Relating TCS

Reimagining Talent
Management with
Economics
Analysis by:
Harsh Shrivastav(PGPM-20-039)
Bhabhapriya Mishra(PGPM-20-027
Arjun Khanna(PGPM-20-020)
• There was a trend of increasing • Quality of fresh engineering graduates
returns to scale as addition of have improved over time due to their
less number of employee exposure to technology at much
improved the output by vast earlier stage.
margin.
• Also the quantity of graduates have
improved over the years.
• Hence as per below supply curve at
same price(P1) TCS hired more
number of skilled employees(Q to Q1)
as compared to earlier trend.

Source: google images

Source: google images

• Marginal product of labor was very • Reskilling of employees
high during initial years of freshers using technology. Thus
recruitment. Thus addition of output through same
skilled labor helped the company to number of employees
overtake more number of projects. have increased.
Further TCS did heavy recruitment.
Thus TCS utilize the portion
between H and S effectively.

Source: google images

Source: google images

• We can also verify law of diminishing marginal utility as the number of hiring reduced
as compared to FY 2016 for TCS.
• Now hiring more employees doesn’t have same increase in utility that was observed at
early stages.

Reimagining Talent Management by TCS

• TCS searched for talent in newer ways via code contest and competitions
• TCS trained new graduates from farthest reaches of the country and groomed them for digital
future.
• Rather than hiring new professionals - reskilled old employees to upskill as per the industry
demands
• As TCS diversifies to new geographies a lot of hiring has also been taking places from those local
places as well.
• TCS training programs in technical developments, soft skills & leadership development helps in
searching for better talents
• Role rotation of employees allow for all round development new technology, new roles and new
geographies along with employee friendly policies which helps in retaining the employees.