The career path of a "TISian" is definable in simple and clear steps.

Career Path at TIS
Employee Band Specialist Non-Specialist
Executive Manager in the Senior Specialist Group Manager within the same function
Manager Deputy in the Senior Specialist Group Deputy within the same function
Deputy

A Deputy SSG potentially has two options:

  1. Grow into Head of the Senior Specialist Group, or
  2. Move laterally into another function as part of a conscious developmental strategy agreed upon between the organization and the individual.

A Deputy within a non-specialist function has two options:

  1. Grow into Head of that function, or
  2. Move laterally into another function as part of a conscious developmental strategy agreed upon between the organization and the individual.
Head

The Head of a function potentially has three options:

  1. Grow into the position of Chief Executive whenever the opportunity arises.
  2. Move laterally into another function as part of a conscious developmental strategy agreed upon between the organization and the individual.
  3. Move laterally to another organization within the Tata group (based on mutual understanding and consent between the two organizations).
  • It is important to note that these are potential career opportunities. The actual career progression is determined by several factors including:
    • Performance record
    • Competency profile
    • Opportunities available within the organization at different points of time.
  • TIS supports employees' career development through the Competency Development system. As the employee's competencies improve, he/she becomes increasingly capable of playing more enhanced roles—and this facilitates career progression.
  • While the chart above depicts a normal career path, the organization retains the flexibility to deviate from the norm in special cases. For example, lateral moves between the Specialist line of function and Generalist functions like Project Management are quite acceptable. Such moves are based on mutual agreement between the individual and the organization, and are treated on a case-by-case basis as the situation merits.
Career Path