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HR PRACTICES AT
TATA MOTORS
HUMAN RESOURCE MANAGEMENT
B.Sc. (Hons) Home Science
3rd Year, Sem VI
Submitted By – Aditi Mishra
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.
COMPETITORS
 General Motors
 Ford Motors
 Maruti Suzuki
 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.
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.
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.
FOLLOWING ARE THE HR PRACTICES OF TATA
MOTORS…..Contd.
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.
FOLLOWING ARE THE HR PRACTICES OF TATA
MOTORS…..Contd.
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.
FOLLOWING ARE THE HR PRACTICES OF TATA
MOTORS…..Contd.
4. 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
5. Benefits:
 Tata gives benefit to the employees who are working there in terms of exposure in
the field of work and gives lot of liberty to work. The best thing is that it stays
constant.
 Tata Motors really takes care of employees and their family at all costs borne by the
company. Employees gets just about anything they might need for a family stay.
 They get the benefits like travelling allowance , medical allowance , life insurance ,
sick pay benefits and others mentioned in the offer letter by the company.
FOLLOWING ARE THE HR PRACTICES OF TATA
MOTORS…..Contd.
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.
FOLLOWING ARE THE HR PRACTICES OF TATA
MOTORS…..Contd.
7. Performance Appraisal System:
 Tata motors follows appraisal system of annual basis and appraisal model which
is followed on annual basis starting from the month of April till March.
 Also Half yearly appraisal system was started a year ago within the company
and the activity was started keeping in mind the dynamic behaviour of the
industry. With a half yearly appraisal system, the employee gets feedback twice
a year, which gives him/her a chance to re-look at his/her approach of working.
 Company had introduced a comprehensive system of quarterly appraisals where
an employee selects his/her own goals or Key Result Area every quarter and
him/her self assesses-his/her-own-performance-against-these-parameters.
 The company have also a midterm review for all those who have been
performers, thereby creating an expectation amongst the employees of an
increase in salary twice a year if they perform well.
FOLLOWING ARE THE HR PRACTICES OF TATA
MOTORS…..Contd.
8. 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.
FOLLOWING ARE THE HR PRACTICES OF TATA
MOTORS…..Contd.
9. 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.
FOLLOWING ARE THE HR PRACTICES OF TATA
MOTORS…..Contd.
10. 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.
BIBLIOGRAPHY
https://www.tatasteel.com/corporate/our-organisation/hr/
https://pdfcoffee.com/human-resource-practice-at-tata-motors-pdf-free.html
https://www.iraj.in/journal/journal_file/journal_pdf/14-340-1489215757149-
152.pdf
https://lawaspect.com/tata-motors-8/
https://www.tatabex.com/Upload/KnowledgeCenter/Best-Practices.pdf
https://www.slideshare.net/PavanJadhav33/hr-policies-and-hr-practices-of-tata-
motors
THANK YOU

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Human Resource Practices TATA MOTORS.pdf

  • 1. HR PRACTICES AT TATA MOTORS HUMAN RESOURCE MANAGEMENT B.Sc. (Hons) Home Science 3rd Year, Sem VI Submitted By – Aditi Mishra
  • 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 Suzuki  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. FOLLOWING ARE THE HR PRACTICES OF TATA MOTORS…..Contd. 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. FOLLOWING ARE THE HR PRACTICES OF TATA MOTORS…..Contd. 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. FOLLOWING ARE THE HR PRACTICES OF TATA MOTORS…..Contd. 4. 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 5. Benefits:  Tata gives benefit to the employees who are working there in terms of exposure in the field of work and gives lot of liberty to work. The best thing is that it stays constant.  Tata Motors really takes care of employees and their family at all costs borne by the company. Employees gets just about anything they might need for a family stay.  They get the benefits like travelling allowance , medical allowance , life insurance , sick pay benefits and others mentioned in the offer letter by the company.
  • 9. FOLLOWING ARE THE HR PRACTICES OF TATA MOTORS…..Contd. 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.
  • 10. FOLLOWING ARE THE HR PRACTICES OF TATA MOTORS…..Contd. 7. Performance Appraisal System:  Tata motors follows appraisal system of annual basis and appraisal model which is followed on annual basis starting from the month of April till March.  Also Half yearly appraisal system was started a year ago within the company and the activity was started keeping in mind the dynamic behaviour of the industry. With a half yearly appraisal system, the employee gets feedback twice a year, which gives him/her a chance to re-look at his/her approach of working.  Company had introduced a comprehensive system of quarterly appraisals where an employee selects his/her own goals or Key Result Area every quarter and him/her self assesses-his/her-own-performance-against-these-parameters.  The company have also a midterm review for all those who have been performers, thereby creating an expectation amongst the employees of an increase in salary twice a year if they perform well.
  • 11. FOLLOWING ARE THE HR PRACTICES OF TATA MOTORS…..Contd. 8. 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. FOLLOWING ARE THE HR PRACTICES OF TATA MOTORS…..Contd. 9. 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.
  • 13. FOLLOWING ARE THE HR PRACTICES OF TATA MOTORS…..Contd. 10. 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.