A POWER POINT PRESENTATION TO ANALYSE THE HR POLICIES OF TATA MOTORS

By

Vetrivel Murugan.,M.B.A first year

Presentation Scheme• Profile of Tata Motors• Global Reach• Product Range• Competitors• Human resources & HR Policies• HR Planning• Employment Development• Appraisal• Compensation• Salary

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TATA MOTORS

TATA MOTORS We Drive By Your World Everyday

Tata Motors established in 1945, and entered into collaboration with Daimler Benz of Germany in 1954 to manufacture commercial vehicles.

The collaboration ended in 1969. Tata Motors has since grown strength to strength. It is the largest company in the Tata Group now, with a total income of US$ 3.4 billion in the year 2009-10.

More than 3 million Tata Vehicles ply on the Indian roads making Tata a dominant force in the Indian automobile industry.

Tata Motors is India’s only fully integrated automobile manufacturer with a portfolio that covers trucks, buses, utility vehicles and passenger cars.

The company has spread its manufacturing facilities across India by setting up plants at Jamshedpur, Pune, and Lucknow. This is coupled with nation-wide sales, service and spare parts network.

Tata Motors’ Engineering Research Center has over 900 scientists and engineers dedicated to product and process development, technology upgradation and new product introduction.

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Malaysia*Thailand

Bangladesh *Nepal, Sri Lanka

Kenya*

Russia*Ukraine* U.K.

Italy

Senegal

Afghanistan Uzbekistan

Brazil

South Africa*

Egypt

Saudi Arabia Iraq, Iran

China South Korea*

LATAM

West Africa

North Africa

West Europe

Central Asia East Asia

South Asia

South East Asia West Asia

East Africa South Africa

* Assembly Operations also

OTHER COLLABORATIONS/M&A & JVs• Tata Daewoo Commercial Vehicle• Hispano in Spain & Marcopolo In Brazil• JV with Jardine Matheson for ConcordeMotors• Technology Tie Ups at Spain,Italy

Global Footprint

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Products

TATA Motor

s

Commercial Vehicles

Passenger VehiclesMilitary

Vehicles

Competitors

Commercial Vehicles

Passenger Vehicle

• Ashok Leyland

• Volvo Motors

• Swaraz Mazda

• Mahindra Motors

• Maruti Suzuki

• Honda Motors

• Hyundai Motors

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Human Resources

Vast pool of technically competent engineers and managers.

Focus on development of technical capabilities – Technical

Training Centers, Alliance with technical Institutes.

Focus on development of managerial capabilities – MTC’s,

executive training programs at premier business schools.

Career advancement schemes – ESS, FTSS

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HR Philosophy

Proper utilization of assetsMotivating people to work hardSelective hiringJob fittingTraining programBetter working environment

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HR Policies Caring, show respect, compassion and humanity for

colleagues. Work cohesively with colleagues across the group Encourages self-sufficiency. 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.

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HR Policies (cont..)

Executive Selection Scheme (ESS) - fast track programme for accelerated growth.

In-house vocational training and apprenticeship programme trains the technicians.

Rotational assignments and cross-functional mobility allow employees to grow.

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Executive Selection Scheme (ESS)

a. ESS is a fast track programme for accelerated growth of high potential professionals. This facilitates their early advancement to challenging and visible assignments through a very systematic procedure.

b. Candidates selected gain a huge lead in terms of promotion and learning. They are promoted to Manager’s level thereby saving almost 10 to 13 years of work time.

c. The successful candidates are relieved from their current jobs and put on various project based training programmes under the guidance of senior managers in the company.

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Executive Selection Scheme (ESS) (cont..)

d. If the candidates 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.

e. The ESS is a jewel in Tata Motors overall profile as it provides a platform for every employee of the company to perform and achieve maximum potential so as to exploit it further for the growth of the company.

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HR Planning Steps

Frame the HR policies

Coordination

Principle of Discipline

Identify the talent of the employees

Improving and Increasing the Productivity

Performance Appraisal

Route the Map

HR Planning

Recruitment

ExternalCampus

recruitmentNewspaper

advertisments

InternalPromotion

Internal advertisments

Employment Development

• Competency Development• Performance Management• Performance Appraisal• Appraisal Events

Appraisal

Done Annually Implemented duringFinancial Year April toMarch

compensation

Educational Qualificatio

n

Experience in Tata and

performance level

Experience before

joining Tata

components

Salary

Basic Salary Allowance House RentPersonalConveyanceChild EducationLeave Transfer

Medical Reimbursementagainst billsBonus Contribution to PFCompany Performance LinkedIncentiveVariable PayFlexible Benefit

Thank You!

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