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HR Essentials

The document discusses TCS's performance management system and career development opportunities. It includes: 1) Key aspects of TCS's performance management like goal setting, quarterly/annual reviews, potential and high performance identification, and linking performance to rewards. 2) Details on the career path structure including roles at different levels and the ability to rotate across streams. 3) An overview of the rewards and recognition framework called GEMS that includes various awards and mentoring programs. 4) Details on the compensation structure including the variable allowance component and quarterly payouts. 5) A transition plan showing the grade structure and grade-to-grade mapping. 6) Brief mentions of T

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Aman Bansal
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Download as PPTX, PDF, TXT or read online on Scribd
3K views

HR Essentials

The document discusses TCS's performance management system and career development opportunities. It includes: 1) Key aspects of TCS's performance management like goal setting, quarterly/annual reviews, potential and high performance identification, and linking performance to rewards. 2) Details on the career path structure including roles at different levels and the ability to rotate across streams. 3) An overview of the rewards and recognition framework called GEMS that includes various awards and mentoring programs. 4) Details on the compensation structure including the variable allowance component and quarterly payouts. 5) A transition plan showing the grade structure and grade-to-grade mapping. 6) Brief mentions of T

Uploaded by

Aman Bansal
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Performance Management

Performance Work Culture


1
Mobilize Business Group Score Plan Card Objectives Strategic Individual Score Card

| High

Global SPEED 2
Goal setting

TCS Performance Management Portal

Financial Perspective

Customer Focus Perspective

Quarterly/ Confirmation Reviews (for Trainees / Probationers) Annual Review

Project End/ Half Yearly Reviews

3 Potential High performance High potential

Internal Processes Perspective

Learning & Growth Perspective

Competency

Enhancement

Retool

Reward

Balanced focus on all perspectives towards achieving organizational goals

Career Development Rewards Recognition

PIP/ Training

Training

Performance

Choice of Career Paths | Grooming & Nurturing Careers


N Chandrasekaran Chief Executive Officer & Managing Director
Joined as trainee in 1987 Worked in multiple locations including Mumbai, UK, US, Sweden, Latin America Played key roles like Chief Operating Officer (COO), Head of Global Sales, Global Relationship Manager GE
Sales Delivery Regional Head Practice Practice Head Research Chief Scientist Corporate Operations

Global Head

Global Head

Global Head

Country Manager

Solution Center Head

Sub-Practice Head

Principal Scientist

Sub Function Owner

Relationshi p Manager

smargorP tnempoleveD tnemeganaM sessecorP dna gniniarT

Regional Manager

Group Leader

Architect

Senior Scientist

Process Owner

Operations Manager

BDM/BRM

Project Leader

Analyst

Scientist

Manager

Team Leader

Developer / Designer / Tester

Researcher

Location Executive

Process / Technical Analyst

Rotation at appropriate levels into other career streams is possible


2

Reward & Recognition | The GEMS Framework


Star Of The Month Best White Paper Awards Best Auditor Award

Best Suggestion Award

R & R
Creative Workspace Awards

Best Faculty

Awards

Best Project Awards

Star of the Quarter

Best PIP Award

MENTORING

Individual Group Issue Based Mentoring

Reward Products

Holiday

TCS Compensation Structure| V a ria b le a llo w a n ce - a n


i l stra ti n lu o
Assumption :
Variable Allowance for as follows: Ms. X, an IT Analyst (Grade C2) is Rs.10,000. Her VA components would be The actual Variable component constitutes about 5 - 6 % of gross salary

Variable Allowance payout model


Quarter Q4 FY10 Months Jan '10 Feb '10 Mar '10 April '10 May '10 June '10 July '10 Aug '10 Sep '10 Monthly VA 8000 8000 8000 8000 8000 8000 8000 8000 8000 Quarterly VA QVA for Q4 FY10 7500

Quarter Q1 FY11

% Q-VA declared 100% 125% 150% 150%

Q-VA value for Ms. X 6000 7500 9000 9000

Q1 FY11

QVA for Q1 FY11 6000 QVA for Q2 FY11 To be announced

Q4 FY10 Q3 FY10 Q2 FY10

Q2 FY11

Transition Plan| TC S G ra d e S tru ctu re


Grade Code C1 C2 C3A C3B C4 C5 SP1 SP2

Designation Assistant System Engineer IT Analyst Assistant Consultant Associate Consultant Consultant Senior Consultant Principal Consultant Vice President
Grade to grade mapping will be followed

TCS as an Employer | View of some Benefits

TCS as an Employer | View of some Benefits

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