Tata Hr Policies Final Ppt 1a1x42

A POWER POINT PRESENTATION TO ANALYSE

THE HR POLICIES OF TATA MOTORS

By UTKARSH GUPTA YASH GUPTA SHIVANGI AGRAWAL SIDDHARTH GUPTA

Presentation Scheme • • • • • • • • • •

Profile of Tata Motors Global Reach Product Range Competitors Human resources & HR Policies HR Planning Employment Development Appraisal Compensation Salary 2

TATA MOTORS

TATA MOTORS We Drive By Your World Everyday  Tata Motors was established in 1945.  It entered into collaboration with Daimler Benz of in 1954 to manufacture commercial vehicles and ended in 1969.  Tata Motors is the largest company in the Tata Group now with a total income of US$ 26.36 billion in the quarter ended at June 30, 2011.  More than 3.10 million Tata Vehicles ply on the Indian roads.  Tata Motors is India’s only fully integrated automobile manufacturer with a portfolio that covers trucks, buses, utility vehicles and enger cars.  Tata has spread its manufacturing facilities across India by setting up plants at Jamshedpur , Pantnagar, Pune , Lucknow , Dharwad & Tata Nano Plant in Sanand , Gujarat.  Tata Motors’ Engineering Research Center has over 4,500 scientists and engineers dedicated to product and process development, technology upgradation and new product introduction. 4

TATA MOTORS – A SNAPSHOT • TATA GROUP is 150 year old, Previously Tata Engineering and Locomotive Company, Telco. • Tata Motors was established in 1945 • India's largest enger automobile and commercial vehicle. • Listed on the BSE , NSE , NASDAQ , NEW YORK STOCK EXCHANGE.

TATA MOTORS – Company Profile •

It is the 5th largest medium and heavy commercial vehicle manufacturer in the world. listed in BSE, NSE & NYSE.

Subsidiaries• JAGUAR CARS • LAND ROVER • TATA DAEWOO COMMERCIAL • Tata Hispano Motors Carrocera • Tata Motors has formed t venture with Marcopolo of Brazil.

Global Footprint OTHER COLLABORATIONS/M&A & JVs • Tata Daewoo Commercial Vehicle • Hispano in Spain & Marcopolo In Brazil • JV with Jardine Matheson for ConcordeMotors • Technology Tie Ups at Spain,Italy

West Europe U.K. Italy

Russia* Ukraine* Central Asia Afghanistan Uzbekistan

North Africa

East Asia China South Korea*

Egypt South Asia Bangladesh * Nepal, Sri Lanka

West Africa Senegal LATAM Brazil

West Asia Saudi Arabia Iraq, Iran South Africa South Africa*

South East Asia Malaysia* Thailand

East Africa Kenya*

* Assembly Operations also 7

Products enger Vehicles

Commercial Vehicles

Military Vehicles

TATA Motors

Competitors • Ashok Leyland

• Maruti Suzuki

• Volvo Motors

• Honda Motors

• Swaraz Mazda

• Hyundai Motors

• Mahindra Motors

Commercial Vehicles

enger Vehicle

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Human Resources  Vast pool of technically competent engineers and managers.

 Focus on development of technical capabilities – Technical Training Centers, Alliance with technical Institutes.

 Focus on development of managerial capabilities – MTC’s, executive training programs at premier business schools.

 Career advancement schemes – ESS, FTSS,VAS

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HR Philosophy Proper utilization of assets Motivating people to work hard Selective hiring Job fitting Training program Better working environment

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HR Policies  Caring, show respect, comion and humanity for colleagues.  Work cohesively with colleagues across the group  Encourages self-sufficiency.  Employees' relatives at Pune have been encouraged to form various industrial co-operatives.  The Tata Motors Grihini Social Welfare Society caters to employees' women dependents‘ so as to enable a housewife earn a modest amount without neglecting their traditional duties towards the family. 12

HR Policies (cont..)  Executive Selection Scheme (ESS) - fast track program for accelerated growth.  In-house vocational training and apprenticeship program trains the technicians.  Rotational assignments and cross-functional mobility allow employees to grow.

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Executive Selection Scheme (ESS) a. ESS is a fast track programme for accelerated growth of high potential professionals. This facilitates their early advancement to challenging and visible assignments through a very systematic procedure. b. Candidates selected gain a huge lead in of promotion and learning. They are promoted to Manager’s level thereby saving almost 10 to 13 years of work time. c. The successful candidates are relieved from their current jobs and put on various project based training programmes under the guidance of senior managers in the company. 14

Executive Selection Scheme (ESS) (cont..) d. If the candidates do not possess management education, they undergo a 4 months MEP at IIM, Ahmedabad. After successful completion of training the candidates are mandatorily rotated across departments to acquire general management skills.

e. The ESS is a jewel in Tata Motors overall profile as it provides a platform for every employee of the company to perform and achieve maximum potential so as to exploit it further for the growth of the company.

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Tata Motors is committed to create a culture of volunteering by encouraging, engaging and recognizing employees’ contributions in of their time and talents towards

improving the quality of life of the people in and around its areas of operation

Volunteer Activity & Schemes Identify, engage & recognize any willing employee who wishes to contribute

Involvement of senior leaders in key activities – while launching or review of activities & personnel

Employee Talent

Keep a track of each employee’s performance – Volunteering days spent, achievements, self appraisal

Non-Monetary Recognition system

Highlighting Significant Achievement

Organize Training for employees

Communication of Calendar of activities well in advance

HR Planning 

Steps  Frame the HR policies  Coordination  Principle of Discipline  Identify the talent of the employees  Improving and Increasing the Productivity

 Performance Appraisal  Route the Map

HR Planning FRAME THE HR POLICIES OPTIMUM UTILISATION OF HUMAN RESOURCSE

SYSTEMATIC ORIENTATION

PLAN ORGANISATIONAL OBJECTIVES

HUMAN RESOURCE PLANNING

COMPENSATION MANAGEMENT

PRINCIPLES OF DISCIPLINE

TALENT MANAGEMENT

Recruitment

Internal Promotion Internal advertisments

External Campus recruitment Newspaper advertisments

Employment Development • Competency Development • Performance Management • Performance Appraisal • Appraisal Events

Appraisal  Done Annually  Implemented during Financial Year April to March

Educational Qualification

compensation

Experience before ing Tata

Experience in Tata and performance level

components Basic Salary

Salary

Allowance House Rent Personal Conveyance Child Education Leave Transfer Medical Reimbursement against bills Bonus Contribution to PF Company Performance Linked Incentive Variable Pay Flexible Benefit

Thank You!

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