PROJECT REPORT

On

Goal Setting of Tata Consultancy Services Limited (TCS)

Submitted for partial fulfillment of requirement for the award of

Degree
of
Bachelor of Business Administration (BBA)

Session 2019-20

Under the guidance of: Submitted by:

Ms. Vaishali Prasad Name- Hardik Jha
(Faculty of BBA Department) Roll No- 1708791383
BBA VI Semester

Hierank Business School

A – 42, Institutional Area, Sector – 62, Noida
(Affiliated to CCS University, Meerut)
 DECLARATION

I hereby declare that this Project Report titled Goal Setting of Tata
Consultancy Services Limited (TCS) submitted by me to Hierank Business
School, Noida is a bona fide work undertaken during the period from
_____to_____by me and has not been submitted to any other University or
Institution for the award of any degree diploma / certificate or published any
time before.

(Signature of the Student) Date: 10 / 04 / 2020

Name: HARDIK JHA
Roll No: 1708791383
 BONAFIDE CERTIFICATE

This is to certify that as per best of my belief the project entitled “Goal Setting of
Tata Consultancy Services Limited (TCS)” is the bona fide research work
carried out by (Name of the Candidate) student of BBA, Hierank Business School,
Noida, in partial fulfilment of the requirements for the Project Report of the
Degree of Bachelor of Business Administration.

He / She has worked under my guidance.

__________
Name:
Project Guide (Internal):
Date:

Counter signed by

__________
Name:
Director:
Date:
 ACKNOWLEDGEMENT

I offer my sincere thanks and humble regards to Hierank Business School, Noida
for imparting us very valuable professional training in BBA.

I pay my gratitude and sincere regards to Ms. Vaishali Prasad, my project Guide
for giving me the cream of her knowledge. I am thankful to her as he/she has been
a constant source of advice, motivation and inspiration. I am also thankful to her
for giving his suggestions and encouragement throughout the project work.

I take the opportunity to express my gratitude and thanks to our computer Lab staff
and library staff for providing me opportunity to utilize their resources for the
completion of the project.

I am also thankful to my family and friends for constantly motivating me to

complete the project and providing me an environment, which enhanced my
knowledge.

Date: 10 /04 / 2020

Name: Hardik Jha
Roll. No.: 1708791383
Course: BBA

(Signature of the Student)

 CONTENTS

S.NO. TOPIC PAGE NO.

1 Declaration/ Bona fide Certificate 3
2 Acknowledgements 4
3 Chapter-1: Introduction 6-23
- Objectives of the study
- Review of literature
- Research methodology
- Limitations of the study
4 Chapter-2: Introduction to 24-38
company
5 Chapter-3: Data Analysis and 39-47
Presentation
6 Chapter-4: Finding, Conclusions 48-51
& Recommendations
7 References/ Bibliography 52
 Chapter - 1

Introduction
GOAL
A goal is a desired result that a person or a system envisions, plans and commits to
achieve. A personal or organizational desired end-point in some sort of assumed
development. Many people endeavor to reach goals within a finite time by setting
deadlines.
It is roughly similar to purpose or aim the anticipated result which guides reaction or an
end which is an object either a physical object or an abstract object that has intrinsic value.

TYPES OF GOALS
Generally, goals are categorized as either long-term or short term.
Long term goals consist of plans you make for your future, typically over a year down the
road. These typically consist of family, lifestyle, career & retirement goals. Short term
goals are ones that a person will achieve in the near future, typically in less than one year.
Short term goals are often but not always steppingstones on the way to achieving long term
goals. Setting goals enables you to clarify with other people what you are trying to do, and
therefore what they need to do to contribute or support. Setting goals, especially SMART
and SHARP goals, allows you to measure how well effectively you are moving towards
achieving them.

GOAL SETTING
 Goal setting involves the development of an action plan designed to motivate and guide a
person or group toward a goal. Goal setting is a major component of personal development
and management literature. Goal setting not only allows you to take control of your life’s
direction it also provides you a benchmark for determining whether you are actually
succeeding. To accomplish your goals however you need to know how to set them. You
can’t simply say, “I want” and expect it to happen. Goal setting is a process that starts with
careful consideration of what you want to achieve, and ends with a lot of hard work to
actually do.

Your goals should be realistic and suited to your present capabilities. You can’t go from
habitual couch potato to world-class athlete overnight, or recover the “look” you had in
your 20's if you’re pushing 60 right now. Small, progressive steps toward reasonable, long-
term goals are crucial to success. But your goals should also push you to extend yourself
beyond where you already are. Otherwise you will get bored and quit the game.
Example: It's great to work on drinking those eight cups of water every day, but people do
not lose weight from water drinking alone.

CHARACTERISTICS OF GOAL SETTING

The 6 Characteristics of Effective Goal Setting

1. Challenging: Your goals should be realistic and suited to your present capabilities. You
can’t go from habitual couch potato to world-class athlete overnight, or recover the “look”
you had in your 20's if you’re pushing 60 right now. Small, progressive steps toward
reasonable, long-term goals are crucial to success. But your goals should also push you to
extend yourself beyond where you already are. Otherwise you will get bored and quit the
game.
 Example: It's great to work on drinking those eight cups of water every day, but people do
not lose weight from water drinking alone. Get thee off thy butt and go do something that
makes you sweat. Then you'll need the water audit won't be so hard to drink.

2. Attainable: Don't take the challenging characteristic (above) too far. Make sure you can
actually achieve what you're setting out to do. Otherwise, you will get frustrated and quit
the game.
Example: Sixty minutes of aerobic exercise may be better than 30 minutes, but two hours
may not be—especially if you're so worn out afterward that you have to stop exercising
completely for a while. You can always build up the time and intensity of your workouts as
your fitness level improves over time.

3. Specific: Trying to "do your best" or "do better" is like trying to eat the hole in a donut.
There's nothing there to chew on or digest. You need to define some very specific,
concrete, and measurable action-steps that tell you what your goal looks like in real-life
terms. Include how you will measure your results so you can tell whether
Example: If you want to get a handle on emotional eating and you've decided that keeping
a journal may help, set aside scheduled time to do your writing each day; set up some
specific changes in your behavior that you want this work to produce.

4. Time-limited: Goals need to come with deadlines, due dates, and payoff schedules.
Otherwise, they'll fade into the background with your daily hubbub, and you'll quit
playing the game. If your long-term goal is going to take a while to reach, create some
intermediate- and short-term goals. These will make your larger goal seem less daunting
and keep you focused on what you can do here and now to help yourself get there.

Example: If your overall goal is to have the weight off in one year, make sure you set up
some intermediate weight goals to serve as check points along the way. Otherwise, those
small things you need to do every day, and the small successes you achieve, can seem so
insignificant compared to how much further you still have to go that you may lose.
5. Positive: Goals should always be framed in positive terms. Humans are not designed to
white-knuckle their way through life, always trying to not do things or to avoid certain
thoughts, feelings, actions or circumstances. We are much better at approaching what.
Example: If you want to reduce the amount of “junk” food you eat, frame that goal in
positive words like increasing the amount of calories you eat from healthy foods, and
identifying which healthy foods you want to eat more. Instead of trying to eliminate
chocolate treats, for example, plan a low-fat yogurt with fruit for your sweet snack. If
you do this for a few weeks, your brain will disconnect the habitual association between
treat and chocolate and make a new one with the yogurt and fruit. And you’ll be just as
happy with this newtreat.

6. Flexible: Good strategies and goals are always flexible, because nothing in this world
stays the same for very long, and staying alive and on course means being able to adapt
to changing circumstances.
Example: You are always going to run into circumstances that make it difficult to stick
to your diet or exercise plan—special occasions, unexpected schedule conflicts, even just
a really hard day where you need a break from the routine for your mental health. Your
goals should include some contingency plans for dealing with these problems so that you
don’t fall into that all-or-nothing thinking that lets one difficult situation.

ADVANTAGES OF GOAL SETTING

 Goal-setting isn’t a skill that comes naturally to children. Learning to implement objectives
is important for children because it helps them develop life skills that facilitate planning
for the future using a series of smaller steps that lead to positive rewards. Goal-setting
shares overlapping benefits across the age groups. A good time to start is when a child is
old enough to take on simple responsibilities, such as picking up toys.

❖ Providing a Focus

When you help a child set goals, you give him a vision of the future. Whether he wants to
save his allowance to buy a new toy, improve his grades or go to a friend’s birthday party,
goal-setting gives him a positive focus that will encourage him to make better decisions,
according to the Human Bean website. This focus encourages a child to think ahead about
activities or behaviors that might get him closer or farther away from achieving his goal.
As a parent, you can help your child develop this focus.

❖ Giving a Sense of Purpose

Goal-setting lets a young person establish ideals for her life and encourages her to keep
moving forward even when she encounters setbacks. When a child learns to set goals, she
develops a sense of purpose.

Children who have a sense of purpose in life tend to be more confident. You can enhance a
child’s sense of purpose by helping her set multiple age-appropriate goals. The University
of Tennessee recommends encouraging your child to create financial, academic, personal,
and sports or fitness-related goals that follow a timeline.
❖ Meaningful Motivation

Goals motivate young people when they are specific, realistic and measurable. According
to a January 2012 article on the "Woman’s Day" website, kids who work on goals they set
are more motivated to accomplish the objective because they directly see or experience the
benefits of their achievements. The most motivating goals to children are meaningful and
personal.

❖ Develop Responsibility and Self-Efficacy

Long- and short-term goals help children gain a sense of responsibility for their own
behaviors, according to education expert Gail Gross in a January 2014 article on "The
Huffington Post" website. With this sense of responsibility comes improved self-efficacy
because positive goal-setting experiences help a child learn more about herself and the
boundaries of her abilities. A child with high self-efficacy is less likely to view a goal she
doesn’t achieve as a failure. Instead, she’ll likely attribute the outcome to inappropriate
efforts.

❖ Goals Tell You What You Truly Want

There are certainly times where we set goals that don’t really reflect what we want.
Sometimes we think we need more money, when really we need a change of environment,
or someone to love. Sometimes we think we want more free time, but what we really want
is work that we can be truly passionate about. Sometimes we think we want to be alone,
but really, we need to be around more positive people.
 TYPES OF GOAL SETTING

❖ Goal Analysis or Priority Setting

If you are involved in an Ag-Production operation or if you are married; then you are
automatically involved in a family operation. If you are not married, but have an Ag-
Production partnership with a family member, then that too qualifies as a family operation.
When there is a partnership of any kind then there is the possibility of goal conflicts, and it
becomes necessary to prioritize goals.

❖ Goal Evaluation and Priority Setting

 Goal evaluation and priority setting is intended for use by those who do not want to use
goal analysis, but are willing to invest a reasonable amount of time, thought, and
discussion in priority setting. This approach is effective if there are a large number of
goals, and only a few goal conflicts.

❖ Judgment Priority Setting

Judgment priority setting is what most people use because it is easiest. There are usually
no goal conflicts. It is used when a person is not willing to actually set goals, but instead
prefers to use judgment calls, or is “flying by the seat of his pants” to get by.

GOAL SETTING PROCESS

If you plan to be successful in business, you need a business plan to follow. A large part of
the business plan is identifying your goals and detailing how you plan to reach them. When
you set out on the business planning process, put the plan on paper. Simply writing or
printing out the goals and being able to see them on a daily basis can keep you more
focused on your plan than only knowing what your goals are in your mind.

❖ Step 1

Set specific goals. Without specificity, you do not know what you are reaching for or when
you have achieved your goal. Instead of writing & Increase sales of the business a specific
goal would lead, Increase gross sales by 15 percent by December 31 of this year. This tells
you exactly what you are going after in the planning process. A specific goal makes it
easier to plan the objectives you need to reach in order to achieve it.

❖ Step 2
 Develop goals that can be measured. If a goal cannot be measured, it is impossible to
monitor how well you are doing in reaching your goal. In the above example, a 15-percent
increase in sales is measurable. A business owner can easily look at sales reports and
income data to determine if sales have increased by 15 percent at year-end. When setting
measurable goals, it may be helpful to set mini-goals with it. With our example, a business
may also implement quarterly increases that would be needed to reach the overall 15
percent increase in sales for the year. This can ensure the business remains on target
through the year.

❖ Step 3

Implement business goals that are attainable by the business and its employees. If you have
a brand-new business, becoming number one worldwide in your industry in the next year is
likely not an attainable goal. It is important that the goals you set can actually be reached
based on the current resources of your business. If unattainable goals are set, it is only
setting up your business and your employees for failure. Do not set unreachable goals as a
way to motivate.

❖ Step 4

Establish relevancy when planning and setting goals. Some business owners will go
overboard in setting goals for the business. The goals will focus on areas of the business
that are not important or will not have a great impact on the overall direction of the
business. This item should be something that if you were only able to accomplish this one
goal, you would be proud of your business. Then set secondary goals that support it. This
will ensure they are relevant to the success of your business.

❖ Step 5

Attach deadlines to your goals. Without time lines, goals are useless. In our first example
about increasing sales, Increase business is not a timely goal. However, our specific goal
gives a deadline of December 31 of this year to increase sales. This provides a deadline for
the goal. It gives a time when the goal should be measured to determine whether the
objectives have been achieved. All goals that are set should have a time line attached so
that you can measure and track your successes, and conversely, see where you might need
to improve.

GOAL SETTING IN MANAGEMENT

In business, goal setting encourages participants to put in substantial effort. Also, because
every member has defined expectations for their role, little room is left for inadequate,
marginal effort to go unnoticed. Managers cannot constantly drive motivation or keep track
o an employee’s work on a continuous basis. Goals are therefore an important tool for
managers, since goals have the ability to function as a self-regulatory mechanism that helps
employees prioritize tasks. People perform better when they are committed to achieving
certain goals. Through an understanding of the effect of goal setting on individual
performance, organizations are able to use goal setting to benefit organizational
performance.
In a business, the board of directors or president usually makes goals regarding the future
of the company. Goal setting involve a high degree of uncertainty and risk but a good
strategy can help reduce that risk. “Goal setting can be affected not only by rational
judgment, but also by non-rational factors, such as the personality of the goal maker, peer
pressure, the organizational situation and others.
Goal setting describes the process of creating a company's mission and objectives and
deciding upon the courses of action a company should pursue to achieve those goals.

KEY ELEMENTS OF GOAL SETTING

 The first thing we need to do is to define exactly what a goal is. Webster defines a goal as
“an end that one strives to attain”; a goal is the end results that helps bring about a desired
change. The key in this definition is “end” or result. A goal begins with a mission, a
purpose, or a reason for wanting to achieve the end results. This mission is usually based
on a need, want or a desire. Such as wanting to develop new friendships or desiring a better
paying profession or a better marketing plan for our crop. After thinking about these you
may come up with some of your own. Firstly, they may help you to address the value of
setting goals. Secondly, they may prompt you to take action. Finally, they may just help
you to achieve your goals.

TECHNIQUES OF GOAL SETTING

❖ Be specific
This is extremely important. It’s like creating a map. You have to know exactly where you
start and exactly where you intend to end up. If you don’t have any idea where you’re
going, you’re just going to wander around lost.
 Make your goal as specific as possible. What exactly do you want? For instance, if your
goal is to lose weight, what does that mean to you? What does weight loss represent? Is it
greater self-confidence and higher self-esteem? Or, maybe you’ll be more comfortable
with setting boundaries and sticking up for yourself?

Knowing your specific intended result is crucial to effective goal setting. If you’re having a
hard time figuring it out, meditation helps. Spend some time in complete silence and just
breathe. Once you clear your mind of all the clutter of day to day life, you’ll be able to
focus on what it is you truly want.

❖ Make it measurable

You have to be able to measure your progress so you know when you arrive at your goal
destination. Sticking with the example of losing weight, how much do you need to lose
before you achieve your intended results? Ten, twenty or fifty pounds? Set a measurable
amount.

❖ Keep it realistic

This trip a lot of people up because we, as a society, want everything now. We have a hard
time waiting for anything. That’s why fast food places and scan-it-yourself lines are so
popular.

However, if you set a goal that is over energetic, you are only setting yourself up for
frustration and disappointment. It’s great to want to achieve huge feats, but start with
something realistic. Once you reach that goal, then you can go for something more
challenging if you wish.

❖ Set a deadline
 Having a due date is extremely important. If you don’t set a deadline, you’ll allow yourself
to procrastinate, thereby never reaching your goal. You have to create an urgency to
actually take action, so set a time frame that you commit to having your goal completed in.

❖ Create mini-goals

Once you know your final goal, break it into manageable pieces by setting mini-goals so it
isn’t quite so overwhelming. For example, if your goal is to run a marathon in six months,
break it down and commit to a schedule where you start out walking and slowly add more
and more running into your schedule.

In addition to reducing the feeling of overwhelm, when you reach mini-goals it gives you a
feeling of success and achievement. This motivates you to keep going, which is an integral
part of the process.

❖ Have rewards in place

Just as reaching mini-goals keeps you motivated, so does having rewards in place.
Celebrate your successes. If you reach a milestone, do something enjoyable. Just make
sure it’s something that doesn’t hinder your future success.

Objectives of the Study

• To have detailed knowledge about the credit worthiness of the company.
• To know the factors that affect the goal setting of the company.
• To know what is the approach of the company to achieve desired goals.

Scope of the Study

 This research study is conducted to study the working conditions prevalent in the
organization. The function area is human resource the study was conducted on the basis
of secondary data and depending upon the working condition in organization.
Scope can be defined as: -
1. SITUATION ANALYSIS where are we now?
2. POLICY AND STRATEGY MAKING where do we want to go?
3. MONITORING AND EVALUATION: how we will know how we are doing?
4. CHANGE MANAGEMENT how should we manage transition.
5. ORGANIZATIONAL IMPLICATIONS what does this mean for our values structures and
processes.

RESEARCH METHODOLOGY
Data Sources
There are 2 types of data. They are:
1. Primary data
2. Secondary data

Primary Data are those, which are collected afresh and for the first time and thus
happen to be original in character. Primary data will not only be relevant for research
project but it is also reliable, accurate and dependable.

Secondary Data are those which have already been collected by someone else and
which have already been passed through the statistical process.
For my research data has been procured from both primary and secondary sources.
Dealers, customers and organization constituted the primary source.
Newspapers, magazines and websites constituted the Secondary data.

Research approach: -
There are 2 basic types of approaches to research. They are,
1. Quantitative Approach
2. Qualitative Approach

Quantitative Approach involves the generation of data, which can be subjected to

rigorous quantitative analysis in a formal and rigid fashion. This approach can be
further sub classified into inferential, experimental and simulation approaches to
research. The purpose of inferential approach to research is to form a database to infer
characteristics or relationships of population.

Qualitative Approach to research is concerned with subjective assessment of attitudes,

opinions and behavior; research in such a situation is a function of researcher’s insight
and impressions.

In this research a quantitative as well as Qualitative approach was used.

Research Instruments:

The various research instruments at the hands of the researcher are as follows: -

1) Observations: Under this the information is sought by way of investigators, own direct
observation without asking the respondents.
2) Interview: It involves presentation, oral-verbal, stimuli and reply in terms of oral-verbal
responses. This method can be used through personal interviews and if possible, through
telephone interviews.
3) Questionnaires: It consists of number of questions printed or typed in a definite order on
a form or a set of forms; the respondents have to answer the questions themselves.

Types of questionnaires:-

Questionnaires can be of 2 types.

 ➢ Structured: It is one in which all questions and answers are specified and comments in
the respondent’s own words are held to the minimum.
➢ Unstructured: It is one in which the answers to the questions can be framed in the
respondents own words.

Types of questions: -
Open Ended and Closed Ended

LIMITATIONS OF GOAL SETTING

1. Not understanding the process of goal setting

You have to admit that it’s always a disadvantage to try and do something if you don’t
understand it. Don’t just dismiss goal setting out of hand. If you’ve tried one method in the
past and you didn’t get on with it – so be it. Try another. The SMART (Specific,
Measurable, Achievable, Realistic, Timeless) method of goal setting is one of the most
common, but it is by no means the only one. So, don’t think it can’t ever work for you
because it hasn’t so far.

2. Feeling overwhelmed
It can be easy to feel overwhelmed even by the prospect of goal setting particularly if
you’re surrounded by people who appear very evangelical about it and super efficient.
Don’t let others put you off goal setting. There are considerable benefits, but you have to
be flexible and find a system that works for you.

3. Goals imposed by someone else

One of the reasons why so many people are critical of the value of goal setting in the work
place is that people often don’t achieve goals that are imposed on them. I agree – that this
is not conducive to goal being successful. My advice is where possible in the workplace,
make sure you have an input into your goal setting and volunteer the goals you want to
achieve. One of the biggest disadvantages of goal setting is when they’re not your goals.
Try not to let things be ‘done to you’.

4. Goals you don’t buy into

Goal setting won’t work if for any reason you're not committed to achieving that goal. It
doesn’t matter whether it’s a work goal or a personal one the same can apply. It has to be a
goal that is consistent with your values and beliefs and one that you want to achieve or it is
a complete waste of time.
 Chapter - 2

Introduction to
company
Tata Consultancy Services Limited (TCS) is an Indian multinational information technology
(IT) service, consulting and business solutions company headquartered in Mumbai, Maharashtra.
It is a subsidiary of the Tata Group and operates in 46 countries. TCS is one of the largest Indian
companies by market capitalization ($80 billion). TCS is now placed among the ‘Big 4’ most
valuable IT services brands worldwide. In 2015, TCS is ranked 64th overall in the Forbes
World's Most Innovative Companies ranking, making it both the highest-ranked IT services
company and the first Indian company. It is the world's 10th largest IT services provider,
measured by the revenues. As of December 2015, it is ranked 10th on the Fortune India 500 list.
TCS is one of the largest private sector employers in India, and the second-largest employer
among listed Indian companies (after Coal India Limited). TCS had a total of over 335,620
employees as of October 2015, of which 31% were women. The number of non-Indian nationals
was 21,282 as at March 31, 2013 (7.7%). The employee costs for the FY 2012-13 were US$4.38
billion, which was approx. 38% of the total revenue of the company for that period. In the fiscal
year 2012-13, TCS recruited a total of 69,728 new staff, of whom 59,276 were based in India
and 10,452 were based in the rest of the world. In the same period, the rate of attrition was
10.6%.
The average age of a TCS employee is 28 years. The employee utilization rate, excluding
trainees, for the FY 2012-13 was 82%. TCS was the fifth-largest United States visa recipient in
2008 (after Infosys, CTS, Wipro and Mahindra Satyam). In 2012, the Tata group companies,
including TCS, were the second largest recipient of H-1B visas. As of June 2014, TCS has over
300,000 employees. It is world's third largest IT employer behind IBM and HP. Subramaniam
Ramadorai, former CEO of TCS, has written an autobiographical book about his experiences in
the company called The TCS Story.
 History

1968 to 2000
Tata Consultancy Service Limited was founded in 1968 by a division of Tata Sons
Limited. Its early contracts included punched card services to sister company TISCO
(now Tata Steel), working on an Inter-Branch Reconciliation System for the Central
Bank of India, and providing bureau services to Unit Trust of India.
In 1975, TCS delivered an electronic depository and trading system called SECOM for
the Swiss company SIS Sega Inter Settle ( deutsch ); it also developed System X for the
Canadian Depository System and automated the Johannesburg Stock Exchange. It
associated with a Swiss partner, TKS Teknosoft, which it later acquired.
In 1980, TCS established India's first dedicated software research and development
center, the Tata Research Development and Design Centre (TRDDC) in Pune. In 1981, it
established India's first client-dedicated offshore development center, set up for clients
Tandem. TCS later (1993) partnered with Canada-based software factory Integrity
Software Corp, which TCS later acquired.
In anticipation of the Y2K bug and the launch of a unified European currency, Euro. Tata
Consultancy Services created the factory model for Y2K conversion and developed
software tools which automated the conversion process and enabled third-party developer
and client implementation.

2000 to present
On 25 August 2004, TCS became a publicly listed company.
In 2005, TCS became the first India-based IT services company to enter the
bioinformatics market. In 2006, it designed an ERP system for the Indian Railway
Catering and Tourism Corporation. By 2008, its e-business activities were generating
over US$500 million in annual revenues.
TCS entered the small and medium enterprises market for the first time in 2011, with
cloud-based offerings. On the last trading day of 2011, it overtook RIL to achieve the
 highest market capitalization of any India-based company. In the 2011/12 fiscal year,
TCS achieved annual revenues of over US$10 billion for the first time.
In May 2013, TCS was awarded a six-year contract worth over ₹ 1100 crores to provide
services to the Indian Department of Posts. In 2013, the firm moved from the 13th
position to 10th position in the League of top 10 global IT services companies and in July
2014, it became the first Indian company with over Rs 5 lakh crore market capitalization.
In Jan 2015, TCS ends RIL's 23-year run as most profitable firm.

Products and services

TCS and its 67 subsidiaries provide a wide range of information technology-related

products and services including application development, business process outsourcing,
capacity planning, consulting, enterprise software, hardware sizing, payment processing,
software management and technology education services. Rgwfirm's established software
products are TCS BaNCS and TCS Master Craft.

Service lines
TCS' services are currently organized into the following service lines (percentage of total
TCS revenues in the 2012-13 fiscal year generated by each respective service line is
shown in parentheses):

• Application development and maintenance (43.80%) value;

• Asset leverage solutions (2.70%);
• Assurance services (7.70%);
• Business process outsourcing (12.50%);
• Consulting (2.00%);
• Engineering and Industrial services (4.60%);
• Enterprise solutions (15.20%); and
• IT infrastructure services (11.50%).
Tata Research Development and Design Centre

TCS established the first software research center in India, the Tata Research Development
and Design Centre, in Pune, India in 1981. TRDDC undertakes research in Software
engineering, Process engineering and systems research. Researchers at TRDDC also
developed MasterCraft (now a suite of digitization and optimization tools) a Model Driven
Development software that can automatically create code based on a model of a software, and
rewrite the code based on the user's needs. Research at TRDDC has also resulted in the
development of Sujal, a low-cost water purifier that can be manufactured using locally
available resources. TCS deployed thousands of these filters in the Indian Ocean Tsunami
disaster of 2004 as part of its relief activities. This product has been marketed in India as Tata
swach, a low cost water purifier.

Innovation Labs
In 2007, TCS launched its co-innovation network, a network of innovation labs, startup
alliances, university research departments, and venture capitalists. In addition, TCS has 19
innovation labs based in three countries. TCS' partners include Collab net, Cassatt, academic
institutions such as IITs, Stanford, MIT, Carnegie Mellon and venture capitalists like Sequoia
and Kleiner Perkins.

Sponsorships

TCS is the title sponsor for Amsterdam Marathon and New York City Marathon and one of
the sponsors of Berlin Marathon, Chicago Marathon, Boston Marathon, Mumbai Marathon. In
India, it is the title sponsor of World 10K held in Bangalore every year. TCS is a sponsor of
Indian Premier League team Rajasthan Royals since 2009. In addition, TCS provides
Rajasthan Royals with technology to help in analysis of player performance, simulation and
use of RFID tags for tracking the players’ fitness levels and for security purposes in the
stadiums. TCS sponsors an annual IT quiz for high school students called TCS IT Wiz.
Controversies

On 14 February 2006, U.S. law firm Lieff Cabraser Heiman & Bernstein, LLP filed a
nationwide class action lawsuit against Tata.[95] In July 2013, judge Claudia Wilken of the
U.S. District Court, Northern District of California in Oakland, California, granted final
approval to the settlement of the lawsuit on behalf of all non-U.S. citizens employed by TCS
within the state of California from 14 February 2002 to 30 June 2005.

The workers claimed that they were forced to sign over their federal and state tax refunds to
their employer, as well as stating their Indian salaries were wrongfully deducted from their
U.S. pay.[96] On February 22, 2013, the Company entered into an agreement to settle for a sum
of INR 16,163 lakhs ($29.75 million), this class action suit filed in a United States Court
relating to payment to employees on deputation.[60]

Charleston County in South Carolina sued Tata Consultancy Services for delivering botched
software. TCS won the contract to create an online tax system (digiTax) for a $1.2 million.
The system was supposed to go live in July 2004 but was plagued by several delays. Tata
developed the software at its offshore development center in Chennai, India.

The software was rejected by Charleston County during user acceptance testing where it
failed to meet even the basic requirements. County sued Tata and it agreed to pay back $1
million in out of court settlement. Charleston County finally bought an off the shelf solution.
 Accusations of discrimination

• In May 2013, the Canadian Broadcasting Corporation, in its extensive coverage of the
hiring of temporary foreign workers in Canada and the unemployment issues faced by
Canadians, reported that TCS rarely hires skilled experienced Canadians at the Toronto
offices while advertising open positions in Canada. TCS responded that the company
hired more than 125 Canadian workers in 2013 who make less than 1.2% of the 10,452
workers the company has outside of India.

• In April 2015, a class-action lawsuit against TCS was filed in a San Francisco federal
court by a U.S. information technology worker and ex-employee, who accused the
company of discriminating against American workers by favoring South Asians in hiring
and promotion.

• The lawsuit claimed that South Asians comprise 95% of the company's 14,000-person
U.S. workforce, and that TCS engaged in discriminatory practices by sourcing most of its
workforce through the H-1B visa programme, by focusing its U.S.-based hiring
disproportionately on South Asians and by favoring South Asian employees in its human
resources practices.

• In response, TCS refuted the plaintiff's claims, assuring that it is an equal opportunity
employer and bases its employment practices on non-discriminatory reasons. A
spokesperson said that in 2014 alone the company had recruited over 2,600 U.S. hires.
 SWOT ANAYSIS

SWOT is the tool to see that where organization stands, which areas required
improvement, which areas required serious consideration, which would be the source of
growth, which things need avoidance and so on. The SWOT of TCS will help to
understand the position of TCS in the market.
TCS STRENGTHS

• TCS is the industry leader in India and amongst the Top 10 IT services companies
in the world in terms of revenues, profits, market capitalization and number of
employees.
• TCS has been building a full set of SAP life cycle services, from consulting to
implementation, managed services, BPO and hosting, while deepening its technical
and functional capability
• Increasing focus on domain-led solutions has led to investments in process maps,
data models and solutions for numerous industries, including manufacturing, retail
and CPG, life sciences, banking and insurance, travel and transportation, telecom,
media and entertainment, and energy and utilities, as well as solutions in areas that
are not currently addressed by SAP, such as dealer management and legal
management solutions.
• Clients cite TCS's commitment to delivery excellence, flexibility to changing
requirements, great teamwork and technical expertise as key strengths.
• TCS has large client base (936 clients) and balanced geographical revenue base with
the lowest reliance on North America among top tier IT companies

TCS WEAKNESS

• Fueling the rapid growth has resulted in TCS relying more on junior, albeit well-
trained, resources, which has given rise to clients' perception of inconsistent quality
of consultants, skills mismatch and resource ramp-up delays.
• Although making strides, TCS still needs to improve its consulting capabilities and
process depth to be truly a business — and not solely a technology — partner.
• Clients indicate that TCS could improve on its project management, communication
and user change management skills — areas that TCS is actively working on to
improve.
• Man power strength is more than 10,000 employees and thus, it is challenging to get
personalized career development.

TCS OPPORTUNITIES

• Continuing investments in technology by its clientele, a growing preference for

global sourcing and the emergence of newer technologies and business models offer
many opportunities for TCS. It’s integrated full services capability, global delivery
footprint and scale have expanded its addressable market, strengthened its
reputation and ensured its inclusion in the top tier list of vendors invited for the
largest and most complex bids. These offer a sizable growth opportunity for TCS.
• Evolution of non-linear delivery models which could positively impact margins,
superior platform offerings (Diligent, Citigroup Global Services) nearing maturity
which could expand the scope for cross-selling

TCS THREATS

• Industry wide supply side pressures leading to attrition, wage inflation and eroding
margins
• Innovative products/services of competitors
• New competitors entering the market
• Economic slow-down in the key markets and potential anti-offshoring legislation
Tata Consultancy Services Limited - SWOT, Strategy and Corporate Finance Report, is
a source of comprehensive company data and information.

• Detailed information on Tata Consultancy Services Limited required for business.

• A study of the major internal and external factors affecting Tata Consultancy
Services Limited in the form of a SWOT analysis.
An in-depth view of the business model of Tata Consultancy Services Limited
including a breakdown and examination of key business segments
• Five-year financial information and charts, including balance sheet, income
statement, cash flows, market capitalization and multiples, and key ratios for Tata
Consultancy Services Limited.
• Intelligence on Tata Consultancy Services Limited NV’s mergers and acquisitions
(M&A), strategic partnerships and alliances, capital raising, private equity
transactions, and financial and legal advisors.
• News about Tata Consultancy Services Limited, such as business expansion,
restructuring, and contract wins.
• Large number of easy-to-grasp charts and graphs that present important data and
key trends.
Services
Tata Consultancy Services offers the following services to its customers:

▪ IT Solutions and Services (74.9% of net sales): This segment develops IT products for and
offers IT services to customers. Some of these IT products include software applications and
systems for performance management, customer relationship management and supply chain
management. Some of the company's IT services include software application management,
system integration, data mining and data quality management.
▪ Business Process Outsourcing (11.3% of net sales): This segment helps customers
automate and complete specific non-core business tasks. Some of these non-core business
tasks include payroll, finance and accounting, and human resources.

▪ Engineering and Industrial Services (5.4% of net sales): This segment helps customers
engineer and manage products, design and automate plants, and source for and manufacture
components.

▪ IT Infrastructure Services (6.5% of net sales): This segment builds and maintains IT
infrastructure for customers.

▪ Asset Based Offerings (3.6% of net sales): This segment develops IT products for and
offers IT services to customers that operate specifically in the banking, financial services and
insurance industries.

▪ Global Consulting (3.4% of net sales): This segment advises customers on management
and IT issues.

Industries
Tata Consultancy Services sells to companies in the following industries:

▪ Banking, Financial Services and Insurance (Rs. 10,091 crore or 44.1% of net sales)

▪ Manufacturing (Rs. 2,245 crore or 9.8% of net sales)

▪ Retail and Distribution (Rs. 1,476 crore or 6.5% of net sales)

▪ Telecom (Rs. 3,691 crore or 16.2% of net sales)

▪ Others (Rs. 5,360 crore or 23.4% of net sales): Industries that fall under this category
include Transportation, Life Sciences and Health Care, Energy and Utilities, Media and
Entertainment, Travel and Hospitality, Government etc.
 Chapter – 3

Data analysis and

presentation
 SOME GOALS OF TATA CONSALTANCY SERVICES

❖ hareholders: To consistently create shareholder value by generating returns in

❖ excess of Weighted Average Cost of Capital (WACC) during the upturn and at least
equal to Weighted Average Cost of Capital (WACC) during the downturn of the
business cycle.
❖ Customers: To strengthen the Tata brand and create lasting relationships with the
customers by working closely with business partners to provide superior value for
money over the life cycle.
❖ Employees: To create a seamless organization that incubates and promotes
innovation, excellence and the Tata core values.
❖ Vendor and Channel Partners: To foster a long-term relationship so as to
introduce a broad range of innovative products and services, that would benefit our
customers and other stakeholders.
❖ Community: To proactively participate in reshaping the country’s economic growth.
To take a holistic approach towards environmental protection.
 ❖ To be the most admired multi-national Indian car company producing vehicles that
people love to buy.
❖ To create an organization that people enjoy working for, doing business and
investing in.

Case Study on TCS

In an industrial manufacturing facility, on the job injuries have been on the rise for a
while. This disturbing trend has caused a rise in worker's compensation claims and loss of
manpower, as well as extensive damage to equipment and facilities. The management at
the facility is very unhappy and knows that something needs to be changed. The
employees earn a decent wage, are provided a superior health care plan, and are not
overworked because they meet the production standards. Additionally, the employees are
almost never required to work overtime. If the employees have what they want from their
job, then what would give them motivation to work more safely? Management does not
want to resort to administrative action in fear of losing employees and receiving a bad
reputation. Instead, they have asked all first line supervisors to implement a safety rewards
program. Since the employees receive a respectable wage and up to a three percent raise
every year, management has decided that each department, including the supervisors, will
receive a company paid lunch and one day off for every month that they are accident free.
Additionally, they have also agreed on a yearly safety prize for each individual employee if
the company completes one year of being accident free. For the first line supervisors, they
will also receive a yearly cash bonus if their department is accident and injury free for one
year. Management hopes that by motivating the team and each individual with a reward,
they will promote a safe environment for themselves and their employees. They are also
hoping that offering a cash bonus to supervisors for maintaining a safe department will be
more motivating to encourage safety to their subordinates through leadership.
Findings

• TCS goal setting and objective alignment helps your organization achieve its
strategic plan.
• Staff goal setting can be established by using a scorecard framework.
• TCS allows its employees to define role-based templates for goals and
competencies for the organization as a whole or parts of organization such as
department or a business unit.
• Here, the managers align employees to the goals, objectives as the organization
need to achieve.
• TCS provides flexibility to have mid- term review during the entire appraisal year
thereby providing valuable feedback to the employees.

Analysis of Theories

Goal Mechanisms and Conditions Theory

The idea of attaining a certain goal has a significant effect on our behavior. People can
manipulate their thoughts and behaviors in efforts to achieve a certain goal; this produces
motivation. Motivation is key to reaching goals and proper goal setting techniques are
needed to achieve these goals. In order to do so, goal mechanisms and goal conditions
must be recognized.

Goal mechanisms are necessary factors for accomplishing specific goals. The theory of
goal mechanisms include four factors: direct attention, energizing, task persistence, and
effective strategies (Redmond, PSU WC, L6, page 3-4). All of which are implemented in
calculated ways of reaching success. First, there is direct attention. Direct attention
involves the idea of focusing one’s attention on accomplishing a goal, and to keep focus
from straying away from the desired goal. For example, if a student really needs to achieve
an A+ in a math course, direct attention is necessary to keep focused and continue
studying. On the other hand, direct attention also sways the students’ attention away from
that highly talked about party on Friday night, and instead keeps focus on the approaching
midterm on Monday morning. The next part of goal mechanisms is energizing, which
includes the amount of effort the individual puts into a specific task or goal. In relating
back to the previous example, the student will benefit from producing further effort in
making flash cards or seeking a tutor. By exerting more effort on the desired goal, it is
more likely that a positive outcome will result. The third mechanism is task persistence.
Task performance is recognized by the amount of time exhausted on the desired goal. To
attain a certain grade in a class or on an exam, more hours must be spent on studying.
Lastly, effective strategies comes into play. Effective strategies is a way of creating
different methods that will accomplish such a goal. An example of an effective strategy
may be to create sample problems inside the classroom that will help students on an exam.
Overall, these four goal mechanisms increase performance when achieving one’s specific
goal. (Redmond, 2012)

SMART Theory

When it comes to goal setting one of the most widely used tools is the SMART theory.
SMART is an acronym that stands for Specific, Measurable, Assignable, Realistic, and
Time-Related (PSU WC, L 6, p. 4). This theory provides a basic outline for how a person
should set goals and ensure that they are the correct goals to strive for. Creating specific
goals gives a person an exact target and helps them to stay focused. Measurability, or
possessing the ability to monitor ones' progress towards a goal is very important because it
allows the individual or group to understand how close they are to achieving their goal.
Assignable, the third component of the SMART theory, may be the most crucial,
especially in group or organizational settings.
Management by Objectives (MBO) Theory

Management by Objective (MBO) is the process of goal-setting whereby employees and

management participate in joint goal setting and evaluation of employee performance
based on these set goals (Pinder, 2008). Successfully implemented in organizations to
increase motivation, MBO emphasizes that motivation and ultimately performance is the
result of participation of employees in defining goals. That is, the employee and supervisor
work together to define goals which should increase the employee's autonomy and
commitment in reaching them. This process takes place in three stages (PSU WC, L 6, p.
10).

Application of Theories

Goal Mechanisms and Conditions Theory

Injuries in this specific industrial manufacturing facility have been on the rise. These are
obviously detrimental to employees, but are also financially costing the company in
medical fees and workman’s compensation. A goal has been set in decreasing the amount
of injuries that occur on the job, and a very valuable reward has been established. Through
effective goal mechanisms and goal conditions, this goal can be reached.

Direct attention is the first part of proper goal mechanisms that must be recognized. Direct
attention is necessary by paying critical attention to the safety of ones’ self and the safety
of their co-workers. By paying close attention to details, this can decrease the amount of
injuries that occur. Secondly, energizing cautious efforts on being safe is vital. This can
happen by being aware of safety guidelines and ensuring that safety measures are being
followed. Task persistence can be accomplished by spending the necessary amount of time
 on reviewing safety manuals and scrutinizing every step taken. More time may be spent on
tasks, but the primary concern should be safety.

SMART Theory

Applying the SMART theory on goal setting to the case above is quite easy, which is one
of the reasons that this method has been so popular.

• Is the goal specific? In this case, the goal is to reduce the number of accidents and injuries
in the facility. Although it does provide a specific goal, it is still vague in it's definition of
what an “accident” and “injury” are. By specifying that accidents are incidents that result
in a loss and injuries are those that require medical treatment, such as stitches, it would
provide a better picture for the employees.

• Is the goal measurable? The case provides a goal that is measurable because it is either a
pass or fail goal. If there is an accident in the time set forth (one month and one year)
employees can monitor the progress that is being made towards their goal.

• Is the goal assignable? Once again, the company in the case did a good job of creating the
goal as they made it assignable. This goal was given to each department and their
respective managers to help decrease the amount of accidents and on the job injuries.
However, the company may want to look to reward on an individual basis because if one
person has an accident then all the workers will miss the reward.

So even though the goals set by the company in the case is very well constructed, this is
the perfect example of how the SMART method can and should be implemented to make
goals even better.
Management by Objectives (MBO) Theory

In examination of the case study presented above, management would like to increase the
motivation of both first-line supervisors and subordinates to decrease injuries and
accidents. A goal-setting intervention based on Management by Objectives would entail
upper management meeting with department first-line supervisors to discuss the
organizational needs and goals. Equipped with company specific objectives (i.e. decrease
injuries by 50%) management would allow first-line supervisors to collaborate with their
department employees in mapping a plan of action. That is, in order to increase employee
participation and ultimately increase safety behaviors, it's essential for first-line supervisors
and employees to participatively set goals (PSU WC, L6. p. 10).

Conclusion of Case Study

Each day we set goals for ourselves, which can range from short term (i.e. mowing the
grass) to long term (i.e. owning a business). To achieve these goals, successful methods of
motivation are often necessary. This project used three popular goal-setting theories to
analyze a case study at an industrial manufacturing facility. The primary issue is that
accidents and injuries have been increasing within the factory, which has caused a rise in
workman's compensation claims, loss of manpower, and damage to equipment.
Management's initial response to these injuries was an attempt to implement a safety
rewards program that would encourage a decline in work-related accidents. To help the
company, three goal-setting methods were used to further evaluate and correct these issues,
including the goal mechanisms and conditions theory, SMART theory, and management
by objectives (MBO).

The goal setting theory is made up of four goal mechanisms: direct attention, energizing,
task persistence, and effective strategies. The mechanisms are used to help ensure that one
is motivated to accomplish goals and that they are carried out effectively. Similarly, there
are also four conditions to the goal-setting theory: acceptance/goal commitment, goal
specificity, goal difficulty, and feedback. These are different from the four mechanisms in
that they deal with outside factors that are sometimes beyond one's control. For instance,
feedback from a supervisor can severely effect an employee's motivation and change their
personal goals. This can play an especially motivating factor in the case above. By
consisting providing safety warnings and updates, the goal setting theory can be used to
help decrease injuries and accidents. The second component of the goal setting theory, the
SMART method, contains a basic outline of how a person should set and follow through
with their goals.

When implementing the safety rewards program, data such as reported injuries, equipment
damage, and claims reports should be analyzed and rewards should be altered accordingly.
Finally, upper management should evaluate the performance of his supervisor, which will
likely increase the company's success. Overall, these three theories should help to resolve
the issues that were apparent in the case study.
 Chapter – 4

Findings, conclusions
&
Recommendations
Conclusion

TCS is an organization with its vision and continuously working to achieve it. They are
giving their services across the globe. Due to their trust and reliability and effective service
the word courier has been replaced by TCS. They are building the good relations with
customer.
I don’t see it challenging other online shops for market share but it definitely has potential
to grow and it wouldn’t be surprising to see it evolve into more of a gift shop backed by
authentic products and on time delivery in future even if its performance as a pure e-
marketplace isn’t stellar.

Just to conclude here, we know from people close to TCS that they are working on
payment processing gateway as well. This is in addition to mobile banking solution that
TCS is working on. Hence payments through their own branchless banking will be an
option too, just in few months.
TCS is the largest software and services company not just in India but in Asia as well. It
had pioneered the Global Network Delivery model and several other initiatives which had
become industry standards. Not only that, TCS had a worldwide presence which no other
company in India could match. In fact, TCS had a presence in more countries than most
airlines.

Tata Consultancy Services (BSE: TCS.BO, NSE: TCS.NS), a leading IT services, business
solutions and outsourcing organization, announced that the pilot program of Ignite – the
company’s pioneering initiative to help science graduates transform into software
professionals – has been successfully completed by 500 trainees who have been inducted
into the company’s operations thereafter.

Tata Consultancy Services is an IT services, business solutions and outsourcing

organization that delivers real results to global businesses, ensuring a level of certainty no
other firm can match. TCS offers a consulting-led, integrated portfolio of IT and IT-
enabled services delivered through its unique Global Network Delivery Model,
recognized as the benchmark of excellence in software development.

Recommendations

TCS should try expanding & grabbing more international market share to get foreign
exchange into country which has started to harvest its land for business cultivation.

Maintain focus on its core services & expanding itself into related chains of services like
introduction domestic & international airline service will give TCS new streams of profit.

Besides going into new business TCS should also strengthen its work force & train them for
expansion. Training programs for employees should be future oriented & objective in nature.

TCS should look closely towards their competitors who’re rich in both experience & finance
are build a strategy to defend it in future expansion plans of competitors.
1.These two IT companies have performed exceedingly well and enabled our country to
achieve a wide measure of industrial growth and diversification. Software development
is labor intensive, since it depends on highly skilled programmers. The software
industry is going through a rapid and significant transition.
2. It is generally observed that organizations with more satisfied employees tend to be
more effective than organizations with fewer satisfied employees. . The most important
thing managers can do to raise employee satisfaction is to focus on the intrinsic parts of
the job, such as making the work challenging and interesting.
3. The majority of employees in both the companies have agreed that their
management/boss do not listen to their suggestions/recommendations and when the
organization fails to do so this, employees develop a feeling of discontent or
dissatisfaction. This refers to many types of discontent and dissatisfaction, arising out of
certain expectations which generally employee thinks must be fulfilled by the
organization they are working for. To overcome this adversity, IT companies should
firstly aim at improving the quality of working life and thereby secure cooperation and
commitment from workers and secondly should implement various schemes of workers
participation in management (WPM).
4. The IT companies should focus on human resource planning by evaluating the need
of human resource requirements in advance keeping the production schedules, market
fluctuations, demand forecasts, etc. Human resource specialists have pointed out the
fact that most Indian organizations do not have adequate records and information on
human resources. Proper retrieval systems also are not available in most cases. The
computerized personnel information systems unlike their counterparts in the western
world do not play an important role in India. Even the current technologies and
knowledge in respect of HR planning is not put to use optimally. Such practices,
inevitably, lead to ineffective HR planning. To compound the problem further, there are
unpredictable external influences on manpower planning such as changes in labour
market conditions, technology, market conditions, economic cycles, changes in social
and economic values, political changes, etc. In such a scenario, it becomes difficult to
forecast the personnel available with an organization at a future date. While vacancies
caused by retirements can be predicted accurately, other factors like resignations,
turnover, deaths, and competitive attractions are difficult to forecast.

Product Diversification It can move to related-diversified towards telecommunication

and Mobile handsets in India, which is a 3rd largest user for Mobile phones and other
emerging countries

Strategic Business Units which are right now in question Mark (BCG Matrix) should
increase their market share by implementing long term strategies to become in the star
mark (BCG Matrix). It should strength then the domestic market as well by taking the
advantages of liberalization and Globalization.

Establish presence in emerging markets such as Brazil, China, Korea, where there is a
huge potential for further growth. Since being the first player in the market results in
market leadership in subsequent years when the market is more open and attractive for
other investors. TCS should try to improve in net profit margins to improve its
valuations in the coming years. TCS can take the strategic advantage of growing
market demand of retails which is booming in Indian Market by having strategic
alliance with different retail Companies.
 BIBLIOGRAPHY

Books
The definition of organizational goals, By Edward Gross, British Journal of
Sociology
C.B Gupta- Personality Development and Communication Skills-1 and 2 Edition2009
by Sultan Chand And Sons Publications
C.B Gupta- Management Personality Development – 1 and 2 Edition 2009 by Sultan
Chand And Sons Publications

Sites Referred
https://en.wikipedia.org/wiki/TCS_India
http://www.ukessays.com/essays/marketing/goals of an organization -in-the-TCS-
group-marketing-essay.php
http://www.mindtext.org/view/89/TCS_Tax_case_-
A_Case_Study_for_Investments_in_India/
http://www.ignitiongroup.com/red-paper/developing-scope-of-value-and-scope-of-
work/