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TATA Consultancy Services

Presented By: Mandar Borkar IM-2K7-48

Introduction
Tata Consultancy Services Limited (TCS) is Software services consulting company headquartered in Mumbai, India. It began as the "Tata Computer Centre", for the company Tata Group whose main business was to provide computer services to other group companies. In 1981, TCS set up India's first software research and development centre, the Tata Research Development and Design Center (TRDDC).

Tata Consultancy Services At a glance


Revenues of $5.7bn Employs 120,000 staff in almost 50 countries Founded 40 years ago Customers include seven of the Global Fortune top 10 companies Has partnered with over 750 of the worlds leading companies

Branches In INDIA
Ahmedabad Mumbai

Baroda
Bangalore Bhubaneswar Kochi Kolkata

Noida,
Pune Thiruvananthapuram Patna Haldia

Lucknow

Branches Abroad
Region No. of Offices No. of Employees

North America South America

29 12

14000 5000

UK
China Australia APAC ex India

17
3 4 24

4500
1300 1000 4000

Organizational Culture
At TCS, one can see an energetic and open workplace environment, and a collaborative culture that's based on teamwork. Pulling together is a central tenet of its work ethic. Energetic and full of enthusiasm, TCSers enjoy their day (and night) at work. Life at TCS is a stimulating and exciting experience. Not only its offices have the best infrastructure and technology, its associates have a knack of working hard and partying harder..

TCS employees take pride in adhering to the Tata 'code of conduct', which is in place across the entire Tata Group. The code is a means of upholding and strengthening the trust reposed on us by its various stakeholders, be it customers or the wider society.

Diversity at work: TCS is an equal-opportunity employer and TCSers come from many nationalities and speak many languages. And, since it believes in celebrating everything under the sun, TCSers are found singing carols at Christmas and doing the dandiya dance at Navrathri with equal enthusiasm.

Open door Policy: The senior colleagues at TCS follow an open-door policy in which any associate can approach the CEO and senior management with work-related problems. Communication is a big word at TCS and employees regularly takes part in webcasts and chat session through which important corporate issues or decisions on real-time basis are shared with associates worldwide.

TCS has institutionalized open-house sessions and engagement programs in which associates at all levels meet and discuss various work issues. In addition, TCSers can also take part in one-on-one sessions where they can interact privately with senior management.

Recruitment and Selection


TCS staffing model is unique in its way; it is a mixture of both Ethnocentric and polycentric model. TCS has divided whole of its operation in 5 geographies like India, North America, Latin America, Europe, APAC, Africa-middle east. Other than Latin America operation, all operations are headed by its Home country nationals. However, Latin America operation is headed by a third country national.

TCS intends to manage a ratio of (80:20) among local employees and expatriate in its overseas location. Besides, in emerging economies like china and Japan, Argentina etc. It is focusing on recruiting local people as to head the operation where it is facing stiff challenges in terms of customer acquisition due to huge cultural barrier and lack of local knowledge.

Training And Development (Cross Cultural)


Training in foreign languages, exposure and familiarity with various cultures and soft-skills (telephone etiquette, personal grooming, way of dressing for different countries and so on) are also given immense importance.
Associates travelling overseas undergo the basic culture training to help them adjust to the new culture.TCS also addresses training requirements specific to processes followed by clients.

This is done in the following ways:


Knowledge acquisition plans are prepared for every new recruit joining the project team A core team is created that is given the responsibility of providing relationship-level induction to new joiners. Relationship-level induction training includes domain-specific training, training on the client processes, security and crosscultural training sessions

Compensation and Reward Management


TCS' compensation management system was based on the EVA model. With the implementation of Economic Value Added (EVA)-based compensation, the salary of employees comprised of two parts fixed and variable. The variable part of the salary was arrived after considering business unit EVA, corporate EVA, and also individual performance EVA. EVA is calculated as net operating profit after taxes minus a charge of the opportunity cost of the capital invested.

The variable component in the salary structure of an individual also depends on the rating that he receives on a scale of 1-5 (D-A).

Besides, if the employee is unmarried, then he 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.

Else, annually 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.
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.

Welfare benefits for full-time employees include


subsidized Housing and other loans, medical facilities,

retirement benefits, transportation, canteen facilities, overseas


allowances, 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.

Salary Structure Typically, a TCS employee gets 70 per cent of salary as fixed component 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. The company related variable is paid in advance each quarter.

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