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Company Profile

Tata Consultancy Services (TCS) is a part of TATA group, Indias largest conglomerate with diverse business interests. TCS currently offers IT services, consulting, business process outsourcing (BPO), engineering services and IT infrastructure services. About 8,000 employees of their global workforce are from 65 different nationalities including Chile, Brazil, China, Romania, Australia, Mexico, and Hungary

HR Policies

TCS continues to have the lowest attrition rate in the industry 10.8 per cent as against the industry attrition average of about 15 per cent

The company believed in the premise that "Good ideas can come from any level of the organization and teams can do better than the individuals." "The role of HR is to provide the context for energizing and developing people to play effective roles in ensuring that TCS becomes one of the top global consulting firms. Towards achieving this we will identify, develop, facilitate, and measure the human and technological processes in the pursuit of excellence. We will foster the values of the TATA group.

Human Resource Planning

Human resource planning involves getting the right number of qualified people into the right jobs at the right time so that an organization can meet its objectives. It is the system of matching the supply of people with the openings the organization expects over a given time frame. At TCS, its main objectives are: Forecast Personnel Requirements Use Existing Manpower Productively

It is done at top level at the end of every quarter and for every project.

Job Analysis

IT software and services major TCS has attempted to create a segments solution to fit the needs of different layers of job opportunities within its environs.
It is based on Activity to be performed Skills required for that job

TCS is ensuring that there is a constant supply of the right human resources to the right career opportunities and that there is no mismatch between the roles and the available skill sets.

Recruitment and Selection

Depends on: Manpower cost Effectiveness Past data External Recruitment can be on campus or off campus

Off Campus process includes recruitments from: Advertisements Associate referral process TCS Job Portal Consultants
Fresher Mainly Campus Placements

Training and Development

The primary motive of this consulting firm is to make its employees knowledgeable about the on going practices in their respective domains. It has in place a well-planned induction programme for new recruits, which includes two months of intensive training at its dedicated training facility. The company is also providing employees with Just -in-time training, which is more reactive in nature and caters to the skills related to platform, technology, application domain, etc. specific to a project. It reinforces the concepts learnt during education/induction training through on-the-job experience.

Compensation Management System

TCS is reputed to be a world class employer which always cares for its employees and maintains sound yet flexible HR policies. Its pay packages are designed in a way to accommodate for both the basic and incentive components. The package is determined on the basis of the level (recruited for) and the amount of experience an employee has. It is based on the EVA model i.e. Economic Value Added Model.

Performance Appraisal

The major objectives of performance appraisal at TCS are: Identifying employees for salary increases, promotion, transfer and lay off or termination. Determining training needs for further improvement in performance. Motivating employees by indicating their performance levels. It happens on Quarterly Basis Half. yearly Basis

Employee Benefits

Flexible Working Hours. Adoption Leave Policy benefits . Discounts on products and services of other Tata Group companies. Work from home facility. Holiday homes across the country. Welfare trust facilitation for higher education.

Analysis of TCS HR policies as a Group

Training and Development:

Company is providing employees with Just -in-time training, for every fresher which is more reactive in nature and caters to the skills related to specific to a project. The main focus of TCS Training & Development is inclined more towards the mission of the organization.

Suggestions:
It is better to encourage associates to attend various programs at premier B-schools across the globe. Also if Learning and Development managers work close with business they can develop and deliver programs that will make their associates deliver value-for-money to their customers. Foreign Language Initiative may help the associates to communicate effectively with the customers

Analysis of TCS HR policies as a Group

Performance Appraisal:

Performance appraisal provides a format for dialogue between the superior and the subordinate, and improves understanding of personal goals and concerns. They are helping to decide upon a pay raise where (as in the unorganized sector) regular pay scales have not been fixed. Motivating employees by indicating their performance levels and assess the training and development needs of employees.

Induction Training Trend in India TCS:

First day:

Company introduction given by hr personnel,

Team leader, managers, trainer, colleagues Various activities-online & role plays, Feedback forms filled up,

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Second day:

Filling of various formsPersonal details. Form for issuance of PAN card.

Online registration on Nationalskill website

Verification of the mark sheets, and pay slips.
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Third day:
Knowledge

sessions by Heads of various department, VP of various divisions and CEO. of unfilled forms and other

Completion

formalities.

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Suggestions
We suggest that for big companies like TCS, which has far flung operations scattered around the world, they can create one company, one system performance management system. This will help the appraisal system to be consistent, and the team meetings would be entirely Web based and Virtual, thus saving time.