ORGANIZATION STRUCTURE TRAINING

AT
TATA STEEL LIMITED

A Report submitted in partial fulfillment of the requirements for the degree of

Master of Business Administration

By

NIDHIN NELSON

REGISTER NUMBER
999999

Under the Guidance of

PROF. NAGENDRA B.V.

MBA PROGRAMME
SCHOOL OF BUSINESS AND MANAGEMENT
CHRIST (DEEMED TO BE UNIVERSITY), BANGALORE
JUNE 2021

1|ORGANIZATION STRUCTURE TRAINING

 ORGANIZATION STRUCTURE TRAINING
AT
TATA STEEL LIMITED

A Report submitted in partial fulfillment of the requirements for the degree of

Master of Business Administration

By

NIDHIN NELSON

REGISTER NUMBER
999999

Under the Guidance of

PROF. NAGENDRA B.V.

MBA PROGRAMME
SCHOOL OF BUSINESS AND MANAGEMENT
CHRIST (DEEMED TO BE UNIVERSITY), BANGALORE
JUNE 2021

2|ORGANIZATION STRUCTURE TRAINING

 Declaration

I hereby declare that the Organization Structure Training report on TATA Steel Ltd., has been
undertaken by me for the award of Master of Business Administration degree. I have completed this
study under the guidance of Prof. Nagendra B.V.

I also declare that this Organization Structure Training report has not been submitted for the award
of any Degree, Diploma, Associate ship, Fellowship or any other title, in CHRIST (Deemed to be
University) or in any other university.

Place: Bengaluru ______Signature_____________

Date: Nidhin Nelson
999999

3|ORGANIZATION STRUCTURE TRAINING

 Certificate

This is to certify that the Organization Structure Training report submitted by Nidhin Nelson
is a record of work done by him during the year 2021 under my guidance and supervision in partial
fulfillment of the requirements of Master of Business Administration degree.

Place: Bengaluru ______Signature______________

Date: Prof. Nagendra B.V.

MBA Programme
School of Business and Management
CHRIST (Deemed to be University)
Bangalore

4|ORGANIZATION STRUCTURE TRAINING

 Acknowledgement

I am indebted to all the people who helped me accomplish this Organisation Structure
Training successfully.

First, I thank the Vice Chancellor Dr Fr Abraham VM, CHRIST (Deemed to be University),
Bangalore, for giving me the opportunity to do my project.

I thank Dr. Jain Mathew, Dean, Dr. Georgy Kurien, Associate Dean (Main Campus), Dr.
Jeevananda S, Associate Dean (Kengeri Campus), Prof. Sirish V, Head (Main Campus),Prof. Krishna
MC, Head (Kengeri Campus), of MBA programme, School of Business and Management, CHRIST
(Deemed to be University), Bangalore, for their kind support.

I thank Prof. Nagendra B.V. for his support and guidance during my training. I remember him
with much gratitude for his patience and motivation, but for which I could not have submitted this
work.

I thank my parents for their blessings and constant support, without which this training would
not have seen the light of day.

Nidhin Nelson
999999

5|ORGANIZATION STRUCTURE TRAINING

 SYNOPSIS
TATA STEEL Limited (TSL) is world’s sixth largest steel manufacturer and country’s largest
manufacturer of world class steel which forms an integral part of Indian economy. It has
manufacturing facilities spread across geographies in India, Europe and South East Asian Countries.
The group manufactures a variety of products in the retail and the institutional business segment that
caters to the needs of Automobile, Construction, Power and General Engineering Industry sector
needs.

The Organization Structure Training was started by knowing the product profile, specifications and
the applications of various products which the Tata Steel Limited (TSL) manufactures it under
different brand names.

The Training was undertaken so as to know the key result areas, the departments working in the
organization, their organizational structure, their performance appraisal system, the system of
accounting followed, different sort of policies the organization follows. It also aimed at conducting
a SWOT analysis and to know the strengths and weaknesses of the organization and also to find the
potential opportunities and threats, it should consider in the future in order to run the organization in
a more efficient manner, increasing the profits and distributing more dividends to the shareholders
thereby.

6|ORGANIZATION STRUCTURE TRAINING

 Page
TABLE OF CONTENTS
Chapter No. No.
1 INTRODUCTION TO ORGANIZATION 10

2 ORGANIZATION STRUCTURE 12

3 FUNCTIONAL DEPARMENTS 15

4 SWOT ANALYSIS 29

5 31
FUNCTIONAL HIGHLIGHTS ACROSS KEY RESULT AREAS
6 FINDINGS, RECOMMENDATIONS AND CONCLUSIONS 33

REFERENCES / BIBLIOGRAPHY 35

7|ORGANIZATION STRUCTURE TRAINING

 Table Page
No. LIST OF TABLES No.
4.1 STRENGTHS, WEAKNESSES, OPPURTUNITIES AND THREATS 30

5.1 FINANCIAL HIGHLIGHTS OF LAST FEW YEARS 32

8|ORGANIZATION STRUCTURE TRAINING

 Fig Page
No. LIST OF FIGURES No.

2.1 ORGANIZATIONAL STRUCTURE 13

9|ORGANIZATION STRUCTURE TRAINING

 CHAPTER 1

INTRODUCTION TO
ORGANIZATION

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 ORGANIZATIONAL HISTORY
In 1907, India's Tata Steel became Asia's first integrated private steel firm. Jamshedpur became
India's first industrial city as a result of this. It is now one of the world's biggest steel producers. Its
annual crude steel capacity across its Indian operations is around 13 MnTPA, and the company had
a revenue of $7889 million in FY 2017. The company owns and operates captive mines, which
enables us to maintain cost-competitiveness and production efficiencies by ensuring a constant
supply of raw materials. This is how it maintains its position as Asia's lowest-cost steel producer.
(https://www.tatasteel.com/corporate/our-organisation/company-profile/)
MISSION, VISION, AND STRATEGY OF THE ORGANIZATION

MISSION
Tata Steel aims to improve India's industrial foundation by maximizing the use of its people and
commodities.
VISION
Tata Steel aspires to be a leader in value creation and corporate social responsibility.
(https://www.tatasteel.com/corporate/our-organisation/vision-mission-values/)
STRATEGY
TATA Steel's manufacturing strategy has always prioritized raw material security. This contributes
to Tata Steel's cost competitiveness and efficiencies, allowing the company to become Asia's lowest-
cost steel producer.
(https://www.tatasteel.com/corporate/our-value-chain/business-model-strategy/)

KEY RESULT AREAS

A short list of overall goals that drive how a person executes their job, or general performance and
growth goals for an organization or one of its divisions, is referred to as Key Result Areas (KRAs).
KRAs aid in defining the scope of a job, a department, or an organization's goals, as well as the best
outcomes and outcomes of everyday labor. KRAs are the elements that must be met in order for a
company or employee to succeed. The following are some of the KRAs
• Profit and Economic Gain
• Customer Satisfaction
• Employee Happiness
• Product Quality
• Organizational Management
• Innovation
(https://www.smartsheet.com/content/key-result-areas)

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 CHAPTER 2

ORGANIZATIONAL STRUCTURE

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 ORGANIZATIONAL STRUCTURE
Tata Steel is organized on a matrix. Employees report to two or more supervisors rather than a single
manager who oversees all aspects of a project in a matrix organizational structure. An employee, for
example, may have a principal boss as well as one or more project managers under whom they work.
Upper management, senior management, and middle management are the three levels of the
organizational hierarchy. The company's upper management includes the company's Managing
Director and Group Executive Officer. The Vice Presidents of the several departments make up
Senior Management. The heads of the various departments report to the vice presidents.
We have the several Sectional Heads who are the Unit Leaders/Managers/Officers who make up
the Middle Management under these heads.
(https://www.academia.edu/34390421/Tata_steel_organisational_structure)

13 | O R G A N I Z A T I O N S T R U C T U R E T R A I N I N G
 ADVANTAGES AND DRAWBACKS OF THE MATRIX STRUCTURE
ADVANTAGES
• Increased Communication Efficiency
• Improved Employee Motivation
• Increased Team Work
• Make the most of your resources
• Increased Professional Development for Employees
DISADVANTAGES
• Potential Manager Project Conflicts
• Reduced Employee Productivity
• Authority Confusion
• Increased Management Overhead Costs
(https://www.indeed.com/career-advice/career-development/matrix-organizational-
structure-advantages-disadvantages)
POLICIES AND PROCEDURES FOLLOWED
• Affirmative Action Policy
• Alcohol and Drugs Policy
• HIV/AIDS Policy
• CSR and Accountability Policy
• Quality Policy
• Data Privacy Policy
• Code of Corporate Disclosure Policy
• Dividend Distribution Policy
• Energy Policy
• Information Security Policy
• Information Security Asset Classification Policy
• Information Security Risk Management Policy
• Information Security Sustenance Policy
• Information Security Organization Policy
• Policy for Appointment and Removal of Directors
• Human Resource Policy
• Safety Principles and Occupational Health Policy
(https://www.tatasteel.com/corporate/our-organisation/policies/)

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 CHAPTER 3

FUNCTIONAL DEPARTMENTS

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 FUNCTIONS OF VARIOUS DEPARTMENTS AND MANAGERS

PRODUCTION
Production planning and control entails determining the production path and creating schedules that
maximize the use of materials, production facilities, and labor. PPC guarantees that the plant
operation is carried out according to the plans and that the desired outcomes are achieved in terms of
quantity, quality, delivery schedule, and cost of production through close monitoring. The
department's responsibilities are as follows.
• To plan and keep track of production schedules.
• Work with the marketing or sales department to plan raw material procurement
• Work with the marketing or sales department to plan product dispatch
• To prepare for optimal inventory levels at various stages of manufacturing.
(https://www.ispatguru.com/production-planning-and-control-in-a-steel-plant/)
FINANCE
The finance department of a company is in charge of obtaining finances for the company, managing
funds inside the company, and preparing for the use of monies on various assets. It is the part of an
organization responsible for ensuring effective financial management and financial control to support
all company activities. The department's responsibilities are as follows
• Book Keeping
• Cash Flow Management
• Budgeting and Forecasting
• Advising and obtaining longer term fund
• Tax Management
(https://www.pharmapproach.com/roles-responsibilities-finance-department-
pharmaceutical-industry/)
MARKETING
The Marketing Department is critical in promoting an organization's business and mission. It acts as
the public face of your company, coordinating and generating all marketing materials. The Marketing
Department's job is to communicate with prospects, customers, investors, and/or the general public,
all while establishing a positive image for your organization. The department's responsibilities are as
follows
• Defining and managing the brand
• Managing Marketing activities through Campaign Management
• Creating marketing and promotional materials
• Creating material for website that is optimized for search engines
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 • Social media monitoring and management
(https://www.thehartford.com/business-insurance/strategy/creating-marketing-
department/role)
SALES
In many primary steel companies, the purpose of the sales department is to allocate production
quantity based on management criteria and forecast it. That is, whether it is export-focused, margin-
focused, end-industry-focused, or product-focused. The department's responsibilities are as follows.
• To increase awareness of the company’s brand in the market place. Their actions will have
an impact on the company’s reputation.
• To increase the profitability of the company by striving to sell products at a higher profit
margin
• Act as a liaison between management and customers, aiming to meet the expectations of both
the parties.
• Organize and coordinate all areas of the sales process from order entry to delivery.
(http://www.knowyoursteel.com/2013/11/03/roles-sales-manager-traders-steel-industry/)
HUMAN RESOURCES
Human Resource Management (HRM) is a different approach to employment management that aims
to gain a competitive edge by strategically deploying a highly committed and capable staff, utilizing
an integrated set of cultural, structural, and people strategies. The department's responsibilities are as
follows.
• Human Resource Planning
• Recruitment and Selection
• Performance Management
• Creating a Career Plan
• Personal Happiness
(https://www.digitalhrtech.com/human-resources-functions/)
RESEARCH AND DEVELOPMENT
The research and development department of a corporation plays a crucial role in a product's life
cycle. Even if you don't have a large department, a good understanding of the roles of the research
and development department allows you to maximize their responsibilities at your small firm. The
department's responsibilities are as follows
• New Product Research
• New Product Development
• Existing Product Updates

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 • Keeping up with trends and Innovations
(https://smallbusiness.chron.com/function-descriptions-research-development-department-
37150.html)
INFORMATION AND TECHNOLOGY
In most cases, IT departments are in charge of all of the company's technology. A computer or fax
machine can be repaired and upgraded by someone from the IT department. The department's
responsibilities are as follows.
• Technical Support
• Network Management
• Development of Applications
• Communication
(https://www.wrcbtv.com/story/41797952/what-are-the-functions-of-information-
technology-departments)
OPERATIONS
An operations department ensures that the entire manufacturing process is accomplished. The aims
and functions of other divisions within a corporation must be aligned with these production processes.
The department's responsibilities are as follows.
• Creating staff consensus
• Providing adequate resources to managers for employee mentoring
• Evaluate the value of business processes
• Improving the efficiency of all departments
• Ensuring regulatory compliance with government agencies
(https://www.indeed.com/hire/c/info/operational-departments)
SYSTEM OF ACCOUNTING FOLLOWED

RECOGNIZE TRANSACTIONS
Identifying transactions is the first stage in the accounting cycle. Throughout the accounting cycle,
businesses will engage in several transactions. Each one must be correctly recorded in the company's
accounting records.
RECORD TRANSACTIONS IN A JOURNAL
The production of journal entries for each transaction is the second step in the cycle. While POS
technology can assist in combining steps one and two, businesses must also keep track of their
spending.

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POSTING
Once a transaction has been recorded as a journal entry, it should be posted to a general ledger
account. All accounting actions are broken down by account in the general ledger.
UNADJUSTED TRIAL BALANCE
The fourth phase in the accounting cycle is to calculate a trial balance at the end of the accounting
period. A trial balance shows the company's unadjusted account balances. After that, the unadjusted
trial balance is taken to the fifth phase for testing and analysis.
WORKSHEETS
The fifth phase in the cycle is to analyze a worksheet and find modifying entries. To guarantee that
debits and credits are equal, a worksheet is prepared and used. Adjustments will need to be made if
there are any inconsistencies.
ADJUSTING JOURNAL ENTRIES
A bookkeeper makes corrections in the sixth stage. If necessary, adjustments are noted as journal
entries.
FINANCIAL STATEMENTS
In the seventh phase, the corporation generates its financial statements after making all adjusting
inputs. An income statement, a balance sheet, and a cash flow statement will be included in most
companies' financial statements.
CLOSING THE BOOKS
Finally, in the eighth phase, a corporation completes the accounting cycle by closing its books at the
end of the day on the stated closing date. The closing statements provide a report that can be used to
analyze performance over time.
(https://www.investopedia.com/ask/answers/050815/what-are-most-important-steps-
accounting-cycle.asp)
PROFILE OF THE PRODUCTS
AUTOMOTIVE STEELS
Tata Steel has pioneered the creation of specialty automotive goods such as micro-alloyed high
strength steels, Interstitial Free (IF) steel, and Galva Annealed fuel tanks for two-wheelers. We were
the first local integrated supplier of Hot Rolled high-strength steels and passenger car exterior body
panels. The following are their products
• Products that have been hot rolled
• Products that have been cold rolled
• Products with a coating
(https://www.tatasteel.com/products-solutions/india/segments/automotive-steels/)

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GALVANO
Galvanized Plain Sheets and Coils are exceptional quality zero spangled goods with unparalleled
surface polish and corrosion resistance, resulting in exceeding life expectancy. They are
manufactured utilizing state-of-the-art technology.
(https://www.tatasteel.com/products-solutions/india/products/galvano/)
TATA AGRICO
TATA Agrico is a forerunner in the production of high-quality agricultural tools. These implements
are used in the agriculture, infrastructural, and mining industries. To deliver the greatest products and
services to its consumers, the division is constantly growing its product offering by launching new
products and variants under several categories. The following are their products.
• Agricultural and Construction Tools
• Agricultural Industrial and Hardware Consumables
• Hand Tools for Tradesman
(https://www.tatasteel.com/products-solutions/india/products/tata-agrico/)
TATA BEARINGS
Bearings are designed, developed, manufactured, tested, and validated for two-wheelers, three-
wheelers, and four-wheelers, commercial vehicles, tractors, tillers, motors, conveyors, and other
engineering applications by the Bearings Division.
(https://www.tatasteel.com/products-solutions/india/products/tata-bearings/)
TATA FERRO ALLOYS AND MINERAL DIVISION
TATA Steel's Ferro Alloys and Mineral Division is the company's largest non-steel division. It is
also India's largest producer of manganese alloys and a major supplier of dolomite and pyroxenite.
Tata Tiscrome, Tata Silcomag, and Tata Ferromag are the three brands under the Ferro Alloys and
Minerals Division's umbrella.
• Tata Tiscrome is commonly utilized as an alloying agent in the manufacturing of carbon and
stainless steels because it improves corrosion resistance and stainless-steel life.
• Tata Silcomag is Tata Steel's first branded Silico Manganese product in India. The product is
guaranteed to be low in carbon, Sulphur, and phosphorus, lowering the cost of refining and
achieving the desired results.
• Tata Ferromag is a Ferro Manganese brand that was created to meet a long-felt market need
for consistent Ferro Alloy with ideal composition, weight, and size guarantees.
(https://www.tatasteel.com/products-solutions/india/products/tata-ferro-alloys-and-
minerals-division/)

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TATA PIPES
TATA Pipes are mostly used for the transportation of liquids and low-pressure gases. This application
includes plumbing, irrigation, cold storage, HVAC, firefighting, and idlers. The following are their
products.
Refrigeration pipes
• For cold storage applications, we manufacture discharge pipes, condenser pipes, and
evaporator pipes. They have the ability to tolerate a wide range of working pressures and
temperatures by design.
Pipes for firefighting
• In the shape of Red Oxide Coated Pipes, Tata Pipes introduced a first-of-its-kind offering for
the firefighting industry. It is widely employed in residential, commercial, and manufacturing
real estate projects around the country.
Tubes for idlers
• Tata Pipes are used as idlers in low-maintenance bulk material handling systems in areas like
coal handling facilities, iron ore mines, and other sectors. Due to the durable material features
of Tata Pipes, they are widely utilized as idlers for belt conveyors.
(https://www.tatasteel.com/products-solutions/india/products/tata-pipes/)
TATA Shaktee
TATA Shaktee Galvanized Corrugated Sheets, India's premier roofing brand, are made with world-
class technological knowledge and are tougher and more durable than regular GC Sheets. The
following are their products.
Tata Shaktee Standard GC Sheets
• Tata Shaktee GC sheets combine outstanding quality with significant cost savings.
Tata Shaktee Wide GC Sheets
• Tata Shaktee GC sheets are 13% wider than regular 800mm GC sheets, with 13 corrugations
and a width of 910 mm.
Roof Junction by Tata Shaktee
• A roofing solution business that provides branded roofing accessories to independent
homebuilders.
(https://www.tatasteel.com/products-solutions/india/products/tata-shaktee/)
PRODUCT PROMOTIONAL MEASURES
TATA Steel began branding their products in order to reach out to customers more effectively. Its
strategy was on branding and transitioning to high-value-added products. Customers were the target

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of a number of internal campaigns that were launched. Some taglines were created, such as
"Customer first-haar haal mein."
(https://www.mbaskool.com/marketing-mix/products/16989-tata-steel.html)
CAREER PLANNING AND PROMOTIONAL POLICY

CAREER PLANNING
Career planning is the process of determining one's career objectives and the path to achieving them.
The main purpose of career planning is to help employees find a better match between their own
ambitions and the chances that are really available within the company. The steps in the career
planning process are as follows.
IDENTIFYING INDIVIDUAL DESIRES AND GOALS
• The majority of people do not have a clear notion of their job aspirations, moorings, or goals.
Human resource specialists must consequently assist an employee by offering as much
information as possible about the kind of jobs that would best suit the person's abilities,
experience, and aptitude.
ANALYZING CAREER OPPORTUNITIES
• Once the business has identified the career needs and goals of its employees, it must create
career routes for each role. Career routes clearly demonstrate the various options for
advancement. They show the many positions that a person could take over time if they are
capable of performing successfully. The claims of experienced people without professional
degrees and those of fresh recruits with outstanding degrees but no experience must be
properly balanced when presenting career paths.
ACTION STRATEGIES AND REVIEWS ON A REGULAR BASIS
• The matching process would reveal any discrepancies. Individual professional development
efforts and organization-supported initiatives must be used to bridge these gaps from time to
time. Following the implementation of these procedures, it is vital to periodically examine
the entire process.
(https://corehr.wordpress.com/hr-planning/70-2/)
PROMOTIONAL POLICY
A promotion policy is a set of rules and guidelines established by a company or organization that
details how employees interact with potential customers when promoting a product or service.
Promotion policy aids in controlling the message that is sent about a product or service, as well as
conducting appropriate actions that employees can take when dealing with outside personnel.

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FEATURES OF PROMOTIONAL POLICY
• POLICY STATEMENT The management should issue a policy statement regarding the
promotion policy. It should be stated unequivocally that the promotions will be made from
within the organization. The policy statement will put to rest any and all rumors that might
otherwise be running through employees' heads.
• EVALUATING PERFORMANCE It is necessary to specify the performance basis. How
to evaluate employees' performance when considering them for promotion.
• PROMOTION STRATEGIES The promotion paths to be taken for various positions should
be clearly stated. Every post takes a different path.
• EMPLOYEE EDUCATION Every internal promotion should include a provision for
training and orientation. Employees' skills and knowledge will improve, making them
qualified for higher-level positions.
• KEEPING SERVICE RECORDS The record of the employee's current performance,
adaptability to new job situations, and aptitude to learn should be known to management so
that a fair judgement can be made when considering him for promotion.
• COMMUNICATION Employees should be informed about the promotional policy. It will
reduce employee suspicion, confusion, and incorrect beliefs.
(https://www.careercliff.com/promotion-policy/)
TRAINING MEASURES
• Shavak Nanavati Technical Institute, formerly "Jamshedpur Technical Institute" (JTI), was
founded in 1921 with the founder's inspiration "Let the Indians learn to do things for
themselves”. Today, SNTI, an integral part of Tata Steel's Human Resource Division, has
contributed significantly to nation building by developing technical manpower not only for
Tata Steel but also for many other Tata organizations, private and public sector Steel Plants,
and manufacturing industries. The Programs include
❖ Pre-Employment Training
❖ Post-Employment Training (Morning)
❖ Post-Employment Training (Evening)
❖ External Training
(https://www.capabilitydevelopment.org/about-snti)
• The Tata Steel Management Development Center was founded in Jamshedpur in 1954 to
develop the capabilities of Tata Steel employees in accordance with current and future
business needs. TMDC offers its capabilities and services to external clients in need of
learning, leadership development, organizational development, and talent management

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 solutions, in addition to addressing development at TSL. It strives to achieve its mission by
adhering to the core values of customer focus, agility, and collaboration.
(https://capabilitydevelopment.org/about-tmdc)
HUMAN RESOURCE DEVELOPMENT MEASURES
• First organization to implement 5-day week
• Paternity Leave
• Work from Home
• Extended Maternity Leave
• Mosaic (A Diversity and Inclusion Campaign that emphasizes meritocracy, gender diversity,
a friendly infrastructure for differently abled employees and increased participation of women
in senior leadership).
• Providing Access to nutritious food
• Setting high standards for health and safety
• Health and well-being of employees.
(https://www.tatasteel.com/corporate/our-organisation/hr/)
MANPOWER PLANNING
Manpower planning entails putting the right number of people, the right kind of people, in the right
place, at the right time, doing the right things for which they are suited in order to achieve the
organization's goals. Human Resource Planning must take a systems approach and be carried out
according to a predetermined procedure. The steps are as follows.
• Analyzing current manpower inventory
• Forecasting future manpower requirements
• Creating an employment program
• Creating a training program
VALUES OF MANPOWER PLANNING
• Essential for managerial functions
• Effective utilization
• Motivation
• Improved Human Relations
• Increased Productivity
WHY IS MANPOWER PLANNING REQUIRED??
Manpower planning is a two-stage process because it not only analyses current human resources but
also forecasts manpower and thus creates employment programs. Manpower planning benefits a
company in the following ways

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 • Shortages and surpluses can be identified so that appropriate action can be taken as soon as
possible.
• All recruitment and selection programs are based on manpower planning. It also helps to
reduce labor costs because excess staff can be identified and thus overstaffing avoided.
• It also aids in identifying available talents in a company so that training programs can be
devised to develop those talents.
• It aids in the expansion and diversification of a business. Human resources can be made more
readily available and used more effectively with proper manpower planning.
• It assists the organization in realizing the importance of human resource management, which
ultimately aids in the stability of a business.
(https://www.managementstudyguide.com/manpower-planning.htm)
PERFORMANCE APPRAISAL SYSTEM
SET PERFORMANCE STANDARDS
Performance standards are established to ensure that departmental goals and objectives, as well as
the organization's overall strategy and objectives, are met. Individuals are not held to the same
standards as positions.
DISSEMINATE PERFORMANCE STANDARDS
Performance standards must be clearly communicated and understood to be expectations in order to
be effective.
MONITOR PERFORMANCE
Numeric performance, such as cost, quantity, quality, and timeliness, is relatively easy to quantify.
Soft skill performance, such as communication, customer service, and leadership, is more difficult to
assess.
COMPARE ACTUAL PERFORMANCE TO STANDARDS OF PERFORMANCE
Actual performance is compared against performance standards in this step of the appraisal process.
Actions and outcomes should be highlighted in documentation.
TALK TO THE EMPLOYEE ABOUT THE APPRAISAL
This is usually the most challenging part in the process for both managers and employees, and it can
be tough to manage emotions and expectations. An emotionally charged scenario might arise when
there is a major difference of opinion over performance. Management can ask employees to complete
and submit a self-evaluation before to the meeting to identify and prepare for differences of opinion.

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INSTALL PERSONNEL ACTION
The discussion and/or implementation of any next steps: a reward of some sort—a raise, promotion,
or sought growth opportunity—or corrective action—a performance plan or termination—is the final
phase in the assessment process.
(https://courses.lumenlearning.com/wmopen-humanresourcesmgmt/chapter/steps-in-the-appraisal-
process/)
SYSTEM FOLLOWED FOR THE PURCHASE OF MATERIALS
DETERMINING BUDGET FOR PURCHASE
The Purchase Manager creates a budget for the coming fiscal year's purchases. The production
planning department assists in the preparation of the purchase budget. It contains detailed information
on the quantity to be obtained, the quality of the materials to be acquired, the date of purchase, and
the procurement sources.
RECEIPT OF THE BUYING REQUISITION
Only when the purchase officer receives a request for materials does he take action to purchase them.
The storekeeper and department heads send demand slips to the purchasing department, detailing the
materials respective departments require, and so on. A purchase requisition is a formal request to the
purchasing department for the purchase of something.
DETERMINING SUPPLY SOURCES
The Purchase Manager maintains contact with numerous material suppliers. For the acquisition of
certain items, quotations are requested. Following the receipt of quotations, a comparison of terms
and conditions is conducted. Price, quantity, quality, delivery time, terms of payment, trade discount,
and supplier reputation are all aspects to consider. After considering numerous aspects, a final
decision on the goods provider is made.
ORDERING
Following the selection of a supplier, a formal purchase order for the supply of products is delivered.
The purchase manager must approve a purchase order before it may be submitted on paper. This
order should include information such as quantity, quality, price, delivery method, payment
conditions, and so on. The seller is authorized to dispatch the products indicated in the purchase
order.
PURCHASE ORDER FOLLOW-UP
A purchase order usually specifies a deadline for the products to be delivered. It is in the
organization's best interests for things to arrive on time in order to maintain a continuous flow of
commodities. To get stocks on schedule, a purchase order follow-up is required.

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MATERIAL RECEIPT AND INSPECTION
The responsibility of receiving materials is allocated to the procurement department in large
corporations, whereas the storekeeper performs this function in small corporations. The quantity of
products unpacked is compared to the quantity listed on delivery challans. Any item difference is
reported to the purchasing department.
VERIFICATION OF INVOICES
Finally, the procurement department compares the invoices provided by the vendor to its own
records. Quantity, quality, price, terms, and other factors are compared to those specified in the
purchase order. The invoices are sent to the accounting department after they have been thoroughly
checked.
(https://www.yourarticlelibrary.com/purchase-management/top-7-procedures-for-
purchasing-materials/53170)
CORPORATE SOCIAL RESPONSIBILITIES OF THE ORGANIZATION
In all of Tata Steel's operating areas in India and around the world, the company's community-centric
efforts stress the distribution of quality education, healthcare, and sustainable livelihood possibilities.
They strengthen communities through agriculture development and market linkages, youth skill
development, entrepreneurial promotion, and indigenous ethnicity and culture preservation.
TATA Steel believes that the health and well-being of our employees, the community, and society
as a whole are inextricably linked to our business practices. The Tata Steel operates on the guidelines
of balancing economic prosperity, environmental responsibility, and social advantages for the
enterprise.
In India, the company is collaborating with its community and all other stakeholders on a path to a
more sustainable future. Through numerous projects such as the tribal leadership program, the
Samvaad tribal conclave, tribal language centers, curated tribal literary programs, and tribal muse
training, the organization strives to preserve and promote tribal culture and tradition. In healthcare,
the organization collaborates with governments and non-governmental organizations around the
world to improve the community's overall health and hygiene in and around the places where it
operates.
Tata Steel Thailand is one of the first 30 firms to join UNICEF's Child Friendly Business initiative
in "The Children Sustainability Forum" to pledge support for children's rights.
Tata Steel Europe's Community Partnership Program 'Future Generations,' with sub-themes of
education, environment, health, and well-being, works across the UK to provide small and medium
businesses with funding and company premises, assisting employment and wealth development.
(https://www.tatasteel.com/corporate/our-organisation/csr/)

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 CORPORATE INITIATIVES OF THE ORGANIZATION
TATA STEEL BHUBANESHWAR HALF MARATHON
Every year in January, Tata Steel, in conjunction with the Government of Odisha's Sport Department,
hosts the TATA Steel Bhubaneshwar Half Marathon to mark National Youth Sports Day. The race,
which began in 2016, aims to make Bhubaneshwar one of India's best running destinations. The
TATA Steel Bhubaneshwar Half Marathon is divided into three categories for men and women: a 5-
kilometer run, a 10-kilometer run, and a 21-kilometer run.
TATA STEEL KOLKATA LITERARY MEET
TATA Steel Kolkata Literary Meet is the organization's attempt to give a once-in-a-lifetime event
for literary enthusiasts, as well as a forum for debate and intellectual exchange on current problems.
It brings together literary giants/authors from a variety of backgrounds for issue-based discussions
on a variety of themes. Performing arts, set against the majestic Victoria Memorial, give the
celebration a new depth.
TATA STEEL KOLKATA 25K RUN
The Tata Steel Kolkata tournament comprises five categories to promote participation in an active
athletic lifestyle. A 25-kilometer race for professionals and amateurs), a 10-kilometer open race, a 5-
kilometer ‘Ananda' or fun run, a 4-kilometer senior citizen's run, and a 4-kilometer Champions Run
for runners with impairments.
SAMVAAD-A TRIBAL CONCLAVE
Samvaad is a five-day festival in India that honors tribalism. The event marks the birth anniversary
of legendary tribal chieftain Birsa Munda as well as the State of Jharkhand's Foundation Day. The
Tata Steel Foundation's first-of-its-kind conclave will be held for the seventh year in a row, this time
using digital media.
(https://www.tatasteel.com/#)

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 CHAPTER 4

SWOT ANALYSIS

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 STRENGTHS, WEAKNESSES, OPPORTUNITIES AND THREATS

STRENGTHS WEAKNESSES OPPORTUNITIES THREATS

Diversified Overdependency Increasing Intense
Product on Europe demand for Steel Competition
Portfolio in India

Trust of The Mistry Fiasco Adapting newer Government and

TATA hurting the technologies Environmental
reputation Regulations
Integrated Disintegrated Growing Decreasing global
Operations Operations in manufacturing, Steel prices
in India Europe infrastructure and
automotive
industries around
the world
Global
Footprint

Table 4.1
(https://www.marketing91.com/swot-analysis-of-tata-steel/)
SIGNIFICANT FACTORS FOR SUCCESS
• Strong demand from a variety of industries
• Easy availability of manpower
• Low-cost workforce
• Iron ore reserves abound
• Low transportation cost
(https://www.ibef.org/industry/steel.aspx)
RECOMMENDATIONS TO OVERCOME THE DRAWBACKS
Though the product it provides is best in the market, I would recommend that, it should also foresee
the local vendors selling the same product though of inferior quality, because possibilities are there
in future when they even would compete with the product of Tata Steel Limited, thereby resulting in
a tough competition, losing its monopoly of giving the best quality product at a user-friendly price to
clients of every segment.

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 CHAPTER 5

FUNCTIONAL HIGHLIGHTS
ACROSS KEY RESULT AREAS

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 FINANCIAL HIGHLIGHTS OF LAST FEW YEARS
Years 2020-21 2019-20 2018-19 2017-18 2016-17 2015-16 2014-15 2013-14
Total
Revenue 65506.89 60840.09 73016.00 61283.03 53675.42 38210.34 41785.00 41711.03
Profit
before
Tax 17795.13 8610.98 16227.25 6638.25 5356.93 6126.52 8508.89 9713.50
Profit
After tax 13606.62 6743.80 10533.19 4169.55 3444.55 4900.95 6439.12 6412.19
Table 5.1 (ALL FIGURES IN CRORES (INR))
(https://www.tatasteel.com/investors/financial-performance/financial-results/)
FUTURE PLANS OF THE ORGANIZATION
Tata Steel has continuously been one of the world's most profitable and low-priced steel producers,
but it faces difficulties such as increasing productivity, maintaining cost competitiveness, and being
adaptable and inventive in a continually changing economic environment. Also Obtaining worldwide
industrial supremacy in steel by having the lowest cost, the largest market share, and the largest crude
steel capacity. In addition, attaining safety leadership, becoming a standard in CO2 emissions, and
reducing water usage to the utmost.
(https://www.tatasteel.com/investors/integrated-report-2018-19/strategy.html)

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 CHAPTER 6

FINDINGS, RECOMMENDATIONS
AND CONCLUSIONS

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 FINDINGS, RECOMMENDATIONS AND CONCLUSIONS
MODIFICATION TO THE ORGANIZATION STRUCTURE
If the company has decided that a matrix organizational structure is the best fit for it, there are a few
things it may do to improve the structure's performance. The following are some suggestions for
maximizing the effectiveness of a matrix structure inside an organization.

• Make it clear to the staff who would be the reporting manager

• Determine the priority and objectives of each project and communicate them to the
management and team.
• Maintain open lines of communication with project managers to ensure that they are on the
same page regarding project goals and progress.
• Spend time training employees and supervisors on how to operate with a matrix
organizational structure.
• Rather of ignoring or waiting for problems to escalate, deal with them as they arise.
• Make sure management duties are allocated evenly to promote effective power distribution
and less misunderstanding among authority leaders.

OBSERVATIONS ON THE OPERATIONS OF THE ORGANIZATION

Based on the online research conducted of an esteemed organization like Tata Steel Limited by me,
I could deduce that in terms of customer satisfaction regarding the product, its quality, durability and
the genuineness of the specifications the organization assures, there is no other substitute which
stands even near to the products that Tata Steel Limited provides to its customers at the best
affordable price for the quality it promises.
On a concluding note I would like to mention that , though today Tata Steel Limited (TSL) is
undoubtedly the forerunner in the Steel Industry , to keep up the reputation of the organization intact
they should try to introduce more employee friendly initiatives like better incentives within the
organization so as to motivate the employees to work harder , which in turn generates more profit,
making it possible to give more dividends to the shareholders and thereby having an excellent
customer feedback.

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