TCS Graduate Program Enhancement: Detailed HRM Recommendations

This report analyzes management issues within Tata Consultancy Services (TCS) concerning the integration and retention of 261 graduates recruited across the UK. It identifies issues faced by both managers (e.g., diverse expectations, lack of trust, unwillingness to mentor) and graduates (e.g., cultural differences, poor relationships with mentors). The report explores the expectations of millennial graduates regarding career aspirations, motivation, group engagement, and technology. A SWOT analysis evaluates TCS's capabilities in this context. Recommendations include enhancing communication roles through increased interaction, enhancing graduate involvement in decision-making processes to foster a sense of belonging and value, and implementing targeted training and development programs to improve skills and address role-related uncertainties. The report concludes that these HRM strategies are crucial for improving employee satisfaction and retention within TCS.

Running Head: HRM: RECOMMENDATIONS
HRM: Recommendations
October 13
2018

HRM: RECOMMENDATIONS 1
Table of Contents
Introduction......................................................................................................................................2
Case background..............................................................................................................................2
Management support.......................................................................................................................2
Management issues..........................................................................................................................3
Issues of managers.......................................................................................................................3
Issues of graduates.......................................................................................................................3
Approach..........................................................................................................................................4
Career aspirations........................................................................................................................4
Motivation and group engagement..............................................................................................4
Technology..................................................................................................................................4
Organization evaluation...................................................................................................................4
Recommendations............................................................................................................................5
Enhancing communication roles..................................................................................................5
Enhancing involvement of graduates...........................................................................................5
Training and development...........................................................................................................6
Conclusion.......................................................................................................................................6
References........................................................................................................................................7

HRM: RECOMMENDATIONS 2
Introduction
In the era of 21st 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.
Case background
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.
Management support
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

HRM: RECOMMENDATIONS 3
 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
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:
Issues of managers
 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
Issues of graduates
 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.

HRM: RECOMMENDATIONS 4
Approach
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:
Career aspirations
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).
Motivation and group engagement
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).
Technology
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).
Organization evaluation
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:
Strengths Weaknesses

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 High quality and price performance
 Flexibility and adaptability
 Reliability
 High growth
 Lack of domestic computerization
 Localization
Opportunities Threats
 Global market exposure
 Domestic demands
 E-business or E-commerce
 Economic threats
 Technical threats
 Cost (TCS, 2018)
Recommendations
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.
Enhancing communication roles
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.
Enhancing the involvement of graduates
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

HRM: RECOMMENDATIONS 6
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.
Training and development
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.

HRM: RECOMMENDATIONS 7
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(2011). Collaborative
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Overcoming the digital
Chelliah, J. & Clarke, E.
(2011). Collaborative
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Overcoming the digital
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HRM: RECOMMENDATIONS 8
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