This Presentation is about HR policies of Tata Motors. HUMAN RESOURCE PRACTICES IN TATA. Tata Group believe that people are there greatest asset and they adopt best practices to ensure healthy employee relations, employee growth and development as well as work satisfaction.

1. HR PRACTICES OF
TATA MOTORS
-Pavan Jadhav

2. INTRODUCTION:
 Tata Motors Limited which earlier was known by the name TELCO.
 Tata Motors is an Indian multinational company dealing with automotive
manufacturing.

 The headquartered of the company is in Mumbai, Maharashtra, India,
and the company is a subsidiary of the Tata Group.
 Tata motors products include passenger cars, trucks, vans, coaches,
buses, construction equipment and military vehicles.
 Tata motors is the world's 17th-largest motor vehicle manufacturing
company, fourth-largest truck manufacturer, and second-largest bus
manufacturer by volume.
 Tata Motors has articulated a human capital strategy that sets a five-
year road map for the company’s HR agenda.

3. Competitors
 General Motors
 Ford Motors
 Maruti Sazuki
 Eicher Motors
Operations
 As the company is Multinational Corporation so they are
operating in many countries though the company is having
vehicle assembly operations in India, the UK, South Korea,
Thailand, Spain and South Africa.
 It plans to establish plants in Turkey, Indonesia, and Eastern
Europe in near future.

4. HUMAN RESOURCE PRACTICE AT
TATA MOTORS:
•Tata Motors truly believes in a progressive people culture.
•Company ensure that a judicious (Having a good judgement) mix of people is
maintained in their workforce and this is achieved through hiring multi-skilled
people both from within the automobile industry and from other sectors.
•In addition, a regular and consistent recruitment programme at engineering and
management institutes ensures a steady stream of high quality people getting
inducted to fuel the growth plans.
•They also have ongoing partnerships with different Industrial Training Institutes,
besides their own professional training centres, to recruit shop-floor workforce.

5. FOLLOWING ARE THE HR PRACTICES OF TATA
MOTORS
1. Recruitment:
 tata motors followed both internal and external source of recruitment and
the nature of the recruitment process of the company is subjected to
employment law.
 The main forms which the company is using are advertising in newspaper,
magazines, and Tata motors careers portal and also internal vacancy list.
 At the end of every quarter the company is floating their recruitment process
on their web portal for the new candidates and most of the vacancies are
filled by the candidates who belong to B.tech and MBA Background.

6. 2. Selection:
•Tata motors also follows a series of steps in order to pick a suitable candidate
from the bench of applicants.
•Tata motors is concerned they follow the series of steps which starts from
written test in case of campus recruitments and goes on till the final selection
, placement and Induction.
•After screening the applications they called the candidates for employment test
and if cleared the candidate will be called for comprehensive Interview and
when the candidate will clear that then the background investigation about the
candidate will start in which tata motors will verify the details of a particular
candidates
• when details are verified the candidate will receive the offer letter from the
concerned HR department of Tata motors.

7. 3. Training:
•When a New candidate joins Tata motors then they are given training.
•This training familiarizes them with the companies mission, vision, rules and
regulations and the working conditions of Tata motors.
•The existing employees of Tata motors are trained to refresh and enhance
their knowledge.
•If any updates take place in technology, training is given to cope up with
those changes.
•When promotion and career growth becomes important in Tata motors then
training is given so that employees are prepared to share the responsibilities
of the higher level job.
•Grooming the managers of today into the leaders of tomorrow that's the
broad objective of the Tata group's training processes.

8. 6. Compensation:
•As per as payscale.com the average salary for the employee differs from each
other based on the job profile of a candidate.
• Like in case of project manager (Engineering) his average salary ranges
between 500000-1800000 p.a and for design engineer its 6 lakh to 10 lakh and
for mechanical engineer its 8312000-2012200.
• Basically the thing is according the rank of an individual and experience in the
particular field they are giving the compensation

9. 4.Executive Selection Scheme:
•This Scheme is a fast track programme of Tata motors which basically
accelerated growth of high potential professionals and the scheme facilitates
their early advancement to challenging and visible assignments through a
systematic procedure.
•Employees selected gain a huge lead in terms of promotion as well as learning.
They are promoted to Manager’s level there by saving almost 10 to 13 years of
work time within Tata motors.
•The successful Employees are relieved from their current jobs and put on
various project based training programmes under the guidance of senior
managers who are working in the company If the Employee or an candidate 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
which is the best thing of this initiative.

10. 5. Volunteering Policy:
•Tata motors with the concentration is always committed to create a culture of
volunteering within the company by engaging , encouraging , and recognising
employees contribution
• in terms of employees talent towards the quality of life of the people in and
around its areas of operation so this is one of the best action or an step which
Tata motors have taken.
6. Learning Programmes:
Apart from this company also have leadership development programmes
which include
 Live video broadcast and
 Live e-classroom
 Tata Group emerging Leaders seminar
• Tata Group Executive Leadership seminar
• Tata Group Strategic Leadership seminar

11. 7.TATA SCIP:
•This is one of the initiatives taken by tata motors which basically focuses
on women professional and it’s a career transition management
programme for women professionals who earlier have taken a break of 6
months or more due to any reason and now wish to enter the profession
field again.
•The programme provides an opportunity for such kind of women’s to take
on flexi-hour assignments.
•Tata SCIP does not provide full time job opportunities.
• Assignments under SCIP are short-term and aimed at developing
alternative talent pools in traditional/non-traditional formats.
•There is no placement guarantee at the end of the project. However, SCIP
consultants have the option of exploring full-time employment on mutually
acceptable term.

12. THANK YOU