ABSTRACT

Human Resource Department Recruitment & Selection

Report - Tranzum Courier Service

PRINCIPLE OF Ahsan Irfan & Abubakar

MANAGEMENT
MBA 2Y Class Project
Principle of
Management
 Table of Contents
Executive Summary: ............................................................................................................................... 6

To Continually Strive To Achieve Excellence both On & Off the Job................................................... 6

History and Profile of the company ........................................................................................................ 6

Owner of the company ............................................................................................................................ 7

INTRODUCTION .................................................................................................................................. 7

1.1. COMPANY PROFILE ............................................................................................................... 7

1.2. BUSINESS SCOPE ................................................................................................................ 8

1.3. Our Purpose ............................................................................................................................ 8

1.4. Vision Statement ..................................................................................................................... 8

1.5. Mission Statement ................................................................................................................... 8

1.6. Core Values............................................................................................................................. 8

OVERVIEW OF THE COMPANY ....................................................................................................... 8

2.1 BRIEF HISTORY ................................................................................................................... 8

2.2 SERVICES PROVIDED BY TCS .......................................................................................... 9

2.2.1 Express & Logistics ........................................................................................................ 9

2.2.2 Mail Management Solution ................................................................................................. 9

2.2.3 Gifts & Greetings ................................................................................................................ 9

2.2.4 Air Freight Solutions ........................................................................................................... 9

2.2.5 Supply Chain ..................................................................................................................... 10

2.2.6 Visa Facilitators ................................................................................................................ 10

2.2.7 Travel Services.................................................................................................................. 10

2.2.8 Event Management ........................................................................................................... 10

2.3 PRODUCT LINE .................................................................................................................. 10

2.4 Regional Offices ................................................................................................................... 10

2.5 Functional Structure of TCS ................................................................................................. 11

Our HR Policies ...................................................................................................................................... 12

RECRUITMENT: ................................................................................................................................. 12

Recruitment:...................................................................................................................................... 13

Resourcing: ....................................................................................................................................... 13

Hiring of relatives: ............................................................................................................................ 14

 Probation: .......................................................................................................................................... 14

Recruitment Process in Detail:.............................................................................................................. 14

Training ............................................................................................................................................. 14

Evaluation ......................................................................................................................................... 14

HR System & Performance Management Loopholes ....................................................................... 14

1st Interview.................................................................................................................................. 14

2nd Interview ................................................................................................................................ 14

3rd Interview (optional) ................................................................................................................ 14

Probation Period................................................................................................................................ 15

Technical Analysis ............................................................................................................................ 15

Oracle Team Vision Statement ..................................................................................................... 15

Training ......................................................................................................................................... 15

KINDS OF INTERNSHIP ................................................................................................................ 15

Written Assessment ...................................................................................................................... 15

Shortlisting .................................................................................................................................... 15

Training & Probation Period ......................................................................................................... 15

Network & Messaging Team ............................................................................................................ 16

Job Description ............................................................................................................................. 16

OMS Team IT & Hardware Team .................................................................................................... 16

Technical Analysis ........................................................................................................................ 16

Management Info. Systems Team..................................................................................................... 16

Selection Process .......................................................................................................................... 16

Web Team ......................................................................................................................................... 17

Analysis ............................................................................................................................................ 17

Advertising.................................................................................................................................... 17

Database & ERP Team ..................................................................................................................... 18

Internship ...................................................................................................................................... 18

Applying at TCS ........................................................................................................................... 18

Recruitment & Selection Dept. ......................................................................................................... 18

Identifying Vacancy .......................................................................................................................... 18

Pre-Selection Process ........................................................................................................................ 18

 Domestic Express Services ............................................................................................................... 19

INTERNSHIP POLICY ........................................................................................................................ 19

Regular Internship Program: ............................................................................................................. 19

Project Associate Program: ............................................................................................................... 19

Exception: ......................................................................................................................................... 19

ORIENTATION PROGRAM ............................................................................................................... 19

BUDDY PROGRAM........................................................................................................................ 19

BUSINESS HOURS & ATTENDANCE ............................................................................................. 19

Ramadan ........................................................................................................................................... 20

LUNCH & PRAYER BREAK ............................................................................................................. 20

TRANSFER POLICY ........................................................................................................................... 20

INTER-DEPARTMENTAL TRANSFER eligibility criteria: .......................................................... 20

Procedure: ......................................................................................................................................... 20

Intradepartmental transfer: ................................................................................................................ 20

PERSONAL & PROFESSIONAL DEVELOPMENT ......................................................................... 21

PERFORMANCE MANAGEMENT ................................................................................................... 21

Performance appraisal cycle: ........................................................................................................ 21

Goal Setting: ................................................................................................................................. 21

Feedback: ...................................................................................................................................... 21

Performance Evaluation: ............................................................................................................... 21

Bell curve distribution: ..................................................................................................................... 21

Performance ratings: ......................................................................................................................... 21

Rating 1: ........................................................................................................................................ 21

Rating 2: ........................................................................................................................................ 21

Rating 3: ........................................................................................................................................ 21

Rating 4: ........................................................................................................................................ 21

Rating 5: ........................................................................................................................................ 21

Promotion – criteria: ......................................................................................................................... 21

DRESS CODE ...................................................................................................................................... 22

For Men: ........................................................................................................................................... 22

For Women: ...................................................................................................................................... 22

HEALTH BENEFITS ........................................................................................................................... 22

Out-patient medical assistance:......................................................................................................... 22

Annual OPD allowance:................................................................................................................ 22

Group health insurance: .................................................................................................................... 22

Group life insurance .......................................................................................................................... 22

PROVIDENT FUND ............................................................................................................................ 23

LEAVE POLICY Leave Year: ............................................................................................................. 23

Casual leave: ..................................................................................................................................... 23

Eligibility for entitlement: ............................................................................................................. 23

Rules and regulations: ................................................................................................................... 23

Sick leave: ......................................................................................................................................... 23

Eligibility for entitlement: ............................................................................................................. 23

Annual leave: .................................................................................................................................... 24

Eligibility for entitlement: ............................................................................................................. 24

Rules and regulations: ................................................................................................................... 24

Encashment of annual leave:......................................................................................................... 24

Executive Summary:
TCS Courier Company has been working since 1983, serving customers across the globe. They
are very much concerned about their customers. They want to build leadership in the market,
and give best service to their customers across the boundaries in a short period of tie. They
want to grow as a regional and global player, with emphasis on Europe, Middle East and North-
America. By keeping in mind their responsibility as no 1 courier company they are also social
responsible. They do not only courier logistic but they have other services too to facilitate
customers such as MMS, OCTARA, SENTIMENTS EXPRESS, and VISA FACILITATOR.
Thus, they keep one thing in their mind.
To Continually Strive To Achieve Excellence both On & Off the Job
We all realize the importance of communication as well as the significance of its speed
identifying this niche in the market, TCS pioneered the concept of courier services TCS has
been the acknowledged leader in domestic courier services and has become a generic term for
express courier services in Pakistan Ever since its inception TCS has continued to lead the
courier & logistics service industry in Pakistan through innovation pioneering spirt,
commitment & passion. Besides providing tailor-made products & services and maintaining
industry standards considered as benchmarks TCS has continually added products and services
for its customers so that it has become the complete delivery solution provider. Today they
have the capacity to handle all consumer requirements from rapid delivery of a single envelope
through General Courier to cargo weighing hundreds of tones.
TCS is an organization with its vision and continuously working to achieve it. They are giving
their services across the globe. Due to their trust and reliability and effective service the word
courier has been replaced by TCS.
They are building the relations with customers.
History and Profile of the company
Considering the performance of the company in the past two years approximately, TCS has
been transformed from traditional to institutionalized system heading towards new dimensions
of progress and technological advancement. In 2005, TCS formed its Aviation in order to
become totally self-reliant. In TCS Aviation they have recently Induced Boeing 737 in its air
feet with a capacity of 15 tons, which is considered as a proof of quality trough which TCS is
coming up to all its comma 2006, TCS horizontally expanded their operation by forming the
Tanium Group which offers services and diversified industries including express, logistics,
warehousing, distribution, gift delivery services, mai order, travel & tours, visa drop box,
management development, event management & publications. With its corporate office in the
Middle East (Dubai the Enterprise has established regional offices in across the globe including
South Asia, North America. And Europe. TCS opened the first of its kind TCS Mall in Karachi
in March 2006. This mall was inaugurated by Dr. Water Kuemmerls, Associate Professor of
Business Administration ad member of Faculty Group at Harvard Business School. This mall
is providing all the services offered by TCS and Tranzum group namely Sentiments,
Visatronix, Octara, Sentiments etc. under one roof, and also facilitating services like, ATM
machine and Nadra machine for the payment of utility bills for the sake of providing value and
convenience to customers. TCS also established Mail Management Solutions division & Print
shop in 2006, which only deals in bulk quantity of mails for their business clients. TCS is also
qualified for Printing & Logistics project of Election Commission of Pakistan for the year
2006-07.It can be said that TCS has grown and has seen turned around situations in its revenue
growth during past couple of years and TCS continue to enter into more ventures to maintain
its market leadership status with its strong mission of expanding globally.
Owner of the company
Mr. Khalid Nawaz Awan is co-founder and Chairman of TCS. Mr. Awan businesses developed
over the 30 years are collectively called the ‘Tranzum’ group. He serves as Chairman of TCS
Private Ltd. Besides business, he devotes his time to several welfare, and professional bodies.
Mr. Awan is a lifetime member of the ‘World President Organization’ an alumni and past
Chapter Chairman of the Young President Organization -YPO, and member of their Peace
Action Network Forum that works for global peace. He is Toronto Committee member of
‘Human Rights Watch’, is Director of the Toronto based 'Canada-Pakistan Business Council,
and member of the Dubai based 'Canada-Arab Business Council', and he represented the Paris
based ‘International Chambers of Commerce’ (www.wbo.org) at the United Nations General
Assembly session on ‘Millennium Development Goals’ in 2003. He is the subject of a Harvard
Business School Case Study on ‘International Entrepreneurship’ - included in the MBA
curriculum for the past six years. Mr. Awan is a Fellow of the Royal Aeronautical Society, of
UK. He is a mechanical engineer by education.

INTRODUCTION
1.1. COMPANY PROFILE
TCS stand for Tranzum Courier Services ("A Tranzum Enterprise") is a Pakistan based courier
service. The company was started in 1983 and now it serves five continents and has over 2,000
locations in Pakistan. The company also has an airline for cargo purposes only which it uses at
many of the airports in Pakistan.
Almost three decades into its existence, the TCS brand has evolved, into a symbol of trust &
reliability. TCS provides domestic & international express services to consumers, corporates,
SMEs and households alike, with pickups & deliveries crossing over 6 million a month. TCS
operates with over 6,000 professionals, 24/7 call center, 430 plus conveniently located Express
Centers, dedicated chartered aircraft, 2000 on-line & offline locations, 225 plus satellite tracked
delivery vehicles and a proficient team of couriers dedicated to providing you the best of
service and reliability in the industry. TCS provides its services through 3 main regions South,
Central, and North region. With a view to enlarging its presence in the global village, TCS
operates in international territories through its business partners in Dubai and London,
providing access to its customers to over 3,500 destinations worldwide. TCS has achieved
many milestones by investing into its business model that continues to grow stronger.
Realizing the customer needs and expectations have always been the driving principles in the
milestones that TCS has achieved over the years. This has resulted in setting benchmarks to
improve the overall quality and standards of the express courier industry. TCS with the leading
currier service provider in Pakistan has covers almost 60 – 65% market. With at Maturity stage
of it life cycle.
TCS achievements have led to a case study, undertaken by Harvard Business School in 2003
for 'International Entrepreneurship' course of MBA. It has been mentioned in the textbooks
used by Harvard Business School as a model of highly effective company from the developing
world.
 A case study on TCS has also been included in Philip Kotler’s latest South Asian edition of
“Principles of Marketing” which is being taught at the best & biggest Business Schools across
South Asia.
1.2. BUSINESS SCOPE
“We are catering to the need of “delivery” of promises. A promise to deliver your time define
and sensitive documents safely”.
1.3. Our Purpose
To continually strive to achieve excellence - both on and off the job.
1.4. Vision Statement
"TCS will be recognized and respected as professional, innovative, profitable information, and
knowledge based logistics/services enterprise. TCS embeds internet based technologies into its
internal operating structures and as business solutions for customers; with customer, employee
and shareholder interests at the core of its operations; demonstrating a clear concern for ethical
conduct and good corporate citizenship; with the objective of growing into a regional and
global player, with emphasis on the Middle East, Europe and North America".
1.5. Mission Statement
"To direct all our organizational efforts at building upon the existing organizational strengths
and brand recognition to achieve enhanced levels of profitable growth in the core business, and
diversify into new areas that complement and supplement the core business, with the
diversification aimed at achieving excellence and industry leader status in the new areas. The
TCS People will however be encouraged to be open to unconventional ideas and services and
recognize new trends at very early stages".

1.6. Core Values

 Quality: TCS people should direct every effort to deliver maximum value and satisfaction to
our customers.
 Profitability through Efficiency: Efficiency will be the hallmark of TCS people to optimize
profitability and growth.
 Ethics: Nothing unethical shall be practiced by TCS people in relation to our customers and
the world at large.
 Justice: Justice to be the guiding principle of TCS people.
 Creative Growth: In its quest for expansion TCS shall encourage innovative thinking amongst
its people.

OVERVIEW OF THE COMPANY

2.1 BRIEF HISTORY
Considering the performance of the company in the past two years approximately, TCS has
been transformed from traditional to institutionalized system heading towards new dimensions
of progress and technological advancement. In 2005, TCS formed its aviation in order to
become totally self-reliant.
In TCS Aviation, they have recently induced Boeing 737 in its air fleet with a capacity of 15
tons, which is considered as a proof of quality through which TCS is coming up to all its
commitments. Followed by this, in 2006, TCS horizontally expanded their operation by
forming the Tranzum Group which offers services in diversified industries including express,
logistics, warehousing, distribution, gift delivery services, mail order, travel & tours, visa drop
box, management development, event management & publications. With its corporate office
in the Middle East (Dubai), the Enterprise has established regional offices in across the globe
including South Asia, North America, and Europe. TCS opened the first of its kind TCS Mall
in Karachi in March 2006. This mall was inaugurated by Dr. Walter Kuemmerle, Associate
Professor of Business Administration and member of Faculty Group at Harvard Business
School. This mall is providing all the services offered by TCS and Tranzum group namely
Sentiments, Visatronix, Octara, and Sentiments etc. under one roof, and also facilitating
services like, ATM machine and NADRA machine for the payment of utility bills for the sake
of providing value and convenience to its customers.
TCS also established Mail Management Solutions division & Print shop in 2006, which only
deals in bulk quantity of mails for their business clients. TCS is also qualified for Printing &
Logistics project of Election Commission of Pakistan for the year 2006-07.It can be said that
TCS has grown and has seen turned around situations in its revenue growth during past couple
of years and TCS continues to enter into more ventures to maintain its market leadership status
with its strong mission of expanding globally.
They do not only courier logistic but they have other services too to facilitate customers such
as MMS, OCTARA, SENTIMENTS EXPRESS, and VISA FACILITATOR. Thus, they keep
one thing in their mind,

2.2 SERVICES PROVIDED BY TCS

2.2.1 Express & Logistics
TCS is the leading courier industry of Pakistan. With its almost 35 years of experience in the
express courier industry, it is widely trusted for reliability, speed and convenience. TCS
provides time sensitive packages and business documents delivery services across Pakistan,
UK and United Arab Emirates. A wide range of document, parcel and cargo services both
domestic and international are offered.
2.2.2 Mail Management Solution
MMS - In the ERA of 2006 TCS launched Mail Management Solution (MMS) to the peoples
of Pakistan for their betterment. Mail Management Solution stands upon the single largest
investment in infrastructure, made by TCS for continuous delivery of value. MMS is equipped
with state of the art printing and sorting technology that has been sourced from the best
suppliers across Europe and Asia Pacific. This makes TCS the only end to end solution provider
in the category with the largest delivery network in Pakistan.
2.2.3 Gifts & Greetings
TCS Sentiments Express is a personalized, high valued gift delivery service offering a wide
array of gifts from gourmet cakes, floral bouquets, ethnic sweets, to various other elegantly
wrapped gifts, delivered with a personalized greeting card in Pakistan. Since 1989, TCS
Sentiments Express has been part of TCS, the leading air express courier in Pakistan. In the
time, it has become Pakistan’s premier gift delivery and greetings service.
2.2.4 Air Freight Solutions
TCS Aviation, a division of TCS Private Limited, specializes in delivering customized air
freight solutions for Freight Forwarders, Pharmaceutical Industry, Charities & Relief
Organizations, Government Departments, Airlines, General Sales Agents, Oil & Automotive
 Industries and Brokers. TCS Aviation operates with a dedicated fleet of aircraft & worldwide
offices in Pakistan, Dubai and London. You can be assured that we would fulfill your air freight
& charter requirements to your satisfaction.
2.2.5 Supply Chain
TCS Logistics Private Limited was incorporated on June 2002. Started as a transport provider
however it soon grew into a total logistics solution company offering trucking, distribution &
warehousing facility in response to strong customer demand.
2.2.6 Visa Facilitators
Visatronix, a division of Intiana Private Limited, extends booking facilities for visa applicants
in the non-immigrant (work, visit, study) categories for applicants all over Pakistan for Canada,
India, Spain, Italy, Malta and South Africa. Applications are booked on a "Return Service
Basis" at selected TCS Express Centers in all major cities.
2.2.7 Travel Services
Intiana, a Tranzum enterprise, offers services for Umrah & Travel. Intiana is dedicated to
facilitating our customers in meeting all their travel related needs with personalized services
and well-trained staff for customer support.

2.2.8 Event Management

Octara is an independent business unit of TCS Private Limited. With a team of dedicated
professionals in the fields of event management, publications, marketing and corporate
services, Octara is geared to provide the best possible solutions in these areas to the corporate,
government and NGO sectors in Pakistan and the UAE.

2.3 PRODUCT LINE

No matter what your express courier service needs are, TCS can handle it for you with our
wide range of options.
 International Express Service
 Domestic Express Services
 Logistics Services
 Other services

.
2.4 Regional Offices
Region wise TCS in Pakistan is divided into 3 main regions
1. South Region
2. Central Region
3. North region

South Region
 KARACHI
TCS Express & Logistics Center
Saqib Hamdani Building
Iqbal Avenue, Jinnah International Airport, Karachi 75202, Pakistan.
Tel: + (92) 21 111 123 456, Fax: + (92) 21 924 2816
 HYDERABAD
Bungalow # 14/A, Unit # 3,
Main Autobahn Road, Latifabad, Hyderabad.
Tel: (022) 111 123 456, (022) 3815966 / 7, (022) 3812180 / 2,
Fax: (022) 3816821

 SUKKUR
Bungalow # 47, Muslim Cooperative Housing Society,
Military Road, Opposite Red Carpet Hotel, Sukkur.
Tel: (071) 111 123 456, (071) 5632801 / 3
QUETTA
Model Town near Osmania Restaurant Pishin Stop, Quetta.
Tel: (081) 111 123 456, (081) 2837132 / 33, Fax: (081) 2821427

Central Region
LAHORE
01 PECO Road, Opposite Ittefaq Foundry,
Kot Lakhpat, Lahore.
Tel: (042) 111 123 456, Fax: (042) 5943278
MULTAN
958/B, Tareen Road, Multan.
Tel: (061) 111 123 456, Fax: (061) 4500947
FAISALABAD
P-6158, West Canal Road, Near Faisalabad Toyota Motors, Faisalabad.
Tel: (041)111 123 456, (041) 8544034 / 35 / 36 / 38, Fax: (041) 8501317

North Region
RAWALPINDI / ISLAMABAD
Near Fazaia Colony, Islamabad Highway Service Road, Rawalpindi.
Tel: (051) 111 210 210, Fax: (051) 4471261
GUJRANWALA
Opp. Ghulam Distgir Khan Filling Station, Main G.T. Road, Gujranwala.
Tel: (055) 111 123 456, (055) 4231901 / 3, Fax: (055) 4231906
PESHAWAR
54 The Mall, Near PTV Station Mall Road, Peshawar Cantt.
Tel: (091) 111 123 456, (091) 9213967 / 9, Fax: (091) 9213977

2.5 Functional Structure of TCS

TCS mainly focus on functional structure. The functional structure focuses on practical
specialization whereby similar or related occupational specialties are grouped together (also
referred to as departmentalization). Departmentalization group workers with similar job roles
into work units based TCS services, activities performed by employees, level of skill or
expertise, types of customers or resources. Explicit job titles, chain of command, reporting
relationships and a well-defined channel of communication exist within these specialized work
units in order to maximize the functionality of TCS enterprise.
TCS is designed on a strong hierarchy. Using the idea of departmentalization, the organization
will be divided into individual departments, where each department has a specific function and
all departments function independently to execute organizational goals. Departments, such as
marketing, logistics, finance and accounting, customer service, human resources, design and
build, and maintenance, are grouped according to their specialization. If we look into one of
these departments, let's take finance for example, we can see the same kind of individual job
titles, reporting relationships and communication channels that also exist within this functional
structure.

Our HR Policies

RECRUITMENT:
The purpose of recruitment policy is to ensure consistency, uniformity and fairness in
recruitment practice across the organization. The policy aims at providing a structured
framework for recruitment and selection of competent resources whereas, accompanying
procedures entail clear guidelines for each stage of the recruitment and selection process.
Recruitment:
The line manager is responsible for drafting the job description, which shall be reviewed and
approved by the Functional Head and HR Head. The job description, initiated by the
department line manager, will define the job in detail, associated tasks and profile of the
incumbent necessary to assume the position. The defined tasks and stated qualifications will
be the criteria for selection process i.e. traditional hiring or competency-based hiring.
Resourcing:
The HR team is responsible for creating and maintaining talent pool by utilizing appropriate
channels to solicit quality resources ranging from (but not limited to) referrals, job
advertisement, recruitment portals, references, head hunters etc. to ensure the availability of
candidates when a need arises.
 Hiring of relatives:
Hiring of relatives is not allowed within the same department or in direct reporting
relationships. However, for any relative hiring relationship with any existing employee(s) must
be disclosed on the employment application form. Prior approval from the management needs
to be taken.

Probation:
The first three (3) months of employment will be probationary for Grade 13 and below, during
which period the company will assess the performance and suitability of the employee. This
probationary period may be extended for a maximum period of further (3) months by the
company at its discretion. No probation period required by Grade 14 and above employees. If
the company is satisfied with your performance during the probationary period, the company
will confirm you as a permanent employee at the end of such period. If the company is still not
satisfied with your performance, your employment will be terminated on immediate basis
without assigning any reason or payment. You will be entitled for salary of the days in which
you have performed duty.

Recruitment Process in Detail:

Training
 General Orientation
 Department specific orientation
 On the job
Evaluation
 On the basis of objectives given
 constant evaluation rather just once
 end of the period evaluation
 good job prospects for serious and hardworking interns
Training at TCS is carried out on daily basis. But the frequency of training exercises may vary
depending on the nature of the job. For example, the sales team goes through regular training
after every quarter whereas the IT team is trained only when there is a new system deployed in
the firm.
This period usually lasts for six months and a performance evaluation is carried out after the
end of this period. The department heads critically evaluate the targets and objectives achieved
by the new employee, his/her way of working, on-job attitude, task execution etc. After this
probation period, the new employee is made permanent.

HR System & Performance Management Loopholes

1st Interview
 with HR department and line manager
 looking for the fit of candidate with organization culture
 Behavior of candidate in different situations
2nd Interview
 By the department in which candidate is potential intern
 purpose is to check candidate's theoretical knowledge
3rd Interview (optional)
 With the department head
 purpose is that department head to assess the potential of candidate in this field
 Theoretical and opinionated questions are asked

Probation Period
At TCS, a job opening is advertised in various ways with the number one being advertising its
job opening through its job portal and career page. TCS does not use conventional newspaper
advertising to advertise its job opening; it instead aims to go for selective advertising.
When it comes to digital advertising, TCS partners with rozee.pk and advertises its job
openings at their website. Then rozee.pk is responsible for collecting responses and then
communicating them to the respective company.
 In need of a efficient HR department because of exponential growth in past 3 years
 lack of succession planning
 lack of promotions for recruitment (like no university drives
 less rigorous internship process compared to other multinationals
 Invest less in internship recruitment programs compared to job recruitment

Technical Analysis
Once the HR department has approved the interviewee of having the ability to adjust into the
company’s cultural environment and having commendable presentation and communication
skills, the interview process moves to the second phase and the interviewee is then required to
give a second interview to the department heads under whom he/she will be working once they
have qualified for the job.

Oracle Team Vision Statement

There are two concepts of identifying vacancies. One is placement and replacement. Placement
is when there is a need for an employee in a certain department and replacement is when an
employee leaves the company and there is a requirement for another employee to perform the
duties of the former employee. In the former case, the recruitment process might become a
little comprehensive as the person is not aware of the company’s policies and culture.

Training
It is an internship program which takes place every summer where Interns are recruited
according to department needs.

KINDS OF INTERNSHIP
Written Assessment
To make sure that Interns are not just facilitated for graduation but have substantial targets for
internship
Shortlisting
Training & Probation Period
Mission Statement
 Through university placements
 Participating in different job fairs
 Through their career portal
Network & Messaging Team
Organizational Development Dept.
Job Description
The interviewee is given a random topic to present then and there. Through these exercises the
candidate’s ability to speak on randomly given topics, giving on-spot presentations and use of
general knowledge is put to test.

SELECTION PROMOTION
Based on a project which needs an intern at any time of the year

OMS Team IT & Hardware Team

TCS will be recognized and respected as professional, innovative, profitable information, and
knowledge based logistics/services enterprise. TCS embeds internet based technologies into its
internal operating structures and as business solutions for customers; with customer, employee
and shareholder interests at the core of its operations; demonstrating a clear concern for ethical
conduct and good corporate citizenship; with the objective of growing into a regional and
global player, with emphasis on the Middle East, Europe and North America.
This interview mainly aims at testing the interviewee’s theoretical and practical knowledge of
the position that he/she is applying for. Possessing this kind of knowledge is necessary for the
candidate if he/she wishes to excel at his/her job. TCS believes that having written assessment
of technical knowledge is not enough to completely analyze a person’s ability to implement
his/her practical and theoretical knowledge on job, therefore a more comprehensive interview
is needed that is only aimed at testing whether the interviewee has the required knowledge that
he/she will need on job.

Technical Analysis
1st Interview
TCS collects all the job applications online. TCS doesn’t accept paper applications, therefore
all the applicants must apply online using TCS’s job portal. There is a preset application form
for every applicant in which all the initially necessary questions are covered which includes
questions such as educational background, previous job experience, personal details etc. Even
the CVs and cover letter are submitted by the applicants using the online job application form.
3rd Interview (Optional)

Management Info. Systems Team

Selection Process
Learning & Development Dept.
The first interview is taken by the HR department where the candidate’s personality is
analyzed. TCS believes that having a uniform corporate culture is no less than a compulsion
and plays a major part in the progress of the firm. Therefore, the candidate must be having a
certain kind of personality that can easy blend into the corporate culture that TCS has put in
place. Other than cultural values, the HR department also tests the interviewee’s presentation
and communication skills.
TCS believes that having commendable convincing and negotiation skills is necessary in
today’s corporate environment especially if a person is applying job that requires such skills
 more frequently, for example a sales person. TCS has developed an in-house interview program
that aims at testing these skills throughout the interview process.
 Their technical skills are critically analyzed and small tests are carried out to test their technical
know-how in the related area.
 The candidates who pass these technically challenging tests go through group discussions
where their capability to work in a team, their behavioral characteristics, their capability to
listen to other’s point of views are assessed.
 The candidates are also judged on the extra-curricular activities that they have previously
participated in because according to TCS, these activities help develop problem solving skills
and also help in shaping a well-rounded personality that is very much needed in the kind of
corporate culture that they have in place.

Web Team
A Job Description is an outline of all the requirements that a job position demands from
potential candidates. TCS’s checklist for developing a Position/Job Description:
 Be clear
 Be specific
 Effective
 Mention all the required skills & duties
Once the applications are received and filtered for further review, the HR department begins
shortlisting candidates on the basis of their CVs. The criterion for this shortlisting is usually
provided by the respective department where this job opportunity exists.

Analysis
The selection process at TCS aims to put to test the candidates skills and capabilities that he/
she has mentioned in his/her CV. TCS runs assessment centers at its various office locations
where they conduct written tests of the candidates. The content of these tests vary from job to
job and allow TCS to test the candidate’s language skills, mathematics, general knowledge and
IQ. Based on the result of this test, the application is taken forward for further review.

Advertising
Written Assessment
First Interview
SUMMER INTERNSHIP
TCS has emerged as the most trusted name for delivering a wide range of documents, packages,
parcels and cargoes within Pakistan. Domestic Express Delivery Services include.
 MMS
 Sentiments Express
 Same Day Express
 Overnight Express
 Red box
Training and Evaluation
TCS has a strong presence not only in Pakistan but also in the UAE, UK and Canada. TCS
offers international delivery services - International Documents and Parcel Express Delivery -
to over 3,500 destinations across the world through its extended International Network.
 International Rate Card
 Freight Plus
 Red BOX
 Student Express

Database & ERP Team

These filters are much more comprehensive and allows TCS’s recruitment department to place
custom filters according to the requirements of the job opening.

Internship
VISION

Written Assesment
 MCQ based Assesment
 Basic motive is to check the theoretical skills of candidate

Applying at TCS
Realizing the potentials of Supply Chain Management in Pakistan, TCS launched its Logistics Wing as
a registered company in 2002 as TCS Logistics (Private) Limited.TCS Logistics has 3 divisions, namely
(a) Overland Express, (b) W&D (Warehousing & Distribution), and (c) Fleet Solutions. TCS Logistics
employs 898 professionals, working day and night to add value to your businesses.

 W&D
 Overland Express
To direct all our organizational efforts at building upon the existing organizational strengths and
brand recognition to achieve enhanced levels of profitable growth in the core business, and diversify
into new areas that complement and supplement the core business, with the diversification aimed
at achieving excellence and industry leader status in the new areas. The TCS People will however be
encouraged to be open to unconventional ideas and services and recognize new trends at very early
stages.

Recruitment & Selection Dept.

Shortlisting

Identifying Vacancy
TCS has placed certain filters in its job portal which allows the HR department to review only those
applications which are not filtered by the online software and can be considered for further review.

For example, there is a certain GPA cut-off for every candidate who is applying for any job at
TCS. Usually this cut-off is between CGPA 2.8 – 3.0, so all the received applications are
initially filtered using this criterion.

Pre-Selection Process
Screening of CVs'

 must be done with 6th semester

 should not be a fresh MBA
 filtration on age
 filtration on GPA
 elimination on the technical skills
Domestic Express Services
The candidates who were successful in their written assessment are further assessed on the
following criteria:

INTERNSHIP POLICY
TCS E-COM internship program is a comprehensive program that allows a healthy exchange
of ideas between the students and the company; for students to gain practical work experience
and for the company to have a ready pool of talent for prospective positions.

Regular Internship Program:

Interns will be hired for a duration of 1-3 months, every year from different universities based
on departmental need apart from summer internship. Final semester students of
Bachelors/Masters program are eligible.

Project Associate Program:

It’s an exceptional program devised for a duration of 6-9 months. Project Associates will be
assigned multiple projects that will enhance their ability to solve critical problems. One
associate will be assigned to a department at a given time. Upon completion of the tenure, the
department may request for another Project Associate, if required. Screening interviews of
candidates will be conducted for both types of internships by Business & HR. Final semester
students of Bachelors/Masters program are eligible.

Exception:
More than one Project Associate may be assigned in one department, subject to management’s
discretion.

ORIENTATION PROGRAM
All new recruits shall be taken through an orientation program, facilitated by the Learning and
Development team in the HR department. The idea of an orientation program is to provide an
overview of the company’s policies, services, organizational set-up and strategies. The
respective line managers shall ensure that all the new entrants attend the Orientation Program.

BUDDY PROGRAM
Do you have a buddy? A buddy is your guiding star in the new work place; someone who helps
you learn the ropes and settle into your new role and, speeds up your company understanding.
At TCS E-COM we will assign a trained buddy for every new hire in the organization. He/She
will be the go-to person for any sort of queries or concerns that the new hire may have. The
buddy may be from the same or a different department. The duration of the program will be of
2 months till the time the new hire feels settled.

BUSINESS HOURS & ATTENDANCE

Employees are expected to be punctual and regular. If, for any reason, they are late or absent,
they must inform their line manager via SMS, email or phone call. In case of absence, leave
application form needs to be submitted to the line manager. Our regular work timings are 9
hours per day, which amounts to 45 hours per week. TCS E-COM allows flexi hours to its
employees depending on the department head’s discretion. The flexi hour options are as
follows:

Workdays Timings
Monday - Friday 8 am - 5 pm
Monday - Friday 9 am - 6 pm
Monday - Friday 10 am - 7 pm

Ramadan
timings are separately communicated to all employees before the month starts.

LUNCH & PRAYER BREAK

Employees at TCS E-COM are entitled to one hour lunch and prayer break from Monday to
Thursday. However, employees can take two hours lunch and prayer break on Fridays between
1 pm to 3 pm.
TRANSFER POLICY
TCS E-COM Private Limited recognizes that staff motivation, productivity, and retention are
dependent upon people working in jobs that are well suited to their interests, and therefore
offers and encourages transfer opportunities for current employees.

INTER-DEPARTMENTAL TRANSFER eligibility criteria:

• Employed in current position for at least twelve months.
• Maintain an acceptable level of performance.
• Employee's work record, including but not limited to performance, attendance, effort to
develop skills and related behavior will be used as valid criteria for determining suitability for
a position.

Procedure:
1. Employee informs/discusses the vacant position with the line manager or HOD of his/her
own department(s) and shares his/her interest.
2. Employee seeks a Transfer Request Form from the HR department and applies for the
relevant position in another department.
3. Approval and signatures are required from the current and new LM & HOD on the Transfer
Request Form.
4. On final approval from the Head of HR, the department arranges the agreed transfer.
Intradepartmental transfer: Based on the needs of the area as determined by the manager, the
department has the authority to transfer employees to positions within the department to
maintain efficient and productive workflow and results. We strongly encourage managers to
make an internal announcement regarding the opportunity, but it is not necessary to post it as
an opening.

Intradepartmental transfer:
Based on the needs of the area as determined by the manager, the department has the authority
to transfer employees to positions within the department to maintain efficient and productive
workflow and results. We strongly encourage managers to make an internal announcement
regarding the opportunity, but it is not necessary to post it as an opening.
 PERSONAL & PROFESSIONAL DEVELOPMENT
TCS training efforts revolve around the work we do, the development needs of our business as
well as those of our employees. HR in conjunction with business will conduct the training need
assessment to identify specific training gaps for soft skills and technical skills. These programs
will either be conducted in-house or with the help of external facilitators.
PERFORMANCE MANAGEMENT
The purpose of this policy is to enhance communication between managers and employees
with respect to employee performance and link it to the organizational objectives.
Performance appraisal cycle:
The performance appraisal cycle is from July to June.
Goal Setting:
Establish performance goals and measurements via Balanced Scorecard.
Feedback:
An on-going process of transparent, honest and open communication by the Line Manager.
Performance Evaluation:
Assessment of achievements against goals by the Line Manager in the form of performance
rating and recommendation for compensation.

Bell curve distribution:

It is used as a guiding tool to identify the level of performance. It segregates the entire
workforce among top performers, average performers and non-performers. A total of 5-point
rating scale is used, with specified population distribution in each category.
Performance ratings:
5-point rating scale will be used to rate individual performances.
Rating 1:
Excellent (Consistently meets requirements and exceeds requirements in most areas of
performance).
Rating 2:
Very Good (Consistently meets requirements and exceeds requirements in some areas of
performance).
Rating 3:
Good (Consistently meets requirements in all areas of performance).
Rating 4:
Fair (Consistently meets requirements in most areas, but falls below requirements in some areas
of performance).
Rating 5:
Unsatisfactory (Consistently falls below requirements in most areas of performance). Related
documents to justify performance ratings i.e. Balanced Scorecard, Performance Review Forms
should be sent to HR for record purposes.

Promotion – criteria:
Promotion is elevating an employee from his existing job grade to a higher one based on certain
parameters such as demonstrated performance, leadership skills, ability to take on challenges,
etc. Following parameters should be considered whilst recommending an employee for a
promotion:
 The employee should have demonstrated the potential to take on greater responsibilities.
 The position should be available & benchmarked at a higher grade.
 The employee should have a minimum of 1 year service in current Grade.

DRESS CODE
Employees at TCS E-COM are expected to dress in a professional and smart way, to promote
and reflect the company’s image and values. All employees in the company should wear smart
casual throughout the working week.
For Men:
 Clothes should be well-ironed, with simple accessories and well-polished shoes.
 For client meetings, one has to maintain a professional attire and look presentable.
 Flip flops/chappals, shorts, improper clothes and T–shirts with V-necks and inappropriate
slogans are not permitted.
For Women:
 Well-ironed clothes with simple accessories.
 For client meetings, one has to maintain a professional attire and look presentable.
 Shorts, improper clothes and T-shirts with inappropriate slogans are not permitted.

HEALTH BENEFITS
Out-patient medical assistance:
This policy is designed to assist the employees in meeting medical expenses for themselves,
their spouses and children. The coverage and entitlement are as follows:
 Consultation fee or treatment costs
 Pathological/Clinical Tests and X-Rays as prescribed by a qualified registered medical
practitioner
 Vaccination
 Dental
Annual OPD allowance:
Reimbursement of expenses for outpatient medical care for self and eligible dependents is up
to an annualized limit of either one-half or one-full basic monthly salary as per the respective
entitlements.

Group health insurance:

TCS recognizes the importance of medical assistance benefits for its employees so that they
focus on their job responsibilities without worrying about financial risks in the event of
hospitalization. Hospitalization coverage therefore, forms an integral component of the total
rewards package offered by TCS.

Group life insurance

TCS is concerned about the welfare of the family of its employees, in case of permanent/partial
disability, temporary disability or an unfortunate natural or accidental death of an employee
during the course of employment with the company. The employees are insured against
following emergencies:
• Natural Death
• Accidental Death
• Temporary Disability
 • Permanent/Partial Disability
Scope: All full-time permanent and contractual employees are insured under Group Life
Insurance Scheme.

PROVIDENT FUND
In Provident Fund Scheme, employees contribute 8.33% of their basic salaries to the fund and
the company also contributes a similar amount in the fund, which is invested in profitable
ventures and multiplies the savings of the employees.

LEAVE POLICY Leave Year:

Leave year is from 1st Jan. to 31st Dec. Employees who are appointed during the course of the
year shall be entitled to leaves on pro-rata basis*.
*Proportionate allocation or distribution of leaves on the basis of joining. Scope: All
permanent/full time employees.

Casual leave:
This leave is intended to meet extraordinary or unforeseen circumstances. They are emergent
and incidental in nature.
Eligibility for entitlement:
An employee is entitled to avail casual leaves from the date of joining.
Rules and regulations:
1. A maximum of eight (8) non-consecutive days leave will be permissible per annum.
2. A maximum of three (3) non-consecutive days leave can be taken in a month.
3. Only in case of death of any relative, upto 3 consecutive days leaves on compassionate grounds
will be allowed after prior approval of Line Manager.
4. Gazetted holidays/weekly off between casual leave will be treated as sandwich and will be
deducted from her/his annual leave balance (e.g. if employee ‘A’ remains off-duty on Friday
and he also takes off on Monday then, leaves will be treated as sandwich which counts 4-days
off).
This leave can neither be accumulated, carried forward nor uncashed.

Sick leave:
Sick leaves are allowed on account of an employee's temporary inability to perform duties
because of sickness or injury.
Eligibility for entitlement:
An employee will be entitled to sick leaves from the date of joining. Rules and regulations:
1. An employee is entitled to ten (10) days sick leave per annum.
2. The employee availing sick leave should take appropriate measures to inform the Line Manager
regarding the probable duration of her/his absence immediately on commencement of leave.
3. The employee should submit Leave Application Form duly approved by Line Manager to the
HR department within three (3) days after resumption of duty otherwise it will be treated as
annual leave.
4. If leaves exceed two days then, employee should submit Leave Application Form duly
approved by Line Manager along with Medical Certificate by a registered Medical Practitioner
to the HR department within three (3) days after resumption of duty otherwise it will be treated
as annual leave.
5. This leave can neither be accumulated, carried forward nor uncashed.

Annual leave:
Annual leave is a privilege that the company provides to its employees to spend quality time
with their families, relax and unwind or for any purpose that requires time away from office
each year.
Eligibility for entitlement:
Annual leaves are applicable to all employees after confirmation. An employee who is on
probation can avail annual leaves only under special circumstances based on Line
Manager/Department Head and Head of HR’s approval on case-to-case basis. Annual leaves
are accumulated on pro-rata basis during the probation period.

Rules and regulations:

1. An employee is entitled to avail thirty (30) calendar days’ annual leaves per annum. Each
department must plan its annual leave roster in advance, latest by end of May each year. It is
advised to follow the leave plan diligently.
2. Applications for annual leaves, duly approved by Line Manager/Department Head, should be
submitted at least fifteen (15) days in advance to HR department. Annual leaves should
preferably be taken at the less busy time of the year, if possible.
3. Annual leave can be availed subject to prior written approval of Line Manager/Department
Head. No employee shall proceed on annual leave without obtaining the sanction in writing.
4. Leave may be refused if the requested timings are in conflict with the exigencies of company’s
work. At the time of refusal, a mutually convenient alternative date may be agreed. However,
under special circumstances planned leave of current year can be availed in the first quarter of
coming year.
5. Temporary replacement will not be provided against employees proceeding on annual leaves.
6. It is mandatory that each employee should avail minimum 15 consecutive days annual leaves,
if balance is available. This leave can neither be accumulated nor carried forward.

Encashment of annual leave:

The resigning employee, other than on account of fraud, forgery or misconduct, upon
settlement will be entitled for encashment of unutilized annual leave for that current leave year
on pro-rata basis.