Page 63 - TCE Annual Report 2019-2020

Delivering Aspirations | Achieving Scale

Recruitment We roll out several communication campaigns and
At TCE, we take pride in being an equal opportunity e-learning training programs on TCOC, POSH, Gift
employer. The design of our recruitment and appraisal and Hospitality, Whistle Blower Policy, ABAC and AML
processes ensure no discrimination or biases. for all stakeholders, including third Party workforce
and Supplier/Partners. We actively engage the
Our policies on leadership pipeline, talent planning, leadership team for delivering TCoC/POSH related
mentoring and career development continue to communication at various communication forums
ensure that the company attracts and retains the best such as Offsites and COCs.
talent.
We actively share the learnings and concerns raised
The New hires pass through a thorough onboarding through the year at various employee connects like
process ‘In-Touch’ which ensures that the new Town Halls and Quarterly DC Communications to
members become early contributors in their roles and reinforce acceptable behaviour. LBE Survey on Ethics
feel valued. Building organisation capability, Value conducted in July every year also helps measure
Additions to customers, bringing in new and fresh the effectiveness of the LBE framework. We engage
perspective through innovation, agility to explore new external subject matter experts to train our ethics
technologies or solutions continue to be key focus counsellors and POSH IC members.
areas for us.

Performance Management
Training, Learning and Reskilling We have a robust performance management system
In addition to YEDP, 19000+ courses are available which assesses and differentiates employees based
to our employees. In FY 2019-20, we achieved 20.32 on performance and help them perform to their
person-days of training per employee.
maximum potential. We also have an established Team
This year we launched our very own Technical Lead structure that ensures the right performance
Competency and Structured Career Framework. These support to each employee. The team leads themselves
frameworks help promote continuous development undergo various capability building programs to
by aligning employee career aspirations with become better people managers. Our robust talent
organisational goals. The Technical Competency management process to build world-class leaders is
framework, integrated with the performance supported by an intense Learning & Development
management process helps provide constructive program, leveraging internal and external experts.
developmental feedback. To be in the know of employee sentiments, we

conduct periodic third-party facilitated surveys. These
Code of Conduct surveys help us understand the pulse of employee
Imbibing TCoC among new and existing employees opinion to help us create a more meaningful employee
is a particular focus area. To strengthen this further experience. This year 99% of employees participated
and enhance awareness on the Tata Code of Conduct in the study, and the Employee Engagement Index
(TCoC) and Leadership in Business Ethics (LBE) moved from 68% to 75%.
framework, we celebrate “Ethics Week” every year in
November and March.

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