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Industrial relation by Tata Group.pdf

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Industrial relation by Tata Group.pdf

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Management practices for maintaining industrial relation of Tata group, about Tata group, why do people love working in Tata group, why do people trust group, the first strike of Tata company ,resolution of strike, current HR practice of tata group, employee support programme, paid family or care leave parental leave, take two: second career programme, co-creation, gyankosh , youth power, increase in employee engagement score, leadership competency , current HR management practice.

Management practices for maintaining industrial relation of Tata group, about Tata group, why do people love working in Tata group, why do people trust group, the first strike of Tata company ,resolution of strike, current HR practice of tata group, employee support programme, paid family or care leave parental leave, take two: second career programme, co-creation, gyankosh , youth power, increase in employee engagement score, leadership competency , current HR management practice.

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Industrial relation by Tata Group.pdf

  1. 1. U N D E R T H E G U I D E N C E O F : - D r . J Y O T I D A S H O R A B Y : - V A N S H I T A R A T H O R E , B B A 5 t h S E M , S C H O O L O F M A N A G E M E N T S T U D I E S , S A N G A M U N I V E R S I T Y A c c r e d i t e d B y N A A C T O P I C M a n a g e m e n t P r a c t i c e s F o r M a i n t a i n i n g I n d u s t r i a l R e l a t i o n s B y Tata Group U N D E R T H E G U I D E N C E O F : - D r . J Y O T I D A S H O R A P R E P A R E D B Y : - V A N S H I T A R AT H O R E , B B A 5 t h S E M E S T E R , S C H O O L O F M A N A G E M E N T S T U D I E S
  2. 2. About Tata Group • Founded in 1868, the Tata Group of Companies is one of India's oldest business empires. It is operating in more than 100 countries across six continents with 2,46,000 employees. The company has a shareholder base of over two million and market capitalization of over $57.7 billion. Headquartered in Mumbai, Tata Group is operating several primary business sectors including chemicals, consumer products, energy information systems, materials, services, etc. • The company's mission is 'To bring enhancement in the quality of life in the communities', it is serving on global level with long-term stakeholder value creation based on Leadership with Trust. Tata Sons are the principal investor and promoter of the holding companies. Sixty-six percent of the equity share capital of Tata Sons is held by philanthropic trusts that support education, livelihood generation, health, art, and culture.
  3. 3. Why do people love working in Tata? • The company has extensively invested in improving it's employees' work life balance, so that the employee doesn't get overwhelmed about unresolved matter be it at home or work. Tata Group of companies are believed to conduct business that does not involve corruption or illegal means for larger gains. Why do people trust Tata? • The profits of the group's companies enable the trusts to address wider societal issues. The Tata brand's distinction is the trust of society earned by the values by which the Tata group and its companies operate. The Tata group earned this trust by consistency in its values through good and difficult times.
  4. 4. The first strike in Tata company? On 23 September 1983, a few hundred employees of the Taj (Bombay) expressed their unhappiness by setting fire to a few sofas in the lobby, breaking furniture and shouting anti-management slogans. Soon after, the then chairman of the company, J.R.D. Tata, called an emergency meeting. He first expressed his deep anguish and then asked them to share with him their analysis of the situation. The explanations given by his colleagues ranged from, “It is good to have such bloodletting from time to time" to “There is a dissident element that has been misled by external union leaders to believe they can wrest leadership from the existing union"
  5. 5. Their analysis of the situation was different. Of the 724 striking employees, over 90% were from departments such as laundry, maintenance, kitchen stewarding and housekeeping, who were hardly ever visited in their work place by the top management. They felt that the recognized union was a management-foisted one. A non-representative union and a near absent internal communication channel to express their just grievances had led to their aggressive outburst. Such situations, when allowed to fester for long, almost always throw up a Spartacus to lead them, as any student of history should know.
  6. 6. Building on this axiomatic principle of JRD’s, they went about solving the problem and within a few years, enjoyed the very best of employer-employee relations in all of their hotels. Unauthorized absenteeism reduced to less than 2%, every hotel had its own separate union (some with political links), complemented by a human resources (HR) team that provided an effective, internal channel for grievance anticipation and counselling. Employee attrition reduced and customer satisfaction improved, with significant impact on both top line and bottom line.
  7. 7. Current HR management practices of Tata group
  8. 8. • Paid family or care leave beyond parental leave • Take two: Second Career programme 01 EMPLOYEE SUPPORT PROGRAMME
  9. 9. Eligible officers are entitled to maternity leave with full pay for a total period of 26 weeks. Child care leave: Tata group provides there employees childcare leave(CCL) of 15 days every year. Take two: Second Career programme It is platform that enables women who have taken a career break to return to the corporate world on there terms. Like: where they work, on what project they want at the pace they want. Paid family or care leave beyond parental leave
  10. 10. 02 Recent HR based practices by tata group for maintain best industrial relations. • Co-creation • Gyankosh • Youth power confluence • Increase in employee engagement score in fy20 • Leadership competency model-aspire-motivate perform (AMP)
  11. 11. • Co- creation • Of HR policies based on regular crystallization of feedback from employees. • Gyankosh • An E-learning platform for all there employees to enable them to learn at their own pace. • Youth power confluence • For new entrants to showcase their talents and accomplishment to fuel their growth in the company first of it’s kind. • Increase in employee engagement score in FY20. • Leadership competency- model- aspire motivate perform(AMP). • It is a model to create a future ready workforce. A BRIGHT, CONNECTED FUTURE
  12. 12. HR practices for better industrial relation by Tata group. • Introduction of a globally benchmark employee engagement programme. • Introduction of performance rating based salary review and quality link variable payment for supervisory category of employee. • Development of comprehensive training programme to impart and continuously upgrade the industry specific skill. • Code of conduct an fair business practices.
  13. 13. Employee Engagement Survey • They also conduct an annual employee engagement survey (ESS) to gain a clear understanding of various aspects of there workforce functioning, the engagement level and areas of improvement in work environment. • The ESS 2020 was conducted by a reputed external partner, Kin centric and focused on understanding the role of three key stakeholders in influencing the work experience- the manager, the senior leadership and the HR. • The survey saw a record participation rate of 98% and increase in the overall engagement score by significant 9%.
  14. 14. THANK YOU! F O R S P E N D I N G Y O U R T I M E . .

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