recruitmnt & selection abhimanyu

8/3/2019 Recruitmnt & Selection Abhimanyu

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Presented By:

ABHIMANYU DHATWALIA

81401320001



TTSL was incorporated in 1996,headquartered in NaviMumbai.

TTSL is headed by TATA group of companies in telecom

sector.

TTSL is the “5 BEST EMPLOYERS” of India.

The Chairman of the company is Mr. Ratan Tata andthe MD Of the company is Mr.Anil Kumar

Sardana.

Japanese Telecom gaint NTT DOCOMO picked up a 26 %equity stake in TTSL for about $ 2.7 billion & enterprisevalue $ 10.38 billion.

TTSL was named “The Best Emerging Markets Carrier” by

Telecom Asia & Received 8 awards at World HRD conference



TTSL operates 5 different Brands :-

TATA Indicom.

TATA Docomo.

Virgin Mobile.

TATA Walky.(Fixed Wireless Phones)

TATA Photon.(Wireless Mobile Broadband Access)



TTSL is having 20 circles of network that includes:

• Andhra Pradesh Chennai

• Gujarat J & K

• Karnataka Delhi• Maharashtra Mumbai

• North East

• Tamil Nadu

• Orissa

• Bihar • Rajasthan

• Punjab

• Haryana

• Himachal Pradesh

• Uttar Pradesh (E)

• Uttar Pradesh (W)

• Kerala

• Kolkata

• Madhya Pradesh

• West Bengal.



SELECTION

Selection is defined as the process of differentiating between

applicants in order to identify (and hire) those with a greaterlikelihood of success in a job.

Selection is basically picking an applicant from (a pool of applicants)who has the appropriate qualification and competency to do the job.



Process of Selection

1). Screening of Applications

2). Selection Tests

3). Interview

4). Checking of References

5). Physical Examination

6). Approval by appropriate Authority

7). Placement

8). Induction



NEED OF THE STUDY

• The need of the study was to determine present and future requirements ofthe firm.

• The Study helped to evaluate effectiveness of various sources and measure ofrecruitment.

SCOPE OF THE STUDY

• The Scope of this study was limited to the employees at TATA TELE SERVICESLIMITED MOHALI(PUNJAB)

OBJECTIVE OF THE STUDY

• To collect the findings, information & analyze to draw conclusion ofrecruitment process.

• To explain the documentation used at the various stages of the recruitment &Selection process.

• To involve employees in creating an environment of openness, trust, fun &pride.

• To highlight the area where recruitment and selection programs needsimprovement.



Data Analysis & Interpretation



Q 2). What is the Selection Of The Candidates Through Various Recruitment at TTSL ?

Q What is the selection of candidates through various recruitment at

TTSL ?

Q 2). What is the Selection Of The Candidates Through Various Recruitment at TTSL ?

6% of



Q What is the minimum work experience required for different management

levels ?

Management level Work experience

Higher level ( M3 & above) 9 – 15 years

Middle level ( M6 to M4) 3 – 8 years

Lower level ( M7 & M8) 1-3 years



Q What is the Number of candidates hired at different levels of of management

in TTSL in 2010 ?



Q What is the total number of candidates hired at different management

departments in recruitment at TTSL 2010 ?Q



Q What is the total number of males and females hired at TTSL IN 2010 ?



• Preference is given to Internal sources because it gives opportunityto employees to grow & it is cheaper then to have External sources.

• It is imperative to have an efficient and responsive tracking

mechanism to evaluate the impact of recruitment on the topline(managerial level) and bottomline (clerical level).

• Various metrics like – time metrics, cost metrics & Review processis used to find out the effectiveness of recruitment processes



• The interview efficiency of TTSL’s Recruitment & Selection Process is 10%, which is less

than the optimum (16%, selecting 1 out of 6 candidates) interview efficiency so they should

investigate their process. It may be possible that recruiters are overly selective. So take

care about this efficiency.

• The offer efficiency is 100%, it can be too high but 100% means perhaps you are giving

too much salary to the new hires or any other factor is associated with it so new hires don’t

deny your offer.

• Even though you hire from the external source, the main source of recruitment is internal

but you should have look towards the external world to hire new pool of talent. So that

candidates from external world can also work with you.



Questions?

Thank You

recruitmnt & selection abhimanyu

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