Author Archives: TCS iON

About TCS iON

TCS iON is by Tata Consultancy Services


Customer Overview

The Directorate General of Training (DGT) under Ministry of Skill Development And Entrepreneurship is an apex organisation for development and coordination of programs relating to vocational training and employment counselling services at national level. DGT includes a network of Industrial Training Institutes (ITIs) in States; National Skill Training Institute (NSTI),National Skill Training Institute (W)(NSTI (W)) and other central institutes. A number of vocational training programs catering to students,trainers and industry requirements are being run through this network.

Business Challenge

  • Inconsistency in the affiliation process.
  • Manual and complex affiliation process.
  • Malpractices due to lack of process transparency and standardisation.
  • Lack of synchronisation and communication between State Directorates and DGT (Central Body).

Solution Delivered

  • Digitisation of 3 stage affiliation process of Industrial Training Institutes (ITIs).
  • Online workow configuration at various levels – ITI, State Directorate and DGT.
  • Rule-Based allocation of application forms for online verification of documents.
  • Auto calculation of MSR (Minimum Specific Requirement) based on DGT norms for different trades.
  • Geo-tagging of images and videos for site visit management.
  • System generated approvals and letter of intent at various stages.

Value Created

  • Increased transparency at all the levels.
  • Simplified processes with ease of access.
  • Seamless communication between State Directorates and DGT.
  • Dashboards for DGT and State Directorates for better governance.

Customer Testimonal

“DGT engaged M/s TCS to develop Online Affiliation Portal as per the New Affiliation norms 2018, the software was developed by TCS team in 3 stage process, which was user friendly with less human interference, technology bases for smooth and fool proof system. The Software was launched and currently being used by various stake holders viz. DGT, State Directorates and ITI’s in dealing with Affiliation of ITI’s. The software is working to the satisfaction of all stake holders.” – Mr Ravi Chilukoti, Joint Director (TC), Government of India, MSDE, DGT


How the Education Industry is Embracing Industry 4.0

Blurring Physical and Digital in Education

According to a recent study, the internet services sector in India is predicted to reach a market value of $124 billion by 2022. Technologies like augmented reality, artificial intelligence, cloud computing, and blockchain have been carefully transforming processes for some time now. More and more organizations are investing in digital innovations to address current issues and improve experiences. By creating a cyber-physical space, Industry 4.0 is fast blurring the once distinct lines between physical and digital worlds.

Industry 4.0 is systematically changing and altering various sectors. New technologies and applications are disrupting the monotony to create qualitative performances and improve experiences. The education sector is also not far behind in the process. The increasing impact of technology on education can be seen distinctly in some of its critical domains.

Digital Campus

Industry 4.0 is triggering the integration of all the processes of an educational institution, both vertically and horizontally, and creating effective value chains. Internet of things is aiding in developing an effective machine-to-machine communication system, which leverages cloud-based applications to collect, interpret as well as transfer data from multiple devices. The integrated information network allows seamless processing of administrative and academic functions. Thus, it eliminates the manual, mundane tasks and provides room for focusing on teaching tasks.

Digital Learning

Technologies such as machine learning and artificial intelligence are being leveraged to create learning courses, tailored explicitly for the learner. With improvements in the field, digital learning is becoming more and more adaptive and intelligent, and is inducing self-learning capabilities according to the specific needs of the individual. Technologies like AR and VR are now being used to design course content.


Chatbots that employ conversational AI are being used to improve learner experiences. They work as intelligent tutoring systems that impart learning by lecturing students in the form of a chat conversation. They assess the student’s existing knowledge level and accordingly modify the learning environment.

Online Learning

The e-learning space has been predicted to grow at an approximate rate of 20% between the years 2018 to 2022. Today, by leveraging cloud technology, learners can deliberate and discuss on community-based platforms under expert guidance to develop skills, critical for the competitive world. They can also access courses from various institutions and transfer credits irrespective of the geographies.

Digitized Assessments

The inclusion of cloud technology in re-imagining the assessment process has eliminated the dependence on physical infrastructure and resources, thus improving efficiency while reducing costs. Content authoring engines can now be employed to create multiple questions from one meta question. The question papers thus created are password-protected and transferred to centres across geographies using cloud, thus, eliminating the chances of question paper leaks.

Digital Marking

Cloud technology is being used to re-imagine the traditional pen and paper means of evaluation to create a system, which is time-efficient and accurate. As the answer books are scanned and uploaded on cloud, it eliminates the logistical cost and transportation and makes them available to skilled markers across geographies. Once the evaluation is over, there is no additional cost incurred in safe storage of the answer scripts as they can be easily retrieved for evaluation anytime on cloud.

Agile Classrooms

To respond better to the highly predictable and rapidly changing modern world, institutes are opting for an agile approach to education. By facilitating shared practices, agile classrooms transform the scope of traditional classrooms and helps prepare students for the work environment of tomorrow.

Industry 4.0 is thus re-designing and re-imagining the education sector by improving process and experiences and promoting robust growth. To learn more about these changes, stay tuned to our page.

We look forward to your comments and encourage you to contact us if you would like to discuss more.

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Top 10 Trends Of 2019: Transforming The Learning Experience

Here are some of the industry trends of delivering learning

Today, we are witnessing industries undergoing a disruption with a rapid convergence of technologies; which is faster than ever before! These constant changes are making competencies in workforce go obsolete leaving Lifelong Learning as the only feasible option.  On the other side, the Gen Z has a set of unique behavioural attributes which is shaping the needs of education industry and pushing them to develop ways to deal with them.

Here are some of the industry trends of delivering learning:

1. Nano-learning

The attention span of learners is persistently shrinking. With the existence of lengthy, text-intensive, un-interactive learning content, students are unwilling to sit in sessions spread over hours. To address this, nano-learning or bite-sized learning is fast becoming a significant trend to support the learner behaviour and ensure attention.

2. Lifelong Learning 

As per a report, by 2022, 9% of India’s work force is expected to be employed in job roles that don’t exist today while 37% is believed to be in new job roles. In order to prepare for this change, it is important to know that learning is not discreet, rather a continuous and connected process in which the needs of the learners vary with time and the stage of their life. Every moment provides a learning opportunity. Hence, it is necessary to keep a track of the learning culture of an individual across different stages and not just specific learning in a particular stage. This will help understand the capabilities of a learner in its true sense.

3. Mass personalization

The pattern of customer-based personalization is gradually progressing wherein adaptive means of learning is taking over the concept of ‘one-size fits all’.  Being an effective mode of learning, this approach takes into consideration the individual learner abilities, and the appropriate time to consume content, thereby enhancing the quality of learning and the overall experience of learners. 

4. Data-driven learning

Every individual leaves a large footprint of his/her learning behaviour while learning. Today, such interactions (learning better with video, preferring game format, etc.) are acting as data sources for understanding the learner’s patterns and trends, and for devising strategies to make learning more effective than before.

5. Self-paced learning

Learners have some nuances, which are unique to them where some students slow in a certain subject but might have the ability to grasp other subjects better. Taking this into consideration, the pace of the content is now being adjusted according to the strengths and weaknesses of the individual student in specific subjects.

6. Addictive mechanisms in learning

There are specific constructs either in the content or in the learning platform that attract a learner’s attention. These include ‘like’ or ‘comment’ buttons, challenges, the capability to score and compete, win badges and points, and so on. The focus of learning is slowly transforming to include these constructs in the content to make learning more addictive. 

7.Engaged or Immersive Learning

The learner today desires a learning experience with engaging, interactive content that includes games, puzzles, and surprises embedded within. Hence, there is a growing trend of designing content using technologies like augmented reality and virtual reality to create immersive and engaging experiences.

8.Collaborative learning

Learning is no longer a one-to-one interaction between the content and the learner. Instead, it is transforming to be an interaction between a group of people in a community construct where students can learn by debating and deliberating on a common platform. This concept moves beyond the traditional custom of a student and a teacher. A teacher’s role is to facilitate learning for learners together learn from each other. 

9. 21st century skills 

According to a survey, India is expected to form 25% of the world’s workforce by 2025. This creates the urgency to equip the country’s youth with 21st century skills which have a much higher preference over specific domain skills. Today, learners are assessed on their ability to work in teams, be ethical in given scenarios, and to be creative and assertive. As a result, the focus has shifted towards developing these capabilities to help learners have a greater advantage in the job space. It is not just academics, it extends beyond to social skills. 

10. Learning experience platform

Today, rendering mere content is not enough; instead one needs to render experiences to make learning enjoyable. The emphasis rests on enhancing learner experience management system which uses engaging game cartridges to modulate experiences while delivering content.

-Venguswamy Ramaswamy, Global Head, TCS iON

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Why there is a need to redefine traditional models of recruitment with technology

With traditional models of recruitment not yielding the desired results, it is crucial to involve technology to address the growing demand for rare digital talent.

With corporates wanting to hire the best talent, India witnesses a familiar sight of corporates skimming the best graduates among the 36.64 million students enrolled in higher education every year. While candidates find it difficult to find the right job, it is also equally difficult these days for companies to find the right kind of talent. In order to fill in this gap between a candidate’s aspirations and the requirements of a corporate, multiple rounds of screening are conducted to minimise human error, which drags the hiring process for months.  This process starts with visiting over 350-400 colleges in the placement season involving enormous cost and effort as well as a huge deal of time. Additionally, the sporadic rise in demand require businesses to have easy access to eligible candidates when the need arises rather than hiring in bulk and putting them on the bench. Recruiting the right talent for the right job has always been a raging problem for India. With the traditional models of recruitment not yielding the desired results, it is crucial to involve technology to address the growing demand for rare digital talent and remain competitive in the market.

Talent-specific hiring

Pre-employment assessment is critical to determine the capability of a candidate with the implementation of multiple disparate digital platforms and tools. With businesses evolving very often, hiring a candidate who can adopt to new skills with the changing time is one of the most important attributes to look for.  A comprehensive assessment on the cloud driven through multi-modal approach can be conducted in proctored centres across the country to find the best talent suitable for the job profile. This will not only help in conducting the background check of a candidate, but they could be assessed on their job-related knowledge and interpersonal skills, giving them the opportunity to secure jobs with the top companies and get higher salaries. Such a cloud-based application would make the assessment process affordable and time-efficient for recruiters too.

Hiring at Speed

New-age technology with minimal human intervention reduces the duration of hiring process by 60-70%. Digital infrastructure in recruitment ensures transparency and efficiency of the assessment process. Real-time monitoring at all levels leads to conducting candidate assessment in an error-free manner and also reduces the evaluation time drastically.

Once the results are processed, a score can be generated, which either qualifies or disqualifies a candidate. Face-to-face or video interviews can then be conducted, depending on the location of the candidate.

A similar approach can be taken for experienced professionals where aspirants can select the slots for open-book assessments and interview at their convenience. A walk-in interview can be scheduled immediately after the evaluation, qualifying which one can collect their offer on the very same day.

Reducing efforts while maximising productivity

Digitising the examination process increases accessibility to rich talent, facilitating equal opportunities to candidates even in remote locations. Companies can no longer solely depend on traditional models of recruitment. Investing in digital and mobile-based solutions can help in improving productivity and efficiency.

A micro-site can be designed with all exam-related information to provide the necessary support. Uploaded question paper blueprints and sample questions would help familiarise the candidates with the exam pattern. Candidates would also get access to digital courses in an interactive learning environment. Additionally, online self-proctored practice tests would aid in measuring preparedness with analytics on time-management, strengths, improvement areas, and behavioural traits. This would assist candidates to prepare according to the specific requirements of the corporates and be job-ready at the time of hiring.

Spotting the right talent is a Herculean task, which involves careful planning and execution. However, by digitising the complex steps of the selection process, recruiters can streamline their energies and efforts in the best possible way while saving on both money and time. 

-Venguswamy Ramaswamy, Global Head, TCS iON

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Marking as a Service in the Global Education Landscape

Outsourcing Evaluation beyond Boundaries

On an average, over 6 lakh candidates appear for the Suneung college entrance exam in South Korea. A similar entrance exam in China, Gaokao, determines the futures of an estimated one crore students every year. In the current age of competition where large scale examinations decide the future and individual successes, digital marking can come as a boon and help improve efficiencies.

However, lack of quality Markers and absence of a single repository of Markers poses issues with their quick boarding and therefore may lead to delays. Also, there are issues in training, tracking, and scrutiny of markers in the absence of a single body interacting with them. To add to the problems, marking is still a local job which provides a below par experience at all stages of the process. It also creates little scope for Markers to access opportunities which go beyond their affiliation.

A Common Platform for Digital Marking Experts
Marking if leveraged as a service, through a platform or a hub, can redefine the marking market by providing institutions with access to skilled Markers from a shared marking community located in a different country. They would also be able to perform marking of assessments conducted on different platforms through a single login. Additionally, it would create a revenue stream for Markers and help them to stand out in the crowd by enrolling for marking events across the globe.

Building Marker Pool
Individuals who wish to connect with industry experts can enrol as Markers in the system which would capture their competencies and skills. The scrutiny of the Marker can then be performed along with background verifications and approvals. On passing these checks, the Marker can be provided with a profile on the platform which would improve their visibility in the market as a skilled Marker. This would additionally build their competency to match industry standards and give them opportunities outside the scope of their affiliation.

Selecting Markers
The platform can test the Marker by assessing them after the completion of a learning course. The Markers who clear the assessment can then be selected and booked. Trainings can be conducted for further upgrading the skills of the Marker. This would allow institutions to evaluate the evaluators and hire the best person for the job.

Marking Process
After the exam has been conducted, the answer books can be uploaded to the system and standardized. There can be a single interface for paper-pen assessments, LAN based assessments and internet-based assessments. The Markers can then mark the audio, video, subjective, and typed responses, according to the pre-fed set of questions, their relevant answers, marking scheme and total marks. As the marking is internet-based, it can be conducted anywhere, anytime and on any device.

Result Publishing
Once the marking is complete, and the seeding is done, the results are reviewed for discrepancies. Then the reports are published in a consolidated format. The answer books are also made available for download. This ensures that the evaluation process is transparent and error-free as well as efficient which helps in creating a positive impact on students. After successful report generation, the Marker can be paid on time without any further delay.

Assessing Markers
In order to ensure that the best Markers get noted and their skills valued, institutions can evaluate the Markers based on their performance as answers marked, answers reviewed with comments, responses, attendance and seeding. The analytics can then be used to rank the Markers, thus, creating a transparent platform for institutions to book and unbook Markers. Forecasts can also be made based on past marking experiences.

Steady access to a pool of skilled markers from anywhere around the globe, who can offer services in a time-efficient and affordable way, shifts the power to the institutions who can select Markers for their task based on the Marker’s individual capacities and history. It also creates opportunities for countries to emerge as popular marking hubs by on-boarding Markers from across its geography and provide this service to the international market. Digital Marking Hub is the future for boundary-less digital marking.

We look forward to your comments and request you to contact us at 1800-209-6030 or drop a mail to if you would like to discuss more.

Jaya Karamcheti, Product Head, TCS iON Digital Marking

TCS Democratizes Recruitment with Digital Assessments

About the Customer

Tata Consultancy Services (TCS) is a leading global IT services, consulting and business solutions organization. It offers a consulting-led, integrated portfolio of IT, BPS, infrastructure, engineering and assurance services. A part of the Tata group, India’s largest industrial conglomerate, TCS has over 385,000 of the world’s best-trained consultants in 46 countries.


  • Effort-intensive and time-consuming traditional process of visiting campuses for hiring
  • Long drawn recruitment process spread over 3-4 months
  • Limited reach to students depending on location and institutes
  • Difficulty in visiting colleges in remote locations for recruitment

Solution Delivered

  • TCS conducted a National Qualifier Test (NQT), an all-inclusive online campus hiring initiative on its digital platform TCS iON Digital Assessment.
  • The National Qualifier Test was conducted online on September 2 and 3, 2018 in TCS iON Digital Zones.
  • Graduates and post-graduates of the 2019 batch across engineering colleges in India appeared for test.
  • Offered a mock test and provided analytics before exam for better preparedness.

Value Created

  • Reduced the time for end-to-end campus recruitment process from 3-4 months to 3-4 weeks
  • Improved reach and accelerated recruitment process
  • Provided equal opportunities for young engineers across India, regardless of their location or institute
  • Successfully selected the brightest, most talented engineers for multi-skilled, multi-functional roles in Agile programmes across country

In a Nutshell

  • 175% increase in job applications
  • 2.8 Lakhs Registrations
  • 200 Exam Centers in 160 Exam Cities across 24 States
  • 150% increase in participating institutions

Customer Testimonial

“With TCS iON Digital Assessment platform we have optimized and accelerated the recruitment to be completed in 3-4 weeks. Previously, we could not recruit from colleges in far-flung areas, as we could not go there. However, now they can come together in one nearby accredited college or an iON center for interview.”

Ajoy Mukherjee, Executive VP and Head of Global HR, TCS

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