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Course Code: HRM19 Course Instructor: Ac%de&ic T%s' No(: 1 D%te o) Allot&ent: *+,-1,*-1.

Course Title: TRAINING & DEVELOPMENT IA!O" !O##I EN$O Ac%de&ic T%s' Title: A IGNMENT

D%te o) su/&ission: 11,-*,*-1.

tudent0s Re5( no: 11*--6*91 11*-4161 11*--4.3111*--.9*11-9-*344111*--63E7%lu%tion P%r%&eters: (Parameters on which student is to be evaluated- To be mentioned by students as specified at the time of assigning the task by the instructor)

tudent0s Roll no: A-+1 A-21 A-31 A-91 A1-1 A42

Le%rnin5 Outco&es: 8 tudent to 9rite /rie)l: %/out le%rnin5s o/t%ined )ro& t;e %c%de&ic t%s's<

Decl%r%tion: I declare that this Assignment is my individual work I have not copied it from any other student!s work or from any other source e"cept where due acknowledgement is made e"plicitly in the te"t# nor has any part been written for me by any other person tudent0s i5n%ture: RA=INDER1 MEGHANA1 RA=>INDER1 =AG?IR1 ADIT$A CHOPRA1 MIR DILDAR HO AIN

E7%lu%tor0s co&&ents 8#or Instructor0s use onl:< $valuator!s %ignature and &ate: Gener%l O/ser7%tions u55estions )or I&@ro7e&ent ?est @%rt o) %ssi5n&ent

'arks (btained: )))))))))))))))

'a" 'arks: ))))))))))))))

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TRAINING IN TATA MOTORS

"?MITTED TO:

"?MITTED ?$:

%IA*(+ *(,,I %$-.(

/0(+P-1

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INTROD"CTION:

TATA MOTOR : 2#33#323 crores (+%& 45 6 billion) in 1721-24 It is the leader in commercial vehicles in each segment# and among the top in passenger vehicles with winning products in the compact# midsi8e car and utility vehicle segments It is also the world9s fifth largest truck manufacturer and fourth largest bus manufacturer The Tata 'otors /roup9s over :7#777 employees are guided by the mission ;to be passionate in anticipating and providing the best vehicles and e"periences that e"cite our customers globally ; $stablished in 2<5=# Tata 'otors9 presence cuts across the length and breadth of India The company9s manufacturing base in India is spread across >amshedpur (>harkhand)# Pune ('aharashtra)# ?ucknow (+ttar Pradesh)# Pantnagar (+ttarakhand)# %anand (/u@arat) and &harwad (*arnataka)

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Tata 'otors is committed to improving the Auality of life of communities by working on four thrust areas - employability# education# health and environment The activities touch the lives of more than a million citi8ens The company9s support on education and employability is focused on youth and women They range from schools to technical education institutes to actual facilitation of income generation In health# the company9s intervention is in both preventive and curative health care The goal of environment protection is achieved through tree plantation# conserving water and creating new water bodies and# last but not the least# by introducing appropriate technologies in vehicles and operations for constantly enhancing environment care

TATA PROD"CT BA0% +TI?IT. C$DIB?$% T0+B*% A-& F+%$% -ano# Cista# Indica# Indigo# 'an8a %afari %torme# %afari &icor# %umo /old# %umo /rande# Centure# Eenon ET Prima# Bonstruck# Ace# %uper Ace# 'agic# Ginger# Tata Centure# Tata magic iris# Ginger &$,$-B$ C$DIB?$% platinum ?ogistics# Tactical# Armoured H Fuses

TATA MOTOR 0 MI

ION:

ITo be passionate in anticipating and providing the best vehicles and e"periences that e"cites our customers globallyJ TATA MOTOR 0 VI ION: I'ost admired by our customers# employees# business partners and shareholders for the e"perience and the values they en@oy from being with us J

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TATA MOTOR 0 C"LT"RE: 2 Accountability 4 $"cellence and 1 Bustomer and product focused 5 %peed

TATA MOTOR 0 VAL"E : Inclusion Integrity Bustomer Accountability Innovation Boncern for environment Passion for e"cellence and Agility

TRAINING: Training is a process to share skill and knowledge to e"tend and develop capabilities for better @ob performance 'ainly the training is to train employees for doing a specific @ob or to rise up skill# knowledge# and behavior of an employee If a person is available in the organi8ation that is competent enough for training then an in-house training could be arranged otherwise organi8ation need to hire an e"pert from outside the organi8ation IMPORTANCE O# TRAINING: There is no doubt that training is important in all aspect for an organi8ation This could be inhouse training or training arranged by outsider e"pert Training builds teams by e"panding their knowledge of the firm Training let them to trust the skills of others The program must be conducted with practical approachesK a good follow-up techniAue makes it more effective The

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real clue to successful training is the follow-through# which employs activity recaps# client reviews# plan revisions and assignments complete with deadlines

Training builds better communications skills $"plore the hidden talent of a trainee Fuild better Auality in work (utcomes are more effective and productive Increases the level of understanding in the organi8ation &etect the staff reAuire further support or training Delp employees to make appreciate professional role

TRAINING DE IGN PROCE

Conductin5 need %ssess&ent (rgani8ation!s need analysis Personnel need analysis Task needs analysis

Ensurin5 e&@lo:ees re%diness )or tr%inin5 Cre%tin5 % le%rnin5 en7iron&ent

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TRAINING TREND ANAL$ I O# A"TOMO?ILE ECTOR:

Bhange is something that affects each and everything in the world And change is not new to the training and development The advancements in technology and individuals learning behavior has always been bringing up some new trends in training and development %ome trends that are currently in the Training and &evelopment are: M,Le%rnin5: Today!s managers work more from their homes and off shore rather than from their business desk %o# the organi8ations are moving towards '-?earning to ensure that their workforce learn while they are on the move '-learning helps the organi8ations to provide training in following way:

,acility of Fyte si8e learning in mobile phones leads to easy retention of knowledge in employees and it leads to high skills and abilities Fy converting classroom or e-learning training into '-learningK there will be greater audience reach

'-learning avails multiple languages that make the learning available in multiple languages for global reach

'-learning helps in running courses on all devices such as pads# tabs and phones E,Le%rnin5: -ow a day# almost all ma@or companies are using some form of online learning to train their employees +nlike past where they used to focus more on mandatory trainings or highly focused trainings that address their pressing business problems LchallengesK organi8ations are now investing more and more in personal development programs to increase the employee!s productivity %ome of the categories of training that are provided now a day under the $- learning are:

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T.P$ (, T0AI-I-/ 2 Product training

$EP?A-ATI(Product training helps to enrich sales training programs with simulated product presentations and product walk-through in various selling situations

Process Training courses that can help in train 1 Process training the employees on standardi8ed operations and achieve Auality output that helps in competing with other competitors

%oftware training is to give training to a large 4 %oftware training set of learners on various softwares used in company in a fully simulated environment before they move to working with live applications

Bompliance Training courses that can help in 5 Bompliance training train the employees on laws and regulations pertaining to the industry and specific @ob functions so that they abide by the regulations and avoid violation of laws

%afety training

Training courses on safety management that can help to control risks and improve safety in working conditions for employees# thereby developing a safe culture

Induction training

Induction training aligns new employees to the

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goals of the organi8ation and makes them productive at a faster rate -ew procedures# new initiatives# new products# 6 Bhange management training new software# new culture - anything new is always Bhange implemented management in an organi8ation helps the training

employees to be adaptive to these changes

Training courses on ?ean manufacturing that 3 ?ean manufacturing training can help to remain competitive by eliminating wastage of time# effort and raw materials during manufacturing# thereby increasing productivity and profitability

<

%i" sigma training

%i" sigma training helps the organi8ation to develop an e"cellent culture of Auality by providing custom $-?earning solutions on %i" %igma Training to your employees

Tr%inin5 t;rou5; &%ller C;un's o) In)or&%tion: (rgani8ations are now using technology to provide information in smaller chunks that can help learner to get access only to what they want and not to everything they have This meets their business ob@ective of teaching and does not become heavy on the learner!s pocket This foresees more demand for craft training

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Goin5 oci%l: /oing social is one of the best method Bollaborative learning is an e"ample of itK in which people share and listen each other and learn from that e"periences

%o# these are some new training trends following by most of the companies now a day These trends raise the competitiveness among the organi8ation by enhancing the knowledge# skills# and abilities of the employees These trends are followed by the organi8ations to get a competitive advantage on its competitors

TATA MOTOR : TRAINING & DEVELOPMENT

Tata 'otor9s /roup considers its human capital as a critical factor to its success +nder the aegis of Tata %ons and the Tata %ons promoted entities# the Bompany has drawn up a comprehensive human resource strategy (the ;Duman 0esource; strategy) which addresses key aspects of human resource development such as:

Bode of conduct and fair business practices

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A fair and ob@ective performance management system linked to the performance of the businesses which identifies and differentiates high performers while offering separation avenues for non-performers

Breation of a common pool of talented managers across the Tata motors $volution of performance based compensation packages to attract and retain talent within Tata %ons and the Tata %ons promoted entities

&evelopment of comprehensive training programs to impart and continuously upgrade the industryLfunction specific skills

TRAINING METHOD APROGRAM :

The Bompany is committed to building the competencies of its employees and improving their performance through training and development The Bompany focus is on identifying gaps in its employees9 competencies and preparing employees for changes in competitive environments# as well as to meet organi8ational challenges

HAND , ON METHOD : +nder presentation methodsK Tata 'otors has used the following

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ON THE =O? TRAINING:

The Bompany has established training divisions in

>amshedpur# Pune and ?ucknowK that impart basic skills in various trades like milling# grinding and welding to its young apprentices APPRENTICE HIP: The Bompany has launched a new IDigher Apprenticeship programmeJ offering == places the year of 1724 in key pathways# in addition to its current intermediate and advanced apprenticeship portfolio# which currently has over 2#=77 apprentices on programme in 1721 >?0 has e"celled in its rating movement in the Times Top 277 /raduate $mployers# moving from :7th ranking in 1722 to 1:th in 1721 This was then followed by a move in the /uardian Top 477 /raduate $mployers from a position of 216th in 1722 to 47th in 1721

PRE ENTATION METHOD : +nder this# the following methods are used by Tata 'otors: EMINAR : In order to emphasi8e the sharing of skills across our locations and functions e"tensive technical training programs were organi8ed in Pune# >amshedpur and ?ucknow The technical e"posure was enhanced further through international training and participation at international seminars LECT"RE : Tata motors uses over 217 e"ternal faculties from world!s premier institutions and universities including II's# DA0CA0&# 'IBDI/A-# *$??(//%# GDA0T(-#-+% etc

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E,LEARNING: Tata motors started $- learning program in 177< and every year 5777 Tata managers in aggregate go for this program The Bompany has switched to e-enabled learning through ?'% (?earning 'anagement %ystem) Programs like ;Autonova;# ;Pro@ect ?eap; were introduced in the last fiscal It involves: o ?ive e- classrooms o ?ive video broadcast o And self M paced e- learning

GRO"P ?"ILDING METHOD :

+nder this method following are the programmers made by Tata 'otors:

TEAM LEADER TRAINING: The Bompany9s senior leadership was undertaken through international programs at various premier institutions around the world Bertain employees have also been selected for the ,ulbright fellowships for leadership in management

EBPERIENTIAL LEARNING: The Tata 'otors Academy has created a couple of path-breaking branded initiatives in the ?earning and &evelopment space ;iTeach; which was created as an innovative

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practice of getting line managers to take ownership in sharing their knowledge and e"perience gained a lot of traction TEAM TRAINING: Tata Administrative %ervices program of the company is an e"ample of team training +nder thisK training is given to a team of new young employees about their @ob for 21 months

OTHER TRAINING PROGRAM : H"MAN RE O"RCE DEVELOPMENT PROGRAM: 8HRDP<: D0&P was initiated in 177: by Tata 'otors +nder this programK each year candidates are selected from some business schools and other institutions based on their interests and performances Then training for 2 year is given with the @ob rotations in the sub functional units of the company itself This is done to ensure the accelerated growth of the organi8ation with custom as well as certified training during this period

"GGE TION :

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Tata motors have used many of the traditional and new methods of trainingK but still it needs to work upon the training programs for some more betterment and for rapid growth of the company %o# following are some suggestions recommended to Tata 'otors: Tata motors have used the e learning methods of training but not to greater e"tent# it should go for each and every aspect of e learning element like product# process# software training etc as defined in the trend analysis Tata motors don!t use '- learning training method till nowK so it should go for it to raise its reach capacity to the employees and ultimate its global reach Tata motors have not used many of the traditional methods alsoK they should go for it ,or e"ampleK case studies# role plays# behavior modeling etc -o doubt# Tata motors have implemented many of the development# learning and training programs but it needs to develop such kind of programs where employees# organi8ation and task needs can clearly be identified It needs some motivational programs that can help the employees to be more comfortable with others or to being social