Highlights
- TCS curates training for continuous learning
- A career at TCS is a personalised journey, driven by technology
- The TCS Talent Cloud is bringing our workforce together like never before
In this article
In this articleinpage
Future perfect
Tata Consultancy Services (TCS) is a great place to work, and our top priority is to keep it that way.
My job is to ensure that every employee can access the opportunities available to them and fast-track their digital career.
How we showcase our inclusive, collaborative, and supportive values as we engage and nurture talent is also essential to our bottom line. While most of us are aware of the cost and time involved in recruiting employees, studies also show that disengaged employees can cost a business around a third of their annual salary.
Much of my time is spent exploring and reinforcing what makes TCS a great place to work and discovering why many of our longest-serving employees have chosen to stick around. Here are some of the key elements:
Continuous learning
TCS offers employees a curated programme across three levels for continuous learning. It includes internal certification — a valuable asset for career progression.
We also have a learning menu where employees can select courses like choosing electives at university. It increases competencies and, therefore, expands the scope of moving internally.
My colleague Emese Simahazi-Toth is just one example of how employees can benefit from these programmes. Emese joined TCS in 2002 and is now the Head of the IT Unit at TCS in Hungary, overseeing 50 client relationships and 500 employees. She was initially hired as a junior Java developer and learned on the job. Additional TCS management training and mentoring helped Emese on a career journey that’s seen her thrive.
We ensure that a career at TCS is a personalised journey, nurturing each employee and their ambitions individually. The size and global nature of the company help make this a reality. With more than 616,171 associates representing 157 nationalities across 55 countries, the opportunities at TCS are virtually limitless.
Nurturing change
We ensure that a career at TCS is a personalised journey, nurturing each employee and their ambitions individually. The size and global nature of the company help make this a reality. With more than 616,171 associates representing 157 nationalities across 55 countries, the opportunities at TCS are virtually limitless.
Changing career paths is possible, and we encourage associates to switch roles if they want to gain additional skills or pursue new interests. “Nobody stops you,” says Irma Metra, an emerging TCS leader based in Milan, Italy. “If you want a change for yourself, you are enabled to move on to what you aspire to.”
Irma has worked at the company for six years. After starting as a delivery manager for banking, financial services and insurance, she moved into strategic initiatives and now works in business innovation in digital strategy for Pace Port™.
Technological connections
TCS has embraced hybrid working. For most employees, a mix of time spent in the office and working from home has become commonplace. Digital technology is vital for keeping colleagues connected, and hybrid offers different ways to collaborate.
For example, the TCS Talent Cloud is a relatively new initiative that matches the right people to the right tasks and allows anybody to work from anywhere.
The Talent Cloud brings new opportunities for leaders and employees alike. Bespoke teams can be put together quickly, drawing on different skill sets that may not be available in a single location. Now those skills and those who have them are available remotely in the Talent Cloud, which helps bridge borders. For example, in Europe, where there could be cross-country nuances based on legal requirements or taxation. It means employees can utilise their skills to the fullest, opening up more opportunities for them.
Welcome aboard
We embed inclusivity in our culture. From Day One of your TCS career, you have a buddy with whom you can talk to candidly about your day-to-day work, what’s working and what isn’t. It’s not a formal role like a manager, but more a coach – good mentors can also become good friends. Good mentors act as a bridge between employees and the wider organisation and have been proven to improve job satisfaction and retention levels.
Creating a feeling of being “at home” at TCS is vital for us. Our leaders and managers make great efforts to ensure that everyone feels comfortable and supported when working. It’s about sharing experiences and knowledge to help our people on their TCS journey.
“I've always been able to – at any level of my career at TCS – I've been really able to learn from the people that manage me,” says Jarek Broszkiewicz, Hungary ITIS Delivery Unit Head.
Jarek cites his direct line manager as an inspiration, teaching him not only about his role but also about operating in a large organisation like TCS. Support is given and supervisors often dedicate their time to provide guidance and mentorship.
“All of my supervisors have been able to take time to actually show me the right way and allow me to get used to the role and be able to mature independently,” he says.
The ability to change your day-to-day activities, shape your own career and training and be on a path of continuous learning are some of the best parts of a career at TCS. My own time at the company exemplifies this and now my role is about making others aware of the huge range of career possibilities we can offer.
We have a great support system in terms of time, talent development and preparing people for new roles. We’re investing in new technologies to supercharge our offerings and give our workforce access to the very best digital opportunities of tomorrow.
