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Human Resources in TTSL (2010)

The Company assigns the highest degree of importance to its human resources which are very critical for
a service organization like ours.The Human Resources (HR) function of the Company constantly strives
to achieve the mission of the Company by creating a favorable work environment and by institutionalizing
a performance oriented work culture. The financial year 2009-10 has been a very successful year for the
HR function, meeting the challenges effectively including the following:

Institution Building: One of the major challenges for the Company was to create a sustainable
organization for GSMservices at a point in time where multiple service providers were inundating the job
market with excessive offers.The Tata Dococmo organization was created in a record time of less than six
months, for which best in class talent was recruited across levels and businesses and was provided an
empowered platform to perform to the best of its abilities. This has definitely yielded exemplary results as
visible from the stupendous kick start to the GSM business.

Performance Culture: myPMS was redesigned to enhance objectivity of assessment in line with
business expectations. Employee "Career Development Process" was also integrated with my PMS
process to capture employee career aspirations. myPMS is also aligned with Tata Leadership Practices
for potential assessment.

HR-Excellence & Employee Engagement: The year saw many initiatives in HR in the area of workforce
management leading to remarkable achievement in the TBEM scores in employees and HR results
categories.

The employees are actively engaged in various programs through Cross Function Teams such as
DHOOM, Team Josh, PRAYAS etc. The Company also conducted Gallup Employee Engagement Survey
for getting candid and honest feedback from employees. 97% of the employees participated in the survey
and the overall grand mean score for the Company was 4.24 (out of 5) with engaged to dis-engaged
employees ratio of 10:1, which is far above the world class benchmark, 5.3:1 The attrition rate also
reduced significantly to 13.08% from 16.64% in the previous year.

Another major step forward was Information Technology ("IT") enablement of a majority of HR processes.
With implementation of several IT solutions for routine HR services, there is a reduced dependency of
employees for transactional H R and this has further enabled H R team to invest quality time in employee
related assignments.

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