tcs reward analysis

8/9/2019 TCS Reward Analysis

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Performance & Reward Systems

Analysis


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CON

TEN

TS

INTRODUCTION

EXISTING SSTE!

RE"ARD INTA#ES

C$RONO%OG

PROCEDURE

$IERARC$

C$A%%ENGES ACED

ACTION P%AN

I!PACT

SU!!AR


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Performance E'al(ation in TCS TCS s)ends *+,- of its total ann(al sales on trainin. & Rewards/

Ann(al em)loyee attrition rate was 01/*- for 1200+01/

O34ecti'es of Goal settin. Ena3les em)loyees to reali5e a3o(t t6eir contri3(tion

inancial Pers)ecti'e Internal Pers)ecti'e

C(stomer Pers)ecti'e

%earnin. and Growt6

TRAC#S T$E AC$IE7E!ENT O

E!P%OEES ON T$E 8ASIS O

TARGETS AT OUR %E7E%S

actor ta9en care d(rin.

t6e .oal settin. )rocess

O34ecti'es

#PIs: !eas(res

Tar.ets

Initiati'es


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E;istin. ramewor9

Re.(lar eed3ac9 t6ro(.6o(t t6e year< .oal & 3e6a'io(r/

Trainin.s are or.ani5ed < foc(s on .oal settin.= fair

e'al(ation= .i'in. feed3ac9 and 6andlin. di>c(lt reactions

"or9s6o)s to )erform t6e res)onsi3ilities

Di.iti5ed P!S< ?@- done online/

Em)loyee Assistance Pro.ram

%eaders6i) Re'iew !ana.ement

Career $(3

INSPIRE

eat(res


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Ratin. Process $alf yearly 3asis $0 & $1

8asis of t6at em)loyee .ets a 3and w6ic6 is in correlation wit6

t6e ratin.s/

Ratin. from 0+@ for non )ro4ect acti'ities/

Corres)ondin. to t6e )ro4ect )erformance 3and ratin. from A E/

Ratin. is calc(lated on a )ercenta.e 3asis on com)letion of

.oals/

E D C B A

1 2 3 4 5


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!ont6 Process !et6od B(antifyin.

meas(resA)ril Goal

Settin.

Disc(ssion wit6

immediate s()erior/ Goals set/

Re'iew )rocess wit6

immediate s()erior/

Goal s6eet send to $R of

res)ecti'e enrolled

)ro4ect/

Send to ne;t s()erior

for record 9ee)in. and

.i'in. feed3ac9/

Process ta9es 0@ days to

com)lete

"ei.6ta.e .i'en

to eac6 .oal 3asedon cor)orate

.(idelines/

Can o)t for

trainin.s to

increase s)ecic

s9ills:com)etencie

s/

A)ril

mid

Starts

wor9in.

towards

ac6ie'in.

.oals

Contin(o(s e'al(ation

3y immediate s()erior/

eed3ac9 .i'en

w6ene'er re(ired/

In case of .oals to

ac6ie'e s)ecic

s9ills .ets enrolled

for trainin.

)ro.rams/

In case of

Process Timeline


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August Mid-Year

Rating

Employee gives rating on self-

performance based on

parameters/goals set in April

Immediate superior gives

comment on the given ratings

and puts his ratings irrespective

of what the employees ratings

Ratings are in the range of !-"

#e$t superior reviews the

process and gives ratings on the

basis of ratings given by the

immediate superior

After completion of individual

rating% &R manager collects all

the ratings of the employees who

are in the pro'ect and gives the

final rating/band on the basis of

normal distribution or curve

distribution

Evaluation done based

on performance in

(ro'ect

)ompletion of *rainings

Process Timeline


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Reward Ratin. ProcessPro4ect Ratin. is 3ased on 8AND determined 3y normal

distri3(tionNon Pro4ect ratin. is 3ased on 0+@ ratin.


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!id %e'el $ierarc6y

Promotion rewards $ierarc6y 3ased Ratin.s satisfactory t6en only )romoted/ or e;am)le ASE SE

Direct Promotion to second le'el )ossi3le if O(tstandin.F in twoconsec(ti'e years


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C6allen.es faced Attrition rate increases

Assessment foc(ssed and s(34ecti'e system

%ar.ely )rocess dri'en Tem)late (sed= )rocess and

timelineH

Com)liance is .i'en im)ortance rat6er t6an

coac6in. mentality

Primarily 8i+ann(al foc(ssed system

Immediate s()eriors as .oal settin. mentors

Ratin.s .i'en on t6e 3asis of n(m3er of )eo)le in

t6e Pro ect


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Action Plan for Im)ro'ement

TCS Performance !ana.ement Das63oard

Com)onents of

Das63oard )ompliance *argets

+tili,ation (ercentage

Mandatory *rainings

)ommunication *raining hours

earning &ours

.irm Initiative &ours

0 1 J @

Ratin. System

!id+ear Ratin.ear End Ratin.

eed3ac9 System Pro4ect feed3ac9 Primary eed3ac9 Pro'ider Pro4ect %ead %e'el Secondary eed3ac9 Pro'ider Pro4ect

!ana.er %e'el


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Performance c(lt(re dri'en strate.y


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Real time Performance Das63orad

Helps Employee identify where they stand Emails and alerts send for deadlines Suggestions for trainings to e ta!en ased on hierar"hy Self dri#en system


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Im)act on Em)loyees

Positi'e attit(de as reco.nition is .i'en Disc(ssion dri'en Contin(o(s feed3ac9 system


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$on%iased system

Single rating s"ale &Easier to "omprehend

'oal setting framewor! is impro#ed as mentorsare assigned

(ransparent system & )eal time dashoard

System fo"ussed on out"omes rather than"omplian"e

*in! +erforman"e ,anagement to (alent,anagement

Continuous feeda"! loops

Self%dire"ted- high "ommitment to ownperforman"e and de#elopment

Ad'anta.es


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T$AN# OU

tcs reward analysis

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