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  1. 1. Tata Group Strategies for effective Succession Planning and Internal Leadership Training Chennai 5 th July 2007 September 7, 2011
  2. 2. India’s Largest Business Group <ul><li>India’s Best Known and Most Respected Business House </li></ul><ul><li>Diverse Business in 7 Sectors </li></ul><ul><li>Revenues Equivalent to 2.7% of India’s GDP </li></ul><ul><li>Largest Employer in the Private Sector </li></ul><ul><li>International Income 30% of Group Revenue </li></ul><ul><li>Products and Services Exported to 85 Countries </li></ul><ul><li>Operations in Over 80 Countries </li></ul><ul><li>Group revenue FY 2006 : $27.5 bn </li></ul><ul><li>Group Profit FY 2006 : $ 3.8 bn </li></ul>
  3. 3. Historical Overview 1880-1925 1925-1950 1950-1975 1975-2000 2000 onwards Businesses Entered Businesses Exited Textiles Printing Cosmetics Pharmaceuticals Insurance Hospitality Airlines Air-conditioning Control Systems Home Entertainment Steel Chemicals Commercial Vehicles Financial Services Drug Discovery Power Consumer Electronics International Trade Watches Realty Cement Property Development Tea & Coffee Oil Drilling Financial Services Soaps and Toiletries Locomotives Information Technology Telecommunications Passenger Cars Auto-components Retailing
  4. 4. Group Today - 7 Business Sectors <ul><li>Tata Steel </li></ul><ul><li>Advance Materials </li></ul><ul><li>Taj Hotels </li></ul><ul><li>Tata AIG Life & General Insurance Companies </li></ul><ul><li>Tata Tea </li></ul><ul><li>Titan </li></ul><ul><li>Trent </li></ul><ul><li>Tata Motors </li></ul><ul><li>TACO Group </li></ul><ul><li>Voltas </li></ul><ul><li>Tata Chemicals </li></ul><ul><li>Rallis </li></ul><ul><li>Tata Power </li></ul><ul><li>Tata BP Solar </li></ul>Services Materials Energy Chemicals Engineering Consumer Products <ul><li>Tata Consultancy Services </li></ul><ul><li>Tata Teleservices </li></ul><ul><li>VSNL </li></ul>IT and Communications 28 Listed Companies ; 280,000 employees
  5. 5. Group Revenue Rs. Cr
  6. 6. Group PAT Rs. Cr 11,500
  7. 7. Growth Agenda <ul><li>Domestic Leadership </li></ul><ul><li>Globally Competitive </li></ul><ul><li>Internationalisation </li></ul><ul><li>Expand Addressable Market </li></ul>
  8. 8. Going Global Tata Chem - IMACID Tata Tech - INCAT Tata Chem – Brunner Mond Tata Tea- Good Earth IHCL - The Pierre TCS - Comicrom Tata Tech - Cedis TACO – Wundsch Weidinger Tata Interactive – Tertia Edusoft Tata Steel – Millennium Steel IHCL – Blue TCS- Financial Network Services Tata Steel – AMCI Green Fields VSNL - Teleglobe Zambia: Bus body building plant: Tata Zambia South Africa: Ferro Chrome Plant: Tata Steel Second National Operator: VSNL Uganda: Coffee plant: Tata Coffee Bangladesh: Steel Plant; Tata Steel Fertiliser Plant: Tata Chemical Power: Tata Power 2000-05 2005-06 Tata Tea - Tetley Tata Steel – NatSteel Tata Motors – Daewoo HV Tata Motors – Hispano Carrocera VSNL - Tyco Global Network
  9. 9. 2000 – 2004 Tata Tea Tetley Group, UK VSNL Gemplex, US Tata Motors Daewoo Commercial Vehicles VSNL Tyco Global Network, US Global Acquisitions 2005 - 2006 Tata Motors Hispano Carrocera, Spain Tata Steel NatSteel Asia, Singapore Tata Chemicals Imacid VSNL Teleglobe, US TACO Wundsch Weidinger, Germany Tata Technologies INCAT International, UK Tata Tea Good Earth Corporation, US TCS FNS, Australia TCS Comicrom, Chile Tata Steel Millennium Steel, Thailand Indian Hotels W, Sydney , Pierre NY Tata Chemicals Brunner Mond Tata Interactive Tertia Edusoft GmbH, Germany & Tertia Edusoft AG, Tata Coffee Eight ‘oClock Coffee, US Tata Tea Energy Drinks 2007 Tata Steel Corus IHCL Boston, San Francisco
  10. 10. Demographic Structure ( millions 、 2005 ) Source : World Population Prospect (United Nations) China India Total Age between 15-34 China India Population ( 100million ) 80+ 70-74 60-64 50-54 40-44 30-34 20-24 10-14 0-4 80+ 70-74 60-64 50-54 40-44 30-34 20-24 10-14 0-4 M F India China India - Changing Demographics will significantly affect Industry.
  11. 11. Talent Management @ Tata
  12. 12. Tata Talent Pipeline Initial Feed TAS GCAT HRDP , Legal International Interns Lateral Feed Performance and Potential Filters HPM Identification Process Training Mobility HPM Training Mobility Leadership Development Feed FEED Initial Feed GET, MT’s
  13. 13. Introduction to PPM <ul><li>The focus of PPM’s </li></ul><ul><ul><ul><li>Identification </li></ul></ul></ul><ul><ul><ul><li>Calibration / Classification </li></ul></ul></ul><ul><ul><ul><li>Development </li></ul></ul></ul>Systematic and periodic discussions held for identifying and calibrating capability of managerial employees to build leadership depth and talent in the organization.
  14. 14. PPM Building Blocks <ul><li>Individual Development Profiles </li></ul><ul><li>PPM Panel </li></ul><ul><li>PPM Schedule </li></ul>
  15. 15. <ul><li>IDP is a fact sheet about the individual. </li></ul><ul><li>Is prepared by the manager of the employee. </li></ul><ul><li>Is endorsed by the Function/SBU Head and finally signed off by the CEO of the company. </li></ul>Individual Development Profile Work & Career Details Performance Data Personal Details: Age, Education Tata Work Level & MCPA Assessment Tata Leadership Practices Data Development Plan IDP
  16. 16. Tata Leadership Practices Building Effective Teams Withstanding Pressure Interpersonal Effectiveness People Development Taking Ownership Functional Excellence Business Acumen Dealing with Ambiguity Strategic Capability Managing Vision & Purpose Innovation Management Customer Focus Timely Decision Making Drive for Results Leadership of People Leadership of Business Leadership of Results
  17. 17. The PPM Panel Typical Panel consist of at least 1 GCC member , 1 Peer MD , Co MD , Co. Head HR and EVP Group HR
  18. 18. Talent Management Schedule Annual Performance Review & Development need discussions with individual employees Manager / Employee Apr - Jun Talent Review within Business Unit/Function BU Leadership Team Jun - Jul Presentation of Talent Review by BU / Functional Leaders to MD/CEO BU Leadership Team & CEO Jul - Aug Talent Review at Company level Identification of HPMs and their Development and Movement Plans CEO & HR Head Aug Group PPM discussions Agree on Development & Movement plans CEO & Head HR and GCC / Peer MD / Group HR Sep – Feb <ul><li>Implement Development & Movement plans </li></ul><ul><li>In Company </li></ul><ul><li>Cross Company / Group Level </li></ul>CEO & HR Head Sep - Mar Implement agreed cross company Movement plans & Group level Development programs CEO & Head HR and Group HR Oct – Sep 1 2 3 4 5 6 7&8
  19. 19. HPM - Classification IN X Function Company X Cross Company In Function Cross Company Cross Function In Company In Function In Company Cross Function
  20. 20. <ul><li>Identification / Classification </li></ul>PPM – Outputs Assignments Training Assignments Training Company Initiated Group Initiated Development Plans Mobilty Mobility
  21. 21. Development of Talent
  22. 22. How Does Development take place? <ul><li>10 % Training Courses </li></ul><ul><li>20 % Interaction with People </li></ul><ul><ul><ul><ul><ul><li>Coaching, Mentoring, Experts, Colleagues </li></ul></ul></ul></ul></ul><ul><li>70 % Challenging Jobs </li></ul>
  23. 23. Tata Leadership Development Programme TGSLS Level C+ TGELS Level D and C TGYLS Level F and E International Consortium Program Functional Leadership Programs Over 800 managers covered in last 5 years and over 65% are from HPM list
  24. 24. Thank You