Professional Documents
Culture Documents
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).
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
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.
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.
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.
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.