Talent management practices of TCS-
Recruitment and selection process
Learning and Development
Performance Management
Compensation and Benefits
Employee Retention
Succession Planning
2. Recruitment
and Selection
process
TCS follows a very tough process of recruitment people in their company. TCS
changed its hiring strategy and started focusing on just -in-time hiring or real-
time talent management. To build a quality talent pool.
They strongly believe that the quality of resources working in the company
therefore they are very careful in selection of people. They evaluate people
based on their attitude and technical expertise process.
The main sources of recruitment are:
1. Internal promotion and internal introductions
2.Careers officers
3.University
4.Agencies for the unemployed
5.Advertising
3. Learning and
Development
The Company continued to invest in its associates' skills and
capabilities in order to improve its human capital.
Investing in interactive classrooms, video-based training, and
social media-enabled social learning has revolutionized the
learning eco-system.
Through an extensive initial learning programme, new recruits
from colleges are prepared to be IT professionals.
TCS has made 'Anytime-Anywhere' learning a reality. It has
ushered in a new era of learning and development known as
next-gen learning and development (L&D).
At the time of assessments, high performers are identified and
their development is tracked. Then, to ensure that a high-
performing worker does not simply move in a tight hierarchical
structure, these high-performing employees are continually
shifted across projects, practices, and locations.
4. Performance
management
TCS conducts two appraisals:
1.At the end of the year
2.At the end of a project
Appraisals are based on Balanced score carḍ , which tracks the
achievement of employees on the basis of targets at four levels.
1.Financial – It quantifies the employee’s contribution in terms of
revenue growth , cost reduction, improved asset utilization and
so on
2.Customer – It looks at the differentiating value proposition
offered by the employee
3.Internal – It refers to the employee’s contribution in creating an
sustaining value.
4.Learning and growth – Development of employee
5. Compensation
and benefits
Employee
Retention
The primary concept behind the determination of compensation policy is the
Economic Value Added (EVA) Model. Fixed and variable pay components were
determined.
The variable part was arrived after considering Business unit EVA , Individual
performance EVA , Corporate EVA.
Recognition of employee contribution was a major tool. Enjoying the work ,
Job rotation, Expression of appreciation, Bigger desk, note of thanks and
challenging work assignments were the important ones.
Individual and group incentives were created to increase team-work, reduce
supervision , shorter training time etc.
TCS continued to maintain the lowest attrition rate in the industry at 10.6 per
cent. MUMBAI: The country's largest software exporter Tata Consultancy
Services (TCS) on Monday said it has maintained its position as the "employer
of choice" with the best retention rate in the industry.
6. Succession
Planning
TCS has a methodical approach to succession planning. TCS
leadership development programmes are organised by 'practises'
(sector verticals or services) and 'geographies' (for marketing).
At each 'practice' and 'geography,' top management is involved in
the selection of leadership teams.
The organization also maintains a 'Think Tank,' which is made up of
people from senior management and one level below. These
individuals are carefully chosen for their strategic perspective, as
well as their technological and domain expertise.
This 'Think Tank' is extremely important in succession planning.
This is, in fact, a different method for developing and nurturing
leaders.
