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Working culture and selection process in TCS

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  1. 1. Presented by: Ramu Pokhrel Siddhant Mazumdar
  2. 2. CONTENTS • Something about TCS • An introduction to case • Inside view of TCS • Selection procedure • Swot analysis • TCS vs. a typical IT firm • Conclusion
  3. 3. VISION Delivering Beyond Customer Expectations
  4. 4. To help customers achieve their business objectives by providing innovative, best-in-class consulting, IT solutions and services. To make it a joy for all stakeholders to work with us. • Leading change • Integrity • Respect for the individual • Excellence • Learning and sharing.
  5. 5. Company Name: Tata Consultancy Service Founded: 1968 Founders: J R D Tata Headquarters: Mumbai,Maharastra ,India CEO: N . Chandrasekaran Industry : IT Service , IT Consulting Number of employee: 335,620 ( October 2015), of which 31% were women. Number of Offices : 140 offices in 26 country Office abroad : North America ,South America , Europe , Middle east and Africa
  6. 6. Ranks and awards Forbes • TCS is ranked 64th overall in the World's Most Innovative Companies ranking, in 2015 Fortune India • As of December 2015, it is ranked 10th on the Fortune India 500 list. Brand Strength Index (BSI) • Rated AA+ with 78.3, the highest within the IT Services industry BSE: 532540, NSE: TCS • Tata Consultancy Services (TCS), a leading global IT services, consulting and business solutions organization, • Retains #4 position in terms of brand value, fastest growing brand with 286% growth over 6 years • Recognized for brand and marketing excellence with over 30 awards in 2015
  7. 7. World’s fourth largest employee base amongst IT services providers
  8. 8. MOST REPUTED COMPANY IN THE WORLD The 2009, annual survey by the Reputation Institute ranked Tata Group as the 11th most reputable company in the world
  9. 9. • IT and Communications, • Engineering, • Materials, • Services, • Energy , • Consumer Products, • Chemicals 7 BUSINESS SECTORS
  10. 10. • This case is about the work culture of the TCS and gives us a brief insight about the company’s way of keeping its employee happy by providing various benefits. • TCS has an energetic and open workplace environment and a collaborative culture that is based on teamwork. • TCS is an equal opportunity employer and its employee come from many nationalities and speak many languages. • They believe in celebrating everything under the sun, they sing carols at Christmas and do dandiya dance at navrathri with equal enthusiasm. • They believe in celebrating everything under the sun, they sing carols at Christmas and do dandiya dance at navrathri with equal enthusiasm.
  11. 11. • They believe in celebrating everything under the sun, they sing carols at Christmas and do dandiya dance at navrathri with equal enthusiasm. • The senior colleagues follow an open door policy in which any associate can approach the CEO and senior management with work related problem . • Communication is a big word at TCS and employee regularly take part in webcast and chat sessions, through which important corporate issues or decisions are shared on real time basis with associates worldwide. • Tcs employee can also take part in one on one session where they can interact privately with the senior management.
  12. 12. • Maitree, a fraternity comprising spouses of TCSemployee was formed with the objective of bringing the large and geographically widespread TCS community under a common umbrella
  13. 13. Challenge of being with tcs • In terms of quality TCS have been placed at the top of the scale by various evaluating agencies • TCS has a organisational wide ISO 9001 certification • TCS was the first organisation in the world to be accessed at PCMM Level 4 • TCS has adopted a six sigma practices at two of its centre. • TCS develop the world first software factory in Pune in 1997 (TRDDC)
  14. 14. • Tcs invest about 4% of its annual revenues in training , a shining example of which can been seen at the state of art training centre in Thiruvananthapuram • The induction training Program (ITP)which is foe all its recruiters from engineering colleges is specially designed 77 days training courses at the Thiruvananthapuram facility
  15. 15. • The ITP ( Induction training Program )is conducted with the objective of transforming engineering from diverse disciplines into software professionals • TCS has 20 other centres in India fully equipped to conduct any type of training program
  16. 16. Benefits offer by TCS Loans : • It provide its employee with a loan for housing ,personal computers automobiles etc. .. Cultural : • Holidays homes across the country • Picnics /get together • Recreation facilities Medical : • Medical insurance for employee and family (50% for dependant parents ) Overseas: • Airfare for spouse and two children • Special language training for non-English speaking country assignment (Japanese / German) • Assistance in accommodation and schooling
  17. 17. OTHER BENEFITS Bank extension counter at office Retirement benefits (pf, gratuity ) Membership in Tata son welfare trust, Consultancy Employee etc. GROWTH AT TCS Tcs adopt the highly effective economic value added (EVA ) model
  18. 18. Recognition : • Recognition of star performer /high flier • Best project award to promote a sprit of internal competition • Best PIP award to encourage innovation and continuous improvement • Performance based annual increment to recognize high performer • Early confirmation for a new employee to reward high performing new employee
  19. 19. Selection process TCS carefully select its consultant from top university and from various professional backgrounds Sources of recruitment are: • Internal promotion and internal introductions (at times desirable for morale purposes) • Careers officers (and careers masters at schools) • University (Campus) appointment boards • Agencies for the unemployed • Advertising (often via agents for specialist posts) or the use of other local media (e.g. commercial radio)
  20. 20. EMPLOYEE SELECTION  HOW DOES TCS SELECT ITS CONSULTANTS ? oThey select the candidates carefully from various Universities and other professional backgrounds. The selection test has various stages from Aptitude tests, auditions, interview process, and recommendation from the Institute concerned. What is the need for Service Agreement ? oOn joining, one has to sign “service and confidentiality agreements for a bond of two years following their initial year of training. One of the reason is because TCS invests a huge capital and resources to train their employees. Thus the Agreement is signed to provide protection to the intellectual property rights of TCS and its clients.
  22. 22. • Recruitment And Selection Process of Tata Consultancy Services CEOs Managers Leaders Programmers Top Management Level Middle Management Level Frontline Level Work Force Level
  23. 23. Work force level is the initial level of any company, hear the selected person do the job which is assigned by their head. In the TCS the initial job is mainly concern with software development, but it could be hardware or networking related also. Candidate should have knowledge of computer languages, hardware or networking for which post he/she is applying. 1. WORKFORCE LEVEL
  24. 24. Application: It can be either online or respond to one of company’s Ads -- They screen candidate’s resume and call them for an interview Selection process is through 1. Written (Aptitude test) 2. Interview (Technical & non-technical) 3. Group Problem Solving Recruitment process for work force level
  25. 25. • Frontline level is the upper level of work force level. A person could be the head of one team of workforce level. Here it concern with strong technical as well as communication skill. • It is two way communication process where he/she communicate with work force people as well as their technical department. • This is internal and external process ,here employee is getting select from inside the company or from outside the company. • The inside selection process is bit different from outside selection process. FRONTLINE LEVEL
  26. 26. Selection process for frontline level from Outside 1. Written 2. Interview (technical & non-technical) 3. Case study analysis, aptitude test 4. Group Discussion Inside 1. According to their performance 2. Interview 3. Leadership quality FRONTLINESELECTION:
  27. 27. • The Executive Selection Scheme is a fast track programed for accelerated growth of high potential professionals. It take care of all project taken by the company. • This is also two way communication process. Here the manager communicate with his high level person, lower level employees and more with clients. Middle Management level (Executive selection scheme)
  28. 28. . Middle Management level This is also based on internally and externally. Internal process 1. Interview 2. Presentation 3. Case Study Analysis 4. Leadership Quality & 5. According to their performance
  29. 29. External Process 1. Written Aptitude test 2. Interview (technical & non-technical) 3. Case study analysis 4. Presentation 5. Leadership quality 6. Negotiation
  30. 30. • It is the top most and prestigious post for the Tata Consultancy Service like CEO, MD. • Here top most person is mainly concern for managing the whole company, they also make strategies related to decision making for to phosphorus in near future . • TCS doesn’t recruit the top level managers externally. They select the right candidate(s) for the posts internally who have served the company for a long time. Top Management Level
  31. 31. Post Selection • On joining TCS entrants are required to sign a service and confidential agreement of two years. • The entrants are required to sign overseas agreement as well. The experience and skills acquired by consultant abroad are fruitfully used in enriching the knowledge of their counterpart in India.
  32. 32. Job location: The location of job is determined by the following considerations : 1. Location of the client and the skills required by the client organisation . 2. Redeployment of resources across branches to meet workload and skill requirement 3. Location rotation of people to widen their horizons and professional outlook ,to provide opportunity to work as a module , project leader .
  33. 33. STRENGTH High command on local and domestic market(India) Strong brand backing (TATA) Strong Ethics Brand Image is quite strong in markets it serves Employee strength of over 300000
  34. 34. Weaknesses Not very strong in product segment Emerging markets Product market e.g. domain targeted offerings Repeat Business from existing clients
  35. 35. THREATS Attrition and Employee loyalty Economic uncertainty and currency fluctuations Bigger MNC's entering India and competing for global clients Focussing on organic growth Emerging small IT companies
  36. 36. Exploding domestic market Innovation of latest technology IT sector booming Increase in number of SEZ In the consultancy area. In the emerging technology areas like cloud computing OPPORTUNITIES….
  37. 37. Questions from the case 1. What is the need for Service Agreement ? o On joining, one has to sign “service and confidentiality agreements for a bond of two years following their initial year of training. One of the reason is because TCS invests a huge capital and resources to train their employees. Thus the Agreement is signed to provide protection to the intellectual property rights of TCS and its clients. 2. Is there a practice of job rotation within projects? o Yes. This is done in order to get the employees exposed to different industry, services and software platforms. So there is systematic job rotation.
  38. 38. TCS VS OTHER FIRM • Brand and Ethics : Any TATA group company is known for its values and the brand it has built over the years. • Job security : . Any decent performer need not worry in this case. If you do not perform, he will not grow, not just in TCS but in any company. • Pool of opportunities: . TCS is big enough to show you a place to grow. Even many consider, on-site opportunities are more in TCS than in other competitor companies. • Activities beyond work: Employee get a chance to volunteer or participate in CSR events • People : Team around you have very big influence. They have one good team. So things go smooth. In cases, when team don't do well, yes it impacts.
  39. 39. Man behind the curtain
  40. 40. Mumbai Chennai Kolkata Trivandram Hyderabad
  41. 41. Conclusion • Operate on the Think-Build-Operate methodology to offer • End-to-end solutions • Strategic planning • Effective communication is the ke to constructive development, team work and efficient problem solving . • Deserving employee are granted sabbaticals. • Diversity at work • Innovation, an hunger
  42. 42. BIBLIOGRAPHY interview-pattern/