REPORT ON TRAINING AND

DEVELOPMENT IN

TCS- TATA CONSULTANCY

SERVICES

Submitted to, Submitted by,

Mrs.Purnima Thampi Hannet Raja Preetha

1DS12MBA23
Meaning of Training and Development

Training and development is vital part of the human resource development. It is assuming
ever important role in wake of the advancement of technology which has resulted in ever
increasing competition, rise in customer’s expectation of quality and service and a subsequent
need to lower costs. It is also become more important globally in order to prepare workers for
new jobs. Management author Peter Drucker said that the fastest growing industry would be
training and development as a result of replacement of industrial workers with knowledge
workers.

The official and ongoing educational activities within an organization designed to enhance
the fulfillment and performance of employees. Training and development programs offered
by a business might include a variety of educational techniques and programs that can be
attended on a compulsory or voluntary basis by staff.

Company profile:

TCS- TATA CONSULTANCY SERVICES

Tata Consultancy Services Limited (TCS) is a leading IT services provider. It started its
operations in 1968 and is a part of Asia's largest business conglomerates – the Tata Group
.The company offers a comprehensive range of services, including consulting, IT, business
process outsourcing, banking and financial services, IT infrastructure, engineering and
industrial services, and product-based solutions.

Tata Consultancy Services (TCS) is an IT services, business solutions and outsourcing

organization that delivers results to global businesses, ensuring a level of certainty no other
firm can match. It offers a consulting-led, integrated portfolio of IT and IT-enabled services
delivered through its unique Global Network Delivery Model, recognized as the benchmark
of excellence in software development.
Tata Consultancy Services is headquartered in Mumbai, and operates in more than 50
countries and has more than 170 offices across the world. It pioneered the global delivery
model for IT services with its first offshore client in 1974. To help the customers to achieve
their business objectives by providing innovative, best-in-class consulting, IT solutions and
services. Currently, TCS has a presence in 35 countries across six continents. Its sales offices
are grouped under seven geographical headquarters – North America, Ibero America, the UK,
Continental Europe, Middle East and Africa, India, and Asia Pacific.

Training and Development

As organizations continue to operate in and compete in a Dynamic global scenario where
unpredictability is the norm, Winning organizations need to convert today’s challenges into
Tomorrow’s opportunities. It is this belief that fuels TCS’ Commitment to invest in building
people competencies and ensure human capital development on an unparalleled scale. In the
year under review, TCS continued to invest in recruitment, Learning and development of its
people despite short-term Business pressures. The Company integrated over
48,000Professionals; including over 22,000 campus graduates and Over 12,500 professionals
were in sourced as a result of the Acquisition of Citigroup’s captive BPO in India. TCS
remains the largest private employer in Indian industry with over 143,000 World-class
professionals and with the highest retention. Over 1.6 million learning days have been
invested in developing Additional competencies in 2008-09. Around 23,000 TCSers gained
additional technology Certifications. TCS believes that creating talent readiness will drive
agility in learning and development. The Initial Learning Programme (ILP) curriculum has
been revised in this context to Train fresher’s across multiple technologies and
platforms TCS also continues to expand its web-based learning platform to Benefit its diverse
workforce of over 10,000 professionals from67 nationalities. New e-learning modules have
been launched In Portuguese, Mandarin and Spanish to help employees in Latin America and
China to develop their own competencies. A New Integration portal has been launched. This
is designed to Familiarize and educate people on the Tata Group’s values, ethics and culture,
especially for colleagues who have come into the Company, through in sourcing from
customers and through Acquisitions. Employee performance is closely aligned to
Organizational performance. TCS has raised the individual Performance bar in the current
environment to improve Employee efficiency and productivity. This requires employees to
contribute more aggressively and enhance performance Levels on a continuous basis.TCS
spends around 6% of its revenue in training and development.
Learning and Development – Trivandrum
TCS recognizes that investing in its people is a key to the sustainability of its delivery model
by generating employee satisfaction and minimizing the attrition rate. One aspect of this is
the culture of learning throughout an employee’s development lifecycle and TCS invests
around 6% of its profits in L&D. The L&D centre, at Trivandrum, India, was established in
 1998 to deliver its training requirements. It has18 classrooms, a library, an auditorium, a
conference hall, discussion rooms, and about 300 personal computers connected to servers.
All full-time employees of TCS, including all support groups, receive half-yearly
career development reviews. All new employees, in the first year of their employment,
receive quarterly reviews. At the end of every assignment, employees may also receive
formal project-end reviews.

Experience of an employee during his ILP (Initial Learning Program)

Tata Consultancy Services (TCS) has introduced a new curriculum for Initial Learning
Program (ILP), an initiative to train the freshers. The employee belongs to the pilot batch of
the new curriculum. It is good, and more towards real life simulations, unlike the old
curriculum which consisted of only theory classes. The batch commenced on June 16, 2011.
Details mentioned here are based on the experience of the employee at ILP Trivandrum in
(Java) IT stream.
What's new?
In the previous curriculum, TCS followed a strategy of intense theory sessions. There were
lots of theory sessions, in which every topic was covered. Apart from this, they have tests
every now and then, in which the trainee needed to overcome a certain percentage to get
through. Also, the trainee would not know their stream till the 30th day of training, and only
then stream specific training is done.
Scheduling
The duration of ILP is 60 working days, which would span close to 3 months including the
holidays (Sat & Sun). The first two days have only induction sessions, wherein trainee will be
introduced to various policies and processes in TCS. At the end of second day, trainee will
know about their Stream and batch, and the upcoming sessions would be according to these
details.
The 60-day ILP training is split into two equal phases.
 First 30 days called Core Skills. In this phase, trainee will be introduced to the basic concepts
based on the Project trainee will be doing. Trainee will get a Case study at the end of these 30
days, which will be pursued in the next 30 days. Here, trainee will ONLY learn the concepts
required for trainee Case study. And these sessions are not completely theoretical, trainee will
have probably one theory session a day, and the rest would have some exercises based on that
learning. The syllabus is split into several sections, and trainee will have an Evaluation Test
at the end of each section.
 Along with Technical, trainee has Business Skills (BizS) sessions as well. Here trainees learn
topics which will transform trainee into the corporate space. It includes communication,
several etiquette's, do's and don’ts in the company etc.
 Next 30 days is called Project Delivery. As the name mentioned, trainee will get a Case study
to be done with deadlines, reports etc. In short these 30 days is a real life simulation of a
project. Trainee will have status reports (weekly), meetings, deadlines, documentation, and
all such things. BizS sessions would rarely come through.
In this phase, trainee will be Analyzing, Designing, Documenting, Coding, Testing and
Maintaining different projects (done by different groups within trainees’ batch).
In between, people would be randomly called up by senior officials to keep track of the
learning(like an interview)
Tata consultancy services will set up seven training centers - one domestic and six overseas -
to support its growth plans to apparent among the top 10 it consultancy firms in the world
with a minimum $6 billion turnover by 2010. TCS will establish a basic training facility at
Kolkata on the lines of one in Thiruvanthapuram this year. TCS, a division of Tata sons has
spent 20 crores Rs on the training centre at Thiruvananthapuram, which has facilities to train
2,400 personnel annually, he said. Six overseas centers, including one each for regions like
Asia-Pacific, North America, would be set up in the next three years to update the skills and
knowledge of consultants based abroad. TCS planned to raise the investment in training to 6
per cent of turnover in future. Each employee has to go under minimum 20 days of training
and total 2.4 lakh days were spent on training in the last fiscal. TCS would need to grow its
employee base of 20,000 by seven fold to 1.5 lakh to emerge as a top global it consultancy
player by 2010.
Tata Consultancy Services (TCS) will expand its existing training college located at Techno
Park, Thiruvananthapuram, and make it the company's global hub for training corporate
professionals.
TCS ILP (Initial Learning Programme) Training Centers.
TRIVANDRUM, BHUBANESHWAR, COIMBATORE, HYDERABAD and PUNE