2. Tata Motors Lucknow (TML-Lucknow) is an important production facility of Tata Motors
Limited, which was established in 1992 to meet the growing demand for Commercial Vehicles in
the Indian market. The state of art plant is strongly backed up by an Engineering Research
Centre (ERC) & Service set-up to support with latest technology & cater to the complexities of
automobile manufacturing. Fully Built Vehicle business (FBV), which is one of the fast growing
areas of business, is also head quartered here. This plant rolls out commercial vehicles & is
specialized in the designing & manufacturing of a range of modern buses which includes Low-
floor, Semi Low-floor, and High Deck & CNG Buses. Lucknow plant also specializes in integral
bus manufacturing & has recently commissioned JV Company, Tata Marcopolo Motors Ltd. in
the premises.
Tata Motors Limited is India’s largest automobile company, with consolidated revenues
of INR 2,32,834 crores (USD 38.9 billion) in 2013-14.
3. Human Resources at Tata Motors
Tata Motors believes in a progressive people culture.
HR strategy is based on the premise that people drive annual performance, (a short-
term goal), and also strengthen (long-term) organizational objectives.
Capability development, spearheaded by the Tata Motors Academy, has enabled
knowledge-sharing through initiatives, such as Learning Management Systems (LMS)
and iTeach (Internal Trainers Development Programme).
To drive and support our business growth, they have increased our total workforce to
nearly 23,000 people at Jaguar Land Rover.
Increasing numbers of International Service assignments have commenced to support
global operations, and a new National Sales Company has been established in China.
Programmes like mini-assessments and the Fast Track Selection Scheme (FTSS) ensure
that talent is spotted early and given an opportunity to mature into leaders.
4. The HR division in Tata Motors Lucknow
The HR division in Tata Motors Lucknow conducts the following main functions:
Manage (Recruitment and placements opt-sizing and separation)
Productivity services: Manpower planning, job evaluation, Productivity measurement.
Manage Industrial relations
Mange safety
Employee Learning and development
Employee welfare
Performance management
Manage employee database
Talent Management
Medical
Environment
Security and Vigilance
Administration and PR
Safety
5. Learning and development
at Tata Motors
The learning schemes offered by Tata Motors help keep it abreast with rapid development in the field.
It applies to all employees.
Learning requirements are identified for a period of 12 months.
Learning needs are identified on the basis of individual development needs, job improvement plans, future
requirements and management priorities.
After the identification of learning needs, Learning and development Division prepares a consolidated list
of the programs requested for and forward the same to divisional heads.
On the basis of the learning programs on offer, and the specific requirements of the employees and the
division, the Divisional heads intimate the HR/L&D team about the people they are recommending for
learning.
Divisional head in consonance with the HR department is responsible for identifying learning needs and
the L&D team is responsible for organizing learning for all the employees.
Learning and development need = Standard performance – Actual performance
6. Programme Identification & Calendar
Creation
The purpose of this process is to ensure that all details associated with
programmes to be conducted by the Tata motors academy for Tata
motors are fully documented & outlined in the annual calendar.
The documentation ensures that all programmes are calendararized & are
allocated to the appropriate operation lead (OL) for logistic
administration.
The programme identification and calendar creation begin the after the
annual budget for programmes approved and allocated
10. Types of Learning Conducted
In House Learning
Learning given to employees for skills that are high on demand.
Learning is conducted at the plant .At various locations within the plan.
External Learning
External learning programs are usually utilized if our Organization is unable to provide the required learning at the
management Development Centers.
Nomination of external Learning are made by the departmental head is sent to HR Division for further processing.
HR Division recommends a learning program and obtains the approval of the appropriate Sanctioning.
Authority prior to processing of the nomination.
Foreign Learning
Employees are deputed abroad for assignments.
Attending executive Development Programs.
Getting Trained by TATA Motors foreign business units.
Attending trade fairs, exhibitions, motors shows, conferences, etc.
11. Evaluation of the learning programme,
Learning Evaluation Procedure
The learning conducted is evaluated through feedback of the participants by following the
CIRO approach. CIRO stands for CONTENT IN,RESULT OUT.
There are two forms: CIRO 1 and CIRO 2.
CIRO 1 is filled by the participants immediately after the learning programme to verify
whether it was relevant for the participants or not and feed feedback for the trainer is also
taken.
CIRO 2. Is filled after 2 to 3 months to check the effectiveness of the learning programme
by evaluating the performance of the employee and weather the employee has
implemented the learning in his work or not. The form is filled by the participant as well as
his supervisor.
12. Learning Management System
A learning management system (LMS) is a software application for the administration,
documentation, tracking, reporting and delivery of electronic educational technology
(also called e-learning) education courses or training programs.
LMSs range from systems for managing training and educational records to software for
distributing online or blended/courses over the Internet with features for online
collaboration.
Organization use LMSs to deliver online courses.
Corporate training departments use LMSs to deliver online training, as well as to automate
record-keeping and employee registration.
13. LMS at Tata Motors
Course Content Delivery
Employees Registration and Administration
Training Event Management (i.e., scheduling, tracking)
Curriculum and Certification Management
Skills and Competencies Management
Skill Gap Analysis
Individual Development Plan (IDP)
Reporting
Training Record Management
Courseware Authoring
Resource Management
Virtual Organizations
Performance Management System Integration
