TCS HR Policies - Komal Gupta

SUBMITTED TO: SUBMITTED BY:
DR. VANDANA DUBEY KOMAL GUPTA (20)

MA’M
MBA FT (B)
“TATA CONSULTANCY SERVICES”

INTRODUCTION:
The Tata Consultancy Services Ltd(TCS) is basically an information technology
service, consultant and business oriented company. TCS have a standard set of
practices for maintenance of its HR practices. Throughout the European
countries, it is considered as the best employer with the lowest attrition rate of
9.9%.
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.
 Fresh Candidates - They are recruited and selected from academic

institutions. Through communication with placement officers and
fairs conducted, a large number of candidates get attracted to apply
 Experienced Candidates - They are recruited by unit heads through

various consultancies and agencies sourcing candidates and
through direct interviews.
Academics and Former employer is a background analysis way

every applicant is checked.
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
Following are the different learning programs:
 Initial Learning Program (ILP)

 Continuous Learning Program (CLP)
 Leadership Development Program (LDP)
 Foreign Language Initiative (FLI)
 Workplace Learning
5. REDUCTION OF STATUS DIFFERENTIALS:
TCS visions to equip all its employees with proper resources so that they all
work as a family irrespective of position, salary, region, sex and status. Every
individual is given an equal opportunity to develop themselves and share views
and ideas
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
6. SELF- MANAGED TEAMS OR TEAM

WORKING:
TCS assigns employees to work as a team or group in order to carry out
processes in a particular project. his improves work continuity and flow is
carried out efficiently throughout the work flow.
Diversity of work place with respect to culture, nationality , language is seen

widely in TCS. Cultural potpourri is promoted where people from different
backgrounds, cultures and geographies meet together to work on common issue.
TCS follows an open door policy where culture is open for everyone and
anyone can involve working in a team to play an important role. Global family
identity to support and encourage every employee and bring employees together
like a family.
7. HIGH PAY CONTINGENT ON COMPANY

PERFORMANCE:
TCS is the best employer who has a structure for compensation having only 5%
of its pay with respect to performance. Work in team environment is the main
reason for TCS to follow such structures over compensation. So, the reason for
the success of employee’s satisfaction lies for the high compensation structure.
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.

TCS HR Policies - Komal Gupta

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SUBMITTED TO: SUBMITTED BY:

DR. VANDANA DUBEY KOMAL GUPTA (20)

“TATA CONSULTANCY SERVICES”

 Fresh Candidates - They are recruited and selected from academic

 Experienced Candidates - They are recruited by unit heads through

Academics and Former employer is a background analysis way

Following are the different learning programs:

 Initial Learning Program (ILP)

6. SELF- MANAGED TEAMS OR TEAM

Diversity of work place with respect to culture, nationality , language is seen

7. HIGH PAY CONTINGENT ON COMPANY

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