Tata Motors Limited is Indias largest automobile company.

It is the leader in commercial vehicles in each segment, and among the top three in passenger vehicles with winning products in the compact, midsize car and utility vehicle segments. The Company is the world's fourth largest truck manufacturer, and the world's third largest bus manufacturer. Established in 1945.

HR POLICIES
Executive Selection Scheme (ESS)-ESS is a fast track programmed for accelerated growth of high potential professionals. This facilitates their early advancement to challenging and visible assignments Through a very systematic procedure. 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. The successful candidates are relieved from their current jobs and put on various project based training programmers. if the candidates do not possess management education, they undergo a 4 months MEP at IIM, Ahmadabad. The HR-Training Division of Tata Motors has also bagged the prestigious and internationally recognized Golden Peacock National Training Award in the category of Large Employer.

Quality policy Tata motors is committed to maximizing customer satisfaction

and strives to achieve the goal of excellence by continual improvement through ongoing design and development manufacture and sale of reliable safe, cost effective ,quality products and services of international standards, by using environmentally sustainable technologies for improving levels of efficiency and ancillaries.

Tata motors also have a commitment towards improving the

quality of life of its employees, both within and outside its plants

and offices, through improved work practices and social welfare schemes.

Remuneration Policy
The remuneration of the Managing Directors is recommended by the Remuneration Committee based on criteria. such as industry benchmarks, the Companys performance, industry, responsibilities shouldered, performance track record, macro economic review on remuneration packages of heads of other organizations and is decided by the Board of Directors. The Company pays remuneration by way of salary, perquisites and allowances (fixed component), incentive Remuneration and/or commission (variable components) to its Managing Directors. Annual increments are decided by the Remuneration Committee within the salary scale approved by the Members and are effective from April 1, annually.

Retirement Policy for Directors

The Company has adopted the Guidelines for retirement age where in Managing and Executive Directors retire at the age of 65 years whilst all the Non-Executive Directors retire at the age of 75 years. The Company has also adopted a Retirement Policy for Managing and Executive Directors which has also been approved by the Members of the Company, offering special retirement benefits including pension, ex-gratia, medical and other benefits. In addition to the above, the retiring Managing Director is entitled to residential accommodation or compensation in lieu of accommodation on retirement. The quantum and payment of the said benefits are subject to an eligibility criteria of the retiring director and is payable at the discretion of the Board in each individual case on the recommendation of the Remuneration Committee.

Assignment: - HR Policies of Tata Motors

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