tad

assignment

Abhishek V  AM.BU.P2MBA21003
COMPANY
TATA steels

Tata Steel, formerly known as Tata Iron and Steel Company Limited (TISCO), is one of the
world's largest steel producers, with an annual crude steel capacity of 34 million tonnes. In
the financial year ended March 31, 2020, the group had a consolidated turnover of US$19.7
billion.
Tata Steel employs over 80,500 people in 26 countries, with main activities in India, the
Netherlands, and the UK. Tata Steel Kalinga Nagar (TSK) was named to the World
Economic Forum's (WEF) Global Lighthouse Network in July 2019.
Tata Steel Limited India's Key Managerial Personnel (KMP) include Koushik Chatterjee as
CFO(KMP) and Parvatheesam Kanchinadham as COMPANY SECRETARY. Currently,
Koushik Chatterjee, Mallika Srinivasan, Chandrasekaran Natarajan, and seven other members
serve as directors
Great Place to Work has named Tata Steel one of India's Best Workplaces in Manufacturing
for 2022. This award, which is being given for the sixth time, recognises the company's
continued commitment to establishing a culture of high trust, integrity, growth, and caring for
its employees. Tata Steel has also been welcoming to LGBTQ employees, and under the new
HR policy, LGBTQ employees' partners are eligible for health insurance coverage. 

Five major smart skills required in industry

 Willingness to adapt to new technologies

 Change orientation
 Networking
 Cognitive empathy
 Managing multi-location workplaces and multi-generation workforce

 
The key roles which the recruiters play

 Building relationships with the candidates rather than campuses to look for talent.
 Acting as ‘brand ambassadors’, recruiters are the face of an organisation and represent
its culture in front of potential employees.

Engage with the millennials

 By leveraging technology to put in place a strong digital process for hiring.

 Using social media platforms to reach out to prospective candidates.
 Using AI tools like chatbots, etc. for a better and efficient hiring experience.
  Using Gamification techniques to give them a unique hiring experience.
 Offering flexible rewards and recognition.
 Providing avenues of opportunities for learning, skill building and exposure to help
them in achieving that goal.

New HR tools using to hire

 Online assessment tools

 ATS like Talent Pool
 Tableau – A Predictive Analytics software
 One-way Video Interviews
 Skype for Business
 In house VC system
 Used SAP HR for more than a decade and continue to leverage it for its various
benefits

New working model

Tata Steel is moving towards a trust and outcome based working culture and to give more
flexibility to its employees, the Company has launched the ‘Agile Working Models’ Policy.
Under the new working model, even the officers who are required to be based out of a
particular location can now work from home for unlimited days in a year. Once the pandemic
situation normalizes, the Agile Working Models policy will enable officers to move to a
location of choice, giving the employee the flexibility to operate out of any location in the
country. This policy is yet another step for Tata Steel to become more agile, future ready and
to strengthen its Employee Value Proposition. It will be piloted for a year and based on
adaptability and feedback; the policy will be reviewed after one year.
The policy will ensure better work-life balance, will give more flexibility to choose where
one lives as the daily work commute shifts out of consideration, provides working
opportunities to new parents at their convenience, and ensures continuity of work for Persons
with Disabilities in their respective work enabled environment.

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