Employee Turnover at Tata Consultancy Services
Contributions to staff retention at Tata Consultancy Services
Company Age
Company Size
Mean Seniority
Industry
Country
Intrinsic
About Tata Consultancy Services
A purpose-led organization that is building a meaningful future through innovation, technology, and collective knowledge. We're #BuildingOnBelief. A part of the Tata group, India's largest multinational business group, TCS has 4,50,000+ of the world’s best-trained consultants in 46 countries. Th...
What is "Avoidable" turnover?
Employee retention at Tata Consultancy Services is unusually high compared to other similar companies. Employee turnover is normal. Employees come and go for many reasons, including personal reasons and reasons that have nothing to do with a specific company. That being said, Tata Consultancy Services seems to be doing better than most of their immediate competitors.
What is driving turnover at Tata Consultancy Services?
Employee turnover at Tata Consultancy Services is primarily driven by company size and employee seniority. Tata Consultancy Services is a comparatively large company. Employee turnover at smaller companies tends to be a bit lower after accounting for other factors that affect turnover. This can be in part due to smaller companies being able to offer more growth opportunities. It could also be due to large organizations hiring more junior and graduate-level workers that typically stay with a company for shorter durations. The employees at this company are more junior than the average employee. Employees who have been with a company for a longer time are more likely to leave than employees who have been with the company for a shorter time. There are a few reasons why this might be the case. First, employees who have been with a company for a longer time may be more settled in their roles and may not be as excited about the prospect of leaving their job. Second, employees who have been with the company for a longer time may be more jaded about their chances of finding a new job and may be less likely to be enthusiastic about the opportunity to work for a new company.
Methodology
The numbers reported here are based on statistical analysis of publicly available employment data of current and past employees of the company. We determine mean tenure based on how long past employees have stayed at the company and how long current employees have been employed. We determine the annual turnover percentage as (1/tenure * 100). We analyse a sample of the employees at a company. We make an effort to sample in a representative way but some bias is unavoidable. Some types of employees may be overrepresented in our sample based on their job, their online activity, and their geographic location. We expect our number to have a confidence interval of approximately 1 year. In other words, if the mean tenure reported is 4 years, the true value lies between 3 and 5 with 98% confidence. Similarly if the average turnover reported is 20% we expect the true value to be between 15% and 25%.
Disclaimer
We make an effort to report accurate information and to be transparent regarding our methodology. However, we make no warranty of any kind as to the accuracy of these reports. Use at your own risk. If you feel that any of the information reported here is inaccurate for any reason, please let us know.