Home » Business » Case Memoranda

Case Memoranda

   Send article as PDF   




Subject: Analysis of Tata’s Case


  1. TCS took to the market to tap the low-cost available talents locally to give them an opportunity to practice the knowledge they had acquired in university and college. In a bid to deliver the best quality of services and products to clients, the firm hired fresh graduates providing further training to them. The company also sought for assignments abroad and contracted the graduates to perform on a short-term basis to get the necessary experience. The corporation also had reputable strong work values and ethics alongside elaborately developed training programs. The availability of numerous international customers, students had an access to travel and benefit from the technical and engineering expertise. The end result is to develop a broad network of qualified technicians and engineers and managers (Wee and Ivy 2-7).


2.      The success of TCS is dependent on the rich talent source which it utilizes to foster innovation. In that respect, the company has become the largest employer of students graduating fresh from college. It has furthermore developed an institution that is used to train its recruits to become fit to serve in various capacities including management. The success of the corporation is also dependent on its reputable and strong cultural values, ethical benefits and principles of doing business in the software industry. It managed to score the eleventh position in 2007 as the largest organization by revenue globally (Wee and Ivy 3).


3.      Leadership at TCS begins at the identification and recruitment of professionals into its mainstream. It has links and connections with many of the Indian colleges and universities to tap into the low-cost large pool of local talent. The recruits have to go through a stringent examination and testing process and then put through TCS’ company-specific training. Leading industry professionals are also incorporated into the team to provide experience for the new staff members (Wee and Ivy 7-10).


  1. Pros

The benefit of using a low-cost labor talent pool, in this case, is creating more employment opportunities for fresh graduates. Moreover, this strategy accords the graduates an opportunity to exercise and experience what the industry looks like. For the company, it cuts the costs incurred in production activities as well as increasing creativity and innovation by tapping the local talents (Wee and Ivy 12-13).


The low-cost strategy ensures that the graduates do not get compensated enough for the efforts they put towards the success of the company. Whereas it is expected that the employees benefit much, the company advances greatest at the expense of the workers (Wee and Ivy 12-13).

5.      Currently, TCS offers consultancy and software engineering services to the local market in India and international markets such as China, the US, and the UK. Despite doing so well in IT and communication industry, it is important for the company to venture into hardware business which is well paying, also increasing the scale of investing in business intelligence, enterprise solutions, and infrastructure services since they are fast growing sectors (Wee and Ivy 15).


  1. Design Based Thinking of TCS will help very much in bringing innovation aboard. Modernization begins with the identification of the needs and requirements of customers and therefore, these unmet needs would form a basis for spearheading innovation as well as a competitive advantage. Design Based Thinking also inspires transformation and change which can help push the agenda of TCS forward. Relying on the low-cost human resource pool, the company can effectively innovate and creatively produce product and service mix for the benefit of clients.
Scroll to Top