Madhuban Institute of Professional

Studies, Indore
(AFFILIATED TO DEVI AHILYA VISHWAVIDYALAYA INDORE)

A MAJOR RESEARCH PROJECT ON:

“AN ANALYSIS OF HOW TCS FOCUS ON EMPLOYEE

WELLNESS DURING COVID-19 PANDEMIC”

(For the partial fulfillment of the requirement for award of the degree of Masters of
Business Administration [Full Time] 2 years Program 2020-21)

SUBMITTED TO:
DEVI AHILYA VISHWAVIDHALAYA, INDORE

GUIDED BY: PREPARED BY:

Prof. Pooja Choudhary Ms. Rupali Khatri
(Professor) MBA 2nd Year (3rd Sem.)
Madhuban Institute of Professional Roll No. 32630058
Studies, Indore Enrollment No. DC1503625
 DECLARATION

I, the undersigned Ms. Rupali khatri hereby declare that this research project
“An analysis of how TCS focus on employee wellness during covid-19 pandemic”
is based on my original work and my indepthness to other work, publications have
been duly acknowledged at relevant places.

Rupali khatri
MBA 2nd year (3rd
Semester)
Roll No. 32630058
Enrollment No. DC1503625
Madhuban Institute of Professional Studies, Indore
 CERTIFICATE

This is to certify that Ms. Rupali Khatri a student of MBA 2nd year (3rd
Semester) in the year 2020-2021 with Finance and HR specialization from
Madhuban Institute of Professional Studies, Indore has completed her research
project on the topic “An analysis of how TCS focus on employee wellness during
covid-19 pandemic” under my guidance and supervision and her work is original
and genuine.

Internal Examiner External Examiner

Prof. Pooja Choudhary
(Professor)

Head
Madhuban Institute of Professional Studies, Indore
 ACKNOWLEDGEMENT

The research on “An analysis of how TCS focus on employee wellness during
covid-19 pandemic” has been given to me as a part of the curriculum in post
graduate degree in business administration.

I have tried my best to present this information as clearly as possible using basic
terms that I hope will be comprehended by the widest spectrum of researchers,
analysts and students for further studies.

I have completed this study under the guidance and supervision of “Prof. Pooja
Choudhary (Madhuban Institute of Professional Studies, Indore)” I will be failed
in my duty if I do not acknowledge the esteemed scholarly guidance, assistance and
knowledge. I have received from them towards fruitful and timely completion of
this work.

Mere acknowledgement may not redeem the debt I owe to my parents for their
direct/indirect support during the entire course of this project.

I am also thankful to my friends who helped me a lot in the completion of this

project.

With Sincere Thanks

Rupali khatri
MBA 2nd Year
Roll No. 32630058
Enrollment No. DC1503625
Madhuban Institute of Professional Studies, Indore
 CONTENTS

CHAPTER-1 Introduction

CHAPTER-2 Objectives

CHAPTER-3 TCS Secure Borderless Workspaces model

for employee safety and managing business
continuity

CHAPTER-4 Emotional Wellbeing – Top priority of TCS

employees during covid 19

CHAPTER-5 TCS Vaccination drive

CHAPTER-6 Employee wellbeing

facilities and online
programs

CHAPTER-7 Recovery & Beyond for

life, Health Insurance and
Pension providers to TCS
employees

CHAPTER-8 Analysis & Interpretation

on TCS employees
wellness during covid19

CHAPTER-9 Finding, Suggestions and

Conclusion
 BIBLIOGRAPHY

ANNEXURE: QUESTIONNAIRE
 CHAPTER-1
INTRODUCTION
 ❖ Introduction

Tata Consultancy Services Limited, a global leader in IT services is leading the

community response to the COVID-19 crisis. The Tata Group of companies and Tata
Trusts have committed $200M towards a multi-prong approach including equipment,
infrastructure, necessities, awareness & capacity building. As a strategic partner of
the World Economic Forum, TCS is contributing to the COVID-Action Platform in
partnership with the World Health Organization to address critical needs through
TCS' expertise.

TCS is leveraging their R&D infrastructure to support high priority needs across the
world. Some of our initiatives include a COVID-19 patient tracker (a quick and light
platform for clinical trials), systems to rapidly collate effectiveness data in
collaboration with pharma and medical institutions, drug molecule discovery using
their patented technology and frameworks, and exploring promising ideas for
affordable and effective ventilators and kits.

In the U.S., states are facing a tremendous challenge in disbursing unemployment

benefits to a large pool of people who have made applications in the past weeks. In
response to a call to action from the Governor of New Jersey, Phil Murphy, TCS has
pledged volunteer and pro-bono services on COBOL, mainframe and consulting to
improve the capacity and performance of benefits systems. For New York State, TCS
has formed a tech 'SWAT team' with the support of their employee volunteers to
champion these efforts.

To address education interruptions, TCS has launched free and accessible virtual
learning programs through their flagship education programs goIT and Ignite My
Future in Schools. goIT has developed a project template that integrates the core
elements of the program and that can be shared directly with students as an at-
home virtual inquiry-based learning project. Students, teachers, and parents can also
request feedback from TCS industry experts as they move through the content. For
teachers holding virtual classrooms, TCS industry experts are available to video
conference into the classroom. TCS’ Ignite My Future in School shares distance
learning activities around computational thinking that teachers of any subject, grade,
or student population can leverage and immediately put into action. In addition, the
program offers an interactive digital platform, an open community of teacher
leaders, and year-round engagement at https://www.ignitemyfutureinschool.org/.
TCS is hosting weekly virtual training sessions to assist educators in delivering the
content to their students, and once a week Virtual Career Day mini-series was
developed to guide students about their careers and educators to bring relevancy
into the classroom.

Additionally, TCS has opened up free access to their proprietary virtual learning
platform - TCS iON Digital Glass Room- for any educational institution globally for the
entire academic year. The program empowers educators to engage with students in
real time by sharing lessons, videos, worksheets, assignments, and assessments. As
an add-on, the platform also provides an embedded live classroom, which simulates
the experience of a real-time transfer of knowledge. TCS iON also announced a
free,15-day self-paced digital certification program called Career Edge, specially
designed for university students and working professionals to enhance their digital
skills during this period of lockdown. Through Campus Commune, TCS’ student
engagement portal, TCS has a coding practice platform for the students to prepare,
practice and challenge themselves for their World Class Global Coding Contest - Code
Vita. This platform is available for all the students undergoing their undergraduate
courses in science and engineering.

Digital entrepreneurs of TCS flagship BridgeIT program are resolving one of the
biggest challenges impacting rural India by providing banking correspondent services.
The entrepreneurs have created a system to ensure the cash transfers made by the
government under various schemes is accessible to marginalized groups. Clusters of
entrepreneurs are supporting 45,000+ people in rural India by facilitating average
transactions worth USD $5600 every day. Supported by Primary Healthcare services,
the entrepreneurs are also supporting access to emergency ambulance services for
patients.

Globally, TCS has introduced employee donations through payroll giving for its
400,000+ employees and is enabling a corporate match. The nonprofit beneficiaries
are localized to the region in which TCSers live and work and were selected based on
need and impact such as Feeding America in the United States and the Canadian Red
Cross in Canada. TCS is exploring opportunities to support their nonprofit partners
through pro-bono consulting on IT projects, as well as virtual volunteering and
mentorship programs to accompany their digital education programs.

In March 2020, when the pandemic was at its worst in most countries, everyone on
the TCS HR team picked up the phone and personally spoke to all the 450,000+
associates to enquire about their well-being.
 “You are the first person who has called me … to simply ask me how I am and if I
have access to basic necessities,” said an employee to the HR person that had called
him during this initiative. It was a simple call but created for him a reassuring
moment at a time of great uncertainty. TCS is all about its people and protecting
their interest is an important part of our growth story in the last fifty years.

In fact, TCS leaders and managers avoid using the term "employee" because it
restricts the relationship to being "employed" for a specific job, removing the
camaraderie and goodwill that naturally grows in an environment that we nurture by
design. We prefer the word "associate," as it points to someone who collaborates
and works for a common goal. This shift in perspective, by itself, places the
associate’s needs, choices, and well-being at par with that of the organization.

Holistic well-being programs within TCS promote a healthier lifestyle, offer work-life
balance, and take into account emotional health. It is a known fact that when people
are in a state of well-being at work, they are motivated to realize their potential, be
productive and creative, build positive workplace relationships, take on
responsibility, manage their time better, and make overall meaningful contributions.

At TCS, talent management and employee well-being go hand-in-hand. Focusing on

wellness in the workplace improves employee health and happiness and makes for a
more vibrant, energetic, engaged, and creatively attuned employee. Well-being at
TCS focuses not only on employees being productive within the organization but
contributing to communities and society at large.

TCS launched a massive program to ensure business continuity using our Secure
Borderless Workspaces™ (SBWS™) model, which allows TCS associates to work from
home with support from minimal associates working from offices. The safety of our
people is and will remain our foremost priority.
CHAPTER-2
Objectives
 Objectives

• The purpose of this study is to identify the TCS Employee

health condition during Covid 19 pandemic and facilities
provided by TCS to its employee for their wellness.

• To understand the Employee concern during Covid-19

pandemic.

• To find problems faced by TCS employees during Work

from Home.

• To find the effectiveness of facilities received to TCS

employees while SBWS mode.

• To find whether TCS employees are using facilities

provided by TCS for Covid treatment.

• To know the mental and emotional health of TCS employee

during covid pandemic.
 CHAPTER-3
TCS' Secure Borderless Workspaces™ model
for Employee safety and managing business
continuity
The working world is experiencing a revolution as virtual workplaces
replace physical offices. But what factors are crucial to ensuring success?

Get up, get dressed, go out to work. For time immemorial this routine was a
way of life. Where remote working did exist, it was considered suboptimal,
with telecommuting or home offices lacking the secure infrastructure and
mechanisms vital for shared working and collaboration.

As a result, large enterprises had limited focus on remote working, and

invested few resources in the operating models, systematic work, talent
management and HR policies needed to enable it. There simply wasn’t the
need.

Today, all that has changed. We’re on the verge of a new work order that
will render obsolete age-old concepts such as location dependency; defined
and fixed working hours; high-touch governance; and presenteeism as a
prerequisite to optimal productivity.

So how does this new order work in practice? And what tools are
essential to making it a success?

The distributed model

Adaptability and resilience are critical to enabling businesses to pivot quickly
in times of uncertainty.

The new work order is being propelled by the establishment of highly

distributed, location-independent work models. One key feature is the
emergence of Talent Clouds – a concept that pairs a business’s talent
needs with people based anywhere in the world. This paves the way for
organizations to derive exponential value through maximizing opportunities
and embracing risk.

TCS’ Secure Borderless Workspaces™ (SBWS™) is a transformative

operating model framework that allows organizations to take full advantage
of their talent ecosystem to maximize business opportunities. It
encompasses a wide range of human functions, including infrastructure,
talent management and employee engagement; processes, tools, and
governance mechanisms; and collaboration and engagement practices.
SBWS™ in action
TCS’ swift transition to remote working in the face of COVID-19 induced
lockdowns was facilitated by its SBWS™ operating model. This
transformative model enables remote access for employees, sets up a
suitable cybersecurity framework and all project management practices and
systems needed to ensure that work allocation, monitoring and reporting
continues as normal.

In this way, the SBWS™ model ensured that neither the quality nor the
timeliness of client deliveries was ever compromised.

TCS has so far enabled remote working for 95% of its workforce and
established cloud-based governance of over 23,000 projects, enabling high
volumes of digital collaboration – 35,000 online meetings, 406,000 calls, and
over 3 million messages.

Over the past few months, TCS has also been helping its clients adapt to
this new working model using SBWS™.

Faced with lockdown, Dutch insurer VIVAT had to meet the twin challenges
of ensuring service delivery while not compromising their employees’ safety.
TCS worked with the firm to map out its business continuity options. This
involved creating a detailed risk assessment of all continuity options jointly
with IT, Security and Business teams. SBWS™ was then implemented,
giving VIVAT the access, security, flexibility and reliability of remote IT
equipment needed.

Knowing that its clients had new talent requirements to fill in the face of the
crisis, workforce solutions company, ManpowerGroup, was keen to get back
to work as soon as possible. The SBWS™ model was put in place
seamlessly for 98% of the global ManpowerGroup workforce. This included
locations across India, the US and Europe, despite the varied requirements
in terms of device access, availability and permitted operations that could be
performed remotely.
A complete reset
Such highly distributed, location-independent work models are key to
making the new work order a reality.

The clear advantages of SBWS™ so far have led TCS to announce the 25
by 25 vision – by 2025, only 25% of TCS workforce will work out of TCS
facilities at any time, with associates spending only 25% of their time in the
office. And within project teams, only 25% of employees can be co-located.

One clear benefit of this move will be the 25% increase in velocity
throughput that is expected to result from it. But there are clear longer-term
benefits as well, such as the ability of organizations to provide more
equitable job opportunities – which will not only make a positive impact on
the company, but also on the wider society.

SBWS™ is not a short-term response to a crisis, but a new beginning.

These new ways of working and managing businesses present a great
opportunity to more than just ‘recover’ from the consequences of the crisis,
but to accelerate transformation. This does not just mean creating greater
value with an abundance of talent and other critical resources but, beyond
the corporate world, contributing to the wellbeing of employees and the
creation of a more sustainable planet.

If you wish to explore a new way of working with SBWS™, write

to bharath.ramakrishnan@tcs.com.
 CHAPTER-4
Emotional Well
being-Top
priority of TCS
Employees
during Covid-19
 Emotional Well Being of TCS Employees Should Be a Top
Priority During COVID-19
As nations around the world deal with managing the COVID-19 crisis, the immediate
physical safety of the entire human race is the primary objective right now. While
the community transmission nature of the virus has forced most countries to
declare a “shelter-inplace” lockdown to assure physical health, leaders in
governments, businesses and education must also consider how to protect the
mental health and emotional well-being of their constituents. For most citizens at
home, school and in the workplace, this pandemic is unlike anything previously
experienced and is creating unprecedented levels of fear, uncertainty, isolation and
mental distress, in no small part caused by the social distancing mandates in place.

As large enterprises across every industry vertical attempt to adapt to the economic
impact of this crisis, the productivity of employees matters now more than ever. In
this blog, we explore why it is important to be forward-thinking and consider the
adoption of new, innovative policies that support immediate business challenges
that are likely to become the “new normal”—including the needs of a larger remote
workforce and greater dependency on digital technologies.

Unprecedented Events Impact Employee Focus:

Fear, the unknown, and the unpredictable abound right now as the lockdown, social
distancing and search for a cure for COVID-19 appears to be ongoing. COVID-19 is
an extraordinary event fostering an atmosphere of uncertainty with many CIOs
rushing to implement new business continuity measures and migrating business
applications and data to the cloud. The pandemic has also created other
dependencies, such as the need for a remote workforce, with many employees now
working from home for the first time. This combination has created unpredictable
work conditions that can accentuate the personal and professional stress level of
employees already experiencing anxiety about health and the overall well-being of
their families as well as concerns about work, finances, trust, low morale and
feelings of isolation.

Even for your most highly motivated employees, moving abruptly from a social
office environment into an unfamiliar remote environment can cause stress and
anxiety. It’s also important to not lose sight of the fact that human beings are social
creatures who typically thrive in a group environment. Working remotely has
created a new appreciation of the significance of the office as a collocated
workspace with the physical presence of colleagues, where facial expressions, body
language and face-to-face interactions subtly boost mental health.

Here are suggested strategies to help organizations alleviate the stigma associated
with these unprecedented mental health challenges and to create a more
productive and effective workforce.

Helping Employees Manage Uncertainty-

Many large corporations, with guidance from behavioral scientists, are

implementing various measures through innovative employee engagement
programs to ensure that employees are empowered to manage stress. These
programs are designed for short- and long-term employee emotional well-being
and include:

1. Well-designed and transparent communications plan for critical messaging

and sharing of accurate information.
2. New leave policies and Real-time collaboration using various online
communication tools.
3. Emotional and professional coaching via industry leaders and life coaches n
Mental health support with the help of counselors, psychologists and
psychiatrists via dedicated helplines n Use of digital technology like AI
chatbots, which are designed to help employees focus better on work when
away from the normal workplace.
4. Engaging, empowering and energizing the workforce via motivational
speakers, experts from various walks of life through webinars, and dedicated
organizational communications channels.
5. Online learning to help employees stay updated and acquire new skills using
various online teaching applications and platforms.
6. A continuous employee awareness campaign to promote hygiene across
multiple organization communication channels.

Finding New Opportunities in Today’s Workforce Challenges-

This health crisis presents employers and human resource executives with an
opportunity to reassess their priorities in the bigger picture, including building a
culture that encourages physical exercise, nutrition and mindfulness, along with
updated definitions of work-life balance.

In this defining moment, global leadership and corporations are also being
challenged to add more value in their social, cultural and organizational
responsibilities, which means new measures must continue to evolve to bring
increased cohesion among remote employees to keep them motivated and
maintain productivity levels. This means using a multifaceted approach to help
employees feel energized, enthusiastic and empowered by:

• Promoting their work online.

• Allowing flexible working hours.
• Helping them upgrade their technical skills and identifying relevant work
along with achievable goals.

To break the monotony of working alone, employers need to bridge the digital and
physical gap with a focus on staying connected via online video-conferencing tools
with activities like:

• Virtual online “coffee breaks” that help lighten up the mood of the
employees through informal discourse and knowledge sharing sessions.
• Daily “immunity booster” yoga sessions to make working as a team more
fun and to foster a sense of oneness and community feeling.

When business and other leaders embrace the message behind the adage “Every
problem is an opportunity in disguise” and combine it with Benjamin Franklin’s
immortal words “An investment in knowledge pays the best interest,” their
organizations will emerge stronger. This approach will enable companies to reap the
benefits of the increased knowledge base of its employees, wherever they are
located, and become truly “future-ready” in a post COVID-19 world.
 CHAPTER-5
TCS – VACCINATION DRIVE
 TCS VACCINATION DRIVE

Challenge

To successfully drive history’s largest mass vaccination program, countries need to

inoculate billions of citizens at speed. This requires governments and healthcare
providers to administer vaccinations in a structured and timely manner. They must
build trust with the public, schedule appointments, administer the dose and capture
adverse effects.

Organizations need a ready-to-use customer service solution that will deliver

superior ‘recipient experience’ and help healthcare organizations reduce their
efforts.

TCS Solution

TCS’ Vaccine Administration Solution, built on Zendesk platform, manages vaccine

recipients’ engagement end to end. The solution helps healthcare providers,
pharmacies, corporations, retail chains and public health departments to engage
with recipients during the pre-vaccination, vaccine administration and post-
vaccination stages.

The CRM solution provides recipients a channel of their choice to register and
schedule appointments, access information, obtain vaccine certificates and report
any adverse event. Providers can manage waitlist, appointments and submit the
data to designated systems in real time to ensure compliance reporting. It offers:

• Registration for vaccination with pre-visit checks and health assessment

• Appointment scheduling, re-scheduling, cancellation and status updates
• Vaccination record card generation
• Notifications and reminders on first and second dose appointments
• Real-time data exchange with government agencies
• Reporting and dashboards
• HIPAA and GDPR compliance
Benefits

TCS offers a pre-built SaaS solution that can be deployed in weeks. The solution
helps organizations improve customer service for vaccine recipients and support
compliance reporting. It ensures:

• Continuous engagement, awareness building and query resolution on a single

platform
• Self-service, assisted services for scheduling and contactless visits
• Seamless integration with existing systems to reduce effort
• Communication with federal and state agencies to streamline compliance

TCS Advantage

With deep expertise in next-gen solutions, domain knowledge in healthcare and

public sector priorities, and commitment to user-centric solutions, TCS is well
placed to deliver a scalable and agile engagement solution. We offer:

• Multi-industry experience to provide plug-and-play solutions

• Global presence and Location Independent Agile™ delivery models
• Flexible solution capability to meet dynamic requirements
• Strategic alliance with Zendesk to bring the best-of-breed solutions to vaccine
administration management

TCS’ vaccine policy is almost mandatory:

To achieve its target, TCS has invested in providing vaccination for its employees in
the most remote parts of the country.

Since the pandemic hit in March 2020, the company’s employees have moved out
of the two dozen cities where it has campuses and gone home to remote locations.
To vaccinate its teams, the company conducted vaccination drives in over 125 cities
across India.

“People are not only in Mumbai, Pune, and Delhi. They’re in Bilaspur, Gwalior,
Kottayam—small towns where their parents are,”. “How do we make them aware
of (the) importance of this (vaccination), and how do we create vaccination centre
close to them and get them vaccinated, has been a huge effort over the last four
months.”

Meanwhile, the company is using technology to closely monitor the movement of

workers at offices.

We have a product which tells you who can come and who cannot come not just
based on health, but also where they live…whether they’re in red (containment)
zone. It’ll check all the factors and say yes, the employee can come or no, they
cannot come.”

People who haven’t taken the vaccine—most for valid medical reasons and a small
fraction who skipped it by choice—will also face more hurdles. The unvaccinated
will need to provide an RT-PCR test 72 hours before coming in to work. Once in the
office, how long they are there and where on the premises they’ll be allowed will be
strictly controlled.

These curbs are for the greater public good, the HR head reasons.

“Vaccination and coming to office are two different tracks. Vaccination is done for
people’s health more than anything else.” “And it’s so that when they’re coming to
work, they don’t have health issues or create issues for their colleagues.”

TCS India Vaccination Policy:

For completion of Covid-19 vaccination dosage, as applicable. It is imperative that

each one of you is adequately protected through vaccination and are aware of the
following important points.

Vaccination is mandatory but not limited to-

• Work from office in future in case required

• Work assignments that required physical presence e.g., client visits, seminars,
conferences, in-person meetings, trainings
• Work related travel both domestic and international
• Continuation of the associate in an account where the customer/TCS requires
physical presence in the assigned workplace
For vaccination 1st dose and 2nd dose for TCS employee, some points of vaccination
must be taken care of-

Associates not vaccinated for 1st dose or 1 week post the date when they become
eligible for Dose 2 vaccination-

Will be required to undertake RT-PCR tests, from an ICMR approved laboratory,

once every week while on SBWS and provide the report to HR, since the associate
may be identified to work from office at short notice.

If the associate is identified to work from office, then the associate is required to
produce a RTPCR test report not older than 3 days prior to the date of reporting to
office.
 CHAPTER-6
EMPLOYEES WELL-BEING
FACILITIES AND ONLINE
PROGRAMS
 WELL-BEING FACILITIES AND ONLINE PROGRAMS FOR TCS EMPLOYEES

1. Fit at Work, Fit at Home, Fit4Life

The IT Industry has caught a lot of flak for its sedentary nature. So, long before it
could become a problem statement affecting its associates, TCS decided to do
something about it, over ten years ago.

TCSers win marathons the world over and it is testimony to how much fitness is
valued on an individual and collective level. Fit4Life – a special initiative focusing on
employee outreach programs for fitness and physical well-being aims to engage TCS
employees using the pursuit of fitness as a common activity and goal. Some of
these programs include community marathons, group bicycling targets, yoga
certifications, and so on. The need for access to physical fitness routines became
even more important given remote working, plus the closure of gyms and exercise
groups during the months of lockdown in 2020. Since Fit4Life was available as a tool
and online app to record activities, including yoga, zumba or any form of exercise.
TCSers could continue to use it, despite the physical and social distancing. This,
combined with the #OneTCS platform, has helped our fellow associates share notes
on how they stay fit despite the pandemic and the lockdown.

2. OneTCS: Employee Engagement Beyond Boundaries

Communication and collaboration tools that have become household names, after
the pandemic, no doubt have helped organizations connect. But we wanted to go
further to ensure that the “withdrawal symptoms” of not having personal
interaction at the workplace didn’t affect the emotional balance of our associates.
After all, getting together on work-related team calls, albeit on video, is no match to
the energy that a water cooler conversation provides.TCS saw in a commonly used
collaboration tool, an opportunity to engage associates across geographies, and
#OneTCS was born. OneTCS was represented by way of a weekly digital bulletin
updating TCSers not just about the pandemic, but also of how all of them, as a
singular entity, were working together through the challenge.
Whether it was the story of an employee volunteering to produce masks for her
community, or a group of employees in India feeding migrant laborers as they
travelled back to the hinterland from the metros, or another TCS group that
designed “fun days” as a way of showing gratitude to their frontline healthcare
workers, stories of the OneTCS spirit were shared with regularity. Furthermore, an
exclusive OneTCS infotainment channel was launched featuring fireside chats with
global celebrities from sports and entertainment, and discussions with well-being
experts on how TCS employees could cope with and draw from each other’s
strengths during the extraordinary days of the lockdown.

TCS Maitree was started in 2002 with an aim to deploy corporate sustainability
through volunteering for employees and their family members. “Radio Maitree”, a
live radio program was launched in 2020, following the pandemic. The platform was
designed to reach out to TCS employees and their families as they tuned in to listen
to their favorite songs, share personal stories and stay involved despite the isolation
on account of the lockdown.

3. TCS Cares: Sometimes it is okay not to feel okay

Whether it be work-related concerns, personal problems, or worries about what the

future holds following the pandemic, everyone has been through a fair share of
overwhelming moments in recent times. But ploughing through hurdles is how one
develops resilience. Resilience has a huge impact on self-confidence and self-belief
and vice-versa. Both feed off each other.

Although, it is challenging to support employees’ mental health while the workforce

functions remotely, – there are plenty of tools that TCS has designed for employees
to take advantage of and to empower themselves and gain control of their mental
health. A specially designed interactive session, TCS Cares, helps employees cope
with mental health issues such as anxiety, as well as behaviors such as time
management and so on. Timely and relevant interventions and offerings have been
designed keeping in mind the specific needs of the continually evolving pandemic
environment where stress and anxiety levels are particularly known to peak.

The TCS Cares umbrella brings under its roof one-on-one professional counseling
sessions, self-help resources, peer group counselling, and employee wellness
webinars that include expert Q&A sessions. The program has served as one of the
most engaging employee-driven tools in the months following lockdown since
March 2020 and the uncertainty it brought with it.

That we came out of the pandemic victoriously is not a matter of chance; a lot of
effort and thought went into how we were going to emerge purpose-driven, and
resilient than ever before, building on the belief that this was something we were
going to tide over collectively. And we did.

4. TCS Solution towards individual wellness

TCS Connected Wellness Solution offers enterprises a single platform to deliver pre
care, point of care, and post care to different types of consumers.

In order to motivate individuals to adopt and maintain a healthy lifestyle, our

solution is:

• Personalized: customizes patient care to improve the care experience.

• Collaborative: connects insurers, care providers, administrators, and
employer groups.
• Efficient: gives individuals control of their own health, yet provides support
from health coaches, etc.
• Mobile: tracks running, walking, heart variability, and pulse rate with a
consumer-facing portal and hybrid app, named Health Wallet.
• Integrated: ties data management to middleware to manage notifications &
assessments, and administer health programs.

• Social: crafts bespoke health programs based on social interactions of various

groups and communities.

Benefits

• Engage consumers in high-level self-directed wellness

• Reduce care delivery costs with preventive wellness programs
• Increase real-time patient access across multiple channels
• Harness data insights to configure customized care plans
• Achieve business agility with quicker products/services launch
• Secure patient buy-in with gamification, rewards, & a care community
• Increase patient mind share with better-quality healthcare
• Drive patient/member loyalty via effective engagement
 5. Newly launched: Tata myDiNC+

Tata myDiNC+, an assisted healthcare facility for convenient consultation,

diagnostic, treatment and more for India-based TCSers launched on 1 November
2021.

This application provides complete healthcare for you and your family:

• Unlimited COVID and non-COVID medical queries.

• Online doctor consultation.
• COVID/non-COVID lab-tests
• Medicine delivery and ambulance booking
• 14-day at-home COVID care package
• Special launch offers for TCS India employees-

Three Month Subscription at Rs 100/ Month covering the employee plus

three family members.

1. Special subscription price on virtual consultation and at-home care-

General physician consultation- 250 INR

Specialist consultation- 500 INR

14-day at-home COVID care management- 5000 INR

2. Additional price benefits on COVID, non-COVID lab tests and medicine delivery.
 CHAPTER-7
Recovery and Beyond for Life,
Health Insurance, and Pension
Providers to TCS Employees
 Analyzing impact on life, health, and pensions
across different pandemic phases
The COVID-19 impact on life, health, and pension providers has been grim
and insurers are striving to mitigate the impact and ensure uninterrupted
service. Insurers are grappling with increased outflows due to rise in medical
and life insurance claims, withdrawals, surrenders, and changes in tax rules
and withdrawal limits for retirement pots. On the other hand, cash inflows
are down due to extension of grace period for premium payment and
reduced sales and investment returns. The COVID-19 impact on life and
health insurance providers is also manifesting in increased turnaround time,
especially for insurers that have been slow to digitalize.

While resilience will be in the spotlight in the crisis phase, insurers must
relook at their business, operations, application models, supply chains, and
workforce as they navigate the crisis. Specific actions that will help mitigate
the COVID-19 impact on life, health and pension providers can be classified
into key themes including:

• Products for a new beginning

• Socially distanced customer experience
• Purpose-driven ecosystems
 CHAPTER-8
Analysis & Interpretation on TCS
Employees Wellness During
Covid 19
Analysis of TCS focus on Employee Wellness during Covid-
19 pandemic
TCS Cares Comes Through For Employees During COVID19 –

Established in October 2018, TCS Cares focuses on the mental and

emotional well-being of associates. The Program structure was initially set
up on Awareness, Acceptance, Understanding, and Support.

RAPID ROUNDUP

• TCS Cares and Wellbeing have been successfully able to foster a culture
of psychological safety and trust.

• Counselling and Self-help Resources utilization shows a 35 % increase Q

on Q.

• 22% increase Q on Q in uptake of Emotional Well-being leave indicating

trust in TCS

The Key Offerings: Pre Covid: 24*7 Counsellor Support, Face-2-Face,

Online, and Tele Counselling. Self Help resources including Weekly
Webinars and Mental health assessments. Sensitization Programs for HR &
Leadership, Peer Counselling Programs, Emotional Wellbeing leave.

Impact & Participation: Driven by the TCS Cares team through a network
of HR and Cares Spocs. Awareness creation through various internal comm
channels, floor walks, as well as messages from leaders help create an
environment of trust and acceptance.

Interventions During the Crisis: Mental and Emotional Support needs for
the associates were identified through multiple mediums like TCS Cares
mailbox, HR Connects, COVID Helpdesk, Branch Safety Leaders, Manager
& Peer Referrals and Social Media feeds.

Diverse Segments: Offerings are designed keeping in mind diverse needs

such as differently-abled, people with chronic health challenges, caregivers,
LGBTQ+, women with very young children, single parents, etc.
Building Awareness: Awareness and Outreach is based on a 360*
approach through Key Awareness channels and Monthly Wellbeing
Calendars. Broadcast Mailer, Blogs, Webinars, #OneTCS Channel, Radio
Maitree, Employee Welfare Team, Sensitized HRs and Leadership,
Interactive Sessions by Experts, Inductions for New Associates and Peer
Counsellors network.

Removing Barriers: Counselling sessions are completely Confidential.

Weekly Wellbeing sessions encourage the culture of speaking up and
sharing. Addressing depression and Anxiety on Organization-wide channels
i.e #OneTCS channel and Radio Maitree have worked to reduce the stigma.

Covid Specific Support:

• COVID-19 Corner on Ultimatix (Internal Employee Portal): shares TCS

announcements, advisories, guidelines, and more for every geography. It
also highlights news from our Chairman, CEO and corporate channels.

• 24X7 Covid Emergency Helpline and 24X7Covid Medical Helpline

• COVID-19 app on Microsoft Teams to serve as a one stop shop for

employees

• Tie up with StanPlus Ambulances, to extend Ambulance services, across

16 Indian cities – for employees & their families.

• Quarantine Accommodation facilities to TCSers and their immediate

dependants in hotels across cities with a one time “Special Accommodation
Advance”

• First line Covid-19 Isolation Centres along with Counselling Support within
TCS Premises/ Transit quarter in some cities

• TCS also provides Home Healthcare facility whereby associates can avail
various medical packages and doctor consultancy from home.

TCS Employees feedback Undergone: Below are the feedback

undergone received from TCS employees during covid 19 pandemic-
Remote Work

1. Can you work remotely?

Yes 100 %
No 0.00

Remotely work employees

150

100

50

0
Percentage

YES No

Interpretation: Majority employees are agreed that they are

working remotely during covid-19 pandemic.

Satisfaction with Work from Home policy

2. Are you satisfied with the work from home policy?

Yes 70 %
No 30 %

Satisfaction level for WFH policy

80
60
40
20
0
Percentage Total

Yes No
 Interpretation: Here 70% employees are agreed that they are satisfied
with work from home policy while 30% employees are not satisfied with
work from home policy during covid-19 pandemic.

Paid Sick days leave information

3. Can you take paid sick days during Covid-19?

Yes 90 %
No 10 %

Paid Sick days leave information

100

80

60

40

20

0
Percentage Total

Yes No

Interpretation: Here 90% employees are able to take paid sick leave
during covid-19 while 10% employees are not sure and have less
knowledge whether they are able to take paid sick leave during covid-19
pandemic or not.

Knowledge of new workers hiring

4. Are new workers being hired during Covid-19?

Yes 100 %
No 0.00%
 New hiring during Covid19
120
100
80
60
40
20
0
Percentage

Yes No

Interpretation: Here employees agreed that TCS is hiring employees

during covid 19.

TCS providing Vaccination drive to every employee

5. Is TCS provide Vaccination drive to its employees?

Yes 100 %
No 0.00%

Vaccination drive for employees

150

100

50

0
Percentage

Yes No

Interpretation: Here employees agreed that TCS is providing Vaccination

facility to each and every individual of TCS during covid 19 .
Covid-19 treatment reimbursement

6. Is TCS provide Covid-19 treatment reimbursement to its

employees?

Yes 20%
No 80%

Covid-19 treatment reimbursement to TCS employees

100
80
60
40
20
0
Percentage

Yes No

Interpretation: Here 20% employees agreed that TCS is providing Covid

19 treatment reimbursement while 80% employees not sure whether
covid19 treatment reimbursement is there for employees or not.

Covid-19 Vaccine dose reimbursement

7. Is TCS provide Vaccination dose reimbursement to its

employees?

Yes 100%
No 0.00%
 Vaccination dose reimbursement to TCS employee
150

100

50

0
Percentage

Yes No

Interpretation: Here 100% employees agreed that TCS is providing

reimbursement for vaccination dose of covid-19.

Allowance for Work From Home costs

8. Do You get an allowance for WFH costs?

Yes 100%
No 0.00%

WFH costs allwance to TCS employee

120

100

80

60

40

20

0
Percentage

Yes No

Interpretation: Here 100% employees agreed that TCS is providing Work

from Home cost allowance to TCS employees.
Support during Work from Home

9. Do you feel well supported to work from Home?

Yes 50%
No 50%

Support during WFH

60

40

20

0
Percentage

Yes No

Interpretation: Here 50% employees agreed that they are receiving well
support during Work from Home while remaining 50% not agreed with
this that means remaining 50% employees not receiving support during
WFH.

Emotional and Mental support during Covid Pandemic

10. Is TCS provide emotional and mental support

during covid pandemic?

Yes 70%
No 30%
 Emotional & mental support to employees during Covid
pandemic
100

50

0
Percentage

Yes No

Interpretation: Here 70% employees agreed that TCS is giving emotional

and mental support during covid pandemic while 30% employees not
agreed with this.
 CHAPTER-9
Finding, Suggestions &
Conclusion
Finding: -

• After the analysis it is found that TCS is providing most of

the facilities to its employees during covid 19. Employees
are working remotely.

• As per analysis, mostly employees are happy with work from

home policy whether some of them are not due to some
reason like distraction while working at home, no office type
environment, less physical interaction with colleagues, not
able to solve some problems through virtual contact.

• Employees are less aware of paid sick leave policy during

covid-19.

• Employees are confused regarding covid-19 treatment and

its reimbursement.

• As per analysis, employees not getting proper support while

work from home.

Suggestions: -
• Employees of TCS must be aware of all the facilities
provided to them and they have full knowledge of it, so that
they can use it for their benefits as TCS is providing best
services to its employees during Covid-19.
 Conclusion
Covid-19 has forced all of us to rethink how we do things. Tata Consultancy Services
is also one of them. Tata consultancy services focus during covid-19 is mostly on
employees wellness and on business continuity during pandemic. For Employees
safety and business revenue TCS started Secure Borderless Workspaces™ (SBWS™)
transformation operating model framework that allows organizations to take full
advantage of their talent ecosystem to maximize business opportunities. It
encompasses a wide range of human functions, including infrastructure, talent
management and employee engagement; processes, tools, and governance
mechanisms; and collaboration and engagement practices.

Tata Consultancy Services provided many facilities to its employees during covid-19
as all the employees are doing work from home, TCS mainly try to focus on mental
and emotional support to employees while working from home. Tata Consultancy
Services provided 24*7 covid emergency and medical help to their employees. TCS
organized motivational sessions during pandemic. TCS tie up with StanPlus
Ambulances, to extend Ambulance services, across 16 Indian cities for employees
and their families. Quarantine Accommodation facilities to TCSers and their
immediate dependants in hotels across cities with a one time “Special
Accommodation Advance”. First line Covid-19 Isolation Centres along with
Counselling Support within TCS Premises/ Transit quarter in some cities is also
provided. TCS also provides Home Healthcare facility whereby associates can avail
various medical packages and doctor consultancy from home.

Based on the careful analysis on TCS employee wellness during covid 19, it is
concluded that employees are receiving many facilities and support during
pandemic. Tata Consultancy Services is successful in continuity of its business with
the SBWS model by proper focusing and support to its employees whether it is
mentally support or emotional support. TCS is also hiring individuals during covid
pandemic. Employees retaining ratio mostly high in Tata Consultancy Services
during pandemic as it is added value to its employees and focus on development of
employee growth also and employee healthy relationship while business continuity
during Covid-19.
 Bibliography

• Textbook of Human Resource & Development, M.B.A. Semester-III

• Websites:
www.tcs.com
www.timesofindia.com
www.indeed.com
www.quora.com
www.economictimes.com
www.thehindubusinessline.com
www.business-standard.com
Annexure:
Questionnaire
Instructions: -
1. Please attempt all the questions.
2. The answers would be used for the purpose of research only and the information data will be kept
confidential.
3. Concerning the topic of research to be a personal matter, the name and contact details are kept
optional.
4. Please read each question given and use the following option to respond.

Name:
Contact Number:

1. Can you work remotely?

Yes
No

2. Are you satisfied with the work from home policy?

Yes
No

3. Can you take paid sick days during COVID-19?

Yes
No

4. Are new workers being hired during COVID-19?

Yes
No

5. Is TCS provide Vaccination drive to its employees?

Yes
No

6. Is TCS provide Covid-19 treatment reimbursement to its employees?

Yes
No

7. Is TCS provide Vaccination treatment reimbursement to its employees?

Yes
No
8. Do you get an allowance for WFH costs?

Yes
No

9. Do you feel well supported to work from home?

Yes
No

10. Is TCS provide emotional and mental support during Covid pandemic?

Yes
No

Thank You