INTRODUCTION

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INTRODUCTION
TCS is a division of Tata Sons, the holding company of the $10.4 billion Tata Group, India's bestknown business conglomerate. Established in 1968, its founding was based on the understanding that the management problems in Indian industry could be resolved through the effective use of information technology. Under the leadership of F C Kohli, TCS spearheaded the pioneering efforts in creating a globally recognizable brand for the Indian software industry. Strong linkages with academia, workplace professionalism, and in-house training and learning helped TCS lay the foundation for growing into a world-class organization. TCS invested heavily in software engineering practices and standards, software quality assurance, software project management, software processes, and research and development in software engineering and technology. With more than three decades of experience in diverse areas of industry and commerce, Tata Consultancy Services (TCS) offers end-to-end strategy consulting and system integration services to Fortune 500 clients across 55 countries. With over 100 offices in 32 countries, TCS employs 24,000 consultants and has 100,000 man-years of experience. TCS posted revenues of Rs 5,012 crores ($1.04 billion) in 2002-2003 TCS leverages its expertise in its service practices eBusiness, Application Development and Maintenance, Architecture and Technology Consulting, Engineering Services, eSecurity, Large Projects, Quality Consulting, and Infrastructure Development and Management to providestrategic consulting and system integration services to worldwide clients in banking, insurance,other financial services, telecom, manufacturing and process industries, retail, transportation,healthcare, government and utilities.

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 employers so stringently that 40 percent employers will miss recruitment goals the role of HR assumes unthinkable 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.

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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.

.As we move into an era of e-business where IT professionals will interview employers so stringently that 40 percent employers will miss recruitment goals the role of HR assumes unthinkable 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

HUMAN RESOURCE BASE OF TCS

TCS had a total of 238,583 employees as of 31 March 2012, of whom 220,835 were based in India and 17,748 in the rest of the world. It is one of the largest private sector employers in India. As TCS scale up over 1,00,000 employees , They needed a structure that allows them to build a nimble organization to capture new growth opportunities. TCS organization structure looks quite similar to divisional organization structure.

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ORGANIZATIONAL STRUCTURE

As shown in figure above, the new structure, defines the organization into five ISUs industry solutions group (ISG), major markets group (MMG), new growth market group (NMG), strategic initiative group (SIG) and organization infrastructure group (OIG) - would be headed by a director, reporting directly to the COO. The Five ISU's explained: The ISG unit will have multiple units dedicated to all the verticals that the company has presence in. All the existing clients will come under this group. Each unit under this will be of manageable size (which the company describes as having 2,500-5,000 people). Since BFSI segment is the largest segment with more than 35,000 people. This would be further divided into four units for better focus and manageability. The director of each these units will have complete empowerment on developing the resources, technical expertise, HR support, and financial support among other needs. The major markets' unit will focus on geographies of the US, UK and Europe. The unit will be responsible for getting prospective and new client wins. While the group is focused on geographies they will also be responsible for brand building, maintaining relations with the analysts' community and the customers. The new growth markets group will have three different units focusing on- India, APAC and emerging markets. These three units will own end-to-end responsibility from client wins to maintaining long-term relations. The fourth group- strategic initiative unit will have three important units. First, is the TCS financial solutions unit, which was announced in the first quarter of every financial year. Second, soon to be announced small and medium enterprises business solutions and finally ,a new unit for platform BPO solutions. Finally, the organization infrastructure group will have four units, which will look into issue like process excellence, technology excellence, shared services group and resource management group. Each of these will again have individuals of proven capabilities and expertise
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ROLES OF THE HUMAN RESOURSE MANAGEMENT SYSTEM :-

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 hallows flexibility and empowerment, is the solution. FUNCTIONS OF HUMAN RESOURSE MANAGEMENT SYSTEM Organizational set up and configuration Defining organizational structure and hierarchy Updating organizational structure and hierarchy Defining and maintaining employee classification and hierarchy Set up access and approval levels Recruitment Advertisements in various forms Application processing Written tests and group discussions Updated lists for campus recruitments.

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Employee benefits details maintenance Tracking changes in salary scales and allowances Producing appropriate reports. Verifying, registering and updating professional memberships. Allowances and claims processing. Issuing loans and advances Attendance management Tracking attendance registers. Tracking late arrivals. Tracking overtime. Maintaining shift rosters. Capturing interface data. Generating interface reports.

Training details maintenance Tracking budgetary allocations. Tracking internal training programmes. Maintaining details of training institutions. Maintaining training requests and requirement details. Maintaining post-training details. Maintaining post-training work reallocations Allocations, transfers and deputation management Allocations, transfers and deputation management. Maintaining deputation details. Generating transfer details. Performance-appraisal management Maintaining details of timely performance-appraisal reports Maintaining details of ratings from appraisal officers. Generating details of reminders for performance-appraisal reports.

Promotion-details management Generating lists of eligible candidates. Grading eligible candidates. Maintaining details of promotions. Leave-details management Crediting leave to employee accounts. Maintaining details of leave availed and required approvals. Maintaining details of leave encashment. Validating details of residual leave

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CHALLENGES OF HUMAN RESOURSE MANAGEMENT SYSTEM 1. 2. 3. 4. 5. 6. 7. Globalization Employee expectation are changing in todays world Balancing work life of employees Open and transparent communication Maintaining a Calm atmosphere Evaluate employee performance Advice the managers

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JOB ANALYSIS AND JOB DESIGN

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JOB DESCRIPTION AND JOB SPECIFICATION :-

JOB ROTATION :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. TCS believes Performance drops if motivation drops

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HUMAN RESOURCE PLANNING (HRP)

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HUMAN RESOURCE PLANNING Human resources planning at TCS identifies current and future human resources needs for it to achieve its goals. Human resources planning at TCS serves as a link between human resources management and the overall strategic plan of the organization. TCS aims at ensuring that the human resource requirements are identified and plans are made for satisfying those requirements. The process in TCS attempts to estimate the demand for labour and evaluate the size, nature and sources of supply which will be required to meet the demand. Human resource planning at TCS includes creating an employer brand, retention strategy, absence management strategy, flexibility strategy, talent management strategy, recruitment and selection strategy which keep s them at a par level above all organisations. HOW DOES TCS PRACTICE IT? One of the most best practices of HRP is practiced at TCS because it is achieved within a given time-frame, also the numbers and types of human resources that will be needed to achieve the defined business goals (e.g., number of human resources; the required competencies; when the resources will be needed; etc.) have been achieved at TCS. Competency-based management at TCS supports the integration of human resources planning with business planning by allowing it to assess the current human resource capacity based on their competencies against the capacity needed to achieve the vision, mission and business goals of the organization. Targeted human resource strategies, plans and programs to address gaps (e.g., hiring / staffing; learning; career development; succession management; etc.) are then designed, developed and implemented to close the gaps. These strategies and programs are monitored and evaluated on a regular basis to ensure that they are moving the organization in the desired direction, including closing employee competency gaps, and corrections are made as needed. This Strategic HR Planning and evaluation cycle at TCS is depicted in the diagram below.

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HUMAN RESOURSE PLANNING PROCESS The following implementation stages are practiced at TCS implementing competencies in support of Strategic Human Resources Planning. Stage 1 :

Short - Term HR Planning at TCS

Establish a Competency Architecture and Competency Dictionary that will support Strategic Human Resource Planning. For each group to be profiled, define the roles and career streams to help identify current and future human resources needs. Determine how competencies will be integrated with the existing HR Planning process and systems (e.g., Human Resource Information Management systems; other computerbased tools, for example forecasting models). Stage 2

Build or revamp HR Planning tools, templates and processes to incorporate elements as determined in Stage 1. Train managers and / or facilitate corporate HR Planning process. Continuously monitor and improve processes, tools and systems to support HR Planning

CHALLENGES WITH HUMAN RESOURCE PLANNING The new mantra in todays corporate world is Right person for the right job. With shareholders and management looking closely at efficiency and productivity, it has become extremely important that jobs are mapped with people having skill set and aptitude to justify the role and grow them by investing in them through training. These are the key competencies where TCS has taken a stand. While Tata Consultancy Services is an IT enabled Services Company, solutions and project can be successfully managed and delivered only if it puts the right person for the right job with right skill set. TCS recognizes that a right person will not only deliver the project for them but also help them upsell to a client.

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RECRUITMENT AND SELECTION

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SOURCES OF RECRUITMENT

Internal recruitment Internal promotions Internal introduction:- According to any new project if any new vacancy arises within the organization they inform the employees about the job description. External Recruitment External sources of recruitment have to be solicited from outside the organization. The external sources of recruitment include Walk-in Advertisements Employment agencies Educational institutes E-recruitment :- There is also an internal sourcing team works on scheduling interviews for eligible candidates who have applied in the organizations websites. The candidates are given an electronically generated reference ID which is unique to each for further correspondence till they become a part of the organisation in case they are successful.

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http://210.212.115.113:81/R.%20J.%20Masilamani/Summer%20reports/HR/Organisational_Management/Info rmation%20Technology_ChippyAjit_TCS.pdf

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TCS FAST-TRACKS RECRUITMENT PROCESS

MUMBAI: In a move to fast-track recruitment, IT firm TCS today announced that fresh engineering graduates with a good academic record can directly appear for interviews, skipping the entrance test that other applicants have to take. Engineering students that have consistently scored over 70 per cent throughout their academic career can "leapfrog" directly to the interview stage, it said in a release here. The system is being implemented from the current hiring season in which TCS plans to make offers to a total of 37,000 fresh graduates. It is being introduced as a pilot project and many pass-outs are already taking advantage of it, a TCS spokesperson said. Based on the performance of fresh graduates hired earlier, the company has graded engineering colleges in the country and only students that fall in A, A+ and B category institutions can avail of the scheme, the release said. "The written test is more to check your aptitude and we think the academic consistency takes care of it," the spokesperson said. The company has already made offers to 23,500 graduates from 171 colleges in the current hiring season. Many of them that have a good academic record did not sit for the written test, the spokesperson added.

http://articles.economictimes.indiatimes.com/2011-02-07/news/28431253_1_tcs-plans-tcs-spokespersonengineering-colleges

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SELECTION PROCESS:-

Sourcing team checks profiles in career portals or career websites and interviews are scheduled. Placement vendors inform candidates in their database and direct candidates report directly at the venue. Then after selection process starts as follws:

They conduct online tests in which aptitude knowledge, analytical and psychometric skills of the candidates are checked. Group discussions/ presentations are held to check the communication, leadership, team skills and problem solving skills. If the candidates clears the GD round, the panel conducts the interview in which candidates technical skills, domain knowledge and career orientation is seen. Then the verification process starts in which background of the candidate is checked, reference is verified, passport checked and finally medical test is conducted. If the candidate clears all the tests placement is offered to him.

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TRAINING AND DEVELOPMENT

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For each and every employee skill updation is a key motivator for knowledge-workers, giving them the intellectual satisfaction of being on top of their game. TCS invests more than 6 per cent of its revenues in training. Initially, TCS was providing skill up gradation facilities at centres in Mumbai Chennai Delhi Kolkata. Where Rs 20-crore facility are given to more than 3,500 inductees every year. TCS has a well-planned induction programme for new recruits which includes a two months of intensive training at Thiruvananthapuram. The centre provides its employees with three kinds of training programmes technology, attitudes and management. Committed to quality, TCS has teamed up with centres of excellence to create bodies of knowledge in computer engineering. It has tied up with IIT Chennai to create an MTech programme, which is executed for its professionals by the IIT. Likewise, it has partnered IIT Powai on R&D projects such as micro-electronics and intelligent internet. The attitude programme is designed to improve inter-personal skills and help professionals work in a team. TCS has an integrated competency management system in which the various systems for learning, competency management, skill assessment and individual development are integrated. It also imparts knowledge on emerging technologies and global management practices to all its employees through two initiatives: 1. The Individual Learning Process 2. he Continuing Training Programme. At the start of the year, every employee in consultation with her/his supervisor, works out a learning and development plan for the year, based on their interests and aspirations as well as the needs of the specific project / Business Unit. Thereafter, the employee goes through various training sessions and workshops as outlined in the plan. These could be through e-learning sessions on our in-house Learning Management System, external certifications, classroom sessions conducted by various technical centers of excellence within TCS or Management Development Programs (MDPs). Each associate is assessed biannually on the progress made against this plan. A proactive approach to skill development, it gives every TCS employee 20 days a year to take up any course. Affirming the company's commitment to training, TCS CEO S Ramadorai, says, "Life-long learning in TCS is extremely important and articulated." The company spends Rs 6,000-7,000 per candidate per day.

http://www.tcs.com/about/corp_responsibility/Documents/TCS_Corporate_Sustainability_Report_Low_Resol ution_09.pdf

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PERFORMANCE APPRAISAL

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PERFORMANCE APPRAISAL
TCS's performance appraisal system is supported by an online system called the HumanResource Management System an Oracle Developer 2000 based tool. The system feeds individual details 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 14000employees. 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
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PERFORMANCE APPRAISAL PROCESS

First performance appraisal

Helps employees through placement agencies

Performance improvement plan

Ask for Resignation

Second performance appraisal

www.filestube.com/.../25428287-Performance-Appraisal-in-TCS.htm.

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In this process if an employee gets a grade of 2 o r b e l o w d u r i n g t h e f i r s t a p p r a i s a l c y c l e , t h e c o m p a n y p u t s t h e e m p l o y e e o n a performance improvement plan that includes additional training and assignments on new projects. At the end of the second appraisal if the employees ratings do not improve to agrade better than 2, the employee is asked to resign. TCS arranges for placement agencies to help the employees get placed in other organizations though. The grades are on a scale from 1 to 5 , with 1 being the lowest and 5 being the highest.

PERFORMANCE APPRAISAL METHODS

TCS conducts two appraisals: 1. At the end of the year 2. At the end of a project

BALANCE SCORECARD:Appraisals are based on Balanced Scorecard, which tracks the achievement of employees on the basis of targets at four levels Financial Perspective :- quantifies the employees contribution in terms of revenue growth, cost reduction, improved asset utilization and so on. Customer Perspective :- looks at the differentiating value proposition offered by the employee Internal Perspective:- refers to the employees contribution in creating and sustaining value Learning and Growth :- are self-explanatory and it refers to the development of employee

ALTERNATION METHOD :Appraising is 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

http://www.scribd.com/doc/25428287/Performance-Appraisal-in-TCS

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CAREER MANAGEMENT

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CARRER DEVELOPMENT

. Personal Development Planning for all employees, male and female, forms a central part of TCS annual appraisal and goal-setting process, and is linked to the competency development and learning plans described in the earlier section. Apart from technical competency development, there is also tremendous focus on soft skills development including team building, innovative and creative thinking, cross cultural adaptation etc. TCS keeps employees engaged and motivated by providing opportunities for continuously upgrading competencies by rotation across roles, technologies, customer and industries and geographies. With an explicit linkage to competency and performance, career progression becomes a highly transparent experience and serves as a powerful motivator
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PROMOTION POLICY

TCS used to have two cycles of promotion at the senior level, but stopped the practice when recession set in 2008. Starting from January 2011, we will make the senior promotions twice a year. During the course of the year, several employees go through a change in their roles due to dynamic business environment. Such employees will be eligible for promotions in January and the second round will happen in June. TCS made similar announcement for the junior employees to make promotions on the quarterly basis which had an impact as the attrition rate(14.4 percent) of the company for this segment has come down. In July 2011, TCS gave promotions to over 20,000 employees.The move, that would also include a pay hike, would cover almost 10 per cent of the 1.98-lakh-strong software services company. "In the July cycle, the endeavour is to cover the entire population of TCS. In order to be eligible, among other things, the employee needs to be confirmed and must have completed his/her annual appraisal by March 31. Based on the employee's current role and possible future role, the supervisor will recommend promotions,". Depending on Market Conditions and Annual profit, TCS changes it Promotion Policy accordingly to benefit its employees and keeping the firm growth also in min

http://www.tcs.com/about/corp_responsibility/Documents/TCS_Corporate_Sustainability_Report_Low_Resol ution_09.pdf 7 http://www.thehindubusinessline.com/industry-andeconomy/infotech/article1767004.ece?homepage=true-Promotion policy of TCS

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COMPENSATION & BENEFITS

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COMPENSATION & BENEFITS

Competitive Compensation Model

Every company has to attract and retain talent in a highly competitive labor market. The workforce consists of mainly software engineers who hold engineering graduate and postgraduate degrees and even entry-level wages of engineers in any country tend to be several times higher than the minimum wage in that country. Employees cost over the last three years is given below:

http://www.tcs.com/about/corp_responsibility/Documents/TCS_Corporate_Sustainability_Report_Low_Resol ution_09.pdf

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Compensation

Fixed Compensation

Variable Compensation

FIXED COMPENSATION
Basic salary Employees are eligible for a basic salary of 9700 /- per month. To design your B o u q u e t o f B e n e f i t s , yo u m a y a c c e s s t h e l i n k t o B o B i n t h e " E m p l o ye e S e l f S e r v i c e " l i n k o n "Ultimatix", the internal portal of TCSL. Taxation will be governed by the Income Tax rules. TCSL will be deducting tax at source as per income tax guidelines. House Rent Allowance (HRA) E m p l o y e e s H R A w i l l b e 3 8 8 0 / - p e r m o n t h that at least 5% of monthly basic pay be allocated towards HRA. Conveyance Allowance Employees are eligible for a conveyance allowance of 800 /- per month. Leave Travel Allowance Employees are eligible for annual Leave Travel Allowance which is equivalent to one month's basic salary or pro-rata amount, in case you join during the financial year. This will be disbursed on a monthly basis along with the monthly salary. To avail income tax benefits, you need to apply for a minimum of three days of leave and submit supporting travel documents. City Compensatory Allowance:City compensatory allowance is decided on wether the employee is Married/Unmarried If the employee is married: An employee gets 10 days of paid leave for visiting his own country once a year. During this, the travel expense is reimbursed by TCS whereas the Spouses expenses are burn by the employee himself.

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If the employee is unmarried : An employee is entitled to get a total 20 days of paid holiday for his marriage if marriage is conducted at the home country of the employee. In a normal year, overseas salary in USA goes up generally by between 3% to 5% where as it is 10-15% at the parent country.

Sundry Medical Reimbursement:Employees are eligible for reimbursement of sundry medical expenses incurred by him or by his family. Employees are eligible for6000 /- per annum, or a proata amount in case you join during the financial year This will be disbursed on a monthly basis along with the monthly salary .To avail tax benefit you may submit medical bills for the same at the end of each calendar quarter. At the end of the financial year, the unavailed amount will be taxable. Food Coupons Employees are eligible for food coupons of 500 /- per month. Personal Allowance Employees are eligible for a monthly personal allowance of 2,880 /- per month. This Compensation is subject to review and may change as per TCSL's compensation policy

VARIABLE COMPENSATION
Variable Pay/Allowance Upon Successful completion of the Initial Training Programme as set out herein below, you will receive a Variable Pay/Allowance of `5,500 /- per month, of which `4,950 /-will be paid to you on a monthly basis. The remaining amount would be paid at the closure of each quarter based on the actual Company performance during the quarter. The Variable Pay/Allowance is subject to review and may undergo a change based on the actual performance of the Company and unit and your own ongoing individual performance. This allowance is payable based on the Company's productivity/performance, and as such shall be treated as productivity bonus in lieu of statutory profit bonus.

OTHER BENEFITS
Health Insurance Scheme TCSL extends the Basic Health Insurance cover to you under the company's health insurance policy. Employees have an option to cover your family and dependants ,as per applicable premium charges.

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The features of the Policy are: Hospitalization Coverage Domiciliary/Dental Expenses Coverage for Dependant Parents

Upto `45,000/- per beneficiary Upto `5,000/- per annum, per beneficiary On payment of full premium, dependant parents arecovered under the Health Insurance Scheme as perapplicable premium.

Loans Employees are eligible for loans, as per TCSL's loan policy. Tata Sons and Consultancy Services Employees' Welfare Trust (TWT) You will become a member of the TWT, on completion of continuous association of one year from the date of joining TCSL. A nominal annual membership fee of `250/- will be recovered from you for the same. The Trust provides financial assistance by way of grants/loans in accordance with the Rules framed by the Trust from time to time for medical and educational purposes and in case of death of members while in service Professional Memberships Employees are eligible for reimbursement of expenses towards professional membership as perTCSL's policy. RETIRALS Provident Fund Employees are a member of the Provident Fund as per the provisions of "The Employees ProvidentFund and Miscellaneous Provisions Act, 1952", and TCSL will contribute 12% of your basic salaryevery month as per the provisions of the said Act Gratuity Employees are entitled to gratuity as per the provisions of the Gratuity Act, 1972. Some other benefits are : Family events (picnic, treks, cultural events), On premise bank extension counters/atms, Helpdesk facilities, Flexible working hours, Assistance in school admissions, Holiday homes, Magazine subscriptions, Overseas travel reimbursement for paper presentations and maternity leave for adoption.

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SKILL- BASED ALLOWANCE :- There is also a skill based allowance for employees possessing niche skills, designed to motivate employees to acquire marketable skills thereby benefiting themselves as well as the company.

WHY TCS DOES NOT PAY ESOP?

TCS have deliberated and decided that this is not the time for Esops, given the market environment. The current market, in which stocks across the board have suffered value erosion, causes uncertainty about Esops. As a result, the efficacy of Esops as a tool for retaining loyalty is doubtful at the moment. People should be able to make money out of Esops if its to serve as an effective retention tool. However, that does not mean that we will not consider giving Esops in the future
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SALARY STRUCTURE

Typically, a TCS employee gets 70 per cent of salary as fixed Compensation and the rest as variable & increases towards top management. The latter, in turn, is split into one part linked to individual performance and the other to company performance. 11 The company related variable is paid in advance each quarter.

Fresher (B.E/B.TECH/B Sc/BBA) 325000- 340000 (M.E/M.Tech/Msc/M CA) Rs 30000/year more than the mentioned salary

2 year Assistant System Engineer 380000400000/year

3 year Assistant System Engineer 420000- Rs 460000/year

4 year 5 year IT Analyst Assistant Consultant in TCS

7-8 years Assistant Consultant

Rs 530000- Rs 1000000 Rs 580000 570000per year /year Rs 640000 /year

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http://www.mydigitalfc.com/companies/tcs-may-press-esops-option-retain-talent-852 www.salaryandreviews.com/TCS-reviews-1.htm

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https://sites.google.com/site/tcs2011freshers/complete-information-on-salary-allowencesdeductions-tata-consultancy-services-tcs

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GRIEVANCE HANDLING

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GRIEVANCE REDRESSAL SYSTEM

Employee grievances are logged through a centralized grievance redress system. Branch Grievance Coordinators and the Corporate Grievance Process Lead perform weekly and monthly reviews to ensure quality grievance resolution by the Human Resources team within the specified timeframe. Ethics Counselors at regional and corporate levels also play a key role in handling sensitive grievances. Tcs had created an open environment fr conflict resolution. Internally any employee was free to walk right up to the top management with their ideas. For external customers and clients, it was a free exchange of ideas, weighing the options and finally finding solutions to problems without any major confrontation and hospitality.

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http://www.tcs.com/about/corp_responsibility/Documents/TCS_Corporate_Sustainability_Report_Low_Resol ution_09.pdf

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WORKERS PARTICIPATION IN MANAGEMENT

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WORKERS PARTICIPATION

Just Ask - Social Q&A Platform TCS has created a Just Ask, a social Q&A platform that aims to tap into the tacit knowledge of the individuals and use the collective wisdom of the employees to find answers to any posted query or issue. Just Ask allows employees to post questions, answer co-workers questions, and vote up or down on others answers. The platform also has an intrinsic reputation engine to encourage user-participation and rewards users for their participation and for providing insightful answers.
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EMPLOYEE ENGAGEMENT

TCS sponsors picnics and social gatherings at every location so employees and their families get together under informal settings. Another forum for employees and their families to participate in and develop sense of camaraderie is Maitree, which harnesses their energy and enthusiasm to undertake activities for the betterment of the local communities and the environment. TCS actively supports athletic and sporting activities at the national, regional and local level and encourages employees to participate. On TCS campuses, the focus on wellness translates into a myriad of activities, from yoga to aerobics; from tennis and badminton coaching to cricket and football tournaments. Our sponsorship of the Mumbai Marathon and other long-distance events across the world has sparked widespread interest in fitness and running.

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http://www.tcs.com/resources/brochures/Pages/Just-Ask-Social-Platform.aspx

http://www.tcs.com/about/corp_responsibility/Documents/TCS_Corporate_Sustainability_Report_Low_Resol ution_09.pdf

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SOURCES OF INFORMATION

http://www.tcs.com http://www.tcs.com/about/corp_responsibility/Documents/TCS_Corporate_Sustainabi lity_Report_Low_Resolution_09.pdf http://www.winentrance.com/news/tcs-launches-new-training-programme.html

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