Tata Motors provides extensive training and development programs to employees. Key programs include Kaushalya run by Tata Motors Academy, which provides skills training in automotive manufacturing and services. Tata Motors also collaborates with Automotive Skill Development Council to train 40,000 people over 3 years in automotive skills. Training facilities include classrooms, workshops, and driving tracks to develop both technical and soft skills from the shop floor to customer services.

1. TRAINING AND
DEVELOMENT AT
TATA MOTORS
Submitted by: Sweta Anjali
Tiwari

3. What is Training and Development?
The organizations require development throughout the ranks in
order to survive, while training makes the organization more
effective and efficient in its day-to- day operations.
Training is the formal and systematic modification of behavior
through learning which occurs as a result of education,
instruction, development and planned experience.
Development is any learning activity, which is directed towards
future needs rather than present needs and which is concerned
more with career growth than immediate performance.

5. Training is given on four basic Grounds
New candidates who join an organization are given training to familiarize them with the
organizational mission, vision, rules and regulations and the working conditions.
The existing employees 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. Training is given so that
employees are prepared to share the responsibilities of the higher level job.

6. • Grooming the managers of today into the leaders of tomorrow
that's the broad objective of the Tatagroup's leadership
development programs and training processes.
• The group's high-value, superior-quality training interventions
are targeted at maximizing the potential of its pool of managers.
This is done by encouraging their cross-functional exposure and
by making cross-company mobility an integral aspect of all
leadership development efforts.
Training and Development
TATAGROUP

7. The Tata group's commitment to enhance the
knowledge and leadership quotient of its
people has resulted in the establishment of
various Development and Training Programs
such as TAS(Tata administrative services) and
TMTC (Tata management training center)

8. -Set up by JRD Tata in 1959 with the mission of
creating and grooming leaders for the future.
-It aims to provide training to high performers
within the group and act as a catalyst of change
for Tata executives.
Tata Management Training
Centre

9. Improvement of organizational performance through dissemination of
the latest knowledge and skills among practicing managers.
Facilitation of attitudinal and behavioral changes.
Facilitation of solutions for organizational issues
Development of learning organizations
TMTC objectives
include :

10. Offering around 250 programmes a year, conducted by in house
senior faculty from academics and business, supported by
experts from the best of Indian and international B schools.
It uses over 120 external faculty, from the world’s premier
institutions and universities, including IIMs, Harvard, Michigan,
Wharton, Kellogg, NUS and Centre for Creative Leadership.
TMTC started its E-learning programs in 2009.Every year, more
than 4000 Tata Managers and Leaders go through the training
programs.

11. A Unique self-paced program is conducted named 'TATA-
Harvard Manage Mentor self-paced e-learning program' by
Harvard Manage Mentor, in association with Harvard
Business School Publishing, providing 44 different
programmes for T
ata employees.
E-learning programmes include:
 Live e-classroom
 Live video broadcast and
 Self-paced e-learning programmes

12. TAS
(Tata Administrative Services)
This managerial development program was conceived by
JRD Tata, the late chairman of the Tatagroup, in the 1950s.
The idea was to select and groom young managers, provide
them opportunities for professional growth, and make them
part of a talent pool that could be tapped by companies
across the T
ata organization.

13. • TAS, essentially a training program, is perhaps the only
employment brand in Indian business that consciously recruits
for lifelong mobility across companies, industries and functions,
in order to impart macro view of business which is critical in
preparing young professionals for general management.
• Togrow and renew the Tata talent pool continuously, TASrecruits
young postgraduates from leading business schools each year and
puts them through an intensive 12-month program.
• The TAS manager has India's largest business house, with the
widest range of industries and functions around which to plan and
build a lifetime career of professional and personal growth.

14. Training
Module
• The training module consists of four cross-functional, cross-
business and cross-located assignments.
• These include three business shifts of 15 weeks duration in
sales and marketing, manufacturing and operations,
corporate strategy, finance and human resources.
• A seven-week rural assignment exposes the trainees to
community work and rural India, helping instill in them a true
picture of the life of ordinary Indians.

15. • Another facet of the module is the mentorship programme for
TAS managers placed within group companies. This was
initiated to create a platform for the personal and professional
development of TAS managers post placement. Additionally,
TAS managers are then taken through a development plan that
lasts five years.
• The program's one-year training module, renamed 'group
orientation and learning' (GOAL), emphasizes on structured
orientation through classroom inputs and field visits. It builds
TAS trainees' perspective on the seven core sectors of the T
ata
group, its current and future challenges, and its drive to
become a truly global organization.

16. T & D at TATA MOTORS
• TATA Motors Limited runs a skill development programme called
Kaushalya (TATAMOTORS ACADEMY).
• The program include modules in light of the aptitudes for
configuration, design, engineering, manufacturing, automobile
production, sales & service as well in various support functions
with a focus on quality, productivity, dexterity, discipline and safety.

18. T & D at TATA MOTORS
Approach of learning
• Socialisation -where employees share their tacit knowledge
among member that create common mental models and abilities.
Socialization transfers tacit knowledge most frequently through the
medium of shared experience.
• Externalisation the process of articulating tacit knowledge and
transforming it into models, concepts, analogies, stories and
metaphors that can be communicated by language.

19. • Combination is the process of combining or reconfiguring
bodies of existing knowledge in order to generate new
explicit knowledge, by addition.
• Internalisations where employees share their explicit
knowledge to tacit like new employee share his previous
employer's experience.

20.  Tata Motors is aiming to train up to 40,000 people in the next
three years in skills associated with automobile industry as part
of its programmes to provide technical and vocational education
for unemployed youth
 The company has already started training programmes in
collaboration with Automotive skill development Council (ASDC) at
its different manufacturing plants, various dealerships and
services centres.
 The idea is to impart various training on skill sets required for the
automobile industry ecosystem, from shop floor to service centres
with ASDC certifying the course
TRAINING INITIATIVES

21.  Service Training Centre impart Automotive Maintenance and
repair training to manpower of Channel Partners (both Domestic
and International), Fleet Owners, Private Customers and
Institutional Customers such as Defence establishments,
Paramilitary forces, Police Depts, State Transport Units and other
Govt. agencies.
 Training is also given to Senior Executives, Field Staff, Trainees and
Apprentices for upgrading & enhancing their technical knowledge,
soft skills & skills for existing as well as future products to ensure
total customer satisfaction.
 The Training Centres also conduct training programs for various
other divisions (Sales, Quality, Legal, Production, etc.) as per their
specific need & requirement.
 Training is also given to private garages to ensure our products are
well supported in remote areas.

23. training facilities
 Training on technical trades such as auto mechanics, welding, painting, electrical,
electronics, etc.
 Affiliation with N.C.T.V.T.(National council for vocational training in vocational
trades)
 Residential training facilities available for trainees.
 Equipped with a Driving track that has all real time driving terrain features
such as S, 8, H, up-gradient, parallel, angular track, perpendicular parking, V
point etc.
 Specialized Aggregate room equipped with Cut section models of various
working system of an automobile.
 Driving lab facilities to test the physical ability of driver which include the Driving
simulator.
 Dual Control Vehicle.
 Classroom Facilities equipped with all the teaching aids such as TV, DVD,
Computers, projectors etc.
 Workshop bay-for repair and maintenance of training vehicles.

24. Conclusion
• It is very important to have a training and
development in any company for a fresher employee
or for the trained employee. For the fresher it is
important to know about the company by the
process and to know about the work environment in
their particular field and for trained employees it is
important to enhance their skills.