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TCS My Explanation

TCS is a leading global IT consulting and services company founded in 1968. It has a presence in 34 countries across 6 continents. TCS places strong emphasis on human resources practices and developing employees. Performance appraisals at TCS occur twice yearly and use a balanced scorecard approach to evaluate employees' financial, customer, internal, and learning/development contributions. TCS prioritizes employee retention through competitive compensation and benefits as well as opportunities for career advancement, training, and competency development to ensure employee satisfaction and engagement. TCS has a low employee attrition rate due to its focus on identifying the right positions and projects for employees based on their skills and competencies.

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Nishan Shetty
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302 views

TCS My Explanation

TCS is a leading global IT consulting and services company founded in 1968. It has a presence in 34 countries across 6 continents. TCS places strong emphasis on human resources practices and developing employees. Performance appraisals at TCS occur twice yearly and use a balanced scorecard approach to evaluate employees' financial, customer, internal, and learning/development contributions. TCS prioritizes employee retention through competitive compensation and benefits as well as opportunities for career advancement, training, and competency development to ensure employee satisfaction and engagement. TCS has a low employee attrition rate due to its focus on identifying the right positions and projects for employees based on their skills and competencies.

Uploaded by

Nishan Shetty
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Introduction

 Tata Consultancy Services Limited (TCS) is the world-leading


information technology consulting, services, and business process
outsourcing organization that envisioned and pioneered the adoption of
the flexible global business practices that today enable companies to
operate more efficiently and produce more value.
 They commenced operations in 1968, when the IT services industry
didn’t exist as it does today. Now, with a existence in 34 countries across
6 continents, & a comprehensive range of services across diverse
industries, they are one of the world's leading Information Technology
companies.
 TCS has developed an unbreakable bond with sound HR practices in an
environment that defies traditional roles and responsibilities. The TCS-
HR group operates with technical experts to create a synergy which is
privileged. So whether it is recruitment or even career development, HR
is the catalyst which initiates and institutionalizes processes

Performance appraisal
The objectives of performance appraisal, point out the purpose which such an
exercise seeks to meet. What needs emphasis is that performance evaluation
contributes to TCS’s competitive strength. Besides inspiring high levels of
performance, the evaluation system helps classify employees with potential,
reward performance equitably and determine employee's need for training.
Precisely, performance appraisal has helped the TCS gain competitive edge in
the following ways:
• Strategy and Behaviour
• Improving Performance of the employees
• Making correct decisions
• Minimizing dissatisfaction and attrition of employees
• Ensuring Compliance Values and Behaviour of the organisation
TCS conducts two appraisals:
1. at the end of the year
2. at the end of a project.

Performance Appraisals at TCS are based on Balanced Scorecard, which tracks


the achievement of employees on the basis of targets at four levels —
1) Financial: The financial perspective quantifies the employee’s contribution in
terms of revenue growth, cost reduction, improved asset utilization
2) Customer: The customer perspective looks at the distinguishing value plan
offered by the employee
3) Internal: the internal perspective refers to the employee’s contribution in
creating and sustaining value
4) Learning and development: the learning and growth are self-explanatory

Employee retention
1) In an era where company loyalty is on the decline, and demand for skilled
software resources is so terribly high, TCS's strength lies in retaining and
developing its employees. Its low attrition rate while surprising is also
expectable.
2) TCS constantly reviews its human resource policies because often these
decide whether an employee will stay or choose to leave. In a survey that was
conducted for the compensation study for professionals of IT market, 43 percent
of the respondents cited as ‘lack of career advancement’ as a leading cause of
turnover. Another study revealed that while people may join because of the
work culture and compensation issues among others, they leave on account of
poor job satisfaction
3) In TCS, the stress is on identifying the competencies required for a role and
then filling the positions. And it is here that the Manpower Allocation Task
Committee (MATC) in TCS has a major role to play. TCS has a career path for
Technical Gurus, for managers and for Research Scientists and here again the
human resource group facilities the entire process through a thorough
competency matching. This is done by a function unique to TCS called the
MATC Manpower Allocation Task Committee. MATC is aided by a system
that assists in identifying not just capabilities for a role but also the level of
competency required to fit. The committee is responsible for the allocation of
every individual to projects depending on the set of competencies and the level
of capability in these competencies.

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