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2004 - 2005
Human Resource Division
Human Resource DivisionCommercial Vehicle Business Unit
Commercial Vehicle Business Unit
Passenger Cars Business Unit
Passenger Cars Business UnitPunePune
Company Culture
Vision
To be a world class corporate constantly furthering the interests of all its stakeholders
Mission
Shareholders :To consistently create shareholder value by generating returns in excess of WACC during the upturn and at least equal to WACC during the downturn of the business cycle
Customers :To strengthen the Tata brand and create lasting relationships with customers by working closely with business partners to provide superior value for money over the life cycle
Vendors and Channel Partners: To foster a long term relationship so as to introduce a broad range of innovative products and services, that would benefit our customers and other stakeholders
Employees:To create a seamless organisation that incubates and promotes innovation, excellence and the Tata core values
Community: To proactively participate in reshaping the country’s economic growth and to take a holistic approach towards environmental protection
Core Values
Integrity
Customer Focus
Corporate Citizenship
Passion for Engineering
To create economic assets for road transportation for
the bulk movement of goods and people and participate in managing these over the life of assets in order to create and capture economic
value
Company Culture
TATA Code of Conduct - The binding force for the TATA group
HR VISIONHR VISION
To enhance & maintain Human Capital , which will make the Organization , a World Class Player and further
the interest of all stakeholders.
HR MISSIONHR MISSION
• Source , Develop and maintain Human capital , which will drive the culture of customer focus , high performance and seamlessness.
• Create , Learn and Implement best in class HR practices and processes in pursuit of excellence.
• Retain and attract the talent by improving the brand through employee delight and loyalty.
• Improve Community friendliness.
HR Vision & Mission flows down from the Organization's Vision - Mission
An ocean called Tata Motors
Unit Permanent Temporary TraineesContractors
(Approx)
Pune- CVBU 7152 7166 767 3200
Pune- PCBU 1721 3640 201 400
Jamshedpur 4144 3374 1538 4000
Lucknow 608 279 244 400
TOTAL 13934 12947 4737 8000
An year in the life of Employee Relations Manager
Immediate Events
Policy on Payment of Bonus Jamshedpur 2006
Elections of Union Mumbai 2006
Wage Agreement Pune, CVBU 2006
Elections Lucknow 2006
Wage Revision Mumbai 2006
Events to follow
Wage Agreement Mumbai January 2007
Wage Agreement Pune, PCBU April 2007
Wage Agreement Jamshedpur April 2007
Wage Agreement Telcon April 2007
Wage Agreement Tata Daewoo, Korea June 2007
Age-wise
4%
28%
22%
35%
11% upto 25
26to35
36to45
46to55
over 55
Employee Demographics
Average Age: 41.8 years70% manpower technically / professionally qualified
Unit Sr. Management Managerial Supervisory Bargainable Total
Pune 259 2094 1470 8739 12562
Jamshedpur 134 956 1198 4594 6882
Lucknow 20 193 57 578 848
Mumbai 147 981 172 295 1595
Tata Motors 560 4224 2897 14206 21887
Human Resource Scorecard
Financial Perspective Customer Perspective
HRF1 Maximize return on human capital HRC1 Enhance Top Management Satisfaction
HRF2 Optimize HR Costs HRC2 Enhance High performer Satisfaction
HRF3 Manpower Planning & Rightsizing to be a lean & flexible organization HRC3
Excel in Corporate Governance & Social Responsibility
HRC4Meet regulatory and environmental requirements
HRC5 Map & Source / develop strategic competencies
HRC6Career Planning Management of Talent Pool and key resources
HRC7 Succession Planning
Internal Process Perspective Learning & Growth Perspective
HRP1Enhance efficiency of recruitment process HRL1 Link HR to business
HRP2Strengthen Performance Management System HRL2
Ensure right competency mix in all HR employees
HRP3Enhance Employee perception on key HR processes HRL3 Enhance HR high performers satisfaction
HRP4Provide Training & Development to focused groups HRL4 Strategic HR through SAP
HRP5 Compensation Management HRL5 Excel in journey to excellence (through TBEM)
“EMPLOYER” Brand
Employer Brand
The TATA Brand
Ethics Fairness Leadership with Trust Integrity Responsibility Excellence Improving the quality of Life
TATA Motors Brand
► Engineering & Technical excitement – R&D and Manufacturing► Challenges of Industrial marketing – Commercial Vehicles► Challenges of Consumer marketing – Passenger Cars► Financial marketing – Vehicle financing► Strong Financial Fundamentals► Dynamic HR processes
Employer Brand
The brand statement ‘MORE CAR(eer) per CAR(eer)’ is communicated to
potential employees and new recruits through: Orientation programs Mentors meets
Internal Communication forums
Town-hall meetings
Skip-Level meetings
Intranet
Website
Posters
Recruitment
Impact on Student Community
Invo
lvem
ent
of
Man
agem
ent
Merchandises and Give-aways
as stand out events
Title sponsorship at Cultural and Sports events
Mega Event
Workshops
Guest Lectures
Sponsorship of Business Events
PPO to Summer Trainees
PPT
Recruitment
Visits to Plants
•Cadre Group is one of the primary sources for leadership and key positions
•FTA & Graduate Engineer Trainee Scheme have existed for 50 years
• Visit more than 120 Institutes across the country
•Brand Building initiative to improve presence in premier campus
Learning & Development …
Branded Training Programs
Melting Pot
Advanced Functional Training
New Training MethodsNew Training Methods
Launch of Branded Training Programs
Presence of Top Management
Training linked to business needs
Innovative Training Delivery Mechanisms
Training for Senior Leadership
Individual Training Calendar
Foreign Training
CIRO based evaluation
Performance based inputs
Apprentice Training for other Companies
CIRO Model which has been identified as
a best practice by TQMS
Developmental Inputs For Whom
CII - Fulbright Scholarship Senior Executives from Talent Pool
Universitas – 21 Single Subject Offering Hi – performers in Managerial cadre
E-MBA from SPJIMR Hi – performers in Managerial cadre
Sponsorship for M Tech in IITs Hi performers in Technical areas
Sponsorship for Diploma in Safety Safety Professionals
MEP in IIM-Ahmedabad Executive Selection Scheme
Skill Up-gradation All Operatives
E-Learning All employees
Reimbursement for acquiring higher qualification
All employees
Part Time Diplomas All Operatives / Supervisors
Learning & Developmental inputs
Talent …
Identification of Pool
Fast Track Selection Scheme
•Executive Selection Scheme
•Operations Manager Scheme
•Commercial Manager Scheme
Talent Management Scheme
Technical Specialist Scheme
Development Centers
Development of Pool
Career Planning & Job Rotations
Multi-Rater Feedback
Training & Educational Inputs•E MBA, Universitas 21•Leadership
Development Centre
Category MethodsExecutives / Managers FTSS (ESS,OSS,CMS), Talent Pool
Supervisors Engineer Trainee Scheme, Internal OT, Master Craftsmen / Mechatronics Scheme
Bargainable Bargainable to S Scheme, SVCVP, Team Leadership, Master craftsmen / Mechatronics Scheme
FOR THE EMPLOYEE
Opportunity for premature separation
Favorable for employees who want to –
1. Lead a retired life buffered with a continuous stream of income
2. Start their own business, 3. Shift to another employment
FOR THE EMPLOYER1. Improve productivity2. Optimize manpower costs to
face global competition3. Weed out low performers4. Align workforce to the
strategy of the Company
IIM Ahmedabad uses this as a case study on Early Separation Scheme
1. Rightsizing was initiated through implementation of Early Separation Schemes covering the entire employee spectrum.
2. Through these schemes the Company has reduced its employee strength by over 6000.
3. Together with the de-integration of some of its operations, natural attrition etc the Company has achieved a workforce reduction 33% over the last 5 years
Rightsizing
The alignment criterion
Business PlanBusiness Plan
BSC at Business Level
BSC at Business Level
BSC at Work unit level
BSC at Work unit level
Individual Performance Plan
Individual Performance Plan
Performance Rewards & recognition
Difficulty Level Weightage
Periodic Review
Actual Annual Achievement
Individual Performance Plan
Individual Targets
Performance Rewards & recognition
Managing Performance• Target setting - Cascading deliverables from Company & BU objectives• Mid year review of targets and achievements• Stricter adherence to rating norms• De selection of non performers
Rewarding Performance•Compensation Reviews indexed with Market and with individual Performance•Sharper Differentiation in Compensation based on performance
Performance Rewards & recognition
1. Supervisors are assessed through yearly appraisals
2. Bargainable employees are assessed through reviews of SQDCM & SVCVP Schemes
3. High performance is sustained through productivity and quality linked payment based on Quality Index as perceived by the customer
Hall of fame for Balanced Score Card
Industrial Relations ….
The Pune Set up
Maval
Employees
Union
Tata Motors Employees UnionTata Motors Employees UnionOne internal union for 3 units with more then 90%
Membership
TAL
CVBU ERC PCBU
Maval CVBU PCBU ERC
Tata Motors
Canteen – A part of Industrial Relations
TECCSTECCS
Employees UnionEmployees Union
Canteen
Societies
TECCSTECCS
Employees Employees UnionUnion
Maval
Pimpri Chinchwad TD HostelGuest House
Manpower StatusManpower Status
Auto Div Non Auto ERC Maval TotalBargainable 9389 1694 692 244 12019
Supervisory 574 553 99 54 1280
TM 446 726 346 24 1542
EG 47 100 43 - 190
Trainees 615 35 650
Total 10456 3688 1180 357 15681
+ Flexible Manpower
Tata Motors Employees Tata Motors Employees Union..Union..
Main Office Bearers
Working President President General Secretary
Managing
Committee
3 Vice Presidents
3 Jt. Secretaries
Treasurer 5 Managing Committee Members
Other Representatives 34 Representatives
Total Elected Representatives = 49
Benefits..
Benefit The Delight Factor
Provident Fund Telco’s own trust.
Loans easily available for Housing, Illness, Marriage, Education, Natural Calamities within 4 days
Gratuity 18 days for every year for each completed year of service after 25 years of service and 30 days after 30 years of service
Superannuation Company contributes 15% of employees Basic +PP every year to LIC of India as a Superannuation amount
Post Retirement Medical Benefits
Up to 70 years of age – Reimbursement of Rs. 300 per year, Hospitalization reimbursement of maximum Rs. 65000/-. Benefits to
Survivors.
Parivar Suraksha Yojana
The benefits to the Legal Successors I.e. Wife, Mother or Father of the employee in case of untimely death of employee 50% of last drawn Basic + D.A.
Social Security Benefit 20 Months Basic +D.A. in case of untimely death
Employees Mutual Benefit Fund
Contribution: Rs 5 p.m (Forwarded as emergency help to family of employee in case of death. The help is also given on 8 other different
occasions.
Special Leave Participation in the National Games/Sports, professional recognition at the National or International Level, Family Planning Operation (Spl.leave for
max.4 days +Rs 1000/-, Injury on works and to work
Benefit The Delight Factor
Medical Assistance Scheme
Rs 75/- per day after 20 days of illness and maximum amount payable is Rs 5000/-
Long Service Award For 25 years and 35 years of Service.
Canteen Only Rs. 10 p.m… and Special Lunch once a month
Transport Only Rs. 5 p.m
Leisure Reimbursement of Picnic Claims upto 600 kms
Personal Development •Cash Award and reimbursement of fees for addition in Professional/Technical Qualification
•Skill (1976)/Versatility (1976)/ Cross Versatility (1976) Performance (1979) MMTO BENEFITS (1982)tests
Recognition Man of the Month, Divisional Man of the Year and Tata Motors Man of the Year
Company Loans For solving the problem of Housing, Vehicle and Amenities
Benefits..
Wage / PLP Settelment
Wage settlement is signed every three years
PLP settlement is signed every year
Sr Union /Representing Body Signed for
1 Tata Motors Employees’ Union CVBU & ERC
2 Maval Foundry Employees’ Union Maval Foundry
3 Pimpri Canteen Employees’ Union Pimpri Canteen
4 Chinchwad Canteen Employees’ Union Chinchwad Canteen
5 T D Hostel Employees’ Representatives T D Hostel society
6 Guest House Employees’ Representatives
Guest House society
Canteen Management
22000 Thalis served everyday
27000 people use Breakfast and Tea (Employees as well as visitors)
Sr Area Dining halls
VIP Halls
Tea Pantries
1 CVBU & ERC (Pimpri)
6 1 20
2 PCBU 4 1 3
3 Chinchwad works 2 - 3
4 Maval Foundry 1 - 1
5 TD Hostel 1 - -
Total 14 2 27
•IR provides all administrative support for management of canteen societies and day to day canteen servicesIR provides all administrative support for management of canteen societies and day to day canteen services
More then 100,000 ….
Potato Wada, Idlis, Samosa etc are consumed for Breakfast.
Around 50,000 Chapattis
6,000 lts of milk
25,000 bananas
250 Kgs of Papads are consumed every day
675 Kgs of edible oil
1 ton of sugar , rice & atta each
1200 Kgs of Vegetables
DETAILS NumbersEmployees Using the Service 12300 + 4500 =
16800
Buses 142
Contractors 05
Routes 345
Total Kms Per Day 21122
Total Kms Per Month 536860
Maximum Distance Covered (Lonavala) 55 Kms
FINANCIAL IMPACT PER MONTH RS. 57.9 LAKHS
Bus Service
Programme Title
Participants /Objective No. of prog.
Population/Mandays covered
Way Forward
Stability & Growth of an organisation
Bargainable Opinion makers to prepare mindset for wage settlement
20 21872187 mandays
Vision 2006 – World Class25 programmes1500 employees
Workers Education Programme - ongoing
Workmen – To increase general awareness
11 5283168 mandays
12 programmes – 600 employees
Temporary orientation programme
Temporary operatives -Induction to Safety, General Discipline and Tata Code of Conduct
124 64401610 mandays
100% temporaries to be covered
Study tour Members of TEU to understand problems of dealers, fleet owners & service stations
1 5 -
Think Customer Canteen Employees – Customer Orientation
8 350175 mandays
-
Supervisory Devpt Programme
To align supervisory staff to changing requirements of the organisation
Industrial Relations Orientation 12 programmes300 employees to be covered
Behavioral Training by Industrial Relations
Programme Title Participants /Objective No. of prog.
Population/Mandays covered
Way Forward
Financial Planning
Employees with low take home salary
- - 4 programmes100 employees
Induction Programme - TEU
Newly Elected Union Leaders – To increase general awareness and aligning them to Company policies and organisational requirements
- - 1 programme45 employees
Behavioural Training for Canteen employees
Canteen Employees – to enhance quality & performance of canteen services
- - 12 programmes350 employees
HR Learning Forum
HR employees – Qualitative informative sessions
10 programmes100 mandays
Vision 2006 Aligning the employees with world class thinking
Almost 220 employees covered – Ongoing
Supervision – A Science and an Art
Honing the supervisory skills
Ongoing
Behavioral Training by Industrial Relations
Corporate Citizenship
Activities For Encouraging TalentSuggestion Scheme
Sports Activities
Photographic Club
Pune Ventures
Pune Clubs
Kalasagar
Community Development Activities
Co-operative SocietiesChaitanya for recycle of Scrap Wood
Sahajeevan for MS Scrap bailing
Trimurthy for conservancy and allied services
Shreekripa for fettling of castings
Saptashringi for battery cable assembly and welding
Women’s Organisation
Telco Grihini
Telco Vanita Sahakari Grahak Sanstha for consumer goods
“Telco Grihini”
Telco Grihini Cable Harness Co - Op.Society.
Telco Grihini Shivankala Co – Op Society.
Telco Grihini Electronic Co – Op Society.
Telco Grihini Vividh Karyakari Co Op Society – Masala. Papad,. Stationary, bags etc.
COMMUNITY DEVELOPMENT ACITIVITY
Coaching in swimming for employees children during vacations.
Distribution of Text Books.
Shramdaan for Tree Plantation, Construction of village approach roads.
Summer Training in Sports/Games, Trekking, Computers.
Demonstrations/Exhibitions/Lectures on social, educational, Saving, career guidance for children etc.
Telco Kalasagar Activities
Dramas
One Act Play
Annual Art Exhibition
Kalasagar Diwali Issue
Orchestras
Regional Cultural Shows
Any Other Programmes
Poem Competition
Rural Development Programme
Preventive & Curative Health Services
Provision of Drinking Water
Social Forestry & Fruit Tree Plantation
Enhancing Educational Facilities
Soil & Water Conservation & Water Management
Providing Irrigation Facilities
Alternative Sources & Energy
( Bio – gas & Gobar – gas Plants, Solar Energy)
Village Sanitation
Teachers Development Programmes
Smokeless Chullhas
Family Visits.
Established in 1997.Joint initiative of American NGO CERES (Coalition of Environmentally Responsible Economies) and U N Environment Program (UNEP) •GRI guidelines incorporate indicators and parameters to report under economic, environmental and social aspects
New Initiatives
• Undertaking an integrated water shed development Program benefiting 12 villages in East Singhbhum – Jharkhand• Construction of village ponds and supply of drinking water to Varale village affected by drought benefiting 17 villages in Maharashtra• Programs for women’s empowerment where young girls and women are enabled to be self reliant at Alipur and Bibipur in Uttar Pradesh• Promoting a new society “Prabuddh Shram Samvida Sahkari Samiti” to encourage rural people in Jainabad – Uttar Pradesh• Motor Mechanic Training to Tribals in Sakwar District Thane
Golden Peacock Environment Management Award by Golden Peacock Environment Management Award by World Environmental Foundation In 2003World Environmental Foundation In 2003
Global Reporting Initiative
Assessment . . .
Employees Management
Instrument Frequency ScheduleOrganizational
Assessment SurveyAnnual December
Divisional ESI Surveys
Annual September
Quality Function Deployment
Annual May
Exit InterviewsOn separation of
employees
HR Helpdesk Round the year 24 X 7 X 365
Appeals Round the year
TCoC Round the year
Joint Mgmt Forums Monthly
IR Committees Monthly
Instrument Frequency Schedule
Top Management
SurveyAnnual August
Steering Committees
Monthly Round the year
External
• TATA Business Excellence Model (Internal /External Audit)• CII-EXIM • ISO TS 16949• Best Employers in India – Hewitt Associates
Assessment . . .
Innovations in HR
SAP HR & Payroll Implemented for all employees (including Temporaries/ SAP HR & Payroll Implemented for all employees (including Temporaries/ Trainees ) of Tata Motors and HVAL, HVTL & TALTrainees ) of Tata Motors and HVAL, HVTL & TAL
SAP HR Modules Implemented are :SAP HR Modules Implemented are :
PERSONNEL ADMINISTRATIONPERSONNEL ADMINISTRATION ORGANISATION MANAGEMENTORGANISATION MANAGEMENT TRAINING & EVENT MANAGEMENTTRAINING & EVENT MANAGEMENT RECRUITMENTRECRUITMENT TRAVEL MANAGEMENTTRAVEL MANAGEMENT COMPENSATION MANAGEMENTCOMPENSATION MANAGEMENT
HR & Payroll Information systemHR & Payroll Information system
Positive Time Management implemented for plant locations.Positive Time Management implemented for plant locations.
SAP HR System AuditedSAP HR System Audited
SAP-HR Solution
To provide all employees a single window access to HR
To ensure a standardized and systematic approach towards answering employee queries and grievances
Objective
HR Helpdesk
Recognition
External Appreciation
Amongst the Top 25 Best Employers in the CountryAmongst the Top 25 Best Employers in the Country
Company of the Year Award as part of the Economic Times Awards on Company of the Year Award as part of the Economic Times Awards on Corporate ExcellenceCorporate Excellence
Corporate Platinum Award at India Manufacturing Excellence Award 2004Corporate Platinum Award at India Manufacturing Excellence Award 2004
Golden Peacock Award for Corporate Social Responsibility Golden Peacock Award for Corporate Social Responsibility
Tata Motors CVBU Pune wins the National Energy AwardTata Motors CVBU Pune wins the National Energy Award
Tata Motors Jamshedpur wins Energy Efficient AwardTata Motors Jamshedpur wins Energy Efficient Award
Hall of Fame for BSCHall of Fame for BSC
Tata Motors Training Division wins the Golden Peacock National Training Tata Motors Training Division wins the Golden Peacock National Training Award 2004Award 2004
External Recognition
Best Company Award at 12Best Company Award at 12thth National Work Skills Competition National Work Skills Competition
First Prize in Suggestion Scheme Contest at 14First Prize in Suggestion Scheme Contest at 14thth National National ConventionConvention
Jamnalal Bajaj Uchit Vyavahar Puraskar for fair business practiceJamnalal Bajaj Uchit Vyavahar Puraskar for fair business practice
National Best Training Establishment Award for the 6National Best Training Establishment Award for the 6thth time by time by Directorate General of Employment and Training, Govt of IndiaDirectorate General of Employment and Training, Govt of India
Good Corporate Citizen Award by BCCIGood Corporate Citizen Award by BCCI
TERI Award for environmentTERI Award for environment
Best Employer by EPF OrganisationBest Employer by EPF Organisation
Strong Commitment to TQM by CII EximStrong Commitment to TQM by CII Exim
Good Human Relations not only bring great personal rewards but are essential to the success of any enterprise
J R D Tata
Thank You
Milestones
1954
19861990
1991
1994
1945Incorporated as a Public Ltd. Company with a
factory at Jamshedpur for manufacturing locomotives
Daimler-Benz collaboration for CVs
Produced one millionth vehicle
Entered the Car market with Sierra & Estate
Tata Sumo (UV) launched
1997100,000th Sumo rolled out
1998Safari Launched, Two
millionth vehicle rolled out. Indica launched
2002100,000th Indica rolled out
Indica V2 launched
1967 Engineering Research Centre set up at Pune
2003
200,000th Indica sold, 500,000th PV rolled out
Indica platform achieves break-evenIndigo launched
Agreement with MG Rover for Indica exports
Produced first in-house LCV Tata
4071969
Technical agreement with Benz expired
2001
Three millionth vehicle rolled out
2004
DWCV Acquisition
Career Planning & Succession
Planning
Selection & Staffing
Clarifying, Roles &
Accountabilities Performance
Expectations &Rewards
Defining Individual
Development Needs & Training
Work & Organizational
Design
Assessing Capability
Job Competencies
Competency System
Phase I – Position Profiling
Phase II – People Profiling
Phase III – Development & Career Plans
3 categories of competenciesLeadership
Functional
Core
