Introduction

Human resource management is a process of bringing people and organizations together so that
the goals of each other are met. The role of HR manager is shifting from that of a protector and
screener to the role of a planner and change agent. Personnel directors are the new corporate
heroes. The name of the game today in business is personnel. Nowadays it is not possible to
show a good financial or operating report unless your personnel relations are in order.
Over the years, highly skilled and knowledge based jobs are increasing while low skilled jobs are
decreasing. This calls for future skill mapping through proper HRM initiatives.
Indian organizations are also witnessing a change in systems, management cultures and
philosophy due to the global alignment of Indian organizations. There is a need for multi skill
development. Role of HRM is becoming all the more important.

Some of the recent trends that are being observed are as follows:

The recent quality management standards ISO 9001 and ISO 9004 of 2016 focus more
on people centric organizations. Organizations now need to prepare themselves in order
to address people centered issues with commitment from the top management, with
renewed thrust on HR issues, more particularly on training.

Charles Handy also advocated future organizational models like Shamrock, Federal and
Triple I. Such organizational models also refocus on people centric issues and call for
redefining the future role of HR professionals.

To leapfrog ahead of competition in this world of uncertainty, organizations have

introduced six- sigma practices. Six- sigma uses rigorous analytical tools with leadership
from the top and develops a method for sustainable improvement. These practices
improve organizational values and helps in creating defect free product or services at
minimum cost.

Human resource outsourcing is a new accession that makes a traditional HR department

redundant in an organization. Exult, the international pioneer in HR BPO already roped in
Bank of America, international players BP Amoco & over the years plan to spread their
business to most of the Fortune 500 companies.

With the increase of global job mobility, recruiting competent people is also increasingly
becoming difficult, especially in India. Therefore by creating an enabling culture,
organizations are also required to work out a retention strategy for the existing skilled
manpower.

Importance of Human Resource Management

An organization cannot build a good team of working professionals without good Human
Resources. The key functions of the Human Resources Management (HRM) team include
recruiting people, training them, performance appraisals, motivating employees as well as
workplace communication, workplace safety, and much more. The beneficial effects of these
functions are discussed here:

Recruitment and Training

This is one of the major responsibilities of the human resource team. The HR managers come up
with plans and strategies for hiring the right kind of people. They design the criteria which is best
suited for a specific job description. Their other tasks related to recruitment include formulating
the obligations of an employee and the scope of tasks assigned to him or her. Based on these two
factors, the contract of an employee with the company is prepared. When needed, they also
provide training to the employees according to the requirements of the organisation.

Performance Appraisals
HRM encourages the people working in an organization, to work according to their potential and
gives them suggestions that can help them to bring about improvement in it. The team
communicates with the staff individually from time to time and provides all the necessary
information regarding their performances and also defines their respective roles. This is
beneficial as it enables them to form an outline of their anticipated goals in much clearer terms
and thereby, helps them execute the goals with best possible efforts. Performance appraisals,
when taken on a regular basis, motivate the employees.

Maintaining Work Atmosphere

This is a vital aspect of HRM because the performance of an individual in an organization is

largely driven by the work atmosphere or work culture that prevails at the workplace. A good
working condition is one of the benefits that the employees can expect from an efficient human
resource team. A safe, clean and healthy environment can bring out the best in an employee. A
friendly atmosphere gives the staff members job satisfaction as well.

Managing Disputes
In an organisation, there are several issues on which disputes may arise between the employees
and the employers. You can say conflicts are almost inevitable. In such a scenario, it is the
human resource department which acts as a consultant and mediator to sort out those issues in an
effective manner. They first hear the grievances of the employees. Then they come up with
suitable solutions to sort them out. In other words, they take timely action and prevent things
from going out of hands.

Developing Public Relations

The responsibility of establishing good public relations lies with the HRM to a great extent. They
organise business meetings, seminars and various official gatherings on behalf of the company in
order to build up relationships with other business sectors. Sometimes, the HR department plays
an active role in preparing the business and marketing plans for the organization too.
Any organisation, without a proper setup for HRM is bound to suffer from serious problems
while managing its regular activities. For this reason, today, companies must put a lot of effort
and energy into setting up a strong and effective HRM.

Factors affecting the role of HRM

EXTERNAL FACTORS AFFECTING A BUSINESS
There is numerous factors that affect the Company's business and the results of its operations,
some of which are beyond the control of the Company. The following is a description of some of
the significant factors that may cause the actual results of the Company's operations in future
periods to differ materially from those actually expected.
Talk about four external forces Economic, Political, Social and Technological. Each external
factors influence business strategy. While these descriptions are generally unquestionable, they
may give the false effecter that the constituents and factors are easily recognized, mutually
exclusive, and equally applicable in all positions. In fact, forces in the external environment are
so dynamic and interactive that the influence of any single element cannot be disassociated from
the impact of other elements.

Economic factor
Businesses require making money to continue to exist. The economy has an
important influence on the viability of a business strategy. For example in house market, because
of the recession, prices of houses are now declining in London.So, it's an understatement to say
that the present recession is hurting business owners. To remediate this situation the successful
businessman visualizes the external factors affecting the business, anticipating the prospective
market situations and makes suitable to get the maximum with minimize cost.

Political factor
The present political climate can influence the kinds of legislation that can affect tariffs on goods
and a service which means political factors can be restrictive or beneficial.
Restrictive components are those factors that limit profits; such as tax laws, minimum wage
legislation or pollution laws as cited in Pearce and Robinson, (1985). Governmental influences
are particular interest for those enterprises that operate in foreign countries.

Social factor
The social dimension of a nation determines the value scheme of the society which affects the
functioning of the business: in others words, changes in the structure of the population, and
in consumer lifestyles and behaviors.
CERTO (1997, p. 51) defines social responsibility as a managerial responsibility to take actions
that protects and improves both the welfare of society and the interests of the organization.
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Technological factor
The development of new technology has directly influenced the function of the organization.
Technology factors are the scientific advances, which influence the competitive position of the
enterprise. Maintaining awareness of new technologies decreases the probability of becoming
obsolete and help to promote innovations.
In summary, the external environment of a business plays a principal role in determining the
opportunities that a firm faces. Consequently, the Human Resources Managers have a important
role to play to be sure that the company take into consideration the external environmental
factors.

Recent trends in HRM

No more performance reviews

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Finally organizations are sensing that they have wasted an enormous amount of time, money and
effort on a process that will never work properly. No more sophisticated performance review
forms and no more ludicrous performance scales. In a company I worked for the rating scale
was: poor/good/very good/excellent. This was the result of negotiations with the workers
council, and this was a way to secure that most of the people were rated at least good.

The org chart is fading away

This is partly wishful thinking from my side, but there are weak signals that the org chart is
fading away. More and more graduates are recruited mainly looking at the fit between the values
of the graduate and the company, and less if the graduate fits in a specific starting position. As
the flexible workforce is growing, less and less people can be captured in the traditional org
chart.

Privacy seems to be less of an issue

New generations of people trackers, far beyond time tracking, are emerging. This week I heard
about an experiment where a company is trying to detect the emotions of people who call a call
center by analyzing the tone of their voice. In this way you can detect people who are really
angry or disappointed, and switch these callers to your most capable call center staff.

The sharing economy is also entering organizational life

Sharing cars, sharing houses and sharing garden equipment is getting more usual. The
possibilities for organizations are big, and this will take off in 2015. Who needs 100% of the
office space 24/7? What are the trucks doing in the weekend? What percentage of their time are
super technical specialists really working at full capability?

Mobile/ Mobile/ Mobile

Also in the HR domain mobile solutions will become more and more the standard. The
smartphone is essential equipment for almost all employees. Today it is all about apps, the future
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will probably offer a more integrated user experience. It is not only smartphones, but also virtual
reality tools (as Oculus Rift) will enter the workplace.

Real time succession management

Technology and the smart use of HR analytics enable a far more effective succession
management. In the past the succession management process was too slow, too late and too
limited. If you need good connectors to implement the strategy of your organizations, it is not
very helpful to ask senior management: Who are the good connectors in your business unit?.
The line of sight of senior management is too limited, and it takes too much time to gather the
information anyway. You better analyses the data you have, and look for certain patterns to detect
possible good connectors. A social network analysis, for example, can be very revealing.

Robots in the boardroom

Robots are not just for manufacturing. The first robots have entered the boardroom, and this
trend will continue. It can be very helpful to have a member in your team who does not have
emotions, who has a very good memory and who can analyses internal and external data very
quickly. And a robot you can always shut off (I hope).

The end of PowerPoint

Who likes if when a presenter enters the room and it turns out she or he is going to present a
large number of slides to illustrate the presentation? Hardly anybody likes this, only the people
who have more work to do and who can process some e-mails while the presentation is dragging
on. 2015 can be the year that the storytelling skills are really used and that stories can be told
with just a few good visuals and not a large PowerPoint pack.

Community management as a recruitment tool

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Recruitment has to make the shift from reactive to proactive. The practice to create communities
around your organization, a kind of fan clubs, is growing. The communities are connected to
your organizations and through the community you can give people a real experience of what it
means to be part of your organization. When opportunities occur, candidates from the
communities can very organically become part of your organization.

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 practices that today enable companies to
operate more efficiently and produce more value.
TCS commenced operations in 1968, when the IT services industry didnt exist as it does today.
Now, with a presence in 34 countries across 6 continents, & a comprehensive range of services
across diverse industries, it is one of the world's leading Information Technology companies.
It is a part of one of Asia's largest conglomerates - the TATA Group, which, with its interests in
Energy, Telecommunications, Financial Services, Chemicals, Engineering & Materials, provides

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us with a grounded understanding of specific business challenges facing global companies. When
TCS commenced operations in 1968,they pioneered the offshore delivery model for IT services.
Today, with a presence in 34 countries across 6 continents, over 35000 consultants from 30
nationalities and more than 100000 person year of experience, TCS offers a comprehensive
range of IT services to clients in diverse industries, such as banking and financial services,
insurance, manufacturing, telecommunications, retail and transportation. And a comprehensive
range of services across diverseindustries,it is one of the world's leading Information Technology
companies. Seven of the Fortune Top 10 companies are among its valued customers. TCS is a
part of one of Asias largest conglomerates - the TATA Group -provides the world with a
grounded understanding of specific business challenges facing global companies.

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Mission, Vision & Values : The 3 Pillars of TCS

While TCS Mission articulates the reason for TCS existence, vision reflects an aspiration to
continually improve, to excel & be the best. TCS values characterize us as an organization &
guide TCS every action.

Mission
To help customers achieve their business objectives by providing innovative, best-in-class
consulting, IT solutions and services. Make it a joy for all stakeholders to work with TCS.

Vision
To be among the top 10 global companies.

Values
Integrity
Leading Change
Excellence
Respect for the Individual
Learning and Sharing

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TCS Culture
TCS has an energetic and open workplace environment, and a collaborative culture that's based
on teamwork. Pulling together is a central tenet of TCS work ethic.

1. Diversity at work
2. The doors are always open at TCS
3. The better half of TCS
Energetic and full of enthusiasm, associates enjoy their day (and night) at work. TCS has a
stimulating and exciting experience. Not only do their offices have the best infrastructure and
technology, associates have a knack of working hard and partying harder.
TCS take pride in adhering to the Tata 'code of conduct', which is in place across the entire Tata
Group. The code is a means of upholding and strengthening the trust reposed on them by various
stakeholders, be it customers or the wider society.

Diversity at work
TCS is an equal-opportunity employer and TCSers come from many nationalities and speak
many languages. And, since they believe in celebrating everything under the sun, one can find
them singing carols at Christmas and doing the dandiya dance at Navrathri with equal
enthusiasm. They are habituated to do the regular outing, be it with TCS project teams, with
Maitree or with just a bunch of other like-minded TCSers. They are off to treks, nature camps,
picnics or just bus rides whenever TCS get the chance.

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The doors are always open at TCS

Senior colleagues follow an open-door policy in which any associate can approach the CEO and
senior management with work-related problems.
Communication is a big word at TCS and an associate regularly takes part in web casts and chat
session through which important corporate issues or decisions on real-time basis are shared with
associates worldwide.
TCS also has institutionalized open-house sessions and engagement programmes in which
associates at all levels meet and discuss various work issues. In addition, TCSers can also take
part in one-on-one sessions where they can interact privately with senior management. These
sessions are helpful in providing mentorship, as well as understanding real-life issues that
colleagues face at work. The queries and discussions are formally recorded and followed up.

The better half of TCS is a part to of the family.

Maitree, a fraternity comprising TCSers' spouses, was formed with the objective of bringing the
large and geographically widespread TCS community under a common umbrella.
Maitree has two distinct objectives. Primarily, it serves as an information-sharing body where
useful tidbits about living in a foreign country which are the good schools in Minneapolis?
Where do you get Indian spices in Stockholm? Are shared by TCS employees and their
families.Maitree also functions as a forum where a wide range of socially relevant activities are
conducted, be it improving the environment or taking care of the less privileged.

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Training and Learning

TCS sees the training and education of the people as a continuous valueadding process. This approach hones, improves and enhances their skills
and

makes

the

organization

stronger.

The

TCS

training

centre

in

Thiruvananthapuram
TCS invests about 4 per cent of its annual revenues in training, a shining example of which can
be seen at the state-of-the-art training centre in Thiruvananthapuram in the south Indian state of
Kerala.
Consider TCS initial learning programme' (ILP), which is for all the recruits from engineering
colleges. This is a specially designed, 41/47 day training TCSse at the Thiruvananthapuram
facility. The ILP is conducted with the objective of transforming engineers from diverse
disciplines into software professionals.
Then there are the 'continuing education programs' (CEPs), which cover over 300 topics and can
be delivered over a variety of channels: classrooms, computers, audio / video, contact sessions,
seminars, conferences and workshops.
TCS dedicated training centre in Thiruvananthapuram, established in 1998, sprawls over 58,000
square feet. The centre has 18 classrooms, a library, an auditorium, a conference hall, discussion
rooms, and faculty and administrative areas. The facility has about 300 personal computers
connected to servers.
TCS has 10 other centers in India fully equipped to conduct any type of training programme.In
order to make the company a learning organization, 6% of its turnover was invested in training
and development. The company also had a world class training center in place.

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HUMAN RESOURCE AT TCS

Role of HR at TCS
Building and Empowering
The role of HR is to provide the context for energizing and developing people to play effective
roles in ensuring that TCS becomes one of the top global consulting firms. Towards achieving
this TCS will identify, develop, facilitate, and measure the human and technological processes in
the pursuit of excellence. TCS will foster the values of the TATA group".

TCS HR Mission Statement

Tata consultancy services a billion dollar company has over more than 65000 work forces or
rather talking in the jargon of the company they are the associates in their business. Tata group of
companys have always been referred as welfare of organizations who value their employees as
their own family. The people in the company are all of varied domain and mixed regions so
bringing them together and aligning them towards the companys goal as well their own personal
development is what TCS HR has, as a challenge.
The HR group at TCS comprises of more than 400 qualified professionals spread across the
globe .HR is a corporate function at TCS and is currently structured both by geography and
process ownership. The HR team at TCS works with large number of associates around the globe
and they work with them efficiently with the best in class systems and proc

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Manpower Allocation Committee

MANPOWER ALLOCATION COMMITTEE or in TCS term MATC is hub of all activities at
TCS its a place where all decisions are made to maximize business returns and simultaneously
fulfill individual aspirations. In an IT industry where the companys assets are its software
professionals and consultants, it is imperative that competencies are built on a continuous basis.
TCS follows a unique model of rotating associates between different types of projects thus
giving them an opportunity to learn and grow. The major work of MATC is what is called in TCS
parlance allocating an associate. TCS world wide, give associates the opportunity to widen
their horizon, experience, aspirations and career plan it also ensures that the business gets the
maximum return in terms of billing and revenues; it also means ensuring that the business gets
the maximum return in terms of billing and revenue; it also means ensuring maximum utilization
and realization and controlling unallocated.

Employee Engagement
Mingle with the employees, stop and talk to them... Most important, listen to what they have to
say. For thats how you can get the best out of the people. Every day, organizations struggle to
find additional means of gaining competitive advantage. Products can be copied, promotional
campaigns can be mimicked, and even technological innovations can be imitated. The only real
source of sustainable competitive advantage for an organization is the power of its people
HR is fast shifting from being activity-based to playing a strategic role. It is time HR learnt from
the business side, donned the intra- preneurial hat and captured imagination, to garner mind share

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as well as internal customer loyalty. TCS need to view people not as mere resources but as
assets/capital. This fresh perspective brings forth the need for human capital strategies.
TCS, which has traditionally seen low attrition levels (below the 10 percent mark), are offering
additional benefits. The company gave out shares to its personnel after its famed IPO. Employee
engagement programs are one of the major activities that TCS HR is involved into. There is a
theme attached every month and a special set of activities to go with the theme 12 special
events celebrated at TCS locations worldwide. However some of the major events celebrated
each year are-:
Technology Day a Day to celebrate technology through technology based quizzes
/panel discussions
Sports month To encourage sports and fitness related activities amongst associates
TCS picnic An opportunity for associates and families to get together and connect
Family Day- A day out with the family and an opportunity to meet the families of the
friends and colleagues
Associate Talent Month- A day to show case your hidden talents.

Employee Recognition
An award is something given to a person or group of people to recognize excellence in a certain
field. Awards are often signified by trophies, certificates, plaques, medals, badges, pins or
ribbons. An award can simply be the public acknowledgment of excellence.

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TCS guarantee high motivation levels through competitive compensation packages, stimulating
job content, outstanding development opportunities, and, not the least, an innovative recognition
mechanism.
The various ways in which TCS recognizes its people are listed below:
Project milestone parties To encourage efficient execution of projects.
Recognition of star performers / high fliers To recognize outstanding talent. This is a
recognition mechanism acknowledging special effort put in by the associate. Each location has
aimed at its own set of STARS who receive due publicity in the hall of fame. Peers, supervisors
and the team members send nominations. These are viewed by a cross functional committee of
senior associates. Each STAR is given a certification of recognition along with a gift voucher.
Nomination to coveted training programme To encourage self-development.
Best project award To promote a spirit of internal competition across work groups and to
foster teamwork.
Best PIP award To encourage innovation and continuous improvement.
Best auditor award To acknowledge participation in critical support roles.
Recommendations for new technology assignments / key positions To ensure career
progression and development of employees full potential.
Spot awards To ensure real-time recognition of employees.

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Performance-based annual increments To recognize high performers. PAIS (performance

appraised information system) was introduced to recognize and reward good performance. High
performers are formally conferred the CMC Ratna Award and
interaction between CMC and other Tata companies were encouraged.
Early confirmations for new employees To reward high- performing new employees.
Long-service awards To build organizational loyalty
EVA-based increments To ensure performance-based salaries. The 'economic value added'
model that we follow at TCS ensures that the compensation packages of our employees are
determined by the value they bring to the organization. The more they deliver; the more are their
rewards.
On-the-spot recognition To guarantee immediate recognition of good Performance.
PEEP (Proactive Employee Engagment Program)-- PEEP provides associates
with an opportunity to have a face to face meeting with group heads and
senior management .These meetings allow an associate to speak out and
voice opinions and aspirations .It strengthens the upward communication
process and ensures that important issues are addressed.

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Learning and Development

Every organization needs to have well trained and experienced people to perform the activities
that have to be done .To raise the skill levels and increase the versatility and adaptability of the
employees the organization needs to give training to its workforce.
With advent of globalization and the increasing complexities of job the importance of training
has increased. In the rapidly changing environment, employee training is not only an activity that
is desirable but also an activity that an organization must commit resources to if it is tom
maintains a viable and knowledgeable work force.
In scientific terms training can be defined as a learning experience in which it seeks a relatively
permanent in an individual
A learning set is a process by which the group identifies common learning needs and meets them
within the group through shared learning or through external expertise or facilitation
As learning sets are based on self-directed learning, participants can decide the particular topics
they wish to cover and how they wish these topics to be covered.It provides a confidential forum
that assists participants in testing and clarifying ideas and provides additional motivation for
each individual to take action as well as a support network to try out ideas with. Training is
described as a learning experience.

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RECRUITMENT

Recruiting is the discovering of potential candidates for actual or anticipated

organizational vacancies it can also be called as the linking activity bringing
together those with jobs to fill and those seek.

Recruiting Sources

Internal search

Advertisement

Employee recommendation and referral

Employment agencies

Temporary help services

Schools, colleges and universities

Walk ins

Personal organization jobs

There are numerous ways in which the organization can find employees to fill the job vacancy.
However, if the company uses the wrong type of media, it can end up spending a lot of time readvertising, re-interviewing or employing the wrong person. This wastes business time and
money. Below are a number of tips that should consider while deciding the best method of
recruitment advertising for the organization.
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Recruitment Agencies
These companies specialize wholly in recruitment and generally keep an up-to-date database of
experience potential employees. They take the time out of advertising, interviewing and selecting
candidates, and can handover a ready-made employee to fit the job specification. They offer part
and full-time candidates. If a specialist candidates is required, a job agency has the expertise to
attract the right person; many also agencies specialize in the candidates they attract e.g.
accountancy, haulage. Agencies take the worry out of the employment headache, and for the
small business this can save a lot of time.

Newspaper or Specialist Magazine

This is an effective method as it reaches a large audience in a short space of time, often resulting
in a significant amount of interest. The organization has an option of targeting area or specialist
profession as there are a multitude of magazines and newspapers on offer to choose from.
However, the organization may find that the more specialized or selective they become, the more
they have to pay to the advertisement, so it can work out quite expensive. Additionally, if the
organization wants to attract the right candidate, they need to have some publishing skills to
produce an attractive advertisement. The organization can of course use a specialist publishing
company to design the right ad, but this will again cost them money.

Employee Referral Programs

If used effectively, can serve as one of the best sources of recruitment. The article, "Employee
Referral Programs: Optimizing Your Most Effective Recruiting Tool", written by Debbie
McGrath of HR.com, focuses on the effectiveness of employee referral programs. It presents
some important statistics in favour of the usage of employee referrals as a tool for hiring
employees. Such programs enable the company to lower the costs of hiring, improve the quality
of hires, and decrease the time to hire. However, employee referral programs encounter certain
difficulties in management. They are usually difficult to define, administer, track, and measure.

Internet Recruiting
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Internet recruiting is spreading like wildfire. Most companies which have a website encourage
prospective employees also to apply online. This is a form of direct recruitment and hence it
allows the recruiting company to keep recruitment costs low.
Fresher Recruitment
TCS ensures that its campus recruits comes from premier institutes of the country through an
evaluation process ACCREDITION.TCS accredits both technical and management institutes
annually and visits only these campuses.
Based on business recruitments there is also an intake of Direct Trainee (DTs) where recruitment
drives at specific locations are conducted and students from all over the country participate.
Consultants
TCS also recruits associates through placement agencies or consultants. TCS has a direct link
with these consultants to whom they specify their requirements also the skill set for the current
positions. These placement agencies are contracted directly by the corporate office.

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PERFORMANCE APPRAISAL SYSTEM

Almost every organization in one way or another goes through a periodic ritual,

Formally or

informally, known as performance appraisal. Performance appraisal has been called many things.
The formal performance appraisal has been called a tool of Management, a control process, an
activity and a critical element in human resources allocation. Uses for performance appraisal
have included equal employment opportunity considerations, promotions, transfer and salary
increases. Primarily performance appraisal has been considered an overall system for controlling
an organization. Performance appraisal has also been called an audit function of an organization
regarding the performance of individuals, groups and entire divisions.
Performance Appraisal. - The term performance appraisal has been called by many names,
including performance review, performance evaluation, personnel rating, merit rating, employee
appraisal or employee evaluation. A performance appraisal has been defined as any personnel
decision that affects the status of employee regarding their retention, termination, promotion,
transfer, salary increase or decrease, or admission into a training program.
For this study, performance appraisal has been confined to the formal performance appraisal.
Appraisals have been cited to range from official, prescribed meetings between an evaluator and
evaluate to causal, change occasions where an evaluator observed work activities and indicated
his or her assessment with an informal comment.
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Definition of Terms

Behavioral Anchored Rating Scales - The term used to describe a performance rating
that focused on specific behaviors or sets as indicators of effective or ineffective
performance, rather than on broadly stated adjectives such as "average, above average, or
below average". Other variations were:

a. Behavioral observation scales

b. Behavioral expectations scales
c. Numerically anchored rating scales

Checklists. - The term used to define a set of adjectives or descriptive statements. If the
rater believed the employee possessed a trait listed, the rater checked the item; if not, the
rater left the item blank. rating score from the checklist equaled the number of checks.

Critical Incident Technique. - The term used to describe a method of performance

appraisal that made lists of statements of very effective and very ineffective behavior for
employees. The lists have been combined into categories, which vary with the job. Once
the categories had been developed and statements of effective and ineffective behavior
had been provided, the evaluator prepared a log for each employee. During the evaluation
period, the evaluator recorded examples of critical behaviors in each of the categories,
and the log has been use to evaluate the employee at the end of the evaluation period.

Forced Choice Method - This appraisal method has been developed to prevent
evaluators from rating employees to high. using this method, the evaluator has to select
from a set of descriptive statements, statements which applied to the employee. The
statements have been weighted and summed to at, effectiveness index.

Forced Distribution - The term used to describe an appraisal system similar to grading
on a curve. The evaluator had been asked to rate employees in some fixed distribution of
categories. One way to do this has been to type the name of each employee on a card and
ask the evaluators to sort the cards into piles corresponding to rating.

Graphic Rating Scale. - The term used to define the oldest and most widely used
performance appraisal method. The evaluators are given a graph and asked to rate the
employees on each of the characteristics. The number of characteristics can vary from
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one to one-hundred. The rating can De a matrix of boxes for the evaluator to check off or
a bar graph where the evaluator checked off a location relative to the evaluators rating.

Narrative or Essay Evaluation. - This appraisal method asked the evaluator to describe
strengths and weaknesses of an employee's behavior. Some companies still use this
method exclusively, whereas in others, the method has been combined with the graphic
rating scale.

Management by Objectives. - The management by objectives performance Appraisal

method has the supervisor and employee get together to set objectives in quantifiable
terms. The appraisal method has worked to eliminate communication problems by the
establishment of regular meetings, emphasizing results, and by being an ongoing process
where new objectives have been established and old objectives had been modified as
necessary in light of changed conditions.

Paired Comparison. - The term used to describe an appraisal method for ranking
employees. First, the names of the employees to be evaluated have been placed on
separate sheets in a predetermined order, so that each person has been compared with all
other employees to be evaluated. The evaluator then checks the person he or she felt had
been the better of the two on the criterion for each comparison. Typically the criterion has
been the employees over all ability to do the present job. The number of times a person
has been preferred is tallied, and the tally developed is an index of the number of
preferences compared to the number being evaluated.

Ranking. - The term ranking has been used to describe an alternative method of
performance appraisal where the supervisor has been asked to order his or her employees
in terms of performance from highest to lowest.

Weighted Checklist.

- The term used to describe a performance appraisal method where supervisors or

personnel specialists familiar with the jobs being evaluated prepared a large list of
descriptive statements about effective and ineffective behavior on jobs.

Performance Management Process at TCS

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The Performance Management System is based on specific performance objectives,

which are jointly determined by subordinates and their superiors and progress towards
these objectives is periodically reviewed. Rewards are granted based on progress
towards achieving these goals. Performance Management is a basket of tools and
systems, which cater to aligning individual level performance to organizational goals.
TCS performance management process makes use SPEED (System for performance
evaluation and employee development) tool to capture goals, align them, conduct selfappraisal, supervisor evaluation and of course review .TCS has a very robust Appraisal
Process. It starts in the beginning of the year where in each associate has a target and goal
set by the supervisors.

The flowchart for the process of performance management at TCS is shown with the help of the
following chart-:
DATA VALIDATION

GOAL SETTING
BUYING OF GOALS
SELF-ASSESSMENT
APPRAISEE EVALUATION
REVEIWER EVALUATION
SHARING OF RATING WITH
APPRAISEE

Performance Management Flow at TCS

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The first and foremost step in Performance management System (PMS) at TCS is Data
validation i.e. Appraise checks on ultimate who is his supervisor, reviewer and other

information related to PMS.

Then based on BSC (balance score card) goals for organization development as well as
employee development under four heads i.e. financial, customer satisfaction, Internal
Process and learning & growth are set by supervisor and appraise (employee) checks
them. If it seems to be feasible and achievable employee buys those goals otherwise he

can negotiate with his supervisor.

Then Appraisee assess himself/herself on 10 attributes (Limitation Cant be disclosed)
related to Knowledge / Technical expertise required for the job, Result Orientation,
Initiative / Personal drive , Communication , Team Skills,

Customer Satisfaction ,

Quality Consciousness, Developing People etc. Each attribute carries different weight
age. Then his supervisor(Appraiser) evaluate Appraisee on same 10 attributes then
reviewer review and then finally based on some formula(Internal to TCS) final rating out
of 5 for an appraise is disclosed where in 1- poor , 2- Average (needs improvement),

3-Good , 4- Very Good , 5- Superstar, High performer.

In case of any problem Appraise can ask for feedback.
When same process is carried out for each and every employee then curve fitting is done.

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Problems with Appraisal

Four persistent problems were also identified.

One concerned how to arrive at a single overall performance appraisal, often needed for
compensation decisions, based on a series of individual ratings and/or narrative
statements.

A second had been how to managers to follow a strictly merit philosophy, rather than
giving approximately the same percentage increases to everyone.

A third concerned how to get greater employee involvement in the appraisal process, so
that the appraisal process will become more of a joint problem-solving discussion and
less of a "tell and sell" session.

The final problem had been how to reconcile the developmental and administrative
requirements of an appraisal system, since an approach that satisfied one was often found
to be unsuitable for the other.

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Major Trends of HRM in 21st century

DOWNSIZING

Downsizing occurs when a company permanently reduces its workforce. Corporate downsizing
is often the result of poor economic conditions and/or the companys need to cut jobs in order to
lower costs or maintain profitability. Downsizing may occur when one company merges with
another, a product or service is cut, or the economy falters. Downsizing also occurs when
employers want to streamline a company this refers to corporate restructuring in order to
increase profit and maximize efficiency.
Downsizing results in layoffs that are often followed by other restructuring changes, such as
branch closings, departmental consolidation, and other forms of cutting pay expenses. In some
cases, employers are not fired, but instead become part-time or temporary workers (to trim
costs).
In a business enterprise, downsizing is reducing the number of employees on the operating
payroll. Some users distinguish downsizing from a layoff, with downsizing intended to be a
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permanent downscaling and a layoff intended to be a temporary downscaling in which

employees may later be rehired. Businesses use several techniques in downsizing, including
providing incentives to take early retirement and transfer to subsidiary companies, but the most
common technique is to simply terminate the employment of a certain number of people.

CAUSES
Employee downsizing has an adverse effect on laid-off workers. Downsizing a company is never
a pleasant task to carry out. Everyone in the company is affected in some way when a company
decides to downsize its number of employees. Aside from creating unemployment for some, it
also causes restructuring and a change of duties for others. Business owners typically make the
decision to downsize with much deliberation. Downsizing is typically done in cases where the
company is making significant changes to either increase company value or eliminate excess
costs.

Cost Reduction
One the primary reasons for employee downsizing is to reduce costs. Employee payroll counts as
a liability on the company balance sheet and, therefore, reduces the owners' equity. The retained
earnings of a company are affected by the amount it pays out in payroll, and removing this
obligation is one way to cut costs. Aside from payroll, employee benefits are also costly to
companies, as are the operating costs associated with overproduction.

Productivity
Companies sometimes downsize their employee base to increase productivity. This may seem
counterintuitive on the surface, but some instances exist where this would be advantageous. For
instance, if a company knows that it can increase the output of individual workers while
remaining constant with its productivity, this can be advantageous for cost reduction. However, a
company may also decide to downsize to increase productivity by replacing workers with
sophisticated equipment that can do the same job.

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Value
Downsizing the number of employees a company has generally signals that some restructuring
and changes are underway. These changes generally take place for increasing profitability of the
company. If shareholders and other investors perceive that the company will be making changes
that increase its profitability, it will increase the value of company stock.

Outsourcing
Outsourcing is an arrangement in which one company provides services for another company
that could also be or usually have been provided in-house. Outsourcing is a trend that is
becoming more common in information technology and other industries for services that have
usually been regarded as intrinsic to managing a business. In some cases, the entire information
management of a company is outsourced, including planning and business analysis as well as the
installation, management, and servicing of the network and workstations. Outsourcing can range
from the large contract in which a company like IBM manages IT services for a company like
Xerox to the practice of hiring contractors and temporary office workers on an individual
basis. Companies may overextend themselves in terms of the number and types of services they
offer from time to time. It may behoove company ownership to sharpen the focus of the company
by eliminating some of the products or services that it offers. In doing so, a decrease in the
number of employees may be necessary. Company officials may decide that outsourcing certain
activities will result in increased productivity and reduced costs as well.
.

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Benefits of outsourcing
Focus on Core Activities
In rapid growth periods, the back-office operations of a company will expand also. This
expansion may start to consume resources (human and financial) at the expense of the core
activities that have made your company successful. Outsourcing those activities will allow
refocusing on those business activities that are important without sacrificing quality or service in
the back-office.
Example: A company lands a large contract that will significantly increase the volume of
purchasing in a very short period of time; Outsource purchasing.

Cost And Efficiency Savings

Back-office functions that are complicated in nature, but the size of your company is preventing
you from performing it at a consistent and reasonable cost, is another advantage of outsourcing.

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Example: A small doctor's office that wants to accept a variety of insurance plans. One part-time
person could not keep up with all the different providers and rules. Outsource to a firm
specializing in medical billing.

Reduced Overhead
Overhead costs of performing a particular back-office function are extremely high. Consider
outsourcing those functions which can be moved easily.
Example: Growth has resulted in an increased need for office space. The current location is very
expensive and there is no room to expand. Outsource some simple operations in order to reduce
the need for office space. For example, outbound telemarketing or data entry

Operational Control
Operations whose costs are running out of control must be considered for outsourcing.
Departments that may have evolved over time into uncontrolled and poorly managed areas are
prime motivators for outsourcing. In addition, an outsourcing company can bring better
management skills to your company than what would otherwise be available.
Example: An information technology department that has too many projects, not enough people
and a budget that far exceeds their contribution to the organization. A contracted outsourcing
agreement will force management to prioritize their requests and bring control back to that area.

Staffing Flexibility
Outsourcing will allow operations that have seasonal or cyclical demands to bring in additional
resources when you need them and release them when you're done.
Example: An accounting department that is short-handed during tax season and auditing periods.
Outsourcing these functions can provide the additional resources for a fixed period of time at a
consistent cost.

Continuity &Risk Management

Periods of high employee turnover will add uncertainty and inconsistency to the operations.

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Outsourcing will provided a level of continuity to the company while reducing the risk that a
substandard level of operation would bring to the company.
Example: The human resource manager is on an extended medical leave and the two
administrative assistants leave for new jobs in a very short period of time. Outsourcing the
human resource functionwould reduce the risk and allow the company to keep operating.

Develop Internal Staff

A large project needs to be undertaken that requires skills that your staff does not possess. Onsite outsourcing of the project will bring people with the skills you need into your company. Your
people can work alongside of them to acquire the new skill set
Example: A company needs to embark on a replacement/upgrade project on a variety of custom
built equipment. Your engineers do not have the skills required to design new and upgraded
equipment. Outsourcing this project and requiring the outsourced engineers to work on-site will
allow your engineers to acquire a new skill set.

Work-Life Balance
Last but definitely not the least, the rise of technology has made it possible for employees to
maintain better work-life balance. Learning programmed that can be conducted online, webinars
and virtual conferences as well as the possibility to work from remote locations are all making it
possible for people to balance their personal and professional lives according to their
preferences. It is however, upon HR Managers to use their acumen and design work roles in such
a way that employees perform to their best without feeling over-burdened.
Skilling your employees in the manner that is most relevant to their job also has a huge bearing
on their involvement and productivity. Thus, HRM must collaborate with the learning
department to ensure that the training and development programs being delivered to employees
are in synchronization with the needs of the organization

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Challenges for HRM

There are many challenges that Human Resource Management departments face. Here are six
important ones:
Technology - Managing technological advancements must be made in conjunction with
employees since these advancements must be inserted into daily operations and are a means,
rather than an end. Certainly, an understanding of the part that technology plays in supporting
human capital management is a main element of the success of Human Resources. Training in
technology improves the efficiency of workers, and thereby increases profits. It also keeps
employees abreast of new developments which assist them in their particular positions.

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Recruitment and availability of skilled labor - Human Resources must have selection tests that
match positions in the company; a method of search for important communication skills and cooperative skills are also essential to a company's success.
Retention and Succession Planning of employees - Human Resources must establish a strong
rapport among employees so that the company's goals can be reached through harmony and
motivation in the work place. Fair treatment is essential and justified promotion by means of
better employee assessment is also requisite for retention of good employees. Further,
recognition of employees as assets is necessary for the successful operation of a company, as
well as planning for candidates to be promoted and for succession of retiring employees is
needed.
Health and Welfare - Provisions must be made for the care of employees. This can be in the
form of health benefits and sick days. Workshops and company picnics, outings, holiday
celebrations, etc. often boost morale.
Workforce diversity - As required by law, diversity in the workplace must be maintained.
Careful attention to equitable and harmonious arrangements in the workplace will ensure the
success of such diversity.
Industrial and Employee Relations - Human Resources can assist in maintaining a rapport
within a company as well as between its own company and others with whom it interacts in trade
or otherwise. This may involve restructuring, outsourcing, and retirement. New insights on how
to improve productivity, reduce costs, intervention, etc. are also essential components of good
relations.

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Planning a Mentoring ProgramOne of the best ways to handle workplace diversity issues is
through initiating a Diversity Mentoring Program. This could entail involving different
departmental managers in a mentoring program to coach and provide feedback to employees
who are different from them. In order for the program to run successfully, it is wise to provide
practical training for these managers or seek help from consultants and experts in this field.
Usually, such a program will encourage organizations members to air their opinions and learn
how to resolve conflicts due to their diversity. More importantly, the purpose of a Diversity
Mentoring Program seeks to encourage members to move beyond their own cultural frame of
reference to recognize and take full advantage of the productivity potential inherent in a diverse
population.
Organizing Talents StrategicallyMany companies are now realizing the advantages of a diverse
workplace. As more and more companies are going global in their market expansions either
physically or virtually (for example, E-commerce-related companies), there is a necessity to
employ diverse talents to understand the various niches of the market. For example, when China
was opening up its markets and exporting their products globally in the late 1980s, the Chinese
companies (such as Chinas electronic giants such as Haier) were seeking the marketing
expertise of Singaporeans. This is because Singapores marketing talents were able to understand
the local China markets relatively well (almost 75% of Singaporeans are of Chinese descent) and
as well as being attuned to the markets in the West due to Singapores open economic policies
and English language abilities. (Toh, R, 1993)

RECOMMENDATIONS

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Findings mostly stressed on one major point that is lack of awareness among
employees regarding various HR Processes (Performance management- some
employees dont know on which parameters their performance is judged,
which technique is used in performance management system) thats why
there is a need of counseling, some sessions should be taken by HRexecutives to make employees aware so that all their queries can be resolved
and they also feel comfortable.

Firm can make use of latest techniques like 360 degree, MBO (management
by objective) so that subordinates also get chance to appraise their
supervisors.

Project end approvals should be followed up regularly to attain perfection in

every execution. In case there is any negligence, the organization can rectify
as early as possible, else it might be pretty costly to TCS.

Goals should be flexible as in 6 months duration they might change. In this

competitive era, it has become a necessity for any organization to be active
and dynamic to cope up with the competitors. Hence goals should be so
dynamic that alterations can be made as and when required.

There should be workflow tracking of feedback sessions also. Feedback

sessions generally tend to reveal more and more ideas and openings not on

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about the plans but also regarding the procedures being followed. When a
mistake is detected, immediately remedial steps are taken, with minimum
loss to the company.

360-degree feedback should be incorporated at every possible step. It will be

highly beneficial to the organization as biasness can be avoided. Further, the
details

about

the

employees

performance,

cooperation,

leadership

capabilities etc. can be well mapped and again necessary changes can be
made as and when required.

Employees should be made aware about the factors considered for their
performance appraisal at the time of their joining so that they can put their
best foot forward.

Also the research proves that there is no proper system of feedback to the
employees after their appraisal.

A proper system of individual feedback

giving process needs to be established.

The feedback should point out the strengths and weakness of the employees.
Also proper training and counseling needs to be organized so that the
employees can overcome their weakness.

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The best solution that I would suggest to handle the above mentioned
problems is to create a performance management website that would be
accessible to all employees of TCS. To maintain secrecy, individual employees
will be given password for having access to the site. All the policies of the
organization relating to career development, training, performance appraisal,
promotions, and transfers will be uploaded on the site. Individual employees
can also have access to their ratings, feedback and other information relating
to their appraisal on the site by entering their password. Also there should be
proper checks and filters to minimize the biases in the appraisal of an
employee by his/her superior.

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CONCLUSIONS
TATA CONSULTANCY SERVICES LTD (TCSL) is one of the leading software companies
of India. One of the most important points that I would highlight in my r eport that, it
is only at TCS that the attrition rate is yet the lowest due to the brand name in the
industry. Thus the HR department has a wide scope to develop binding among the
employee.
It is still good to find that, HR team is on their toes to get the best talent.The
method of recruitment for categories like fresher and lateral recruits is chosen on
the following basis-:

Effectiveness of the method

Cost involved in the method

Employment condition of the organization

Requirements of the organization

TCS uses a well-balanced technique for recruitment. The learning community at TCS
is one of the leading in the industry. Starting from the beginning withthe ILP
program and the continuous programs which keep on happening keeps the
associates profile updated. Trainings are an ongoing process at TCS, whose intensity

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could be measured by the fact that TCS has few training rooms specifically for the
purpose. The branch learning group at TCS works round the clock organizing
training sessions both technical as well as generic managerial.

Bibliography
Google.com
blogs.oneindia.in/24058/15/2/showblog.php
www.management-hub.com/hrmanagement9.html
www.allbusiness.com/human-resource-management/3131796-1.html

Business Today magazine

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