HR POLICIES OF TCS

Chandra Sekhar Banda

Kirti Swaroop Metta
Click to edit Master
Rajendra Gogineni
subtitle style
Honey Bajaj
Ravindra Chouhan
Suresh Kumawat
 Company Profile
 Tata Consultancy Services (TCS) is a part of TATA group, India’s
largest conglomerate with diverse business interests.

  TCS currently offers IT services, consulting, business process

outsourcing (BPO), engineering services and IT infrastructure
services.

 About 8,000 employees of their global workforce are from 65

different nationalities including Chile, Brazil, China, Romania,
Australia, Mexico, and Hungary
 HR Policies
  TCS continues to have the lowest attrition rate in the industry
10.8 per cent as against the industry attrition average of about 15
per cent

 The company believed in the premise that

"Good ideas can come from any level of the organization and
teams can do better than the individuals."

 "The role of HR is to provide the context for energizing and

developing people to play effective roles in ensuring that TCS
becomes one of the top global consulting firms. Towards achieving
this we will identify, develop, facilitate, and measure the human
and technological processes in the pursuit of excellence. We will
foster the values of the TATA group.
Human Resourse Planning
 Human resource planning involves getting the right number of 
qualified people into the right jobs at the right time so that an
organization can meet its objectives.

 It is the system of matching the supply of people with the

openings the organization expects over a given time frame.

 At TCS, its main objectives are:

Forecast Personnel Requirements
 Use Existing Manpower Productively

 It is done at top level at the end of every quarter and for every
project.
  Job Analysis
 IT software and services major TCS has attempted to create a
segments solution to fit the needs of different layers of job
opportunities within its environs.

 It is based on
 Activity to be performed

 Skills required for that job

  TCS is ensuring that there is a constant supply of the right human

resources to the right career opportunities and that there is no
mismatch between the roles and the available skill sets.
Recruitment and Selection
Depends on:
Manpower cost
 Effectiveness
 Past data

 External Recruitment can be on campus or off campus

 Off Campus process includes recruitments from:

 Advertisements
 Associate referral process
  TCS Job Portal
Training and Development
  The primary motive of this consulting firm is to make its
employees knowledgeable about the on going practices in their
respective domains.

 It has in place a well-planned induction programme for new

recruits, which includes two months of intensive training at its
dedicated training facility.

  The company is also providing employees with Just -in-time

training, which is more reactive in nature and caters to the skills
related to platform, technology, application domain, etc. specific
to a project.

 It reinforces the concepts learnt during education/induction

training through on-the-job experience.
 Compensation
Management System

  TCS is reputed to be a world class employer which always cares

for its employees and maintains sound yet flexible HR policies.

 Its pay packages are designed in a way to accommodate for both

the basic and incentive components.

  The package is determined on the basis of the level (recruited for)

and the amount of experience an employee has.

 It is based on the EVA model i.e. Economic Value Added Model.

 Performance Appraisal

  The major objectives of performance appraisal at TCS are:

 Identifying employees for salary increases, promotion, transfer
and lay off or termination of services.
 Determining training needs for further improvement in
performance.
 Motivating employees by indicating their performance levels.

 It happens on
 Quarterly Basis: Before confirmation by Speed 3 online tool
 Half. yearly Basis : After confirmation by Speed 4 online tool
 Employee Benefits
 Flexible Working Hours

 It has an Adoption Leave Policy benefits which is extended to

male associates also
  This means that associates of both genders are eligible to
three months paid leave after they adopt a child

  TCS also has other add-ons such as sabbaticals, joining spouse

overseas, part-time or work from home facility, holiday homes
across the country and welfare trust facilitation for higher
education

 Also, as employees of the Tata group, associates get discounts

 Analysis of TCS HR policies as a
Group
  Training and Development:
 Company is providing employees with Just -in-time training,
for every fresher which is more reactive in nature and caters to
the skills related to specific to a project.

  The main focus of TCS Training & Development is inclined more

towards the mission of the organization.

Suggestions:
It is better to encourage associates to attend various programs at
premier B-schools across the globe.
 Also if Learning and Development managers work close with
business they can develop and deliver programs that will make
their associates deliver value-for-money to their customers.
 Analysis of TCS HR
policies as a Group
 Performance Appraisal:
 Performance appraisal provides a format for dialogue
between the superior and the subordinate, and improves
understanding of personal goals and concerns.

  They are helping to decide upon a pay raise where (as in

the unorganized sector) regular pay scales have not been
fixed.

 Motivating employees by indicating their performance

levels and assess the training and development needs of 
employees.
 Conclusion

We had an excellent experience of 

interacting with HR manager of TCS,
Gurgaon.

  Through this project we got a great

opportunity of knowing the HRM practices
used in a corporate World.
THANK YOU