The performance management system of TCS is built on core values of excellence, leading change, learning and sharing, integrity, and respect. It aims to help employees be more competitive by setting clear objectives, providing developmental feedback, ensuring fair performance appraisals, and motivating and managing talent. Performance appraisals are the core of the system and include periodic and project end appraisals. The appraisal process consists of performance planning, self-evaluation, evaluation and feedback, and rationalization. Performance is enabled through opportunities for continuous learning and competency management.

2. Performance Management Systemof TCS

3. Values of TCS-Foundation of PMS Excellence Leading Change Learning and Sharing Integrity Respect

4. Objective To enables employees to be more competitive. To ensure employees have clear objectives set on time and linked to the Organisation’s Goal. To provide qualitative developmental feedback to the employee. To ensure fair and impartial proceedings during Performance Appraisals. To ensure that TCS has talent in place to compete and win. To manage, recogniseand motivate talent. To establish accountability i.e. to convey that there are real rewards for performing, and consequences for non-delivery.

5. PERFORMANCE APPRAISAL-Core of the Performance Management System in TCS- Performance Appraisals Types of Performance Appraisals Periodic Appraisals- Two Half Yearly Appraisals(H1 & H2) Or Single Annual Appraisals Project End Appraisal

6. Stages in Performance Appraisal Performance Planning (Goal Setting, Goal Discussion and Goal Acceptance) Self Evaluation Performance Evaluation and Developmental Feedback Rationalisation

7. PERFORMANCE ENABLERS-opportunities and learning initiatives 1. Create opportunities 2. Encourage Continuous Learning 3. Competency and Learning Management

8. Activities in Performance Appraisal Process 1. Data Validation 2. Performance Planning (Goal Setting, Goal Discussion and Goal Acceptance) 3. Self Evaluation 4. Performance Evaluation and Developmental feedback 5. Rationalisation 6. Final Communication of Performance Band