Steel-a-thon 2022

Theme: Be More
About Us:
The world of Tata Steel is one without boundaries. A world that embraces different
skills, continuous improvement, sustainable growth and better quality of life.
We touch the lives of millions of people across the world every day. From the vehicle
you drive, to the house you live in; from the bridges you cross, to the hand tools that
you use, we strive to deliver unparalleled quality through our customised value-
added solutions to make your life easier.
This is made possible by our commitment to a culture of continuous improvement,
through which we drive operational excellence in processes, products and people.
We are one of the few steel operations that are fully integrated – from mining to the
manufacturing and marketing of finished products. A Great Place to Work-
Certified organisation, Tata Steel, together with its subsidiaries, associates, and joint
ventures, is spread across five continents with an employee base of over 65,000.

Our Employee Value Proposition:

We believe, it is human to aspire for more, to challenge our boundaries, to set the
vision high. We provide you with an ecosystem to achieve this and “Be More, with
us”
You get to experience Life@TataSteel at 3 levels
Do More - Guided by our founders’ vision of “What comes from Society should go
back to the society” we enable you to contribute to larger causes through various
volunteering & CSR initiatives as well as by creating products & infrastructure that
build a better tomorrow. As an individual you get an opportunity to “Do More” for
society and world at large
Live More – We don’t just offer jobs, but a way of life! We are known for our best-in-
class people policies that allows you and your family to live a quality life. Our bouquet
of offerings includes inclusive leave policies, holiday plans, sports opportunities, club
memberships, flexi working opportunities, top-notch social security scheme and a lot
more.
Grow More – There are ample avenues for personal growth at Tata Steel.
Experiencing multiple industries and businesses, freedom to chart your own career
path, opportunities to take up gig projects beside your role, learning & development
platforms, talent policies for job rotation and advancement are just some of the
avenues.
 Case Study

Theme: Live More (Employee

Track: People
Wellbeing)
Sponsor: VP-HRM
Name of the Case: Human Resource 4.0 – Transforming employee experience
through Digital

Introduction: Steel is a cyclical business and after the recent downturn in the
steel industry Tata Steel has emerged as a strong player in the global steel
market. In the last decade Tata steel has embarked up on a journey to expand
capacities through organic and inorganic expansion. Over the next decade, Tata
Steel has embarked on a new journey of organic growth, sustainability focus and
be agile in the VUCA world.

Key enabler to achieve our strategies are our workforce & technology. In
workforce, we aim to be Best Workplace in Manufacturing. While in technology we
plan to leverage digital in every aspect of business and aspire to become a leading
player.

Background: Tata Steel is seeing a rapid change in the workforce with the influx
of diverse millennials who are brewing in fresh ideas and innovation. The
organization strives to remain contemporary while retaining the rich legacy of a
century with future-ready HR practices. To achieve this, it is utmost necessary that
we use digital as key enabler to transform the HR practices. We have taken
several digital initiatives to enable employee to “Live More, With Us”

Some of the key digital interventions are:

1. Step UP (AI based Talent Marketplace) – First of its kind AI based

marketplace in manufacturing industry to provide employees opportunity to
participate in cross functional projects, assignments and roles.
2. Steel Hive – Total Rewards portal to provide single interface for
communicating and availing all employee offerings.
3. Digital workflow and platforms for different HR processes.

Problem Statement and Challenges: Going forward, the organization is looking

for HR transformation through Digital. The aim is to use digital to drive employee
experience and value creation. However, the challenge is to come up with very
focused digital interventions with visible impact on the workforce.
Critical Case Questions:
• Suggest an approach for HR 4.0 – HR with Digital at Centre.
• What are the innovative Digital initiatives to be taken to drive employee
experience & value creation?
• How do we drive adoption of digital platforms and ensure sustenance?
• How do we measure impact of digital initiatives?