CASE STUDY ON TCS

(TRANZUM COURIER
SERVICES)
INTRODUCTION
TCS (Tranzum Courier Services) is a courier service started in 1983. This service has more than
2,000 branches in Pakistan as well as it also provides international services by delivering
products, documents, etc. to 3500+ locations worldwide.
TCS has been operating by 6,000 professionals, 24/7 call center, 430 plus conveniently located
express centers, dedicated chartered aircraft, 2000 online and offline locations, 225 plus satellite
tracked delivery vehicles and a proficient team of couriers dedicated to providing the best of
service and reliability.

PURPOSE
TCS is striving continually to accomplish their objectives i.e. to gain excellent in their respective
job by satisfying the needs of customers.
Their aim is to make the organization strong and made the TCS a brand recognition company to
achieve the enhanced levels of profitable growth in the core business and diversify into new
areas that complement and supplement the core business with the diversification aimed at
achieving excellence and industry leader status in the new areas.

SERVICES
 Sentiments express
 Intiana
 Octara event management
 TCS passport service
 HAZIR service
 24/7 call center
 Domestic express
 International express

HR PROBLEMS
TCS does not have a structured orientation programme. Not having such a programme leaves a
lot of room for the employee turnover. The company wants to minimize new employee turnover
due to:
  Inconsistent orientation
 Mismanaged socialization process
 Poor communication of performance objectives.

Impact on the problem of TCS

Orientation is an excellent tool which can improve employee productivity, satisfaction and
retention. Orientation today is more than filling out required personnel forms. It is a real
alignment with company culture and forging a feeling of “membership" in the organization
assimilation not enrolment.

PROBLEM ANALYSIS
REASONS:
 Imprecise workforce planning
 It is information overloaded
 It is consider a cost not investment
 Not seeking support from current employees

RECOMMENDATION
 PRECISE WORKFORCE PLANNING
a) Redefined of planning to improve the planning structure
b) Introducing Employee On-Boarding System