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About the Tata Group

The Tata Group is India’s largest and best-known industrial group with Some of the Institutes that are part of the Tata Group:
revenues in 2006-07 of $28.8 billion (Rs129,994 crore), the equivalent of Indian Institute of Science IISc
Ÿ
about 3.2 per cent of the country's GDP, and a market capitalisation of $70.3
National Centre for Performing Arts NCPA
Ÿ
billion. Known for its adherence to business ethics, it is India’s most
respected private business group. With about 289,500 employees across 98 Tata Memorial Centre
Ÿ
operating companies, it is also one of the largest private sector employer. Tata Institute of Social Sciences TISS
Ÿ
Tata Institute of Fundamental Research TIFR
Ÿ

Services
4%
Energy
5%
Consumer products
3%
Chemicals
Materials 3%
52% Information Technology
16%
Engineering
17%

Revenue FY 2008: Rs 251,543 cr / $ 62.5 bn

Materials
58%
Services
3%
Energy
5%
Consumer products
8%
Engineering Chemicals
11% 5%
Information Technology
11%

Profit FY 2008: Rs 21,578 cr / $ 5.4 bn


The Group has been steadfast and distinctive in their adherence to business
ethics and commitment to corporate social responsibility. The Tata Group
has also always believed in returning wealth to the society it serves. Thus,
nearly two-thirds of the equity of Tata Sons, the Tata Group’s promoter
company, is held by philanthropic trusts, which have created a host of
national institutions in science and technology, medical research, social
studies and the performing arts. The trusts also provide endowments,
grants and program aid to NGOs in the areas of education, healthcare and
social upliftment, and financial assistance to deserving individuals.
Founded by Jamsetji Tata in the 1860s, the early years were inspired by the
spirit of nationalism, aligning business opportunities with the objective of By combining ethical values with business acumen, globalization with
nation building, which remains enshrined in the Group's ethos to this day. national interests and core businesses with emerging ones, the Tata Group
The Group pioneered several firsts in Indian industry - in steel, power utility, aims to be the largest and most respected global brand from India whilst
luxury hotels and aviation amongst others. fulfilling its long-standing commitment to improving the quality of life of its
stakeholders.

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Welcome Note by RG
About
“The only real training for leadership is leadership.” - Anthony Jay

TAS was conceived by J.R.D. Tata, the late chairman of the Tata Group, in
1957. His dream was to select and groom the best young managers by
providing them with opportunities for professional growth, and using that
pool of talent as a resource to be tapped by companies across the Tata
Group.

At 3rd position among the premier institutes in India, TAS is the only
Indian employer among the 10 most preferred recruiters at Indian B-
school campuses that we recruit from.
(According to AC Nielsen’s Campus Track 2008 survey)

What is TAS?
TAS is not a company to work for but a development program through
which the group recruits the best of talent from Business Schools and Tata
Group Companies. It is co-owned by all Tata Group companies to invest in
creating leaders for the future. To grow and renew the Tata talent pool
continuously, TAS recruits high-achieving young postgraduates from
leading business schools each year and puts them through an intensive year
long programme. TAS also recruits some of the best talent from within the
Tata Group through the TAS In-house Recruitment Programme.

Most companies today allow a degree of job rotation for career growth. TAS
is perhaps the only employment brand in Indian business that consciously
recruits for lifelong mobility, across companies, industries and functions, in
order to impart that macro view of business which is critical in preparing
Performance filters
young professionals for greater challenges.

The TAS manager has, as his or her career canvas, one of the largest business Laterals
houses, with a wide range of industries and functions around which to plan
and build a lifetime career of professional and personal growth.
Leadership
Entry level Talent talent

TAS

Group
Mts and
GETs

Inputs on Training
and Development

Talent Pipeline

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Selection Process

One of the most rigorous and widely recognized, the TAS selection process
attracts candidates with enthusiasm, commitment, strong functional skills, TAS Recruitment
leadership attributes and an outstanding sense of values.

We participate in the recruitment processes and invite resume applications Campus Recruitment
from 7 premier management institutes in India – IIM Ahmedabad, IIM
Bangalore, IIM Calcutta, IIM Lucknow, FMS Delhi, SPJIMR Mumbai and XLRI
Jamshedpur. We look for profiles with demonstrated academic and co-
Summer Internships Final Placements
curricular achievements and high willingness to work in unstructured and
diverse environments. There are essentially 3 pathways adopted for entry
into TAS, i.e.
Application Form based Application Form based
Shortlist Shortlist

For an average of 1200 applications received for TAS from the top 7 B-
schools of the country, approximately 20 are selected. Chairman
s GD

Chairman
s GD

I. CAMPUS Final Interview

a. Summer Internships leading to Pre-Placement Offers (PPOs)


Candidates are initially short-listed on the basis of their resumes, after which Summer Internship
Summers Project PPT
they go through two more elimination rounds, the Chairman's Group
Discussion (CGD) and the Final Interview. The selected interns are given
projects with Group companies for a two-month period (Mid April – Mid
June). On the completion of this period, all interns attend the Summer Summers Project PPT
Conclave where they make presentations on their TAS projects. The selected
interns then go through an IRIS (Initial Recruitment Interview Schedule) and
a Directors’ Round interview. Subsequently, selected candidates are IRIS IRIS
made Pre-Placement Offers, which they are required to honour if they
accept.
sDirector
Round
’ sDirector
Round

b. Final Recruitment at Campus
The pre-placement talks occur at the seven campuses we recruit from each
year, in the months of January or February. The Final Placement Process
occurs between February and April. The applicants are short-listed on the
basis of the application form, a Chairman's GD and a presentation on their
summer internship projects. Further short-listing occurs after applicants go Final Offer
through their IRIS (which is not an elimination process) and Directors’ Round
interviews. Subsequently, selected candidates are made final offers. *TAS also recruits in house Tata Group employees with a minimum of 2 years
work experience in the group and a valid GMAT score
II. TAS In-house Recruitment Eliminations continue on the basis of a Chairman's GD, a presentation made
All Tata employees less than 27 years of age who have been with the by applicants on a case study presented to them and finally the IRIS and
Group Company for a minimum of two years may apply for the In-house Directors’ Round interviews. This process is subject to some changes year on
recruitment process. The two-day selection process begins with candidates year, which are informed to the shortlisted candidates. Subsequent to the
being short-listed on the basis of their GMAT scores and Appraisal Ratings. next stages, selected candidates are made final offers.

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Induction and Training
"Leadership cannot really be taught. It can only be learned.“ - Harold Geneen

Year 1

Induction Module Projects at Group Companies


Joining June 2nd week Orientation 3 Business Projects Rural / Community Project
2 weeks (TMTC, Pune) 3 weeks 12 weeks each (International/ Indian locations) 6 weeks

Intuction Group Visits Project Project Project R/C Project

Reviews

The programme's training and induction module, which initiates the 'Group
Orientation and Learning' (GOAL) process, emphasises structured
Final Placement and Career Rotation
orientation through a month of classroom inputs and field visits. It builds
TAS trainees' perspectives on the seven core sectors of the Tata Group, its
current and future challenges, and its drive to become a truly global Upon completion of the first year, TAS managers are placed with different
organisation. group companies. Tata Group needs, Company-Job-Man specifications and
the employees choices dictate the placement decisions. TAS managers are
The first year as a TAS Manager consists of four cross-functional assignments consciously rotated across group functions and across businesses
in different businesses and locations. These include three 3-month business throughout their careers in order to groom them to be business leaders.
stints in sales and marketing, manufacturing and operations, and corporate
strategy, finance and human resources to help develop a holistic business TAS managers assume challenging line and staff managerial roles within the
perspective. A seven-week rural assignment exposes the trainees to Group. Based on performance appraisals and potential assessment, they
community projects and working in rural India. move through levels and across group companies.

For an average of 1200 applications received for TAS from the top 7 B-
schools of the country, approximately 20 are selected.

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Development & Mobility

GOAL Mentorship
Group Orientation And Learning (GOAL), is structured through classroom Each TAS manager is assigned a mentor, and is placed with different Group
inputs at the Tata Management Training Centre (TMTC) in Pune, and ‘field’ companies, through their five year development programme, following
postings. It introduces TAS trainees to the seven core sectors the Tata Group which they graduate from being TAS managers to ‘Tata managers’.
operates in, its current and future challenges, and its drive to become a truly Mentorship is both formal and informal.
global organisation.

Of GOAL’s four cross-functional, cross-business and cross-located


assignments, three include stints of 15 weeks in the business functions in
Interaction with Group Leaders
TAS managers also interact with top Group managers, discussing business,
three Tata companies. The fourth, a seven-week rural assignment, exposes
professional or even personal matters. Many Tata leaders invest
the trainees to the Tata corporate social responsibility (CSR) programme and
considerable time in engaging with them. These interactions mean more
philosophy. It enables them to understand the ethics of the Tata Group – of
than passing on knowledge or insights. It is understood that what is
giving back to the people what has come from the people.
expected of TAS managers is best learnt from senior Tata managers; and
regular interactions are arranged between them to facilitate this process.

REVIEWS
An important aspect of GOAL is the two formal reviews that all TAS
managers go through within their first year in TAS. The first of these – the
Mid Term Review takes place after two cross functional assignments and is
aimed at providing feedback and developmental inputs six months into
TAS. The Final Review takes place after all four cross functional assignments
and helps TAS managers to determine the roles they would like to take up
post GOAL.

These reviews are in addition to the review mechanism that is in place for
each of the assignments that TAS Managers take up. The philosophy is to
monitor performance and provide developmental inputs throughout
GOAL.

CELPs
The Continuous Education and Learning Programme (CELP) is aimed at
providing inputs to TAS managers periodically through the five year
development span. During these programmes, inputs in the following areas
are provided:
Ÿ Advanced Functional Areas
Ÿ Behavioral Inputs
Ÿ Leadership Training

Mobility
The philosophy is to rotate TAS managers at least twice over a 5-year span.
This movement could be across functions (Marketing, Finance, Systems,
Operations and Human Resources) and across Business Sectors.

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Connect Programs
“Leadership and learning are indispensable to each other.” - John F. Kennedy

The TATA Business Leadership Award (TBLA) is one of the biggest annual
business school competition in India.

Organized by the TAS on behalf of the Tata Group, the event offers students
from selected business schools a unique opportunity to compete with the
brightest, display their business acumen and get instant feedback from
renowned business personalities. Organized annually, TBLA brings the best
student minds together to take up a business challenge, which is usually a
strategic problem or situation relevant to the House of Tata. The TBLA has
also been opened to all Tata Group employees to get the best ideas from
within the Group.

Mr. Tata and Mr. Homi Khusrokhan (MD Tata Chemicals) with the TBLA 2008
Final Winners from Employees – Tata Chemicals

Over 1000 students across 7 campuses and over 1600 employees


from 98 group companies battled it out for the prestigious Tata
Business Leadership Awards.

The teams of four present their cases to Tata Managers through a Case
Defence presentation process. The preliminary rounds are chaired by a
panel consisting of a cross-section of Tata Managers including Heads of
Businesses and Divisions; who interact with students and employees at
Campuses and Locations. The case defence is evaluated on parameters like
creativity, clarity, relevance and business value. The final presentations
made by top teams selected from campus as well as employees are judged
by senior Tata managers. The winning team gets the coveted Tata Business
Leadership Award Rolling Trophy and a host of other prizes. Mr. Tata with the TBLA 2008 Final Winners from Campus – IIM Kolkata

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In the News

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Contact Us
TAS
2nd Floor, Bombay House
24, Homi Modi Street
Fort, Mumbai - 400 001.

Phone: +91 (22) 6665 8282

E-mail: tas@tata.com
Web Site: www.tas-tata.com

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