TCS HR Policies - Komal Gupta
TCS HR Policies - Komal Gupta
HR PRACTICES IN TCS
1. EMPLOYMENT /JOB SECURITY:
Compared to other IT companies, TCS accounts for lowest employee
turnover rate. The employees working in this organization feel very
secure because they are given long periods to work where they have fixed
contracts and have flexibility to work in shifts. Ambitious employees are
given chance to study overseas where they are provided with visas and
long-term leaves. All employees sign a contract while starting to work
with a company which will last for a period of two years and after that
they are considered as permanent workers.
2. HIRING POLICY:
TCS recruitment process is based on hiring policy which includes the mix
of fresh and experienced candidates.
3. COMPENSATION:
TCS is the best employer who has a structure for compensation having
only 5% of its pay with respect to performance. TCS is a company that
makes its employees work in a team.
Each such team is formed on the basis of trust, co-ordination, co-
operation, dependence among employees, spirit in the team etc.
TCS uses the EVA model(Economic Value Added) to measure
performance and bonus focussed on the goal to align people to the
mission of the corporate creating a specific culture for empowering the
force of work in order to build ownership.
4. EXTENSIVE TRAINING:
Training in TCS starts immediately on the first day of join in the organization
which continues for a period of three months. Training is given throughout the
entire period of work in the company, that is, from the training period till the
end date of work in TCS. Training is also imparted to the employees whenever
new techniques or platforms are introduced at any point of time while working
in a project or at the start of the project
All the employees are required to learn behavioural manners like dinning,
greeting manners and can have the freedom of enquiry from their respective
supervisors. The junior employees have a privilege to communicate directly
with the mangers in case of any position discrimination practice shown by their
seniors
TCS uses the EVA model(Economic Value Added) to measure performance and
bonus focussed on the goal to align people to the mission of the corporate
creating a specific culture for empowering the force of work in order to build
ownership.
8. SHARING OF INFORMATION:
TCS supports a portal where people can communicate each other to share
information. This is done through a chat application called "same time" where
people across the company chat and share information with each other instantly.
Information sharing could be done only through emails to communicate with
each other which is TCS domain enabled. Moreover, access is limited only
within ODC (Offshore Development Centre) where people work for the same
project in distinctive teams. The associates are not given access to this outside
the work floor.
CONCLUSION:
Considering TCS with respect to human resource management, the company is
doing good in practicing Pfeffer's seven practices and the company is making
huge efforts in delivering various methods and processes in increasing growth
of the organization.