TEAM MEMBERS

 DIMPLE BHANUSHALI 4
 DHAVAL HARBADA 14
 SUJIT NIMKAR 34
 NOOPUR SODHA 54
INTRODUCTION
Innovate, Implement and Improve…
(3i of HR practices)

 HR is a key contributor and has proved itself a

crucial lever in business success.

 Here is an attempt to capture some of the best HR

practices that are creating motivated and loyal
workforce at TCS.
TCS HR PRACTICES
 MAITREE

 PROPEL

 PULSE

 PEEP

 REFERRAL POLICY
TCS MAITREE
 Founded on 23rd February 2002 under the
able guidance of Mrs. Ramodarai TCS
strives to create a spirit of liveliness among
TCS associates and their families by
organizing social activities and social events.
 TCS Maitree encourages its associates and
their families to look on themselves as a part
of the extended family of TCS.
TCS MAITREE Cont..
DRIVING FORCE
 Information sharing and interaction directed
internally within the TCS community.
 Social service i.e. working for the
betterment of the people and environment.
ACTIVITIES
 Dance classes conducted for employees.
Also movie clubs and yoga classes.
TCS PROPEL
P rofessional Excellence
R ole enhancement
O wning TCS culture
P ersonal Growth
E mployee involvement
L earning
PROPEL Cont…
PHILOSOPHY
 Propel is a way…a way of life at TCS.
 It is a revolutionary team activity that facilitates
the exchange of ideas and helps in immediate
problem solving.
 Propel’s fun format also encourages bonding and
self development among TCS associates.
 An all encompassing approach to find solutions.
PROPEL Cont…
 Growth has its own challenges where change
remains a constant. Propel is a platform and a
tool to help bring about this change. It connects
with TCS belief of “Let us make it a joy for all
our stakeholders”
 It helps build a culture of collaboration,
creativity and also networks of relationships.
THEME
 Accelerate solutions…Enjoy Life…
PROPEL Cont…
 Launch of Propel lead to Empowered individuals
and Teams.
 Institutionalized culture of valuing associates
through processes that enable and enhance
individual performance.
 Established a reliable channel through which the
Voice of associate is heard and integrated with
TCS policy making.
 It is an integral part of the Organizational
Effectiveness function.
PROPEL Cont…
 Provided every individual with an opportunity to
become a leader to institutionalize change at
multiple levels of TCS.
 Provide a forum to discuss issues and ideas where
people take ownership in promoting their ideas
where people take ownership I promoting their
ideas and resolving issues at their level itself
which has created an Ownership culture within the
Organization.
PROPEL Cont…
Propel is propagated across TCS by means of two
kinds of building blocks
CONFLUENCE
 Forum for sharing, dialogue and listening.
 Conducted by two propellers for maximum of 40
associates from different teams and functions.
 Sharing, fostering friendliness and role taking is
the agenda for a confluence.
PROPEL Cont…
CAMP
 Forum for improvement initiatives on specific
voice of Associates.
 Conducted by a propeller and 20 associates from
the same teams and functions to address a and
find a solution to a common problem/issue.
 Giving inputs, idea generation for TCS policy
making and institutionalizing specific culture and
role oriented practice is agenda for camp.
TCS PULSE
 Pulse is company’s annual associate satisfaction
survey.
 Survey to measure and understand the associate's
attitude, opinions, motivations, aspirations and
satisfaction.
 Improvement, invite suggestions, ascertain
shortcomings, design appropriate plans which
finally conclude in action.
PULSE Cont….
 Serves as a virtual performance for corporate or
support groups.
 Groups like HR, MATC, Admin, Internal Infra
Services, Tech Commn, Marketing, Internal
Commn, Library and Info centre, info security
seek feedback and evaluation.
 Aim is to have a high ASI (Associate
Satisfaction Index)
PULSE Cont….
 Questionnaire has several questions based on
every aspect of TCS as a work place.
 It has open ended questions to trigger action plans
and suggestions from associates.
 Many substantial improvements have taken place
as a direct result of pulse survey.
 Customizable compensation and benefits package
for India payroll called BOB.(Bouquet of
Benefits)
PULSE Cont….
 Pulse system is designed to ensure
confidentiality.

 No answer can be traced back to the respondent.

 The survey is strictly anonymous.

TCS PEEP
OBJECTIVE
 To carve out the career path for the employees
specially probationary.
PROGRAM DETAILS
 Discussion between employee, appraiser and the
reviewer.
 Discussion regarding employee inputs,
achievements throughout the project and the
expectations.
 No immediate boss is involved.
PEEP Cont…
 Feedback is sent to HR.
 The whole process takes place at the verge
of completion of the project or year.
PROGRAM OUTPUTS
 Identification of potential of the employee
and his aspirations.
 Providing the required resources as per
expectations in near future thus leading to
employee’s career planning.
TCS REFERRAL
OBJECTIVE
 To encourage employees to get buddies in the
organization so that they are retained longer and
are rewarded.
PROGRAM DETAILS
 Associates get rewarded and the amount gets
credited to the employees account under
miscellaneous component after the referral joins
the organization.
REFERRAL Cont…
 HR associates are not eligible for the
scheme.
 Employee retention is possible because of
team of friends.
 Quick way to earn more money.
 Opportunity to make and choose team
mates.
DAYS at TCS
 Family Day
 Town Hall Meeting Day
 Coffee @ 5
 Hats Off Day
 Women’s Day
CONCLUSION