Employee wellbeing report of tcs PDF

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REPORT ON EMPLOYEE WELLBEING PROGRAMME OF TATA CONSULTANCY SERVICES njfn

NOVEMBER 29, 2021 JAYAKRISHNAN MADAYATH [email protected]

CONTENTS

1. 2. 3. 4. 5. 6. 7. 8.

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SUMMARY……………………………………………………2 INTRODUCTION……………………………………………...2 OVERVIEW OF MANAGEMENT STRUCTURE……………2 WELLBEING PROGRAMME BY TCS………………………3 COVID-19 AND WELLBEING……………………………….4 STRENGTH AND WEAKNESS………………………………5 RECOMMENDATION………………………………………...6 REFERENCES……………………………………………….....6

SUMMARY

This report identifies and evaluate the effectiveness of employee wellbeing programmes followed by TATA Consultancy Service (TCS). The focus of the report is on the physical and mental wellbeing programme adopted by the company. The report also evaluates the steps taken by TCS towards physical and mental fitness of employees during covid-19 pandemic. Based on the findings this report also evaluates the strength and weakness of these programmes and suggests recommendations to overcome these.

INTRODUCTION

Employees are the most valuable assets of an organisation. Employee wellbeing can be described as a state where employees are healthy not only physically but also mentally. Including employee wellbeing programmes in an organisation and using proper tools and resources can have potential benefit for the organisation. Some of the benefits include more productive employees, increased employee’s morale, better skilled and talented employees, improved relation with customers, reduced absenteeism, and improved CRM. Employers attempt to secure these assets by providing benefits to the employees in the areas of financial (pension plans, income protection, etc), physical (life insurance, gym discounts, etc), mental (yoga, meditation, etc), work-life balance (parental leave scheme, -sabbaticals, etc). CIPD 2020 survey report has officially stated in regards to Health and Wellbeing that stress-related absence has raised to 37% at work compared to previous year. Besides, 89% of employees exclaimed that they had to work under circumstances where they happen to feel unwell. (Simplyhealth, 2020).

OVERVIEW OF MANAGEMENT STRUCTURE

TATA Group was founded in 1868 by Jamshedji Tata. TATA Group is headquartered in India and currently comprises of more than thirty companies in ten different areas. TATA group operates in more than one-twenty countries and six continents with mission ‘To improve the quality of the life of the communities we serve globally, through long-term stakeholder value creation based on Leadership with Trust (Tata group, 2021).

TATA Consultancy Services limited (TCS) is a subsidiary of TATA Group founded in 1968 headquartered in Mumbai, India. TCS provides information technology consultations and business solution. TCS is the second largest business process service provider in the country and undertakes and carry out outsourcing projects of big multinational companies. TCS has global presence, it operates in more than forty-six countries. TCS has won many awards; “Best Page | 2

Blockchain Breakthrough of the year 2019”,” Artificial Excellence Intelligence Award in self awareness category 2019, are to be name some. Recently TCS bagged 6 Asia-Pacific Stevie awards for agility, innovation, and technology strength. TCS ranked tenth in Fortune India five hundred companies list. Also, TCS is the largest employer of women employees in the country with a 36% of women employees in their labour force (Conduira, 2021).

TCS management complies of eleven members at board, leading the company for the past ten years consistently towards new height. At Executive Board TCS has CEO, MD, COO and Executive director. At Non-Executive board TCS has a Chairman and six Directors (TCS 2021).

WELLBEING PROGRAMMES BY TCS

WECRE8 is the company that develops and design employee wellbeing programmes for TCS. The main objective of TCS was to develop a programme that will benefit employees at physical mental and social level. WECRE8 has met the expectation and developed a Holistic well programmes (WECRE8, 2021). Figure source (WECRE8, 2016).

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TCS is all about its people and safeguarding their interests has been the main objective for the company’s success for the past fifty years. TCS knows the value of their most precious assets that’s the reason TCS managers term their employees as ‘associates’.

IT industry is often criticized for the sedentary lifestyle of its employees. Way before it affected the productivity of the employees TCS came with a programme Fit4life focusing on the fitness and physical wellbeing of its associates. TCSers winning marathons world-wide is an example for the success of this programme. Community marathons are arranged and group bicycling targets are given to the associates as part of the programme. Associates are even encouraged to replace cars with bicycle to commute to office and take staircase rather than lifts. Apart from these yoga certification course, Zumba classes, kickboxing and karate classes, free gym memberships, etc are provided to the associates. Offering office premises for these classes made more associates participation in these classes. Fitness webinars, lectures and talks are also arranged as part of the programme. Sports tournaments are also arranged for the associates (www.tcs.com, n.d.)

TCS is also concerned about the mental health of its associates, may it be any kind of workrelated stress or any personal problems and worries. Stress and pressure can affect the productivity of the associates and eventually affecting the company itself (M. Neumeier, Brook, Ditchburn and Sckopke, 2017). TCS came up with a programme named TCS Cares, to address these concerns. TCS Cares helps associates to overcome issues such as anxiety, as well as behaviour such as time management and so on. It also promotes mental health awareness and understanding through qualified counsellors and self-help resources. It ensures a good support in tackling mental health challenges and ensures no associates are left alone to tackle the problem. Workshops, assessments, webinars are conducted as part of the programme. Personal counselling is also given on need basis. The programme also educates managers and leaders on new ways of managing mental wellbeing of associates to improve productivity.

COVID-19 AND WELLBEING

During pandemic when the companies went to remote working and closure of gyms and exercise group raised the concern over the physical fitness of the associates. TCS came with advanced version of there Fit4life programme by introducing a mobile application named the same. This step helped associates to continue their physical fitness classes online and stay fit in lockdown. This app also helped the associates to track their progress on daily basis and let them share their fitness achievement with their friends. Awarding of rewards for those who completed their fitness goals kept the associates motivated. Also, this app was combined with #OneTCS platform which helped the associates to communicate with other TCS associates around the world and let them share their fitness goals on global basis (www.tcs.com, n.d.)

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“Radio Maitree” a live radio programme was launched during lockdown. This platform was designed to get in touch with the associates and their families. The main initiative for this step was the concern over mental health of associates and their families. By tuning to the frequency associates can listen to their favourite songs and can share personal stories. Apart from those mini fun games and quizzes were arranged to entertain the associates and their families and keep them engaged. And keeping them engaged reduced the chances of depression and anxiety. Also, professional counselling sessions and webinars were conducted at regular interval (www.tcs.com, n.d.)

Other employee wellbeing steps such as free vaccination for the associates and their family. Arranging quarantine facility in the guest house for those associates who test positive. Providing food kits and free testing kits, paid leave for those who are quarantining were also taken by the TCS.

STRENGTH AND WEAKNESS

STRENGTH TCS being the first Indian IT company to introduce a program on fitness. This helped TCS to reduce absenteeism due to health-related problems by associates. More productivity gained and associates started to feel a strong sense of belonging. Wellbeing programmes made a good image about the company in which made fresh talents to search for opportunity in TCS which in turn helped the company to reduce the cost of talent acquisition and continues availability Page | 5

of labour from the market. A strong relation between manager and associates can be seen in the company which helps in implementation of new projects and development of new creative ideas in the company.

WEAKNESS TCS fitness app was launched very late, and the user interface is obsolete. Even though the company has a lot of wellbeing programme lack of coordination makes it difficult for associates to utilize this facility to its most. TCS still must look for the ways to provide wellbeing programme in a cost-efficient manner. TCS has a huge number of associates which makes the efficiency of programme to lost.

RECOMMENDATION • •

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Instead of outsourcing all the wellbeing programmes its recommended to create a team or committee inside the organisation which will look after the employee wellbeing. Forming the committee will enhance TCS to learn about associates concern more closely, and the committee being formed internally will have better idea of work culture and environment. And thus, company will have better control. TCS is recruiting in a bulk which is more than that of optimum needed manpower which results in disguised unemployment. Training all these employees and salaries are causing a stress over the company’s financials. Overpopulated manpower is also the reason for reduced efficiency of employee wellbeing programme. Reduction of manpower or recruitment of optimum number of employees are recommended. TCS’s main competitor INFOSYS is using Health Assessment & Lifestyle Enrichment (HALE) approach for the wellbeing of its employees which has shown a wider acceptance and appreciation in the country (www.infosys.com, n.d.). It’s recommended to learn and bring some changes in the current wellbeing programmes by the TCS as they are a bit obsolete.

REFERENCES

1. Simplyhealth, 2020. Health and well-being at work. [online] pp.6-8. Available at: https://www.cipd.co.uk/Images/health-and-well-being-2020-report_tcm18-73967.pdf [Accessed 24 November 2021].

2. www.tcs.com. (n.d.). Workplace Wellness: How TCS Focuses on Positive Employee Engagement. [online] Available at: https://www.tcs.com/tcs-way/employee-healthwellness-tcs-wellbeing [Accessed 26 Nov. 2021].

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3. Conduira, T., 2021. Tata Consultancy Services (TCS) Company Profile. [online] Conduiraonline.com. Available at: https://www.conduiraonline.com/index.php/detail/1552-tata-consultancy-services-tcscompany-profile [Accessed 24 November 2021].

4. WECRE8. 2021. TATA: a wellbeing brand for consultancy services | WECRE8. [online] Available at: https://www.wecre8.co.uk/portfolio/tata-wellbeing-brand/ [Accessed 26 November 2021].

5. M. Neumeier, L., Brook, L., Ditchburn, G. and Sckopke, P., 2017. Delivering your daily dose of well-being to the workplace: a randomized controlled trial of an online wellbeing programme for employees. European Journal of Work and Organizational Psychology, 26(4).

6. Tata.com. 2021. Business Overview | Tata group. [online] Available at: https://www.tata.com/business/overview [Accessed 26 November 2021]. 7. CHANDRAN, S. (2020). Mental Health During COVID-19: Win the Battle Within. [online] www.tcs.com. Available at: https://www.tcs.com/blogs/mental-health-tipsemotional-employee-wellbeing [Accessed 26 Nov. 2021].

8. www.infosys.com. (n.d.). Driving the Culture of Wellness. [online] Available at: https://www.infosys.com/about/corporate-responsibility/social/employeewellbeing/driving-culture-wellness.html.[ Accessed 26 nov.2021]

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