| Description |
1 online resource (12 pages) : tables |
| Series |
Human resource management online (text) |
| Summary |
In 2007, Tata Consultancy Services (TCS) one of the leading global information technology consulting services and business process outsourcing organisations, had over 62,000 employees worldwide and had aggressive plans to raise its headcount further. TCS gave utmost importance to its human resource functions and considered recruitment as an ongoing process. TCS employed directly from campus as well as using off-campus recruitment. The company has been investing more than 6 per cent of its annual revenues in training, learning and development. In 1997, it set up a state-of-the-art training center, 'Technopark' at Thiruvananthapuram, which offered training to new recruits and TCS staffers at various levels.'Technopark' provided the employees with three kinds of training programs: Technology, Attitudes, and Management. TCS had a Manpower Allocation Task Committee (MATC) which determined the career path for employees. The attrition rate at TCS in 2006 was 10.6% which was the lowest in the Indian software and information technology industry. But as TCS continued to expand globally, it faced the challenge of grooming and retaining a diversified talent pool. Also with rising manpower requirements, TCS was increasingly hiring non-technical science graduates, which posed a challenge for it to groom and bring them onto a common platform |
| Notes |
Case study reference no.: HRM0078IRC |
|
Title from resource description page (viewed May 26, 2015) |
| Bibliography |
Includes bibliographical references |
| Notes |
In English |
| Subject |
Tata Consultancy Services -- Case studies
|
| SUBJECT |
Tata Consultancy Services. fast (OCoLC)fst01929454 |
| Subject |
Employees -- Training of -- Case studies
|
|
Personnel management -- Case studies
|
|
Employees -- Training of.
|
|
Personnel management.
|
| Genre/Form |
Case studies.
|
| Form |
Electronic book
|
| Author |
Ghosh, A., author
|
|
