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TATA Motors

Company overview
Tata Motors was established in 1945 and is Indias largest passenger automobile and
commercial vehicle manufacturer. Tata Motors has auto manufacturing and assembly plants
in Jamshedpur, Pantnagar, Lucknow, Sanand, Dharwad and Pune in India, as well as in
Argentina, South Africa, Thailand and the United Kingdom. Its products include passenger
cars, trucks, vans, coaches, buses, construction equipment and military vehicles. Listed on
the BSE, NSE, NASDAQ, New York stock exchange.
Now we would look at the HR philosophy which guides the company:
Proper utilization of assets
Motivating people to work hard
Selective hiring
Job fitting
Training program
Better working environment
The HR policies of the company are as follows:
The employees are expected to show care, respect, compassion and humanity for
Work cohesively with colleagues across the group
Encourages self-sufficiency in the employees for their work
Employees' relatives at Pune have been encouraged to form various industrial co-
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 program for accelerated growth
In-house vocational training and apprenticeship program trains the technicians
Rotational assignments and cross-functional mobility allow employees to grow

From the above HR policies we can deduce quite a bit about the stance the management
takes towards its employees. A congenial work environment is sought to be created and also
there is a lot of importance given on empowering the employees. Once the company
recruits an employee it plans to have him for a long term and hence the measures are
planned to foster a sense of togetherness and commitment towards the organization. The
company focuses on retaining the employees by also involving the family members so as to
retain the best of talent. A lot of importance is given on the company-fit of a person and so
when an employee adjusts to the way of the company he is important to the company in a
lot of ways from the training that he has been provided and the company culture which he
is so well adjusted in.

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 Managers 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 programmes under the guidance of senior managers in the company.
If the candidates do not possess management education, they undergo a 4 months MEP at
IIM, 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

The above scheme described is basically focussed on retaining high potential
employees and not losing out them if they choose to leave for better prospects. Such
scheme on one hand proves very good for retaining good talent but might also bring
about a feeling of dissatisfaction amongst employees who are not the beneficiaries
of these schemes but have high experience. On a positive note the care taken by the
company to develop fresh talent and groom them across various departments in the
company shows that it takes this programme seriously.
Tata Management Training Centre (TMTC)
Set up with the mission of creating and grooming leaders for the future, TMTC is Tata
Groups centre for learning and development. It aims to provide training to high performers
within the group and act as a catalyst of change for Tata executives. Offering around 250
programmes a year, conducted by in house senior faculty from academics and business,
supported by experts from the best of Indian and international B schools. TMTC started its
e-learning programs in 2009.Every year, more than 4000 Tata Managers and Leaders go
through the training programs.

The Fast track selection scheme is a bench mark programme aimed at providing a unique
opportunity for employees to accelerate the pace of their careers at Tata Motors. It
evaluates individuals on their managerial and leadership qualities and provides a platform to
develop and explore new avenues within the company and across subsidiaries. The
programme encapsulates intensive training, educational inputs and rotational assignments.

All participants will have to compulsorily attempt two papers irrespective of which scheme
they choose.
Shortlisted candidates attend a round of Group Discussion and Power Interviews which is
held across locations with internal/external panellists.
Shortlisted candidates attend a 2 day assessment centre which uses various tools and
exercises like intray, case study, group task etc. The panel here (both internal / external)
represents a cross locational and cross functional expertise. Shortlisted candidates will have
a round of Interview / Interaction with the EX-COM members.
Promotion as per the decided procedure.
A declared compensation range for OMS / CMS and for ESS cadre.
Selected Candidates will undergo development based rotational assignments for a
period of one year.
Candidates will be provided educational and leadership inputs through premier
Impetus programme and nominations for general management initiatives.
Enhanced developmental support is provided to the candidate under the Anchor
Me initiative.

Both the TMTC and FTSS described above suggest that the company is focussed on training
its employees in the best way and does these programmes to ensure the same. Also the
competitive market structure now-a-days requires its employees to be well versed with the
latest technology and have other trainings as well. This ensures the employees remain
competitive and be an asset for the company.