HR STRATEGIES OF TATA STEEL

TEAM-B
Submitted by
Rahul.B (21MB054)
Prahatheeswaran. S (21MB046)
Saurabh. M (21MB070)
Sagar. R (21MB062)
Sudharsan. S (21MB078)

Synopsis
1. Introduction
2. HR Strategy
3. HR policy and HR practices
4. Conclusion

INTRODUCTION
The Tata Steel recognise that people are the primary source of their
competitiveness who they have always put first in all the initiatives. Their
beliefs in employee welfare is corroborated in the several ‘firsts’ in employee
welfare measures that Tata Steel introduced over time. In India, these include
the 8-hour Work Day at their Jamshedpur plant in 1912, the Leave with Pay
scheme in 1936 and the Workers’ Provident Fund Scheme in 1920 – all of
which were subsequently adopted by the International Labour Organisation and
enacted by law in India. 
HR Strategy
Man Power Planning
Man power planning enables HR department to project its short to long term
needs on the basis of its departmental plans so that it can adjust its man power
Requirements to meet changing priorities.

Performance Appraisal
Performance appraisal assesses an individual’s performance against previously
assigned work objectives. Performance appraisal is normally carried out once in
a year. They assess key result area of their employees, workers and supervisors.
Since it is a joint responsibility of the individual and supervisors; every
individual in Tata Steel are Co prime to each other. It also enables management
to compare performance and potential between employees and subordinates of
same rank. Rating of employees is done by their performances. It is given as per
ranks very good, average, and average to medium and below average. On the
basis of these rankings highest reward of the year is given to best suitable
worker. The better performing employee gets the majority of available merit
pay increases, bonuses and promotions.

Training and Development

1. The Technical Education Advisory committee guides employee
development and training in line with the strategic goals of the company
and long- term objectives. The in-house training centres imparts majority
of training programmes (Technical institute and Management
development centre)
2. Employees also deputed to other organizations and training centres in the
country such as ITI and abroad for specialized training
 3. Officers are trained into business managers through special general
management programmes such as CEDEP (Centre for Development of
people), France.
4. They are trained to know the changes in environment, Market and in steel
practices

Compensation Planning
1. It depends on financial capabilities
2. Yearly Increments are given
3. Compensation for inflation is common for all employees
4. Individual performance bonus is also given
5. It is paid as per other industries

Freedom of Association and Collective Bargaining

Tata Steel respects the employees right to exercise freedom of association and
collective bargaining and provides appropriate support for this. There is an
established system of joint working and collective bargaining, which ensures
every employee is able to exercise this right without any fear. Pioneering the
concept in India, a system of Joint Consultation has been in place in Tata Steel
for more than 50 years

Equal opportunity employer

Tata Steel provide equal opportunities to all the employees and to all eligible
applicants for employment in their company. Tata Steel do not unfairly
discriminate on any ground, including race, caste, religion, colour, ancestry,
marital status, gender, sexual orientation, age, nationality, ethnic origin,
disability or any other category protected by applicable law.
Developing People

Valuing its people as a great asset, Tata steel is committed to their development,
both in order to benefit the company through increased knowledge and skills. In
order to leverage maximum potential of human resource to achieve business
objectives the company recognises that enrichment of people will help retain a
motivated workforce in a competitive environment.

HR Policy and HR practices

Health and well-being

Tata Steel organise bi-annual holistic health check-ups as well as annual
extensive investigations for all employees.

They conduct regular checks to ensure that first aid centres across their plants
are well-equipped and manned by experienced doctors and paramedics. The
‘Doctor at Doorstep’ initiative sees teams of doctors, technicians and nurses
visiting Tata Steel employees on shop-floors to counsel them on lifestyle
management and treatment at Indian operations.

Ensuring access to nutritious food

Apart from providing air conditioning at all employee canteens, Tata Steel have
taken steps to ensure consistency in the quality of food at all their canteens. Tata
Steel also provides specialised training to canteen staff to improve service levels
and has committees in place that are responsible for continuous improvement.

Setting high standards for health & safety

Tata Steel has set quality standards by monitoring office seating arrangements
as well as mobile equipment such as cranes to ensure that their ergonomics are
above par. Air pollution control systems have been installed at their plants to
reduce dust levels and more and more equipment can now be operated remotely,
making onsite jobs safer and less strenuous. Their 'Mobi-safe' mobile
application allows employees to report any unsafe condition/act in the
workplace, besides offering features for online detection of hazardous gases as
well as visual displays of the shop floor for better understanding of work
processes.

Families and celebrations

Tata Steel 'Muskan' crèches at Indian workspaces support young parents whose
work keeps them away from their children. They have state-of the-art facilities
and a ratio of 1:3 caregivers to every child. Other initiatives instituted by Tata
Steel to engage its workforce include celebrations of professional and personal
milestones, reward and recognition events and team get-togethers.

Conclusion

From its very Beginning, Tata Steel has been a showcase for worker welfare
schemes. Today, the Human Resource Management function is a strategic
partner in their business. Tata Steel firmly believe that people are their greatest
asset and they adopt best practices to ensure healthy employee relations,
employee growth and development and as well as work satisfaction.

Tata Steel have, over the decades, implemented trendsetting policies, the most
recent being the first in the manufacturing industry to have a 5-day work-week
and also a new human resource policy that allows its employees from LGBTQ+
community to declare their partners and avail all HR benefits permissible under
the law. Tata Steel were also declared as the ‘Best Place to Work in the Core
Sector’ in the Business Today, India Survey 2016. 
Sources:
1. https://www.tatasteel.com

2. Wikipedia
3. https://www.thehindubusinessline.com/companies/with-hr-benefits-tata-
steel-embraces-lgbtq-employees/article30243156.ece