H.R management at TCS
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Tata Consultancy Services (TCS) is a global IT services company and a subsidiary of the Tata Group conglomerate. It is the largest IT services company in India by revenue and market capitalization, with offices in over 47 countries generating around 30% of India's IT exports. TCS uses multiple methods for recruitment including internal searches, employee referrals, employment agencies, educational institutes, and interested applicants. It has a rigorous selection process with technical interviews and aptitude tests. The company provides extensive training programs for new employees and has performance review systems linked to incentives and promotions.
H.R management at TCS
- 2. Tata Consultancy Services Limited (TCS) is a global IT services, business solutions and outsourcing company a subsidiary of the Tata Group conglomerate. Second-largest India-based BPO services Ranked #20 in the list of top companies of India, by Fortune India 500magazine. Largest technology service company in India by revenue and market capitalization. 142 offices across over 47 countries and generates around 30 per cent of India's IT exports.
- 3. Services IT, business consulting and outsourcing services Profit Rs. 9,068 crore (US$1.99 billion)(2011) Total assets Rs. 25,037 crore (US$5.51 billion)(2011) Employees Rs. 226,751 (Q3 2011) Parent Tata Group
- 4. INTERNAL SEARCH EMPLOYEE REFERRALS EMPLOYMENT AGENCIES EDUCATIONAL INSTITUTES INTRESTED APPLICANTS
- 5. INTERNAL SEARCH Recruitment via this method is considered as the most optimum method as it provides the organization with minimum cost and time for the process of recruitment and creates a sense of motivation among the employees. For TCS, Natrajan Chandrasekaran, the CEO of TCS got promoted, prior to which he was the COO and Executive Director of the organization. The only disadvantage for this method would be missing out new and fresh talent that is available in the market
- 7. EMPLOYEE REFERRAL Recruitment method in which the current employees are encouraged and rewarded for introducing suitable recruits from among the people they know. TCS has a scheme viz BRING YOUR BUDDY with effect from 01.December.2011. ADVANTAGE The credibility of the employee is at stake when he or she recommends a candidate, hence the employee would recommend a good candidate DISADVANTAGE Employees may sometimes refer relatives or friends, who may not be suitable for the job. It might also lead to the formation of cliques in the organization, with the members of the same group or clan getting together.
- 8. • The purpose of the Bring your Buddy(BYB) scheme is to reward employees for referring qualified 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. • The chart below shows the rewards with respect to the position referred.
- 10. Employment Agencies Employment agencies are the agencies that helps to find jobs for person seeking employment or assist employers in finding person to fill positions that are open.
- 11. Educational Institutes During the placement season, educational institutions, 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. Engineering Institutes (Gujarat Technical University, DAIICT, VIT) Manage ment Institutes (IIM, Amity) Design Institutes (NIFT) Managemen t Institutes (AMITY) Graduate schools (for Band one staff
- 12. INTRESTED 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.
- 13. Recruitment And Selection Process of Tata Consultancy Services Tata consultancy is a software company, now it is coming in the financial sector also. Tata consultancy follows a very tough process of recruitment people in their company. They strongly believe that the quality of deliveries by the company is directly proportional to the quality of resources working in the company therefore they are very careful in selection of people. They evaluate people based on their attitude and of course their technical expertise Process.
- 14. SELECTION:
- 15. CALL LETTER-Offer letter giving the details about the joining date, salary, etc. HR ROUND- The interview with the HR manager about the salary and location preference. Management Review-discussions about the projects taken or at times situational exams Technical Interview- Core subjects knowledge is examined Aptitude Test- Mathematics and English related questions
- 18. Recruitment And Selection Process of Tata Consultancy Services 1. Work force level Work force level is the initial level of any company, hear the selected person do the job which is assigned by their head. In the TCS the initial job is mainly concern with software development, it could be hardware or networking related also so candidate should have knowledge of computer languages, hardware or networking for which post he/she is applying. Now the recruitment process for work force level 1.Application: it can be either online or respond to one of company’s Ads -- They screen candidate’s resume and call them for an interview Selection process is through 1. Written (Aptitude test) 2. Interview (Technical & non-technical) 3. Group Problem Solving
- 19. 2. Frontline Level Frontline level is the upper level of work force level. A person could be the head of one team of workforce level. Here it concern with strong technical as well as communication skill. It is two way communication process where he/she communicate with work force people as well as their technical department. This is internal and external process here employee is getting select from inside the company or from outside the company. The inside selection process is bit different from outside selection process. Now selection process for frontline level from outside the company 1. Written 2. Interview (technical & non- technical) 3. Case study analysis, aptitude test 4. Group Discussion For inside selection they considers 1. According to their performance 2. Interview 3. Leadership quality
- 20. 3. Middle Management level (Executive selection scheme) The Executive Selection Scheme is a fast track programme for accelerated growth of high potential professionals. It take care of all project taken by the company. This is also two way communication process. Here the manager communicate with his high level person, lower level employees and more with clients. This is also based on internally and externally. In Internal process 1. Interview 2. Presentation 3. Case Study Analysis 4. Leadership Quality & 5. According to their performance Now External Process 1. Written Aptitude test 2. Interview (technical & non-technical) 3. Case study analysis 4. Presentation 5. Leadership quality 6. Negotiation
- 21. 4.Top Management Level It is the top most and prestigious post for the Tata Consultancy Service like CEO, MD. Here top most person is mainly concern for managing the whole company, they also make strategies related to decision making for to phosphorus in near future . There is no recruitment process from externally. Now Selection process for Top Management Level is through 1. Interview 2. Candidate Presentation 3. Offers and negotiation
- 22. Training for the new employees (Fresher's) TCS follows a program called Initial Learning Program (ILP), lead by the Learning & Training(L&T) Department for the new members of the organization. Training for the fresher’s JAVA .NET C, C++ SAP MAINFRAM SOFT SKILLS DEVELOPME NT Two prilimary tests + FINAL TEST PASS PROJECT FAIL One month retraining and a last chance to sustain job
- 23. 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 achievement of employees on the basis of targets at four levels — Financial Customer Internal Learning and growth
- 24. Financial perspective Quantifies the employee’s contribution in terms of revenue growth, cost reduction, improved asset utilization and so on; Customer perspective Looks at the differentiating value proposition offered by the employee Internal perspective Refers to the employee’s contribution in creating and sustaining value; Learning and growth Are self-explanatory. The weightage given to each attribute is based on the function the employee performs.
- 25. 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 • Equity Incentive Plans
- 26. TCS adopted EVA in 1999, when the company had a staff of around 15000, working at several locations across the world Through the EVA model, TCS aimed at creating economic value by concentrating on long term continuous improvement EVA measured operating and financial performance of the organization and the compensation of all employees was linked to it EVA was adopted to focus on continuous improvement rather than short term goals and also to motivate employees
- 27. A business unit could be a part of a service, a practice, a geographical unit or a combination of all the three Every unit was considered to be a revenue center and had its own EVA target Employees could claim stakes at three EVA levels - at the organization level, at the business unit and the individual level The individual was informed how he or she could contribute to the EVA enhancement at all three levels. EVA was controlled by revenues, capital and costs, and an individual could contribute in any or all of these areas at all the three levels
- 28. Promotion can be termed as an advancement in an employee’s career rank or position in an hierarchical structure. 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.
- 29. PROMOTIONS ROLE BASED PROMOTION MATURITY BASED PROMOTIONS Role based performance means that there is an extension to the role and span of activities with a perceptible change in the job content. 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
- 30. 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.
- 31. • Best PIP award — to encourage innovation and continuous improvement. • Best auditor award — to acknowledge participation in critical support roles • Spot awards — to ensure real-time recognition of employees. • Recommendations for new technology assignments / key positions — to ensure career progression and development of employees' full potential.
- 32. • Performance-based annual increments — to recognize high performers • Early confirmations for new employees — to reward high-performing new employees • Long-service awards — to build organizational loyalty • EVA-based increments — to ensure performance-based salaries. • On-the-spot recognition — to guarantee immediate recognition of good performan ce
- 33. EXHIBITS Exhibit I: Goal Setting and Balanced Scorecard Perspectives Exhibit II: TCS - Mission, Vision and Values Exhibit III: Components of TCS EVA Incentive Exhibit IV: Best IT Employers in India Exhibit V: TCS Employee Satisfaction (2003-04) Exhibit VI: Top 15 Companies in Business week Information Technology 100 Rankings (2005)
- 34. Thank You…