HR practices in TCS

1. HR Practices/Policies
BY – AKASH YADAV, ANURAG SINGH, ASHIMA MATHUR, RAJANIKANTA NAYAK, SHRUTI AGGARWAL, SUMIT

2. Introduction to TCS
Founded
• TCS founded in 1968 by a division of TATA sons
limited. Headquartered in Mumbai.
• In 1981, established First and largest Software and
research Development in Centre.
Services
• Provider of Information Technology(IT), BPO,
Infrastructure and engineering services
• Part of India’s most respected business
conglomerates the Tata Group.
Vision
Mission
1) To decouple business growth and
ecological footprint from its operations to
address the environment bottom-line.
2) To grow sustainably and help our
customers achieve sustainable growth
through our green solutions and service
offerings"
1) To help customers achieve their business
objectives by providing innovative, best-in-
class consulting, IT solutions and services.
1) To make it a joy for all stakeholders to
work with us.

3. Talent Development
 In FY 2018, TCS focused on internal talent development at scale, making large
investments in a digital learning platform that empowers employees to acquire new
skills and stay relevant at a time of immense technology change. At an overall level
over 247,000 employees were trained in digital technologies, resulting in them gaining
over 860,000+ digital competencies.
 An inclusive learning pyramid has been designed for learners at every level,
including new hires, middle managers, and technical architects, with programs defined
across technology, leadership, domain, and languages.
 Enabling the 5As of learning – Anyone to learn Anytime Anywhere using Any
content delivered on Any device – is the key differentiator in translating the contextual
knowledge

4. Career Management
 TCS has launched multiple initiatives to help employees grow in their careers:
 Career Hub: A platform enabling capture and fulfillment of career aspirations of
employees, and providing them a mentoring platform. Employees can choose their
own mentors based on a match with their aspirational skill sets.
 Inspire: A specialized program used to groom and provide fast-track career
progression to high-potential employees.
 Structured coaching programs at senior leadership levels to help people realize their
full potential.
 Leadership review and assessment profile of all leaders to ensure the maintenance of a
healthy succession pipeline.

5. Talent Engagement
 Cara: AI-based HR assistant that answers employee questions on HR policies.
 Milo: A chatbot that facilitates the mentoring process.
 Knome, KnowMax, GEMS: Platforms for social collaboration, learning, sharing, and reward and
recognition within the organization.
 Safety First: Initiative focused on employee safety and security. n Fit4life: Builds a fraternity of
health- and fitness-conscious employees and creates a culture of fitness.
 Purpose4life: Forum for volunteering for community projects in the areas of education, health,
and the environment.
 Maitree: Helps in improving employee bonding within the organization and promoting work-life
balance, thereby increasing employee retention.
 PULSE: Our annual employee engagement and satisfaction survey; the organization’s formal
listening forum.

6. Diversity And Inclusion
1) Talent Acquisition -: Potential employees are selected purely on the basis of performance, merit,
competence and potential and any other parameters that may be specified in the respective country’s policy
on ‘Eligibility of Employment’. Open positions and job descriptions are drafted to ensure that they do not
exclude people based on a diversity parameter. Managers and recruiters are trained and sensitised to
understand and apply this policy during recruitment.
2) Talent Development Opportunities -: All the associates are provided the opportunity to develop individual
and organisational competencies through learning programs, selection of which is uniform and based on role
requirement only.
3) Talent Management -: Decisions pertaining to performance evaluation, career progression, promotions and
compensation, transfers and role movement are decided purely on the basis of performance, merit,
competence and potential and not limited by diversity parameter only.
4) Assistance for Differently Abled Associates -: Differently abled associates are advised to inform the
company about the same and let them know of any reasonable adjustments to their employment or working
conditions which they consider to be necessary for performance of their duties. Careful consideration is given
to such proposals and adjustments are made if the proposal is reasonable enough.

7. Learning Programmes
 Topics covered during the ILP include (but are not limited to) the following:
• TCS orientation
• Inter-cultural effectiveness
• Product development lifecycle
• Case studies
• Technical training specific to customer requirements
 An array of training programs - including course work in Technologies, Domains, Quality, Process and Soft Skills - are
offered through various training methodologies like Instructor-Led Training, e-Learning, Computer & Video Based Training,
Guided Self-Study, In Project "On the Job" Training, and External Training Programs. TCS associates are encouraged to
utilize these programs to obtain certifications in a wide range of subject areas including the latest technologies

8. Working Hours at TCS
 The purpose of this policy is to ensure that employees comply with the required working hours and work
timings and effectively execute their official responsibilities during these hours.
 Provisions: It is mandatory for all TCS employees to adhere to the working hours as defined below:
I. TCS follows a 5 day working week from Monday to Friday.
II. The working hours for TCS are defined as 45 hours per week.
III. The work timings may vary across locations and all employees are expected to adhere to the work timings
defined for their respective location.
Note:
The break time would be as per the provisions of the Shops & Establishments Act of the respective State in
which the employee is employed. The break is not included in the mandatory 45 working hours per week.

9. Leaves and Holidays
 10 paid holidays per calendar year- 8 fixed for all branches; 2 Flexi holidays which
differ from branch to branch and can be chosen from a list.
 16 Earned Leaves per financial year- Employees are encouraged to utilize their
leaves for better work-life balance.
 Casual Leaves- 7 working days per financial year
 Sick Leaves- 10 Working days per financial year