CAREER PLANNING

AT
TCS
Career planning

Definitions:
A career may be defined as ‘ a sequence of jobs that constitute what a person does for a

living’.

According to Schermerborn, Hunt, and Osborn, ‘Career planning is a process of

systematically matching career goals and individual capabilities with opportunities for

their fulfillment’.

History of tcs:

Established in 1968, Tata Consultancy Services a member of the Tata Group has grown
to its current position as the largest IT services firm in Asia based on its record of
outstanding service, collaborative partnerships, innovation, and corporate responsibility.
It was founded by Jamsetji Tata in 1848 and it is one of India’s most respected
institutions today. Their mission reflects the Tata Group's longstanding commitment to
providing excellence. To help customers achieve their business objectives by providing
innovative, best–in–class consulting, IT solutions and services, and to actively engage
all stakeholders in a productive, collaborative, and mutually beneficial relationship.
TCS' ability to deliver high–quality services and solutions is unmatched. They are the
world’s first organization to achieve an enterprise–wide Maturity Level 5 on both CMMI
and P–CMM, using the most rigorous assessment methodology – SCAMPISM.
Additionally, TCS’ Integrated Quality Management System (iQMS) integrates process,
people and technology maturity through various established frameworks and practices
including IEEE, ISO 9001:2000, CMMI, SW–CMM, P–CMM and 6–Sigma.
It is largest IT employer in India. It provides services to wide range of segment
like banking & financial services, energy, resources & utilities, government, telecom,
media & information services, etc.
TCS acquired Citigroup Global Services(CGSL), India based BPO for  $505 million. The
acquisition broadened TCS’s portfolio of end–to–end IT and BPO services in the global
Banking and Financial Services (BFS) sector. TCS’s enhanced scale and expertise will
be providing service improvements to Citi and Citi’s customers. CGSL has more than
12,000 employees located in India and expected to generate revenues of approximately
$278 million in 2008.
Tata Consultancy Services  delivers real results to global businesses, ensuring a level
of certainty no other firm can match.TCS offers a consulting–led, integrated portfolio of
IT and IT–enabled services delivered through its unique Global Network Delivery Model,
recognized as the benchmark of excellence in software development. TCS has over
143,000 of the world's best trained IT consultants in 42 countries. 
Tata Consultancy Services announced the launch of TCS BaNCS Core Banking
Release 12.0 at the annual flagship event for banking and capital markets, SIBOS 2011,
in Toronto.
In 2014 TCS announced to set up largest Corporate Learning Center in
Thiruvananthapuram with a capacity to train 50,000 IT professionals every year.

Features of career planning and career development:

1. It is an ongoing process.

2. It helps individuals develop skills required to fulfill different career roles.

3. It strengthens work-related activities in the organization.

4. It defines life, career, abilities, and interests of the employees.

5. It can also give professional directions, as they relate to career goals.

Objectives of career planning:

The major objectives of career planning are as follows:

1. To identify positive characteristics of the employees.

2. To develop awareness about each employee’s uniqueness.

3. To respect feelings of other employees.

4. To attract talented employees to the organization.

5. To train employees towards team-building skills.

6. To create healthy ways of dealing with conflicts, emotions, and stress.

Benefits of career planning:

1. Career planning ensures a constant supply of promotable employees.

2. It helps in improving the loyalty of employees.

3. Career planning encourages an employee’s growth and development.

4. It discourages the negative attitude of superiors who are interested in suppressing the

growth of the subordinates.

5. It ensures that senior management knows about the caliber and capacity of the

employees who can move upwards.

6. It can always create a team of employees prepared enough to meet any contingency.

7. Career planning reduces labour turnover.

8. Every organization prepares succession planning towards which career planning is

the first step.

Advantages and disadvantages of carrer planning:

a. Career opportunities:

An individual should start career planning right from childhood. Nowadays lie has become more
competitive and complex. So there are quiet lots of struggles waiting in future. An individual
should learn to baffle so as to select the right profession. Students or employees those who don’t
have proper career plan or career opportunity should become aware of the career opportunity
programs.

b. Self development:

People who have robust health are dependent on the sense of strict discipline and even it matters
when the guidance of the mission occurs. It has almost severe mental makeup, training,
knowledge on aptitude, will-power and the respective skills. It depends on each profession that
even may result in frustration and failure. It helps one to take actions regarding the long term
goals. One cannot judge themselves in taking right decisions. It can be achieved via experience.

c. Job satisfaction:

Job satisfaction has become a common issue among the social workers which determines the
mental stability, creative ideas and recreational facilities. It includes wealth, salary, necessities of
basic living, working conditions and realistic expectation. It becomes cause for anxiety,
depression and nervousness etc. It also improves their life quality. This is considered as the final
fact in achieving success. So understand the different pros and cons of job satisfaction.
d. Promotions:

Promotions deals with the essential inducement of all the changes that are related to extra values.
Here one must try to accomplish and even to quantify them. It is listed by sorting the
negotiations, threats and even the length of time. It is managed within the course of actions by
the organization.

e. Personal growth:

Personal growth is considered as biggest challenge in career development. Here people can be
effective. It deals with most personal cases such as depression, stress management. It has to show
maturity that is endowed with the detailed analysis about the growth of the organization.

f. Loyalty towards work and towards the organization:

It is gained when employee has significant aspiration or commitment towards work. It happens
with the sense of the loyalty and even as the management expects. It gradually changes the
globalization and harder to find. It becomes harder when the employee does not meet the
expectation of the organization. The global environment is confronted as today’s loyalty of the
employee towards the respective organizations.

g. Achievements:

If the employees are hired for the organization then they keep a complete track of the terms and
process that are involved. It also manages the downsizing, attitudes and behaviors that are
limited to self psychological attachments. It relates to the people striving for higher salaries.
h. Efficient career planning:

It ensures availability of people with efficient skills and highly talented employees. Here the
organization concentrates more on promoting data set resources. The employees are allowed to
face the dangers which are full of competition. It has defined quantity of the internal emotional
components. It becomes a necessity for the management to understand the difficulties that the
employee undergoes.

i. Assistance and guidance:

Career planning is one of the benefits of career development aims at development system of the
employee. This helps in guidance and assistance of aspirations, desires and the objectives of the
growth. It has more goals that are to be accomplished. It triggers communication between
employee and manager. It has average caliber towards the growth of each employee that are
manually marked to pursue from greener pastures.

j. Feasible objectives:

It changes the rapid skills, knowledgeable workforce, focus etc. An organization will help in
employee’s career growth and development so as to set personal goals and opportunities to make
the employee to undergo adequate training. It recognizes shared responsibility of the employee
that ensures various policies and programs within the training provided.

k. Job enrichment:

It can be managed through self driven supports. It has additional responsibility towards higher
level employees. It is important when the company has trusted resources and even the employees
with various natural tendencies. Here the best thing to slack off starts where an individual is
responsible for the outcome of the project. It endures repetitiveness that maximizes the gap for
learning.

l. Effective communication:

This deepens the ability to communicate so as to perform multitasking. It improves teamwork

and also neglects nonverbal signals, unhealthy patterns of behavior. It calms down the
conversation between the speaker and the receiver. It also avoids interruptions. This process
helps in time management. It also makes sure that the posture along with the facial expressions is
identified within the emotional nuances.

m. Understanding the hidden aspects:

Opportunities have surprised both the virtual conversations and direct conversations along with
the significant, power and to the extent of collaborating the short term and long term projects. It
helps in lively professional opportunities in the overall career based desires. One can access the
reputation of the organization so as to define about the direct conversations.

n. Boost productivity and engagement:

Improving employee engagement promotes good opportunities and variety of outcomes. It

involves high turnovers and high level engagements. It compensates the quality of work and
business scoring. The defects that are spent has bottom quartile analysis and lower scoring along
with business lines. This is one of the best advantages of planning.

o. Internal skills:

Skills that are developed to achieve the ambitions successfully are known as
internal skills. It ensures satisfactory results of the planning. It has its own scope. Here the
activities are designed in such a way to achieve the goals. It has upgrading and self improvement
of each and every task. It revolves around the career development so as to use the host and whole
set of general information along with the respective practices that are to be followed.

p. Positive branding:

Personal branding helps career planning for large companies and even the activities of strong
personal brand is held. To build up a career plan one has to mention that the strong brands
involved are defined as per the system that is followed earlier. Here one can give straight advice
to control the business related brands.

q. Self assessment:

Self assessment involves consideration, reflection and evaluation of the interests that are
enhanced within the identified skills. It also includes the usage of whole hosted career
responsibilities. It is related to cost tools and instruments that helps in motivating and assessing
oneself.

r. Exploration and research:

Planning involves the components such as exploration and research. It tempts to gather details
about the availability of information, collecting and organizing them. It has defined options and
outcome of all the reported source of data. It also analyzes the gathered collection of data that are
modified and set as goals for further moves.

s. Decisions made:

This is the main phase of career planning. It helps one to put all the collected information
regarding career and involve in deep understanding of the scope that this selected. It manages
when the list of career goals are identified. It has collected set of information that is eventually
handled as best as possible.

t. Building a network:

Career planning helps in developing a network that has supportive way of listening that are
modified within the generated goals. An individual must initially realize the goals that involve
learning new ideas by asking and listening from others. It also helps in fulfilling current job
opportunities that are prepared by one. It creates judgments that are redirected through the
conversations. Its postures are communicated effectively that allows communication withhold
blames at the event of profound connection.

u. Rise in motivational level:

When the plan is designed and executed as per the identification then one can find motivational
level being increased and even with the employee’s path to reach higher and efficient orders. It
also reduces the employee turnover. It has increased level of forecasting as to define the
succession planning. If a proper goal is fixed then one can identify changes in motivational level
so as to achieve the next target of career plan.

Disadvantages:

Though there are multiple methods of planning one’s career, it has few disadvantages of
planning in management  also. They determine the relevance towards career. Here are few
disadvantages of workforce planning.
a. Lack of objectivity:

Career planning has become the opportunity with the impossible small organization. It helps in
developing the defined targets. It becomes disadvantage if the goals are improperly set. The
decisions are made so as to check the deep understanding about the plans. It is not suitable for
small scale industries because of vertical mobility.

b. Lack of awareness:

One should make decisions without fixing a proper goal. It affects communication that has
impact on the ability to view decisions. It has adverse affects on the growth. It has short supply
over the ruined items and more due to the shortage of practices. It paves way for the rejections
and disapproval of the involvements.

c. External intercession:

Here the government rules and regulations play a vital role. The goals have to be analyzed and
are to be designed within the given time. It is to decide and change one’s nature of being. The
Government rules are preferred as the reservation systems are maintained. It intervenes the
desired data that are handled within short term.

d. Difficulty in measuring success:

It deals with one success strategy that is self managed within certain duration and even the
designed career plan process. It establishes large workforce that are handled within strict depth
analysis process. This also routes to different scenarios that leads to unsuccessful exercise.
e. No scope in advancement:

When a career path is selected it should not be chosen blindly instead one must analyze the
schedule within the state of long term gains. Profound goals are enhanced within the current
status which will be validated. If the career planning is completed and if suppose one is working
towards it and if suddenly there is a drop out in that particular sector, then that preplanned career
becomes invaluable.

f. Lack of flexibility:

Nowadays most of the organizations often fail during their uncertain activities. Many employees
are unaware of the career planning strategies. It meets with the lower levels of programs that are
considered in loss of pay. It motivates and structures people with limits of applicability in
uncertain situations. It has promotions on strict observance of objectivity.

g. Time factor:

It has sustained basis that tends to spend a lot of time and resources. It has beneficial long terms
career plans for a long term goals that are set. It may not be effective with career changes. It has
advancement in long term and is time consuming process. The logic sufferings based on ready to
spend a lot of time, would run beneficial only in term of analysis.

h. Unsuitable for workplace:

It has defined undetermined plan towards the goals that are set. Here the career planning process
has depth analysis of the long term goals. Due to process analysis the planning is sustained for
longer run. Large number of workforce is required to involve in developing it. The quality of the
indicator has been checked so as to ensure whether the designed plans are regulated.
Thus career plan development enhances a person’s career that inturn is reflected in proper
understandings and communications. Career planning also termed as succession planning
advantages and disadvantages have been mentioned above. Career path is subjected as the
sequence of work experience which an individual can gain if there is proper implementation of
plans. Hence the goals are to be set in a creative, broadminded manner so as to encourage in
achieving the goals.

 TCS
Brief Introduction :
Tata Consultancy Services is an IT services, consulting and business solutions organization that
delivers real results to global business, ensuring a level of certainty no other firm can match.
TCS offers a consulting-led, integrated portfolio of IT, BPO, infrastructure, engineering and
assurance services. This is delivered through its unique Global Network Delivery Model™,
recognized as the benchmark of excellence in software development. A part of the Tata Group,
India’s largest industrial conglomerate, TCS has over 238,500 of the world's best trained
consultants in 42 countries. The Company generated consolidated revenues of US $10.17 billion
for year ended 31 March, 2012 and is listed on the National Stock Exchange and Bombay Stock
Exchange in India.
Organizational structure of TCS:
Career planning and development at TCS:

Guaranteed high motivation levels at TCS through competitive compensation packages,

stimulating job content, outstanding development opportunities, and, nothe least, an innovative
recognition mechanism. The various ways in which TCS recognizes its people are listed below

1. Project milestone parties — to encourage the efficient execution of projects.

2. Recognition of star performers / high fliers — to recognize outstanding talent.

3. Nomination to covet training programs — to encourage self-development.

4. Best project award — to promote a spirit of internal competition across work groups to foster
teamwork.

5. Best PIP award — to encourage innovation and continuous improvement.

6. Best auditor award — to acknowledge participation in critical support roles

7. Spot awards — to ensure real-time recognition of employees.

8. Recommendations for new technology assignments / key positions — to ensure career

progression and development of employees' full potential.

9. Performance-based annual increments — to recognize high performers. Early confirmations

for new employees — to reward high- performing new employees.
10. Long-service awards — to build organizational loyalty.

11. EVA-based increments — to ensure performance-based salaries.

12. On-the-spot recognition —to guarantee immediate reorganization of good performance.

Equipped with the training programs at TMTC (The TATA Management Training Centre), the
extensive Labs at ISABS and ISISD the constant exposure at conferences, the HR team is a
formidable one and at the cutting edge of HR technology. The HR team at TCS is transcending
from its traditional "maintenance" role to a new developmental role. Designing training modules
for Senior Project Leaders on Performance management, facilitating the implementation of P-
CMM ( being done for the first time in Asia) or designing a Balanced Score Card for the team,
the HR group is at the forefront, rubbing shoulders with the technology experts.

PERFORMANCE APPRAISAL AT TCS:

Evaluation system helps identify employees with potential, reward performance equitably and
determine the employee's need for training. Specifically, performance appraisal has helped the
TCS gain competitive edge in the following ways.(Dutta A. , 2010) TCS conducts two
appraisals: At the end of the year

 At the end of a project.

 Appraisals are based on Balanced Scorecard, which tracks the achievement of employees on
the basis of targets at FOUR levels.

Financial

 Customer
 Internal

 Learning

 Growth

The financial perspective quantifies the employee’s contribution in terms of revenue growth,
cost reduction, improved asset utilization and so on. The customer perspective looks at the
differentiating value proposition offered by the employee. The internal perspective refers to the
employee’s contribution in creating and sustaining value. The learning and growth are self-
explanatory. The weightage given to each attribute is based on the function the employee
performs. Based on their individual achievements, employees are rated on a scale of one to five
(five = “superstar”). If employees get a low rating (less than two) in two consecutive appraisals,
the warning flags go up. If the poor performer continues getting low scores then the exit option
may be considered. Over the years the TCS has found the pattern that leads to maximum decline
performance- boredom. TCS's performance management system has metamorphosed into one
that emphasizes objectivity and a system that mandates performance evaluation against pre-
determined criteria. What deserves special mention is the active participation of the senior
management in the determination of guidelines for the performance appraisal process.

Achievements:

 In 2014– TCS was Honored by Lumity as the 2014 Community Corps

Corporate
 Champion
 TCS Wins Prestigious Association of Management Consulting Firms Award
 TCS recognized as world’s fastest growing global IT Services brand
 TCS UK wins Gold Award for ‘Innovation in Learning’
 TCS is the only IT services organization to be a part of ISO 15926 real time
interoperability network grid (iRING) Version 1.0.0
  TCS achieves Gold status in Business in the Community's (BitC) Corporate
Responsibility Index (CRI) 2007–08.
 Largest IT services firm in Asia.
 They are the world’s first organization to achieve an enterprise–wide Maturity
Level 5 on both CMMI® and P–CMM®, using the most rigorous assessment
methodology – SCAMPISM.
 TCS’ Integrated Quality Management System (iQMS™) integrates process,
people and technology maturity through various established frameworks and
practices including IEEE, ISO 9001:2000, CMMI, SW–CMM, P–CMM and 6–
Sigma.
 TCS tops the DataQuest DQTop20 list of IT Services providers in India for
2008
 TCS ranked among Top 25 in Business Week's 2007 Information Technology
100
 TCS awarded top position in 2007 'Global Services' 100 ‘Top 10 Best
Performing IT Services providers’ category
 TCS was awarded the Business Process Outsourcing Service Provider 2011 at
the Frost & Sullivan Asia Pacific ICT Awards ceremony hosted in Singapore.

Conclusion:

1. Imrove the overall health of IT projects

2. Satisfy the customers

3. Improves the morale of employees

The three most important factors that enabled TCS to garner the success are: employee
opportunities for professional growth, performance management and the TCS culture.

TCS makes substantial investments to ensure that our people possess the skills,
knowledge and resources they need to grow in their careers and deliver excellent client
service.