Transcript
SUCCESSION PLANNING AT TATACONSULTANCY SERVICES FACULTY GUIDE:Submitted by: ARUN SEKHRI MinitaGupta(HRF010) Jainschereath(HRF038)Prachi Tandon(HRF051) 1 Acknowledgement This is to acknowledge the quality help that was provided by the Institute-ITM andthe related faculty in successfully completing the HRP project on “ SUCCESSIONPLANNING at TCS” . We are highly obliged and thankful to the faculty,PROF.ARUN SEKHRI for all her patient guidance and help in successfullycompleting the project. TABLE OF CONTENTS 2 1. Succession Planning..............................................................4 - MINITA 2. History of TCS……………..................................................5 - MINITA 3. TCS SUCCESSION PLANNING.........................................6- MINITA 4. Management of high potential talent………………………..9- MINITA 5. Employee Life Cycle………………………………………11- MINITA 6. Document life cycle………………………………………..16- MINITA7.Process adopted by HR in TCS…………………………….19- PRACHI8.Training feedback…………………………………………22- PRACHI9.Multi rater feedback……………………………………….30- PRACHI10.PERFORMANCE MANAGEMENT SYSTEM …………..31- PRACHI10. Applicant evaluation……………………………………….42- JAINS11. Talent Review………………………………………………43- JAINS12. Job Rotation ………………………………………………..46- JAINS13. Conclusion…………………………………………………..47- JAINS14. Workforce Plan(EXAMPLE)………………………………..48- JAINS15. References……………………………………………………53 3 SUCCESSION PLANNING Organization does succession planning in order to ensure an organization's continued success, you need todetermine who will eventually replace employees currently in key positions. The Plan Successions business process in Human Resources enables you to identify candidates for key positions, anticipateorganizational bottlenecks, and develop multiple career paths for individuals who are ready for promotion. To implement the Plan Successions business process:ãPerform the prerequisite tasks.ãCreate the succession plans.ãBuild the succession trees.Once the succession trees are in place, we can review career summaries, monitor the progress of keyemployees, track changes to key positions, and make adjustments to successions plans as the requirementsof the organization change over time. Integration and Prerequisite IntegrationThe Plan Successions business process integrates with:ãThe Manage Competencies business process in Human Resources.ãThe Plan Careers business process in Human Resources.ãThe Manage Positions business process in Human Resources.ãPeopleSoft Enterprise Talent Acquisition Manager.PrerequisiteThe following tasks should be performed before setting up the Plan Successions business process inHuman Resources:ãSet up HRMS core data.ãSet up Human Resources job data.ã(optional) Set up competencies.ã(optional) Set up career plans.ãDefine key positions.ãIdentify potential candidates. ABOUT TCS 4
