Professional Documents
Culture Documents
Consultancy Services
SMBA – 16
Mitul Parikh
Nitin Chaudhari
Meena Salvi
Mohini Patwardhan
Ramdas Tarkar
Chetan Poojari
Phinsy Chariyath
Rahul Aiah
VISION, MISSION & VALUES…
To create value by leveraging our co-innovation
network in a manner that has an impact on the
customers ecosystem
To be among the top 3 companies worldwide by
2011; Culture of accountability, delivering certainty
to customers.
Their values – integrity, leading change,
excellence, respect for the individual, and fostering
an environment of learning and sharing.
BACKGROUND…
It began in 1868 as the "Tata Computer Centre", for the
company Tata Group whose main business was to provide
computer services to other group companies.
One of TCS' first assignments was to provide punched card
services to a sister concern, Tata Steel (then TISCO).
In the early 1970s, Tata Consultancy Services started
exporting its services.
In 1981, TCS set up India's first software research and
development centre, the Tata Research Development and
Design Center (TRDDC) in Pune.
In 1999, TCS saw outsourcing opportunity in E-Commerce
and related solutions and set up its E-Business division with
ten people. By 2004, E-Business was contributing half a billion
dollars (US) to TCS.
On 9 August 2004, TCS became a publicly listed company.
AS OF NOW POSITION…
Tata Consultancy Services Limited (TCS) is
a global IT services, business solutions and
outsourcing company
It is the second-largest India-based provider of
business process outsourcing services.
In 2011 it has billed a total revenue of $7.21
billion.
Total employee strength is 2,26,751.
TCS caters to the employees aspirations, motivating employees to realize their potential
and providing them with a predictable roadmap and necessary tools for personal growth
to retain employees.
Personal Development Planning forms a central part of the annual appraisal and goal-
setting process.
Even focuses on soft skills development including team building, innovative and creative
thinking, cross cultural adaptation etc.
Employee retention and motivation are greatly facilitated through closer engagement
with employees and by fostering a spirit of community, through shared activities outside
of work.
Developed forum for employees and their families to participate in and develop sense of
camaraderie is Maitree, which harnesses their energy and enthusiasm to undertake
activities for the betterment of the local communities and the environment.
TCS actively supports athletic and sporting activities at the national, regional and local
level and encourages employees to participate.
TCS is committed to provide its employees a safe and comfortable work environment,
going beyond accidents, injuries and occupational health hazards, to general the
physical and mental health and well- being of associates and their families.
TCS have a Hazard Identification and Risk Assessment process (HIRA) to identify and
analyze the levels of risk associated with the various activities at each the facility.
Supplyside Sustainability Senior Level
3.7%
Middle Level
The total number of employees
31.9%
including subsidiaries as at March 31, Junior Level
2011 was 2,54,378 (compared to 64.4%
1,60,429 on March 31, 2010).
OPPORTUNITIES THREATS
• Innovation • Competition