Conversely, for a long-term consideration, core aspects of the TCS must be factored in predominantly the brand name. As mentioned earlier, resource-view method examines the future position of the company basing on the current market share, competitive advantage, and trends in the industry. Currently, TCS has the largest consumer base in India and ranked fourth IT firm by revenue in the world (Ghosh, 2016). Furthermore, in addition to its $80 million market capitalization and $17.57 billion in revenue, the capital market from its parent company Tata Sons enhances its financial power, and reflects on its huge worker base. Factoring this, the organisational future seems okay, however, a prolific strategy is require to increase its market share as per its goals, leading IT firm in the world (Hill et al., 2016). Therefore, the company should acknowledge importance of the human workforce and treat them its asset. Such initiative as coordinating and integrating diverse skills should be a priority in attempt to create a stable and operational global business. Leadership style is another facet that organisation TCS must consider adequately as it largely determines the employ motivation, engagement, the communication direction, and structure of career development. In overall, adopting VRIO model, TSC will enhance consumer satisfaction by providing high quality services, putting itself in a position of utilizing sufficiently the human capital (Min et al., 2016). 1.3 Main feature of HR strategy fostering competitive business
12 Presently, the youthful workers demand for more monitoring and involving opportunities rather than traditional monitory rewards or ping-pong tables. For decades, the notion of employee engagement has remained circumstantial to all the HR professionals, with majority acknowledging the performance improvement, and rise in productivity across the organisation once it full engage its core assets, employees, in its organisations (Mone and London 2014). Following this, TCS must create a workplace culture reflecting on its core values while fostering to incorporate all, even though it is huge workforce The company should devising an alternative reward system rather than customary financial pay out and bonuses. According to the survey conducted by Adobe (2016) found that 47% of the American workforce would leave their current post in search for less paying jobs better with serene and conducive working environment. 1.4 Focus on growth and employee recognition Organisation transparency is a major benefactor for its shareholders including workers. According to research conducted by Society for Human Resource Management (SHRM, 2015) on job satisfaction and engagement found that, 64 percent of the employees indicated trust between management as a necessity commodity. Thus, in this light, TCS should instil and maintain the ideology of visibility and transparency within enhance the employee engagement and involvement.
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