INRECRUITMENT AND SELECTION

IN
TATWA TECHNOLOGY LIMITED
Submitted by
Manoj Behera
Regd. No:- 1706275061
Under The Guidance Of

Internal Guide External Guide

Mrs. Laxmi Beura Mr. Ajay Kumar Sahoo
Faculty (HR) HR Corporate
BIMIT, BBSR TATWA TECHNOLOGY LTD, BBSR

BHUBANESWAR INSTITUTE OF MANAGEMENT

&
INFORMATION TECHNOLOGY
 INTRODUCTION OF IT/ITES

• Information technology essentially refers to the digital processing, storage and

communication of information of all kinds and exchange all forms of electronic data.
• IT can be defined as computing and telecommunication technology that provides
automatic means of handling information.
• IT includes software and hardware.
• The role of IT in services i.e., IT – led services includes the following: Product support
process outsourcing, hardware and software maintenance, training and education, IT
out sourcing, system integration and application development.
• IT can potentially be used in every sector of the economy.
• Our nation has emerged as an important venue for the services sector including
financial accounting, call centres, and business process outsourcing. Technology and
Bioinformatics, which are on Government‘s priority list for development, offer scope
for FDI.
 HISTORY OF IT/ITES
• The software industry has crossed $ 27 billion dollar mark in 2005.
• Its exports accounted for 20% of Indian export revenues in 2003 -04.
• By 2008 it would account for 7% of India‘s GDP and would contribute 30% of total
Indian export revenues.
• The IT sector is likely to give employment to 9million people in India by 2008 and
also generate $ 87 billion in annual revenues and $ 225 billion in market in India by
2008.
• India’s IT Services industry was born in Mumbai in 1967 with the establishment of the
Tata Group in partnership with Burroughs.
• The first software export zone, SEEPZ the precursor to the modern-day IT park – was
established in Mumbai in 1973.
• Indirect employment includes expenditure on vendors including telecom, power,
construction, facility management, IT, transportation, catering and other services.
• The IT sector has also led to massive employment generation in India. The industry
continues to be a net employment generator — expected to add 230,000 jobs in
fiscal year 2012.
 OBJECTIVE OF THE STUDY

The primary objective of this study was to determine and compare the extent of
vocational training, satisfaction in employment/careers, and socio-economic
improvement of the project-assisted institute graduates and non-assisted institute
graduates.
• To understand the process of recruitment
• To know the sources of recruitment at various levels and various jobs
• To critically analyze the functioning of recruitment procedures
• To identify the probable area of improvement to make recruitment procedure
more effective
 RESEARCH METHODOLOGY

Methodology is the systematic, theoretical analysis of the methods applied to a field

of study. It comprises the theoretical analysis of the body of methods and principles
associated with a branch of knowledge.
• Tatwa technology limited being an industrial establishment; the researchers had to
collect opinion through primary and secondary sources.
• Tatwa technology limited depends upon conversation, advancement & utilization of
its workforce.
• The primary sources of data are the informal discussion with the respondent to get
maximum information and secondary data are collected from various recruitment
reports, journals and other company publications.
 INTRODUCTION ABOUT TATWA TECHNOLOGY PROFILE

• TATWA Technologies Ltd was founded in the year 2002.

• In all these years Tatwa has been conferred several recognitions at the State
and National levels, majorly related to the company's performance, its
leadership in the area of IT & ITES services.
• Headquartered at Bhubaneswar, the State capital, it now has delivery centres
across the country.
• Tatwa’s business units now consists of Business Technology Services, Mobility &
m-Commerce Solutions, SAP, Offshore Delivery Support, E Governance , Web
technologies , Digital Marketing, m- Governance, IT support Services, IT
Consulting, BPO Services, IT & BPO Training and staff augmentation services.
• Tatwa Technologies Ltd now caters to Telecom, Healthcare, Indian SME Sector,
Governments , International SME and e-commerce/ M Commerce start-ups
satisfying their end to end IT/ ITeS needs.
• Tatwa one of the most trusted brands across the country and abroad.
 SERVICES OFFERED BY THE TATWA TECHNOLOGY LIMITED

SERVICES
Tatwa Technology Limited provides 3 types of services, those are
• BPM services
• IT services
• System Consulting & Integration
 PRODUCTS OFFERED BY THE TATWA TECHNOLOGY LIMITED
Products
• Project Monitoring System
• HRMS
• E-Procurement
• Microfinance Solution
• Inventory Management System
• Asset Management
• Pharmacy Retail Management
• Create Online Form
• CRM
• Litigation Management System
• Tatwa Mark D
• Edu Cloud
• Transport Management System
 VISION AND MISSION OF TATWA TECHNOLOGY LIMITED

Vision
To be one of the most distinguished players in the areas of Information Technology and IT
enabled Services.

Goals
To be a 2 billion Company by the year 2020.

Mission
To make complex technologies simpler and accessible so that it becomes an indispensable
part of everyone’s lives.

To be the most reliable solutions provider in IT & ITES sector.

 ANALYSIS OF RECRUITMENT & SELECTION

What is recruitment?
Recruitment is the process of finding of prospective candidate for filling actual and
projected vacancies in an organisation. Recruitment enable the organization to obtain
the number and type of individual required for its continues working.

According to Edwin B. Flippo: “Recruitment is the process of searching prospective

employees and stimulating them to apply for jobs in an organization”.

According to Barber: “Recruitment includes those practices and activities carried out by
the organization with the primary purpose to identify and attracting potential
employees”.
PROCESS OF RECRUITMENT
 SOURCES OF RECRUITMENT

INTERNAL SOURCES OF RECRUITMENT

Internal sources of recruitment involve motivating the employees of the organization to
apply for the openings within the organization.
EXTERNAL SOURCES OF RECRUITMENT
External sources of recruitment involve motivating the skilled and more efficient
candidates external to the organization to apply for the vacant positions in the
organization.
INTERNAL SOURCES OF RECRUITMENTS
EXTERNAL SOURCES OF RECRUITMENT
STEPS OF RECRUITMENT
Recruitment should incorporate the following steps:
Step 1 – Before you start looking
Step 2 – Preparing a job description and person profile
Step 3 – Finding candidates
Step 4 – Managing the application process
Step 5 – Selecting candidates
Step 6 – Making the appointment
Step 7 – Induction
RECRUITMENT LIFE CYCLE
Full life cycle recruiting is a term used for a complete process of recruitment from start to
finish. It starts when a need for a new employee rises and ends up with a new employee
on boarding.
TYPES OF INTERVIEW
• Traditional one on one job interview:
• Panel interview:
• Behavioral interview
• Group interview
• Phone interview
• Lunch interview
WHAT IS SELECTION
The Selection is the process of choosing the most suitable candidate for the vacant
position in the organization. In other words, selection means weeding out unsuitable
applicants and selecting those individuals with prerequisite qualifications and
capabilities to fill the jobs in the organization.

According to Terrie Nolineske, “Selection is the process of making a hire or no hire

decision regarding each applicants for a job.”

According to Schemerhorn and Osborn, “selection is a series of steps from initial

applicant screening to final hiring of the new employee”.
SELECTION PROCESS
 DIFFERENCE BETWEEN RECRUITMENT AND SELECTION
Basis for
Comparis Recruitment Selection
on
Recruitment is an activity of searching candidates and Selection refers to the process of selecting the best
Meaning
encouraging them apply for it. candidates and offering them job.

Approach Positive Negative

Inviting more and more candidates to apply for the Picking up the most suitable candidate and rejecting the
Objective
vacant post. rest.
Key Factor Advertising the job Appointment of the candidate

Sequence First Second

Vacancies are notified by the firm through various sources
Process
and application form is made available to the candidate.
The firm makes applicant pass through various levels like
submitting form, written test, interview, medical test and
so on.

Contractua As recruitment only implies the communication of Selection involves the creation of contractual relation
l Relation vacancies, no contractual relation is established. between the employer and employee.

Method Economical Expensive

WHAT ARE KSA ?
LITERATURE REVIEWS

Edwin Flippo defines Recruitment and selection process as “A process of searching for
prospective employees and stimulating and encouraging them to apply for jobs in an
organization”.

Korsten (2003) and Jones et al. (2006), “Human Resource Management theories
emphasize on techniques of recruitment and selection and outline the benefits of
interviews, assessment and psychometric examinations as employee selection process”.

Jones et al. (2006): “Examples of recruitment policies in the healthcare, business or

industrial sector may offer insights into the processes involved in establishing recruitment
policies and defining managerial objectives”.
MY WORKING
Cold calling
• I have done 70 cold calling during my internship
• 20 engineering colleges for data analyst job
• 36 candidate for customer support executive
• 24 candidate for admin executive
• 20 candidate for dot not developer position.
Interviews
• Observed and interviewed candidate for BPO aircel, Vodafone, call centre jobs.
• Interviewed 7 candidates for data analyst position with HR senior Ajay Kumar
Sahoo and Priyabrata Satpathy.
CONCLUSION
The summary of the study and survey done in recruitment and selection done in RS HR
Team Solution gave me a good learning and understanding about the whole process
and suggest ways to improve its effectiveness thereby the organization’s performance.
“Client satisfaction is considered to be the key for firm’s success”
Findings and recommendations are focused on to help the firm’s further growth in this
sector. In order to maintain business performance and competitive advantage,
organisations competing in a global marketplace must recruit the best people they can.
For such organisations, recruitment becomes a key component of their overall business
strategy.
 BIBLIOGRAPHY

REFERENCE

BOOK REFERRED
Human resource Management K. aswathappa
Human Resource Management, Khanka
Biswanath Ghosh, Human Resources Development and Management, Vikas Publication House Pvt Ltd., Reprinted in
2005, 2006, 2007, Fourth Reprint: 2008

WEBSITES REFERRED
www.mbdalchemie.com
www.google.com
www.citehr.com
www.hrmguide.com
www.oneclickhr.com
www.wikipedia.com
THANK YOU