how human resource in been recruited and selected..the whole human management at TCS

2.  Tata Consultancy Services Limited (TCS) is a global IT
services, business solutions and outsourcing company
 a subsidiary of the Tata Group conglomerate.
 Second-largest India-based BPO services
 Ranked #20 in the list of top companies of India, by Fortune
India 500magazine.
 Largest technology service company in India
by revenue and market capitalization.
 142 offices across over 47 countries and generates around
30 per cent of India's IT exports.

3. Services IT, business consulting and
outsourcing services
Profit Rs. 9,068 crore (US$1.99
billion)(2011)
Total assets Rs. 25,037 crore (US$5.51
billion)(2011)
Employees Rs. 226,751 (Q3 2011)
Parent Tata Group

4. INTERNAL
SEARCH
EMPLOYEE
REFERRALS
EMPLOYMENT
AGENCIES
EDUCATIONAL
INSTITUTES
INTRESTED
APPLICANTS

5. INTERNAL
SEARCH
Recruitment via this method is considered as the
most optimum method as it provides the
organization with minimum cost and time for the
process of recruitment and creates a sense of
motivation among the employees.
For TCS,
Natrajan
Chandrasekaran,
the CEO of TCS
got promoted,
prior to which he
was the COO and
Executive
Director of the
organization.
The only disadvantage
for this method would
be missing out new and
fresh talent that is
available in the market

7. EMPLOYEE REFERRAL
Recruitment method in which
the current employees are
encouraged and rewarded for
introducing suitable recruits from
among the people they know.
TCS has a scheme viz BRING YOUR BUDDY
with effect from 01.December.2011.
ADVANTAGE
The credibility of the
employee is at stake when
he or she recommends a
candidate, hence the
employee would
recommend a good
candidate
DISADVANTAGE
Employees may sometimes
refer relatives or friends, who
may not be suitable for the job.
It might also lead to the
formation of cliques in the
organization, with the members
of the same group or clan
getting together.

8. • The purpose of the Bring your Buddy(BYB) scheme is to reward
employees for referring qualified candidates who subsequently are
hired.TCS provides the referring employee a cash bonus for each
successful referral made, in accordance with the provisions stated in
this policy.
• The chart below shows the rewards with respect to the position
referred.

10. Employment
Agencies
Employment agencies are the agencies
that helps to find jobs for person seeking
employment or assist employers in finding
person to fill positions that are open.

11. Educational Institutes
During the placement season, educational institutions, especially
the reputed ones turn into hunting grounds for organizations
looking for fresh talent.
Campus placements at some of the top institutions in the country
reflect the condition of the economy and the industry.
Engineering
Institutes
(Gujarat
Technical
University,
DAIICT, VIT)
Manage
ment
Institutes
(IIM,
Amity)
Design
Institutes
(NIFT)
Managemen
t Institutes
(AMITY)
Graduate
schools
(for Band
one staff

12. INTRESTED
APPLICANTS
Candidates send in their applications
to the management either through
post or e-mail or in person or through
the companies website and express
their interest in employment with the
company.

13. Recruitment And Selection Process of
Tata Consultancy Services
Tata consultancy is a software company, now it is coming in the
financial sector also. Tata consultancy follows a very tough process
of recruitment people in their company. They strongly believe that
the quality of deliveries by the company is directly proportional to
the quality of resources working in the company therefore they are
very careful in selection of people. They evaluate people based on
their attitude and of course their technical expertise Process.

14. SELECTION:

15. CALL LETTER-Offer letter giving the details
about the joining date, salary, etc.
HR ROUND- The interview with the HR
manager about the salary and location
preference.
Management Review-discussions about the
projects taken or at times situational
exams
Technical Interview- Core subjects
knowledge is examined
Aptitude Test- Mathematics and English
related questions

18. Recruitment And Selection Process of
Tata Consultancy Services
1. Work force level
Work force level is the initial level of any company, hear the selected person do
the job which is assigned by their head. In the TCS the initial job is mainly
concern with software development, it could be hardware or networking related
also so candidate should have knowledge of computer languages, hardware or
networking for which post he/she is applying.
Now the recruitment process for work force level
1.Application: it can be either online or respond to one of company’s
Ads -- They screen candidate’s resume and call them for an interview
Selection process is through
1. Written (Aptitude test)
2. Interview (Technical & non-technical)
3. Group Problem Solving

19. 2. Frontline Level
Frontline level is the upper level of work force level. A person could be the head of
one team of workforce level. Here it concern with strong technical as well as
communication skill. It is two way communication process where he/she
communicate with work force people as well as their technical department.
This is internal and external process here employee is getting select from inside the
company or from outside the company. The inside selection process is bit different
from outside selection process.
Now selection process for
frontline level from outside
the company
1. Written
2. Interview (technical & non-
technical)
3. Case study analysis, aptitude test
4. Group Discussion
For inside selection
they considers
1. According to their
performance
2. Interview
3. Leadership quality

20. 3. Middle Management level (Executive selection scheme)
The Executive Selection Scheme is a fast track programme for accelerated growth
of high potential professionals. It take care of all project taken by the company.
This is also two way communication process. Here the manager communicate
with his high level person, lower level employees and more with clients.
This is also based on internally and
externally.
In Internal process
1. Interview
2. Presentation
3. Case Study Analysis
4. Leadership Quality &
5. According to their performance
Now External Process
1. Written Aptitude test
2. Interview (technical & non-technical)
3. Case study analysis
4. Presentation
5. Leadership quality
6. Negotiation

21. 4.Top Management Level
It is the top most and prestigious post for the Tata Consultancy Service like CEO,
MD. Here top most person is mainly concern for managing the whole company, they
also make strategies related to decision making for to phosphorus in near future .
There is no recruitment process from externally.
Now Selection process for Top Management Level is through
1. Interview
2. Candidate Presentation
3. Offers and negotiation

22. Training for the new employees (Fresher's)
TCS follows a program called Initial Learning
Program (ILP), lead by the Learning &
Training(L&T) Department for the new members of
the organization.
Training for the
fresher’s
JAVA
.NET
C, C++
SAP
MAINFRAM
SOFT SKILLS
DEVELOPME
NT
Two prilimary
tests + FINAL
TEST
PASS
PROJECT
FAIL
One month retraining
and a last chance to
sustain job

23. TCS conducts two appraisals:
1.At the end of the year
2.At the end of a project.
Appraisals are based on Balanced Scorecard,
which tracks the achievement of employees on
the basis of targets at four levels —
 Financial
 Customer
 Internal
 Learning and growth

24. Financial perspective
Quantifies the employee’s contribution in terms of revenue
growth, cost reduction, improved asset utilization and so
on;
Customer perspective
Looks at the differentiating value proposition offered by the
employee
Internal perspective
Refers to the employee’s contribution in creating and
sustaining value;
Learning and growth
Are self-explanatory. The weightage given to each attribute
is based on the function the employee performs.

25. INCENTIVE PLAN
TCS can review and design your incentive
plans which could include any of the
following:
• Annual Bonus Plans
• Short-term Incentive Plans
• Long-term Incentive Plans
• Equity Incentive Plans

26.  TCS adopted EVA in 1999, when the company had a staff of around
15000, working at several locations across the world
 Through the EVA model, TCS aimed at creating economic value by
concentrating on long term continuous improvement
 EVA measured operating and financial performance of the
organization and the compensation of all employees was linked to it
 EVA was adopted to focus on continuous improvement rather than
short term goals and also to motivate employees

27.  A business unit could be a part of a service, a practice, a
geographical unit or a combination of all the three
 Every unit was considered to be a revenue center and had its
own EVA target
 Employees could claim stakes at three EVA levels - at the
organization level, at the business unit and the individual level
 The individual was informed how he or she could contribute to
the EVA enhancement at all three levels.
 EVA was controlled by revenues, capital and costs, and an
individual could contribute in any or all of these areas at all the
three levels

28. Promotion can be termed as an
advancement in an employee’s
career rank or position in an
hierarchical structure.
A Promotion in TCS means
that there is a clear rise in the
role and responsibilities of
the employee. Promotion is
depended on the business
head/supervisor’s decision
and assessment of the
employee’s potential and/or
performance in a higher role.

29. PROMOTIONS
ROLE BASED
PROMOTION
MATURITY
BASED
PROMOTIONS
Role based
performance means
that there is an
extension to the
role and span of
activities with a
perceptible
change in the job
content.
In order to
respect the
loyalty of the
employee towards
the firm he/she
is rewarded with
a promotion with
respect to the
current
performance

30. Recognition at TCS
• Project milestone parties — to encourage efficient
execution of projects.
• Recognition of star performers / high fliers — to
recognize outstanding talent.
• Nomination to covet training programmes — to
encourage self-development.
• Best project award — to promote a spirit of internal
competition across work groups and to foster
teamwork.

31. • Best PIP award — to encourage innovation and continuous
improvement.
• Best auditor award — to acknowledge participation in critical
support roles
• Spot awards — to ensure real-time recognition of employees.
• Recommendations for new technology assignments / key
positions — to ensure career progression and development of
employees' full potential.

32. • Performance-based annual increments — to
recognize high performers
• Early confirmations for new employees —
to reward high-performing new employees
• Long-service awards — to build organizational loyalty
• EVA-based increments — to ensure performance-based
salaries.
• On-the-spot recognition —
to guarantee immediate recognition of good performan
ce

33. EXHIBITS
Exhibit I: Goal Setting and Balanced Scorecard
Perspectives
Exhibit II: TCS - Mission, Vision and Values
Exhibit III: Components of TCS EVA Incentive
Exhibit IV: Best IT Employers in India
Exhibit V: TCS Employee Satisfaction (2003-04)
Exhibit VI: Top 15 Companies in Business week
Information Technology 100 Rankings (2005)

34. Thank
You…