

These include: Supply and demand factors

● Employment rate
● Labor market condition
● Political, legal and government factors
● Information system
Factors to be undertaken while formulating recruitment policies:

The following factors should be undertaken while formulating the

policies -

● Government polices
● Recruitment sources
● Recruitment needs
● Recruitment cost
● Organizational and personal policies

Evaluation of recruitment process:

The following are the evaluation of the recruitment process:

i) Return rate of application sent out.

ii) Number of suitable candidates for selection.
iii) Retention and performance of the candidate selection.
iv)Cost of recruitment.
 CHAPTER 3

RESEARCH METHODOLOGY OF THE STUDY

Research methodology is a way to systematically solve the research problem. in it,

we study the various step that are generally adopted by a researcher problem along
with logic behind them.

It includes the formulating of research problem study of literature, collecting the

data, analyzing that data and making interpretations of that data.

Research methodology used.

❖ Study of recruitment and selection at TCS.

❖ Web sites
❖ Newspaper and book

Research can also fall into two distinct types:

Primary research Secondary research

Mode of research used in this project is secondary research

RESEARCH DESIGN

Literature review research design was adopted for the study

DATA SOURCE

Primary Data

Secondary data: Websites, Newspapers, Project material, Books.

 CHAPTER- 4
COMPANY PROFILE

Tata Consultancy Services limited (TCS) is the world – leading

information technology consulting, services, and business process
outsourcing organization that envisioned and pioneered the
adoption of the flexible global business practice that today enable
companies to operate more efficiently and produce more value.

They commenced operations in 1968, when the IT services

industry didn’t exist as it does today. Now, with a presence in 34
countries across 6 continents and a comprehensive range of
services across diverse industries, they are one of the world’s
leading information technology companies. Seven of the fortune
top companies are among our value customers.
They are part of one Asia’s largest conglomerates the TATA group
– which, with its interest in energy, telecommunication, financial
services, chemicals, engineering and materials, provides us with a
grounded understand of specific business challenges facing global
companies.

As we into move into era of e- business where IT professionals

will interview employers so stringently that 40 percent employers
will miss recruitment goals, the role of HR assumes unthinking
proportions and is subjected to mammoth challenges. with this
sensitive breed of IT professionals how has TCS grown to and
sustained at the number one position is a question which market
watchers have asked themselves a thousand times. There is but one
answer – passion for excellence in the workforce practices. TCS
has developed an unbreakable bond with sound HR practices in an
environment that define traditional roles and responsibilities.

The TCR – HR group operate with technical experts to create a

synergy which is enviable. figure 1 illustrates the role of HR,
which evidently is that of a facilitator. So, whether it is recruitment
or even career development, HR is the catalyst which initiates and
institutionalizes processes. To manage all the functions for over
14000 employees is a herculean task but the smoothness of
operation is intriguing. the HR structure, which allows flexibility
and empowerment is the solution.
.
A poor performer is not always a poor performer for life, says S.
Padmanabhan Executive Vice President, Global Human Resources.
Tata Consultancy Services (TCS).

The Rs 9,749 – crore info tech major has 45,000 employees on its
rolls. close to 90 percent of the company’s income flow in from
outside India .and the bulk of its employees work across TCS
offices in 34 countries and on –site in more than 50 countries. for
most of them the supervisor changes every time a project change.
give that no two projects or for that, no two bosses – are,
performance management and performance appraisal must be a
nightmare.
Performance Appraisal Criteria at TCS

OBJECTVES

Data relating to performance assessment of employees are

recorded, stored and used for seven purposes. The main purpose of
employee assessment is:

❖ To effect promotion based on competence and performance.

❖ To conform the services of probationary employees upon

their completing the probationary period satisfactorily.

❖ To assess the training and development needs of employees.

❖ To decide upon a pay, raise where (as in the unorganized

sector) regular pay scales have not been fixed.

❖ To let the employees, know where they stand insofar as their

performance is concerned and to assist them with
constructive criticism and guidance for the purpose their
development.

❖ To improve communication. Performance appraisal provides

a format for
dialogue between the superior and the subordinates and
improves understanding of personal goals and concern. this
 can also have the effective of increasing the trust between the
rater and rate.

❖ Finally, performance appraisal can be used to determine

whether HR programmed such a selection, training, and
transfer have been effective or not.
Multiple purposes of performance assessment
General applications Specific purpose

Identification of individuals needs

Performance feedback

Development uses Determining transfers and job

assignments

Identification of individual
strengths and development needs

Salary

Promotion

Administrative uses / decisions Retention or termination

Recognition of individuals
performance

Lay-offs

Identification

HR planning

Determining organization training

needs
Organizational maintenance /
objectives Evaluation of organization goals
achievement
 Information for goal identification

Evaluation of HR systems

Reinforcement of organizational
development needs

PERFORMANCE APPRAISAL ANDCOMPETITIVE

ADVANTAGE IN TCS

The objectives of performance appraisal, point out the purpose which such an
exercise seeks to meet. what needs emphasis is that performance evaluation
contributes to TCS competitive strength. besides encourage high levels of
performance the evaluation system helps identify employees with potential, reward
performance appraisal has helped the TCS gain competitive edge in the following
ways:

Improving
performance
Strategy and Making correct
behavior decisions

Competitive advantage

Ensuring legal compliance

Value and behavior
Minimizing
dissatisfaction
ABOUT AND TCS RECRUITMENT AND SELECTION
PROCESS:
Recruitment at TCS take place all levels that is entry and various
experience levels.
The hiring of experienced professionals take place through the year
while campus offers for freshers joining next year are all conducted
according to placement seasons at colleges.
Off -campus recruitment for fresher is conducted periodically for any
additional requirement. for this TCS undertakes recruitment drives
through walk - in interviews, announcement for which are made in
media.
Written test
Verbal section consists of 15 questions and is to be attempted in 6
minutes these are usually based on English words and their synonyms.
Quantitative section consists of the basic mathematics questions based
on the percentage. multiplication, and simple. It consists of 15 questions
and the time allotted is 10 minutes. comprehension section consists of 60
questions within 50 minutes
Interview
The written test is followed by interviews – technical and HR. the
technical interviews is based on subject’s candidates have already
studied in their curriculum. Candidates need to select their favorite
subjects out of what they have studied.
The HR interview is very general to test candidate’s temperament.
General questions based on current affairs, general awareness, trends in
IT etc. may be asked.
Qualifications
It depends on the position and role recruited. For instance, at the entry,
TCS recruit engineering graduates and postgraduates in computer
science, engineering.
Experienced professionals or laterals may be engineering graduates or
postgraduates if recruited for technical roles or management
postgraduates if recruited for business sales roles.
Age limit
Being an equals opportunities employer, the suitability of candidates is
judged on competency. TCS understand competency as critical
knowledge and skills producing key outputs in performance.

Selection process
For trainees and persons with less than two years of experience, TCS
conduct written tests, technical and management interviews.
For laterals TCS do not have written tests. The process includes short
listing based on certain eligibility criteria pertaining to the students’
academic track record and domain / specializations, aptitude test and a
two – tier competency-based interviews. in management institutes, TCS
replace the aptitude tests with group discussions.

Application for the job

Interested applicants can apply through TCS recruitment portal. TCS
also advertise available positions on their web site, on job boards such as
monster, Naukri and newspapers and for niche positions, in technical
magazines.
Interview
It is important to maintain consistent academic records while
development strong technical / functional skills. the ability to adapt and
innovate, willingness to learn and ability to collaborate are important
attributes that TCS looks for along with mindset to be mobile.
Dependents:

“Dependent Family Member” means

a) Spouse; or
b) Son; or
c) Daughter;

Who was wholly dependent on the employee at the time of his/her

death or separation due to permanent total disablement or separation
on medical invalidation?
Eligibility Criteria for Dependent Family Members:

a. The dependent family members should have minimum 18 years of

age. The maximum age limit would be 35 years. The maximum
age limit can be relaxed by 5 years in case of window, if no other
dependent is available in the family.
b. The dependent should have minimum matriculation qualification.

Procedure:

● be considered based on recommendations of the committee

constituted in the dependent family member shall have to apply in
the prescribed proforma for seeking compassionate appointment.
● If the application has been made for providing compassionate
employment to a dependent member other than the widow, the
same shall be accompanied by an affidavit from the widow about
his/her nomination.
● An application for compassionate appointment on medical ground
shall this regard.
 DATA ANALYSIS

1. Question: What are the sources for recruitment and selection?

Recuritment
Internal
2%

External
98%
2. Question: What are the sources for external recruitment that are
preferred?

5%

16%

Casual Applicants
Data Bank
Placement Agencies
54% Campus Interviews

25%
3. Question: Which method mostly prefer for recruitment and
selection?

3%

20%

Direct
Indirect
Third Party

77%
1. Question: When do prefer to go for manpower planning?

3%

Yearly
No Fixed Time

97%
 CONCLUSION

Success of every business enterprise depends on its human resource.

recruiting and selection the right people for business are a challenge.
finding the right man for the job and developing him into valuable
resource is an indispensable requirement of every organization. proper
recruitment helps the line managers to work most effectively in
accomplishing the primary objective of the enterprise. in order to
harness the human energies in the services or organizational goals, every
HR manger is expected to pay proper attention to recruitment and
selection when carried out properly, would enable the organization to
hire and retain the services of the best brains in the
market. The recruitment process informs qualified about employment
opportunities create a positive image of the company. provide enough
information about the jobs so that applicants can make comparisons with
their qualifications and interest, and generate among the best candidates
so that they will apply for the vacant positions. recruitment represents
the first contact that a company makes with potential employees. it is
through recruitment that many individuals will come to know a company
and eventually decide whether they wish to work for it.
LIMITATIONS

In the untimely days the software exports, the software wholesale market
was overlooked by very few massive like Accenture, EDS and IBM,
where the Indian concern were outlined as small level companies in esult
the TCS and other Indian software companies competed temselves in the
lower end of the business, which resulted TCS and other organizations
to choose small projects and tasks which are simple 10 do.

TCS also faced a customer market that was conquered by the insurance
companies and huge banks, While TCS keenly hunted for alliances with
larger sellers as a competitive strategy, TCS most successful approach
was to honestly loom clients and admit the minor charges that its
competitive pose dictated.

The entry of new companies have reduced rapidly as the huge

companies like TCS, Infosys and Wipro have developed and grown huge
in their market share, size and reliability with their customers. Though,
the companies struggle to decrease their straight rivalry through
demarcation of manufactured goods, in every market there has been
enormous competitors.
TCS has to work seriously upon reducing the bargaining power of
customers. TCS can prevent price strategy in mixing up with purchase
decision. It means that TCS should bring more than undifferentiated
indoctrination by moving up the cost sequence. Such approach might be
difficult in the software outsourcing business as the clients have an in-
depth domain enterprises and rights of inclination to hold on to the work
allocated under considered consulting. The clients very well know that
the complete bargaining power lies in the strategic consulting:
outsourcing that may reduce their bargaining power. TCS have to build
up enough knowledge so as to construct outsourcing these errands a
convincing worth plan. Of course, it is exactly in this empire that the
multinational outsourcing firms such as Accenture, IBM, and EDS are
the most vicious customers.

Falsifying groupings are often viewed as a superior approach to offset

client's bargaining command. Though, constructing alliances with
companies functioning in client's sites have to be low-priced as this
would advance focus on TCS in application progress. On other side, the
attainment of a medium-sized US firm with sturdy customer relations
and domain expertises could offer a striking opportunity. Even if
expenses per employee would increase, the go up would be minute since
workers needs are lesser for higher value-added jobs.

The main anxiety for TCS is opposition from existing companies like
Wipro, Infosys and CTS as it has produced rivalry for active dealings
and twisted noteworthy pricing stress. Internationally, Companies like
EDS have sited themselves as competent of handling huge, "turnkey"
ventures which can distinguish themselves from contestants such as
Accenture and IBM that spotlights on superior value-added jobs such as
consulting. This TCS: as TCS should persist to do the similar sort of job
that it presently proposes an organically-driven expansion strategy for
do, but should attempt to arrest a better section of the value-addition by
accepting huge projects. Although it has exhibited a potential in distant
project management, TCS would be requisite to increase the same
capability.

But, there are also few risks which prevail in this strategy. TCS's huge
dimension implies that it might have already exploited wealth to amount
in applications improvement. Adding to that, the strategy may tender the
latent for huge growth since it essentially engages elevated value-added
actions. Before, this was hard, partially owed to the technical complexity
in rejecting the value-chain away from the modularization of appliances
programming. In recent years, though, systems design, manufacturing
services, and systems integration job have increasingly been outsourced
suggestive of that, if the abilities are at hand, those works could be
completed in India.

The threat of substitutes are mainly from the China, Philippines and
eastern Europe which emerge as a biggest threats to the Indian IT
companies, which is mainly due to the low cost. The companies from
these countries quote very low price for the same quality of products as
the Indian Companies do, which creates a great impact on medium to
long term projects. It is difficult for TCS being operated from India to
attain the organic growth.
SUGGESTIONS

Provide more training options and have experience sharing sessions

among employees who have been working on offshore or onsite
projects, it will create open discussion and people can learn from each
other a lot in practical sense.

Have supervisors that know the job before they supervise. Have training
manuals in place, have real support for employees that are struggling
with the work.

THESE ARE SUGGESTIONS THAT GIVEN BY REAL PERSONS

WHO WORKS IN TATA CONSULTANCY SERVICES.
BIBLOGRAPHY

https://en.wikipedia.org/wiki/Tata_Consultancy_Servi ces

https://www.tcs.com/tcs-50

https://www.tcs.com/careers#type=overlay&page=/c
orporate-tcs/careers/overlays/tcs-worldwide-overlay

https://www.tcs.com/careers?country=IN&lang=EN

https://www.tcs.com/consulting

https://www.tcs.com/about-us