TATA STEEL

A Great Place to Work-Certified organization, Tata Steel Ltd., together with its
subsidiaries, associates and joint ventures, is spread across five continents with an
employee base of over 65,000. Tata Steel retained the ‘Global Steel Industry Leader’
position in the DJSI 2018.

Remuneration/Compensation Policy

Remuneration for Managing Director (MD)/Executive Directors (EDs)/KMP/rest of

the employees-
The extent of overall remuneration should be sufficient to attract and retain
talented and qualified individuals suitable for every role. Hence remuneration should
be:
• Market competitive (market for every role is defined as companies from which the
Company attracts talent or companies to which the Company loses talent),
• Based on the role played by the individual in managing the Company including
responding to the challenges faced by the Company,
• Reflective of size of the Company, complexity of the sector/ industry/company’s
operations and the Company’s capacity to pay, 2
• Consistent with recognized best practices and
• Aligned to any regulatory requirements.
• In terms of remuneration mix or composition,

DIVERSITY AND INCLUSION

Tata Steel envisions to become a ‘truly world-class organization that respects the
uniqueness of individuals to create a diverse and inclusive atmosphere, to have a
competitive edge in business by having access to a larger talent pool’. Diversity and
Inclusion is a way of life to ensure fair and equal opportunity for all employees.

Policies to drive diversity and flexibility

 Tata Steel have made a conscious effort to build an equitable environment

and a diverse leadership team.
 have always been a pioneering and enlightened employer recognizing that
their people give us the competitive edge. Across the globe, teams have a
healthy mix of not just gender and age, but also culture, ethnicity and a
myriad of other such aspects.
 Actively work against stereotypical biases to encourage a culture of
meritocracy. MOSAIC, Diversity & Inclusion initiative established in 2015 for
Indian operations, is a driver towards this goal approach that covers
infrastructure, sensitization, recruitment, retention and development, and
celebration.

Infrastructure
We have state-of-the-art crèches with ergonomically designed furniture that offer
complete safety. We also have customized amenities for physically-disabled persons
as well as music and sports rooms, gymnasiums and libraries at all our company
housing complexes and offices.

Sensitization

We organize structured workshops for every level of our workforce. To promote

Diversity and Inclusion, we hold workshops for our senior leadership to help them
understand the importance of a diverse workforce. We also organize workshops for
middle-management to help them leverage the potential of a diverse workplace and
employ an inclusive approach in their business dealings.

Recruitment
Gender diversity has increased 5% when it comes to new hires in Indian in the 2016-
17 period. We are also organizing scholarship programmed for women in
engineering colleges, thereby creating opportunities for them to join Tata Steel.

Paternity leave for the blue-collared workforce

A progressive step introduced to help develop bonding between fathers and their
new borns

 Take Two Policy

A career option for women to return. We offer project-based and full-time
roles to women through this opportunity to engage with Tata Steel
 Satellite office operation
Helps employees who have a location constraint by giving the option to
operate from a location of choice, where Tata Steel has presence
 5-day work week
Has been implemented with the view of improving work-life balance
 Adoption leave
This policy also includes single males and transgender employees
 Menstrual leave ‘Raahat’
No approval from superior is required to take this leave

Performance management system

Tata Steel CEO on 1 April 2000 launched the Performance Ethic Programme (PEP).
Also called as Performance Ethic, it was to delineate a code of conduct relating to
performance. PE programme was designed to nurture and retain employees and
ensure that a career with Tata Steel is the most rewarding.

Elements of PE Programme
  It proposes a new organizational structure to enhance growth of businesses,
decision-making flexibility, accountability, and encourage high levels of
teamwork among managers and units.
 The new structure will have five work levels based on their impact on
company performance (Impact Levels 1 to 5). Competencies required for
each job in each impact level is determined. Then executives are accessed for
their competencies. Finally, matching the requirement of jobs with
competencies of executives will be done and not the other way round.
 PEP seeks to introduce a new Performance Management System (PMS) and a
new Human Resources (HR) policy. The PMS will include setting Key Result
Areas (KRAs) for every level, defining clear measures of performance and
targets, and regularizing performance reviews

Recruitment Policy-

Tata Steel conducts 4 rounds to select freshers as Assistant System Engineer in their
organisation.
 Written Round
 Technical Round
 Managerial Round
 HR Round

1. Written Round:
The Written round consists of four sections and the total time allotted is 90 minutes.

 Quatitative Aptitude Test:

The first is the Quantitative Aptitude test where the numerical and the reasoning
ability sections are tested. There are 20 questions that need to be attempted in 40
minutes.

 E-mail writing :
There will be given certain clues/words using which you have to write an e-mail
addressing the scenario. You have to type the e-mail in the space given.
You can refer to E-mail Writing to explore the questions asked in TCS and practice
further.

2. Technical Round :
The students who clear the written round are called for Technical Interview. There
is no hard & fast rule for which questions will be asked in this round, you can
expect questions on any topic depending on the pane

3. Managerial Round :
This round includes everything which was in Technical round plus it will be under
pressure and a lot of cross-checking. Doubts will be raised on your answers to
check if you can handle stress or not. Students may or may not be sent to this
round depending on the feedback of the previous round. If the feedback of the
previous round was good you may expect to directly been sent to HR round.
 4. HR Round :
This is the final round of the recruitment process. The interview panel can question
you anything related to your personality, family, education, hobbies, internships,
general knowledge, basic HR questions like Why should I hire you?, If any problem
in relocation etc. The key here is to be confident about everything you speak.

Popular Vacancies in Tata Steel-

 Tata steel conducts JET exam (Junior engineering trainee) every year for the
vacancies of entry level jobs for mechanical engineers.
 Tata steel also provides internship for the new graduates and post graduates
in the 2nd year by the name of “Prashikshan”.
 Wherein the students get an opportunity to be a part of the organization and
get a feel of Tata culture and way of doing the job.
 Even during these unprecedented times of COVID-19, Tata Steel aims to
engage students and impart training by offering ‘Work From Home’
internships.
 These are paid Internship through projects which can be pursued from home
(from the respective locations where the candidates are residing).