A POWER POINT PRESENTATION TO ANALYSE

THE HR POLICIES OF TATA MOTORS

By

UTKARSH GUPTA
YASH GUPTA
SHIVANGI AGRAWAL
SIDDHARTH GUPTA
 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 was established in 1945.
It entered into collaboration with Daimler Benz of Germany in 1954 to
manufacture commercial vehicles and ended in 1969.
Tata Motors is the largest company in the Tata Group now with a total
income of US$ 26.36 billion in the quarter ended at June 30, 2011.
More than 3.10 million Tata Vehicles ply on the Indian roads.
Tata Motors is Indias only fully integrated automobile manufacturer
with a portfolio that covers trucks, buses, utility vehicles and passenger
cars.
Tata has spread its manufacturing facilities across India by setting up plants
at Jamshedpur , Pantnagar, Pune , Lucknow , Dharwad &
Tata Nano Plant in Sanand , Gujarat.
Tata Motors Engineering Research Center has over 4,500 scientists and
engineers dedicated to product and process development, technology
upgradation and new product introduction.
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 TATA MOTORS A SNAPSHOT

TATA GROUP is 150 year old, Previously Tata Engineering and Locomotive
Company, Telco.

Tata Motors was established in 1945

India's largest passenger automobile and commercial vehicle.

Listed on the BSE , NSE , NASDAQ , NEW YORK STOCK EXCHANGE.

 TATA MOTORS Company Profile

It is the 5th largest medium and heavy commercial vehicle manufacturer in the
world. listed in BSE, NSE & NYSE.

Subsidiaries-
JAGUAR CARS
LAND ROVER
TATA DAEWOO COMMERCIAL
Tata Hispano Motors Carrocera
Tata Motors has formed joint venture
with Marcopolo of Brazil.
 Global Footprint
OTHER COLLABORATIONS/M&A & JVs
West Europe Russia*
Tata Daewoo Commercial Vehicle
Hispano in Spain & Marcopolo In Brazil U.K. Ukraine*
JV with Jardine Matheson for Italy
ConcordeMotors Central Asia
Technology Tie Ups at Spain,Italy Afghanistan East Asia
Uzbekistan China
North Africa South Korea*
Egypt
South Asia
West Africa Bangladesh *
Senegal Nepal, Sri Lanka

LATAM
South East Asia
Brazil West Asia Malaysia*
Saudi Arabia Thailand
Iraq, Iran
South Africa East Africa
South Africa* Kenya*

* Assembly Operations also

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 Products
Passenger
Vehicles

Commercial
Military Vehicles
Vehicles

TATA
Motors
 Competitors

Ashok Leyland Maruti Suzuki

Volvo Motors Honda Motors

Swaraz Mazda Hyundai Motors

Mahindra Motors

Commercial Passenger
Vehicles Vehicle

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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 MTCs,

executive training programs at premier business schools.

Career advancement schemes ESS, FTSS,VAS

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HR Philosophy
Proper utilization of assets
Motivating people to work hard
Selective hiring
Job fitting
Training program
Better 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
program for accelerated growth.
In-house vocational training and apprenticeship
program 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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Tata Motors is committed to create a culture of volunteering
by encouraging, engaging and recognizing employees
contributions in terms of their time and talents towards
improving the quality of life of the people in and around its
areas of operation
 Volunteer Activity & Schemes

Identify, engage & recognize any willing

employee who wishes to contribute
Involvement of
senior leaders in
key activities
Register Employee Talent while launching
or review of
activities &
Keep a track of each employees personnel
performance Volunteering days spent,
achievements, self appraisal

Communication
Non-Monetary Highlighting Organize
of Calendar of
Recognition Significant Training for
activities well in
system Achievement employees
advance
 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

OPTIMUM
SYSTEMATIC
UTILISATION OF
ORIENTATION
HUMAN RESOURCSE

HUMAN RESOURCE
PLANNING
PLAN
PRINCIPLES OF
ORGANISATIONAL
DISCIPLINE
OBJECTIVES

COMPENSATION TALENT
MANAGEMENT MANAGEMENT
 Recruitment

External
Internal
Campus recruitment
Promotion
Newspaper advertisments
Internal 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 in
Experience
Tata and
before joining
performance
Tata
level
 components
Basic Salary Allowance House Rent
Personal
Conveyance
Child Education
Leave Transfer
Medical Reimbursement
against bills
Bonus
Contribution to PF
Salary Company Performance Linked
Incentive
Variable Pay
Flexible Benefit
Thank You!

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