Tata's HR philosophy focuses on attracting, retaining, and advancing good employees. For example, Tata Main Hospital's philosophy is to "attract good people, retain the better people and advance the best people". Having a clearly defined HR philosophy is important for organizations to avoid inconsistent practices and instead promote behaviors aligned with organizational goals. The Tata Group develops philosophies considering factors like interpersonal relationships and decision making. For example, the Taj Group's "People Philosophy" covers all aspects of an employee's career from induction to retirement.

1. HR PHILOSOPHY
OF
TATA’S
PRESENTED BY: GROUP -4
ASHRAF
NAWIN
NISHAD MOHAN
OMAR
PALLAVI SINHA
PANKAJ KUMAR
PARAMESWARAO
PRIYALAXMI

2. PHILOSOPHY is:
A belief (or system of beliefs) accepted as
authoritative by some group.
HR PHILOSOPHY :
 'basic assumptions in HR' in a particular
organization context shapes the way the
employees are managed in that
organization
 The mental model that org chooses
,i.e.an ideology
 Yes, any philosophy of HR has to revolve around the

4. For e.g. lets see
 Tata Main Hospital’s H.R PHILOSOPHY -
Attract good people,
 “
retain the better people and
advance the best people”
and its nine dispensaries at Jamshedpur
provide curative healthcare services to the
employees of Tata Steel and their families, free of
cost

5. NEED OF HR PHILOSOPY FOR AN
 ORGANISATION
Lack of a clearly articulated 'philosophy of HR' can
make organization susceptible to 'taking up the
latest TREND in people management and discarding
it soon after to take up the next one'.
 results in inconsistent attitudes/practices in
managing employees
 For e.g.
 swinging wildly
 between high empowerment and high control,
 between large investment in employee development
and no investment
 between 'intense focus on encouraging employees to
form emotional bonds with the company and
'downsizing and then scaling up shortly after that' etc.

6. How crucial the ‘hr philosophy’ is……
 More importantly, the 'way the employees are managed'
will influence how the employees behave in the
organizations.
 Thus wrong philosophy, might result in creating wrong
reality.
 For example, 'Theory X' kind of assumptions/philosophy
(i.e. that the employees are inherently lazy and will avoid
work if they can) in people management will promote
'Theory X' kind of behavior among the employees.
 Even though the 'initial reality'/'employee behavior' might
not be in line with 'Theory X kind of assumptions',
after people management based on 'Theory X
assumptions' have been practiced for some time,
employees might start to behave in a fashion that
validates 'Theory X'. This makes people management a

7. How Philosophy and values are
formulated
 The values must be realistic and coherent in
order
to stimulate dedication in employees.
 To formulate these values, it is a good idea to
determine what factors should guide
interpersonal relationships, relationships with
suppliers, work methods, as well as the
organization’s internal decision-making process.
 A strategic reflection exercise involving the
management team may be helpful with regard to
formulating common values

8. THE TAJ’S PEOPLE PHILOSOPHY & STAR
SYSTEM
 “
- Bernard Martyris, Senior Vice-President, HR, Indian Hotels Company Limited
 The Tata’s Taj Group had always believed that their
employees were their greatest assets and the very reason for
the survival of their business.
 In 2000, to show its commitment to and belief in employees,
the Taj Group developed the
‘Taj People Philosophy’ (TPP), which covered all the
people practices of the group. TPP considered every aspect
of employees’ organizational career from their induction into
company till their superannuation.

9.  Some of the key points of the Taj Charter are given
below:
 •Every employee of the Taj Group would be an
important member in the Taj family.
 Taj family would always strive to attract, retain and
reward the best talent in the industry.
 The Taj family would commit itself to formal
communication channels, which would foster
transparency.
STARS PROGRAM
 In March 2001, the Taj Group1 launched an
employee loyalty program called the ‘Special Thanks
And Recognition System’ (STARS). STARS was an
initiative aimed at motivating employees to go
beyond their usual duties and responsibilities and
have fun during work
 This program also acknowledged and rewarded

10.  Since its establishment, the Taj Group had a people-
oriented culture.
 The group always hired fresh graduates from
leading hotel management institutes all over India
so that it could shape their attitudes and develop
their skills in a way that fitted its needs and culture.
 The management wanted the new recruits to pursue
a long-term career with the group.
 employees were placed in an intensive two-year
training program, which familiarized them with the
business ethos of the group, the management
practices of the organization, and the working of
cross-functional departments.

11. HR PHILOSOPHY OF
TATA MOTORS

12.  TATA MOTORS have Vast pool of technically competent engineers and managers.
 Focus on development of technical capabilities – Technical Training Centers, Alliance with
technical Institutes.
Its HR Philosophy
 Proper utilization of assets
 Motivating people to work hard
 Selective hiring
 Job fitting
 Training program
 Better working environment

13. HR Policies
 Caring, show respect, compassion and humanity for
colleagues.
 Work cohesively with colleagues across the group
 Encourages self-sufficiency.
 Rotational assignments and cross-functional mobility allow
employees to grow.
 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.

14. Over View of HR in TCS
 India's largest tech company is also its best IT employer,
 An above 70,000 employee-strong organization
 The company is managing to maintain the lowest attrition
rate in the industry. The figure is around 10% when the
industry average hovers around 20% in 2010
 Currently, 7.5% of TCS' workforce belongs to other
nationalities and are spread across the globe.
 The company intends to build a workforce with over 7.5%
representation of foreign nationals. It is noteworthy that
more than 25% of the employees are females
 The company has adopted the diversified workforce
approach in order to create a comfortable environment for
clients & employees .
 several HRs quote TCS as an example of best diverse

15.  According to Anjali Prayag, -
 TCS has added a local flavor to all its existing HR
policies.
S. Padmanabhan, Executive VP, Global HR,
further asserts that -

16. TATA AIG Mumbai
 Tata AIG offers exciting opportunities to learn,
contribute and build careers. As a leading name
in the fast-paced insurance industry, it is
constantly growing and are always in search of
bright talent across all levels.
 The Company’s philosophy is