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7/29/2019 HR policies of TATA
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PERSONNEL POLICY
Policy is man made rule of predetermined course ofaction that is established to guide the performance of
work towards the organization objectives
Why do we need personnel policy?
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JAMSHEDJI NUSSERWANJI TATA
The Founder of the Tata group
Establishment of Textile Mill in
1870s
Vision towards organization
Vision towards employee
FIVE CORE VALUE
Understanding, Excellence, Unity, Responsibility,
Group HR mandate
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BUSINESS EXPANSION
INFORMATION
SYSTEM &
COMMUNICATION
TATA GROUP
ENGINEERING CHEMICAL
CONSUMERTATA
ENERGYMATERIAL SERVICE
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RESTRUCTURMENT OF BUSINESS
Entry of Ratan Tata in 1991
Consolidated the group in the
fields of IT & Telecom
Major task of Tata Motors & Tata Steel
Crafting group strategy plan
Importance ofTata Brand Equity Restructuring strategy of Ratan Tata
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PROBLEMS
Could not maintain the premium status in among
their companies
Dropped profit margins
(12% to 8 % in year 1999 -2000 )
Returned on invested capital fell from 18% to 11%
Reason behind this situation
Company focused on turnover
instead of profitability
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HR Issue
Manager in the group perceived to lack generalmanagement expertise
Conflict between junior & middle management
Moving into different territories
Airlines Tele
communic
ation
Passenger
car
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POLICIES TO OVERCOME
HR REVAMP
We want to attract good people, retain the better
people & advance the best people
Formed Tata Management Training Centre (TMTC)
Division of HR function
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HR FUNCTION
FirstGroupCorporate mgt
Development
Performance mgt
Potential assessment
Succession planning
Group mobility
Compensation
structure
Work level
development
Second
GroupSelection process
For top threevacancies
ThirdGroupTraining of TATA
group employees& TMTC also
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GROUP HR INITIATIVES
The Leadership Development Program
The Business Excellence Model (TBEM)
Brock bank Model
Balanced Scored
HR Gurukul
Domestic Management Program
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LEADERSHIP DEVELOPMENT
PROGRAM
TLP
TATA LEADERSHIP ETHOS
Identify the potential leader with the help of
ENERGY MATRIX
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TATA BUSINESS EXCELLENCE
MODEL
OBJECTIVE
RESPONSIBILTY OF TQMS
4A APPROACHES
Assurance Assistance
Assessment JRD QV
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BALANCED SCORE CARD
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BROCKBANK MODEL
The most important challenge that any companyfaces is that of aspiration and desire to perform
better - Dr. Brockbank
Financial Performance Complex Portfolio
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TATA HR GURUKUL
The Gurukul was created to enable all Tatamanagers to develop critical HR skills, to leverage
the competitive advantages of their businesses
through appropriate HR practices The Gurukul programmed is linked with other Tata
Group HR initiatives like the Tata Business
Excellence Model (TBEM), the Balanced Scorecardand the Wayne Brock bank model.
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The programmed specializes in the application of HR
principles, organizational design, performance management,employee relations, community relations, HR strategy and
change management. It also focuses on some other key areas
like learning, education, careers and staffing
HR Gurukul aims at maximizing the business impact of HR.
Participants are expected to learn to analyze compensation
survey data, mapping a business process, mapping
competencies, carrying out role analysis, handling changemanagement issues and managing separation at the work place
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DOMESTIC MANAGEMENT
PROGRAM The TATA group believed in order to achieve good employee,the family played a key role. This prompted the launch of thedomestic management program (DMP). Was introduced in 1996 ,Tata steel helped families, particularly wives of employees tomanage change caused by their spouses increased corporateresponsibilities.
TATA STEEL to merge the small families into the big familyhad a positive impact on the employees And their families. Thesuccess of the DMP it was implemented across more groupcompanies.
TATA STEEL to merge the small families into the big family had a positive impact on the employees and their families. Itvoluntary retirement scheme (VRS) to painlessly reduce itsworkforce by people. And also Tata steel of the vision projected
by the management.
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