ASSIGNMENT of HUMAN

RESOURCE mANAGEMENT Submitted by Submitted to Abhishek Rai Mrs. Amanpreet kaur Roll no.A01 Reg no.11005142.

TATA CONSULTANCY SERVICE

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 didnt exist as it does today. Now, with a presence 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. Seven of the Fortune Top 10 companies are among our valued customers. They are part of one of Asia's largest conglomerates - the TATA Group - which, with its interests in Energy, Telecommunications, Financial Services, Chemicals, Engineering & Materials, provides us with a grounded understanding of specific business challenges facing global companies. As we move into an era of e-business where IT professionals will interview proportions and is subject to mammoth challenges. With this sensitive breed of IT professionals, how has TCS grown to and sustained at the number one position is a question which market watchers have asked themselves a thousand times. There is but one answer - passion for excellence in the workforce practices. 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 enviable. Figure 1 illustrates the role of HR, which evidently is that of a facilitator. So whether it is recruitment or even career development, HR is the catalyst which initiates and

institutionalizes processes. To manage all the functions for over 14000 employees is a Herculean task but the smoothness of operations is intriguing. The HR structure, which allows flexibility and empowerment, is the solution.

Performance Appraisal Criteria at TCS-: OBJECTIVES-:

Data relating to performance assessment of employees arc recorded, stored. and used for seven purposes. The main purposes of employee assessment are: To effect promotions based on competence and performance.

To confirm the services of probationary employees upon their completing the probationary period satisfactorily.

 To assess the training and development needs of employees.

To decide upon a pay raise where (as in the unorganized sector) regular pay scales have not been fixed. To let the employees know where they stand insofar as their performance is concerned and to assist them with constructive criticism and guidance for the purpose of their development. To improve communication. Performance appraisal provides a format for dialogue between the superior and the subordinate, and improves understanding of personal goals and concerns. This can also have the effect of increasing the trust between the rater and the ratee. Finally, performance appraisal can be used to determine whether HR programme such a selection, training, and transfers have been effective or not.

Broadly, performance appraisal serves four objectives(1) Developmental uses, (2) Administrative uses/decisions, (3) Organizational maintenance/objectives, and (4) Documentation purposes. Table below outlines these and specific uses more clearly:-

Multiple Purposes of Performance Assessment.

General Applications
Developmental Uses

Specific Purpose
Identification of individual needs Performance feedback Determining transfers and job assignments Identification of individual strengths ad development needs.

Administrative Uses/Decisions

Organizational Maintenance/ Objectives

Documentation

Salary Promotion Retention or termination Recognition of individual performance Lay-offs Identification of poor performers. HR planning Determining organization training needs Evaluation of organizational goal achievement Information for goal identification Evaluation of HR systems Reinforcement of organizational development needs. Criteria for validation research Documentation for HR decisions Helping to meet legal requirements.

PERFORMANCE APPRAISAL AND COMPETITIVE ADVANTAGE IN TCS-:

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 TCSs competitive strength. Besides encouraging high levels of performance, the evaluation system helps identify employees with potential, reward performance equitably and determine employee's need for training. Specifically, performance appraisal has helped the TCS gain competitive edge in the following ways:-

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 The financial perspective quantifies the employees contribution in terms of revenue growth, cost reduction, improved asset utilization and so on; The customer perspective looks at the differentiating value proposition offered by the employee. The internal perspective refers to the employees contribution in creating and sustaining value; the learning and growth are self-explanatory. The weightage given to each attribute is based on the function the employee performs. Based on their individual achievements, employees are rated on a scale of one to five (five = superstar). If employees get a low rating (less than two) in two consecutive appraisals, the warning flags go up. If the poor performer continues getting low scores then the exit option may be considered.

Over the years TCS has found the pattern that leads to the maximum decline in performance boredom. If employees work for more than two years on the same project, typically either their performance dips or they leave the organization. . To avoid that, TCS shuffles its employees between projects every 18 months or so.Performance drops if motivation drops. At the heart of an employee's satisfaction lies the fact that his performance is being appreciated and recognized. TCS's performance management system has metamorphosed into one that emphasizes objectivity and a system that mandates performance evaluation against pre-determined criteria. What deserve special mention is the active participation of the senior management in the determination of guidelines for the performance appraisal process. The process ensure buy in of the employees since the guidelines for the rating system and its conversion into money terms is not unilaterally decided by HR but is a consensus of a cross functional team with representation from all levels . TCS's performance appraisal system is supported by an online system called the Human Resource Management System- an Oracle Developer 2000 based tool. The system individual right from his biographical details to his projects performance. An employee's performance history at the click of a button and this accurately maintained for 14000 employees! Right from his entry, an employee in TCS get formal performance feedback once very two months till such time that he is confirmed after which the performance feedback is provided twice every year on a formal basis. TCS however widely encourages informal feedback discussions between Project Leaders and Team Members and this concept has found an overwhelming appeal among the people.

Recognition at TCS

Guaranteed high motivation levels at TCS through competitive compensation packages, stimulating job content, outstanding development opportunities, and, not the least, an innovative recognition mechanism. The various ways in which TCS recognizes its people are listed below. 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. 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. Performance-based annual increments to recognize high performers. Early confirmations for new employees to reward highperforming new employees. Long-service awards to build organisational loyalty. EVA-based increments to ensure performance-based salaries. On-the-spot recognition to guarantee immediate recognition of good performance.

Training details maintenance-:

Tracking budgetary allocations. Tracking internal training programmes.

Maintaining Maintaining Maintaining Maintaining

details of training institutions. training requests and requirement details. post-training details. post-training work reallocations