EXECUTIVE SUMMARY

In present rapidly changing world of business human resource managers should be able to anticipate and respond to problems before they occur. Handling challenges and using human resources effectively are the critical success factor of any organization. Keeping this view in mind understanding various HR practices and ways to manage people becomes important. In the present report we have taken TCS for analysis. We have assumed that TCS is opening a new office in Mumbai and our team has been given the responsibility to prepare human resource plan for the new office. We have studied various HR aspects like recruitment and selection, training and development, performance management and compensation management. We have prepared a human inventory plan based on the organizational goals. Then we have proposed the methods for selecting employees, imparting knowledge in form of training, evaluating performance of the employees and ways in which employees can be rewarded. The present report has helped us to understand the way in which an organization is built. We have understood the importance of aligning HR practices with organizational goals. The report is part of our analysis and we have made proposed practices to be used which may not be actually practised in TCS. 

INTRODUCTION
Human resource is the sum of knowledge, skills, talent, aptitude, values and belief of the people of an organization. The human resource development plays an important role today for any growth oriented organization. The productivity of an organization can easily link with the morale and motivation of its employees. Hence it becomes essential for an organization to develop a culture where employees can make use of their skills, take initiatives, experiment, innovate and make things happen. So the importance of role of Human resource development (HRD) department can easily be understood. The HRD in an organization becomes important as the external environment is dynamic with intense competition and there are lot of technological changes taking place. It becomes necessary for organization to cope up with this pace and simultaneously develop its employees. We have chosen Tata consultancy services (TCS) for our analysis purpose. Tata Consultancy Services Limited is one of the leading and largest providers of Information and Technological (IT) Services, Outsourcing and Business Solutions in India. Its total revenue was USD 6 billion in FY 08-09. TCS has a good understanding of drifts and challenges encounter by industries as it is the pioneer in the IT business. TCS is powered by enterprise solutions, domain expertise and infrastructure services, turning the unfavourable and globalization challenges into a competitive edge for its clients. Appreciating the importance of HRD we have studied the various HR practises and prepared a HR plan. The HR plan includes the vision, mission and purpose of the organization, the human inventory required, the recruitment and selection procedure, training and development procedure, performance management and compensation management. 

ORGANIZATIONAL PURPOSE
TCS is a flagship company of TATA group which was formed in 1968. The company went public on August 2004. Today TCS has emerged as one of the largest software company in Asia employing about 28000 IT professional from 30 nationalities working in 32 countries. The company has also emerged as largest software exporter in India. The company believes that learning is a continuous process and it tries to make itself a learning organization by investing in training programs. The company gives more importance to its HR function and belives that human capital is the real asset of the company. The mission, vision and values of the company is as follows, MISSION To help customers achieve their business objectives by providing innovative, best-in-class consulting, IT solutions and services, and to actively engage all stakeholders in a productive, collaborative, and mutually beneficial relationship. GOAL Our vision is to be one of the top 10 global companies by the year 2010. VALUES Our values ± integrity, leading change, excellence, respect for the individual, and fostering an environment of learning and sharing ± will get us there. 

PEOPLE INVENTORY
We have assumed that our group is the head of HR, Finance, Marketing, Project management and Engineering department. We have assumed that we have to prepare a people inventory for new office to be started at Mumbai. We have prepared the whole report on the basis of this assumption and have suggested our model HR practices to be followed. While preparing the people inventory we have considered the vision, mission and goal of the company. The people inventory is as follows,
y y y y y

HR executives (8) Finance associates (10) Marketing executives (10) IT associates (30) Administrative staff (12)

We will now mention the various jobs under each category, the job description and job specification. HR EXECUTIVES Role: Technical Recruiter. Job description: Sourcing CV from different job portals. Screening and maintaining data of each candidate appearing for recruitment process. Carry out induction process smoothly. Job specification: MBA HR fresher or candidates with previous work experience as recruiter are preferred. Good communication and interpersonal skills. Ability to work in fast paced environment. Role: HR Generalist. Job description: In this role the candidates have to provide support for various HR activities which includes relation with salaried and non salaried employees, compensation and employee engagement. Guiding and counselling employees regarding HR policies and procedures related to transfer, promotion, benefits, etc. Job specification: MBA HR fresher and those with work experience preferred. Better understanding of HR practices like recruitment and selection, payroll management, employee 

development and compensation is must. They should have good communication and interpersonal skills. Good analytical and problem solving skills required. FINANCE ASSOCIATE Role: Document Specialist- Finance Team member. Job description: The job involves preparing financial statements, audit committee reports, etc. It requires maintaining job logs and reports of each processes. Job specification: We require B.com fresh graduates or candidates with 0-1 years of experience. Good communication skills and comprehension skills required. Knowledge of MS office is must. Role: Finance and accounts associate. Job description: The job includes handling different processes like accounts receivables, accounts payable, general accounting, ledger, etc. Job specification: We require B.com, BBA, BBM, M.com graduates with 1-2 years of experience in the respective areas. The candidate should have good knowledge of MS office and should be able to work in shifts. Role: Finance associate. Job description: The job involves daily reconcilement of bank statement up to sub ledger activity. It involves capturing of data for MI reports. Check quality of all requests adhering to the company standards. Keeping update with emails, notices and research process. Job specification: We require B.com, M.com, ICWA, MBA Finance graduates with 1-4 years of industry experience. MARKETING EXECUTIVE Role: Market analyst. Job description: As a market analyst the role will be to do market research and analyse other data to provide value added insights to client. You have to ensure that while working in client service team you meet client requirement and maintain client relations. Support client needs in a timely manner. To provide data for assigned account and prepare client presentation. 

Job specification: We require candidate with MBA or PG degree in commerce, economics, Statistics. The candidate should have good mathematical and analytical skills. Experience in marketing/ sales is welcomed. Role: Business development executive. Job description: You will involve in formulating market strategies and achieve sales targets. You will have engage in corporate selling and maintain client relations. You will have to give presentations and give proposals to potential clients. Job specification: MBA in Marketing, B.E, B.Sc. graduates are preferred. The candidate should have good presentation and convincing skills. He should have strong problem solving and inter-personal skills. The candidate should have multitasking and leadership capabilities. IT ASSOCIATES Role: Software developer. Job description: You will have to handle different projects based on C, C++, Java, .Net platform. You will have to work on SQL server DBA. You will have to work under various categories of software field. Job specification: We require B.E IT, B.Sc IT and science graduates with work experience of 2-3 years. The candidate should be well versed with languages like C, C++, Java, .Net, SQL, etc. Role: Software tester. Job description: You will have to understand existing functionality of products and generate new enhancements. You have to carry out actual testing and get resolution of bugs done. Assist in migration of new enhancement in the product. Provide daily update to product and technology department. Job specification: We require B.Sc IT, M.Sc. IT, B.E IT with 2-5 years of experience. The candidate should have strong oral, written and communication skills desired. Work under pressure and take a task to completion. Have interpersonal, problem solving and analytical skills. 

RECRUITMENT AND SELECTION
After job description and job specification, recruitment of the capable candidates is done. For recruiting applicable candidates the company has to bear certain expenses. They are:
y y

Fixed overhead recruiting expenses. Sourcing expenses that are attached to specific sources like advertisement of the job description and specification in web sites newspapers and others.

y y

Signing bonuses. Expenses associated with travel and relocation.(Bourough, 2005)

They then match the candidates who have the required skill that is need for the job. They find out the best match for the job description. There is two ways for the recruitment process ± internal recruitment process and external recruitment process. For the job of HR Generalist and the Finance Associates, recruitment from the internal sources proves to be helpful. Internal sources can be Employee Referrals and summer internship students. These people will be applicable for this job as they need to have clear idea of the procedure and policies followed by the company to do their job properly. This saves the company¶s time and cost of training the employees. For others like Software Developer, Financial Associates, Market Analyst and Technical Recruiter External sources are the best option for the company. They can be campus recruiting, web-site invitation, newspaper inserts, walk-ins or employees of other company. For the position of Technical Recruiter and Business development executive company can go for external recruitment as it involves job like analysing and finding out potential candidates for the company and maintaining good relationship with the customers and clients. Then the short listings of the applicable candidates are done. TCS maintains the list of the candidates confidential. The copies of the recruitment correspondence and documents are sent to the Personal department for the recruitment file. Short listing of the candidates is done by the panel chair of the company. Then within five working days invitations are been sent to the selected candidates. Selection of the candidates is generally done on the basis of any aptitude test conducted by the company and interviews which can be of about two to three rounds. Here the suitable candidates are refined from other candidates matching to the requirement of the job and the potential of the candidates to fulfil that. TCS generally have 30 questions in their aptitude test where there is no negative marking. For fresher TCS follow online campus selection. It includes quantitative test and MR and HR 

interviews. Regarding interviews TCS follows Technical and HR interviews for selecting candidates. INDUCTION PROCESS: An induction process is carried out by TCS for the fresh employees. It is an introduction to the company and to technical training. It also carries out its induction in campuses like Harvard Business School and London Business School. It is associated to the organization¶s business strategy of leveraging important existence in a number of locations globally. It also provides induction programs for its software engineering college to provide the students a clear view of the application of the theories they learn in their academic courses in the corporate world. It consists of case studies and online exams. This helps in evaluation of performance of the trainees and improves their training program. Induction program helps in meeting the growing demand of the IT industry. (Bourough, 2005) 

TRAINING AND DEVELOPMENT
After the candidates are selected and induction is done it becomes important to find out whether any training needs to be given. The employees may need training in certain areas as they may not possess all the job skills required. Also in present age whether technology is changing at a rapid pace it becomes necessary that emloyees possess knowledge, skills and abilities needed to cope up with changing technology. Training and development process thus help an organization to achieve its overall objectives. Training is also needed when employees are not performing adequately. ( Dessler, 2007) We would design training programs to improve the technical skills and develop personality of the employees. The training structure will be as follows,
y y

Examine the need of training and functional area where training is to be given Develop a training schedule and list of employees who will attend the program. Decide when evaluation is to be done and feedback to be given.

y y

Create environment conducive to the training program. Continue with evaluation after training is completed and find out whether the program has helped employees and in turn our organization.

The mode in which training will be given depends upon the functional area. For example software developers may need to learn some new language or module for which we will use off the job training method. We can in this case outsource the training funtion. The other methods which can be used are roleplays, simulation, audio visual and teleconferencing while giving training to develop softskills. We would try to impart training on the job as it will help us in proper utilisation of time. The HR department will take decisions regarding all the training programs and we will reward the HR managers who prove to be excellent trainers. 

PERFORMANCE MANAGEMENT
After the employees are selected and they are given training in the required area, the next important job is to evaluate the performance of employees. Performance management is the tool by which organization can maintain and improve their productivity. Performance appraisal is part of every organization. We will use performance appraisal as tool of evaluation. In this we will use the following procedure,
y y y y y y

All the employees will do self assessment. Then each employee will evaluate their peers and subordinates. The line managers will be responsible to evaluate the team they are controlling. The performance appraisal will be done monthly or quarterly. The HR manager will evaluate each team member. Then based upon the reports of HR manager and Line managers performance appraisal will be done. (Ghosh, 2005)

Performance management will also help to find out whether further training is needed and whether the training conducted previously is useful. There may be situation where a top performing employee starts to perform below expectations, in such we will use counselling methods. We are planning to use trait approach and behavioural model as performance appraisal tools. 

COMPENSATION MANAGEMENT AND EMPLOYEE BENEFITS
Once the performance appraisal done we should reward those employees who have performed above expectation. Having a proper compensation management is essential as employees desire compensation system that is perceived to be fair and commensurate with their skills. We will use pay for performance system. The employees who have been performing well continuously should be allocated to Employee stock option plans (ESOP). The compensation should also be based on seniority level as it will prove to be motivational factor for the employees. We will give incentives along with regular compensation. The incentives will be given in the form of Bonuses, sales incentives, healthcare benefits, insurance plans. (DeCenzo, 2005) The other types of benefits will be like giving paid leaves, giving free tour for employee and their family once in a year, severance pay, provide food coupons, etc. Incentive bonuses will be linked to contribution made by employees for the organization. 

CONCLUSION
The present study has helped us to understand the various HR practices. It has helped us to find the way in which people in an organization are to be managed. We have understood that the entire human resource planning is effective if it is properly aligned with the vision, mission of the organization. It has given us chance to prepare people inventory and design the manpower requirement of the organization. We have acted as heads of different departments in the organization which has helped us to know the various job profiles related to our functional area, skill sets required, the specific requirements, the basis on which selection is done, ways to climb each step of our career. The study has added value to us because we now know what are the factors on which selection is done, various career path available and how become successful in a particular career. 

REFERENCES
Bourough, R. E. (2005). Assesement Methods in Recruitment , Selection and Performance. Kogan Page. David A. DeCenzo, S. P. (2005). Personnel/ Human Resource Management Third Edition. New Delhi: Prentice Hall of India Private Limited. Dessler, G. (2007). Human Resource Management Tenth Edition. New Delhi: Prentice Hall of India Private Limited. Ghosh, B. (2005). Human Resources Development and Management. New Delhi: Vikas Publishing House Pvt Ltd. Heritage and values. Retrieved on 27th December, 2009 from http://www.tcs.com/about/heritage_values/Pages/default.aspx Corporate facts. Retrieved on 5th January 2010 from http://www.tcs.com/about/corp_facts/Pages/default.aspx Code of conduct. Retrieved on 15th January 2010 from http://www.tcs.com/about/corp_responsibility/codes_conduct/Pages/default.aspx