Presented By: ABHIMANYU DHATWALIA 81401320001

TTSL was incorporated in 1996,headquartered in Navi Mumbai. TTSL is headed by TATA group of companies in telecom sector. TTSL is the 5 BEST EMPLOYERS of India. The Chairman of the company is Mr. Ratan Tata and the MD Of the company is Mr.Anil Kumar Sardana. Japanese Telecom gaint NTT DOCOMO picked up a 26 % equity stake in TTSL for about $ 2.7 billion & enterprise value $ 10.38 billion. TTSL was named The Best Emerging Markets Carrier by Telecom Asia & Received 8 awards at World HRD conference

TTSL operates 5 different Brands : TATA Indicom. TATA Docomo. Virgin Mobile. TATA Walky.(Fixed Wireless Phones) TATA Photon.(Wireless Mobile Broadband Access)

TTSL is having 20 circles of network that includes: Andhra Pradesh Chennai Gujarat J&K Karnataka Delhi Maharashtra Mumbai North East Tamil Nadu Orissa Bihar Rajasthan Punjab Haryana Himachal Pradesh Uttar Pradesh (E) Uttar Pradesh (W) Kerala Kolkata Madhya Pradesh West Bengal.

Recruitment

It is the process of finding and attracting capable applicants for the employment. The process begins when new recruits are sought and ends when their applicants are submitted. The result is a pool of applicants from which new employees are selected. Recruitment means to estimate the available vacancies and to make suitable arrangements for their selection and appointment.

SOURCES OF RECRUITMENT Internal Recruitment -: offering opportunities within an org. for growth, expansion & career progression of employees. External Recruitment -: offering opportunities outside the org. advertisements of the vacancy in newspapers and journals, Various management institutes, engineering colleges, private consultancy firms etc.

SELECTION
Selection is defined as the process of differentiating between applicants in order to identify (and hire) those with a greater likelihood of success in a job.

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

Process of Selection

1). Screening of Applications 2). Selection Tests 3). Interview 4). Checking of References 5). Physical Examination 6). Approval by appropriate Authority 7). Placement 8). Induction

NEED OF THE STUDY

The need of the study was to determine present and future requirements of the firm. The Study helped to evaluate effectiveness of various sources and measure of recruitment.

SCOPE OF THE STUDY

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

OBJECTIVE OF THE STUDY

To collect the findings, information & analyze to draw conclusion of recruitment process. To explain the documentation used at the various stages of the recruitment & Selection process. To involve employees in creating an environment of openness, trust, fun & pride. To highlight the area where recruitment and selection programs needs improvement.

Data Analysis & Interpretation

Q 2). What is the Selection Of The Candidates Through Various Recruitment at TTSL ?
6% of

Q What is the selection of candidates through various recruitment at TTSL ?

Q What is the minimum work experience required for different management levels ?

Management level

Work experience

Higher level ( M3 & above)

9 15 years

Middle level ( M6 to M4)

3 8 years

Lower level ( M7 & M8)

1-3 years

Q What is the Number of candidates hired at different levels of of management in TTSL in 2010 ?

Q What is the total number of candidates hired at different management departments in recruitment at TTSL 2010 ?Q

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

Preference is given to Internal sources because it gives opportunity to employees to grow & it is cheaper then to have External sources. It is imperative to have an efficient and responsive tracking mechanism to evaluate the impact of recruitment on the topline (managerial level) and bottomline (clerical level).

Various metrics like time metrics, cost metrics & Review process is used to find out the effectiveness of recruitment processes

The interview efficiency of TTSLs Recruitment & Selection Process is 10%, which is less than the optimum (16%, selecting 1 out of 6 candidates) interview efficiency so they should investigate their process. It may be possible that recruiters are overly selective. So take care about this efficiency. The offer efficiency is 100%, it can be too high but 100% means perhaps you are giving too much salary to the new hires or any other factor is associated with it so new hires dont deny your offer. Even though you hire from the external source, the main source of recruitment is internal but you should have look towards the external world to hire new pool of talent. So that candidates from external world can also work with you.

Questions?

Thank You