Documenti di Didattica
Documenti di Professioni
Documenti di Cultura
I INTRODUCTION 5
Company Profile 7
II RESEARCH METHODOLOGY 9
Limitations 11
Review of literature 12
RESEARCH DESIGN,DATA ANALYSIS
III 31
AND INTEPRETATIONS
IV FINDINGS 56
V SUGGESTIONS 58
ANNEXURE 60
BIBLIOGRAPHY 63
1
TABLE PAGE
TABLE CONTENT
NO NO
1 RECRUITMENT SOURCES 34
2.1 WAY OF COMMUNICATION 35
2.2 CLEAR AND POLITE COMMUNICATION 36
INFORMATION SHARED TO RFT
3.1 37
CANDIDATES
INFORMATION SHARED TO BYB
3.2 38
CANDIDATES
INFORMATION SHARED TO WALK-IN
3.3 39
CANDIDATES
COMPARISION OF SOURCES(RESPONSE
3.4 40
WISE)
4.1 INTERVIEW COORDINATION 41
4.2 INTERVIEW COORDINATION (SOURCE WISE) 42
5.1 FEEDBACK PROVIDIED TO CANDIDATES 43
5.2 FEEDBACK PROVIDIED TO RFT CANDIDATES 44
5.3 FEEDBACK PROVIDIED TO BYB CANDIDATES 45
5.4 FEEDBACK PROVIDIED TO DIRECT
46
CANDIDATES
5.5 FEEDBACK PROVIDIED- EXCELLENT
47
(SOURCE WISE)
6.1 FOLLOW UP FROM RECRUITMENT TEAM 48
6.2 FOLLOW UP FROM RECRUITMENT TEAM 49
(SOURCE WISE)
7 REFERRING TCS TO FRIENDS 50
8.1 POSITION OFFERED TO CANDIDATES 51
POSITION OFFERED TO CANDIDATES
8.2 52
(SOURCE WISE)
CORRELATION BETWEEN JOB PROFILE &
9 53
POSITION OFFERED IN VARIOUS SOURCES
CORRELATION BETWEEN DESIGNATION,
10 54
COMPENSATION AND POSITION OFFERED
CHART PAGE
2
NO CHART CONTENT NO
1 RECRUITMENT SOURCES 34
2.1 WAY OF COMMUNICATION 35
2.2 CLEAR AND POLITE COMMUNICATION 36
3.1 INFORMATION SHARED TO RFT 37
CANDIDATES
INFORMATION SHARED TO BYB
3.2 38
CANDIDATES
INFORMATION SHARED TO WALK-IN
3.3 39
CANDIDATES
3.4 COMPARISION OF SOURCES(RESPONSE 40
WISE)
4.1 INTERVIEW COORDINATION 41
4.2 INTERVIEW COORDINATION (SOURCE WISE) 42
5.1 FEEDBACK PROVIDIED TO CANDIDATES 43
5.2 FEEDBACK PROVIDIED TO RFT CANDIDATES 44
5.3 FEEDBACK PROVIDIED TO BYB CANDIDATES 45
5.4 FEEDBACK PROVIDIED TO DIRECT
46
CANDIDATES
5.5 FEEDBACK PROVIDIED- EXCELLENT
47
(SOURCE WISE)
6.1 FOLLOW UP FROM RECRUITMENT TEAM 48
6.2 FOLLOW UP FROM RECRUITMENT TEAM 49
(SOURCE WISE)
7 REFERRING TCS TO FRIENDS 50
8.1 POSITION OFFERED TO CANDIDATES 51
POSITION OFFERED TO CANDIDATES
8.2 52
(SOURCE WISE)
9 CORRELATION BETWEEN JOB PROFILE & 53
POSITION OFFERED IN VARIOUS SOURCES
CORRELATION BETWEEN DESIGNATION,
10 54
COMPENSATION AND POSITION OFFERED
3
INTRODUCTION
‘In this dynamic world, one needs to run to stay where he is. It does not
matter running like a lion or a gazelle, instead it is all about running.’’
4
This is the essence that sums up the marketplace and its competitive
nature. Companies are looking at new ways of giving themselves the
competitive advantage.
New products, new image and new marketing techniques are some of
the ways this can be achieved. But successful companies look towards their
people to provide the leading edge. Herein lays the importance of Recruitment
and staffing- getting right people for the right job at the right time.
RECRUITMENT:
DEFINITION
Recruitment is defined as the process of searching prospective
workers and stimulating to apply for jobs in the organization. It is a
5
prospecting job where organizations make search for prospective employees.
However in practice employees too seek out organizations just as
organizations seek out for prospective employees.
Therefore, the job of recruitment is based on the mating theory,
where the success of both the parties is critically dependent on timing. Unless
the two searches synchronize on the mating theory, conditions are not ripe for
recruitment to succeed.
OBJECTIVES OF RECRUITMENT:
The main objectives are:
• To attract people with multi-dimensional skills and experiences
that suits the present and future organizational strategies
• To induct outsiders with a new prospective to lead the company
• To infuse fresh blood at all levels of the organization
• To develop an organizational culture that attracts competent
people to the company
• To search or head hunt or head pouch people whose skills fit
the company’s value
• To devise methodologies for assessing psychological traits
• To seek out non-conventional development grounds of talent
• To search for talent globally and not just within the company
• To design entry pat that competes on quality but not on quantum
• To anticipate and find people for positions that do not exist yet.
6
ensuring a level of certainty no other firm can match. TCS has over 143,000
of the world's best trained IT consultants in 42 countries.
VISION
MISSION
OBJECTIVES
They have set a number of strategic and tactical objectives that reflect
their mission, aim and collective goals:
EXPERTISE
1. With a focus on the customer, they have the business and accounting
skills necessary to understand and implement the structure best suited
7
to the customers needs.
3. People are their biggest asset, and at TCS they have individuals who
combine skills, backgrounds and cultures to provide a cohesive and
outstanding team.
8
STATEMENT OF THE PROBLEM
9
sources of recruitment and provide suggestions for further improvement to
successfully recruit a quality work force. The study on the recruitment sources
would help in increasing the effectiveness and speed of recruitment. The
comparison of various recruitment sources will help in increasing the
efficiency of the recruitment process. The candidate has thus chosen for the
study of the recruitment process at Tata Consultancy Services, Chennai.
Primary objective
TO THE COMPANY:
TO THE RESEARCHER:
10
To educate the researcher how effectively the recruitment source
can be implemented and brings out the awareness on different recruitment
source followed at various occasions
a) Temporal:
b) Geographical:
c) Conceptual:
The study has been done taking into account only the important
variables like
Communication
Job profile
Compensation
Interview co-ordination
Feedback provided to candidates
Follow up
Quality of Candidates
Joining ratio
Hit ratio of profiles
Turnaround time
Trustworthiness
Professionalism
Support for Adhoc requirements
11
Co-ordination
d) Specific:
e) Procedural:
All the data collected are generally limited by the method adapted. In
the current study, the sole method of collection being the questionnaire, limits
the data to the extent of data generation available through that method.
REVIEW OF LITERATURE
1. Bussler and Davis (200) stated that e-recruiting system could reduce
the hiring time by tow-thirds. Responses to the online posting happen
almost immediately.
2. Manishankar Chakraborty (2009) in his article “Recruitment dynamics”
stresses that recruitment has metamorphosed form a peripheral to a
central activity of an organization. The emergence of knowledge
sectors, coupled with novel HR practices, giving a new shape and
dimension to the recruitment landscape. The article insists about the
novel recruitment practices which enable the local companies to go
global. Head-hunters, RPO, referrals, database development are few
among them. It concludes by insisting that the recruitment process has
changes over the years. There is a need to understand the changing
dynamics in the recruitment landscape. In spite of all-round
developments taking place all across the industries, the rural urban
divide still exists, mainly because the chunk of population from rural
sphere thrive on a partly income.
12
recruitment process is an essential tool in the hands of a successful
business manager. The recruitment process has to be continuously
improved and ensured that every recruitment cycle fetches a better
employee than the previously recruited. An HR manager should be
made conscious that they are laying the foundation of an organization.
If they show any lethargy or take any untoward steps, no matter how
strong the building will be, it would crumble one day. Since the
organization process, to a great extent, depends on the kind of people
one recruits, one needs to take care of every possible alternative which
is there, to get the right fit.
13
placement consultants, vernacular languages, growth of internet and
research and development are the factors affecting the online market.
14
The recruitment process is immediately followed by the selection
process i.e. the final interviews and the decision making, conveying the
decision and the appointment formalities.
SOURCES OF RECRUITMENT
Every organization has the option of choosing the candidates for its
recruitment processes from two kinds of sources: internal and external
sources. The sources within the organization itself (like transfer of employees
from one department to other, promotions) to fill a position are known as the
internal sources of recruitment. Recruitment candidates from all the other
sources (like outsourcing agencies etc.) are known as the external sources of
the recruitment.
SOURCES OF RECRUITMENT
15
INTERNAL SOURCES OF RECRUITMENT
Some Internal Sources of Recruitments are given below:
Transfers
The employees are transferred from one department to another according
to their efficiency and experience
Promotions
The employees are promoted from one department to another with more
benefits and greater responsibility based on efficiency and experience.
Upgrading And Demotion Of Present Employees according to their
performance.
Retired And Retrenched Employees may also be recruited once again in
case of shortage of qualified personnel or increase in load of work.
Recruitment such people save time and costs of the organizations as the
people are already aware of the organizational culture and the policies
and procedures.
The Dependents And Relatives Of Deceased Employees And Disabled
Employees are also done by many companies so that the members of
the family do not become dependent on the mercy of others.
17
FACTORS AFFECTING RECRUITMENT
18
2) Human Resource Planning: Effective human resource planning helps in
determining the gaps present in the existing manpower of the organization. It
also helps in determining the number of employees to be recruited and what
qualification they must possess.
3) Size Of The Firm: The size of the firm is an important factor in recruitment
process. If the organization is planning to increase its operations and expand
its business, it will think of hiring more personnel, which will handle its
operations.
The external factors which affecting recruitment are the forces which
cannot be controlled by the organization. The major external forces are:
19
3. Image / Goodwill: Image of the employer can work as a potential
constraint for recruitment. An organization with positive image and goodwill as
an employer finds it easier to attract and retain employees than an
organization with negative image. Image of a company is based on what
organization does and affected by industry. For example finance was taken up
by fresher MBA’s when many finance companies were coming up.
20
efficient hiring process. A clear and concise recruitment policy helps ensure a
sound recruitment process.It specifies the objectives of recruitment and
provides a framework for implementation of recruitment programme. It may
involve organizational system to be developed for implementing recruitment
programmes and procedures by filling up vacancies with best qualified
people.
21
• Organizational objectives
• Personnel policies of the organization and its competitors.
• Government policies on reservations.
• Preferred sources of recruitment.
• Need of the organization.
• Recruitment costs and financial implications.
22
RECRUITMENT PROCESS IN TCS:
23
WORK FORCE REQUIREMENTS
24
Purpose:
To determine the number of people required with specific
competencies.
Scope:
This procedure describes the method for identifying the competency
and workforce requirements based on the business plan.
This procedure will be followed during the initial phase of workforce
planning as part of the initiative to shape the workforce. The procedure should
be performed annually with revisions on a quarterly and/or event driven basis.
Activity:
• Review the business plan for workforce and company needs
• Review the company database
• Long term and short term workforce and company needs
For Fresher’s
1. Campus recruitment
2. Absorption
25
EMPLOYEE REFERRAL SCHEMES
Advantages
Disadvantages
Cost
Minimal.
26
2. DIRECT WALK-IN
Direct walk-in are popular with organisations where the candidates enter
the organization without an appointment.
Advantages
Disadvantages
Cost
The whole process can be fast if all the arrangements were made perfect.
3. PLACEMENT CONSULTANTS
27
• Providing Placement Agencies with Login credentials to e-recruitment
portal
• Coordination with Placement Agency for Resumes/Payments
• Terms and Conditions for Payment and services
• Initiate renewal of agreement with Placement Agency
Advantages
Disadvantages
Cost
4. E-RECRUITMENT
The internet is now the number one recruitment channel for many
organisations. It includes using the organisation's own website, online
recruitment agencies and social networking sites
Advantages
28
• provides access to thousands of candidates, all over the world
• processing applications can be quicker
• some new online technologies can pre-screen, test and rank
candidates before a recruiter sees them. It can therefore be less time
consuming for recruitment staff
• specialist websites can target specific sectors and skills
Disadvantages
Cost
Objective
Its main objective is to get rid of vendors cost and involvement (to
minimize cost) and for immediate turnaround.
29
To acquire the experienced talent to meet the gaps in competencies
and workforce requirements in accordance with the global business
strategy.
Input
Output
30
RESEARCH DESIGN
31
Research design is a framework or blue print for conducting the
research project. It specifies the details of procedures for obtaining the
information, needed to structure and solve research problems. The researcher
has used descriptive research. Descriptive research is a research which
involves describing and interpreting events, conditions or situations of the
present.
ANALYTICAL FRAMEWORK
SAMPLING
a) Sampling size:
The size refers to the number of sampling units selected from the
population for research.
b) Sampling unit:
32
c) Sampling area:
d) Sampling method:
DATA COLLECTION
Nature of data:
The method adopted by the researcher for the primary data was
‘Questionnaire method’. Under the questionnaire method, a list of questions
pertaining to the survey was prepared and given to the respondents to be
filled in by them. The questionnaire contained simple and essential questions
for the research. The researcher adopted a structured questionnaire and is of
close type.
QUESTIONNAIRE CONSTRUCTION
33
The construction of the questionnaire is an important criterion for
collecting primary data. The questionnaire was constructed for the purpose of
evaluating the responses of the respondents.
For analyzing the data, Microsoft Excel is the software being used.
Statistical tools
• Percentage analysis
• Correlation
• Pictorial representation
34
TABLE 1: RECRUITMENT SOURCES
Em ployee Referal
Regional Fast
20%
Track
46%
Interpretation:
35
Way of Communication Results (in percentage)
Strongly agree 79
Somewhat agree 16
Neutral 4
Somewhat disagree 1
Disagree 0
100
NO.OF CANDIDATES
80
60
Series1
40
20
0
Strongly Somewhat Somewhat
Neutral Disagree
agree agree disagree
Series1 79 16 4 1 0
LEVEL
Interpretation:
36
Clear and Polite Comm.(Source-wise Results( in
results) percentage)
Regional Fast Track 39
Employee Referral 15
Placement consultants 17
Direct Walk-in 8
50
NO.OF CANDIDATES
40
30
Series1
20
10
0
Regional Fast Placement
Employ ee Referal Direct W alk-in
Track consultants
Series1 39 15 17 8
LEVEL
Interpretation:
This table and graph show the sources wise results for the clear
and polite communication. Out of 79 respondents who strongly agreed that
the way of communication is clear and polite, majority (nearly 40 out of 79)
are from the RFT source. Even though the respondents from other sources
also agreed it, the numbers from RFT source proves that the information and
communication forwarded to interview candidates through RFT is clear and
polite than forwarding information through other sources.
37
Information Shared Results
Excellent 30
Good 11 CHART: 3.1
Satisfactory 5 INFORMATION
SHARED – RFT
Needs Improvement 0
CANDIDATES
Good
24%
Excellent
65%
Interpretation:
38
Good 10
Satisfactory 1
Needs Improvement 0
Needs
Satisfactory
Improvement
5%
0%
Excellent
45%
Good
50%
Interpretation:
39
Good 4
Satisfactory 2
Needs Improvement 0
Needs Improvement
Satisfactory 0%
17%
Excellent
50%
Good
33%
Inference:
40
Employee Referal 9
Placement consultants 8
Direct Walk-in 6
Direct W alk-in
11%
Placemen t
consultants
15% Regional F ast
T rack
Employee Referal 57%
17%
Interpretation:
This graph and chart clearly depict the effectiveness of the RFT
source over the other sources of recruitment. For the question of the quality of
information shared among the interview candidates, nearly 53 candidates
turned up towards the option of EXCELLENT. From the 53 candidates, nearly
30 candidates ( 57%) are alone from the RFT source. Thus from the
information sharing aspect, RFT source of recruitment is found to be the most
effective source.
41
Good 40
Satisfactory 7
Needs improvement 2
IN T E R V IE W C O -OR D IN AT IO N
60
50
NO.OF CANDIDATES
40
30 S eries 1
20
10
0
needs
ex c ellent good s atis fac tory
im provem ent
S eries 1 51 40 7 2
L EV EL
Interpretation:
42
PC 7
WALK-IN 7
IN T E R V IE W C O O R D IN A T IO N - E X C E L L E N T (S O U R C E W IS E R E S U L T S )
35
30
25
NO.OF CANDIDATES
20
S e r ie s 1
15
10
5
0
RFT BYB PC W A L K - IN
S e r ie s 1 30 7 7 7
LEVEL
Interpretation:
This graph and chart clearly depict the effectiveness of the RFT
source over the other sources of recruitment. For the question of the interview
co-ordination during recruitment process, nearly 51 candidates turned up
towards the option of EXCELLENT. From the 51 candidates, nearly 30
candidates ( 58%) are alone from the RFT source. Thus from the interview co-
ordination aspect, RFT source of recruitment is found to be the most effective
source.
43
Excellent 49
Good 45
Satisfactory 5
Needs Improvement 1
E xc ellent
Good 49%
45%
44
Feedback – RFT Candidates Results
Excellent 31
Good 14
Satisfactory 1
Needs Improvement 0
F E E D B A C K P R O V I D E D T O R F T C A N D ID A T E S (4 6 )
S a tis f a c to r y
2% Ne e d s Imp r o v e me n t
0%
Good
30%
Ex c e lle n t
68%
45
Feedback provided – BYB Candidates Results
Excellent 6
Good 13
Satisfactory 1
Needs Improvement 0
F E E D B A C K P R O V ID E D T O B Y B C A N D ID A T E S (2 0 )
N e e d s Im p ro ve m e n t
S a t is fa c t o ry 0%
5%
E x c e lle n t
30%
G ood
65%
46
Feedback provided – Direct Candidates Results
Excellent 4
Good 6
Satisfactory 2
Needs Improvement 0
Nee ds
Improv ement
0%
Satis f ac to ry
17% Ex c ellen t
33%
G o od
50%
47
Regional Fast Track 31
Employee Referal 6
Placement consultants 8
Direct Walk-in 4
Direct Walk-in
8%
Placement
consultants
16%
Employee Referal Regional Fast Track
12% 64%
Interpretation:
These Tables and charts (from 5.1 to 5.4) help to analyse the
recruitment sources in terms of the Feedback provided for the candidates
during their recruitment process. Out of 100 candidates from various
recruitment sources, nearly 49 candidates (just lower than 50%) are opted for
the option EXCELLENT. Out of these 49 candidates, 31 are from Regional
Fast Track (RFT), which shows that the RFT candidates are receiving the
meaningful and useful feedbacks from the recruiters, whereas candidates
from other recruitment sources may or maynot get the proper feed backs.
48
Excellent 47
Good 45
Satisfactory 7
Needs Improvement 1
Interpretation:
49
Regional Fast Track 28
Employee Referal 6
Placement consultants 5
Direct Walk-in 8
Interpretation:
This table and chart clearly depict the effectiveness of RFT, over
the other sources of recruitment. This table gives the sector wise results for
the question of Follow up. 47 candidates out of 100 candidates are opted for
the option of EXCELLENT, on which 28 candidates are from RFT and 6, 5 are
from employee referral and placement consultants respectively.
50
Definitely not 0
Probably not 0
May be 5
Probably would 16
Definitely would 79
Interpretation:
51
Position offered to candidates Results
Completely Satisfied 51
Very Satisfied 38
Fairly well satisfied 10
Somewhat dissatisfied 1
very dissatisfied 0
Interpretations:
This graph and chart are used to analyze and study the
effectiveness of recruitment sources in terms of position offered to the
candidates after the process of recruitment and selection. Out of 100
candidates, 51 (slightly more than 50%) candidates are opted for the option of
completely Satisfied option, which shows that the recruitment process are
making strenuous efforts in understanding and finding out the key potential
area in which a candidate can be performed well.
52
Recruitment Sources- (completely Satisfied) Results
Interpretation:
53
TABLE: 9 CORRELATION BETWEEN JOB PROFILE & POSITION
OFFERED IN VARIOUS SOURCES
Inference:
54
S. NO Recruitment Variables Considered Correlation
Sources Observed
1 Candidates from Designation & Compensation 0.5294
all sources and Position Offered(all
employees)
2 RFT Designation and Compensation, 0.5280
Position Offered
3 Placement Designation & Compensation 0.4048
Consultants and Position Offered
4 BYB Designation & Compensation 0.3929
and Position Offered
5. Direct Walk-in Designation & Compensation 0.3924
and Position Offered
Inference:
55
FINDINGS OF PRIMARY OBJECTIVE
56
• 46% of the recruitment has been done through the RFT , which is
found to be the most effective source compared to all other recruitment
sources at TCS.
• 79 of the respondents strongly agree that the communication from the
recruiters is clear and polite and 40 out of which are from RFT.
• 53 candidates feel that the quality of information is excellent.
• 51 candidates have agreed that interview co-ordination is excellent and
30 out of which are from RFT.
• 49 candidates have agreed that the feedback provided to them is
excellent and out of which 28 candidates are from RFT.
• 47 candidates have agreed that the follow up provided to them is
excellent and out of which 28 candidates are from RFT.
• 79 candidates would refer TCS to their friends and relatives.
• It is found that 51 candidates are completely satisfied on the position
offered to them by the recruiters and out of which 26 are from RFT.
• It is found that the information received from the recruitment team
regarding job profile and the position offered after recruitment is more
correlated in RFT source of recruitment.
• It is found that the information received from the recruitment team
regarding designation and the position offered after recruitment is more
correlated in RFT source of recruitment.
• Therefore it is found that the Regional Fast Track is more effective
recruitment source at TCS.
57
SUGGESTIONS:
58
Interview process can be made faster in order to avoid inconvenience
among the candidates.
Guidelines can be provided to the candidates by the concerned HR
person in filling the online application form
Job profile can be discussed in brief with the candidates by the
recruiters before the process of interview.
Follow-up to the candidates can be improved so that it avoids losing
the potential candidates.
Communication can be given through mail rather than through
telephone to the candidates by the recruiters.
The candidates can be provided with correct HR contact person for
further communication so that there will be no confusion.
The organization can increase the number of RFT candidates.
The RFT team should ensure that the candidates do fill in the form
before they come for the interview
Need to focus on requirements in hand and a professional outlook is to
be improved
CONCLUSION
59
The study helped the researcher to acquire knowledge about the
recruitment sources that is being adopted at Tata Consultancy Services,
Chennai. Recruitment has become an important function in today’s
organizations. Technological innovations, increased competition and diverse
workforce have increased the need for companies to re-examine their
recruitment practices. Evaluation of recruitment has become an important
process as it involves huge costs and brings benefits to the organization.
60
RECRUITMENT FEEDBACK FORM
Name:
Age:
Designation:
Salary:
Email Address:
Tel / Mobile:
Date:
1. Kindly mention the source through which you have been recruited
to TCS?
2. Placement consultants
4. Employee referral
1. Disagree
2. Somewhat Disagree
3. Neutral
4. Somewhat Agree
5. Strongly Agre
61
3. Please rate the following in the scale of 5, based on the information
you received from the recruitment team
4. How was the venue details & contact information shared to you?
Completely satisfied
Very Satisfied
Somewhat dissatisfied
Very dissatisfied
62
9. Would you refer few of your friends for any other requirement in
TCS?
Definitely not
Probably not
Maybe
Probably would
Definitely would
________________________________________________________
________________________________________________________
63
BIBLIOGRAPHY
• www.naukrihub.com
• www.vertxsolutions.com
• www.citehr.com
64