Human Resource Management For Transcranial Current Stimulation (TCS)

Issues governing the changes to be made in job restructuring

Describe about the Human Resource Management for Transcranial Current Stimulation (TCS).

The advent of mechanization paved the way for through up gradation of existing technology. Until recently, the government of a few nations was still apprehensive of losing their elections, if they allowed computers and mechanized systems into the realm of industrial and corporate reality. The existence of modern file processors was unknown to India until the year of 1991 when the government upgraded its existing policies to allow the induction of computers into industrial environments. The market has changed drastically since then, and with it has changed the context of job profile. Earlier a systems software engineer had only to maintain and write code. Now the situation is quite different. The companies are training their employees on various job profiles. The company imparts them this training, which they were previously unexposed to, to train them on various modules of their job requirements. The companies are now merging various departments and shedding off their employee calories. The shedding was inevitable. The situation demands now that systems be autonomous with only a certain number of people having access to it for maintenance. The companies started restructuring the job profiles of different employees. There were considerable changes that were made to the management groups as well.

First of all, we would like to discuss the current issues in the labor market. We first need to understand and judge what the various economic activities are undertaken by countries and its people? We also need to know what the size of the workforce is along with the levels of unemployment prevalent in the country (Marshall 2001). Some hours the workforce dedicates along with the payment are a matter of concern for the study. Some inequalities within the labor forces are also a concern to be dealt with. The other factor is to be confident about how the specific target groups like women and youth are performing in the labor market. Second, of all, we certainly need to focus on the impact of technology on the company (Hankin 2005). The shifts in the global labor market will affect the overall way in which the company of ours would be run in the future. The other significant issues which need some discussion are the shift in power between the employer and the employee, and the varied ranges of diversity in the employment practices will have an effect on the overall job design.

The Impact of the issues on Tata Consultancy Services

The TCS is a giant IT conglomerate providing software services throughout the globe. The effect of the economic activities undertaken by the Government and its people on the company are huge (Gashi 2013).  Any revenue policy change will necessarily result in a major restructure change in the company. The entire way of running the organization will need to be changed based on what the situation demands. The people of the country have a huge attraction for working in the company. The size of the workforce of TCS is almost twice a million globally, with 80 per cent of its workforce population working at facilities in India (Kang and Sidhu 2011). The company basically looks for outsourcing from other counties and their enterprises. The workforce gender ratio is quite balanced with the company topping the charts for maximum women employees in India. The company now has a well balanced age ratio also. The company’s median age is on the rise, which means that the company is maturing itself and more employees are retaining their job. The changing labor market offers resistance to the growth of the company. The company hires about 30,000 new employees annually (Labor market regional review 2010). The trend will continue to be the same unless there is some major catastrophe. The technological developments of the age has now almost been at the saturation point, job profile experts now suggested the management that it is the most ideal time to axe and shed the extra pounds of fresher’s that get recruited into the company each year. The job experts have also suggested radical changes to the job structure of the departments and the company management is seeking more time to fine tune the plan for full overhaul of the TCS corporate scenario. Technology has now made it possible for an automaton to maintain database records and handle queries inside the resident system of computers (Hoffer, McFadden and McFadden 2002). It is now possible to even eradicate the need for human beings to program each line of code manually. It is possible to generate complex logical outcomes based on high degrees of data analytics. These reasons had made TCS think about the long term consequences. The company estimated that around 90 per cent of the employees would be rendered unnecessary, if the new system is installed on the TCS network.  The other significant development in the scenario is the constant balancing of power between the employer and employee. In case of TCS, the trend has been overwhelming and seems to be on the rise.

A framework for HR planning on career development and better remuneration

The Human Resource department of the TCS has very talented professionals capable of dealing with multivariate problems and crises. The employees of Tata Consultancy Services have certain doubts over their job retention (Fröhlich and Schmidt 2013). This framework will be discussed hereafter which proposes ways to sort out the problem that employee’s face which determine the fate of their career. The HR must provide training facilities on the job which would make them more desirable for retention within the company. The company might also team up with institutions which specialize in work skills enhancement (Mayo 2015). The HR must have performance appraisal mechanisms which motivates an individual excelling on a different module of work which was previously unexplored by him. The HR must urge the employees to pursue higher learning with possible specialization. The higher studies will be funded entirely the company under a certain bond of working for the company after completion of the course for certain duration. This motivates an employee to become a manager with an accredited degree in management. This has been the prevalent trend in the company. Whenever, the management spots an employee with excellent skills at communication or management he/she is generally mentored to pursue degrees in management (Noe 2006). This would boost the remuneration prospect of the employee and will add value to the organization. The HR in addition to all this must engage the employees in innovation sessions which will help the employees share their findings and research. This would further consolidate the departments and unify the company and its various wings. The HR must be instrumental in formulating a employment platform which enables the employees in various units know their ranking in the company and the value that the employee have created for the company (Rosner, Halcrow and Levins 2001). The platform must also enable the user to modify job profile interests and compare salaries and achievements of other colleagues. The Human Resources team must be capable of implementing changes which are the most fundamental aspect of organizational changes.

Conclusion

As a matter of first importance, we might want to talk about the present issues in the Labor Market. We initially need to comprehend and judge what the different monetary exercises are embraced by nations and its kin? We additionally need to comprehend what the span of the workforce is alongside the levels of unemployment predominant in the nation. The measure of hours the workforce devotes alongside the installment involves sympathy toward the study. The measure of disparities inside the work strengths is additionally a worry to be managed. The other element is to be sure about how the particular target bunches like ladies and youth are performing in the work market. Second, of all, we positively need to concentrate on the effect of innovation on the organization. The movements in the global work business sector will influence the general route in which the organization of our eventual keep running later on. The other noteworthy issues which require some exchange are the movement in force between the business and the worker, and the fluctuated scopes of differences in the occupation practices will have an influence on the general employment outline.

References

Fröhlich, F. and Schmidt, S. (2013). Rational design of transcranial current stimulation (TCS) through mechanistic insights into cortical network dynamics. Frontiers in Human Neuroscience, 7.

Gashi, R. (2013). Strategic Human Resources Management: Human Resources or Human Capital. AJIS.

Hankin, H. (2005). The new workforce. New York: AMACOM, American Management Association.

Hoffer, J., McFadden, F. and McFadden, F. (2002). Modern database management. Upper Saddle River, NJ: Prentice Hall.

Kang, L. and Sidhu, H. (2011). Talent Management at Tata Consultancy Services. Global Business Review, 12(3), pp.459-471.

Labor market regional review. (2010). Lincoln, Neb.: Nebraska Dept. of Labor.

Marshall, V. (2001). Restructuring work and the life course. Toronto, Ont.: University of Toronto Press.

Mayo, A. (2015). Strategic workforce planning – a vital business activity. Strategic HR Review, 14(5), pp.174-181.

Noe, R. (2006). Human resource management. Boston, Mass.: McGraw-Hill.

Rosner, B., Halcrow, A. and Levins, A. (2001). Communication. New York: McGraw-Hill.