HR POLICIES AND PRACTICES OF TATA MOTORS

The presentation is about the HR policies and practices of Tata Motors.

Tata Group believes that people are their greatest asset and they adopt best practices to ensure healthy employee relations, employee growth, and development as well as work satisfaction.

1. HR POLICIES OF TATA MOTORS
-SHREE GANESH S

2. INTRODUCTION
Tata Motors Limited which earlier was known by the name TELCO.
Tata Motors is an Indian multinational company dealing with automotive
manufacturing.
The headquartered of the company is in Mumbai, Maharashtra, India, and
the company is a subsidiary of the Tata Group.
Tata motors products include passenger cars, trucks, vans, coaches, buses,
construction equipment and Military vehicles.
Tata motors is the world's 17th-largest motor vehicle manufacturing
company, fourth-largest truck manufacturer, and second-largest bus
manufacturer by volume
Tata Motors has articulated a human capital strategy that sets a five-year
road map for the company's HR agenda

3. 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
USS 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.

4. PRODUCTS
COMMERCIAL VEHICLES
PASSENGER VEHICLES
MILITARYVEHICLES
TATA MOTORS

5. COMPETITORS
COMMERCIAL
VEHICLES
•ASHOK LEYLAND
•VOLVO MOTORS
•SWARAZ MAZDA
•MAHINDRA MOTORS
PASSENGER
VEHICLES
•MARUTI SUZUKI
•HONDA MOTORS
•HYUNDAI MOTORS
•KIA MOTORS

6. HUMAN RESOURCE
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

7. HR PHILOSOPHY
Proper utilization of assets
Motivating people to work hard
Selective hiring
Job fitting
Training program
Better working environment

8. HR PLANNING
HUMAN
RESOURCE
PLANNING
FRAME THE HR
POLICIES
OPTIMUM
UTILIZATION OF
HUMAN
RESOURCES
PRINCIPLES OF
DISCIPLINE
TALENT
MANAGEMENT
COMPENSATION
MANAGEMENT
PLAN
ORGANIZATIONAL
OBJECTIVES
SYSTEMATIC
ORIENTATION

9. 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.
Executive Selection Scheme (ESS) -fast track programme for
accelerated growth.
In-house vocational training and apprenticeship programme trains the
technicians.

10. EXECUTIVE SELECTION SCHEME (ESS)
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.
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 programs under the guidance of senior managers in the
company.
If the candidates do not possess management education, they undergo a 4 months
MEP at 11M, Ahmedabad. After successful completion of training the candidates
are mandatorily rotated across departments to acquire general management skills.
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.

11. HRPRACTICES
Tata Motors truly believes in a progressive people culture.
Company ensure that a judicious (Having a good judgement) mix of people
is maintained in their workforce and this is achieved through hiring multi-
skilled people both from within the automobile industry and from other
sectors.
In addition. a regular and consistent recruitment at engineering and
institutes ensures a steady stream of high quality people getting inducted to
fuel growth plans.
They also have partnerships with different Industrial Training Institutes,
besides their own professional training centers, to recruit shop-floor
workforce.

12. HR COMPENSATION
COMPENSATION
EDUCATIONAL
QUALIFICATION
EXPERIENCE IN
TATA AND
PERFORMANCE
LEVEL
EXPERIENCE
BEFORE JOINING
TATA

13. As per aspayscale.comthe average salary for the employee
differs from each Other based on the job profile Of a
candidate.
Like in case Of project manager (Engineering) his average
salary ranges between 500000-1800000 p.a are for design
engineer its 6 lakh to 10 lakh and for mechanical its 8312000-
2012200.
Basically the thing is according the rank of an individual and
experience in the particular field they are giving the
compensation

14. THANK YOU !