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Recruitment & Selection Process At Tata Teleservices &
 

Recruitment & Selection Process At Tata Teleservices &

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The project undertaken is recruitment & selection process at Tata Teleservices Ltd.(Tata DOCOMO) & measure the effectiveness of recruitment process.

The project undertaken is recruitment & selection process at Tata Teleservices Ltd.(Tata DOCOMO) & measure the effectiveness of recruitment process.

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    Recruitment & Selection Process At Tata Teleservices & Recruitment & Selection Process At Tata Teleservices & Presentation Transcript

    • Recruitment & Selection process at Tata Teleservices & measure its effectiveness.
      Presented By:
      Vallari Sharma
      09PR001013B039
    • Agenda
      Products of Tata Teleservices Ltd.
      Company profile – Tata DOCOMO
      Organizational chart of Tata DOCOMO
      Hierarchy Pyramid of Tata DOCOMO
      Project Objectives
      Analysis & Interpretation of Data
      Findings
      Learning's
      Recommendations
    • The Guman 1, Amrapali circle, VaishaliNagar, Jaipur - 302021
    • Products of Tata Teleservices Ltd.
    • Company profile – Tata DOCOMO
      Tata Group’s strategic alliance with Japanese telecom major NTT DOCOMO in November 2008
      Business & technology cooperation committee .
      NTT DOCOMO has 50% market share in Japan
      Global leader in value added services
    • Organizational Chart of Tata DOCOMO
    • Hierarchy Pyramid of Tata DOCOMO
      M2A
      M2
      M3A
      M3
      M4
      M5
      M6
      M7
      M8
    • Recruitment sources at TTSL
      Internal sources
      Internal Job postings
      CV databank
      Employee referral scheme
      Off role employees
      External sources
      Recruitment consultants
      Advertisements
      Job portals
      TTSL website
    • Project Objectives
      To study the complete recruitment & selection process at TTSL
      Study & analyze the recruitment season 2010
      Find out the efficiencies of recruitment sources
      Measure effectiveness
      Help the company to make their process effective
    • Analysis & Interpretation of data
    • Table 1). Details for the recruitment season 2010
    • Efficiencies of recruitment
      Submittal efficiency = No. of candidates interviewed X 100
      Total No. of candidates submitted
      Interview efficiency = No. of candidates receives offers X 100
      No. of candidates interviewed
      Offer efficiency = No. of candidates accepting offer X 100
      Total no. of offers
    • Result of Efficiencies
    • Sourcing efficiency analysis
      Table 2). Number of candidates hired from various recruitment sources
    • Table 3). Minimum work experience required for different management levels
    • Analysis on the basis of different management levels
      Table 4). Number of candidates hired at different management levels in recruitment 2010.
    • Referral fee under employee referral scheme
      Table 5).
    • Analysis on the basis of departments
      Table 6). Number of candidates hired In various departments in 2010.
    • Analysis on gender basis
      Table 7). Number of male & female candidates hired in 2010.
    • Findings
      Prefer internal source of recruitment
      Referral rate is 76%
      Measurement of effectiveness through Cost metrics:
      • Total expense = 30,000 ( Auth-bridge verification)
      • Other cost associated – referral amount.
      The cost for recruitment consultants –
      8% of total CTC at M3 & below level
      12% of total CTC at M3A & above level
    • Findings(Contd.)
      Measurement of effectiveness through Quality metrics:
      Submittal efficiency – 83.33%
      Interview efficiency – 10%
      Offer efficiency – 100%
      Sourcing efficiency analysis through quality metrics:
      8% candidates hired through IJP
      12% from CV database
      4% from off role employees
      76% through employee referral
      Higher level management – advertisement recruitment consultants.
    • Recommendations
      Interview efficiency is 10% < optimum i.e. 16%, it may be possible that recruiters are overly selective
      Offer efficiency is 100% perhaps they are giving too much salary
      External source of recruitment should be considered
    • Learning's
      Job Analysis
      Recruitment & selection policy of TTSL
      Verification of new employees
      Various metrics for measuring recruitment effectiveness
      Quality Metrics
      Cost Metrics
    • Learning's (Contd.)
      Extraction of CVs from Job Portals
      Throw a vacancy on job portals & internal sites
    • THANK YOU