INTRODUCTION

Talent management implies recognizing a person's inherent skills, traits,

personality and offering him a matching job. Every person has a unique talent
that suits a particular job profile and any other position will cause discomfort. It
is the job of the Management, particularly the HR Department, to place
candidates with prudence and caution. A wrong fit will result in further hiring,
re-training and other wasteful activities. Talent Management is beneficial to
both the organization and the employees.
The organization benefits from: Increased productivity and capability; a
better linkage between individuals' efforts and business goals; commitment of
valued employees; reduced turnover; increased bench strength and a better fit
between people's jobs and skills. Employees benefit from: Higher motivation
and commitment; career development; increased knowledge about and
contribution to company goals; sustained motivation and job satisfaction. In
these days of highly competitive world, where change is the only constant
factor, it is important for an organization to develop the most important resource
of all - the Human Resource. In this globalize world, it is only the Human
Resource that can provide an organization the competitive edge because under
the new trade agreements, technology can be easily transferred from one
country to another and there is no dearth for sources of cheap finance.
But it is the talented workforce that is very hard to find. Talent signals an
ability to learn and develop in the face of new challenges. Talent is about future
potential rather than past track record. So talent tends to be measured in terms of
having certain attributes, such as a willingness to take risks and learn from
mistakes, a reasonable (but not too high) level of ambition and competitiveness,
the ability to focus on ‘big picture’ issues, and an awareness of their own
strengths, limitations and impact on others.
 Several talent management processes need to be in place on a strategic
level in order ensure its success. Such processes/strategies include talent
identification, recruitment & assessment, competency management,
performance management, career development, learning management,
compensation, succession planning etc. Talent management has a number of
benefits to offer such as employee engagement, retention, aligning to strategic
goals in order to identify the future leadership of the organization, increased
productivity, culture of excellence and much more.
 COMPANY PROFILE

Tata Consultancy Services Limited (TCS) is an

Indian multinational information technology (IT) service, consulting and
business solutions company Headquartered in Mumbai, Maharashtra. It is a
subsidiary of the Tata Group and operates in 46 countries.

TCS is one of the largest Indian companies by market capitalization ($80

billion). TCS is now placed among the most valuable IT services brands
worldwide. TCS alone generates 70% dividends of its parent company, Tata
Sons In 2015, TCS is ranked 64th overall in the Forbes World's Most
Innovative Companies ranking, making it both the highest-ranked IT services
company and the top Indian company. It is the world's 9th largest IT services
provider by revenue. As of December 2015, it is ranked 10th on the Fortune
India 500 list.

On 12 January 2017, N.Chandrashekaran was elevated as the chairman for Tata

Sons.

TCS Limited was founded in 1968 by division of Tata Sons Limited. Its early
contracts included punched card services to sister company TISCO (now Tata
Steel), working on an Inter-Branch Reconciliation System for the Central Bank
of India, and providing bureau services to Unit Trust of India.

In 1975, TCS delivered an electronic depository and trading system called

SECOM for the Swiss company SIS SegaInterSettle (deutsch); it also developed
System X for the Canadian Depository System and automated the Johannesburg
Stock Exchange. It associated with a Swiss partner, TKS Teknosoft, which it
later acquired.
In 1980, TCS established India's first dedicated software research and
development centre, the Tata Research Development and Design Centre
(TRDDC) in Pune. In 1981, it established India's first client-dedicated offshore
development centre, set up for clients Tandem. TCS later (1993) partnered with
Canada-based software factory Integrity Software Corp, which TCS later
acquired.

In anticipation of the Y2K bug and the launch of a unified European currency
(Euro), Tata Consultancy Services created the factory model for Y2K
conversion and developed software tools which automated the conversion
process and enabled third-party developer and client implementation. Towards
of end of 1999, TCS decided to offer Decision Support System (DSS) in the
domestic market under its Corporate Vice President and Transformation Head
Subbu Iyer.

Product and services

TCS and its 67 subsidiaries provide a wide range of information

technology-related products and services including application development,
business process outsourcing, capacity planning, consulting, enterprise
software, hardware sizing, payment processing, software management and
technology education services. The firm's established software products
are TCS BaNCS and TCS MasterCraft.

Service lines

TCS' services are currently organised into the following service lines
(percentage of total TCS revenues in the 2012-13 fiscal year generated by each
respective service line is shown in parentheses):

 Application development and maintenance (43.80%) value;

 Asset leverage solutions (2.70%);
 Assurance services (7.70%);
 Business process outsourcing (12.50%);
 Consulting (2.00%);
 Engineering and Industrial services (4.60%);
 Enterprise solutions (15.21%); and
 IT infrastructure services (11.50%).
 PROBLEM DEFINATION

Talent management for the HR Community is a priority of the HR

Strategy for the HR Community. Not only does the HR Strategy support the HR
Community as its own professional group, but it also recognizes and will
support the role human resource professionals have to help their clients become
skilled, committed and accountable public servants. The implementation of a
talent management process that is transparent and equitable is expected to create
an environment for people to develop their skills in preparation for a range of
future possibilities thereby preparing the workplace for changing roles. The goal
of this process is to map the business needs of the HR Community with the
potential and career development needs of our people in order to develop a
comprehensive Talent Management Plan.
 OBJECTIVES OF THE STUDY

In the current scenario of cutthroat competition, every company has to

survive to satisfy its customers by providing them quality products and services.
The summer training at Company, was undertaken with a view to study certain
fundamental as well as the commercial and operational aspects of the company.
The training involved the study of the following:

 To understand the entire procedure of Talent management

 To understand the need of Talent Management
 To study the accuracy and quality of work of employees by talent
management procedure.

 To suggest possible improvement in Talent Management process.

 RESEARCH METHODOLOGY

Research is a common term refers to a search for knowledge. It is a

scientific and systematic search for specific information on a specific topic. In
fact, research is an art of scientific investigation research is also an academic
activity and as such, the term should used in a technical sense. A research
includes defining and re-defining problems, formulating hypothesis or
suggested solution, collecting, organizing and evaluating data and making
deduction and reaching conclusion and at last carefully testing the conclusion to
determine whether they fit formulating hypothesis.

COLLECTION OF DATA

METHODS OF DATA COLLECTION:-

Data collection is the most important activity or process in research. Data

collection plays a crucial role in finding the actual problem and solution to that
problem. Generally there are two methods for finding the data.

1) Primary Data

2) Secondary Data

Primary Data:-

Primary data have been collected through questionnaires and by

informal interaction with the Supervisors and heads of the Production &
Administration Department.

Data have also been collected by visiting the actual line. This gives
the actual reason of job satisfaction and dissatisfaction. Since some workers
were not ready to give their fair opinion while filling the questionnaires.
Methods applied for collection of data:

 Personal interview method:-

  Face to face survey at responded:-
 Written survey:- In this kind of method, we collect the information by
writing the gated information on papers, making notes etc.
 Questionnaire:- It is again a very important method of collecting the
primary data. Through asking the number of questions we can collect
good form of information.
 Sample Size :- 50

Secondary Data:-

The secondary data on the other hand are those, which have already been
collected by someone else and which have already been passed through the
statistical process.

For secondary data collection the research instruments are.

 Published material on internet

 Reports and records of the company
 Books
 Magzines