HUMAN RESOURCE POLICIES OF

TATA CONSULTANCY SERVICES (TCS)

NAME: AKASH MEHTA

BATCH: BBA 2016-19
SUBJECT: HUMAN RESOURCE- III
 INDEX
SR PG
NO. TOPIC NO.
1. INTRODUCTION 1
2. HISTORY 2-5
3. RECRUITMENT METHODS OF TCC 6-10
4. RECRUITMENT AND SELECTION PROCESS OF TCS 10-11
5. TRAINING FOR THE NEW EMPLOYEES 11-12
6. APPRAISALS 12-13
7. INCENTIVES PLAN 13-14
8. PROMOTIONAL POLICIES 14
9. RECOGNITION IN TCS 15
10. EXHIBITS 16-17
11. CONCLUSION 17
12. REFERENCES 18
INTRODUCTION
Tata Consultancy Services Limited (TCS) is a
global IT services, business solutions and
outsourcing company. It is a subsidiary of the
Tata Group Conglomerate. It is the second
largest India based BPO services. TCS is
ranked 20th in the list of top companies of
India by Fortune India 500 magazine.

IT, business
Services consulting and
outsourcing services
Revenue US $19.08 billion
Total Assets US $16.66 billion
Employees 417,929
Parent Tata Group

1
HISTORY
1968-2004

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 Sega Inter Settle
(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

2
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
the 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.

3
 2000 TO PRESENT
On 25 August 2004, TCS became a Publicly
Listed Company.
In 2005, TCS became the first India-based IT
services company to enter
the bioinformatics market. In 2006, it designed
an ERP system for the Indian Railway
Catering and Tourism Corporation. By 2008,
its e-business activities were generating over
US$500 million in annual revenues.
TCS entered the small and medium
enterprises market for the first time in 2011,
with cloud-based offerings. On the last trading
day of 2011, it overtook RIL to achieve the
highest market capitalisation of any India-
based company. In the 2011/12 fiscal year,
TCS achieved annual revenues of over US$10
billion for the first time.
In May 2013, TCS was awarded a six-year
contract worth over ₹ 1100 crores to provide
services to the Indian Department of Posts. In
2013, the firm moved from the 13th position
to 10th position in the League of top 10 global
IT services companies and in July 2014, it

4
became the first Indian company with over Rs
5 lakh crore market capitalization.
In Jan 2015, TCS ends RIL's 23-year run as
most profitable firm
In Jan 2017, the company announced a
partnership with Aurus, Inc., a payments
technology company, to deliver
payment solutions for retailers using TCS
OmniStore, a first of its kind unified store
commerce platform.[39] In the same year, TCS
China was associated as a joint venture with
the Chinese government.
TCS announced its FY19 Q3 results posting
24 percent year-on-year (YoY) rise in profit at
Rs 8,105 crore. The stock plunged 2.5 percent
intra-day as brokerages cut price target.

5
RECRUITMENT METHODS OF TCS

The recruitment methods of TCS are as

follows:
 Internal Recruitment
 Employee referrals
 Employment Agency
 Educational Institutes
 Interested Applicants

Internal Recruitment:
Internal Recruitment is when the organization
looks within its workforce to fill up its
vacancies.
Its advantages are:
 Cheaper and quicker way of recruitment.
 People already familiar with the business
environment and the way it operates.
 Business already knows the strengths and
weakness of the candidate.

6
  Providing opportunities of promotion
within the organization can be motivating.
Its disadvantages are:
 Limits tha number of potential applicants.
 May cause resentment among the
candidates not selected.
 Creates another vacancy which needs to be
filled.

Employee Referrals:
Employee referral is an internal recruitment
method employed by organizations to identify
potential candidates from their existing
employees' social networks. An employee
referral scheme encourages a company's
existing employees to select and recruit the
suitable candidates from their social networks.
As a reward, the employer typically pays the
referring employee a referral bonus.
Recruiting candidates using employee referral
is widely acknowledged as being the most cost
effective and efficient recruitment method to

7
recruit candidates and as such, employers of
all sizes, across all industries are trying to
increase the volume of recruits through this
channel.
TCS has an Employee Referral scheme viz.,
“Bring Your Buddy” with effect from 1st
December, 2011. The purpose of this scheme
is to reward employees for referring qualifies
candidates who subsequently are hired. TCS
provides the referring employee a cash bonus
for each successful referral made, in
accordance with the provisions stated in this
policy.

Employment Agency:
An employment agency is an organization
which matches employers to employees. In all
developed countries, there is a publicly funded
employment agency and multiple private
businesses which act as employment agencies.
TCS contacts employment agencies giving
their vacancy and eligibility. The employment

8
agencies match the vacancy and eligibility and
refer the employees to the company. Various
Employment Agencies are:
1.naukri.com
2. TIMESJOB.COM
3. shine.com
4. monster.com

Educational Institutes:
During the placement season, educational
institutes, especially the reputed ones turn into
hunting grounds for organizations looking for
fresh talent. Campus placements at some of
the top institutions in the country reflect the
condition of the economy and the industry.
Various educational institutes providing
placements are:
1. NIFT
2. AMITY
3. FLAMES
4. SYMBIOSIS
5. NARSEE MONJEE

9
 6. IIMs
7. IBS
8. SP JAIN
9. IMT

Interested Applicants:
Candidates send in their applications to the
management either through post or E-mail or
in person or through the companies’ website
and express their interest in employment with
the company.

Recruitment and Selection

Process of TCS
Tata Consultancy is a software company, and
now it is also coming in the financial sector.
Tata Consultancy follows a very tough process
of recruitment people in the company. They
strongly believe that the quality of deliveries
by the company is directly proportional to the
quality of resources working in the company

10
therefore they are very careful in selection of
people. They evaluate people based on their
attitude and of course their technical expertise
process.

The selection process of TCS is:

1. Initial Screening.
2. Online Aptitude Test.
3. Technical Interview.
4. Management Review.
5. HR Round.
6. Offer Letter.

TRAINING FOR THE NEW

EMPLOYEES
TCS follows a program called Initial Learning
Program (ILP), lead by the Learning &
Training (L&T) Department for the new
members of the organization.
TCS gives training of:
1. JAVA

11
 2. .NET
3. C,C++
4. SAP
5.MAINFRAM
6. Soft skills development
APPRAISALS
TCS conducts two appraisals:
1.At the end of the year.
2. At the end of a project.

Appraisals are based on Balanced Scorecard,

which tracks the achievements of employees
on the basis of targets at four levels:
1.Financial perspective.
2. Customer perspective.
3. Internal perspective.
4. Learning and growth perspective.

Financial perspective:

12
Quantifies the employees’ contribution in
terms of revenue growth, cost reduction,
improved asset utilization and so on.
Customer perspective:
Looks at the diffetrentiating value proposition
offered by the employee.
Internal perspective:
Refers to the employees’ contribution in
creating and sustaining value.
Learning perspective:
The weightage given to each attribute is based
on the function of the employee performance.

INCENTIVE PLAN
TCS can review and design your incentive
plans which could include any of the
following:
 Annual Bonus Plans
 Short-term Incentive Plans
 Long-term Incentive Plans

13
  Equity Incentive Plans

PROMOTIONAL POLICIES
A promotion in TCS means that there is a
clear rise in the role and responsibilities of the
employee. Promotion is depended on the
business head/supervisor’s decision and
assessment of the employee’s potential and/or
performance in a higher role.
Promotions are of two types:
 Role based- It means that there is an
extension to the role and span of activities
with a perceptible change in the job
content.
 Maturity based- In order to respect the
loyalty of the employee towards the firm
he/she is rewarded with a promotion with
respect to the current performance.

14
RECOGNITION AT TCS
 Project milestone parties- to encourage
efficient execution of projects.
 Recognition of star performers/high
fliers- to recognize outstanding talent.
 Nomination to covet training
programmes- to encourage self
development.
 Best project award- to promote a spirit of
internal competition across work groups
and to foster teamwork.
 Best PIP award- to encourage innovation
and continous improvement.
 Best auditor award- to acknowledge
participation in critical support roles.
 Spot awards- to ensure real time
recognition of employees.
 Early confirmations for new employees-
to reward high performing new
employees.

15
EXHIBITS
 Goal setting and balanced scorecard
perspectives
 TCS- Mission, Vision and Values
 Components of TCS EVA Incentive
 Best IT Employers in India
 TCS Employee Satisfaction (2003-
04)
 Top 15 companies in Business week
Information Technology 100
rankings(2005)
 Recommendation for deployment as
a National Mission in India’s XIth
Five year Plan
 Highly Commended Coffey
International Awards for Excellence
2011 from BITC,UK
 First ITs Annual Corporate Social
Responsibility Award 2012
 Global CSR excellence and
Leadership Award 2014
 CSR Award for Community
Development for FY 2013-14 from

16
 Hyderabad Software Enterprises
Association (HYSEA)
 TCS Adult Literacy wins IBM
Beacon Award 2018

CONCLUSION

17
REFERENCES

I have taken references from the

following websites:

 www.slideshare.net
 www.scribd.com
 www.en.wikipedia.org

18