this ppt compares and evaluates the human resource policies of Tata Consultancy Services and Pantaloons Ltd.

2. 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 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
employees safety, welfare and health by complying with labour
laws of concern state or country.

3. • 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.

4. Recruitment Selection
Employee
Development
Policies
Performance
Appraisal
Policies
Promotion
Policies
Employee
Welfare
Policies
Grievance
Handling
Policies

5. • Tata Consultancy Services (TCS) is a multinational information technology (IT) service,
providing consulting and business solutions.
• TCS operates in 46 countries.
• It is a subsidiary of the TATA GROUP and is listed on the BOMBAY STOCK
EXCHANGE and the NATIONAL STOCK EXCHANGE of INDIA.
• The services provided by TCS are as fallows:
Application development and maintenance; Asset leverage solutions ;
Assurance services; Consulting;
Engineering and Industrial services; Enterprise solutions;
IT infrastructure services ; Business process outsourcing;
• TCS was founded in 1968 by Mr. J.R.D.TATA
VISION
Our vision here at TCS is to glorify Good by
providing our clients with exceptional IT services
that exceed their expectations, while creating a
fun, challenging and rewarding place to work for
our employees.
MISSION
The mission of TCS is to build and maintain healthy IT Platforms
that exceed our partners’ expectations. We partner with clients
who recognize the significance of technology in achieving their
business objectives. We bring to the partnership a portfolio of
creative designs, highly skilled consultants, best-of-breed
partnerships, and proven approaches to build business critical
infrastructures that meet or exceed our client’s expectations.

6. • Pantaloons, India's premium lifestyle apparel company offers chic and trendy fashion to
meet the ever-changing consumer needs.
• Pantaloons reflects the ideology of always keeping alive the 'newness factor' through
fashion apparel and accessories that are visually appealing and fashionably unbeatable.
• The first Pantaloons store was launched amidst much fanfare in Gariahat, Kolkata in
1997.
• With a chain of 85 fashion stores across 44 cities and towns, Pantaloons is constantly
extending its foot-prints into the rest of modern India.
• Pantaloons which was previously controlled by the Future Group has now been taken over
by Aditya Birla Nuvo Limited ['ABNL'].
• Kishore Biyani started Pantaloons India ltd. In 1997
VISION
We believe to deliver Everything, Everywhere,
Every time for every Indian customer in the
most profitable manner.
MISSION
We share the vision and belief that our
customers and stakeholders shall be served
only by creating and executing future
scenario in the consumption space leading to
economic development.

7. • Recruitment is the process of
finding and attracting capable
applicants for employment.The
result is the pool of applications
from which new employees are
selected.
• Recruitment is a continuous
process whereby the firm
attempts to develop a pool of
qualified applicants for the
future human resources need
even though specific vacancies
do no exist.

9. TCS
PANTALOONS

10. INTERNAL
SEARCH
For Pantaloons ltd,
the Managing
Director Pranab
Baura’s
designation was an
internal search for
the position of
Managing Director.
Recruitment via this method is considered as the most
optimum method as it provides the organization with
minimum cost and time for the process of recruitment and
creates a sense of motivation among the employees.
For TCS, Natrajan
Chandrasekaran, the
CEO of TCS got
promoted, prior to
which he was the
COO and Executive
Director of the
organization.
The only disadvantage for
this method would be
missing out new and fresh
talent that is available in the
market

11. EMPLOYEE REFERRAL
Pantaloons favor such methods
of recruitments for the
lower and middle level i.e.
Band 1 and Band 2.
Recruitment method in which the current
employees are encouraged and rewarded for
introducing suitable recruits from among the people
they know.
TCS has a scheme viz
BRING YOUR
BUDDY with effect
from
01.December.2011.

12. • The purpose of the Bring your Buddy(BYB) scheme is to reward
employees for referring qualified candidates who subsequently are
hired.TCS provides the referring employee a cash bonus for each
successful referral made, in accordance with the provisions stated in
this policy.
• The chart below shows the rewards with respect to the position
referred.

14. Employment Agencies Employment agencies are the agencies that
helps to find jobs for person seeking
employment or assist employers in finding
person to fill positions that are open.

15. Educational Institutes
During the placement season, educational institutions, especially the reputed
ones turn into hunting grounds for organizations looking for fresh talent.
Campus placements at some of the top institutions in the country reflect the
condition of the economy and the industry.
Engineering
Institutes
(Gujarat Technical
University, DAIICT,
VIT)
Manageme
nt
Institutes
(IIM,
Amity)
Design
Institutes
(NIFT)
Management
Institutes
(AMITY)
Graduate
schools
(for Band one
staff

16. INTRESTED
APPLICANTS
Candidates send in their applications to the
management either through post or e-mail
or in person or through the companies
website and express their interest in
employment with the company.

18. • The process of
choosing the most
suitable candidate for
a job from among the
available applicants is
called selection.
• The selection process
starts with gathering
complete information
about the applicant
from his application
form and ends with
inducting the
candidate into the
organization.
RESUME/CV REVIEW
INITIAL SCREENING
INTERVIEW
ANALYSIS of APPLICANT
CONDUCTING TESTS
AND EVALUATION of
PERFORMANCE
PRELIMANARY TESTS
CORE & DEPARTMENTAL
INTERVIEWS
REFERENCE CHECK
JOB OFFER
MEDICAL
EXAMINATION
PLACEMENT
On acceptance
Offer to
another
candidate
On rejection

19. Aptitude Test-
Mathematics and
English related
questions
Technical Interview-
Core subjects
knowledge is
examined
Management Review-
discussions about the
projects taken or at
times situational
exams
HR ROUND- The
interview with the
HR manager about
the salary and
location preference.
CALL LETTER-Offer
letter giving the
details about the
joining date, salary,
etc.
Group Discussions-Huge
amount of students apply
for GD and only the
selected students can
apply for the further
rounds of selection
Written exam-It is not
mandatory for all
designations, but for
designers and MBA
graduates it is mandatory
Departmental Interview-
Departmental heads
conduct these interviews to
get an insight of candidates
core knowledge.
HR ROUND- The interview
with the HR manager about
the salary and location
preference.
CALL LETTER-Offer
letter giving the details
about the joining date,
salary, etc.

21. Encouraging employees to acquire new or
advanced skills, knowledge, and view points,
by providing learning and training facilities, and avenues where
such new ideas can be applied.
Training for the new employees
(Fresher's)

22. Training for the new employees (Fresher's)
TCS follows a program called Initial Learning
Program (ILP), lead by the Learning & Training(L&T)
Department for the new members of the organization.
Training for
the fresher’s
JAVA
.NET
C, C++
SAP
MAINFRAM
SOFT SKILLS
DEVELOPMENT
Two prilimary tests +
FINAL TEST
PASS
PROJECT
FAIL
One month retraining
and a last chance to
sustain job

24. Training for the new employees
(Fresher's)
Six months of
training
PROJECT

26. • Performance appraisal can be defined as the process of evaluating the
performance of an employee and communicating the results of the
evaluation to him for the purpose of rewarding or developing the
employee.
• “Performance Appraisal is a formal assessment and rating of individuals
by their managers at usually an annual review meeting.”

27. • The employees performance is closely monitored and assessed during
the first year of joining through periodic performance appraisals. At
the end of the first year, based on performance appraisals the
employee is given an Anniversary review rating, based on which a
decision is taken on whether or not the individual is suitable for long
term employment in TCS or not.
• The review is rated as below marks:

28. • TCS is a performance oriented organization and seeks to
inculcate a culture of performance excellence in each employee.
• Performance pay is based on the Individual, Business Unit(IBU).
Performance
Pay
Monthly
Performance
Pay
Quarterly
Performance
Pay

32. Promotion can be termed as an
advancement in an employee’s
career rank or position in an
hierarchical structure.
A Promotion in TCS
means that there is a
clear rise in the role
and responsibilities of
the employee.
Promotion is depended
on the business
head/supervisor’s
decision and
assessment of the
employee’s potential
and/or performance in
a higher role.
Promotion Policy
and rules are
applied to
employees
depending upon on
their ability of
performing work,
managing their
skills and the level
of experience.
Promotion can be.
twice a year

35. • Welfare includes anything that is done for the comfort and
improvement of employees and is provided over and above the wages.
• Welfare helps in keeping the morale and motivation of the employees
high so as to retain the employees for longer duration.
• The welfare measures need not be in monetary terms only but in any
kind/forms.

36. COMPANY TRANSPORT
• TCS provides its employees with convince to travel by
providing pick up and drop facilities.
HEALTH INSAURANCE SCHEME
• TCS provides medical insurance for the employee and his/her
family members and monthly check ups.
FOOD COUPONS
• Food coupons are provided to the employees in order to
provide them with quality food and increase the interactions
among the employees.
HOLIDAY HOMES
•In order to provide the employees with a quality relaxation time
with their families TCS, provides the employees with Holiday
homes located at various locations across INDIA.

37. HOUSE RENTAL ALLOWANCES
• HRA is the financial benefit paid by TCS to
the employee in order to meet
accommodation costs for rent payments.
CAR ALLOWANCES
• TCS provides car allowance as a perquisite
to employee’s for certain grades. The
employee may use this amount towards
monthly payment or for a leased car OR to
purchase car of their choice.
RECREATION
• Activities like FRIDAY FUNDAY, QUIZ
COMPITIONS, PICNICS , etc are a few
recreation initiatives by TCS .

38. 24*7 HELP LINE
• Pantaloons provides a 24*7 helpline that assists its
employee for any financial assistance.
MEDICAL LEAVE SHEME
• Female employees can have Maternity leave - 84 days
maximum on completion of 160 days.
HEALTH CARE BEEFITS
• Pantaloons provides periodic health checkups for the
employee and its family .
RECREATION
Picnics, DJ parties, Quiz ,etc are the activities for the
recreation of the employee.

40. • Employee grievance refers to the dissatisfaction of an
employee with what he expects from the company and its
management.
• When there is a gap between what the employee expects and
what he receives, it leads to grievances.
• Employee grievances may or may not be justified. However,
they need to be tackled adequately because they not only
lower the motivation and performance of the employee but also
affects the work environment.

41. For TCS the Grievance handling starts with employee
registering the complaint in the complaint form as below, then
the grievance is considered by the supervisor, management,
union or arbitrary third party if needed.

42. Pantaloons has a
grievance committee to
be approached by the
employee.