TCS Project HRM

8/18/2019 TCS Project HRM

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OBJECTIVE OF THE PROJECT REPORT

Success of every business enterprise depends on its Human Resources. Finding

the right person for the right job and developing him into a valuable resource an

indispensable requirement of every organization. Proper recruitment helps the line

managers to wor most effectively in accomplishing the primary objective of the

enterprise. !n order to harness the human energies in the service or organizational

goals"every HR manager is e#pected to pay proper attention to recruitment and selectio

nactivities in an organization. $hus" personnel functions" recruitment and selection"

when carried out properly would enable the organization to hire and retain the services

of the best brains in the %aret. $he world&s

bestcompanies have established their strength with their people. $heemployees identify

themselves with the company they are woring for. $his also helps in building up their

spirit" morale and e spirit ' de ( cops

which becomes strength of the company. $here are certain ways that are to be followed

byevery organization" which ensures that it has right number and ind of people" at the

right place and right time" so that organization can achieve its planned objective. $he

project covers introduction of Recruitment and Selection" Purpose and !mportance

of Recruitment" Sources of Recruitment" Steps in the Recruitment )

Selection Process" and Suggestions to mae the Recruitment Process more effective. !t

also includes the challenges faced by HR in recruitment process and the recent trends in

recruitment process.

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SCOPE OF THE STUDY

$he project is concerned with the study of various aspects of current

Recruitment &selection in TCS. *esides e#ploring the process of Recruitment )

selection the scope of the study also lies in understanding the effectiveness of

current Recruitment ) selection channel in $+S and getting the feedbac from

recruiters.

INTRODUCTION TCS

$ata +onsultancy Services ,imited -$+S is Software services consulting

company headquartered in %umbai" !ndia. $+S is the largest provider of information

technology and business process outsourcing services in /sia. $+S has offices in 01

countries with more than 201 branches across the globe. $he company is listed on the

3ational Stoc 4#change and *ombay Stoc 4#change of !ndia. $+S is one of

the operative subsidiaries of one of !ndia&s largest and oldest conglomerate company"

the $ata 5roup or $ata Sons ,imited" which has in tests in areas such as energy"

telecommunications" financial services" manufacturing" chemicals" engineering"

materials" government and healthcare.

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HISTORY OF TT CO!PUTER CENTER

!t began as the 6$ata +omputer +entre6" for the company $ata 5roup whose

main business was to provide computer services to other group companies. F. +. 7ohli

was the first general manager. 8R9 $ata was the first chairman" followed by 3ani

Palhivala. :ne of $+S& first assignments was to provide punched card services to a

sister concern" $ata Steel -then $!S+:. !t later bagged the country&s first software

project" the !nter(*ranch Reconciliation System -!*RS for the +entral *an of !ndia. !t

also provided bureau services to ;nit $rust of !ndia" thus becoming one of the first

companies to offer *P: services. !n the early 2s" $ata +onsultancy Services started

e#porting its services.

$he company pioneered the global delivery model for !$ services with its first

offshore client in 2


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set up for +ompaq -then $andem in2


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PRODUCTS & SERVICES OFFERED

TCS PROVIDES "IDE RN#E OF IT ND

CO!PUTIN# SO$UTIONS% INC$UDIN# '

ssur(nce Ser)ices

BI & Per*orm(nce !(n(+ement

Business Process Outsourcin+

Clou, Ser)ices

Connecte, !(r-etin+ Solutions

Consultin+

En+ineerin+ & In,ustri(l Ser)ices

Enterrise Solutions

ON Sm(ll (n, !e,ium Business

IT In*r(structure Ser)ices

IT Ser)ices

!o/ilit0 Solutions (n, Ser)ices

Pl(t*orm Solutions

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INDIN BRNCHES

$+S has development centers andDor regional offices in the following !ndian

cities E( %aharashtra %umbai" /hmadabad" *aroda" *angalore" *hubaneswar" ochi"

7olata" ,ucnow" 3oida" Pune" $hiruvananthapuram" Patna" Haldia

#$OB$ UNITS

/frica E( South /frica" %orocco /sia -:utside !ndiaE *ahrain" *eijing" Hong

7ong" Hangzhou" Shanghai" !ndonesia" !srael" 8apan" %alaysia" Saudi /rabia" Singapore"

South 7orea" $aiwan" $hailand" ;/4 -dubai" /ustraliaE /ustralia 4urope E *elgium"

9enmar" Finland" France" 5ermany" Hungary" !celand" !reland" !taly" ,u#embourg"

3etherlands" 3orway" Portugal" Spain" Sweden" Switzerland" ;nited 7ingdom 3orth

/mericaE +anada" %e#ico" ;S/ South /mericaE /rgentina" *razil" +hile" +olombia"

4cuador" ;ruguay" Peru

E!P$OYEES

$+S is one of the largest private sector employers in !ndia with core strength in

e#cess of 2?"


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industry. !n the past $+S has been criticized by its employees in Public forums on its

/ppraisal and Promotion policies.

INTERNET RECRUIT!ENT SERVICES

RECRUIT!ENT "EBSITES

Such sites have two main featuresE job boards and a rGsumGDcurriculum

vitae -+ database. 8ob boards allow member companies to post job vacancies.

/lternatively" candidates can upload a rGsumG to be included in searches by

member companies. Fees are charged for job postings and access to search

resumes. Since the late 2


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their resumes on the job boards" for fear that their companies" co(worers"

customers or others might see their resumes.

JOB SERCH EN#INES

$he emergence of meta(search engines allows job(seeers to search across

multiple websites. Some of these new search engines inde# and list the

advertisements of traditional job boards. $hese sites tend to aim for providing a

6one(stop shop6 for job(seeers. However" there are many other job search

engines which inde# solely from employers& websites" choosing to bypass

traditional job boards entirely. $hese vertical search engines allow job(seeers to

find new positions that may not be advertised on traditional job boards" and

online recruitment websites.

RECRUIT!ENT #ENCY DIRECTORIES

Cith the emergence of the !nternet" also came the functionality to provide

recruitment agencies with a low(cost alternative to advertising. ;nlie a standard

directory" these niche directories have helped those searching for employment

representation" a way to narrow down their requirements based on their own

job(searching requirements. Recruitment agencies are then able to showcase

their services directly to those looing.

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SOCI$ RECRUITIN#

Social recruiting is the use of social media for recruiting including sites

lie Face boo" $witter" and ,ined!n. Social recruiting falls into two

different categories. $he first is internet sourcing using social media

profiles" blogs" and online communities to find and search for

passive candidate data and information. $he second is social

distribution. $his involves using social media platforms and networs

as a means to distribute jobs either through HR vendors or through

crowd sourcing where job seeers and other influencers share job

openings within their online social networs.

Since late 1>>< there has been some discussion in the

recruitment and social media communities about whether simply using

social media as a communication and mareting channel can be

called 6social recruiting6. $he argument is that for recruiting to be

truly social" it needs to build a community" facilitate communication

within that community" and rely on social connections between

community members to recruit.

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$he position that nothing has changed is weaening as more

data is collected on the actual activities of recruiters in 1>2> and

1>22. 8ob vite" an lic(nt Tr(c-in+ S0stem 1 T S 2 and social

sourcing provider" released a report in %ay 1>22 indicating that ?>I

of the >> employers surveyed answered 6Bes6 to the question" 69o

you use social media for recruitingJ

6*y the end of 1>22" social media recruiter postings appear on a

regular basis on job aggregator sites lie !ndeed.com and Simply

Hired" and number well over 2">>> in an :ctober 1>22 search.

One Soci(l !e,i( Recruiter osition oortunit0 ,escri/e, t3e

rim(r0 ,uties (s '

+oordinate candidate sourcing by utilizing all available recruiting tools

includingE social media" job boards" employee referrals" recruiting tools

and vendors" and others. ;se ,ined!n" Face(boo" 5oogle" $witter

and other forms of Social %edia. Requires the ability to recruit

through use of social media" navigate all social media avenues" and

nows how to ma#imize recruitment through those sources.

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Social recruiting effectiveness and return on investment have

been difficult to determine" since applicants do not usually apply

through the social channels which first attracted them. !n %ay 1>2K"

%a#imum 4mployment %areting 5roup released the Social Recruitment

%onitor" which rans the reach" engagement" and interactivity of

employers& social recruiting efforts around the world.

T$ENT C4UISITION

$alent acquisition is the targeted Recruitment D /cquisition of high

performing teams for e#ampleL in sales management or financial traders into a

company from a competitor or similar type of organization. :rganizations

requiring e#ternal recruitment or head(hunting firms are now employing 6talent

acquisition6 specialists whose job it is to identify" approach and recruit top

performing teams from competitors. $his role is a highly specialized role ain

to that of a traditional recruiterDheadhunter specialist but carrying greater

visibility and strategic importance to a business. !n many cases the talent

acquisition person is lined directly to a company&s e#ecutive management" given

the potential positive impact a company can benefit from by getting high

performing sales people into the business" whilst removing the same performing

sales people from competitors.

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BOUT RECRUIT!ENT & SE$ECTION

Recruitment refers to the process of attracting" screening" and selecting qualified

people for a job at an organization or firm. For some components of the recruitment

process" mid( and large(size organizations often retain professional recruiters or

outsource some of the process to recruitment agencies. $he recruitment industry has

five main types of agenciesE employment agencies" recruitment websites and job search

engines" 6headhunters6 for e#ecutive and professional recruitment" niche agencies

which specialize in a particular area of staffing" or employer branding strategy and in(

house recruitment. $he stages in recruitment include sourcing candidates by advertising

or other methods" and screening and selecting potential candidates using tests or

interviews.

IN ' HOUSE RECRUIT!ENT

;nder pressure to reduce costs" both large( and medium(sized employers tend to

under tae their own in(house recruitment" using their human resources department"

front(line hiring managers and recruitment personnel who handle targeted functions and

populations. !n addition to coordinating with the agencies mentioned above" in(house

recruiters may advertise job vacancies on their own websites" coordinate internal

employee referrals" wor with e#ternal associations" trade groups andDor focus on

campus graduate recruitment. Some large employers choose to outsource all or some of

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their recruitment process-recruitment process outsourcing however a much more

common approach is for employers to introduce referral schemes where employees are

encouraged to source new staff from within their own networ.

PROCESS

8ob analysis $he proper start to a recruitment effort is to perform a job analysis"

to document the actual or intended requirement of the job to be performed. $his

information is captured in a job description and provides the recruitment effort with the

boundaries and objectives of the search. :ftentimes a company will have job

descriptions that represent a historical collection of tass performed in the past.

$hese job descriptions need to be reviewed or updated prior to a recruitment effort to

reflect present day requirements.

Starting recruitment with an accurate job analysis and job description ensures the

recruitment effort starts off on a proper trac for success. 8ob analysis defines the duties

and human requirements of the companyMs jobs. $he ne#t step is to recruit and select

employees.

Ce can envision the recruitment and selection process as a series of steps E(

9ecide the positions to fill" through personnel planning and forecasting.

*uild a pool of candidates or these jobs" by recruiting internal or e#ternal candidates.

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Have candidates complete application forms and perhaps undergo initial screening

interviews.

;se selection tools lie tests" bacground investigations" and physical e#ams to identify

viable candidates.

9ecide who to mae an offer to" by having the supervisor and perhaps others interview

the candidates.

Sourcing involves /dvertising" a common part of the recruiting process" often

encompassing multiple media" such as the !nternet" general newspapers" job and

newspapers" professional publications" window advertisements" job centers" and

campus graduate recruitment programsL and Recruiting research" which is the proactive

identification of relevant talent who may not respond to job postings and other

recruitment advertising methods done in

$his initial research for so(called passive prospects" also called name(generation"

results in a list of prospects who can then be contacted to solicit interest" obtain a

resumeD+" and be screened.

Screening and selection Suitability for a job is typically assessed by looing for sills"

e.g. communication" typing" and computer sills. Nualifications may be shown through

rGsumGs" job applications" interviews" educational or professional e#perience"

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the testimony of references" or in(house testing" such as for software nowledge" typing

sills" numeracy" and literacy" through psychological tests or employment testing.

:ther resume screening criteria may include length of service" job titles and length of

time at a job. !n some countries" employers are legally mandated to provide equal

opportunity in hiring. *usiness management software is used by many recruitment

agencies to automate the testing process. %any recruiters and agencies are using an

applicant tracing system to perform many of the filtering tass" along with software

tools for psychometric testing.

ON BORDIN#

6:n boarding6 is a term which describes the process of helping new employees

become productive members of an organization. / well(planned introduction helps new

employees become fully operational quicly and is often integrated with a new

company and environment. :n boarding is included in the recruitment process for

retention purposes. %any companies have on boarding campaigns in hopes to retain top

talent that is new to the companyL campaigns may last any where from 2 wee to

months.

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INTERNET RECRUIT!ENT ND "EBSITE

Such sites have two main featuresE job boards and a rGsumGDcurriculum

vitae-+ database. 8ob boards allow member companies to post job vacancies.

/lternatively" candidates can upload a rGsumG to be included in searches by member

companies. Fees are charged for job postings and access to search resumes. Since the

late 2


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BOUT TCS5S RECRUIT!ENT & SE$ECTION PROCESS

Recruitment at $+S tae place at all levels ' i.e. entry and various e#perience

levels. $he hiring of e#perienced professionals tae place through the year" while

campus offers for fresher joining ne#t year are conducted according to placement

seasons at colleges. :ff(campus recruitments for fresher are conducted periodically for

any additional requirements. For this" $+S undertaes recruitment drives through wal(

in interviews" announcements for which are made in the media. $he Selection

Procedure consists of a written test and those who clear written test will face technical

and HR !nterview. $he written test usually consists of four sections ( erbal"

Nuantitative /ptitude" +omprehension and Psychometric test.

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"RITTEN TEST

erbal Section consists of 2@ questions and is to be attempted in

minutes. $hese are usually based on 4nglish words and their synonyms. Nuantitative

section consists of basic mathematics questions based on percentages" multiplication"

and simple algebra. !t consists of 2@ questions and the time allotted is 2> minutes.

+omprehension Section consists of > questions with @> minutes. Psychometric

test contains 2@> questions with K> minutes. $hese are general personality based

questions and are yesDno based. /mong other" these questions test candidateMs ability

to answer consistently.

INTERVIE"

$he written test is followed by interviews( technical and HR. $he technical

interview is based on subjects candidates have already studied in their curriculum.

+andidate need to select their favorite subjects out of what they have studied. $he HR

!nterview is very general to test candidateMs temperament. 5eneral questions based on

current affairs" general awareness" trends in !$ etc. may be ased. $+S also employs a

lot of fresh graduates. $o help identify new talent" the yare engaged with more than K>>

academic institutions globally. $hey have built robust holistic programs" which

includes faculty development programs" worshops and annual conclaves for the

professors and teachers. $hrough their wor with these institutes" they identify with

and cultivate new talent. $his helps them to groom fresherMs at the entry level itself.

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4U$IFICTION

!t depends on the position and role recruited. For e#ample" at the entry level"

$+S recruit engineering graduates and postgraduates in computer science" engineering.

4#perienced professionals or laterals -professionals with wor e#perience maybe

engineering graduates or postgraduates if recruited for technical roles" or management

postgraduates if recruited for business or sales roles.

$+S also recruit functional e#perts for specific practicesL for e#ample" the

healthcare practice recruits doctors as functional e#perts" or the financial services

practice hires baners and other finance professionals for their domain nowledge. $+S

periodically advertises in the newspapers for the positions and roles available. Cithin

$+S" the intranet will have announcements about the various positions and

requirements. $he $+S web site also lists the jobs. :ne can also upload oneMs resume

there.

#E $I!IT

*eing an equal opportunities employer" the suitability of candidates is judged on

competency. $+S understand competency as critical nowledge and sills producing

ey outputs in performance" according to S Padmanabhan" e#ecutive vice president and

head" global HR" $+S

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SE$ECTION PROCESS

For trainees and persons with less than two years of e#perience" $+S conduct

written tests" technical and management interviews. For laterals" $+S do not have

written tests. $he process includes short listing based on certain eligibility criteria

pertaining to the students& academic trac record and domainD specializations" aptitude

test and a two(tier competency(based interview. !n management institutes" $+S replace

the aptitude tests with group discussions.

$he attributes $+S typically loo at include technical e#cellence"

professionalism" good communication sills" willingness to wor beyond boundaries

and the inclination to teamwor" according to Padmanabhan.

PP$ICTION FOR THE JOB

!nterested applicants can apply through $+S recruitment portal. $+S also

advertise available positions on their Ceb site" on job boards such as %onster" 3auri

and newspapers and" for niche positions" in technical magazines.

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INTERVIE"

/ccording to S Padmanabhan" e#ecutive vice president and head" global HR"

$+S" !t is important to maintain consistent academic records while developing strong

technicalD functional sills. $he ability to adapt and innovate" willingness to learn and

ability to collaborate are important attributes that $+S loos for" along with a mindset

to be mobile.

POST ' INTERVIE"

$+S has a process of bacground checs undertaen by professional agencies.

/s part of this process" we chec for authenticity" educational bacground and

wor e#perience. $ypically" bacground checs are completed prior to joining. :n

joining" the employee is given a letter of appointment. /ll terms and conditions of

service are enumerated in the letter of offer made once the candidate is successful in the

management interview.

/ll candidates" including those who have been rejected" are intimated about their

status. +andidates also have the option to call our office and get an update on the

progress and status of their application. /lthough $+S normally recruit for a role" if

alternatives are available and the candidate is deemed suitable" HR pursues the

application for the same.

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POSTIN#

/s a global company" $+S has about 2< offices in K@ counties with operations

across !ndia" 3orth /merica" /P/+" ,atin /merica" 4urope" %iddle 4ast and /frica.

#RO"TH PROSPECTS

$+S offer careers across five streams i.e. sales" delivery" practice" technology"

corporate roles and specialists in nearly 0 areas ((4ngineering and %anufacturing"

!nfrastructure Services" *P:" !$ Services and 5lobal +onsulting. $+S value

proposition to employees is for an aspiration(based career across project management"

technology" domain and sales streams. $his is enabled by ongoing competency

development" differentiated compensation and various wor(life balance initiatives" as

well as the chance to wor in different marets and geographies in our networ of 2<

offices in K@ countries. $his is what has helped $+S attract and retain employees at all

levels.

RE!UNERTION

$+S offer remuneration based on the number of years of e#perience and the

nature of the e#perience in terms of sills" technology" etc. $he compensation is

benchmared regularly with the industry.

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DD 6 ON

!n addition to remuneration" some of the add(ons include canteen facilities with

subsidised meals" health insurance for self and family at subsidized rates" subsidised

transport at some of their locations" gymnasiums and recreational facilities at some of

their locations. $+S also has other add(ons such as leave without pay for

pursuing higher studies" joining spouse overseas" part(timeD wor from home facility"

holiday homes across the country" welfare trust facilitation for higher education"

membership in $ata Sons Celfare $rust" +onsultancy 4mployees Celfare $rust" etc.

/lso" as employees of $ata 5roup" $+S associates get discounts on products and

services from other group companies (( for e#ample" Cestside" $itan" $ata %otors and

the $aj 5roup of Hotels.

#$OB$ E7POSURE

5lobal e#posure at $+S e#tends beyond geographical boundaries. 4mployees get

the opportunity to wor on world(class projects on a global scale" interact with people

having diverse cultural bacgrounds and organizational functions and e#plore cutting(

edge technologies fresh out of the world(renowned research labs.

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FOCUS ON FREEDO!

$+S have established an environment that focuses on individual aptitude" talent

and interests. /s a proven practice" $+S promote cross(domain e#perience that allows

an employee to function across different industry verticals" service practices" and

functional domains as well as varied technology platforms. /t the same time" $+S

continuously present employees with the opportunity to e#plore the domain where they

believe they would fit the best. $hese factors not just help hone employees sills across

platforms" it also provides their customers a talent pool with e#pertise that e#ceeds their

industry benchmars.

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TCS #RDUTE PRO#R! T USTR$I ' INITI$ $ERNIN#

PRO#R!!E 1I$P2

Selected graduates will travel to their world(renowned !nitial ,earning

Program-!,P in !ndia for two months. $he !,P consist of two phases !n the first phase

the candidates will learn the concepts of program design and development" process

models and ne#t generation technologies such as +loud +omputing" 5reen !$ and Ceb

1.>. $he second phase is specifically tailored to candidate and their project

requirements. 9epending on candidates sill sets and the projects that they will be

woring on" a curriculum will be structured for them.

Following two(month training" they will wor at their /ustralian customersM

offshore center for 1(0 months. Here they will understand how $+SM offshore center

wors and build their competencies before they return to /ustralia and wor onsite for

their client.

TYPES OF RO$ES

DEVE$OPER TESTER

BUSINESS N$YST

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PP$ICTION PROCEDURE

!nterested candidates send their updated resume and cover letter

toaustralia.graduateOtcs.com1. Phone interviewK. $echnical !nterview0. %anagement D

HR !nterview 4ligibility ;ndergraduate and Postgraduate students who are studying or

have graduated in +omputer Science" !nformation $echnology" !nformation Systems

or related degree. /ustralian +itizens or Permanent Residents.

TCS ' CDE!IC INTERFCED PRO#R!E 1 IP 2

Following the tradition of !ndia&s most admired corporate group $/$/" $+S has

been involved in strengthening the /cademic +ommunity around the world through

$+S ( /cademic !nterface Programme -/!P. /!P has been involved in various

programmes" to bridge the gap between campus and corporate. Some of these activities

areE Corshop for students" Faculty 9evelopment Programs-F9P for teachers" Student

/wards to encourage healthy competition at colleges" !nternship $raining opportunity

for students" and 5lobal !nternship programme. $+S has taen one step ahead by

setting up a portal" to tae this connectivity with students" faculty and the institutes to

greater heights. /ccording to 9r. 7. 7esavasa my" Head" /cademic !nterface

Programme !n the worspace of Q7nowledge factoryM" the /cademic !nterface

Programme initiative by $ata +onsultancy Services will act as a sounding board

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in strengthening academic relationships and ensuring the entry of Qright peopleM into the

organization. $he impetus behind creation of this program is to enable academia and

industry to see improved ways of woring together.

SUPP$Y CHIN !N#E!ENT

Supply +hain %anagement is one of the most important activities" addressed by

*usiness 4#cellence %odels" such as %alcolm *aldrige 3ational Nuality /ward

-%*3N/" 4uropean Foundation for Nuality %anagement -4FN% etcL /cademic

!nstitutes are main QsuppliersM for HR intensive industry" lie $ata +onsultancy

Services. $he sourcing for the entire !nitial ,earning Programme -!,P depends on the

academic !nstitutions. $he /cademia( !ndustry will need to cultivate mutually

beneficial and lasting relationships with one another. !n this emerging framewor"

robust high(quality" long( term relationships" based on two(way investments of time )

resources" are becoming essential to understand" influence and improve the interactions

between both sectors.

TCS SUPPORT TO CDE!IC "OR$D

$+S support academic institutes in many ways Project Support and !nternship to

Students +onducting Corshops in /cademic !nstitutes Sponsorship of /cademic D

Social 4vents *est Student Project /wards Professors from /cademia on sabbatical to

$+S Sponsorship of $+S associates to acquire higher qualifications Sponsored course

on Software 4ngineering for selected final year students %aintenance of $+S /cademic

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Portal !n order to ensure the quality of $+S ' /cademic !nteraction" the availability

of the programme benefits and support will be subject to certain constraints. $+S has

/cademic Relationship %anagers" placed in different 5eographies" willing to provide

the details D clarifications.

S"OT N$YSIS

STREN#H

High command on local and domestic maret-!ndia

Strong brand bacing -$/$/

Strong 4thics

"E8NESS 3ot very strong in product segment

OPPORTUNITY

4merging %arets

THRETS/ttrition and 4mployee loyalty

*igger %3+&s entering !ndia and competing for global clients

Focusing on organic growth

CO!PETITOR INFOR!TION

THE !JOR CO!PETITIVE FIR!S OF THE OR#NI9TION

INC$UDE.

INFOSYS TECHNO$O#IES

CO#NI9NT TECHNIC$ SO$UTIONS

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"IPRO TECHNO$O#IES

IB!

CCENTURE

#EN PC8

!HINDR STY!

TECH !HINDR

$EVE$ OF !N#E!ENT

TOP $EVE$ OF !N#E!ENT '

!t consists of board of directors" chief e#ecutive or managing director. $he top

management is the ultimate source of authority and it manages goals and policies for an

enterprise. !t devotes more time on planning and coordinating functions.

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!IDD$E $EVE$ OF !N#E!ENT '

$he branch managers and departmental managers constitute middle level. $hey

are responsible to the top management for the functioning of their department. $hey

devote more time to organizational and directional functions. !n small organization"

there is only one layer of middle level of management but in big enterprises" the remay

be senior and junior middle level management

$O"ER $EVE$ OF !N#E!ENT '

,ower level is also nown as supervisory D operative level of management. !t

consists of supervisors" foreman" section officers" superintendent etc.

/ccording to R.+. 9avis" Supervisory management refers to those e#ecutives

whose wor has to be largely with personal oversight and direction of operative

employees. !n other words" they are concerned with direction and controlling

"OR8 FORCE $EVE$ '

Cor force level is the initial level of any company" hear the

selected person do the job which is assigned by their head. !n

the $+S the initial job is mainly concern with software development" it could be

hardware or networing related also so candidate should have nowledge of computer

languages" hardware or networing for which post heDshe is applying.

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TOP !N#E!ENT $EVE$ RECRUIT!ENT ND SE$ECTION

PROCESS

To !(n(+ement $e)el '

!t is the top most and prestigious post for the $ata +onsultancy Service lie +4:"

%9. Here top most person is mainly concern for managing the whole company" they

also mae strategies related to decision maing for to phosphorus in near future

CONC$USION

CO!PRESS THE :"HITE SPCE: IN YOUR HIRIN# PROCESS. CH!$4

SP/+4S /R4 94,/BS !3 H!R!35 PR:+4SS $H/$ /R4 ;3PR:9;+$!4"

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BIB$IO#RPHY

INTERNET '

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TCS Project HRM

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