5-TCS BPO-Dream Company

TCS BPO made a re-entry into the DQ CMR BPO E-Sat survey 2011 and clinched the 5th place in the overall ratings. TCS BPO stands out in the overall company image parameter, beating all its counterparts to become the first choice of employees. The BPO tries to meet employee satisfaction levels based on the industry standards. Furthermore, it boasts of conducting internal employee satisfaction survey y-o-y to identify the areas that help it match employee expectations.

Unlike other BPO firms, the company continues to maintain the lowest attrition rate, ie, 25% in the industry. In spite of this, the company had to counter the challenge of retaining efficient people.

In addition, the company claims to associate and invest in its employees personal and professional development. Some of the initiatives it took for employees include the associate catalyst program, the high potential program, propel, employee connect, etc. The associate catalyst program was to enhance integration of HR with operations whereas its high potential program was oriented towards the predictive talent management concept with an objective to identify, develop, and track the careers of the high performing associates (across work levels) based on their strength and predictive fitment to various career streams available within the organization. Besides, it also claims to encourage its employees to participate in leadership programs.

The company fared low on the training and growth opportunity parameters. Whereas in HR scores, the company topped the table. But when it came to employee scores, the company could manage only the 10th spot. On the work culture parameter, it stood at number 8, whereas on the salary parameter it was way behind at 13th place. Similarly, it fared low on the appraisal parameter, at #12.

In the gender inclusivity parameter the company was at the 10th place. The company claims to have similar KRAs for both male and female employees. But TCS has programs such as DAWN (Diversity and Women Network) which specifically focus on developing female workforce at all levels of the jobs, nurture and build a diverse leadership pipeline.