INDEX
Sr.No. Particulars Page No.
1 Index 2
2 Introduction 3-4
3 Aim of TCS 5
4 Objectives of Study 6
5 Type of Study 7
6 Sources of Data 8
7 Analysis & Interpretation 9
8 Conclusion
Profile
Tata Consultancy Services is India’s leading Information Technology (IT) and Management
Consultancy 2ptimize2ion. Established in 1968, TCS has completed 25 years of services to
buinsness, industry and government worldwide. It’s operations span over 40 countries. It has
successfully executed projects in areas such as banking and financial services, manufacturing
industries, energy, healthcare, transport, communications and tourism.
Employing more than 5500 (1996) professionals, TCS provides a wide spectrum of consultancy
services in the area of IT. These services cover all aspects of systems and software engineering
including information needs analysis computer hardware sizing and selection, systems analysis
and design, system conversion, 2ptimize2i software development and implementation, bureau
services and computer-assisted instruction.
Research and development play a critical role at TCS. The Systems Engineering and Cybernetics
Centre at Hyderabad (India) studies and analyses problems with a holistic perspective. It has
developed methodologies for understanding the increasingly complex organizational and societal
problems. The Centre functions as a nucleus for the dissemination of systems engineering and
cybernetics techniques in India.
The Tata Research Development and Design Centre, a division of TCS, is based in Pune(India).
The Centre specialices in applied research in information technology. Some of the areas of
2ptimize2ion2n are object oriented techniques, software engineering, artificial intelligence, expert
systems, CAD/CAM, image processing and microprocessor based instrumentation. Consultants at
TCS have access to a wide range of hardware – mainframes, mini-computers, personal computers
(PCs) and dedicated workstations. Some of the systems in TCS are the IBM ES/9000, IBM 3090,
IBM AS/400, RS/6000, VAX6000, DEC5000,Elxsi6400, SUN SEQUENT, TANDEM TXP, CLX and
VLX. In addition, there are mainframes and minis from Texas Instruments, Hewlett Packard and
others. Extensive use of software tools ensures quality and productivity 2ptimize2i 2ptimize2ion.
The company is listed on the National Stock Exchange and Bombay Stock Exchange in India.
Areas of business
Services
Tthe following TCS services help customers 2ptimize business processes and create resilient IT
infrastructure, ensuring faster business results:
2
Consulting
TCS consulting services help enterprises transform the way of doing business by helping
them to optimize business processes, align IT with business requirements, support IT
operations, and design effective risk management strategies.
IT services
TCS provides system integration and testing solutions, and application development and
management services that help companies make the most of their IT investments.
Infrastructure outsourcing
The company partners with enterprises to make their IT infrastructure flexible, scalable,
and secure, while maximizing performance.
Industries
TCS helps clients from various industries solve complex problems, mitigate risks, and become
operationally excellent. Some of the industries it serves are:
3
Aim of TCS
Tata Consultancy Services’ Learning and Development centre prepares new recruits to take on the formidable
challenges that lie ahead. A look at the fascinating programme, and how it helps shape young graduates into
professionals
Tata Group’s leadership development programmes and processes aim to groom the managers of
today into leaders of tomorrow. In order to maximize the potential of its pool of managers, the
Group provides high-value, superior-quality training programmes that encourage cross-functional
exposure and allow for cross-company mobility, making it an important aspect of all leadership
development efforts. A selection of articles highlighting the Group’s leadership enhancing efforts
and conversations with senior executives on leadership issues are given below.
4
Objectives
To find out the whether there is any strategy or policy of TCS to retain
there employees.
5
Type of Study
6
Analysis And Interpretation
Within the framework of the scope, the following tools will be employed for
analysis and interpretation:-
a) A critical analysis of the charter of duties of various appointments and
section
b) A Critical examination of assignment of duties to individuals so as to
assess the work load.
c) Application activity sampling for ascertaining mean work loads as per
month/per day for all jobs done.
d) Use of interviews questionnaires, observations and analysis of data
obtained.
e) Scientific evaluation of activities that can be profitably automated.
This study will attempt to being about systemic,structural and functional changes
through its recommendations for optimal employment of manpower resources in
the TCS group.
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Methodology And Approach
1) Concept:- Organization exist for people. The are made of people and for
the people and their effectiveness depends on the behavior and performance of
the people constituting them. There was a time when people were considered
liability. Today workers are considered a resource and an asset. Successful
CEO’s have made them into business partners with a stake in the successful
running of corporate enterprises. as organizations became large and complex
govt. interventions as a regulatory body increased. Thes all manpower planning is
tempered by not only economic, demographic, and socio-cultural aspects but also
political-legal aspects.
2) The objectives of the organizations help in determining the number of people
and their employment. Hence in effect, a clear vision of Organization Objectives
and its work culture is the start-Point for al aspects of manpower.
3) Effective utilization of manpower relates to establishing job-requirement and
determining the number of people required in relation to Organizational
objectives. Job requirement has now equally important ingredients the qualitative
and the quantitative facets of the job. Job analysis which remarks qualitative
demands of the jov is used to determine personnel specifications for
accomplishing the job effectively. Time study, Role Analysis, Historical Averages
and certain other modern managerial techniques are employed for determining
quantitative requirements. A realistic and effective manpower planning is not
merely restricted to the quantitative and qualitative assessment of manpower
needs.
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a)Critical analysis of the charter of duties of each section.
b) Critical examination of assignment of duties to each individual so as to assess
the work-load.
c) Application of activity-sampling for ascertaining mean workload per month/per
day for all jobs that are recorded and for which historical data is available.
d)Use of management techniques of interviews(Telephonic &
mailed)Questionnaire etc.to establish mean workload per month per day for which
no past-record as available.
e)Scientific evaluation of activities that can be profitable automated.
f)Analysis of applicability of standard norms to the working environment in
different sections.
6)The available monthly man hours for comparing the work-load have been
estimated and given below as per Govt.rule.for the purpose of calculations, leaves
such as special casual leaves, maternity and paternity leaves, absence due to
frequent bandhs.hartal (stricks) rail & road
Calculation of Number of Working Days per Month in Respect of Central Govt.
Employees.-
Sr.No, Particulars No.Of Days
a) Total Days in a year 365
b) Leaves
E/Leave 30
Casual Leave 12
Sundays 52
Saturdays 52
c) Holidays
Gazetted 17
Restricted 02
Total 165
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ANNUAL SURVEY OF INDUSTRIES, 2002-03 Vol. II REPORT
ON ABSENTEEISM, LABOUR TURNOVER, EMPLOYMENT &
LABOUR COST IN SAMPLE SECTOR
LABOUR TURNOVER
c) Recruiting and seeking the wrong employees in the first place, meaning they
seek more suitable employment, and
The highest rate of Labour Turnover tends to be among those workers who
have recently joined in an establishment. Longer-serving employees are more
likely to stay, mainly because they become used to the work and the business
and have an established relationship with those around them.
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State-wise Labour Turnover among directly employed regular workers
during the year 2002 is presented in Table 3.1.1. At all India level, 60.08 percent
of the factories reported Labour Turnover in their establishments. At all India level,
the rate of accession during the year 2002 was recorded as 19.20 percent as
against 19.27 percent during the previous year. Whereas, the overall separation
rate was reported as 18.24 percent as against 19.18 percent in 2001. This
indicates a net accession or increase of around 0.96 percent in the employment of
directly employed regular workers in Sample sector during the year 2002. It is,
however, observed that the increase in employment of directly employed regular
workers was mainly due to increase in such employment in Private Sector (1.07
percent). Both Public Sector and Joint Sectors witnessed a net decrease in
employment of such workers by 1.95 percent and 2.79 percent, respectively.
Out of 63 industry groups, separation rate was higher than accession rate
in 30 industry groups, meaning thereby, a net decrease in employment of directly
employed regular workers during 2002 in these industry groups.
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in Public Sector. Like-wise, at All India level among sectors, the highest rate of
separation was reported in Private Sector (18.36 percent), followed by Joint
Sector (17.35 percent) and Public Sector (9.57 percent). It is observed that at all
India level both Public Sector and Joint Sector witnessed a decrease in
employment of directly employed workers by 1.95 percent and 2.79 percent,
respectively, during the year, whereas, in Private Sector a marginal increase in
employment of such workers of 1.07 percent was recorded.
The highest and lowest separation rates, in Public Sector, were observed
in Daman & Diu (44.44 percent) and Chattisgarh (0.93 percent), respectively. In
Joint Sector, the highest rate of separation was also recorded in Punjab (53.32
percent), whereas, the lowest rate was reported in Goa (0.66 percent). In Private
Sector, the highest and lowest separation rates were reported in Punjab (49.37
percent) and Assam (5.07 percent), respectively.
On the other hand, in Public Sector, the highest rate of separation (127.91
percent) was reported again in industry group '014-Agricultural and animal
husbandry services activities, except veterinary activities', whereas, the lowest
rate of separation (0.85 percent) was reported in industry group '291-
Manufacture of general purpose machinery’. In Joint Sector, the highest rate of
separation (120.22 percent) was observed in industry group '210-Manufacture of
paper and paper product’, whereas, the lowest rate (0.41 percent) was reported in
industry group '222-Printing and service activities related to printing’. In Private
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Sector, separation rate was the highest (120.12 percent) in industry group '142-
Mining and quarry n.e.c.', whereas, the lowest rate of separation (1.67 percent)
was reported in industry group '182-Dressing and dying of fur, manufacture of
articles of fur’.
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7) To identify motivational reinforcers, to develop communication systems and
also to strengthen superior-subordinate relationships.
B) Frequent Absenteeism
C) Heavy work-load
D) Old age & Technological Obsolescence
E) Location of work (transfer at such place not so easy to reach daily)
Solution
1)To refresh employees mind, for Change & to reduce their work load Company
must arrange tours, get-together, picnics Programme.
2) To motivate the employee they must gave Compensation, reward incentives to
the employees.
3) Try to reduce the gap between top management & employees.
4) Try to maintain interpersonal relationship with between top management &
employees.
5) Try to find out the reason behind their low performance & Maintain the good
relationship with employees.
6) Company should arrange workshop & other programmes such as soft skill
stress management programmes for employees.
Conclusion
For healthy & wealthy organization growth the top management must consider
their employees as Fixed Asset. The goodwill of a company depend upon good &
prompt product/service which is wholly depend upon the company’s employees.
So to reduce the employee turnover the TCS must have take too much care while
doing the performance appraisal & try to maintain good relationship.
Now days employees are interested in their own development & career
planning. Unless & until employee does not get any benefit they never gave their
100 % attention towards their work/task/job. Company must take extra advantage
of employee’s this tendency to achieve their goals.
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