PROJECT REPORT

(Submitted for Degree of B. Com Honours [CBCS] under the University of Calcutta)

Title of project:

“A STUDY OF RECRUITMENT &

SELECTION PROCESS IN TATA
CONSULTANCY SERVICES – TCS,
INDIA”

Submitted by:

Name: Ayushi Srivastava

C.U. Registration No: 315-1211-0195-21

C.U. Roll No: 211315-11-0029

Name of College: The Heritage College

Supervised by:

Name of Supervisor: Nilima Agarwal

Year of Submission:
2024

1|Page
 Chapter 1:
INTRODUCTION

2|Page
1.1 BACKGROUND OF STUDY

Tata Consultancy Services (TCS), established in 1968, stands as a global leader in IT services,
renowned for its innovation and excellence. As the flagship company of the Tata Group, it
operates in over 50 countries, serving diverse sectors. With a workforce exceeding 5,00,000
professionals, TCS offers a comprehensive suite of solutions, from software development to
digital transformation, catering to clients worldwide. Its commitment to ethical business
practices, client satisfaction, and corporate social responsibility underscores its reputation as a
pioneer in the industry, shaping the future of technology and driving positive change on a global
scale.
TCS continues to shape the future of technology and business, leveraging its expertise, scale,
and global presence to drive innovation, empower enterprises, and create sustainable value for
stakeholders.
Tata Consultancy Services (TCS) holds immense significance in both the Indian and global IT
industry landscapes. In India, TCS is not only a pioneer but also a major contributor to the
growth and development of the IT sector. As one of the largest employers in the country, TCS
has played a pivotal role in shaping India's reputation as a global IT hub, fostering innovation,
and driving economic growth.
On a global scale, TCS is recognized as a powerhouse in the IT services domain, with a
presence in over 50 countries and serving clients across diverse industries worldwide. Its
expertise in software development, digital solutions, and consulting services has positioned
TCS as a trusted partner for leading corporations, helping them navigate digital disruptions and
stay competitive in an increasingly digital world.
Moreover, TCS's commitment to excellence, ethical business practices, and corporate social
responsibility further underscore its significance, not only as a business entity but also as a
force for positive change in society.
Since its inception in 1968, Tata Consultancy Services (TCS) has carved a remarkable
trajectory in the IT services landscape. In the 1970s, TCS secured its first major contract with
the Indian government for the design and implementation of a hospital management system.
Throughout the 1980s and 1990s, TCS expanded its global footprint, establishing offices in the
United States, Europe, and Asia-Pacific regions. The new millennium witnessed TCS's rapid
growth, marked by strategic acquisitions, such as the acquisition of CMC Limited in 2001.
TCS continued to lead technological advancements, embracing cloud computing, artificial
intelligence, and blockchain in its service offerings.

3|Page
 1. Recruitment
“Recruitment refers to the process of identifying, attracting, interviewing, selecting, hiring,
and onboarding employees. In other words, it involves everything from the identification of a
staffing need to filling it.”

Recruitment is the first step in building an organization's human capital.

Specific tasks involved in the process of recruitment include:
• Analysing job requirements

• Advertising the vacancy

• Attracting candidates to apply for the job

• Managing response

• Scrutinizing applications

• Shortlisting candidates

2. Selection
“Selection is the process of identifying an individual from a pool of job applicants with the
requisite qualifications and competencies to fill jobs in the organization.” Selection is a
process that helps differentiate between qualified and unqualified applicants, by applying
various techniques.

The term “selection‟ comes with the connotation of placing the right person in the right job.

Some activities in selection include:

• Screening
• Eliminating unsuitable candidates
• Conducting an examination (aptitude test, intelligence test, personality test, etc.)
• Interviews
• Checking references
• Medical Tests

Tata Consultancy Services (TCS) employs a multi-faceted approach to talent acquisition,

encompassing campus recruitment, lateral hiring, and employee referrals. TCS's recruitment
process focuses on identifying individuals with diverse skill sets, innovation potential, and
cultural fit. The company emphasizes continuous learning and development, offering various
training programs and career advancement opportunities to nurture talent internally. TCS's
recruitment strategy is integral to maintaining its competitive edge, ensuring a steady influx of
skilled professionals to meet evolving client demands and drive innovation. By attracting top
talent globally, TCS sustains its position as a leader in the IT services industry.
TCS's recruitment stands out for its innovative use of technology, including AI-driven tools
like the Talent Acquisition Platform (TAP) and the National Qualifier Test (NQT), ensuring
efficient candidate assessment and engagement. Moreover, TCS emphasizes diversity and

4|Page
inclusion through initiatives like "Ignite," targeting individuals on the autism spectrum. These
approaches not only streamline recruitment processes but also promote inclusivity and
innovation in the workforce. TCS's commitment to leveraging technology for personalized
recruitment experiences and its focus on tapping into diverse talent pools set it apart in the
industry.

1.2 LITERATURE REVIEW

By DR. RACHANA C [January 2019]

Recruitment & selection is a process that enables us to manage and lead people in our
organization. It is helps to know the capacity of the organization to take part in few key
events. It also helps in understanding the workforce sources in an organization, in order to
understand the competitive advantages. Although all employees won’t engage, it is proved
that most of the employees utilize this methods and process. Managers usually won’t
encourage employees for discussion and the problem arises here. Employees are blamed for
the failures in the process, instead of knowing the weakness in the techniques, methodology,
practices and the process which has errors. All the errors are not because of the methods, few
are due to the human errors and decisions. It actually depends on the new candidate hired,
their potentiality and their effectiveness in aiming for the organizational goal.
Reduces Labor Turnover & Better Employee Morale are effective results of R & S process.
Ineffective recruitment is loss to both candidate and the organization, as it is waste of time
and money (The employee might leave the organization). Recruitment process involves valid
practices. Generally, Managers wait for the feedback from their sub-ordinates (Line
Managers) to have an idea about incubation period and procedures to find out the mistakes
and rectify it. Most of the firm do not consider labour turnover. Selection process follows
traditional methods which consist of interviewing, testing, assessment, application forms,
references and few more. Selection process has both its merits and demerits. The best
Selection technique is the one which has effective reliability and validity.

By JACKSON ET AL. AND BRATTON AND GOLD [2009]

Human resource management approaches in any business organisation are developed to meet
corporate objectives and materialisation of strategic plans through training and development
of personnel, with the ultimate goal of improving organisational performance and profits, as
discussed by Jackson et al. (2009). The situation of the labour market and a firm's strength
within it determine the type of recruiting and selection for an HRM approach company.
Furthermore, such businesses must keep track of how the situation of the labour market
relates to potential hires through the projection of an image that will influence and reinforce
candidate expectations.

By JOY O EKWOABA, UGOCHUKWU U IKEIJE, [2015]

It explores the utilization of Fidelity Bank for the R & S process for convergence for exploring
its effects of organization. When a survey was conducted many enlisted factors came out and
uncovered choice criteria was out, which made an impact on the capital of the organization and
also on association executive. As many difficulties solved by the association executive, the R
& S criteria become stronger and better, utilizing all resources in the organization.

5|Page
By, MAVIS ADU-DARKOH [June 2014]
The Ultimate aim of R & S is to accomplish the objective of human asset administrative work,
which is fundamentally set up on execution of association in the organization.

By COSTELLO [2006]
"The set of activities and processes needed to lawfully acquire a sufficient number of qualified
persons," at the correct place and time so that people and organisations can choose each other
in their own best immediate and long-term activities.

By Ms. G. KARTHIGA, Dr. R. KARTHI & Ms. P. BALAISHWARYA

[April 2015]
Recruitment is the process of identifying and searching potential workers and enhancing their
skills and empowering their employments.
Determination is the key factor, through which the organization classify their employees. They
select the candidate who has meet the organizational goals with all conditions applied without
any restrictions.
Hence it is suggested to follow all kinds of recruitment strategies for selecting the best
candidates for the vacant positions and also to enhancing the performance.

By, Dr. SALITHA JARDAT [2014]

The key factor that drives the Human Resources is R & S process, which has inspired many
associates. For better conclusive results, productive recruitment, and selection are used.

By AMRIT KAUR[March 2020]

I had a fantastic working experience in TCS; we had a big team? Some of them were
into recruitment; some were into joining formalities and some into the background
ground verification process. But we all worked together. TCS has its own portal where
candidates registered themselves, so we got every information about the candidates
before interviewing them. TCS has Quality + Quantity on hiring. They also have some
guidelines which they followed very strictly. Some key points which helped me to
improve a lot as a recruiter:

 Mass Hiring: Big recruitment team more than 200 positions to close in a
month. Every month our branch received monthly targets for closing the
positions, and we had to achieve them. So we planned hiring drives on
weekends and weekly interviews.
 Team Work: Learning recruitment strategies from managers, meeting team
targets in groups, taking advice from colleagues, long day meetings all
happened there.

6|Page
  Self-Improvement: Every week, one of the team members had to give a
presentation either on new recruitment strategies or the latest technologies
for our learning, so the learning never stops in TCS.
 Training: To improve employee skills, every week TCS does a training session,
and which was excellent learning.

Everything is right about TCS healthy work culture and promotes work-life balance.

Reviews: -

1.

Title: “A Study of Effectiveness of Recruitment Organisational Support in ITES”

Author: Dr. V. Vijay Anand, Dr. M. Shanthanlakshmi, Dr. G. Uppili Srinivasan, V.

Arunkumar, G. Icewarya, S. Nandhu, S. Monisa Kamatchi, School of Management, SASTRA
Deemed University, Thanjavur, Tamil Nadu - 613 401

Objective:

• To study the Recruitment process in the organization.

• To study the effectiveness of Recruitment and selection process.

• To study the organisational support for the recruiter at the time of recruitment.

• To find the recruiters opinion about the Recruitment Process of the organization.

Findings & Conclusions:

In every organization, recruitment processes play a vital role. The study reveals that the
recruitment process offered in TCS is very much effective. The HR manager of the selected
organization has to focus on selecting the right persons through other sources like campus,
placements, sourcing, walk-in, consultancy etc. The selection is done by evaluating the
abilities which are highly required for the vacancies in the organization. Even the
Organization Support the Recruiters well at the time of recruitment.

2.

Title: “A Comparative study of recruitment & selection, training and development policies in
Indian MNCs and Foreign MNCs”

Author: Ghazala Ishrat, Research Analyst, Department of Engineering and Technology,

Jamia Millia Islamia,New Delhi-110025

Objective:
• To study the differences and similarities of the policies being followed by MNCs.
• To study the impact of personal policies on Recruitment policies.

7|Page
• To study the company’s strategies to meet the need of the job with the candidate’s profile.

1.3 OBJECTIVES OF THE STUDY

 To understand the current Recruitment and Selection process carried out in Information
Technology (IT) giant, Tata Consultancy Services.
 To understand the strategies & sources used by the organization to retain their top
performing and loyal employees.
 To Study the satisfaction level of employees in TCS.

1.4 RESEARCH METHODOLOGY

A research methodology is an approach to systematically take care of the examination issue. It

might be comprehended as a learn about concentrating on how lookup is done deductively. In
it, we study the one-of-a-kind advances that are frequently obtained through a professional in
deliberating his examination issue alongside the intent behind them. The scientist needs to be
aware of the exploration strategies/systems yet, besides, the technique.
To fulfil the objectives of this project, the following types of data has been used for research on
the topic:

PRIMARY DATA:

Primary data is a type of information that is gathered by researchers directly from primary
sources using methods including tests, questionnaires, and interviews. The greatest type of data
for study is primary data, which is typically gathered from the source—where the data initially
originates from. The sources of primary data are frequently deliberately chosen and adapted to
fulfil the criteria or specifications of a particular research project. Prior to selecting a data
collection source, it is important to determine the research's goal and its target audience. In this
project, primary data will be collected through a questionnaire made and circulated in platforms
such as WhatsApp.

SECONDARY DATA:

Secondary data is research data that has previously been gathered and can be accessed by
researchers. It is used to increase the sampling size of research studies and is also chosen for
the efficiency and speed that comes with using an already existing resource. The benefit of
using secondary data is that much of the preliminary work is done. Due to its exposure and
public examination, secondary data can carry more legitimacy than primary research data and
is often used as verification of primary data. In this project secondary data has been gathered
from the internet, journals, past records, etc.

8|Page
1.5 LIMITATIONS OF RESEARCH
The major limitations of these study were:
 Tata Consultancy Services did not disclose full information, since, according to the
organization, information should be confidential.
 Data collected is not sufficient at the scope of the study is limited and the topic is wide.
 This project study was limited to company’s rules and regulations.

9|Page