sybba internship

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Internship Report OnSummer placement Internship

Conducted atTata Consultancy Services Limited,

Tivim Industrial Estate, Karaswada.

Mapusa-Goa.India

Report submitted byVivian Gershon Lopes

Roll No: 1117

Second Year Bachelor of Business Administration2012-13

Under the Guidance of Lecturer and Project GuideMr. Vernon Desa

St. Xaviers CollegeMapusa Goa.


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DECLARATION

I declare that this project is done by Mr. Vivian Lopes, and it has not previously formed the basis

for the award of any degree or diploma or other similar title.

Class SYBBAName: Vivian LopesRoll No.:1117

Signature:

Date:

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CERTIFICATE

This is to certify that this project report is a record of work done by Vivian Lopes during theperiod of study; under my guidance to the best of my knowledge and that it has not previously

formed the basis of an award of any degree or diploma at the Goa University or elsewhere.

------------------------------

Signature

Mr. Vernon Desa

(Asst. Prof & ProjectGuide,Department of BBA)

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On this page insert the certificate given by the company stating that you worked

there for the period of 6 weeks from **/**/2013 to **/**/2013.

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DECLARATION

I do hereby certify that this report has been prepared by me. This report has been

compiled and prepared by me and it has not formed the basis of any diploma of

degree. The report is to be submitted to the St. Xaviers College, Mapusa, Goa as

partial fulfillment of internship paper of 7th term of the BBA program.

Vivian LopesRoll No.1117

St. Xaviers College,Mapusa,

Goa - 403507.Class: SYBBA

Dated:

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Acknowledgement

I express my deep gratitude and thanks to the entire staff of Tata Consulting Service for

being Co-operative and helpful towards me, and made my internship possible. I specially

thank Mr.Pandurang Salgaonkar .

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Contents

Sr.

No.

Chapter Page

No.1 Introduction

2 Company Profile

3 Aims & Objective

4 Methodology

5 Findings And Analysis

5.1 On the Job Training

5.2 Project

5.3 My Learnings

5.4 My Contribution To TheOrganisation

6 Conclusion & Suggestions

7 Appendix

8 Bibliography

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Introduction

It began as the "Tata Computer Centre" for the company Tata Group whose main business

was to provide computer services to other group companies Tata Consultancy Serviceswas established in the year 1968. TCS is considered a pioneer in the Indian IT industry.Despite unfavorable Government regulations, like the License Raj, the company succeededin establishing the Indian IT industry. Tata Consultancy Services is an IT services,business solutions and outsourcing organization that delivers real results to globalbusinesses, ensuring a level of certainty that no other firm can match.

TCS has a strong network of strategic and solution partners with a joint objective ofhelping its customers become high-performance businesses by maximizing the value oftheir technology investments. Tata Consultancy Services Limited (TCS) which is a part of

Indias largest and oldest conglomerates is engaged in providing information technology(IT) services, business solutions and outsourcing. The Companys services portfolioconsists of application development and maintenance, business intelligence, enterprisesolutions, assurance, engineering and industrial services, Geographically, TCS operates inall five continents, with North America and Europe constituting the largest markets for ourservices. TCS derive over a fifth of our revenues from emerging markets such as India,Asia-Pacific, Latin America and Middle-East & Africa.TCS has over 238,583 of theworlds best-trained IT consultants in 42 countries Revenue of $10.17 billion (fiscal yearending March 31, 2012).. Software products of TCS are TCS Bancs, Digital CertificationProducts., Healthcare Management and their Some of the popular clients are AVIVA,British Airways, Cisco, Electronic Arts, ING Group, Motorola, Microsoft, PhilipsSemiconductors, Sony

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Company Profile

Tata Consultancy Services started in 1968. Mr.F.C Kohli who is presently theDeputy Chairman was entrusted with the job of steering TCS. The early days

marked TCS resonsibility in managing the punch card operations of Tisco. Thecompany, which was into management consultancy from day one, soon feltthe need to provide solutions to its clients as well.TCS was the first Indiancompany to make forays into the US market with clients ranging from IBM,American Express, Sega etc. TCS is presently the top software services firm inAsia.

During the Y2K buildup, TCS had setup a Y2Kfactory in Chennai as a short-term strategy. Now, with E-business being the buzzword, the factory isdeveloping solutions for the dotcom industries. Today, about 90 percent ofTCS' revenue comes from consulting, while the rest from products. TCS has

great training facilities. In addition to training around 5 percent of the revenueis spent upon its R&D centres like the Tata Research Design and DevelopmentCentre at Pune, along with a host of other centres at Mumbai and Hyderabad.

Over $25 million were spent on enhancing hardware and softwareinfrastructure. The company now has 72 offices worldwide. As many as sevencentres were assessed at SEI CMM Level 5 last year(3.4 mistakes in a millionoppurtunities).These include Chennai, Mumbai, Bangalore, Calcutta,Hyderabad and Lucknow.Several business and R&D relationship with globalfirms like IBM, General Electric, Unigraphics Solutions have been made.

The present Chairman of TCS is Cyrus Mistry and CEO andMD of thecompany is Mr.Natarajan Chandrasekaran. The companies strength as of thefinancial year 2012-13 was 276,196 .

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Aims and Objective

The objective that i was tasked with completing was to do a study on the

Human Resource Department, specifically the recruitment process. Anotherobjective tasked to me in the organisation was to research and look into moreefficient methods of recruitment.My aim in TCS was to experience being in anorganisation, to relate to the organizational behaviour and completing tasksthat were given to me in that department efficiently.

Methodology

Before beginning my internship period at TCS i was able to compile a briefreview of the company through the internet. I reviewed the TCS site onlineand got to know about the Human Resource department and their carrearopportunities avalable online.I underwent an induction programme through which i got a chance to speakwith different indivudials in the HR department . I got the chance to ask themquestions to gain some additional information. This i did in the form of anunstructured interview. Since i was given tasks throughout my internshim igot the chance to observe alot of processes in the administrative block.Besides this i was able to have a look at various files and documents for ansort of detailed reference i had to make.

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Findings and Analysis

Human Resources Department

Department informationHuman resource is also a management function concerned with hiring, motivating andmaintaining people in a organization. It focuses on people in the organization. HR plays animportant role in the growth and development of the organization.

The following are the job responsibilities of the HR department

All round employee management(recruitment ,attendance ,computation of salaries) Liaison with all Government Departments

Filling of returns

Maintaining travelling expenses

Addressing employees grievances

Training and development

Performance appraisal

The works that are looked into by HR department in Tata consultancy Services ltd are:

1) Recruitment process2) Appointments3) Induction4) Confirmation5) Increment & Appraisal6) Promotions7) Acceptance of resignation8) IR/HR Issues9) HR strategies

10) Transfer

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RECRUITMENT PROCESS

It is the process of finding and attracting capable applicants for employment. The

process begins when new recruits are sought and ends when their applications are

submitted. The result is a pool of applications from which new employees are selected

Objective of recruitment & selection

Select a right person for a right job

The main sources of recruitment at TCS are:-

1. Internal promotion and internal introductions (at times desirable for morale

purposes)

2. Agencies for the unemployed and job sites

3. Advertising (often via agents for specialist posts) or the use of other local

media (e.g. commercial radio)

4. Employee referrals

5. Walk ins

In TCS, the HR department of the company mostly hires the freshers, or experienced

professionals.

Process

The senior officer of the hr department goes through and scrutinizes all

the forms

The verified forms are then sent to the M.D. where he selects all thesuitable candidates based on their merit.

The selected are then contacted and asked to come in for a further

short listing/selection process with both the senior officer of the H.R.

department and the M.D. Selection process is through

1.Written (Aptitude test)2.Interview (Technical & non-technical)3.Group Problem Solving

Selected candidates are handed a training letter, for a period of 3

months which includes a stipend as well as training

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After the training is completed the employee is handed a prohibition

letter. This period is of 3 months and is done to insure that the trainee isready for employment.

This can be extended by another few months if the senior officer feels

the employees is not yet ready.

The confirmation letter is the final step of recruitment, abd this letteraffirms that the trainee is now a full fleged employee.

TCS levels of recruitment

In theory there are 4 levels of recruitment, they are:-

Top level management

This level mainley consists of CEOs

Middle management level

This level consists of managers Frontline level

In this level leaders i.e. department heads are included.

Work force levelThis level consists of the amature entry level employee

The following is the selection process for each of the specific 4 levels ofrecruitment.

Top level management

It is the top most and prestigious post for the Tata Consultancy Servicelike CEO, MD. Here top most person is mainly concern for managing thewhole company, they also make strategies related to decision makingfor to phosphorus in near future .

Selection process for Top Management Level is through1. Interview2. Candidate Presentation3. Offers and negotiation

Middle Management level (Executive selection scheme)

The Executive Selection Scheme is a fast track programme foraccelerated growth of high potential professionals. It take care of allproject taken by the company.

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This is also two way communication process. Here themanager communicate with his high level person, lower levelemployees and more with clients.Now the selection process of middle Management level

This is also based on internally and externally.

In Internal process

1. Interview2. Presentation3. Case Study Analysis4. Leadership Quality &5. According to their performance

Now External Process

1. Written Aptitude test2. Interview (technical & non-technical)3. Case study analysis4. Presentation5. Leadership quality6. Negotiation

Frontline Level

Frontline level is the upper level of work force level. A person could bethe head of one team of workforce level. Here it concern with strongtechnical as well as communication skill. It is two way communicationprocess where he/she communicate with work force people as well astheir technical department.

This is internal and external process here employee is getting selectfrom inside the company or from outside the company. The insideselection process is bit different from outside selection process.

selection process for frontline level from outside the company

1. Written2. Interview (technical & non-technical)3. Case study analysis, aptitude test4. Group Discussion

For inside selection they considers

1. According to their performance

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2. Interview3. Leadership quality

Work force level

Work force level is the initial level of any company, hear the selectedperson do the job which is assigned by their head. In the TCS the initialjob is mainly concern with software development, it could be hardwareor networking related also so candidate should have knowledge ofcomputer languages, hardware or networking for which post he/she isapplying.

the recruitment process for work force level

1.Application: it can be either online or respond to one ofcompanys Ads -- They screen candidates resume and call themfor an interview

Selection process is through

1. Written (Aptitude test)2. Interview (Technical & non-technical)3. Group Problem Solving

Training

Training refers to a planned effort by a company to facilitate employeeslearning of job related competencies.

The goal of training is for employees to master the knowledge, skills, andbehaviors emphasized in training programs, and apply them to their day-to day activities.

The employee training process is represented through the flowchart .

Leave

There are three types of leave

Paid leave

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Casual leave

Sick leave

On The Job Training

The project tasked to me was to look into and recommend more efficient andcost effective methods of recruitment in addition to those that they alreadyprovide.

Project

The main sources of recruitment at TCS are :-

1. Internal promotion and internal introductions (at timesdesirable for morale purposes)

2. Agencies for the unemployed

3. Advertising (often via agents for specialist posts) or the use ofother local media (e.g. commercial radio)

Research into TCS employees (TOI)states that 60% of the workforce at

TCS have an average work experience of atleast 3 years. Inversely, 40%of employees that TCS recruits are freshers just out of colleges oruniversities.

The previously mentioned methods of recruitment suffice adequately to

employ experienced or indivudials lacking jobs.

However focusing on the 40% of freshers coming straignt out of college.Multiple forms of relatively new methods to recruit employees areavalable.

Since the current recruitment process at TCS alrecdy includes internal

forms of recruitment, i have focused on external forms of recruitmentthat might be more cost effective.

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Below are the proposed methods that i have suggested .

1. Careers officers/advisers (and careers masters at schools)

2. Leverage Smart Phones

3. Tap in to Social Media

4. University (Campus) appointment boards

1.Career Officers/Advisers(career guidance)

Career planners provide the service of guidance to people facing a variety ofcareer challenges. They can advice clients on various careers based on theirclients knowledge, experience,merit and personality. Getting in contact withthses advisers can help not only TCS but the career guadance officer and dclient as well quickly shortlist possible favouravble outcomes. This form ofrecruit is devoid of any fees or charges.

2. Leverage Smart Phones

With smartphones becoming an integral part of peoples lives, its seems thatalmost anything can be done from the comfort of your mobile. It has becomean additional technological limb that people use to play games, keep updatedon news, and even search for their next career.The advantages for employersin mobile recruitment are the convenience and immediacy .Smartphones offer the same speed and capability as a computer, but withalmost unlimited accessibility and the ability to respond instantly, which cangive recruitment higher and faster responses. Mobile recruitment can alsotarget particular candidates at a lower cost (compared to traditionaladvertising).

3. Tap in to Social Media

Sites like linkedin and facebook are not only cost free but also providemultiple advantages :-

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Find hard-to-reach candidates .When competition for talent is fierce, identifying the best can bechallenging. Social networking offers the ability to reach out to passiveor hard-to-find candidatesthat likely could not be reached using other sources.

Reach higher-quality candidates.

Individuals who frequently use social networks tend to be earlyadopters of innovation and also tend to be more technically savvy.

Increase ROI.You can dramatically reduce sourcing costs and increase ROI throughsocial networks. Posting and sharing job openings through Facebook orLinkedIn is more likely to deliver results than a single description on ajob board, so the potential value far exceeds the cost.These are the

traits many companies look for in potential candidates. Social networksoffer a fast way to connect with these individuals.

Be the employer of choice

When your company establishes an online presence, you send a positivemessage out to potential candidates that your company is connectedand understands how to communicate with them. Being the employer ofchoice means candidates want to work for you and spread that messageacross social networks, magnifying your brand and message.

4. University (Campus) appointment boards

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My learnings

Unstructured method of employee performance appraisalMany older performance evaluations relied on employees behaviour andpersonal qualities as reported by a supervisor. The unstructured methodrelies directly on the superiors subjective opinion without an objectiverating scale.

Conclusions and Suggestions

Employee satisfaction

The company can take measures to better employee motivation in thecompany. They can adopt motivational techniques like rewards,perks or othermotivational techniques like employee of the moth. This will increase moraleand competition amongst them

Employee appraisal

The currently used unstructured method of emplouee appraisal though timesaving , can prove to be in efficient as it is subject to opinion of 1 personwho

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can be bias. Other methods that could improve this would bt the 360 degreeappraisal or a trait focused employee appraisal that focuses on 3 aspects ofthe employee such as helpfulness, dependability and punctuality.

Appendix

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Bibliography

Wikipedia.comtcs.comtimesofindia.indiatimes.comtata.in

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