This report is my term group project. It talks about the hr policies in TCS, then mainly on compensation structure. It covers the reward and award system. TCS follows Performance Appraisal of Balance Scorecard and Compensation structure based on EVA model. Award Process also covered over here.
Discover how we are accelerating learning as well as enabling our Accenture professionals to build career equity, to shine and bring passion to the fast-paced, innovative Workday platform
This report is my term group project. It talks about the hr policies in TCS, then mainly on compensation structure. It covers the reward and award system. TCS follows Performance Appraisal of Balance Scorecard and Compensation structure based on EVA model. Award Process also covered over here.
Discover how we are accelerating learning as well as enabling our Accenture professionals to build career equity, to shine and bring passion to the fast-paced, innovative Workday platform
Talent management practices of TCS-
Recruitment and selection process
Learning and Development
Performance Management
Compensation and Benefits
Employee Retention
Succession Planning
Talent management practices of TCS-
Recruitment and selection process
Learning and Development
Performance Management
Compensation and Benefits
Employee Retention
Succession Planning
This white paper examines the knowledge, skills and abilities business leaders must have to ensure the continued success of their organizations in today’s competitive global marketplace. It will introduce HR and talent management professionals to a four-step process taught at UNC Kenan-Flagler Business School to improve leadership skills and to create a leadership culture within organizations.
How do you determine who the top performers are in your organization—and what kind of value proposition are you offering to make sure they will stay?
These seem like simple questions but most business leaders struggle to answer them. And knowing the answers is critical given the scarcity of skilled talent in the marketplace today.
In short, being able to identify those people who are really creating value in your business—and developing a pay strategy that keeps them producing—has never been more important. It doesn’t go too far to say that the future of your business depends on it.
Addressing these issues is the focus of this presentation.
Reinventing your leadership team involves assessing and updating the composition, structure, and practices of your organization's top leaders to drive growth, innovation, and success. This can involve a variety of changes, such as reorganizing departments, adding new leaders with diverse skill sets, or updating the company's leadership philosophy. Here are some steps to help you reinvent your leadership team:
Assess Current Performance: Take an objective look at your current leadership team and identify areas for improvement. Consider factors such as communication, collaboration, and decision-making processes.
Define Your Goals: Clearly define what you want to achieve through the reinvention process. Consider your company's mission, goals, and values, and align your leadership team accordingly.
Evaluate Skillsets: Evaluate the skillsets of your current leaders and identify any gaps that need to be filled. Consider bringing in new leaders with diverse backgrounds and perspectives to help drive innovation and growth.
Foster Collaboration: Encourage collaboration and teamwork among your leadership team. Foster open communication, encourage idea sharing, and provide opportunities for cross-functional problem-solving.
Foster a Culture of Learning: Encourage continuous learning and development for your leadership team. Provide opportunities for professional development, coaching, and mentorship to help leaders stay up-to-date with industry trends and best practices.
By taking these steps, you can successfully reinvent your leadership team and drive long-term success for your organization.
The Global Head of Human Resources at Bilcare Research, Anu Mhaisalkar, answers some key questions regarding the role of an HR leader operating in an international business in the current economic crisis.
There’s no doubt that organizations are increasingly reliant on external expertise. And that raises big questions for human resources: How clear is our strategy and philosophy of contingent staffing? How involved is HR in managing external expertise on behalf of their organizations, and how involved should it be? How well does our workforce planning incorporate external experts into a total workforce plan? How well do our systems and policies support our ability to attract the best external talent, and their productivity?
In this spotlight webinar, Norm Smallwood and Jon Younger, authors of “Agile Talent: How to Source and Manage Outside Experts” will deliver insight on how talent leaders can successfully manage, mobilize and maximize the contributions of agile talent.
During this Spotlight webinar, attendees will explore:
-The challenge of agile talent.
-What strategic agile talent management looks like.
-How leaders need to change how they think and act to make the most from this agile workforce.
-The role of HR now, and the implications of an HR strategic approach to agile talent.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
VAT Registration Outlined In UAE: Benefits and Requirementsuae taxgpt
Vat Registration is a legal obligation for businesses meeting the threshold requirement, helping companies avoid fines and ramifications. Contact now!
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Falcon stands out as a top-tier P2P Invoice Discounting platform in India, bridging esteemed blue-chip companies and eager investors. Our goal is to transform the investment landscape in India by establishing a comprehensive destination for borrowers and investors with diverse profiles and needs, all while minimizing risk. What sets Falcon apart is the elimination of intermediaries such as commercial banks and depository institutions, allowing investors to enjoy higher yields.
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
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Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
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What are the main advantages of using HR recruiter services.pdfHumanResourceDimensi1
HR recruiter services offer top talents to companies according to their specific needs. They handle all recruitment tasks from job posting to onboarding and help companies concentrate on their business growth. With their expertise and years of experience, they streamline the hiring process and save time and resources for the company.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Building a game changing talent strategy zia ul mustafa
1. BUILDING A GAME-CHANGING
TALENT STRATEGY
B Y D O U G L A S A . R E A D Y , L I N D A A . H I L L , A N D
R O B E R T J . T H O M A S
H B R J A N - F E B 2 0 1 4
M Z I A U L M U S T A F A
C O R P O R A T E S T R A T E G Y
2. GAME CHANGING COMPANIES
BlackRock, the world’s largest asset management firm
Envision Energy: Purpose and Professional Development
Tata Group: Talent Capture in Acquired Companies
significant commonalities:
Although these companies vary widely in scope, scale, and maturity, they
demonstrate the essential attributes of a game-changing organization: They
are purpose-driven, performance-oriented, and principles-led. And in the process
of conducting interviews at these companies, we discovered a thread that weaves
them even more tightly together: All three have superior talent strategies.
3. BLACKROCK, THE WORLD’S LARGEST ASSET
MANAGEMENT FIRM
Founded 25 years ago by eight partners, BlackRock, the world’s largest asset
management firm, rewrote the playbook in financial services.
While many of its peers were stumbling and retrenching in the aftermath of the
2008 recession, BlackRock was charting a course for growth. Its revenue, profits,
and stock price all performed consistently during that tumultuous period.
BlackRock is driven by an explicit and concrete mission: “To create a better financial
future for our clients.” It excels at commercializing innovation. Its technology
platform, Aladdin (Asset Liability and Debt & Derivative Investment Network), boasts
the world’s most sophisticated risk-analytics capabilities combined with superior
functionality in portfolio administration, trading, and data control and operations.
BlackRock is maniacally focused on delivering high performance, and its leaders say
they are proud that the firm’s 11,000-plus professionals abide by its four guiding
principles: to be fiduciaries to its clients, to be passionate about performance, to be
innovators, and to be “one BlackRock.”
4. ENVISION ENERGY: PURPOSE AND
PROFESSIONAL DEVELOPMENT
When Lei Zhang founded Envision, in 2007, his goal was to revolutionize the
energy industry—to create a company that would “help solve the challenges of a
sustainable future for mankind.” Unlike most other Chinese companies, Envision
would compete on technology rather than on cost of labor.
Lei and Jerry Luo, Envision’s vice president for HR, were convinced that many
successful executives were searching for a greater sense of meaning in their
work—a big and exciting idea to lead the industry forward—and that’s what they
offered.
Talent development was central to Envision’s strategy. Lei and Luo devised an
approach based on three integrated pillars: the Talent and Development
Challenge System, which enables employees to solve increasingly difficult
technical challenges, acquire additional responsibility, and create internal and
external value; 36 behavioral indicators of developmental “accelerators”—namely,
“wisdom, will, and love”; and a 360-degree feedback system.
Lei and Luo were determined to create opportunity for everyone. “Envision is here
to help people achieve their ambitions and to help improve the world,” Luo says.
So far, their efforts are paying off: Envision’s revenue has doubled every year
since its founding.
5. TATA GROUP: TALENT CAPTURE IN ACQUIRED
COMPANIES
Tata is India’s largest enterprise group, with businesses in seven sectors,
operations in some 80 countries, more than 450,000 employees, and revenue in
excess of $100 billion. In recent years it has grown through a series of strategic
acquisitions and joint ventures. Global growth and diversity have brought a
complex mix of talent management challenges.
Tata’s HR and talent organization has become skilled at determining the value
(real and potential) of the people in the companies it acquires and at risk
management and talent capture.
Risk management involves assessing the culture of the acquired company. HR
works alongside finance and strategy to ascertain “where the target company has
come from” and how it has dealt with challenges in the past
6. THE MECHANICS BEHIND THE MAGIC
From our decades of experience as both researchers and advisers, it’s clear what
sets those talent strategies apart: They are relentlessly focused on supporting,
and in some cases driving, the companies’ business strategies.
Commitment from the top executive team is central to building and maintaining
this business-first mind-set. Game-changing leaders not only excel at articulating
the vital importance of talent management but also are heavily engaged in their
companies’ actual practices..
Committed line leaders and gifted HR managers together create an
organizational climate of spirit and energy—a magnet for the very best
professionals. Their talent policies are built to last but are constantly under
review, to ensure that they can respond to changing conditions on the ground and
to cultural differences across the globe.
The path to a truly game-changing talent strategy is rife with complexity and
ambiguity. Too many organizations end up making zero-sum decisions when faced
with such challenges.
7. STRATEGIC AND OPERATIONAL
Superior strategic insight is critical for creating that all-important distance
between a company and its competition.
Putting the right talent in the right roles at the right time is one of the
differentiators that keep BlackRock out in front
Talent planning and recruitment.
Ensuring a high-performance culture. .
Prioritizing leadership behaviors that matter.
Developing employees. .
Talent reviews and succession planning.
Networking and collaboration tools.
8. COLLECTIVE AND INDIVIDUAL
Our recent research makes clear the importance of creating companies that are
guided by a collective sense of purpose.
Game-changers are clear about the purpose for which they exist
Every game-changing company we know is backed by a powerful sense of
collective pride and a respect for individuals’ need to grow. “
Collectivism, collaboration, trust, and respect are the foundation of BlackRock’s
belief system. “
Leaders work to build the collective spirit.
9. DO YOU HAVE A GAME-CHANGING TALENT
STRATEGY?
• My company places “purpose” at the heart of its business model.
• My company has a high-performance culture.
• Leaders in my company follow well-understood guiding principles.
• Our people policies help drive our business strategy.
• Our talent management practices are highly effective.
• Our leaders are completely committed to excellence in talent management.
• Our leaders are deeply engaged in and accountable for spotting, tracking, coaching, and developing the next
generation of leaders.
• Our talent practices are strategically oriented, but they also put a premium on operational efficiency.
• Our talent practices engender a strong sense of collective purpose and pride yet work very well for my career
as an individual.
• Our talent practices strike the right balance between global scale and local responsiveness.
• My company has a long-standing commitment to people development, but we are very open to changing our
policies when circumstances dictate.