HR Practices IT Cos

PROJECT REPORT
ON
HR POLICIES OF IT
COMPANIES
Submitted To: Submitted By:

Prof. Bindu Chhabra Group 10,
Section B
LBSIM Sandeep
Lunked (12/08)
Achint Nigam
(32/08)
Date: 2nd March, 2009 Ujjval Jain
(46/08)
Aman Goyal (48/08)
Ashish (84/08)
HRM Project report of Group 10 Page 2

Certificate
The real life project on “HR Policies of IT

Companies” submitted by: Group 10, Section: B,
PGDM / 2007, is a record of work carried out by the
group under my guidance and supervision.
( )
Prof. Bindu Chhabra
LBSIM, Delhi.

Contents
1.Acknowledgement
2.Objective
3. Tata Consultancy Services & its HR Policies
4.Wipro InfoTech & its HR Policies
5. CyberThink InfoTech Pvt. Ltd. & its HR Policies
6.Map Info & its HR Policies
7.Conclusions
8.References

Acknowledgement
We want to express our sincere thanks and gratitude to

our real life project guide Prof. Bindu Chhabra who has
been of immense support and guidance in enabling us to
do this project. Her deep understanding and valuable
insights have been of great help in the successful
completion of our project.
We would also like to thank all those people, without

whose help and support we would not have been able to
do justice to the project.

Objective
To study & understand the Human Resource

Practices of four IT Companies and to
compare and understand the overall HR
practices implemented by different IT
companies in India.

HR PRACTICES AT TCS
Company Profile
 Tata Consultancy Services (TCS) is a part of TATA

group, India’s largest conglomerate with diverse
business interests.
 It is a global IT services, consulting and outsourcing
company.
 It started its operations in 1968, as a provider of data
processing services to the other companies in the
Tata Group.
 In the early 1970s, TCS began providing IT
application development and maintenance services
to customers in developed markets, such as the US
and the UK.
 TCS currently offers IT services, consulting, business
process outsourcing (BPO), engineering services and
IT infrastructure services.
 In addition, it also provides asset-based solutions in
banking, financial services and insurance (BFSI),
telecom, manufacturing, life sciences and healthcare,
transportation, retail, etc.
 First and largest:
o Software R&D center in India

o Software exporter in India
o Indian software company to earn US $ 2 b in a
fiscal
 Represents high levels of excellence, integrity and
ethical values

Global Workforce
 Global presence –operations in 47 countries, 160

offices world wide
 Employs about 85,600 people (by the end of
December 2006)
 TCS has a huge percentage of overseas employees

almost 10 per cent
 About 8,000 employees of our global workforce are

from 65 different nationalities including Chile, Brazil,
China, Romania, Australia, Mexico, and Hungary
 TCS continues to have the lowest attrition rate in the

industry 10.8 per cent as against the industry
attrition average of about 15 per cent

The HR Policies
 TCS gave utmost importance to its human resource

function.
 The company believed in the premise that

"Good ideas can come from any level of the
organization and teams can do better than the
individuals."
 The mission statement of HR division at TCS states,

"The role of HR is to provide the context for
energizing and developing people to play effective
roles in ensuring that TCS becomes one of the top
global consulting firms. Towards achieving this we
will identify, develop, facilitate, and measure the
human and technological processes in the pursuit of
excellence. We will foster the values of the TATA
group."

Human Resource Planning
 Human resource planning involves getting the right

number of qualified people into the right jobs at the
right time so that an organization can meet its
objectives.
 It is the system of matching the supply of people

with the openings the organization expects over a
given time frame.
 At TCS, its main objectives are:
o Forecast Personnel Requirements
o Use Existing Manpower Productively
 It is done at top level at the end of every quarter and

for every project
 Process of HR Planning at TCS:
o First clients requirements are collected at the central
level
o Then they are considered Geography wise, Branch wise

& Project wise respectively

Job Analysis
 IT software and services major TCS has

attempted to create a segments solution to fit the
needs of different layers of job opportunities within its
environs.
 It is based on
o Activity to be performed
o Skills required for that job
 To begin with, the company has mapped the

educational streams to the hierarchy of job
opportunities within its domain.
o Typically, the company has found that non graduates
need to be trained in basic IT and deployed for the
spectrum of jobs provided in the basic level of ITES.
o Graduates in Arts and Science can fit into the

programming profiles.
o A sub-set from the engineering and management teams

can get placed in software engineering activities.
o The high performers in graduate level engineering and

a subset from the master’s level can be used in high end
services.
o The high performers at the master’s level and PhDs can

get routed to research.
 By undertaking this mapping for its internal

purposes, TCS is ensuring that there is a constant

supply of the right human resources to the right
career opportunities and that there is no mismatch
between the roles and the available skill sets.

Hierarchical Structure in TCS

Recruitment & Selection
 Both internal as well as external
 Depends on:
o Manpower cost
o Effectiveness
o Past data
 External Recruitment can be on campus or off

campus
 Off Campus process includes recruitments from:

o Advertisements
o Associate referral process
o TCS Job Portal
o Consultants
 Fresher
o Mainly Campus Placements
 Experienced Professionals
o Mainly through Consultants

Selection Procedure
Campus Placement procedure:

 Tata Consultancy Services (TCS) usually conducts its
campus placements through a standard procedure.
 The Selection Procedure consists of a written test.
 Those who clear written test will face technical and
HR Interview.
 The HR Interview is very general to test your

temperament. General questions based on current
affairs, general awareness, trends in IT etc. may be
asked.
 The technical interview is based on subjects you

have already studied in your curriculum.
Selection procedure for Experienced

Professionals (EPs):

Training & Development
 The primary motive of this consulting firm is to

make its employees knowledgeable about the on
going practices in their respective domains.
 For this, it invests 4% of its annual revenue on
training, development and other employee
empowerment programs.
 Its learning centers are at Tiruvnanthapuram &
Bhubaneswar.
 Its learning centers have state of the art facilities
coupled with all modern day amenities to make
learning fun.
 It has in place a well-planned induction
programme for new recruits, which includes two
months of intensive training at its dedicated training
facility.
 This facility is equipped to train over 600 people

simultaneously in various software subjects and
technologies and soft skills.

 TCS also sends its consultants overseas for further
education programmes.
 The company is also providing employees with Just
-in-time training, which is more reactive in nature
and caters to the skills related to platform,
technology, application domain, etc. specific to a
project.
 It reinforces the concepts learnt during
education/induction training through on-the-job
experience.
 At TCS, the experience gained in handling projects is
captured, encapsulated and disseminated through
Continuing Education Programs.
 These programs have been designed in such a way
that they are consistent with TCS’ strategic thrust
areas, career opportunities available in the
company’s ladder and individual aspirations of
employees.
 Under the umbrella of its HR policies, TCS has

earmarked the following career paths for employees:
o technical architecture
o project management
o business relationship/geography management
o corporate functions such as Finance, HR, quality

and R&D

 Despite the vast size of TCS, the company is
providing learning opportunities to its professionals
so that they can move up the value chain in terms of
skill sets and across streams.
 The company has developed a robust framework for
career progression and professional development
and created and implemented a three –tiered
training program to create a better alignment
between its expectations from employees and their
knowledge and practical skills.

Compensation Management System
 TCS is reputed to be a world class employer which

always cares for its employees and maintains sound
yet flexible HR policies.
 Its pay packages are designed in a way to
accommodate for both the basic and incentive
components.
 The package is determined on the basis of the level
(recruited for) and the amount of experience an
employee has.
 It is based on the EVA model i.e. Economic Value
Added Model.
 With the implementation of EVA based
compensation, the salary of employees comprised of
two parts - fixed and variable in the ratio of 70:30.
 Fixed part includes basics + bunch of benefits
(cafeteria benefits, LTA, conveyance, etc.)
 The variable part of the salary was arrived after
considering
 Corporate EVA
 Business unit EVA
 Individual performance EVA

 Also there is super augmentation after every 5
years

Performance Appraisal
 The major objectives of performance appraisal at

TCS are:
o Identifying employees for salary increases,
promotion, transfer and lay off or termination of
services.
o Determining training needs for further
improvement in performance.
o Motivating employees by indicating their
performance levels.
 Appraisal at TCS is done for both the Services &

Managerial Employees
 It happens on
o Quarterly Basis: Before confirmation by Speed 3
online tool
o Half yearly Basis : After confirmation by Speed 4
online tool
 Every new employee is confirmed only after 1 year

Process of Performance Appraisal at TCS:

Retention Strategies
 TCS has been able to retain talent by offering

software professionals a clear defined career growth
path.
 This includes ability to work in diverse geographies
across TCS' network of 169 offices and development
centres in 35 countries, as well as on new technology
platforms and domains like banking, telecom, life
sciences and retail.
 This is facilitated by a promotion policy, which is
performance-based.
Job Rotation
 TCS offers its employees a flexibility of choices on

career streams across domains, technologies and
services.
 It encourages job rotation and allows movement of
associates across different job roles and functions.
 For instance, employees can move from a technical
role to HR, finance or learning and development to

facilitate their professional requirements and
individual aspirations.
 But before that an employee must have worked in
his or her present role for at least 2 years.

Succession Planning
 In an era of stiff competition for seasoned

professionals, it has become necessary to identify
and develop leaders from within the organisation and
empower them with additional responsibility to
assume increasing levels of leadership
 Succession Planning strategy is also a critical
part of TCS’s business planning process
 It is done mainly for Key Roles to retain the
Talent Pool
 It is planned in each ‘practice’ which happen to
be the business units of the company
 In each ‘practice’ they have a systematic
process for succession planning
 High-fliers are identified at the time of appraisals
and their progress is monitored
 When somebody gets identified as an
exceptional performer by more than one manager,
he/she comes up for positioning in the succession
planning system.
 The process however just does not stop at
identifying the successors. The need is also to
provide challenges and motivation to those who have
been identified as successors. Therefore there has to
be an excellent career planning process and talent
mindset.

 For Example:
At Project Level – Module Lead whose role is to
provide back-up to Project Lead is considered as a
successor of Project Lead

Employee Benefits
 Flexible Working Hours
 It has an Adoption Leave Policy benefits which is

extended to male associates also
o This means that associates of both genders are
eligible to three months paid leave after they
adopt a child
 TCS also has other add-ons such as sabbaticals,

joining spouse overseas, part-time or work from
home facility, holiday homes across the country and
welfare trust facilitation for higher education
 Also, as employees of the Tata group, associates get
discounts on products and services of other Tata
Group companies
 The other employee benefits which are offered here

include House building loans, automobile loans,
mentoring, career counseling, stress development
programs and many more
 Medical Insurance to all employee & their immediate

family
o Basic Cover of 7x24 hrs of hospital facilities – Rs.
45,000& day-to-day expenses – Rs. 5000

o Additional cover of 5 lakhs is provided for
dependents on 3500Rs. Premium
o Further cover increases depending on the post
 Many of TCS branches also offer recreation facilities

Employee Welfare, Safety & Health
 Safe computer screens

 Quarterly fire drills
Grievance Handling
 They have an Open door policy i.e. any employee can

approach his supervisor anytime for his or her
problems.
 They also have a special “Organization Effectiveness
Department” for this purpose.
 Also an employee can approach the HR person online
anytime.
 Every weak HR hour is there i.e. HR Person is
available on the floor to discuss the issues.
 Group meetings are also held on regular basis.
 Also every associate must be covered at least by the
HR personally in every quarter.

Organizational Exit
 At TCS exit Interviews are conducted & purpose of

them is mainly to know two things:
o Why people are leaving the organization
o Why are they joining the other organization
 They are conducted by PL & HR Person of the
respective team.
 Also whole information is kept secret

HR PRACTICES AT WIPRO
INFOTECH
Company Profile
 Global provider of business and technology services.
 Wipro Infotech was the first global software company

to achieve Level 5 SEI-CMM, the world's first IT
company to achieve Six Sigma, as well as the world's
first company to attain Level 5 PCMM Services cover
sales & marketing analytics, supply chain and
aftermarket services, financial services, core
operations & collections, finance & accounting,
information technology services, and enterprise
application services & program management.
 Currently, its presence extends to 9 regional offices
in India besides offices in the KSA, UAE, Taiwan,
Malaysia, Singapore, Australia and other regions in
Asia-Pacific and the Middle East.

Spirit of Wipro
 Intensity to Win
o Make customers successful
o Team, Innovate, Excel
 Act with Sensitivity

o Respect for the individual
o Thoughtful and responsible
 Unyielding Integrity
o Delivering on commitments
o Honesty and fairness in action
The Spirit of Wipro is the core of Wipro, the Spirit is

rooted in current reality, but it also represents what
Wipro aspires to be, thus making it future active.

Recruitment and Selection Levels
 Both for Services Level & Managerial Level

 Source of Recruitment:
1. Campuses
2. Consulting firms
3. Internet as a resource
4. Advertisements
5. Associate referral process
 4 Stage Process:
 Sales and marketing people can work from home

 Job sharing for working mothers

 The pay packages are designed in a way to

components.
 The package is determined on the basis of the level

(recruited for) and the amount of experience an
employee has.
 Employees on the Services side are given the option

to take the full time job or even a part-time job offer.
Pay packages are thus designed on the basis of the
chosen option.

Training and Development
 2 training programmes a year

 For both services as well as managerial level
employees
 Vary in nature and duration
 On need basis
 Services: internally designed
 Managerial: outside bodies & internal
Training stages at Wipro Infotech:

 Additional Training is also provided on:
1. Ethics and values
2. Session on handling media
3. Standard responses

 Wipro offers an integrated end-to-end Performance

Management Solution.
 This solution is based on global people processes
drawn from best practices and helps organizations
streamline their performance evaluation processes.
 Wipro’s e Performance Management solution not only

helps you establish the best practices in Performance
Management, like 360degree appraisal, MBO, etc,
but enables reduced Performance Management cycle
time without compromising on the sub-processes
which are so critical to your HR values, like Work
Planning Conference, Work Plan establishment,
Development plans and Objective setting, Interim
Review, Overall evaluation, detecting Performance
deficiencies, Tracking, Documentation and Archiving.
 Wipro solution aims at strategic value delivery in the
least possible time incorporating rich functional
features, aided by smooth workflow, notification,
authorisation, etc.
 It help to:
o Align employee objectives to the business goals. Enable
strategic Performance Management through Management by
Objectives (MBO)

o Measure and Assess employee performance periodically and
provide feedback and support to achieve quantitative,
qualitative and process targets
o Evaluate and track Hi-Performance and achievers based on
Competency driven practices.
o Enable online Reward and Recognition
 Appraisal at Wipro Infotech happens on Half yearly

Basis for both the Services & Managerial Employees.
 The half yearly appraisal is more from the point of
view of identifying Training & Development needs
whereas the year end Appraisal is for measuring the
performance vis-à-vis the targets.

HR PRACTICES AT CYBERTHINK
INFOTECH PVT. LTD.
Company Profile
 CIPL is an ISO certified offshore development

company, based at Ahmedabad, Gujarat, India.
 It has created a wealth of immensely satisfied
clientele across the world in 18 different countries,
including USA, Canada, Australia, Greece, The
Netherlands, United Kingdom, Dubai, South Africa,
Japan and New Zealand to name just a few.
 Quality is the trademark of their services as they
follow ISO 9001:2000 standards.
 They offer Web designing, Ecommerce Solutions,
Shopping cart solutions, Mobile applications and
synchronization, Social Networking multimedia,
search engine optimization, corporate identity
and client-server applications of the highest quality.

Hierarchical Structure

Job Analysis
 Rank key jobs by factors:

o Mental Requirements
o Skill
o Physical Requirements
o Responsibilities
o Working Conditions
 Example:
Job title: SAP Consultant
o CANDIDATE PROFILE: Candidate should have an
experience of implementing full life cycle. Candidate
need to be involved as a functional or technical
consultant within the core SAP team (part of
Implementation Team). Any functional SAP consultant
with one of the combination listed below can apply.SD,
MM, PP, FI/CO.SD/MM MM/PP FI/CO MM/QM PP (Process
planning)/PI (Process integration) HR with Payroll,
Employee Self Service (ESS) SAP CRM or mySAP SAP
Techno consultant: Candidate should have ABAP
certification. He/She should have experience on IDOCS,
Gap Analysis, BEx Analyzer, BEx Browser, LSMP, EDI,
SAP Scripts also. Experience in SEM, BPS (Business
Process System), APO, BW modules is preferable Oracle
experience is plus.
o ROLES: ERP – SAP
o EXPERIENCE: 3 – 10 years
o KEY SKILLS: SAP

o PREFERENCE: Overseas Experience & SAP Certified is
preferable
Recruiting Infrastructure:
 Recruiting managers with 10+ years experience
 Senior technical recruiters (15)
o Assigned to specific technologies
o Round-the-clock recruiting
 On-Line testing services

o Technical competency
o Personality
 Extensive interviewing & reference checking

 Multiple sourcing resources
 National and international recruiting
Recruiting Metrics:
 Only top 5% of applicants are accepted
 100% reference checking
 Hire people based on ACTI (Attitude, Communication,
Technical and Industry knowledge) rating.

 Most of consultants have post graduate degrees.
Sources of Recruitment:
 Employee Referrals
o High referral rate (Employee Satisfaction)
 Internal Candidate Database with over 75,000 resumes

o 1500+ Active candidates in the pipeline
 Internet Providers such as:

o Net-temps
o Monster
o Dice
 Advertisements
 CyberThink Website Job Postings
 Job Fairs
 Open Houses
 Cold Calling
 Out of State Recruiting Trips
 International Recruiting Trips

Selection process
Role of HR and line managers in Selection

Process:
 Requirement are placed by- Line manger
 Search for right fit is done by HR

Induction Program
 General intro session

 No Special program is conducted
 CIPL is committed to train and retain the human

resources that are engaged through a process of
extensive research and scrutiny.
 Main purpose of training at CIPL is to bridge the

gap between what the employee has and what the
job demands.
 People regularly undergo training in technology

and management practices which helps them to
understand the business environment and industry
needs.
 Ongoing training is provided to obtain maximum

performance.

 Address deficiencies (if any) quickly & efficiently.

 Performance is appraised annually.

 Permanent record of consultants Annual
performance review is kept
 CyberThink will pay overtime only if it is pre-
approved. Normally over 40 hours a week is
considered overtime.
 Awards bonuses based on overall company and
employee performance.
Job Rotation
 Job rotation is followed in the organization.
 But only in Technical Department.

Employee Health and Safety
Measures
 Provide Medical assessment if required.

 Safety measures in term of fire or misconducts
are taken.
Grievance Handling
 Grievances are handled in the organization but it

varies from Situation to situation.
 All things are documented irrespective of the

fact steps are taken against it or not.
No Trade Unions

Employee Benefits
CyberThink offers a comprehensive range of employee

benefits, including:
 Paid Time Off (Includes - Vacation, Sick,
Personal, Holidays, etc.): Full time employees are
eligible for 20 paid days a year including holidays.
 Guest House Facilities: The company has guest
houses, which are used to house new employees
relocating to the USA. These facilities are available
for the employees for two weeks into the first project.
 Relocation for Project: The company provides two
weeks of accommodation and car rental if needed,
when an employee is moved from one project to
another out-of-state project. All approved luggage
moving costs will be reimbursed when original
receipts are provided. The company also reimburses
the cost associated with changing car registration,
driver's license and transportation costs incurred for
interviews when original receipts are provided.
 Health Care Coverage: Each employee is entitled
to the medical treatment and prescription medicines
as per the policy laid down by the insurance
company.
 Other Benefits offered by CyberThink include:
o Short Term Disability (company pays premium)
o Long Term Disability (company pays premium)

o Life Insurance (company pays premium)
o Accidental and Death Disbursement (company pays
premium)
HR PRACTICES AT PITNEY
BOWES MAP INFO
Company Profile
 It’s the leading provider of location intelligence

solutions, integrating software, data and services to
provide greater value from location-based
information and drive more insightful decisions for
businesses and government organizations around
the world.
 Pitney Bowes MapInfo solutions are available in 20
languages through a network of strategic partners
and distribution channels in 60 countries.
 It employs nearly 1000 talented, motivated and
creative associates.
 A fast growing global company and the flagship
technology company in New York State's Tech Valley
Region, Pitney Bowes MapInfo is a high energy,
highly spirited workplace.

Hierarchical Structure

HR Planning
 After this, Jobs are posted on the Company’s Website

and circulated to Employees & Consultants

 Only external recruitment
 Recruitments are done through out the year
 Sources of Recruitment are:

o Campus Placements
o Employee Referral
o Company Data Bank
o Consultants
o Advertisements
o Direct Walking
Selection Procedure

 The primary motive is to continually develop

professional/educational skills of its employees.
 Provided on basis of need

o Example: 2 months training (nov-dec) was given
to the employees on their request
 Training Steering Committee

o To identify the training needs of the employees
at various levels
o Design the framework of the training
 Trainers are professionals people especially called for

this purpose

 Also sends its consultants overseas for further
education programmes.
o Example: HR people were sent to UK for Training
of SAP
Induction
 Employee induction program of 3 days in the

respective branch
 Main Objectives of induction of this consulting
firm is to:
o Make new employees feel welcome and at ease.
o Help them understand the organization in a
broad sense.
o Make clear to them what is expected in terms of
work and behavior.
 Conducted first by HR Manager, then by Finance

manager & Administration team
 Happens on annual basis.
 Procedure of performance Appraisal:

 Pay packages are designed in a way to

components
 Ratio of Fixed to Variable pay is 60:40.
 Fixed part of every month includes:
o 12.5% - Provident Fund
o 50% - House Rent Allowance
o Rs.800 – Conveyance
Employee Health & Safety

 Safe computer screens
 Fire alarms & fire extinguishers
 First Aid services
 Decentralized AC
 No first pick or last drop of women by cabs
 Sexual Harassment policy & special training is also

given to the employees in this regard
Employee Benefits
 Employee Assistance Program: The Employee

Assistance Program provides free and confidential
assessment, short-term counseling, and
information/referral services to all regular full-time
and regular part-time associates.
 The 529 College Saving Program: This programs
helps make saving for a child's higher education
easier. It's an investment plan operated by a state
designed to help families save for future college.
Your investment grows tax-free for as long as your
money stays in the plan. And when the plan makes a
distribution to pay for the beneficiary's college costs,
the distribution is federal tax-free.

 Referral Program: This program encourages
MapInfo associates to spread the news of company
job openings to qualified friends, relatives,
neighbors, business associates, and alumni. Also
reward them with a $500 referral bonus if their
referral is hired and works at MapInfo for 90 days.
 Medical & Vision Insurance: To assist its
employees in covering the cost of medical,
prescription, and vision care expenses; MapInfo
offers them and their eligible dependents coverage
through a nation-wide Exclusive Provider
Organization ("EPO").
 Other Employee Benefits offered here are:

o Flexible Working Hours
o Work from home facility for senior management
o Sponsorship for higher education
o Encourage employees to file Patent for their

programs
o Fun Committee to celebrate every festival in the
office

Grievance Handling
 Open door policy
 Special committee of senior managers is formed to

look all these matters
No Trade Unions
Exit Interviews
 Conducted by Assistant HR Manager

 Final report is sent to the concerned department
head.

Conclusions
From the above information of the HR practices

implemented by different IT companies in India, we
can conclude that the HR practices in different IT
companies are more or less similar in nature. Some
policies of Human Resource are different technically,
but the overall HR practices, for example- job
analysis, Human Resource Planning, Recruitment,
Selection, Training and Development, Retention
strategies, Compensation Management and
Performance Appraisal, are almost same in all the IT
companies in India.
Further adding to the conclusion part, we can say

that some of the HR practices are same as we
learned in our PGDM programme, but in real life
situation of Human Resource Management every
thing does not resemble with the bookish theory and
concepts. Some of the concepts are theory based
and some are more practical in nature which can be
learned through practical experience only.

References
http://www.ibef.org/
http://www.tcs.com
http://www.ciol.com
http://www.citehr.com/
http://www.wipro.com/bpo/hr
http://web.ebscohost.com
www.scribd.com

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PROJECT REPORT

Submitted To: Submitted By:

HRM Project report of Group 10 Page 2

The real life project on “HR Policies of IT

HRM Project report of Group 10 Page 3

3. Tata Consultancy Services & its HR Policies

4.Wipro InfoTech & its HR Policies

5. CyberThink InfoTech Pvt. Ltd. & its HR Policies

6.Map Info & its HR Policies

HRM Project report of Group 10 Page 4

We want to express our sincere thanks and gratitude to

We would also like to thank all those people, without

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To study & understand the Human Resource

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 Tata Consultancy Services (TCS) is a part of TATA

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 Global presence –operations in 47 countries, 160

 TCS has a huge percentage of overseas employees

 About 8,000 employees of our global workforce are

 TCS continues to have the lowest attrition rate in the

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 TCS gave utmost importance to its human resource

 The company believed in the premise that

 The mission statement of HR division at TCS states,

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 Human resource planning involves getting the right

 It is the system of matching the supply of people

o Use Existing Manpower Productively

 It is done at top level at the end of every quarter and

o Then they are considered Geography wise, Branch wise

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 IT software and services major TCS has

o Skills required for that job

 To begin with, the company has mapped the

o Graduates in Arts and Science can fit into the

o A sub-set from the engineering and management teams

o The high performers in graduate level engineering and

o The high performers at the master’s level and PhDs can

 By undertaking this mapping for its internal

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 Both internal as well as external

 External Recruitment can be on campus or off

 Off Campus process includes recruitments from:

o Associate referral process

o TCS Job Portal

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Campus Placement procedure:

 The HR Interview is very general to test your

 The technical interview is based on subjects you

Selection procedure for Experienced

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 The primary motive of this consulting firm is to

 This facility is equipped to train over 600 people

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 Under the umbrella of its HR policies, TCS has

o business relationship/geography management

o corporate functions such as Finance, HR, quality

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