Highlights
- For businesses to succeed, digital transformation has to be accompanied by the nurturing and development of organisational talent.
- A culture of inclusion and belonging is essential to create the optimum learning environment.
- TCS Europe prioritises skill development and offers customised learning journeys for all its employees, at all levels, and in every sector.
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Need for speed
During digital transformation, continuous reskilling is essential to keep up to speed.
Organisations can only achieve their goals when their people have the skills to operate at the highest level. And workers themselves value the chance to learn new things.
Research by software company TalentLMS and video animation specialist Vyond found that 41% of employees would look for a new job in 2024 if not provided with the right training opportunities.
And there are other factors at play that make levelling up technology skills imperative. Talent scarcity is a key challenge for the technology industry. The European Union has set out a goal of acquiring 20 million ICT professionals by 2030. To hit this target, an additional 11 million people will need to join the sector. Businesses need to ensure existing technology talent is retained and retrained to meet the demands of tomorrow.Other skill sets are important, too. Recent research from Randstad finds that inherent core skills such as creativity, adaptability, and problem-solving are now highly prized.
At TCS Europe, skill development is part of our core strategy and focus, and we are known for our highly skilled workforce. This is a result of the effort we put into nurturing and developing talent.
Regardless of the experience or career stage of our employees, we want to provide them with opportunities to acquire new skills and knowledge throughout their careers—from entry to exit. We have customised learning journeys for every level of experience and every role category.
Charting the course
When it comes to reskilling and talent development, it is important to have a roadmap and a framework.
And, at the same time, it is also important that individuals are empowered to design their own roadmaps and to find a process that works for them.
For trainees, we have the Grow@TCS program, which focuses on entry-level training and skill development, providing a head-start to a successful career.
For more experienced employees joining TCS Europe, we have the Confluence Program to help with integration and finding a niche within the company. Its tagline is ‘where two rivers meet’, because we don’t see integration as a case of training people to be part of TCS; instead, we see it as a two-way process. How can we understand each other? What can we achieve together? Integration is about aligning values and creating mutual respect.
There is also a regular process of self-analysing skill gaps to help employees identify where there are opportunities to reskill. Where is the business growth?
Where are the skill gaps? With this knowledge, we can start training in a way that meets both of these needs.
Our mid-level transformation program, on the other hand, is designed to help people with more than 10 years of experience, who may want to access new areas of specialisation. We support them through the process of obtaining market-relevant certifications in their chosen area, as well as after completion, by providing them with the opportunity to work in that area.
Brand new day
It can be challenging to start at a new company, especially if you have spent many years working somewhere else.
It is not easy to just wake up one day, sign into a different laptop and feel at home.
That is why building a sense of belonging and providing colleagues with a feeling of psychological safety is of paramount importance at TCS.
We can provide employees with any number of training courses to develop their skills and talents, but we want to create a workplace that welcomes everyone and helps them feel that TCS is the right place for them.
It is here that human resources (HR) plays a big role. TCS is proud to have been recognised as a top employer in Europe by the prestigious Top Employers Institute for the past 12 years.
We are committed to building a diverse and inclusive workplace. Our five pillars of representation, engagement, culture, enablement, and development help deepen our understanding of each other’s cultures.
And our employee-centric approach cultivates a real sense of belonging at our organisation that colleagues truly appreciate.
The world is your oyster
TCS is like an ocean—it is massive. But the beauty of its scale is that you have your own space amid it all as well as a world of opportunities.
Within TCS Europe, we have over 140 nationalities working across 21 countries. We cover a lot of industries with different focus areas. This diversity creates opportunities for career growth. People can move freely within the same industry, or cross over into different sectors and specialisations.
I started at TCS as a mainframe developer. After two years, I realised I wanted to pursue HR, so I undertook the relevant training and made the move. If I want to move into sales, I know there is a training program in-house that I can take on to equip myself for a role within that team. There are always options to explore and expand your skillset, providing ample opportunity for holistic growth within the company.
You could be a developer and grow into a specialised area. Or you might take up a leadership position. You could start working in the banking sector and move into a completely new domain such as life sciences, retail, or one of the many other verticals. My advice is to be open about your aspirations and goals, network within the company, leverage your skills, and embrace all there is on offer.
