Group 3 team members-

1. Avinash Kumar (CGT23007)

2. Chetan Bharti (CGT23009)
3. Shivam Rai (CGT23023)
4. Ishan Agrawal (CGT23011)
5. Suman Kumari (CGT23029)
6. Sarangdhar Kumar (CGT23022)
7. Kishen Bhardwaj (CGT23013)
8. Piyush Dwivedi (CGT23017)

1. Choosing Tata Steel department/process and analyse through CVF

Tata Steel HR department would be predominantly present in III , II and I Quadrant with
minimal presence in III quadrant. The reasons could be as follows:
1. Strong and aligned internal structure for core processes such as onboarding, appraisal, exit
etc.
2. Strong inclination towards developing employee friendly HR policies accommodating as
diverse categories as practical.
3. Constantly evolving innovative approaches for feedback, job specific recruitment etc.
 2. Analyze Netflix through CVF

Netflix will be predominantly present in I, IV & II Quadrant with minimal presence in III
Quadrant.
Reasons could be as follows:
1. Highly customer centric approach for curating consumer specific content
2. Focus on innovation.
3. Employee friendly HR Practices

3. Identify the values of Netflix applicable to your chosen process/ department.

Netflix has followed a result-oriented approach while designing its policies giving its employees
much freedom to operate, focusing on results, and doing “Act in Netflix’s best interests”. The various
values (behaviors and skills) that Netflix values in its fellow employees are:

• Judgement
• Communication
• Impact
• Curiosity
• Innovation
• Courage
• Passion
• Honesty
• Selflessness

These values have been mapped to Tata Steel’s HR vision and 8 out of 9 values are applicable to the
value system/ processes of the HRM Division of Tata Steel.

Correlation with Tata Steel HRM Value

Value Applicable/ Not Applicable
System/ Objectives/ Processes
 Analysing employee performance metrics
(Performance Management System), and
Judgment Applicable
feedback surveys (Kincentric, 360 Degree
Feedback) to make quantitative decisions
1. Tata Steel strives to be the employer of
choice by attracting the best available
talent and ensuring a cosmopolitan
Communication Applicable
workforce.
2. Framework of communication, feedback,
performance evaluation and improvement
HRM Division of Tata Steel is process-
driven, whereas the value system of Netflix
Impact Not Applicable
emphasizes "focus on great results rather
than on process"
1. Encourage employees to understand
multiple functions and processes by
contributing in cross-functional projects
Curiosity Applicable through Step-Up.
2. Knowledge Sharing Platforms such as KM
which help employees learn eagerly and
grow rapidly
1. A policy of Agile Working (Flexi Working
Hours) in Operations and Services
Innovation Applicable 2. Initiated employee training through
SumTotal (Online) to address the issue of
low employee training hours and reach
1. Introduced concept of Women in third
shifts, Women in mines, etc
2. Diversity and Inclusion Policy of HR
(LTBTQ)
3. Whistle Blower, Harassment, and
Courage Applicable
Discrimination policy and strict adherence
to it
4. Tata Steel shall strive continuously to
foster a climate of openness, mutual trust
and teamwork.
1. HR Initiatives such as steel-icons
promote employee appreciation and in
turn appreciate the highest appreciator
Passion Applicable
2. Promotes a failure-tolerant environment
where failures are seen as learning
opportunities
Mandatory implementation of the
following for all employees
1. Tata Code of Conduct
Honesty Applicable 2. Whistle-blower Protection Policy
3. Conflict of interest policy
to promote an honest and ethical
workplace
 Tata Steel drives employees to do what is
best for the company through
Selflessness Applicable
Improvement Management Schemes and
Employee Recognition Schemes

4. Develop 5 sentences on behavior values demonstrated by Tata Steel on Innovation and

courage.

Innovation is a crucial attribute in Tata Steel as it helps the company stay ahead in the rapidly
evolving steel industry. For example, Tata Steel has pioneered the development of advanced
high-strength steels, pioneering the effort to inject hydrogen in blast furnace to reduce coke rate
(1st in the world), which are lightweight yet offer exceptional strength and durability. This
innovation has allowed Tata Steel to cater to the growing demand for lighter and more fuel-
efficient vehicles. Additionally, Tata Steel has invested in research and development to the tune
of more than 3% of annual spend, to create sustainable steelmaking processes, reducing carbon
emissions and minimizing environmental impact. These innovations not only enhance the
company`s competitiveness but also contribute to a more sustainable future.

Courage is an important attribute at Tata Steel as it encourages employees to take calculated

risks and embrace innovation. For example, Tata Steel took a courageous step by acquiring Corus
Group, a global steel company, in 2007. This move helped Tata Steel expand its global presence
and become one of the largest steel producers in the world. Courage also plays a crucial role in
Tata Steel`s commitment to sustainability. The company has implemented environmental
initiatives like the use of renewable energy sources and reducing carbon emissions,
demonstrating the courage to make sustainable choices despite potential challenges.
Additionally, Tata Steel's commitment to employee welfare and safety requires courage in
implementing stringent safety protocols and ensuring the well-being of its workforce. Finally, in
the face of economic downturns, Tata Steel has shown courage by implementing cost-cutting
measures and strategic decisions, ensuring the long-term sustainability of the company and its
employees. Tata Steel stood with its employee during trying times of COVID to supply with
continued salaries throughput the period along with many welfare schemes.