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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 Indias 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 nationwide 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. 4

Global Footprint
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 North Africa Egypt West Africa Senegal LATAM Brazil West Asia Saudi Arabia Iraq, Iran South Africa South Africa* * Assembly Operations also
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West Europe U.K. Italy

Russia* Ukraine* Central Asia Afghanistan Uzbekistan

East Asia China South Korea* South Asia Bangladesh * Nepal, Sri Lanka

South East Asia Malaysia* Thailand

East Africa Kenya*

Products
Passenger Vehicles

Commercial Vehicles

Military Vehicles

TATA Motors

Competitors

Ashok Leyland Volvo Motors Swaraz Mazda Mahindra Motors

Maruti Suzuki Honda Motors Hyundai Motors

Commercial Vehicles

Passenger Vehicle

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 MTCs,

executive training programs at premier business schools.


 Career advancement schemes ESS, FTSS

HR Philosophy
 Proper utilization of assets  Motivating people to work hard  Selective hiring  Job fitting  Training program  Better working environment

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 Managers 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
FRAME THE HR POLICIES SYSTEMATIC ORIENTATION OPTIMUM UTILISATION OF HUMAN RESOURCSE

HUMAN RESOURCE PLANNING PLAN ORGANISATIONAL OBJECTIVES PRINCIPLES OF DISCIPLINE

COMPENSATION MANAGEMENT

TALENT MANAGEMENT

Recruitment

Internal Promotion Internal advertisments

External Campus recruitment Newspaper advertisments

Employment Development
Competency Development Performance Management Performance Appraisal Appraisal Events

Appraisal
 Done Annually Implemented during Financial Year April to March

Educational Qualification

compensation

Experience before joining Tata

Experience in Tata and performance level

components
Basic Salary Allowance House Rent Personal Conveyance Child Education Leave Transfer Medical Reimbursement against bills Bonus Contribution to PF Company Performance Linked Incentive Variable Pay Flexible Benefit

Salary

Thank You!

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