QUESTIONNAIRE

Personal Profile of the Respondent:

a) Name………………………………………………………….........

b) Male/Female………………………………………………………..

c) Position in the organization…………………………………………

d) Educational qualification of the employee………………………..

Q1. How do you come to know about Tata Consultancy Services Limited (TCS),

when you appeared for your interview at Tata Consultancy Services Limited

(TCS)?

□ Advertisement

□ Consultancies

□ Internet

□ Through friends working in company

Q2. Through which of the following modes were you recruited?

□ Campus Placement

□ Walk-ins

□ Employee Referrals

□ Consultancies

Q3. Does the qualification or knowledge or skills matches with job specification?

□ Yes

□ No

Q4. Kindly select the employment tests that are usedin the organization for

recruitment procedure?

□ Intelligence test

□ Aptitude test

□ Psychometric test

□ Any other, please specify

Q5. Which method of interview are used for recruitment at Tata Consultancy

Services Limited (TCS)?

□ Preliminary Interview

□ Stress Interview

□ Discussion Interview

□ Any Other, Please specify

Q6. Number of stages in recruitment process of Tata Consultancy Services Limited

(TCS)?

□ 2 Stages

□ 3 Stages

□ 4 Stages

□ 5 Stages

Q7. What is the duration of probation for a new joiner at Tata Consultancy Services

Limited (TCS)?

□ 6 month

□ 1 year

□ 2 year

Q8. Is it mandatory to sign a bond before joining the organization?

□ Yes

□ No

Q9. Are employees in HR department satisfied with their salary package?

□ Yes

□ No

Q10. Does the organization pays attention on medical examination before

offering the job?

□ Yes

□ No

Q11. Do you think that the selection process in the company is quite lengthy?

□ Yes

□ No

Q12. The employee-employer relationship in the organization (Tata Consultancy

Services Limited) ?

□ Very good

□ Good

□ Ok

□ Can Not say

Q13. How much do you think the top management of your organization is aware of

the working conditions of its employees?

□ Very little aware

□ Somewhat aware

□ Much aware

□ Very much aware

Q14. Give an overall assessment of recruitment process in Tata Consultancy

Services Limited (TCS)?

□ Excellent

□ Very Good

□ Good

□ Satisfactory

Data analysis and interpretation

Recruitment is a positive process of searching for prospective employees and

stimulating them to apply for the jobs in the organization. When more persons apply

for jobs then there will be a scope for recruiting better persons.

Success of every business enterprise depends on its human resource. Money,

material and machines are inert factors; but man with his ability to feel, think,

conscience and plan is the most valuable resource. At the same time human elements

are most difficult to be inspired, controlled and motivated. The upcoming

competition in India, will demand high motivational level of its employees.

To analysis recruitment process of tata Consultancy Services (TCS) a

structured questionnaire was designed for this purpose. The questionnaire included

both open ended and close ended questions.

The procedure adopted for data collection was interview with the  employees

randomly selected from Tata Consultancy Services (TCS) to the extent possible and

also through mail. The responses given by the respondents were recorded  on  the 

questionnaire. The views expressed by the respondents has been analyzed in the

succeeding paragraphs. About 50 respondents were selected by convenient random

sampling technique.

Employees get to know about Tata Consultancy Services (TCS)

advert-isement consultancies

internetthrough friends

15

5

12

18

Series 1

From the above analysis it has been shown that most of the employees in Tata

Consultancy Services (TCS) came to know about the organization through friends

and advertisement and very less through internet and the least through consultancies

Employees are recruited through the following modes

Campus recru

itment

walk-ins

employee re

ferrals

other

12

18

20

6

Series 1

Through this analysis we are able to analyses that most of the employees are recruited

through employee referrals, only 35%are recruited through walk-ins and very less are

recruited through campus recruitment and other.

Employees are recruited according to job specification or not

94%

6%

yes no

This analysis shows that majority of the employees in Tata Consultancy Services

(TCS) are satisfied with their job profile, it means their job qualification are matched

with their job specification. Only 6% of employees are not satisfied with this

statement .If qualification are matched with job profile it leads to increase in

productivity which ultimately provides benefits to organisation.

Number of stages in recruitment process of Tata Consultancy

Services (TCS)

3 Stages4 Stages

5 Stages

24

16

10

Series 1

This analysis shows that 48% of employees have under gone 3 stages of recruitment

process and 32% of employees 4 stages and rest 5 stages.

Types of employment tests undertaken at Tata Consultancy

Services (TCS)

Intellig

ence

test

Aptitude test

Psycometr

ic test

other

20

15

10

5

Series 1

This analysis shows that 40% of employees have undergone through intelligence test

and 30% have given aptitude test and 20% have given psychometric test and so on.

All these test plays an significant role in recruitment process.

Kinds of interview undertaken at Tata Consultancy

Services (TCS) at the time of recruitment

preliminary interviewstress interview

discussion interviewany other

15

7

25

3

Series 1

Through this analysis we are able to find out the most preferred interview undertaken

at Infosys is discussion interview. According to Tata Consultancy Services (TCS)

discussion interview is the best.

Duration of probation for a new joinee

Responses shows that, 60% employees said that duration of probation period for new

joinees in Tata Consultancy Services (TCS) is 6 months and 40% said that it is 1

year. Earlier the probation period in Tata Consultancy Services (TCS) was 6 month

but now it is 1 year.

6 month60%

1 Year40%

Signing a bond before joining the organization is

compulsory or not

Yes6%

No94%

Through this we are able to know that in Tata Consultancy Services (TCS) it is not

mandatory to sign a bond before joining the organisation.94% employees said that it

is not mandatory to sign a bond and 6% of employees are in favour to sign a bond

before joining the Tata Consultancy Services (TCS).

Satisfaction of emloyees towards the salary provided to

them

Dissatisfied20%

Satisfied80%

This analysis shows that 80% employees are satisfied with their salary package and

20% employees are not satisfied with it. Through this we are able to find that it is the

major obstacle for the satisfaction of employees.

Attention paid by Tata Consultancy Services (TCS) on

medical examination before hiring personnel’s for the job

Yes82%

No18%

This analysis shows that 82% of employees are in favour and 18% employees are

against this statement that organisation pays attention on medical examination before

offering the job.

Is selection process lengthy or not

89%

11%

YES NO

From the analysis we can say that 89% of employees believe that the selection

process Tata Consultancy Services (TCS) of is not lengthy while 11% do not agree

with it.

The employee-employer relationship in the organization

Very goodGood

Ok

32

12

8

Series 1

The employee-employer relationship is important for an Organization .Well-being of

both in an organization is will increase turnover of the concern .In Tata Consultancy

Services (TCS) employee-employer is good .64% of the employees say that it very

good ,while 24% say that it good and 16% say it is ok.

Overall assessment of recruitment process in Tata

Consultancy Services Limited (TCS)

ExcellentVery good

GoodSatisfactory

23

14

8

5

Series 1

Overall assessment show that ,recruitment process of Tata Consultancy Services

(TCS) is excellent .46% say that recruitment process held by Tata Consultancy

Services (TCS) is excellent.28% say it is very good and 16% say that it is

good .10% say it is satisfactory.

Findings,Suggestions and Conclusion

FINDINGS

Employees are the main source through which people came to know about Tata

Consultancy Services (TCS).

Employees referrals is the most common mode through which employees are recruited.

Employees are satisfied with the recruitment procedure followed in Tata Consultancy

Services (TCS).

Due importance to job analysis is given while recruiting people for the job positions.

Most of the employees have a clear knowledge about the company’s vision, mission and

objectives. And they know how to achieve their objectives.

Employee-employer relationship is good.

Employees are clear about their role and responsibility.

Recruitment process followed by the Tata Consultancy Services (TCS) is excellent.

RECOMMENDATION

Tata Consultancy Services (TCS) should not confined to employee referrals for

recruiting the employees they have to take into consider the other aspects also i.e.

campus recruitment, recall etc.

Tata Consultancy Services (TCS) should involve these activities in selection of

candidate which helps in selecting the talented candidate’s i.e. assessment centre,

business games, role play etc.

There should be two way communication between superior and subordinates, So that

they can feel motivated and feel to be proud as a part of the family of Tata Consultancy

Services (TCS).

The procedure of recruitment and selection should be more flexible.

Tata Consultancy Services (TCS) should provide high salary package to employees so

that they become more satisfied and working effectively and efficiently.

Tata Consultancy Services (TCS) should provide incentives fairly to all employees on

the basis of their performance not another aspects.

CONCLUSION

The human element of organization is the most crucial asset of an organization.

Taking a closer perspective it is the very quality of this asset that sets an organization

apart from the others, the very element that brings the organization’s vision into

fruition.

The employees of any organization are its life blood, without doubt. With the dawn

of this realization upon the present day business organizations, there appears to be a

major shift towards human resource management .In fact, the employees of today are

encouraged to participate in the major decisions and thus play a vital role in the

management of the firm. The performance of the organization depends on the

efficiency that its employees exhibit. Hence it is of crucial importance that

employee’s with the most suitable qualifications be selected. This is where the

processes of recruitment and selection come in. It is difficult to separate one from the

other. Thus, one can grasp the strategic implications that the manpower of an

organization has in shaping the fortunes of an organization. This is where the

complementary roles of Recruitment and Selection come in. The role of these aspects

in the contemporary organization is a subject on which the experts have pondered,

deliberated and studied, considering the vital role that they obviously play.

The essence of recruitment can be summed up as ‘the philosophy of attracting as

many applicants as possible for given jobs’. The face value of this definition is what

guided recruitment activities in the past. These days, however, the emphasis is on

aligning the organization’s objectives with that of the individual’s. By making this a

priority, an organization safeguards its interests and standing. After all, a satisfied

workforce is a stable workforce which also ensures that an organization has credible

and reliable performance. The project examines the various processes and nuances

one of the most critical activities of an organization.

The end result of the recruitment process is essentially a pool of applicants. Next to

recruitment, the logical step in the HR process is the selection of qualified and

competent people.

In the end, this project endeavors to present a comprehensive picture of sources &

process of Recruitment and Selection of candidate and hopes to enable the reader to

appreciate the various intricacies involved.

These processes require a great deal of thought and advanced planning. In fact, it is

not only the HR department that is involved. The finance department provides the

budget for the processes and the manpower gap is determined by inputs from all the

departments. Also the grueling procedure through which the candidate goes through

is, in itself, an indicator of the significance of these processes in the efficient

functioning of the organization.