Name of Organization/Company: Tata Consultancy Services USA, Edison, NJ USA
Category: Best Use of People Analytics
The service portfolio of TCS includes more than 30offerings with various products and platforms. The company operates in 149locations across 46countries to serve 1828clients spanning 11business verticals. To create value for the customers, TCS operates on a global scale, with diverse talent base of nearly half a million associates representing 154nationalities.
TCS’ success in meeting its business objectives is built upon the quality of its people and the optimum use of their professional expertise across 123roles and 1607competencies. Considering the scale of around half a billion knowledge workers, this poses a formidable challenge.
For the continued business success of TCS and its customers, the primary imperative is to have to have the right skills at the right time and place in the right numbers. The scale and complexity of people management in TCS is best summarized by Rajesh Gopinathan, TCS CEO – “The resource management team is adding more people every 90 days than the total population of most mid-sized companies”.
People analytics plays a pivotal role in TCS’ talent management initiatives. TCS uses life-cycle aligned metrics to measure the progress and effectiveness of its talent management initiatives. Progress, results and value metrics are analyzed to manage change and outcomes.
TCS leverages analytics across the talent management process ranging from ensuring alignment in people demand with business demand, prioritizing the demand for associates, identifying talent demand-supply misalignment to design people-focused initiatives and machine-first programs for process efficiencies.
Talent visibility is powered by analytics from multiple sources of talent pipeline such as freshers, recruitment channel, contingent workers availability, job rotation and training programs.
Talent availability is the aggregated analytics of people availability for multiple competencies across business units and countries, ordered by timeline.
Ageing analysis of TCS workforce helped in crafting suitable talent intervention strategies. Associates with legacy skills are identified and mentored reskilling programs in in-demand technologies. TCS Associates are encouraged to enroll in upskilling programs to strengthen the talent pipeline for new and niche technologies. By co-creating with Talent Development Group (TD) of TCS, meeting associate aspirations and career protection are achieved as part of workforce management.
TCS extensively uses prescriptive analytics in managing talent demand-supply. Resource Management Group (RMG) of TCS uses a dynamic priority module based on a bespoke algorithm. This module delivers real-time analytics on the current workforce demand and recommends the priority order of fulfilment. In a machine-first approach to matching people to positions, associates’ profiles are compared against open positions for autonomous staffing and crowdsourcing.
Associate Data Currency (ADC) is the backbone of analysis and automatic suggestions. To keep the competency details of associate up to date and accurate, TCS has deployed a range of listening posts in related people management processes.
Analytics driven talent visibility and automation contributed to better utilization of workforce. Despite the workforce addition of 40,185in the last year, talent utilization has been consistently increasing every quarter. TCS outperformed Infosys in overall employee utilization by 7.7%for the quarter ending March2021.
The Training-led-Staffing program achieved over 700%success for the fourth quarter ending March2021 compared to Q1level. People analytics helped in identifying potential candidates were selected based on ageing, skills, reskilling pathways and demand projections. The continual alignment of employee skills with enterprise requirements resulted in career protection and promoted organic growth of talent base.
On the demand side, analytics improved the continual alignment of demand with sales pipeline and reduced the deviation between talent forecast and actual requests. The deviation between actual staffing and projected demand decreased by more than 50%since the Q1level.
Analytics also resulted in better and focused positioning of people in accounts. Enabled by prescriptive analytics, 98%of the staffing has been consistently done for priority accounts throughout year2020. TCS staffing process is designed to prioritize promote local resources while connecting them to TCS’ global expertise. For instance, the local associates are increasingly staffed for US positions leading to a growth of 550%for the fourth quarter ending March2021 compared to Q1level.
Owing to its employee-centric programs powered by strong people analytics, TCS Continues to have the lowest attrition% among the top3 tech companies in India at 7.2%for the quarter ending March2021. TCS has recorded consistently low attrition% as compared to its peers in previous quarters as well.
TCS fares better with lowest attrition rate; Infosys, Wipro lag:
TCS continues to have the lowest attrition rate among the top three tech companies in India at 7.2 per cent for the quarter ending March 2021. Infosys had 15.2% and Wipro had 12.1%
Infosys utilization levels for the quarter ending March 2021
Infosys voluntary attrition at 15.2% and utilization level including trainees at 82.2%
Learning and Sharing: TCS Helps Employees Upskill their Career Journey
After the first 1.5 months of SBWS™, TCS associates had clocked in over 4.2 million learning hours, acquiring 460k+ competencies, technical competencies encapsulating 47%, the remaining having up-skilled in leadership, behavioral and culture-based competencies across the organization.
TCS’ organic talent development initiatives continued to deliver industry-leading outcomes.
The company continues to be the employer of choice, with industry-leading talent retention. IT Services attrition rate (LTM) was at 7.2%.
TCS Closes FY 21 on Strong Note: Looks at Growth and Transformation to Power the Future
Infosys utilization levels for the quarter ending March 2021