TCS R&R
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Transcript of TCS R&R
PRESENTATION ON TALENT MANAGEMENT
Presented By :Ghanshyam Gupta
Presented By :Ghanshyam Gupta
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Company Profile Established in 1962 Tata International is an international marketing
company Largest export houses in India Sourcing products to delivery Business lines include leather, engineering and
pharmaceutical products Major markets are Europe, Africa, America,
India, South East Asia and West Asia Won the Rajiv Gandhi Award for Environmental
Protection Won TERI Corporate Environmental Award
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Objectives of HR modelFor workforceAlignment AssignmentEngagementEmpowermentPride of
workforce
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HR policiesTalent management
Performance managementRewards and recognition policyCareer progressionEmployee development & motivation
Employee engagement
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Talent management at Tata
• At every level from top to bottom
10 % Training Courses
20 % Interaction with People Coaching, Mentoring,
Experts, Collueages
70 % Challenging Jobs
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Annual Performance Review & Development need discussions with individual employees
Manager / EmployeeApr - Jun
Talent Review within Business Unit/Function
BU Leadership TeamJun - Jul
Presentation of Talent Review by BU / Functional Leaders to MD/CEO
BU Leadership Team & CEOJul - Aug
Talent Review at Company level
Identification of HPMs and their Development and Movement Plans
CEO & HR HeadAug
Group discussions
Agree on Development & Movement plans
CEO & Head HR and GCC / Peer MD / Group HRSep – Feb
Implement Development & Movement plans•In Company•Cross Company / Group Level
CEO & HR HeadSep - Mar
Implement agreed cross company Movement plans & Group level Development programs
CEO & Head HR and Group HROct – Sep
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Performance ManagementAnnual EE survey-DARPANKey performance indicators(key business
levers)RevenueProfit maximization/cost optimizationCash flow Customer satisfactionEmployee engagement
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IDP is a fact sheet about the individual.
Is prepared by the manager of the employee.
Is endorsed by the Function/SBU Head and finally signed off by the CEO of the company.
Work & Career Details
Performance Data
Personal Details: Age, Education
Tata Leadership Practices Data
Development PlanIDP
Tata WorkLevel
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Rewards and recognition Decided at circle and corporate level by
R&R committeesSpotlight (on-the-spot recognition)Star of the monthSuper stars for achieversCustomer first reward and valuable awardLong service award(after 5 and 10 years)
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Career progression policyBased on :performance ratingtenure in the role & potential for growthSPARK assessment center results
Career advancement center Job rotation policyInternal job posting
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Employee development & motivation •Geography benefit for employees posted in remote areas.•Sports and recreation activities for employees•Cultural and sports activities for children•Career counseling & corporate sustainability initiative.•Fun activities and games(indoor and outdoor)
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Employee development & motivation Training
Innovative workshops Cross functional teams
Employee encouragement & developmentMind beansSix sigma(propel)Promising practicesE-learning portal-GYAN JYOTY & GYAN
TARANG
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Talent Management at C-level
Business leadership program for COO’s & high performing senior leaders.
In-house, e-enabled, multi-rater feedback system for senior leaders- REFLECTIONS
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Interaction with senior management Regular townhalls at corporate & circle
level.Initiatives such as lunch with MD, phone
your MD & MD online.Chief and local ethics officer to deal with
ethical issues.Women's welfare committee comprising
senior women employees.
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CSR Activities by employeesTie-ups with NGOs like SOS children's
village & National association for the blinds.Partner with various schools under
SAMVEDNA initiative.Eco club-PRAKRITI
Tree plantation drivesEnergy conservationWealth out of waste initiatives
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BenefitsDistinction of being an employer of choicePM policy-Aligning entire organization
towards vision, mission & business plansR&R policy-Institutionalizing culture of
openness, transparency & meritocracy.Career Progression-Building leadership
pipeline by “grooming talent” from within. EE-Supporting an encouraging & supportive
environment.
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Benefits (cont...)Interaction-Creating mutual relationship
between employer & employee.Employee development-Encouraging to
come up with innovative ideas and thus employee motivation
CSR-Gaining trust & ensuring & ensuring an environment of enthusiasm & commitment.
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Conclusion"Attracting and nurturing talent has become the single most dominant force in business." TATA recognizes human resources as a backbone for its long-term success.They aim to be the best employer, attracting and retaining the best employees as people are
their biggest differentiator.It therefore hires the best professionals brimming with ideas anddevelop them for future leadership positions.
They have focussed on conserving the best aspects of their unique culture and on perpetuating what attracts people to join, and remain, at TATA.
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