A POWER POINT PRESENTATION TO ANALYSE

THE HR POLICIES OF TATA MOTORS

By

MD SAMIR KHAN
& SAMEER HUSSAIN
BBA-4B
 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 India’s 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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 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 Vehicles Military 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 – MTC’s,

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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 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.
d. Executive Selection Scheme (ESS) - fast track
e. program for accelerated growth.

f. In-house vocational training and apprenticeship

g. program trains the technicians.

h. Rotational assignments and cross-functional mobility

i. allow employees to grow.

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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 employee’s 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
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
Appraisal

 Done Annually
 Implemented during
Financial Year April to
March
Thank You!

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