Management Issues And Recommendations For TCS

Graduate Support at TCS

In the era of 21^st century, there is an intensive as well as an extensive technical change in the world of technology. This speedy development in the technology arising every second requires exceeded capabilities of individuals to follow and track it. In this scenario organization also require more efficient and more effective human resources for their sustainable growth (Fogarassy, Szabo, and Poor, 2017). In such an environment organization needs to make their employees feel satisfied with all the opportunities and responsibilities they are provided with. This is important to retain them in the organization for a longer time (Shukla, 2014). TCS is a highly diverse organization therefore, these measures are more important for the organization.

In this report, a brief discussion about last recruitment of 261 graduates across UK is done and analyzed the management issues that the organization is facing. On the basis of the additional support provided to the new graduates by HR business partners and integration managers are analyzed and recommendations are made to resolve these management issues.

In this particular case, Tata Consultancy Services (TCS) recruited 261 graduates across UK, last year. The company is exposed to highly diverse business environment needs to train these graduates to make them feel satisfied in their respective job roles and wants them to be retained within the organization for a longer time. To ensure these requirements for the graduate’s company is performing a number of activities like an introduction program of five days, online sessions before they need to raise their competency in the respective field, online learning and development programs for all competency areas. These programs are developed and run by the talent development team. Along with this, an additional support for HR business partners and integrated managers is provided to enhance their capabilities. Line managers appointed over these graduates have to asses them 2 times in six months including their feedback and assessment over the time period.

To enhance the productivity and quality services company management supporting the managers and graduates in every possible way they find suitable and compatible for employees. In this order, management helps them to manage their efforts through a number of activities performed for them (Choudhary, 2012). Some of the activities that the management is performing to manage and organize this productivity enhancement program are as following:

• In the beginning, setting initial goals for new graduates
• Allocating their respective buddies to make them feel comfortable in the organization
• Providing an introduction of the responsibility or project they are going to assign for
• Managing the performance review between managers and graduates periodically
• Planning their career within the organization including a feedback for the same
• Making confirmations for the workshops organized by their HR business partners
• Providing them with support application to help them in any possible way

Along with these management activities organization thinks that they are lacking behind in something to achieve what they want. After all these efforts made by the management and managers, but still, there are issues identified in the management context which have to be resolved to achieve the desired goal of the organization.

Management Issues at TCS

Management of the organization has to deal with all the staff issues arising within the diverse network of the company (Zaharee, et al., 2018). List of the issues that management has found in the context of both the managers and graduate employees are listed below:

• A diverse range of expectations of employees from the organization
• Managers are experiencing a lack of trust on newly recruited graduates
• Managers are feeling an unwillingness to mentor
• Not paying enough attention to the new graduates
• Have a feeling of the huge age difference
• Experiencing a lack of communication
• Experiencing issues related to the diversity of the organization

• Not taking initiatives to seek for the help of any guidance form managers
• Experiencing cultural differences
• Management issues for diverse or changing roles given to them
• Poor relationship with their mentors
• Having a poor sense of their individual’s belongings

These above mentioned are the issues that the organization management has identified within the organization in context to managers as well as new graduates. Now, management has to overcome these issues to enhance organizational productivity. In this order resolve such kind of issues organization will need help from its human resource management team. Human resource management team is the only element of the organization that can help best for these employment issues.

In order to resolve these issues, management has to identify the root cause to identify the actual expectation of graduates. The real expectation of these graduates will help the organization to understand the actual demands. This will make it easier for the management to apply strategic implementation of actions required to resolve the issues (Boxall, Guthrie, and Paauwe, 2016). Some of the expectations of graduates of this millennium generation are identified as below in different contexts:

Graduates of this millennium generation think that hard work they are doing must be rewarded. Maximum of the graduates believe that goals must be accomplished. In this accomplishment around 70% of students agree with the statement, “goals are set to be accomplished no matter how unrealistic they are” while over 30% denies to the statement. Remaining 30 % students believe that goals set to accomplish must be realistic (Gardner, Coyner, and Razek, 2010).

Studies show that around 71% of the young generation likes to work in groups. Around 39% of them think that working in groups build a confidence of success and they feel motivated by this type of feeling. While around 45% feel enjoying their work while working with peers instead of listening to their boring theoretical knowledge from professors or mentors. They think that working in groups make them able to share different experiences of group members and they find it more interesting to enhance their knowledge (Gibson, and Sodeman, 2014).

Studies show that millennial generation employees expect from technology to play a key role in their learning and practices allowing them to access a vast area of information. Also, most of the millennial people don’t know how their communication exactly affects and how they perceive in their workplace. This is the result of their over engagement with technology either in the form of workplace requirements or their personal socializing activities over the web (Anderson, et al., 2018).

Expectations of Millennials at the Workplace

In order to ensure the organization’s capabilities to understand and implement some strategic planning ensuring the satisfaction and retention of graduates, a brief evaluation of the company to a business model in the similar context is essential. To make sure these essentialities SWOT analysis of the company is given below:

Retention of millennial generation employees is very difficult Analyzing the actual situation and efforts made by the organization to solve all the identified management issues, there are few solutions recommended to the organization. These solutions consider the approach of newly recruited graduates regarding their expectation from the organization in a different context as their expectation is the key factor to make them feel motivated and keep them engaged with the organization. With all these considerations following solutions are recommended for the company.

HRM of the company is being responsible for the management of the company human resources, can make employees involved in different activities to enhance their communication practices. This will make the graduates interact with their managers as well as their colleagues. During such practices, these graduates will get to know about their managers and colleagues. This practice will build a trust of managers over the graduates along with enhancing their willingness for mentoring the graduates. Communication will also fill the age difference by sharing their thoughts and expectations form one another. Also, the company will succeed in overcoming the impact of diversity among managers as well as graduates from across the world. This shows that with this single activity to engage managers and graduates more in activities to communicate will resolve several issues in one single attempt.

Graduates like more being rewarded for their hard work and feel happy with the recognition of their work. Such moments make them feel motivated to work hard and be engaged with the organization. Enhancing involvement is in terms of their work along with their involvement in the decision-making process (Chuang, Jackson, and Jiang, 2016). Decision-making process is very complex therefore more minds will produce more ideas that will help the managers or leaders to make their decision more effective. Involving graduated in the decision-making process is not like making decisions according to their perspective but it is involving them to share their ideas and consider them in the decision making. Graduates will feel their importance and develop a psychology like they are contributing to the company significantly (Albrecht, et al., 2015). This motivation will make them initiate their own discussion of ideas to improve their relationship with their mentors. The success of ideas shared by graduates will ensure an increased attention of managers paid to the graduates.

SWOT Analysis of TCS

Human resource management of the company should manage to provide some training and development sessions to improve their work skills. Training and development program will make sure that what company is expecting from them and what needs to improve in order to meet those expectations. With this sense, graduates will feel confident about their changing roles. In such programs, graduates will get to develop a sense of their responsibilities and belongings as well. Training will involve mentors to interact with their mentees which will ensure their better relationships with each other (Shah, Hussain, and Rahman, 2016). Therefore, the company should organize such training and development programs.

These above-mentioned recommendations are sufficient to resolve all the issues that the company management identified, related to the mangers and well as graduates’ context. Resolving these issues will ensure a complete satisfaction of employees as well as their mentors or managers. Also, they both will feel more comfortable working in the organization.

Conclusion

Above mentioned case scenario and recommendations provided for the same concludes that human resource management plays an important role in the process of achieving the organizational goals. HRM of the company can make an organization’s human resources to enhance their productivity and contribute more to the organization success. This report shows that the expectation of millennial generation graduates in terms of their career aspirations, technology, and motivation are important to consider for their satisfaction. Their satisfaction enhances their retention in the company.  Therefore, all the recommendations made in the report are important for the organization to make its employees satisfied as well as retain them in the organization.

References

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Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., (2015) Employee engagement, human resource management practices and competitive advantage: An integrated approach. Journal of Organizational Effectiveness: People and Performance, 2(1), pp.7-35.

Anderson, V., Young, S., Blanch, K. and Smith, L., (2018) Mobility, place and affect in transnational teacher education graduates’ accounts of their first year teaching. Teaching and Teacher Education, 69, pp.11-20.

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TCS, (2018) About us, [online]. Available from: https://www.tcs.com/about-us [Accessed on 12/10/2018].

Zaharee, M., Lipkie, T., Mehlman, S.K. and Neylon, S.K., (2018) Recruitment and Retention of Early-Career Technical Talent: What Young Employees Want from Employers A study of the workplace attributes that attract early-career workers suggests that Millennials may not be so different from earlier generations. Research-Technology Management, 61(5), pp.51-61.

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