Compensation Management at Tata Consultancy

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Compensation Management at Tata Consultancy Services Ltd.: Coping with Turbulent Times in the Indian IT Industry The announcement came as s jolt not only to TCS employees but also to the entire Indian IT industry. The company came in for severe criticism and it was accused of not being transparent with respect to EVA calculation. However, some analysts felt that the pay cuts were a result of the macroeconomic challenges that the Indian IT companies were facing -- rapid appreciation of the rupee against the US dollar and the recession in the US economy (USA was the largest market for the Indian IT companies) Issues:

» Analyze TCS' HR practices with respect to its policy related to compensation of its employees.

» Discuss various concepts related to compensation management.

» Discuss the importance of variable compensation in light of its ability to motivate employees and enhance organizational productivity.

» Discuss the pros and cons of the EVA-based compensation management system and also analyze EVA as a performance measurement tool.

» Understand the rationale behind the cut in the compensation of the employees at TCS.

» Understand how macroeconomic variables could affect a company's HR policies.

» Appreciate the importance of HR goals and strategies in the success of an organization "There's no ceiling on the bonus. It can be equal to the fixed portion of the salary, providing the cell has shown that kind of EVA growth. It is not just compensation, we wish our employees to also get a feeling of ownership for their own unit, and its performance. We want each employee to feel as if they are running their business. They have to think like entrepreneurs and know the cost attached to their business and how will they add value to the investment."1 *- S. Ramadorai*, CEO and Managing Director, Tata Consultancy Services Ltd., in 2000, *Regarding* its Economic Value Added (EVA)-based Compensation Management System. "We undertake a...
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