1

LIVE PROJECT REPORT

ON
DEPTH ANALYSIS OF SELECTION POLICIES OF MNCs

Submitted To: Submitted By:
Ms. Baldeep Kaur Beant Kaur (113)
Shabaz Ahmed (114)
Reemu (117)
Manjinderpal Kaur (118)
Simarjeet Kaur (121)



Baba Farid College of Management & Technology
Deon (Bathinda)
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ACKNOWLEDGEMENT
First of all we would like to thank the supreme power, the almighty god, who is the one who has
always guided me to work on the right path of my life.
We would like to express word of thanks to all those who have provided me with sincere advice
and information during the live project of our semester.
We would also like to extend our regards to our Head of Department Mr. Saurav Bansal and
our Project Guide Ms. Balddeep Kaur helping us and providing us the right direction during
the course of our project. The interaction with him has provided us with the right direction
during the course of our project. The interaction with her has provided us the knowledge which
will definitely help us to enrich my career and help me to perform better in future.
With all the heartiest thanks; we hope my project report will be a great success and a good source
of learning.








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Executive Summary
The project work was done to know the marketing world in a closer way. The ingredients of the
market and its effect were experienced in the due course of the project. The skeleton structure of
this project work is mentioned as follows.
In today rapidly changing business environment, organizations have responded to quickly to
requirement and selection for people. Many players have entered the economy thereby increasing
the level of competition. In today is has become a challenge for each company to adopt practices
that would help the organization to stand out in the market.
Human resource is regard as an important function in an organization. All practices of marketing
and finance can be easily emulated. So, its important to have a well defined requirement and
selection policy in place, which can be executed effectively to get the best fit for the vacant
positions. Selecting the wrong candidate or rejecting the right candidate could turn out to be
closely mistakes for the organization.
This project is been prepared to put a light on Selection process used by the top MNCs. This
project report includes Meaning and Definition of Selection. Evaluation of Selection Process.
Sources of Recruitment and Selection through which an Organization gets suitable application.
Scientific Recruitment and Selection, which an Organization should follow for, right manpower.
Selection process, which includes steps of Selection, Types of Test, Types of Interview,
Common Interview Problems and their Solutions. Approaches to Selection, Scientific Selection
Policy, Selection in India and problems.
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Table of Contents
S.No Particular Page No.
1 Introduction to Selection 5
2 Selection Process 9
3 Objective of the study 8
4 Research Methodology 9
5 Selection process of Infosys 10
6 Selection process of Wipro 16
8 Selection process of IBM 18
9 Selection process of Tesco 20
10 Selection process of Dell 22
11 Selection process of Samsung 24
12 Selection process of Microsoft 27
13 Selection process of Tata
Group
29
14 Conclusion 32
16 Bibliography 33
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Introduction to Selection
Once the applicant pool is prepared, the next step for the HR department is to implement the
predetermined selection process in order to select the best candidate for the job. The aim of this
process is to finally end up with candidates best suited for the vacant jobs. The organization must
be able to distinguish the applicants who are most likely to perform well as employees from the
others who are less suitable.
Selection is the process used to hire (or, less commonly, promote) individuals. Although the term
can apply to all aspects of the process (recruitment, selection, hiring, acculturation, etc.) the most
common meaning focuses on the selection of workers. In this respect, selected prospects are
separated from rejected applicants with the intention of choosing the person who will be the most
successful and make the most valuable contributions to the organization
Selection means a process by which the qualified personnel can be chosen from the applicants
who have offered their services to the organization for employment. The Selection process
divides the candidates for employment into two classesthose who will be offered employment
and those who will be rejected. Thus the selection process is a negative function because it
attempts to eliminate applicants, leaving only the best to be placed in the organization. In the
words of Dale Yodev, "Selection is the process in which candidates for employment are divided
into two classes those who are to be offered employment and those who are not"
Definitions
Selection is the process by which candidates for employment are divided into two classes
those who will be offered employment and those who will not.Dale Yoder
Selection is a managerial decision-making process to predict which job applicants will be
successful if hired. David A. Decenzo



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Meaning and definition of selection:-
Selection is the process of find out the right candidate (out of the pool of job candidates) to fill
the job in organization.
According to dale Yoder, selection is the process in which candidates for employment are
divided into two classes those who are to be offered employment and those who are not.
Selection means a process by which qualified personnel may be chosen from the applicants
offering their services to the organization for employment.
The process of interviewing and evaluating candidates for a specific job and selecting an
individual for employment based on certain criteria. Employee selection can range from a very
simple process to a very complicated process depending on the firm hiring and the position.
Certain employment laws such as anti-discrimination laws must be obeyed during employee
selection.
Employee Selection is the process of putting right men on right job. It is a procedure of matching
organizational requirements with the skills and qualifications of people. Effective selection can
be done only when there is effective matching. By selecting best candidate for the required job,
the organization will get quality performance of employees. Moreover, organization will face
less of absenteeism and employee turnover problems. By selecting right candidate for the
required job, organization will also save time and money. Proper screening of candidates takes
place during selection procedure. All the potential candidates who apply for the given job are
tested.
But selection must be differentiated from recruitment, though these are two phases of
employment process. Recruitment is considered to be a positive process as it motivates more of
candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While
selection is a negative process as the inappropriate candidates are rejected here. Recruitment
precedes selection in staffing process. Selection involves choosing the best candidate with best
abilities, skills and knowledge for the required job.


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The Employee selection Process takes place in following order-
Preliminary Interviews- It is used to eliminate those candidates who do not meet the minimum
eligibility criteria laid down by the organization. The skills, academic and family background,
competencies and interests of the candidate are examined during preliminary interview.
Preliminary interviews are less formalized and planned than the final interviews. The candidates
are given a brief up about the company and the job profile; and it is also examined how much the
candidate knows about the company. Preliminary interviews are also called screening interviews.
Application blanks- The candidates who clear the preliminary interview are required to fill
application blank. It contains data record of the candidates such as details about age,
qualifications, reason for leaving previous job, experience, etc.
Written Tests- Various written tests conducted during selection procedure are aptitude test,
intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the
potential candidate. They should not be biased.
Employment Interviews- It is a one to one interaction between the interviewer and the potential
candidate. It is used to find whether the candidate is best suited for the required job or not. But
such interviews consume time and money both. Moreover the competencies of the candidate
cannot be judged. Such interviews may be biased at times. Such interviews should be conducted
properly. No distractions should be there in room. There should be an honest communication
between candidate and interviewer.
Medical examination- Medical tests are conducted to ensure physical fitness of the potential
employee. It will decrease chances of employee absenteeism.
Appointment Letter- A reference check is made about the candidate selected and then finally he
is appointed by giving a formal appointment letter.



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Objective of the study
To know about the selection procedures of the MNCs


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RESEARCH METHODOLOGY
INTRODUCTION:
Research can be defined as systemized effort to gain new knowledge. A research is
carried out by different methodologies which have their own pros and cons. Research
methodology is a way to solve research in studying and solving research problem along
with logic behind them are defined through research methodology. Thus while talking
about research methodology we are not only talking of research methods but also
considered the logic behind the methods. We are in context of our research studies and
explain why it is being used a particular method or technique and why the others are not
used. So that research result is capable of being evaluated either by researcher himself or
by others
SOURES OF DATA COLLECTION
While deciding about the method of data collection to be used for the study the researcher should
keep to types of data.
2. Secondary Data
We use secondary data for our research. We collect data from internet, books, newspapers,
magazines.




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Employment Selection process of Infosys
Introduction to Infosys
An Infosys technology recruits most of the freshers through campus interviews. They come to
campus either at the third year or final year when we do our engineering. The selected candidates
would be asked to join the company after their completion of engineering, provided they should
have completed the degree with the academic percentage asked during placement process.
An Infosys technology recruits mostly engineers for its client projects. It also recruits B.Sc
graduates for some of the projects and gives them designation junior trainee. The designation for
the engineers would be "Software Trainee" during the training period. After the training period,
once the candidate clears all the training exams, his position will be confirmed as "Software
Engineer".
THE SELECTION PROCESS OF INFOSYS:
Steps:
Initial screening of interviews:
Initial Screening is done on the basis of applicants and applications. A preliminary interview is
conducted so as to select the suitable candidate who can go through further stages of interviews.
Normally for the posts of engineers degree cutoff is decided like say 60% on an average. If the
candidates do not meet the requirement they are rejected.
And for higher posts applications and applicants both play a major role in the screening process.
Completion of application forms:
Application form establishes the candidates general details like name, address, telephone
number, education, job- related training, work-experience with dates, company names, and job
details, professional or industrial involvement, hobbies and recreational pursuits.
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The company establishes as many hypotheses about the candidate from the details provided in
the application form. It then decides what areas of information it needs to explore or investigate
more specifically during the interview.
Company sees to it that no judgment is passed about the candidate based only at this level. What
drawn here is hypotheses and not conclusions.
Application forms are such framed that, they provide the necessary details to the organization
without affecting the sentiments and feelings of the candidate.
Employment tests:
Logical test
English test
Vocabulary
Reasoning
Essay writing
VARIOUS TESTS:
Mental or intelligence tests:
They measure the overall intellectual ability of a person and enable to know whether the person
has the mental ability to deal with certain problems.
Mechanical aptitude tests:
They measure the ability of a person to learn a particular type of mechanical work. These tests
helps to measure specialized technical knowledge and problem solving abilities if the candidate.
They are useful in selection of mechanics, engineers, etc.


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Intelligence test:
This test helps to evaluate traits of intelligence. Mental ability, presence of mind (alertness),
numerical ability, memory and such other aspects can be measured. It is taken to judge
numerical, skills, reasoning, memory and such other abilities.
Personality Test:
It is conducted to judge maturity, social or interpersonal skills, behavior under stress and strain,
etc. this test is very much essential on case of selection of sales force, public relation staff, etc.
where personality plays an important role.
Graphology Test:
It is designed to analyze the handwriting of individual. It has been said that an individuals
handwriting can suggest the degree of energy, inhibition and spontaneity, as well as disclose the
idiosyncrasies and elements of balance and control. For example, big letters and emphasis on
capital letters indicate a tendency towards domination and competitiveness. A slant to the right,
moderate pressure and good legibility show leadership potential.
Medical Test:
It reveals physical fitness of a candidate. Medical servicing helps measure and monitor a
candidates physical resilience upon exposure business hazards.
Interview:
Formal Interview:
Interviews are held in the employment office in a more formal atmosphere, with the help of well
structured questions.
Patterned Interview:
A patterned interview is also a planned interview, but it is more carefully pre-planned to a high
degree of accuracy, precision and exactitude. With the help of job and man specifications, a list
of questions and areas are carefully prepared which will act as the interviewers guide.
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Non-directive Interview:
Here the interviewee is allowed to speak his mind freely. The interviewer has no formal or
directive questions, but his all attention is to the candidate. He encourages the candidate to talk
by a little prodding whenever he is silent e.g. Mr. Ray, please tell us about yourself after youre
graduated from high school.
The idea is to give the candidate complete freedom to sell himself, without the encumbrances
of the interviewers question.
Depth Interview:
It is designed to intensely examine the candidates background and thinking and to go into
considerable detail on particular subjects of an important nature and of special interest to the
candidates. For example, if the candidate says that he is interested in tennis, a series of questions
may be asked to test the depth of understanding and interest of the candidate.
Stress Interview:
It is designed to test the candidate and his conduct and behavior by him under conditions of
stress and strain. The interviewer may start with Mr. Joseph, we do not think your qualifications
and experience are adequate for this position, and watch the reaction of the candidates. A good
candidates will not yield, on the contrary he may substantiate why he is qualified to handle the
job.
What INFOSYS practice is that if interview is planned at 5pm, it will start candidates interview
at 6.30pm and watch the candidates behavior and stress level.
Panel Interview:
A panel or interviewing board or selection committee interviews the candidate, usually in the
case of supervisory and managerial positions.
Mixed Interview:
In practice, the interviewer while interviewing the job seekers uses a blend of structured and
structured and unstructured questions. This approach is called the Mixed interview. The
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structured questions provide a base of interview more conventional and permit greater insights
into the unique differences between applicants.
Second Interviews:
Job seekers are invited back after they have passed the first initial interview. Middle or senior
management generally conducts the second interview, together or separately. More in-depth
questions are asked to the candidate and the employer expects a greater level of preparation on
the part of the candidates.
Background Information:
INFOSYS requests names, addresses, and telephone numbers of references for the purpose of
verifying information and perhaps, gaining additional background information on an applicant.
References are not usually checked until an applicant has successfully reached the fourth stage of
a sequential selection process.
Previous employers are preferable because they are already aware of the applicants
performance.
It normally seeks letters of reference or telephone references. The latter is advantageous because
of its accuracy and low cost.
Physical Examination:
After the selection decision and before the job offer is made, the candidate is required to undergo
a physical fitness test. A job offer is, often, depends upon the candidate being declared fit after
the physical examination. The results of the medical fitness test are recorded in a statement and
are preserved in the personnel records.
Final Employment decision:
It is a final step. In this step company makes a very important decision. After all these processes
follow up is done i.e., the selected person is induced and placed at the right job. Training is
provided on regular basis that is monthly, quarterly. These trainers have the experience of about
15-20 yrs. In one batch there are 60 employees who are sent to Bangalore for training.
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Infosys Selection Process:
So many peoples are constantly saying that the Infosys selection process is a simpler than all
other MNC companies. Following things are ORIGINAL Infosys placement process which is
handled by HR department persons. These steps are to be used for freshers and experienced
persons.
Internal/External sources,

Primary Interview,

Selection tests (Written tests)

Face-to-face interview/Hr interview,

Reference background analysis,

Selection decision

Job offer/Call letter,

Employment agreements,

Evaluation
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Employment Selection process of Wipro
Introduction to Wipro
Wipro is Indias largest IT services provider with gross revenue of $6.03 billion in the past
financial year. The company is into integrated business, technology and process solutions at a
universal basis. The company employs more than 115000 people and is headquartered in
Bangalore, India (Web 01). The company is also in other sectors like consumer care, lighting,
engineering and healthcare. The company was established in 1945 by M.H Premji. But it was his
son and current chairman, Azim Premji who transformed the company into one of the most
reputed brands in India. Solely due to his efforts, the company now has more than 40 Centers of
Excellence and operates in 4 continents.
Recruitment and Selection Process in Wipro
Like every successful company, Wipro also gives high importance to Human Resource
Management. The company is Indias 6th top employer. But the company is not even in the top
20 best employers of the country while their competitors like TCS, Infosys etc. are always in the
top ten (Web 02). Therefore it can be judged that the HR functions in the company need to be
thoroughly reviewed.
In simple terms recruitment can be referred to as the process of searching and attracting
competent employees for a particular job (Aswathappa, 2005). Companies invest a lot on
recruitment process in order to avoid inappropriate selection. The recruitment process of Wipro
is also structured in a detailed manner and involves three rounds:
Round 1- Written test
1. Verbal: This is the first section of the written test where 15 questions will be asked to the
candidates to test their proficiency in English language and include questions related to
synonyms, opposites, similes, prepositions etc. A comprehension passage also might be included
for the candidates to read.
2. Aptitude: This section also have 15 questions that are concerned with aptitude topics like
Time & Work, Time & Distance, Puzzles, Calendars, Ratio proportions, Ages, Pipes etc.
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3. Technical: This is quite an important part of the written test and involves 20 questions which
are meant to test the technical knowledge of the applicant in C, C++, Java, Linux, UNIX,
DBMS, SQL, Programming fundamentals, Hardware, Software Engineering, Micro-Processors
etc. The questions will be mainly based upon the technical aspects studied as a part of university
syllabus.
Round 2: Technical Interview
The second round is the most important elimination stage in the recruitment process. In this stage
the candidates must have through knowledge in the basic technical skills in order get them
cleared from t here. Therefore the candidates are asked to get prepared on their academic
subjects before sitting for this round.
Round 3: HR interview
This is found to be the hardest part of the recruitment process. This round is found to be a real
test for even the most competent candidates. The most common questions that re asked in this
round include speak about oneself, why should the company hire the candidate, why did he wish
to join Wipro, etc. The emotional quotient of the candidate is tested in this round in order to
check whether he is able to withstand the pressures of the job. The other aspects that are being
tested here involve communication and vocabulary of the candidate.
Round 4: Placement
Once the candidate is selected, he will be provided with an employee code number by the HR
manager and a joining form will also be handed over to him which he has to fill up. This turns
him from a candidate to an employee.
Almost 40% of the employees of Wipro are selected directly from campus recruitments. Another
source of recruitment is through the NSR (National Skill Registry).
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Employment Selection process of IBM
Introduction to IBM
International Business Machines abbreviated IBM and nicknamed "Big Blue", is a multinational
computer technology and IT consulting corporation headquartered in Armonk, New York,
United States. The company is one of the few information technology companies with a
continuous history dating back to the 19th century. IBM manufactures and sells computer
hardware and software (with a focus on the latter), and offers infrastructure services, hosting
services, and consulting services in areas ranging from mainframe computers to nanotechnology.
Ginni Rometty is the president and CEO of IBM.
IBM has been well known through most of its recent history as one of the world's largest
computer companies and systems integrators. With over 433,362 (2012) employees worldwide,
IBM is one of the largest and most profitable information technology employers in the
world.IBM holds more patents than any other U.S. based technology company and has eleven
research laboratories worldwide. The company has scientists, engineers, consultants, and sales
professionals in over 170 countries.IBM employees have earned five Nobel Prizes, four Turing
Awards, five National Medals of Technology, and five National Medals of Science
IBM
Selection Criteria: Minimum of 70% in B.Tech
Selection Procedure:
1. Written Test
2. Technical Interview
3. HR Interview
1. Written Test: - Various written tests conducted during selection procedure are aptitude test,
intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the
potential candidate. They should not be biased.
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2. Technical Interview:-This is quite an important part of the written test and involves 20
questions which are meant to test the technical knowledge of the applicant in C, C++, Java,
Linux, UNIX, DBMS, SQL, Programming fundamentals, Hardware, Software Engineering, and
Micro-Processors etc. The questions will be mainly based upon the technical aspects studied as a
part of university syllabus.
3. HR Interview; - This is found to be the hardest part of the recruitment process. This round is
found to be a real test for even the most competent candidates. The most common questions that
re asked in this round include speak about oneself, why should the company hire the candidate,
why did he wish to join Wipro, etc. The emotional quotient of the candidate is tested in this
round in order to check whether he is able to withstand the pressures of the job. The other
aspects that are being tested here involve communication and vocabulary of the candidate.





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Employment Selection process of Tesco
Introduction to Tesco
Tesco is the world's third largest retailer with a turnover of 72 billion ($115 billion), a presence
in 12 countries with a market leader position in 6 of them. With over half a million employees,
6600 stores, and a strong online business, Tesco is dedicated to bringing best value, choice and
service to millions of customers each week.
What drives us is our Core Purpose, which is: WE MAKE WHAT MATTERS BETTER,
TOGETHER.
Tesco Hindustan Service Centre (HSC) is the operations and technology centre for Tesco
worldwide. It is the first fully-owned support centre set up at Bangalore, India by a major
international retailer.
A values led organization, where we can all contribute, make a difference and be ourselves
making Tesco HSC a great place to work.
Employment process of Tesco
Selection
Selection involves choosing the most suitable people from those that apply for a vacancy, whilst
keeping to employment laws and regulations. Screening candidates is a very important part of
the selection process. This ensures that those selected for interview have the best fit with the job
requirements.
Screening
In the first stages of screening, Tesco selectors will look carefully at each applicant's curriculum
vitae (CV). The CV summarizes the candidate's education and job history to date. A well-written
and positive CV helps Tesco to assess whether an applicant matches the person specification for
the job.
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The company also provides a 'job type match' tool on its careers web page. People interested in
working for Tesco can see where they might fit in before applying.
The process Tesco uses to select external management candidates has several stages.
Assessment centers
A candidate who passes screening attends an assessment centre. The assessment centers take
place in store and are run by managers. They help to provide consistency in the selection process.
Applicants are given various exercises, including team-working activities or problem-solving
exercises. These involve examples of problems they might have to deal with at work.
Candidates approved by the internal assessment centers then have an interview. Line managers
for the job on offer take part in the interview to make sure that the candidate fits the job
requirements.

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Employment Selection process of Dell
Introduction to Dell
Dell Inc. is an American privately owned multinational computer technology company based in
Round Rock, Texas, United States, that develops, sells, repairs and supports computers and
related products and services. Bearing the name of its founder, Michael Dell, the company is one
of the largest technological corporations in the world, employing more than 103,300 people
worldwide.
Dell sells personal computers, servers, data storage devices, network switches, software,
computer peripherals, HDTVs, cameras, printers, MP3 players and also electronics built by other
manufacturers. The company is well known for its innovations in supply chain management and
electronic commerce, particularly its direct-sales model and its "build-to-order" or "configure to
order" approach to manufacturingdelivering individual PCs configured to customer
specifications. Dell was a pure hardware vendor for much of its existence, but a few years ago
with the acquisition of Perot Systems, Dell entered the market for IT services. The company has
since made additional acquisitions in storage and networking systems, with the aim of expanding
their portfolio from offering computers only to delivering complete solutions for enterprise
customers
Dell, Incorporated is a computer hardware manufacturer and distributor. The company is one of
the world's largest computer distributors in terms of both quantity of units sold and gross income,
and one of the United States' largest corporations. From 1999 until 2006 Dell delivered more
complete computer systems worldwide per quarter than any other PC manufacturer. However, a
bad reputation stemming from poor customer support had seen Dell's market shrink, with rival
Hewlett-Packard outselling Dell for the first time in Q4 2006. Dell is now attempting to improve
its image with Linux-based desktop and laptop models, a community-driven idea generation
website, and a move to less expensive AMD processors
1. Dell self Introduction Round (Personal Introduction & Topic round)
This is easy round and they ask to say about you and then ask to speak on topic minimum 1
minute. This session is to check your communication skills.
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2. Dell Written Test- Verbal Ability 10questions
There are 2 or 3 questions and then the rest computer knowledge Questions
3. Voice Ascent Round
In voice asscent round you need to speak on phone with the trainee of Dell. They will generally
ask you to introduce yourself and then ask you to speak about any topic and again they will give
you one topic and you need to speak about it.
At least he will ask sentence completion like:-
a. If it rains.
b. In summer..
c. If I cook
4. Group Discussion
In this round your interview will be taken again by some other person for 15 minutes and you
will be accessed on your confidence level in a group and always smile while giving the
interview.
5. HR Round
a. Tell me about yourself?
b. What do you know about Dell?
c. Why do you want to join Dell?
d. R you ready to sign bound?
e. What is meant of BPO?
5. Operational Manager Round
They ask basic computer terminologies even if you dont know technically but you show
confidence that Dell training will help in technical.

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Employment Selection process of Samsung
Introduction to Samsung
Samsung Group is a South Korean multinational conglomerate company headquartered in
Samsung Town, Seoul. It comprises numerous subsidiaries and affiliated businesses, most of
them united under the Samsung brand, and are the largest South Korean chaebol (business
conglomerate).
Samsung was founded by Lee Byung-chul in 1938 as a trading company. Over the next three
decades the group diversified into areas including food processing, textiles, insurance, securities
and retail. Samsung entered the electronics industry in the late 1960s and the construction and
shipbuilding industries in the mid-1970s; these areas would drive its subsequent growth.
Following Lee's death in 1987, Samsung was separated into four business groups Samsung
Group, Shinsegae Group, CJ Group and Hansol Group. Since the 1990s Samsung has
increasingly globalized its activities, and electronics, particularly mobile phones and
semiconductors, have become its most important source of income.
Notable Samsung industrial subsidiaries include Samsung Electronics (the world's largest
information technology company measured by 2012 revenues, and 4th in market value),
Samsung Heavy Industries (the world's 2nd-largest shipbuilder measured by 2010 revenues), and
Samsung Engineering and Samsung C&T (respectively the world's 13th and 36th-largest
construction companies).Other notable subsidiaries include Samsung Life Insurance (the world's
14th-largest life insurance company),Samsung Ever land (operator of Ever land Resort, the
oldest theme park in South Korea), Samsung Teach-in (an aerospace, surveillance and defense
company) and Cheil Worldwide (the world's 15th-largest advertising agency measured by 2012
revenues).
Samsung has a powerful influence on South Korea's economic development, politics, media and
culture, and has been a major driving force behind the "Miracle on the Han River. Its affiliate
companies produce around a fifth of South Korea's total exports. Samsungs revenue was equal
to 17% of South Korea's $1,082 billion GDP.

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Employment Selection process of Samsung




















APPLICATION
DOCUMENT
SCREENING
FINAL
SELECTION
SSAT
INTERVIEW
PHYSICAL
EXAMINATION
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Pre-screening
Submitted documents are reviewed to for authenticity and whether the applicant is eligible.
SSAT
Samsung Aptitude Test aims to comprehensively assess applicants adaptability to respond
flexibly with his or her comprehensive set of knowledge, instead of fragmented pieces of
information.
Interview
- Executive interview: Interview by executives to assess basic knowledge and ability to adjust to
the organization. (10 to 20 minutes)
- Presentation Interview: Applicants must give a succinct and logical presentation on a given
topic within a given time period to demonstrate their language capability and ensure listeners
understand the material. This presentation is given in both Korean and English. All applicants are
given 50 minutes to prepare for the presentation and 30 minutes for the interview.

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Employment Selection process of Microsoft
Introduction to Microsoft
Microsoft Corporation is a software company based in Redmond, Washington. Microsoft's
flagship product, the Windows operating system, is the single most popular operating system for
home desktop use. Its other desktop products, namely Microsoft Office, Internet Explorer, and
Windows Media Player, are either bundled directly with the Windows operating system, or are
often sold together with Windows as preinstalled software on new computer systems.
Additionally, the company manufactures and sells computer hardware such as keyboards and
mice, and owns or possesses interest in several content-distribution channels such as MSNBC,
the MSN Internet portal, and the Microsoft Encarta electronic encyclopedia.
Microsoft products have traditionally been plagued with security problems, leading to an entire
malicious software industry today. Although all major operating systems and computer programs
have been subject to attack at one time or another, Microsoft's latency at resolving issues, and the
simple number of them, has tarnished the company's image. Microsoft has a policy of releasing
patches to its software on the second Tuesday of every month via Microsoft Update, with no
more than 10 major changes to its products at those times. Thus, exploits that are discovered
around mid-month are not corrected for at least four weeks, and in many cases eight or twelve
weeks can go by before a patch is released for a security issue. Microsoft Corporation has
promised that its new Windows Vista operating system will be more secure than previous
offerings such as Windows XP, however the ten patches a month policy has not been changed.
Employment Selection process of Microsoft
1
st
round-Online-30 mins
The first round was an online round which was hosted on cocubes.com. There were 20 MCQ
questions. Questions were from a variety of topics like Algorithms, Structure, C, C++, OOPs,
Memory Management, and Computer Architecture etc.
2
nd
Round-Online-1hour
This was a coding round in which two problems were given.
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3
rd
Round-Group Test-Code on Paper- 45 minutes
First we had to discuss the solution with the assigned mentor and then we had to code it on
paper.
4
th
Round-Interview
Candidate should implement a T9 Dictionary. Insert Word function and populate Word were the
two functions which candidate had to implement on paper (again no pseudo code).
5
th
Round- Interview
HR manager discussed the work that candidate did in the last summer internship and after that he
asked to code the maximum sub array problem in one pass.


29

Employment Selection process of Tata Group
Introduction to Tata Group
TATA groups comprise over 100 operating companies in 7 business sectors:
Communication and information technology, engineering, material, service, energy, consumer
products and chemicals. The group has operation in more than 100 countries across 6 continents,
and its companies export product and service to 150 countries.
Every Tata company or enterprise operates independently. Each of these companies has its own
board of directors and shareholders, to whom it is answerable. There are 32 publicly listed Tata
enterprise and they have a combined market capitalization of about $102.29 billion and a
shareholder base 3.9 million. The major Tata companies are TATA STEEL, TATA MOTORS,
TATA CONSULTANCY SERVICES, TATA POWER, TATA CHEMICAL, TATA
TELESERVICES, TITAN, TATA COMMUNICATION and Indian Hotels.
Tata steel is among the top 10 steel makers and Tata motors is among the top 5 commercial
vehicle manufacture in the world.TCS is a leading global software company with delivery centre
in the US,UK, Brazil, China besides India.
A Tata global beverage is the 2nd largest player in tea in the world. Tata chemicals are the world
largest manufacturer of soda ash and Tata communication is one of the world largest wholesale
voice carriers.
Tata group companies selection procedures are independently TCS, TCE, TATA STEEL all
companies selection methodology and process.
TATA STEEL selection procedure for managers is;
1 Written test
2 Interviews
In written test questions were asked based on your stream and common aptitude questions.
In interview technical questions projects about Tata groups companies etc.
30

TCS Tata consultancy services is a leading global software company, with delivery centres in the
US, UK, Hungary, Brazil, Uruguay and China, besides India.
TCS selection procedure:
Off and On campus recruitment for freshers
TCS conducted online aptitude tests
TCS selection procedure and written test pattern:
There are three rounds:
1 Written test (aptitude, reasoning, verbal ability)
2 Technical interviews
3 HR interview
Some points to concentrate
1 For each wrong questions 0.33 marks will be deducted
2 Take care of negative marking and attempt a question only if you are sure
3 Lots of unnecessary data
4 Practice previous years questions and mock on line tests; it will help you a lot
TATA Technologies selection procedure
1Written test: It consists 2 sections Aptitude and Technical
a. Aptitude written test:
No. of questions: 30
Time limit: 25 min
b. Technical written test:
31

No. of questions: 30
Time limit: 30 min.
2 TATA Technologies Group discussions
3 TATA Technologies Technical and HR Interview.

















32

CONCLUSION
The employees of any organization are its life blood, without doubt. With the dawn of this
realization upon the present day business organizations, there appears to be a major shift towards
human resource management. In fact, the employees of today are encouraged to participate in the
major decisions and thus play a vital role in the management of the firm. The performance of the
organization depends on the efficiency that its employees exhibit. Hence it is of crucial
importance that employees with the most suitable qualifications be selected. This is where the
processes of recruitment and selection come in. It is difficult to separate one from therfor.The
various company illustrations given in this report indicate that these processes require a great
deal of thought and advanced planning. In fact, it is not only the HR department that is involved.
The finance department provides the budget for the processes and the manpower gap is
determined by inputs from all the departments. Also the grueling procedure through which the
candidate goes through is, in itself, an indicator of the significance of these processes in the
efficient functioning of the organization.











33

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