PRESENTATION ON

Headquarters - Mumbai Area, India Industry- Information Technology and Services Type- Public Company Status- Operating Company Size- 10,001+ employees Founded- 1968 Website- http://www.tcs.com

IT Based Services BPO IT Infrastructure TCS SERVICES ENGINEERING $ Industrial Services Global Consulting Asset Based Solution .

SNAPSHOT OF TCS  Tata Consultancy Services Limited (TCS) is an Indian      software services and consulting company. Tata Consultancy Services (TCS) is well known for its sound HR policies. The primary motive of this consulting firm is to make its employees knowledgeable about the ongoing practices in their respective domains. The company is listed on the National Stock Exchange and Bombay Stock Exchange in India. It is one of India’s oldest and largest providers of information technology and business process outsourcing services. . As of 2007. it is Asia’s largest information technology firm.

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• also known as man or employee specifications. • A written statement showing job title. . It specifies the qualities required in a job incumbent for the effective performance of the job. hazards.JOB ANALYSIS JOB DESCRIPTION JOB SPECIFICATION • Process of describing and recording aspects of jobs and specifying the skills and other requirements necessary to perform the job. duties and responsibilities involved in a job. is prepared on the basis of job specification. stress and relationship with other jobs. tasks. It also prescribes the working conditions.

Minimum 5 years working as a Business Analyst. Produce reports for planning financial performance and improving. Risk Reporting. Information Technology background. Provide guidance and process improvement for financial analysis. Working location is in Hong Kong. The business analyst will be responsible for detailed analysis and documentation of all current middle and back office processes/systems and of future requirements. Strong inter-personal and negotiation skills. Consolidate financial input for planning and reporting.Business Analyst-Tata Consultancy Services Limited JOB ANALYSIS JOB DESCRIPTION JOB SPECIFICATION Support planning and accounting functions. in particular Asian markets trade execution . Use SAP for report generation. Knowledge of Treasury. Excellent knowledge of Securities Operations Processing Flow. Knowledge of Global markets. .

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MAIN SOURCES OF RECRUITMENT OF TCS .

TCS RECRUITMENT AND SELECTION PROCESS CEOs (TOP MANAGENT LEVEL) MANAGERs (MIDDLE MANAGEMENT LEVELS) LEADERS (FRONTLINE LEVEL) PROGRAMMERS (WORK FORCE LEVEL) .

TOP MANAGEMENT LEVELs (CEO $ MD) MIDDLE MANAGEMENT LEVELs (MANAGERS) RECRUITMENT (NO PROCESS) INTERNAL PROCESS *INTERVIEW * PRESENTATION * CASE STUDY ANALYSIS * LEADERSHIP QUALITY * PERFORMANCE EXTERNAL PROCESS EE * Written Aptitude test * Interview (technical & nontechnical) * Case study analysis * Presentation * Leadership quality * Negotiation SELECTION * INTERVIEW * CANDIDATE PRESENTATION * OFFERS AND NEGOTIATIONS .

FRONTLINE LEVEL (LEADERS) SELECTION PROCESS * OUTSIDE THE COMPANY -: Written -: Interview (technical & nontechnical) -: Case study analysis. -: Aptitude test -: Group Discussion WORKFORCE LEVEL ( PROGRAMMERS) RECRUITMENT PROCESS * APPLICATION -:ONLINE -: COMPANY ADVERTISEMENT * INSIDE THE COMPANY -: According to their Performance -: Interview -: Leadership Quality SELECTION PROCESS * WRITTEN (APTITUDE TEST) * INTERVIEW (TECHNICAL $ HR) * GROUP PROBLEM SOLVING .

FINAL SELECTION OF AN EMPLOYEE .

TCS CORPORATE TRAINIG CENTRE FRONT VIEW CORRIDOR VIEW .

TCS LEARNING AND DEVELOPMENT PROGRAM WORPLACE LEARNING LEADERSHIP DEVELOPMEN T PROGRAM FOREIGN LANGUAGE INTIATIVE CONTINOUS LEARNING PROGRAM .

and span across Technologies. Programs under the CLP umbrella arise out of business strategies. Domains. This lay emphasis on long-term. The participants are put through a rigorous 47-day program that has good mix of technical skills and soft skills. Processes and Soft-skills. Initial Learning Program (ILP) TCS Initial Learning Program is designed to provide a smooth transition from Campus to Corporate environment. technology and business directions and individual aspirations. short-term and medium-term needs of the organization alike. The program is designed to transform graduate engineers into IT Consultants with global mindset. .  Continuous Learning Program (CLP) Continuous Learning Program (CLP) is a manifestation of the company's commitment to the continuous growth of associates. in line with the core value of Learning & Sharing. project needs.

. Associates are encouraged to learn while at work. The crosscultural issues are curtailed with the proper use of communication. This initiative also helps associates to use English effectively for business communication.  Foreign Language Initiative (FLI) Foreign Language Initiative is to help the associates to communicate effectively with the customers. To facilitate this. The classroom session and e-Learning materials complement each other. TCS also encourages associates to attend various programs at premier B-schools across the globe. Associates are carefully assessed for leadership potential and then put through rigorous branded programs. Leadership Development Program (LDP) The program is to churn out the future leaders for the company. Under this initiative. This is highly beneficial in a company with a diverse workforce. TCS has subscribed a huge library of e-Learning courses and online books. • Workplace Learning Apart from all these initiatives TCS encourages "workplace learning". associates are encouraged to learn one or more foreign languages.

which tracks the achievement of employees on the basis of targets at four levels: FINANCIAL CUSTOMER INTERNAL • Are selfLEARNING AND explanatory DEVELOPMENT • It quantifies the employee’s contribution in terms of revenue growth.Performance Appraisal Criteria at TCS TCS conducts two appraisals:  At the end of the year. cost reduction. improved asset utilization.  At the end of a project. . • Looks at the differentiating value proposition offered by the employee • It refers to the employee’s contribution in creating and sustaining value. Appraisals are based on Balanced Scorecard.

An Oracle Developer 2000 based tool  This system has information about individuals right from his biography details to his projects performance. an employee in TCS get formal performance feedback once very two months till such time that he is confirmed after which the performance feedback is provided twice every year on a formal basis.  TCS however widely encourages informal feedback discussions between Project Leaders and Team Members and this concept has found an overwhelming appeal among the people. Right from his entry.Human Resource Management System.  An employee's performance history at the click of a button and this accurately maintained for 14000 employees.TCS's performance appraisal system. .

Best project award — To promote a spirit of internal competition across work groups and to foster teamwork. Best auditor award — To acknowledge participation in critical support roles Recommendations for new technology assignments / key positions — To ensure career progression and development of employees' full potential.Various ways in which TCS recognizes its People  Project milestone parties — To encourage efficient execution of projects. EVA-based increments — To ensure performance-based salaries.  Recognition of star performers / high fliers — To recognize outstanding           talent. On-the-spot recognition — To guarantee immediate recognition of good performance . Nomination to covet training programmers — To encourage selfdevelopment. Performance-based annual increments — To recognize high performers Early confirmations for new employees — To reward high-performing new employees Long-service awards — To build organizational loyalty. Best PIP award — To encourage innovation and continuous improvement.

including that of capital. The EVA Model • It is a basis for measuring performance and bonus.Compensation Management at Tata Consultancy  An extremely competitive compensation scale. • The EVA system calculates profits after considering all costs. and is measured at the enterprise and department levels. is rendered solidarity by a highly effective 'economic value added' (EVA) model. .

and further to various components down the line. This facilitates the integrated planning approach. and evolve ways and means of optimizing it.  With the introduction of EVA. in defining the corporate EVA. yet another plank has fallen into place in the systemic efforts towards optimization.Strategic Benefits of EVA  With the introduction of EVA. linking it to the business unit/cell. the company has to take a fresh look at the integrated system in a holistic perspective. all the way to the drivers connected to each . which essentially drills down from strategy to day-to-day activity. TCS sought to achieve this through a home grown tool called e-Pilot.  Implementation of EVA requires the integration of the planning and the tracking process.

with carefully defined EVA intervals and provision for the positioning of zero EVA. .  The framework had specifications for target EVA. largely outside India. Building the incentive scheme requires a detailed exercise in arriving at the target EVA.Incentive Scheme  A comprehensive EVA-based Incentive Compensation Plan is designed for the employees. The gradation continued through incentives corresponding target attainment. the double incentive. The TCS model was defined backed by a market analysis and a study of 24 competitors.

This concept of bonus bank allows an unlimited multiyear decision horizon. The accruals are cumulated over the years and the pay out each year is decided as a portion of this cumulative balance. . It demands sustainable performance improvements. a composite factor depending on the business unit and individual performance. replacing the traditional thresholds and caps. When the corporate target is exceeded. leaving a surplus in the bonus bank. the result of the share in the corporate pie. TCS is also implementing the bonus bank at the      individual level. This accrues to the bonus bank of the individual as two components: Component A. Component B. a 'potential bonus' is declared. and maintains the important cumulative relationship between pay and performance.

PRESENTED BY: CHITRA SINGH ADITI AGARWAL RAHUL VATS SIDDHART WADHWA MANJOT SINGH .

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