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NAME ROLL NO

Manali Patil C-38

Saurabh Sharma C-50
Nishank Shetty C-52
Suchita More C-58
Pranati Manavi C-59
Smruti Agrawal C-60
 
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‡ TCS was founded by Jamsetji Tata in 1868
‡ It is the largest provider of information technology and
business process outsourcing services.
‡ TCS provides innovative, best-in-class consulting, IT solutions
and services.
‡ TCS vision is to be one of the top 10 global companies.
‡ TCS values ± integrity, leading change, excellence, respect for
the individual, and fostering an environment of learning and
sharing ± will get us there
 



  
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‡ Its main responsibility is allocating people in various projects

‡ Right resources are identified based on the requirements




 




Campus Lateral
Recruitment Recruitment
‡ Partnerships with ‡ Sourcing Agencies
various academic and Direct
institutions Interviews
 
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Academic Background Check

Previous Employment Checks

Pre-employment Medical
Checks
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 §     
§
 §§ 

ÿTo enhance the competency capital of TCS, through

co-creation of learning experience continuously and
consistently, so as to facilitate delivery of world-class
human capability to the customer, enabling the
company to achieve its vision."
 
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‡ INITIAL LEARNING PROGRAM(ILP)

þ

‡ CONTINOUS LEARNING PROGRAM (CLP)

‡ LEADERSHIP DEVLOPMENT PROGRAM (LDP)

3

‡ FOREIGN LANGUAGE INITIATIVE (FLI)

4

‡ WORK PLACE LEARNING

5
 

  

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‰TCS has a dedicated training centre in Trivandrum (South India) where
new recruits undergo intensive training for three months.
‰Continuing Education Programs are conducted every month to address
training requirements and to create awareness of new and emerging
technologies
‰TCS along with the technology alliance partners, conduct training
sessions to keep associates on par with the technological trends in the
industry
‰Computer Based Training (CBT) programs, such as Skill
Port (web-based), are available to all associates. Skill Port is
a very vast database containing study material on different
topics ranging from technology, domain, and soft-skills to
project management. Every lesson concludes with a self-
assessment which helps associates measure their
understanding.
‰Training in foreign languages, exposure and familiarity with
various cultures and soft-skills (telephone etiquette, personal
grooming, way of dressing for different countries, and so on)
are also given immense importance.
‰Associates travelling overseas undergo the basic culture training to help
them adjust to the new culture.
‰ Knowledge plans are prepared for every new recruit joining the project
team.A core team is created that is given the responsibility of providing
relationship-level induction to new joinees. Relationship-level induction
training includes domain-specific training, training on the client
processes, security and cross-cultural training sessions

 
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r Organisational Goals are set at the beginning of the year.

r Goals are in line with the Annual Business Plan

r Performance is ultimately Pegged to a point in a scale ranging

from 1 to 5.

r Aim of TCS is to Highlight Excellent Performers & to Plan for

people falling short of the required performance level


  



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r Process that takes place at the time of an

Associate¶s Allocation to a project.

r Process is to define ÿSMART´ Goals

r Performance is assessed against these goals

 — 
 
   
‡ At TCS Appraisals are conducted at the
following Instances:

r Appraisal for trainees & Experienced

Professionals

r Annual Appraisals

r Project End Appraisals



 
   

‡ ESTABLISING PERFORMANCE STANDARDS

‡ COMMUNICATING STANDARDS TO EMPLOYEES

‡ MEASURING ACTUAL PERFORMANCE

‡ COMPARING PERFORMANCE WITH THE STANDARDS SET

‡ DISCUSSING ACTUAL PERFORMANCE WITH THE EMPLOYEE

‡ OFFERING GUIDANCE

 
   

 

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r Number of Grades or Classes are established

r Grades are related to Qualities of Employees

r Qualities ± Job Knowledge, Judgement,

Co-operative Nature etc.

| (Outstanding), (Very Good),
(Good),

 (Fair),  (Poor)
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r Four to Twelve factors are selected

r Depending upon the category of employee

r Factors ± Quantity of Output

Quality of Output
Initiative
Integrity
Dependability
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r Subordinate Employees set their own standards of performance
along with their superiors.

r Their main aim is to conduct appraisal with Co-operation &

participation.

r If needed the actual Performance is discussed personally in an

appraisal interview where the Superior explains the
subordinate his weakness & the manner in they can be
Minimised .
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r Besides assessing performance of an employee, other attributes

of the Ratee such as Talents, Behavioural traits, Values,
Ethical Standards, Loyalty etc. are evaluated at TCS by the
Rater.

r The Rater Committee Consists of Supervisors, Peers &

Subordinates.


   




   


‡ Customer is asked to fill a feedback form

‡ It comprises questions on quality of

Deliverables,documentation,communication etc .

‡ Performance rating is done Based on the feedback .



 

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‡ When a complaint is raised by a customer:

= Project leader analyses and reports the complaint to Quality

reviewer and takes appropriate action on it.

= The corrective action is then verified with the customer

through interactions.
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‡ TCS also arranges for specific HR initiatives at the client level

*Fun @ CitiBank

*News bulletin for American Express

*ÿDHL´ Star of the month

‡ Assistance in Helping µOnboard¶ Associates

‡ Guaranteeing the Quality of the Associates

‡ Guaranteeing that Proposed Associates are a Match for the
Skills Requirement

*TCS will ensure the candidate has the necessary

skills
‡ Resignations and Unexpected leave :

*TCS ensure that the replacement is onboard before

the departure of the outgoing person


 
 
 
‡ TCS is such an organization, which makes their employees,
work in teams.

‡ It does not encourage peer rivalry.

‡ TCS uses EVA model for their compensation process.

‡ Employees became aware of their responsibilities.

‡ Increased sense of belongingness among employees.





 


‡ Attrition Rate at TCS (11%) compared to Whole sector
which is around 17%

‡ Size of the pay packet alone is not the only reason

‡ absorb people, to manage them from sourcing

to deployment
 




Career 
 |

 
Development   

 
    

    

‡ Encourages associates ‡ Recognition of star = Fixed(Linked to
to participate performers/high Inflation
fliers ‡ Super Seva
‡ On- line E-learning ‡ Nomination to
= Variable (linked to
initiatives coveted training ‡ Cafeteria and
programmes. gymnasium facilities individual Performance)
‡ Undergo assessment ‡ Best PIP Award
of current capabilities (performance
improvement plan)
‡ Spot awards
‡ Long Service Awards
 
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‡ Mentoring

= Matching Individual Performance

‡ Job Rotations

‡ Continuous Market Surveys

  


‡ 3 national holidays applicable or all

‡ 7 holidays region ise

‡ 16 days earned leave

‡ 7 days casual leave

‡ 10 sick leaves
 
 

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Advisory letter is given

They council the employee and ask about

his reason of absenteeism

Warning letter is given

Asks for resignation and if employee is not

willing, then he is terminated
      

‡ Employee engagement events

‡ Corporate social responsibility





| 

 
 
  :

r For healthy & wealthy growth of organization, top management

should consider employees as fixed assets
r The goodwill of company depends on good product/service which
in turn depends on company¶s employees
r Employees today are more interested towards their career
development & goals
r TCS can take an extra advantage of this tendency of employees by
motivating them & providing ample opportunities to explore
 
m 

= www.wikipedia.com
= uman Resource Management-Mc
Grawhill Edition
= www.tcs.com