A comparison between pre and post COVID-19 Recruitment strategies in TCS. The worldwide flare-up of COVID-19 has expanded the trouble of screening ability, moved recruiting to being much more on the web, and has affected the way toward making bids for employment. Recruitment has changed altogether with the overall pandemic of Coronavirus. The Covid will uncover ability holes (and afterwards close once the pandemic is finished) and have longer-term impacts on the recruiting business.

1. A COMPARISON BETWEEN PRE AND POST COVID-19
RECRUITMENT STRATEGIES IN TCS
Project Report submitted in partial fulfilment of the requirements
for the award of the degree
MASTER OF BUSINESS ADMINISTRATION
of
BENGALURU CITY UNIVERSITY
By
SATYAJEET MALLA
Reg. No. MB190913
Under the guidance of
Dr. DIVYA U
ASSOCIATE PROFESSOR
ADARSH INSTITUTE OF MANAGEMENT AND
INFORMATION TECHNOLOGY
Bengaluru City University
2019-2021

2. I
A COMPARISON BETWEEN PRE AND POST COVID-19
RECRUITMENT STRATEGIES IN TCS
Project Report submitted in partial fulfilment of the requirements
for the award of the degree
MASTER OF BUSINESS ADMINISTRATION
of
BENGALURU CITY UNIVERSITY
By
SATYAJEET MALLA
Reg. No. MB190913
Under the guidance of
Dr. DIVYA U
ASSOCIATE PROFESSOR
ADARSH INSTITUTE OF MANAGEMENT AND
INFORMATION TECHNOLOGY
Bengaluru City University
2019-2021

3. II
DECLARATION BY THE STUDENT
I hereby declare that “A comparison between pre and post COVID-19 Recruitment
strategies in TCS” is the result of the project work carried out by me under the guidance
of Dr Divya U in partial fulfilment for the award of Master’s Degree in Business
Administration by Bengaluru City University. I also declare that this project is the
outcome of my efforts and that it has not been submitted to any other University or
Institute for the award of any other degree or Diploma or Certificate.
Place : Bengaluru
Date : 27/01/2021
Name: SATYAJEET MALLA
Register Number: MB190913

4. III
GUIDE CERTIFICATE
This is to certify that the Project Report title “A comparison between pre and post
COVID-19 Recruitment strategies in TCS” Submitted by (Satyajeet Malla
MB190913) to Bengaluru City University, Bangalore for the award of Degree of
MASTER OF BUSINESS ADMINISTRATION is a record of work carried out by him
under my guidance.
Place : Bengaluru
Date : 27/01/2021
Signature:

5. IV
ACKNOWLEDGEMENT
Presentation Inspiration and Motivation have always played a key role in the success
of any venture.
I take the opportunity to express our gratitude to all the concerned people who have
directly or indirectly contributed to the completion of this project. I extend my sincere
gratitude towards “ADARSH INSTITUTE OF MANAGEMENT AND
INFORMATION TECHNOLOGY”, for providing the opportunity and resources to
work on this project.
I am extremely grateful to my guide Dr DIVYA U, Associate Professor Department of
MBA, whose insight encouraged me to go beyond the scope of the project and this
broadened me learning on this project.
I extend my gratitude to our Principal Dr. ANITHA RAMACHANDER for her kind
support and help for the study.
I am thankful to our Head of Department Mrs. SUMANGALA V TALUR for her
kind support and help.
I also want to show my gratitude to whose insight helped me to complete this project.
Name of the Student: SATYAJEET MALLA
Register Number: MB190913
Date: 27/01/2021

6. V
TABLE OF CONTENTS
1.0 INTRODUCTION ..............................................................................................1
1.1 Definition of Recruitment ...............................................................................1
1.2 Scope of Recruitment......................................................................................1
1.3 Importance of Recruitment..............................................................................2
1.4 Factors affecting recruitment ..........................................................................2
1.4.1 Internal Factors ........................................................................................3
1.4.2 External Factors .......................................................................................3
1.5 Recruitment Process........................................................................................3
1.5.1 Recruitment Planning...............................................................................4
1.6 Recruitment Strategy.......................................................................................6
1.7 Searching the exact talent................................................................................7
1.7.1 Screening..................................................................................................7
1.7.2 Reviewing of Resumes ............................................................................8
1.7.3 Conducting Phone or Audio-visual Interview .........................................8
1.7.4 Detecting topmost applicants...................................................................8
1.7.5 Evaluation and Control ............................................................................8
1.8 Types of Recruitment......................................................................................9
1.8.1 Recruitment from Internal Sources..........................................................9
1.8.2 External Sources of Recruitment ...........................................................11
1.9 TATA Group.................................................................................................13
1.10 Discovering TATA CONSULTANCY SERVICES .................................14
1.11 About TCS.................................................................................................15
1.12 Problem Statement.....................................................................................16
1.13 The necessity for the study........................................................................17
2.0 LITERATURE REVIEW .................................................................................20
2.2 METHODOLOGY........................................................................................23
2.2.1 Research Approach ................................................................................23
2.2.2 Project Focus Question ..........................................................................23
2.2.3 Objectives of the study...........................................................................23
3.0 SWOC ANALYSIS ..........................................................................................25
3.1 Strengths........................................................................................................25
3.1.1 TCS a game-changing approach: The reimagined hiring process .........26
3.1.2 Scaling up existing methods ..................................................................26

7. VI
3.1.3 Strong TATA 152 years’ experience .....................................................27
3.2 Opportunities.................................................................................................27
3.2.1 Business requirements are global...........................................................28
3.2.2 Massive demand for resources...............................................................28
5.0 OUTCOME OF STUDY ..................................................................................29
5.1 Comparing the recruitment strategy of Tata Consultancy Services. ............29
5.1.1 Pre-Covid...............................................................................................29
5.1.2 Post-Covid..............................................................................................32
7.0 EXPERIENCES, LEARNINGS, CONCLUSION ...........................................34
7.1 Experiences ...................................................................................................34
7.2 Learnings.......................................................................................................35
7.3 Conclusions...................................................................................................36
8.0 BIBLIOGRAPHY.............................................................................................38
9.0 WORK DONE DIARY.....................................................................................40
10.0 CERTIFICATE OF PLAGIARISM .................................................................41
TABLE OF FIGURES
FIG. 1: RECRUITMENT PROCESS .....................................................................................4
FIG. 2: CLASSIFICATION OF SOURCES OF RECRUITMENT ................................................9
FIG. 3 JAMSETJI NUSSERWANJI TATA SOURCE: HTTPS://WWW.TATA.COM/ABOUT-US/ .13
FIG. 4: TATA FOOTPRINT ON 6 CONTINENTS .................................................................13
FIG. 5: TATA GROUP COMPANIES FROM 1868 TILL TODAY ...........................................14
FIG. 6 WORKPLACE AT TCS.........................................................................................15
FIG. 7: INTEGRATED BUSINESS MODEL FOR VALUE CREATION SOURCE:
HTTPS://WWW.TCS.COM/GROWTH-STRATEGY........................................................16
FIG. 8 UNDERSTANDING COVID-19 AND THE RECRUITMENT CHALLENGES.................17
FIG. 9: SWOC ANALYSIS MODEL ................................................................................25
FIG. 10:SOURCE: HTTPS://WWW.TCS.COM/THE-TCS-WAY/TALENT-ACQUISITION-
REIMAGINATION....................................................................................................26
FIG. 11: PRE-COVID AND POST-COVID COMPARISON ...................................................29
FIG. 12 PRE-COVID HIRING APPROACH BY TCS FOR ENTRY-LEVEL .............................30
FIG. 13 POST-COVID HIRING APPROACH BY TCS FOR ENTRY-LEVEL ...........................32
LIST OF TABLES
TABLE 1 TNQT 2020 – TCS NINJA AND TCS DIGITAL DIFFERENCES IN A NUTSHELL..30
TABLE 2 : SCHEDULE OF WORK UNDERTAKEN FOR THE PROJECT...................................40

8. CHAPTER-1
INTRODUCTION

9. 1
1.0INTRODUCTION
Recruitment is an important process in Human Resource Management.
Recruitment is the process of finding the best suitable candidate for an available job
vacancy in the timeframe and a cost-effective method. Recruitment is complex and
highly competitive in the hiring process. Every company racing to find high-quality
talent and at the right time and place. It takes strategic planning with skill and best
practices.
It includes analysing the minimum necessities of the vacancy available, attracting
candidates to a particular job vacancy, screening the candidate, and selecting the
candidates, appointing them and join in hired candidate to the organization.
Recruitment process strengthens the number of employees to meet growing demand
and meet the objectives and goals of the organization.
1.1 Definition of Recruitment
Flippo defined the recruitment process – “Recruitment is the process of searching
the candidates for employment and stimulating them to apply for jobs in the
organization.” Personnel Management (Edwin B. Flippo, 1984)
According to Kempner, “Recruitment forms the first stage in the process which
continues with selection and ceases with the placement of the candidates.”
According to Mart and T. Telsang, “Recruitment is the generating of applications or
applicants for a specific position.”
Decenzo and S. P. Robbins have defined, “Recruitment is the process discovering the
potential for actual or anticipated organizational vacancies.”
1.2 Scope of Recruitment
Scope of Recruitment is broad and involves an extensive range of operations. For
an organization, Human Resource is very important. Successful Human Resource
planning involves identifying organization goals, expected or trend of employee
separations, projected revenues, production levels, changes in the law, competition and
operational requirements. After successfully determining the requirements, then
categories of skills and competencies are determined which can meet the needs of the
job profile. Every organization formulates its recruitment policies and procedures.

10. 2
The scope of Recruitment includes the following operations.
• Determine current and future requirements of the organization in conjunction
with its personnel planning and job analysis activities.
• To understand the scope of your initiative, including any transition issues they
need to address.
• Making the Recruitment plan for different types of staffs
• Picking the best suitable process of recruitment for effective hiring of resources
• Evaluate the efficacy of the various recruiting technique and sources for all
types of job interviewees.
• Analysing the recruitment policies, processes, and procedures of the
organization
1.3 Importance of Recruitment
Organizations rely on individuals they enlist, so enrolling can in a real sense
represent the deciding moment business. Organizations go through cash to discover
representatives, screen them, employ them, keep them on finance and offer them
benefits. If organizations enrol an inappropriate counterpart for the position or
organization, there are extra costs brought about as severance pay and rehashing the
recruiting process.
The significance of recruitment in any organization lies in the truth that how they
select. It impacts, how to prospect, candidates, pull in to apply, which brings about
either a decent recruit or a gathering of off-target fits. Recruitment is the most vital
activities of the Human Resource department. If the recruitment process is efficient,
then,
• Results in the overall development of the company
• The company gets more contented and more industrious workers
• Attrition percentage decreases.
• It shapes a respectable workplace atmosphere and better employee engagement
1.4 Factors affecting recruitment
Recruitment is an imperative activity of Human Resource Management in an
organization. It is managed by a mix of diverse variables. Dynamic Human Resource
Professionals must gauge these elements while initiating the Recruitment and take

11. 3
dynamic plans to help the organization. Exactly when financial circumstance changes,
the association besides needs to check these movements and discover how it impacts
the benefits and separate these capacities concerning making Recruitment a reasonable
process.
1.4.1 Internal Factors
The components inside the organization or in controllable conditions that
impact recruiting staff. Internal factors which affect recruitment are:
• Recruitment Strategy
• Organisation Strength
• HR Forecasting
• Expenses of Recruitment
• Development
• Growth
1.4.2 External Factors
The external factors are not in control of the organization. The significant
external sources are:
• Economic Factors
• Supply and Demand
• Impact of Labour Laws
• Demographic
• Cultural
• Technological
• Government Legislations
• Joblessness Rate
• Candidates
1.5 Recruitment Process
Recruitment measure is finding and ensuring the possible resources for filling off
the open vacancy in an organization. The candidates with the abilities and skills, which
are required for accomplishing the motivation driving an organization. The recruitment
process is a pattern of portraying the positions opening, investigating the development
necessities, analysing applications, screening, shortlisting and picking the correct

12. 4
competitor. To develop the proficiency of using, it is suggested that the HR team of an
organization follows the five recognized procedures (as appeared in the going with
picture). These five practices guarantee convincing Recruitment with no obstacles.
Also, these practices correspondingly guarantee consistency and consistency in the
Recruitment cycle.
Fig. 1: Recruitment Process
Recruitment is the underlying stage in making a mind-boggling resource base. The
process experiences an effective technique starting from sourcing the resources for
organizing and coordinating gatherings ultimately picking the right candidates.
1.5.1 Recruitment Planning
Planning is the preliminary step of the recruitment process. An organized
recruitment plan is obligatory to pull in possible candidates from a pool of up-and-
comers. The potential candidates ought to be qualified, knowledgeable about the
capacity to take the duties needed to accomplish the targets of the organization.
1.5.1.1 Identifying Vacancy
The first and foremost process of recruitment plan is to identify the vacancy in the
organization. The process starts with getting the demand for recruitments from the
various division of the organization to the HR Department, which comprises:
• Number of positions available
Recruitment
Planning
Strategy
Development
Searching Screening
Evaluation &
Control

13. 5
• Number of posts to be filled
• Responsibilities of each role
• Qualification required
• Experience required
When there is a vacancy, it becomes the obligation of the sourcing manager to
understand if the position is mandatory, temporary basis or is a permanent requirement,
full-time or part-time, and so forth. These constraints must be assessed before the
beginning of recruitment. Appropriate analysis, arranging and assessing prompts
employing the correct asset for the group and the organization.
1.5.1.2 Job Analysis
It is a process of recognizing, examining, and determining the responsibilities, duties,
capacities, aptitudes and workplace of a particular activity. These components help in
recognizing work requests and a candidate must have in playing responsibilities
efficiently.
Job Analysis helps in understanding what assignments are significant and how to
perform them. Its motivation is to set up and record the activity relatedness of business
systems, for example, determination, preparing, pay, and execution examination. The
following steps are important in analysing a piece of job information:
• Determining the skills, knowledge and skills, which are required for the job
• Planning and collecting
• Generating job description
• Accurateness in checking
Job analysis generates job specifications and job descriptions.
1.5.1.3 Job Description
Set of working obligations is a critical report, it is expressive and comprises the
preceding clarification of the action examination. Depiction of the job description is
huge for a productive recruitment measure.
The foreseen technique for obligations gives data around the level of work occupations,
duties and the orchestrating of the development in the organization. Additionally, this
information gives the business and the association away from what a specialist must do
to meet the fundamental of his activity responsibilities.

14. 6
A job description is created for fulfilling the following processes:
• Hierarchy of roles
• Hiring and orientation of new hire
• Counselling of employees
• Transfers and Promotions
• Describing the career path
• Future growth
• Work ethics
The job description lists the following data:
• General task
• Organization Position
• Summary objective of Job
• Job Responsibilities
• Procedure of Regulation
• Working Conditions
• Location of Base
1.5.1.4 Job Specification
Specification of a particular job focuses on the determinations of the candidates, who
will be hired by the HR department. The initial phase in work determination is setting
up the rundown of all positions in the organization and its areas. The subsequent
advance is to produce the data for each activity.
1.5.1.5 Job Evaluation
Work appraisal is a comparable cycle of separating, reviewing, and choosing the
relative regard/worth of an occupation relating to various situations in an organization.
The essential objective of work evaluation is to inspect and sort out which work
arranges how much compensation. There are a couple of methods, for instance, work
inspecting, position courses of action, work situating, etc., which are related to work
evaluation. Work appraisal outlines the purpose behind pay and pays dealings.
1.6 Recruitment Strategy
The recruitment system is the next phase of the recruitment process, where a
methodology is readied for employing the assets. In the wake of finishing the

15. 7
arrangement of sets of expectations and work particulars, the following stage is to
choose which methodology to embrace for Recruitment the potential candidates for the
organization.
The HR team must consider the following points while formulating a recruitment
strategy:
• Create new or acquisition employees
• Which type of recruitment method to be utilized
• Physical location area
• Recruitment sources
Recruitment is a long process and its improvement needs considerable time, having a
correct methodology is necessary to attract applicants.
The means associated with building up a Recruitment technique include:
• Forming a board team
• HR policy analysis
• Gathering of existing data
• Analysis of data composed
• Recruitment strategy formulation
1.7 Searching the exact talent
Searching is looking of ability is the cycle of recruitment where the applicants
are sourced. After the recruitment approach is done, the looking of new candidates will
be presented. Looking for new employee includes drawing in the active job seekers to
the opportunities. The sources are comprehensively partitioned into two classifications:
Internal Sources and External Sources.
1.7.1 Screening
Sourcing of the applicants starts with screening. Screening is the way toward
sifting the utilizations of the possibility for additional choice process.
Screening is an essential bit of Recruitment measure that helps in killing insufficient or
unessential candidates, which were overcome sourcing. The screening process of
recruitment comprises of 3 stages:

16. 8
1.7.2 Reviewing of Resumes
Reviewing is the starter step of screening candidates. The resumes of the
applicants are investigated and checked for the candidate’s preparation, work
understanding, and by and large establishment planning the essential of the movement.
While checking the resumes, a person in charge must recall the following necessities,
to ensure effective screening:
• Reasons for changing from the current role
• Duration of work in each company
• Duration of a gap in employment
• Change jobs frequency
• Career development
1.7.3 Conducting Phone or Audio-visual Interview
Next step of screening candidates after the screening is a phone or video interviews.
The candidates are communicated over a telephone call or through a video conference
by the recruiting manager. Outcomes of the screening process are:
• Confirming the candidature, irrespective of if they are self-motivated and open.
• Additionally, it provides a snappy knowledge about the applicant's disposition,
capacity to reply to inquiries questions, and relational abilities.
1.7.4 Detecting topmost applicants
Screening of candidates ends with distinguishing topmost applicant. The most
suitable resumes are shortlisted, which helps the recruiting administrator to take the
correct choice.
1.7.5 Evaluation and Control
The last phase during the time spent on recruitment is evaluation and control.
The feasibility and acceptability of the process and approaches are evaluated. Being an
expensive and time-consuming measure; thus, Recruitment is significant. Factual data
on the expenses caused for the process of recruitment ought to be powerful. The
expenses caused in the recruitment process are to be assessed and controlled viably.
These expenses include:
• Wages of Recruiter

17. 9
• Ads rate
• Clerical expenses and Recruitment expenses
• Outstanding and Overtime expenses, though the openings stay vacant
In the end, the inquiry that will be posed is, if the recruitment techniques utilized are
substantial? Furthermore, if the recruitment process itself is powerful.
1.8 Types of Recruitment
Recruitment is a basic bit of making and keeping up reasonable and compelling
teams for any organization. A good recruitment strategy will reduce the wastage of time
and will be utilized for recruiting the required resources. Recruitment is extensively
carried out into two unique classifications which are
Fig. 2: Classification of Sources of Recruitment
Recruiters utilize various techniques to source, review, waitlist, and select the assets as
per prerequisites of the organization. Different type of recruitment clarifies the methods
by which an organization arrives at potential job seeker.
1.8.1 Recruitment from Internal Sources
Inner sources of recruitment demonstrate the recruiting of employees from inside the
organization inside. A few workers inside the organization search for office change.
Sources of
Recruitment
Sources of
Recruitment
External
Source
External
Source
Internal
Source
Internal
Source

18. 10
During the recruitment process organization first prefers hiring from within the
organizations. Internal hiring is crucial for the organization as it will eliminate the
wastage of time and expenses for training and development of replacement.
Hiring internally is a perfect strategy for the organization as an employee is known to
organization culture and their performance is known.
1.8.1.1 Promotions.
Most organizations prefer to promote employees to a higher position while the vacancy
is generated. Promotions are awarded based on an evaluation of their performance of
employees. The employee is promoted from a lower post to a higher post with more
obligations, compensation, offices, and status.
1.8.1.2 Transfers.
An employee is transferred from one location to another when the vacancy is generated
at a particular location. In this way, there is no adjustment in the position and
obligations. It is similar to the moving of workers starting with one office then onto the
next office or one area to another area, contingent on the necessity of the position.
1.8.1.3 Recruiting Former/Ex-Employees.
The practical approach to fill the vacancy is though hiring former employees. This
process is time-saving and cost-effective also. Former employees are experienced and
professional with the position and they can adapt easily without organization spending
resources to train and develop them to fulfil the requirement.
Another critical preferred method of hiring previous representatives is that they are
entirely proficient and experienced with the positions and commitments of the
movement and the association needs to spend less on their preparation and
improvement.
1.8.1.4 Internal Job Posting.
The inward activity posting is a recruitment cycle where a candidate is chosen for the
position who is now working in that equivalent organization. As it were, inner job
posting measure finds a candidate among the representatives of the organization. It
conveys a feeling of help from inside workers of the organization.

19. 11
1.8.1.5 Employee Referrals.
Representative referral programs influence interior assets and organizations to secure
new position up-and-comers. They ask existing workers or outside accomplices to
suggest their contacts for employment opportunities as they become accessible and give
a type of motivation consequently.
Representative referral programs vary from one-off referrals by making an organized
program that effectively energizes proposals. This is ordinarily cultivated by inner
correspondence systems, rewards, and backing and direction from the enrolling group.
1.8.1.6 Former Applicants.
Applicants who applied earlier for the position and could not make it. They can be
connected with when positions open up. Having exiting database of prospect applicants
will save time for searching for new candidates.
1.8.2 External Sources of Recruitment
Recruitment through outside sources offers a lot more extensive degree for
determination from a major number of qualified applicants. The cycle moves a lot
quicker in any event, for mass necessities while dispensing with the odds of inclination
or predispositions.
1.8.2.1 Advertisement.
Ad assist selection representatives with building a strong brand personality that draws
ineffective labour. You can go with the customary methodology by utilizing print media
or utilize computerized media for better outcomes at a decreased expense.
1.8.2.2 Employment Portals.
With internet advancement job websites have become the most common source for
listing and searching job vacancy by employer and job seeker respectively. It is the
most efficient way to search and apply for several job opportunities.
1.8.2.3 Organization's Careers Section on Website.
The versatile benevolent, marked vacancy on the website that showcases the
organization work culture and integrates with the organization's social profiles makes
it simpler for the applicant to apply. Also, it draws in top industry ability with an expert
topic, alluring headers, convincing substance and connecting with worker recordings.
An ATS-coordinated website likewise eliminates the issues of manual occupation

20. 12
postings while improving the candidate experience significantly with an adjustable
software measure.
1.8.2.4 Social Media Platforms
Social Media sites are a hub spot for the talent pool. With Billions of registered users
online, it offers an ideal chance to reach millions of user base and showcase employer
brand to prospects clients and applicants as well. Generation Z and Millennials
spending the majority of time on such platform makes a perfect choice.
1.8.2.5 Placement Agencies
Offices of placement are an ideal answer for organizations who face difficult to-fill
opportunities that regularly require a great deal of time, exertion and assets. These
offices utilize different devices and methods to discover top ability for organization
quicker, at a diminished expense.
1.8.2.6 Employment Fairs
Employment fairs are public occasion offering simple admittance to an enormous pool
of applicants. They present to you a chance to make brand mindfulness without
publicizing and you additionally get the opportunity to connect with other comparative
companies while sparing a great deal of cash and time.
1.8.2.7 Campus Placements
Campus hiring is a fast and cheap approach to discover appropriate competitors, who
are able, lively, eager and above all keen on work for the organization.
.

21. 13
1.9 TATA Group
Established by Jamsetji Nusserwanji Tata (1839–1904) in the year 1868, the Tata
Sons is a worldwide enterprise, established in India, including 30 organizations across
ten verticals.
The group has a footprint of over 100’s
nations across six continents, with an
only mission “To improve the personal
satisfaction of the networks we serve
around the world, through long haul
partner esteem creation dependent on
Leadership with Trust”.
Fig. 4: Tata Footprint on 6 continents
Tata Sons are the essential venture holding organization and advertiser of Tata
organizations. 66 per cent of the value share capital of Tata Sons is held by charitable
trusts, wellbeing, which uphold training occupation age and culture and craftsmanship.
In 2018-19, the income of Tata Group, taken together, was $113.0 billion (₹ 792,710
crores). These organizations by and large employ more than 720,000 individuals.
Fig. 3 Jamsetji Nusserwanji Tata Source:
https://www.tata.com/about-us/

22. 14
Each Tata company or enterprise works freely under the direction and oversight of its
directorate. As of March 31, 2019, 28 Tata Enterprises have a consolidated market
capitalisation of over $160 billion (INR 11,10,308 crore).
Organizations incorporate Tata Consultancy Services, Tata Motors, Tata Steel, Tata
Chemicals, Tata Consumer Products, Titan, Tata Capital, Tata Power, Tata Advanced
Systems, Indian Hotels and Tata Communications.
1.10 Discovering TATA CONSULTANCY SERVICES
TCS is an Information and Technology services, consulting and business
solutions organization that has been partnering with many of the world’s largest
businesses in their transformation journeys for the past fifty years.
TCS offers a counselling driven, psychological controlled, incorporated arrangement
of business, innovation and designing administrations and arrangements. This is
conveyed through its remarkable Location Independent Agile™ conveyance model,
perceived as a benchmark of greatness in programming improvement.
Fig. 5: Tata Group companies from 1868 till today

23. 15
1.11 About TCS
TCS guarantee the most
significant levels of faith and
fulfilment through a profound
thorough industry mastery, set
of responsibility to customers,
and a worldwide organization
of conveyance focuses and
advancement.
The chief goal of TCS is to
assist clients in accomplishing
their business targets by
giving creative, top tier
counselling, IT measures and
administrations. TCS is a
delightful partner for all to work with.
Organization structure of TCS is domain-driven and engaged to give customers a
solitary window to industry explicit resources. Agile industry units have implanted
capacities to empower quick reactions that give a serious edge to clients. This is
combined with an extraordinary Global Network Delivery Model™ (GNDM™),
spreading over 40 worldwide areas, that is today perceived as the benchmark of
greatness in innovation organization.
TCS work as a business partner, offering counselling drove approach and incorporated
planning of innovation-driven measures that envelop the whole Enterprise in the chain.
TCS Customer-driven Engagement Model characterizes TCS with everyone, offering
particular administrations and arrangements that meet the unmistakable needs of client
business.
TCS has made huge interests in Digital stages and items traversing Technology
Products, Horizontal Platforms and Products, Vertical Platforms and Products.
Fig. 6 Workplace at TCS

24. 16
Fig. 7: Integrated Business Model for Value Creation Source:
https://www.tcs.com/growth-strategy

25. 17
1.12 Problem Statement
A comparison between pre and post COVID-19 Recruitment strategies in TCS.
The worldwide flare-up of COVID-19 has expanded the trouble of screening ability,
moved recruiting to being much more on the web, and has affected the way toward
making bids for employment. Recruitment has changed altogether with the overall
pandemic of Coronavirus. The Covid will uncover ability holes (and afterwards close
once the pandemic is finished) and have longer-term impacts on the recruiting business.
1.13 The necessity for the study
TCS is a massive recruiter in India and recruits approximately 40,000 new hires.
Being a leading organization in the IT industry in India, the challenges and solutions
brought by TCS support and empowers their clients and other competitors as well. This
study compares how TCS changed and managed the restrictions faced during the
Pandemic and how TCS has transformed to utilize best practices to keep business
profitable and future-ready.
What's Driving COVID-19 and Recruitment Challenges?
Fig. 8 Understanding COVID-19 and the recruitment challenges
Coronavirus is affecting the activity of each industry on the planet through a few
distinct ways:
• Social distancing is keeping individuals separated and changing working
propensities

26. 18
• Implemented detachment and affliction is side-lining enormous areas of each
workforce
• School terminations are setting noteworthy limitations on labourers with kids
• Explicit enterprises are confronting flooding requests, for example,
supermarkets, clinical consideration suppliers and conveyance administrations
While divisions, for example, providing food, open-air occasions, and diversion have
been compelled to close for years to come.
The effect this has on the recruiting business is just barely be seen, and causes various
extraordinary patterns and requirements:
• Countless people are presently jobless simultaneously
• Those labourers have almost no capacity to migrate for work
• The ventures hoping to select in huge amounts frequently don't line up with their
history or experience
• An expanding number of individuals are selecting to participate in transient
volunteer endeavours to help wellbeing administrations
The above variables and patterns bring about a notably modified Recruitment industry
contrasted with that which existed in the no so distant past. Organizations that are as
yet enrolling are finding that something as basic as confirming is currently more testing
than any time in recent memory.
What Can Recruiters Expect Once the Pandemic Is Over?
Likewise, with any significant change and change, there will unavoidably be a time of
realignment and progress. Where the pandemic is diverse is that once it decreases and
life starts to getting back to business as usual, we can anticipate some type of reset:
• Existing businesses will resume, yet it is not yet clear how they will act in the
short to medium term
• Organizations may well pick expanding degrees of the present moment and
adaptable recruits as the economy reconstructs
• People will probably have less opportunity to move and migrate for work,
especially those working in enterprises that shut down and those living in zones
most hard hit by COVID-19

27. 19
Therefore, we can anticipate that Recruitment over all areas should require a more
adaptable and versatile way to deal with employing.

28. CHAPTER-2
REVIEW OF LITERATURE
AND METHODOLOGY

29. 20
2.0LITERATURE REVIEW
Literature Review is a writing audit is a bit of composing that investigates a
specific theme as a component of a bigger exposition or bibliographic academic diary.
The motivation behind a writing audit is to help the substance and help the pursuer
decipher focuses made in an article while building the report's philosophy. This is the
writer exhibiting their insight on the current writing in their field before composing a
paper on their subject.
2.1.1 (Yogita Gupta, 2016)
Improved development and security are inciting HR workplaces to move more
abilities to paperless cycle. HR divisions which have recently started down the method
of diminishing the usage of paper perceived the focal points. Recollecting the
advancement of the working cycle helps in the abatement of cost. Paperless HR division
will sort the work in a matter of minutes. It isn't simply going to decrease the regulatory
work by will help with figuring out the files and keep up it in less spot. The bearing is
more trotted around improvements towards using. Procedures used in e-recruitment
consolidate essential systems, for instance, setting an advancement on a public worksite
mentioning that candidates email resumes. Further created systems course the entire
pattern of contender assurance, examination, and Recruitment through online
applications. Fast approaching agents can move resumes, take mastery and tendency
assessments, and even absolute human resource managerial work from a removed
territory using e-recruitment gadgets. The basic preferred position of e-selection
devices and electronic workforce recruitment structures is to reduce the cost related to
finding and Recruitment agents and independently employed substances. Human
resource workforce contributes less energy to the utilizing cycle.
2.1.2 (Arvind Mallik, 2020)
While a few organizations have downsized in light of the pandemic, scarcely
any business substances are employing all at once, squeezing recruitment specialists to
a source, connect with and recruit possible up-and-comers in when in-person meetings
or conversations are to a great extent off the table. The reason for the paper is to examine
the pre-enlist measures during Post COVID 19 Pandemic in sourcing right up-and-
comer's Electronic recruitment (e-recruitment) frameworks are utilized to encourage

30. 21
and improve human asset the executives tending to the requirements of businesses and
occupation searchers through internetworking implies which speed up work, and
improve the nature of recruitment and administrations. Starting Social Media in
selecting measure is a win-win for both organization and expected applicants. Web-
based media now remains as the second most common wellspring of recruit, attached
with corporate vocation sites. In this paper, we depict how Social Media recruitment
measure happens through online media. The paper closes with as opposed to depending
intensely on outside recruitment firms or occupation sheets, numerous businesses are
zeroing in on finding specific ability through Social Media destinations, for example,
LinkedIn to recognize ability, however, some are likewise pulling inability through
focused and inventive web-based media missions to draw in and challenge up-and-
comers and locate an ideal choice for the association.
2.1.3 (Gedela Rakesh Varma & Jaladi Ravi, 2017)
Recruitment is considered as the way toward recognizing and making the
expected contender make an application for the positions. Recruitment is named as a
positive cycle with its strategy of pulling in whatever number of candidates as could be
expected under the circumstances for the empty positions. The choice is considered as
the way toward choosing the most proper possibility for the empty positions Selection
is called a negative cycle with its decrease or dismissal of the same number of
candidates as workable for distinguishing the suitable contender for the position. In this
paper, we will examine the recruitment and determination measures in TATA
CONSULTANCY SERVICE(TCS).
2.1.4 (Geoffrey Parker, 2018)
Like, set up organizations in numerous enterprises, officeholder major parts in
the staffing and recruitment division are experiencing a serious scene changed by stage
organizations. New stages that have jumped up to interface organizations with labourers
incorporate online independent commercial centres, for example, Fiverr, TaskRabbit,
and Wonolo. While Facebook and Google are looking for and scout administrations
fuelled by all around looked after information. With its accentuation on proficient
systems administration, LinkedIn inspires clients to keep up current data about their
certifications, giving a rich perspective on where they fit into the economy and the
positions, they're equipped for.

31. 22
2.1.5 (G P Sudhakar, 2008)
With the increasing IT workforce in India, managing these engineers and HR
issues of this manpower are increasing day by day. With the growth of IT industry in
India, there is a huge demand for skilled workers in the Indian IT industry. Majority of
Indian IT firms are recruiting in thousands. What these companies look for in a
candidate while recruiting? What are their recruiting strategies? What are their sources
of human talent? From where these companies get the candidates? How do they
interview candidates? What kind of selection methods do they follow? The answers to
these questions are furnished in this article.
2.1.6 (Namita Rath & Sujata Rath, 2014)
Talent Management has gotten one of the most significant popular expressions
in Corporate HR and Training today. Right ability is the best resource for any venture
and one of the fundamental parts of HR is to ensure that the representatives with the
correct aptitudes stay with the organization for quite some time. The issue with
numerous organizations today is that their associations put enormous exertion into
drawing in representatives to their organization, however, invest little energy into
holding and creating ability. One of the most significant components that go into IT
business is human capital, and hence, manageability of income development in the IT
Services industry is straightforwardly reliant on the association's capacity to draw in
the correct ability and from there on, up-skilling, spurring and holding them in the
association. This paper draws out the Talent Management Strategy of Tata Consultancy
Services (TCS), one of the main programming organizations in India which are seen as
a benchmark organization in the business for ability sustain and maintenance.

32. 23
2.2 METHODOLOGY
The methodology for this project research is founded on secondary data research
exploration like the web and articles on a similar theme by different writers.
2.2.1 Research Approach
Combined exploratory research and descriptive research approach were
adopted.
2.2.1.1 Exploratory Approach and Descriptive Approach
This exploration is a precise quest for data to acquire a reasonable picture concerning
the hidden issue to discover the adjustment in recruitment at TCS before COVID and
post Covid-19. Research is a process of distinguishing issue completely, building up a
goal, gathering and investigating the applicable information to decide the potential
variables causing by the issue. In this way, researcher exercises are the reliable quest
for data to get a clearer picture concerning the issue and to propose an explicit
suggestion for the arrangement.
2.2.2 Project Focus Question
“A comparison between pre and post covid-19 recruitment strategies in Tata
Consultancy Services”
2.2.3 Objectives of the study
• To gain knowledge about the recruitment process
• To understand the changes in hiring methods post-COVID-19 at TCS
• To analyse the approach towards recruiting candidates
• To study the implementation of the approach adopted by TCS
• To compare previous and current hiring methods
For this research, content analysis method was used. In this method documents
and communication, artefacts were studied from online sources such as
• Companies Annual Report
• News Paper
• Company Blog
• Webinars by industry experts.

33. 24
This research is carried out using existing information that is available from various
sources, although care has to be taken to validate the sources from where the
information is going to be collected.

34. CHAPTER-3
STRENGTH, WEAKNESS,
OPPORTUNITIES AND
CHALLENGES

35. 25
3.0SWOC ANALYSIS
A straight forward and viable approach to rapidly examine your present
circumstance is to put a SWOC system for recruitment technique to utilize. I like this
system since it is anything but difficult to utilize and practically recognizes both inside
(Strengths and weakness) and outside (opportunities and challenges) factors that are
influencing your outcomes.
Fig. 9: SWOC Analysis Model
3.1 Strengths
Organizations have taken the rising worldwide wellbeing emergency genuinely
and are worried about the soundness of their workers and until this general wellbeing
crisis is contained, corporates are moving their whole recruitment methodology to
virtual stages.
Strengths
• Recruitment strategy
remains same
• Scaling up existing
methods
• Strong TATA 152 years
experience
Weakness
• Largely depend on
services rather than on
products
Challenges
• Intense competition
Opportunity
• Business requirements
are global
• Massive demand for
resources

36. 26
3.1.1 TCS a game-changing approach: The reimagined hiring process
Tata Consultancy Services Ltd (TCS), the nation's biggest grounds recruitment
specialist, is beginning its placement drives later than expected after tests were deferred
by the Covid pandemic, however, the employing procedure will continue as before
as a year ago.
Employing supposition has been solid in the second quarter due to considerable
business necessities.
Fig. 10:Source: https://www.tcs.com/the-tcs-way/talent-acquisition-
reimagination
3.1.2 Scaling up existing methods
TCS' ability securing procedure has kept up a parity in capabilities - be these as
parallel recruits or students. In a move equipped at reconsidering the process to get to
and obtain new ability, the venture characterized a way of breaking, the advanced first
way to deal with passage level recruiting and preparing. This cycle was reexamined at
scale to present nimbleness in employing, make a quicker an ideal opportunity to-
showcase, and lessen cost.

37. 27
While normally a part of the TNQT process is conducted across institutes and TCS iON
centres, this time it will be virtual. The TCS iON examination platform for recruitment
has been updated with tools for digital proctoring and plagiarism checks, among others.
Most of the hiring is expected to be completed by December.
The company has already initiated the virtual onboarding processes for those joining
this year. “TNQT this year will start in October (instead of September), and the volume
will be like last year.
The company has seen strong demand on the lateral hiring front as well, which was
suspended during Q4 FY20 due to the pandemic.
3.1.3 Strong TATA 152 years’ experience
The main way TCS managed this is to use the capacities, energy, and
inventiveness of 400,000 individuals, guided by superseding worries for wellbeing and
financial prosperity. TCS' pioneers guided by confidence, trust in one another, and the
aptitudes picked up in conquering past monetary emergencies.
TCS is honoured to work inside the helpful culture of the parent organization, the
TATA Group. In its 152-year history, the parent organization has endured pandemics,
despondencies, universal wars, and different calamities. Through everything, Tata
Group has suffered and flourished, as its more than $100 billion in income shows.
The past has passed, and that many how are chiefs consider and maintain their
organizations will not "return to typical." And that is something to be thankful for. The
pandemic has constrained firms to embrace more gainful methods of working and
quicken profitability programs as of now moving.
At present, pioneers must grasp even after the pandemic subsides and the worldwide
economy refocuses. These progressions will turn into the new ordinary.
3.2 Opportunities
COVID-19 Impact on Future and New Business Operation Essentials has
opened new opportunities for Tata Consultancy Services.
The key towards fruitful employing is a proactive recruiting approach that is tied in
with envisioning techniques and targets of HR with the association and being prepared

38. 28
and centred towards actualizing new patterns to help competitors, chiefs and association
overall.
Even though it is one's very own decision to execute the new patterns, associations have
been eager about the move after actualizing these dependent on need, size and capacity.
It is simply an issue of time when all significant associations will consistently move to
the changed worldview of ability obtaining.
3.2.1 Business requirements are global
TCS keeps on being certain about its neighbourhood employing technique in
the US. TCS have huge grounds recruiting over the US and have employed near 1,000
students as of now this year. Along these lines, they not worried about the visa issue as
our nearby grounds recruiting programs are accomplishing a bigger scope now.
Furthermore, TCS been chipping away at an arrangement that will let it use the ability
on some random venture independent of where they are working from, called Talent
Cloud. Partners can create ability in explicit territories and take into account different
tasks across nations, with full straightforwardness to the customers.
On the off chance that individuals can offer worth included aptitude, their estimating
ought to be topography sceptic. These models were at that point there, yet the previous,
not many months have permitted to quicken appropriation. Be that as it may, it has set
the bar high for such partners regarding connecting learning and vacation plans.
3.2.2 Massive demand for resources
TCS has seen better-recruiting prerequisites come in this quarter, contrasted
with the last hardly any quarters. Thus, business necessity has been exceptionally solid.
This is notwithstanding our current ability improvement activities through which they
have upskilled around 15,000 individuals more than two quarters

39. CHAPTER-4
OUTCOMES OF THE STUDY

40. 29
5.0OUTCOME OF STUDY
5.1 Comparing the recruitment strategy of Tata Consultancy Services.
Fig. 11: Pre-Covid and Post-Covid comparison
TCS hiring for fresher applicants is done through TCS National Qualifier Test.
5.1.1 Pre-Covid
TCS used a mixed approach to hire fresh applicants through on-campus and off-
campus strategy.
Pre-Covid
Pre-Covid
Post-
Covid
Post-
Covid

41. 30
Fig. 12 Pre-Covid Hiring approach by TCS for entry-level
On-campus hiring
Applicants from TCS premium colleges applied directly for TCS Digital Hiring 2020.
Off-campus
TCS hiring off campus applicants through TCS Ninja Qualifier Test 2020 and TCS
Digital Hiring 2020.
Table 1 TNQT 2020 – TCS Ninja and TCS Digital Differences in a nutshell
TCS Ninja TCS Digital
Participation Candidates from all
colleges and universities
can participate
Candidates from TCS
premium
colleges/universities only
can participate.
Candidates from non-TCS
premium colleges who are
interested to participate
should select “TCS Ninja
& TCS Digital” under
category during TNQT
2020 registration
Passing from
Mode
Recruitment Level Entry
Entry
On-Campus
On-Campus
Premium
Colleges
Premium
Colleges
TCS Digital
2020
TCS Digital
2020
Off-
Campus
Off-
Campus
All
Colleges
All
Colleges
TCS Ninja
2020
TCS Ninja
2020
TCS Digital
2020
TCS Digital
2020

42. 31
Hiring Process The online evaluation
followed by a personal
interview
The online evaluation
followed by a technical
interview and HR
interview
Online Test Pattern English (15), Quantitative
Aptitude (15),
Programming Logic (10),
and Coding (1)
English (10), Quantitative
Aptitude (15), Technical
(12), and Coding (1)
Online Test Duration 90 minutes 120 minutes
Mode of Registration Online Registration Application to be availed
through college/university
placement office
Salary Package offered in
2018
3,36,000 to 3,60,000 INR
per annum (expected up
to 50% hike in the salary
package this year)
6,50,000 to 7,50,000 INR
per annum (expected up
to 50% hike in the salary
package this year)
Fresher Intake in 2018 30,000+ (expected up to
10 to 20% increase in
intake this year)
400 (expected up to 10 to
20% increase in intake
this year)

43. 32
5.1.2 Post-Covid
TCS has shifted its approach to hiring fresh applicants through new TCS
National Qualifier Test & TCS Digital Recruitment 2021.
National Qualifier Test gets a redefined version and opens the gateway of opportunities
to the techies nationwide. Candidates can take the TCS NQT test 2021 either online or
in offline exam centres.
The reimagined talent acquisition process includes the TCS National Qualifier Test
(TNQT) and digital training programs that have enabled TCS access fresh talent in
digital technology across India, going beyond traditional hiring terrain such as the
college campus.
Fig. 13 Post-Covid Hiring approach by TCS for entry-level
This recruitment strategy -- of not confining the hiring program to classroom-based
training, and moving to anytime, anywhere online digital skilling -- has been hugely
instrumental in putting TCS on the path to accelerating the process of bringing on board
new talent.
Utilizing its solid IT foundation, TCS fused video interviews into the passage level
recruiting measure, following the TNQT.
Passing from
Mode
Recruitment Level Entry
Entry
Online
Online
All Colleges
All Colleges
TCS
National
Qualifier
Test
TCS
National
Qualifier
Test
TCS
Digital
Recruitm
ent 2021
TCS
Digital
Recruitm
ent 2021
Offline
Offline
All Colleges
All Colleges
TCS
National
Qualifier
Test
TCS
National
Qualifier
Test
TCS
Digital
Recruitm
ent 2021
TCS
Digital
Recruitm
ent 2021

44. 33
This fundamentally decreased turnaround time and cost. Consistent incorporation of
frameworks and cycles has shaped a powerful innovation environment to direct TNQT
and hold online training.
Electronic learning entries help fresh recruits explore the recruitment cycle while still
in school and after joining the association, guaranteeing organization prepared ability.
The transition to re-examine ability securing at scale has helped TCS increase a first-
mover advantage among private ventures in democratizing grounds employing in the
IT business, and it has presented a dexterity in the recruiting cycle. The TNQT has
incited industry-level interruption, with a few different associations hoping to take
action accordingly.
By terminating impediments welcomed because of separation and additionally
framework, the TNQT has reconsidered the recruiting cycle. Candidates presently
wind-up surveyed dependent on ability and expertise, paying little heed to where they
live or concentrate in India. When seen from a bigger point of view, the TNQT has
encouraged the reason for equivalent chance and has reconsidered the way where ability
is gotten to, evaluated and moulded.

45. CHAPTER-5
EXPERIENCES, LEARNINGS
AND CONCLUSIONS

46. 34
7.0EXPERIENCES, LEARNINGS, CONCLUSION
7.1 Experiences
It involves pride that regardless of the current unexpected and remarkable
occasions, TCS has been exploring towards objectives by being reason driven, strong
and versatile, thereby engaging with partners to understand their targets. TCS is a
favoured accomplice of development and development by esteemed worldwide clients.
Moreover, TCS is the manager of decision among trying understudies.
TCS declare the beginning of TCS Campus Hiring for from Year of Passing 2021 for
the post-Covid world is setting industry standards and stepping up to challenges in new
normal.
Test Process will be directed as a feature of the National Qualifier Test (NQT) led by
TCS iON, Official Test Partner. The NQT Score made sure about by an understudy
would be considered for the TCS Campus Hiring Process.

47. 35
7.2 Learnings
Numerous potential fresh recruits who have applied for, been met for, or even
been offered a position are presently in an in-between state. Since social distancing,
self-segregating and telecommuting has become the new standard, due to the (COVID-
19) pandemic, enrolling and recruiting right now and after, has its difficulties. The
means HR and recruiting directors to take today to abstain from missing out on top
ability and reinforcing their manager image will decide the fate of most organizations
post the COVID 19 flare-up.
The pandemic has caused unrest in the work market, with enormous work and pays
misfortunes in the principal half of 2020. Anticipating work market results for the
second 50% of it is a troublesome assignment on account of the absence of verifiable
points of reference that may give a sign of how rapidly work markets can recuperate
from such an emergency. Notwithstanding, it is as yet basic to think about various
potential recuperation ways. Keeping that in mind, the ILO has built up a model that
estimates the number of hours worked for the second 50% of 2020, expanding on the
"nowcasts" of hours worked during the primary portion of the year.

48. 36
7.3 Conclusions
The recuperation from COVID-19 pandemic, given the human element of
pressing workforce challenges and the vulnerabilities confronting business pioneers,
requires workforce procedures which centre around both transient recuperations need
activities — Reflect, Recommit, Re-connect with, Rethink and Reboot — and going
after the future and new ordinary — coordinating the characteristics of Purpose,
Potential, and Perspective.
These transient activities — and long-haul vision — present associations with a chance
to quickly survey and assess their previous workforce techniques and reaction needs
and to reposition themselves to flourish in the new real factors to come. Associations
might be enticed to excuse the requirement for change or envision recuperation as a re-
visitation of the ongoing past. It isn't. Associations that re-visitation of their old
methods of working may discover them contenders have exploited the recuperation to
rethink their workforce and business, situating themselves to flourish later on. By
foreseeing and arranging these five needs — Reflect, Recommit, Re-connect with,
Rethink, and Reboot — with regards to a future coordinated towards Purpose, Potential,
and Perspective — associations can lead, plan, and backing their workforce through the
recuperation stage while situating themselves for the following stage: flourishing in the
new typical.
The pandemic has caused a disturbance in the work market, with monstrous work and
pays misfortunes in the primary portion of 2020. Anticipating work market results for
the second 50% of it is a troublesome assignment in light of the absence of verifiable
points of reference that may give a sign of how rapidly work markets can recoup from
such an emergency. Notwithstanding, it is as yet fundamental to think about various
potential recuperation ways. With that in mind, the ILO model predicts there will be
recuperation in work in a working-age bunch under 25. Same assessed by World
Economic Forum in GDP recuperation in the year 2021, however, fall in GDP
development in 2020 Q2 and conceivable recuperation in 2020 Q4.
Human memory is short and its grip of history, significantly shorter. Accordingly, we
will do well to advise ourselves that incredible advancement has typically followed
extraordinary misfortunes. It isn't without reason that post-WWII, monetary extension
is otherwise called the brilliant period of private enterprise, post-war financial blast or

49. 37
the long blast. During this period, the economies all through the globe extended
bringing a general degree of success and freeing a huge number of individuals once
again from neediness and inevitable dejection. This pattern proceeded until 1973-75.
Let us take a gander at a closer model. Market analyst and analysts, for the most part,
concur that between 2004-2014, India saw its best decadal development ever, regardless
of the 2007-08 worldwide subprime emergency. I have a solid inclination that set of
experiences would rehash itself.

50. 38
8.0BIBLIOGRAPHY
Danny Aldridge. (2020, April). COVID-19 & The Recruitment Challenges. Retrieved
from Recruitment.com: https://recruitment.com/future/covid19-recruitment-
challenges
Careers. (n.d.). Retrieved from Tata Consultancy Services Limited:
https://www.tcs.com/careers?country=IN&lang=EN
Companies Tata Consultancy Services. (n.d.). Retrieved from The Tata Group:
https://www.tata.com/business/tcs
Entry Level Career. (n.d.). Retrieved from Tata Consultancy Services Limited:
https://www.tcs.com/careers/entry-level
Gupta, Y. (2016, January). Literature review on E-Recruitment: A step towards
paperless. International Journal of Advance Research in Computer Science
and Management Studies, 4(1), pp. 79-84. Retrieved from
http://www.ijarcsms.com/
Ijari, Nagaraj ; Parker, Geoffrey ;. (2018, October 30). Transforming to Compete with
Data: Strategies to Win in the New Staffing Industry Landscape. Retrieved
from MIT Sloan Management Review: https://sloanreview.mit.edu/sponsors-
content/transforming-to-compete-with-data-strategies-to-win-in-the-new-
staffing-industry-landscape/
Krishnan Ramanujam. (n.d.). The New Normal That the Pandemic Will Unleash on
Business. Retrieved from Management Journal:
https://www.tcs.com/perspectives/articles/the-new-normal-that-the-pandemic-
will-unleash-on-business

51. 39
Mallik, A., & Patel, A. (2020, June). Social posting in Covid-19 recruiting era-
milestone hr strategy augmenting social media recruitment. Dogo Rangsang
Research Journal, pp. 82-89. doi:10.13140/RG.2.2.36745.67684
Rath, N., & Rath, S. (2014, May). Talent management in TCS. International Journal
of Engineering, Business and Enterprise Applications, 8(1), pp. 90-93.
Retrieved from http://www.iasir.net/
Sudhakar, G. P. (2008, January). Recruitment Strategies of Indian IT Firms. The Icfai
University Press, pp. 85-92. Retrieved from
https://www.researchgate.net/publication/237050575
Tata Consultancy Services Limited. (n.d.). Retrieved from https://www.tcs.com/
Varma, G. R., & Ravi, J. (2017, May). Recruitment and Selection in MNC: A Case
Study on TCS (Tata Consultancy Service). International Journal of Research
in Management Studies, 2(5). Retrieved from www.ijrms.com

52. 40
9.0WORK DONE DIARY
Table 2 : Schedule of work undertaken for the project
Week Dates Work Carried Out
Signature of
Faculty Guide
I 10.09.2020
Research Design and Planning
Finalizing research problem, design and
proposal
II 24.09.2020
Literature Review & Data Collection
Search, capture and synthesis of relevant
information
III 06.10.2020
Data Analysis & Guide Recommendation
Draft data analysis, feedback
implementation
IV 10.10.2020
Writing Up
Final draft report, reviewing with faculty,
final editing

53. 41
10.0 CERTIFICATE OF PLAGIARISM

54. 42