The Tata Group places strong emphasis on training and development. They have established programs like the Tata Administrative Service (TAS) and Tata Management Training Centre (TMTC) to develop leaders within the organization. TAS is a one-year training program that provides cross-functional rotations, rural exposure, and mentorship. TMTC conducts 250 programs annually using internal and external faculty to disseminate knowledge and skills. The goal is to maximize employee potential and encourage mobility across companies. Training helps employees adapt to changes, new roles, and advances learning.

1. Training & Development by Tata Group
Presented to:
Dr Arvind Kaur Birdie
Presented by:
Amita Parihar
Shresth Kapoor

2. Data Collection
The data is collected from Secondary Data.
The study is conducted to analyze the training
and development initiative, most of the data
used here is secondary data.
The method of data collection is content
analysis

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.

4. Training is given on four basic
Grounds:
 New candidates who join an organization are given training. This
training 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. For instance, purchasing a new
equipment, changes in technique of production, computer
impartment. The employees are trained about use of new
equipment and work methods.
 When promotion and career growth becomes important.
Training is given so that employees are prepared to share the
responsibilities of the higher level job.

5. Importance of Training and Development

6. (1839 – 1904)
“In a free enterprise, the
community is not just
another stake holder in
the business but in fact
the very purpose of its
existence.”
Mr. Jamshetji Tata
Tata Group

7. About Tata Group
Multinational automotive manufacturing
company headquartered in Mumbai,
Maharashtra, India and a subsidiary of the
Tata group.
Currently India’s largest automobile
company, with consolidated revenues of
INR 2,32,834 corers in 2013-2014.
Product include passenger cars, trucks,
vans, coaches, buses, construction
equipments and military vehicles.
Presence cuts across the length and
breadth of India with around 60,000
employees.
Tata Motors has operations in the UK,
South Korea, Thailand, south Africa and
Indonesia.

9. • Grooming the managers of today into the leaders of tomorrow
— that's the broad objective of the Tata group'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
TATA GROUP

10. 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 and TMTC.

11. -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

12. • 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 :

13. o 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.
o 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.
o TMTC started its e-learning programs in 2009.Every
year, more than 4000 Tata Managers and Leaders go
through the training programs.

14. 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 Tata employees.
E-learning programmes include:
 Live e-classroom
 Live video broadcast and
 Self-paced e-learning programmes

15. TAS
(Tata Administrative Services)
This managerial development program was conceived by
JRD Tata, the late chairman of the Tata group, 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 Tata organization.

16. • 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 that macro view of business which is critical in
preparing young professionals for general management.
• To grow and renew the Tata talent pool continuously, TAS recruits
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.

17. TATA VALUES
• The TAS recruitment process at campuses strives to associate the
Tata brand with values such as integrity, excellence and nation
building, while highlighting the group's entrepreneurial spirit.
• TAS has been recast in recent years, with an increased focus on
facilitating mobility across group companies. Over the past three
years, concentrated communication, consistent engagement and
competitive compensation packages have helped TAS regain and
strengthen its position as an attractive employment destination for
top talent.

18. 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.

19. • 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 Tata group, its current
and future challenges, and its drive to become a truly
global organization.

20. Awards for Training and Development
• Tata was awarded Golden
Peacock National Training
Award in 2007-08
• Tata was awarded Golden
Peacock National Training
Award in 2013-14

21. 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.

22. References
• TAS Management - TAS TATA Administrative Services India! | Tata
Administrative Services. 2015. TAS Management - TAS TATA Administrative
Services India! | Tata Administrative Services. [ONLINE] Available
at: http://www.tas-tata.com/tas-legacy. [Accessed 04 May 2015]
• Home. 2015. Home. [ONLINE] Available at: http://www.tmtctata.com/.
[Accessed 04 May 2015].
• Market capitalisation of Tata companies - Investor desk - Tata group.
2015.Market capitalisation of Tata companies - Investor desk - Tata group.
[ONLINE] Available at: http://www.tata.com/article/inside/Market-
capitalisation-of-Tata-companies. [Accessed 04 May 2015].

23. • Tata group to invest $35 billion in 3 years; FY14 revenue tops $100
billion - timesofindia-economictimes. 2015. Tata group to invest $35
billion in 3 years; FY14 revenue tops $100 billion - timesofindia-
economictimes. [ONLINE] Available
at: http://articles.economictimes.indiatimes.com/2014-07-
29/news/52187029_1_100-operating-companies-tata-companies-
group-companies. [Accessed 04 May 2015].
• Tata Medical Center - Institutions - Tata group. 2015. Tata Medical
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at:http://tata.com/ourcommitment/articlesinside/mDZESzKS!$$$$!
54=/TLYVr3YPkMU=. [Accessed 04 May 2015].
• http://www.tatasteel.com/dhamra-port-project-and-olive-ridley-
turtles.doc

24. THANK YOU..