A

Mini Project Report -2

On
TATA CONSULTANCY SERVICE

-: SUBMITTED TO:-
Department of Management Studies, H R Institute of Technology,
Ghaziabad affiliated to Dr. APJ Abdul Kalam Technical University,
Lucknow for the partial fulfillment of the award of the Degree of
Master of Business Administration

:-GUIDED BY:-

Internal Guide
Prof. Ankur Bhamu
Assistance Professor
HRIT, Ghaziabad

:-SUBMITTED BY :-
Preeti Mishra
MBA- IInd. Semester
Roll No- 2101940700031

H R INSTITUTE OF TECHNOLOGY, GHAZIABAD

(2021-23)

Department of MBA
HRIT Group of Institutions
 (An ISO 9001:2008 Certified Institute)
7th KM. STONE, DELHI-MEERUT ROAD, GHAZIABAD (U.P)-201003

Student’s Undertakings

I, Preeti Mishra having Roll no 2101940700031 hereby declare that:

(i) I am a student of MBA 2021-2023 batch, Studying in IInd. Semester.

(ii) This Mini Project Report -2 Titled TATA CONSULTANCY SERVICE is based on my own
work carried out during IInd. Semester study and submitted for the partial fulfilment of the
award of the Degree of Master of Business Administration from Dr. APJ Abdul Kalam
Technical University, Lucknow.

I further declare to the best of my knowledge and belief that this mini project report does not contain
any part of any work which has been submitted for the award of any other degree \ diploma \certificate
in this Institute or any other institute.

Signature:

Name: Preeti Mishra

Roll No: 2101940700031

HRIT Group of Institutions (Department of MBA)

(ISO 9001:2008 Certified Institute)
 7th KM. STONE, DELHI-MEERUT ROAD, GHAZIABAD (U.P)-201003

CERTIFICATE

This is to certify that Mr./Ms. Preeti Mishra is a bonafide student of MBA-IInd. Semester batch (2021-23) of
HR Institute of Technology Ghaziabad and has undertaken Mini Project-2 titled TCS ON HR Field during the
study of the IInd. semester.

Name of Internal Guide Dr. MadhuBala

Head – Department of Management

(Designation)

Date:
 ACKNOWLEDGEMENT

We express our deep sense of gratitude to our respected and learned guides, Assistance Prof. Mr Ankur
Bhamu for their valuable help and guidance, we are thankful to them for the encouragement they have given
us in completing the project.

We are also grateful to respected Prof. Madhubala HOD ( Management) for permitting us to utilize all the
necessary facilities of the Institution.

We are also thankful to all the other faculty & staff members of our department for their kind co- operation
and help.

Lastly, we would like to express our deep apperception towards our classmates and our indebt ness to our
parents for providing us the moral support and encouragement.

Preeti Mishra

(2101940700031)
EXECUTIVE SUMMARY
 EXECUTIVE SUMMARY

This project is titled as, Human Resource function undertaken in TCS / TATA
CONSULTANCY SERVICE Company.

Success of every business enterprise depends on its human resources. Finding the right man
for the job and developing him into a valuable resources is an indispensable requirement of every
organization. Proper recruitment helps the line managers to work most effectively in
accomplishing the primary objective of the enterprise . HR manager is expected to pay proper
attention to recruitment and selection activities in an organization.

The TCS / Tata Consultancy Service company have establish their strength with their
people . The employees identify themselves with they are working for this also helps in building
up their spirit, morale and spirit -de-cops which becomes strength of the company .

The project covers introduction of recruitment & selection , source of recruitment – step in
the recruitment and selection process , and suggestions to make the recruitment process more
effective . it also includes the challenges faced by HR in recruitment process and the recent trend
in the recruitment process and the recruitment process.
 INDEX

S.NO TOPIC Page.NO

1 Chapter:-1
 Company profile 1

 History 2 to 6

 Objective 7

 SWOT 8,9

 Competitor 10,11

 HRP at TCS 12 to 14

2 Chapter – 2 15

 Human Resource Mgmt 16,17,18

 Company Policy 19,23

 Performance Appraisal 24, 27

 Evaluation 28,29

 Challenges 30,32

 Technology used 33,36

3 Suggestion 37 to 39

4 Conclusion 40,41

5 Bibliography 42,43
CHAPTER -1
 COMPANY PROFILE

Tata Consultancy Services Limited (TCS) is the world – leading information technology
consulting, services, and business process outsourcing organization that envisioned and pioneered
the adoption of the flexible global business practice that today enable companies to operate more
efficiently and produce more value .

They commenced operation in 1968, when the IT services industry did not exist as it does today.
now, with a presence in 34 countries across 6 continents and a comprehensive range of service
across diverse industries, they are one of the world’s leading IT companies. seven of the fortune
top companies are among our value customers.

TATA Consultancy Services (TCS) is an Indian multinational information technology (IT) service
and consultancy company. It is a largest campus and workforce in Chennai, Tamil Nadu, India. As
of may 2021. TCS is the largest company in the IT sector in the world by market capitalization of
$169.2 billion .

Tata Consultancy Services is now placed among the most valuable IT Service brands
worldwide. In 2015, TCS was ranked 64th overall in the Forbes World ‘s Most Innovative
Companies ranking, making it both the highest – ranked IT services company and the top Indian
company. In 2018, TCS was ranked 11th on the Fortune India 500 list. In April 2018, it is ranked
TCS became the first Indian
HISTORY
 HISTORY

1968-2004

“TATA Consultancy Services Limited, started as “ TATA Computer Systems”

It was founded in 1968 by division of TATA Sons Limited. In 1975, TCS delivered an
electronic depository and trading called SECOM for Swiss company SIS Seganter Settle.

It also developed System X for the Canadidate Depository System and automated the
Johannesburg Stock Exchange. TCS associated with a Swiss partner.

 In 1980, TCS established India’s first dedicated software research and development
Center. TATA Research Development and Design Center in Pune.

 In 1981, it established India’s first client – dedicated offshore development center, set up
for the clients.

 In 1993, TCS partnered with Canada – based software factory integrity Software Corp ,
which TCS later acquired.

 IN 1999, TCS decided to offer decision Support System (DSS) in the domestic market
under its Corporate Vice president and Transformation Head Subbu lyer.
2004 to present

 On 25 August 2004, TCS became a public listed company.

 In 2005, TCS became the first India based IT service company to enter the market.

 In 2006, It designed an ERP system for the Indian Railway Catering and Tourism
Corporation .

 In 2008, It is e- business activities were generating over US $ 500 million in annual

revenue .

 In 2011, TCS entered small and medium enterprises market for the first time, with cloud -
based offering.

 In the 2011/12 fiscal year, TCS achieved annual revenue of over US$10 billion for the first
time.

 In May 2013, TCS was awarded a six – year contract worth over Rs 1100 crore to provide
services to the Indian Department of Posts .

 In July 2014, TCS became the first Indian Company with over 5 lakh crore market
capitalization.
 In Jan 2015, TCS and RIL’s 23 -year run as India’s most profitable firm .

 In Jan 2017, the company announced partnership with Aurus, Inc ., a payments
technology company. In the same year, TCS China was associated as a joint venture with
the Chinese government.

 TCS received the 2019 American Business Awards from Four Stevies.

 On 8 October 2020, TCS surpassed Accenture in market capitalization to become the

most valuable - IT company with a market cap of $ 144.73 billion .

 TCS has 285 offices across 46 countries and 147 delivery centers in 21 countries. On
the same date, TCS had a total of 58 subsidiary companies.
 OBJECTIVE OF THE STUDY

The main objective of the study is to observe the human resource method or policies or practices
used in Tata Consultancy Services Limited.

Which Data is used in this

 In this research Qualitative data are used .Because it help to understand the meaning of HR policy and
how HRM work at TCS . AND which type of technology is used in this. It help to observe the
company HR policy.

 The Research is done on the basis of secondary data. So it does not provide anything new
 Type Private

 Industry IT service, IT consulting

 Founded 1968,53 year ago

 Founder TATA Son’s

 Headquarter Mumbai, Maharashtra , India

 Area served Worldwide

 Services Outsourcing, IT

 Revenue Rs. 167,311 crore

 Number of employees 488,649

 Parents Tata Sons

 Website www.tcs.com
SWOT ANALYSIS
COMPETITOR INFORMATION
 Competitor Information

The major competitive firms of the organization include:

 Infosys Technologies

 Cognizant Technical Solutions

 Wipro Technologies

 IBM

 Accenture

 GenPack

 Mahindra Satyam

 Tech Mahindra

 IBM

 HCL Technologies.
 HUMAN RESOURCE PROCESS AT TCS

ABOUT THE TCS RECRUITMENT AND SELECTION

 Recruitment at TCS take place all levels that is entry and various experience levels.

The hiring of experienced professionals take place through the year while campus offers for freshers
joining next year are all conducted according to placement seasons at colleges.

Off – campus recruitment for fresher are conducted periodically for any additional requirement uitment. For
this TCS undertakes drives through walk – in interview, announcement for which are made in media .

Written test

Verbal section consists of 15 questions and is to be attempted in 6 minutes these are usually based on
English words and their synonym.

Quantitative section consists of the basic mathematics questions based on the percentage, multiplication and
simple algebra .It consist of 15 questions and the time allotted is 10 minutes. Comprehension section consists
of 60 questions within 50 minutes .

Interview

The written test is followed by interview – technical and HR . The technical interview is based on subjects
candidates have already studied in their curriculum. Candidates need to select their favourite subjects out of
what they have studied.

The Hr interview is very general to test candidate’s temperament, General question based on current affairs,
general awareness, trends in IT etc . may be asked .

Qualifications
It depends on the positions and role recruited. For example, at the entry levels , TCS recruit engineering
graduates and postgraduates in the computer engineering.

Experienced professionals or laterals may be engineering graduates or postgraduates if recruited for business
sales roles.

Age limit

Being an equal opportunities employer, the suitability of candidates is judged on competency. TCS understand
competency as critical knowledge and skills producing key output in performance.

Selection process

For trainees and persons with less than two years of experience, TCS conduct written test, technical and
management interviews.

Applications for the job

Interested applicants can apply through TCS recruitment portal. TCS also advertise available positions on
their website, on job boards such as monster, Naukri etc.

Interview

TCS looks for along with mindset to be mobile.

CHAPTER -2
HUMAN RESOURCE MANAGEMENT
 HRM Definition

 HRM Stands for

 Human Resource Management

 
 Human:

Refer to the skilled workforce in the organisation.

 
 Resource:

Refer

to limited availability.

 
 Management:

 Refer to maximise or proper utilisation and make best use of limited resource.

 
 Human Resource Management

 IT is the process of recruitment, selection of employee, providing proper orientation and induction,
providing proper training and the developing skills, assessment of employee (performance of appraisal),
providing proper compensation and benefits, motivating, maintaining proper relations with labour and with
trade unions, maintaining employee’s safety, welfare and health by complying with labour laws of concern
state or country.
Recruitment, Selection, Employee Development Policies, Performance Appraisal Policies, Promotion
Policies, Employee Welfare Policies, Grievance Handling Policies.
COMPANY’S POLICIES AND PRACTIES
Human Resource Policies
  Human Resource Policies are established by an organization, to support administrative functions,

performance management, employee relations and resource planning.

 Human Resource are also described as the set of concepts and norms of behaviour that regulate an

organisation’s interaction with its workers.

 Every firm needs policies in order to promote regularity in behaviour and equality in employee

relations.

 HR policies and practices are critical in organisations because they give an outline, management,

uniformity, justice, and rationality.

 HR Policies are important because their help the employment law followed and the workers are aware

of their obligations and the Business’s goal.

Some of the Key HR Policies are:-

Employee Development Policies, Performance Appraisal Policies, Performance Management,

Reward policy, Employee provident fund, Gratuity policy, Maternity leave policy, Sexual harassment

workplace policy, leave policy, Customer feedback .

 Learning and development:

TCS invests 4% of its annual revenue on training, development and other employee program.

The three learning program are:-

 1) Initial learning program

2) Continuous learning program

3) Leadership learning program

 Performance Management :-

Performance management also important HR policies in this review the performance in a

quarterly basis and it is rate to a scale of 1to 5

 Reward Policy:-

Reward Policy are important policy in the HR policy i.e. mean to the benefits which

employees receive in return working on behalf of an employing organisation.

 Code of Conduct :-

The code of conduct is the company’s policies, consisting of its vision, mission, and

ethics. This is created to inform employees about the policies of the behaviour and maintain discipline

while at the workplace. They include dress code, equal rights to all, media policy.

 Leave policy:-

As per requirement, every company should have a good leave policy to provide a clear

picture of the leaves they would the entitled to take in a year. The leave policy include the leaves into

paid leaves, sick leaves or casual leaves etc. it must also mention public holidays.

 Employee provident fund:-

 The Employees Provident fund Act,1947 provides income security to the employees after

their retirement. This is more like a security fund offering various benefits for employees , such as

housing care . medical insurance and retirement pension.

 Gratuity policy:-

The gratuity policy applies to the employee who have complete the more than 5 year of

continuous service of the organisation.

 Maternity Leave policy:-

Every company with more than 10 employees is required by law to provide maternity

leave benefits to women employee per the Maternity Benefits Act 2017. Minimum of 26 weeks of paid

leave for the first 2 children and a subsequent 12 weeks of unpaid leave.

 Sexual harassment workplace policy:-

A company is required to take or implement rules, human resource policies and

regulations to create a safe work for women at the workplace. The Sexual Harassment Act,2013, the

company must implement proper steps to protect women employees and intern as well as any woman

who visits the company.

Appraisal and Evaluation

Performance Appraisal
 Performance appraisal goes by various names such as performance rating and evaluation.

 Performance Appraisal refer to the regular review of an employee’s job performance and overall
contribution to a company.

 Also review the performance of individual with respect to his or her performance on the job and his or
her potential for development.

 If the performance meets desired performance standards, reward for performance.

 It’s also known as an annual review, performance appraisal.

 ( five = ‘ superstar’ ) . if employees get a low rating ( less than two) in two consecutive appraisals, the
wraning flags groups.

 TCS believes “Performance drops if motivation drops” .

Rebuild its appraisal system
PERFORMANCE & EVALUATION AT TCS
 Evaluation at TCS

 Based on their individual achievement, employees are related on a scale of one to five.

 TCS conducts two appraisals:

1. At the end of the year

2. At the end of the project

 The appraisal system is supported by an online system.

 All associates are rated on a scale of 0 to 5, 5 being highest.

 In the first year the associates are evaluated every quarter

 After the first year, they are evaluated on yearly basis by the project leader.

 The project leaders are evaluated by their immediate managers so on and so forth.
 Challenges for HR 

Challenge for HR Policy

1. Attracting Talent:-

Talent acquisition is among the highest priority human resource challenges this year. To
Retain the employee for their company. TCS is not increasing salary of the employee so mostly
employee leave the company due to his salary is not increase. It’s challenge for HR Policy to a
Attracting the talent.

2. Managing Relationships:-

Workplace relationships are more important than ever. Supporting healthy relationships is
One of many challenges facing HR this year. Companies are finally settling into their long term hybrid
– remote working models, and that has a significant impact on how employees interact with each
other. Healthy work relationships build trust in the workforce and empower employees to work
together more effectively.

3. Talent Retention:-

Workers have more option for employment than they have in decades, so every HR professional
Must take care to retain the current workforce- or risk losing them to an extremely competitive talent
market.
The first step to improving retention is finding out why employees are leaving in the first place. Exit
interview can provide insight into what employees liked best about working at your organization.
4. Diversity in the workplace:-

Diversity remains a hot button issue in human resources, with many organizations still
struggling to build DEI goal ( Diversity, Equity and inclusion) into the broader strategic plan . It mean
there is generation gap between the employee.
 TECHNOLOGY USED AT TCS

Technology used

These are technology are used to overcome the challenges are given below:-
1. Social Media Platform

More than 3.8 million people have a presence on different social media platforms. They
are not only using social media for free time but are also actively looking for new job opportunities
here. If you want to seek out candidates actively, social media is an excellent place to start. You can
leverage LinkedIn, Facebook or even twitter to look for candidates. Acquiring the right talent is not
easy task. But Social Media is very useful for the recruiting the candidates. Most of the LinkedIn.

2. Human Resources Information Software (HRIS)

HRIS solution can help streamline several HR task and processes, and reduce manual
error as well:
a) Filling out form online and storing documents electronically minimizes the amount of Physical
paperwork you need to maintain.
b) Document filed in a digital form are easier to complete, manage and relevance on time. This
helps to reduce compliance problem.
3. Talent Acquisition Software

Knowing how to use an Applicant tracking system or ATS can be incredibly helpful for
HR recruitment and hiring:

a) With a social media integrated ATS, you can post to multiple job boards, careers pages, and
social sites through a single platform.
b) Using smart filters helps you shortlist qualified candidates faster, freeing up your time and
energy for interviewing people and finding the best fit.
c) By automating job posting communication interview reminder and other tasks, an ATS cuts
down both administration and personnel related cost.

4. Performance review Software

There are many way to Review the performance of employee with the help of software. It
help to reduce the manual work to record the employee performance. Now many software are here to
review the performance like Trackstar , Reviewsnap, Eloomi.. etc.
SUGGESTION TO IMPROVE COMPANY’S
POLICIES & PRATICES

SUGGESTION
 These are some suggestions that are mention below:

 TCS follows the concept of exit interviews before the particular employee leaves his/her job; it is the

better way to improve the problem in TCS.

 They should develop leadership programmes for fresher’s who are joining TCS for the first time which

promotes leader’s self- awareness and develop a complex problem solving.

 Have A Transparent Work Culture. Transparency within a workplace talks against the idea of keeping

secrets or hiding information.

 Encourage Face To Face Communication.

 Allow Your Employees The Opportunity To Recharge.

 Evaluation and control of recruitment and selection should be done fair judgement.

 Policy not be hard that employee face a problem to follow the policy.

 Interpersonal Relationship-
 the HR policy of a company should state the company’s interpersonal relationship and

business interaction between employers and employee.

 Performance Management and Appraisal –

Performance improvement and appraisal policy of the company must be a part of the

company’s HR Policies. It should clearly state the method to improve an employee’s performance like

training, counselling, verbal, and written etc.

 CONCLUSION

CONCLUSION

TCS is the best in its industry in all world.

 Success of every business enterprise depends on its human resources.

 HR policy are very important for any organisation.

 HR Policy main function is like Handle all Administration function.

 Human Resource Policies are established by an organization, to support administrative functions,

performance management, employee relations and resource planning.

 Human resource policies are the formal rules and guidelines that company put in place to hire, train,

assess, and reward the members of their workforce.

 Human Resource Management is the most crucial strategy for a company, since it determine whether

the company can function effectively with its employees all the while maintaining good relations and

support from them.

BIBLIOGRARPHY
 BIBLIOGRAPHY

Website:

1. www.google.com

2. www.en.wikipedia.org

3. http://www.scribd.com/doc/40091680/HRpolicyandAppraisal-process-of-TCS

4. https://www.ukessays.com/essays/business /tata-motors-learning-development-

7717.php

5. https://hr.policy.tcs.com/pdf/.com

6. ResearchGate