Presented by :

Anju Parmar
Devika Singh
Eti Agarwal
Surabhi kachroo

GROUP PROFILE
The Tata Group of Companies has always believed strongly

in the concept of collaborative growth, and this vision has

seen it emerge as one of India's and the world's most
respected and successful business conglomerates. The Tata
Group has traced a route of growth that spans through six
continents and embraces diverse cultures. The combined
market capitalisation of 27 listed companies, being around
$40.84 billion, the Groups present shareholder base is 3.2
million. In the face of trying economic challenges in recent
times, the Tata Group has steered Indias ascent in the
global map through its unwavering focus on sustainable
development. Over 350,000 people worldwide are currently
employed in the seven business sectors in which the Tata
Group Companies operate. It is the largest employer in India
in the Private Sector and continues to lead with the same
commitment towards social and community responsibilities
that it has shown in the past.

Mr. Ratan Tata

Chairman

Mr. Ratan N. Tata is presently

Chairman of Tata Sons, the
holding company of the Tata
Group and also Chairman of the
major Tata companies including
Tata Steel. It is under his
leadership that the Company has
scaled new heights and
established a presence as one of
the leading steel conglomerates
in the world.

 Tata Motors is

Indias largest automobile company by revenue and is among

the top five commercial vehicle manufacturers in the world. Jaguar and Landrover are
now part of Tata Motors portfolio.

Tata Consultancy Services

(TCS) is an integrated software solutions

provider with delivery centres in more than 18 countries. It is currently ranked at no.
11 in the global market in terms of revenue and aspires to be in the top 10 by 2010.

Tata Power

has pioneered hydro-power generation in India and is the largest

power generator (production capacity of 2300 MW) in India in the private sector.

Indian Hotels Company

(Taj Hotels, resorts and palaces) happens to be

the leading chain of hotels in India and one of the largest hospitality groups in Asia. It
has a presence in 12 countries in 5 continents.

Tata Tea,

with its major acquisitions like Tetley and Good Earth is at present
the second largest global branded tea operation.

IMPORTANT PEOPLE OF TATA

STEEL

Mr. Muthuraman joined Tata Steel

in 1966 as a Graduate Trainee.
On completion of training, he
worked in the areas of Ironmaking and Engineering
Mr. B. MuthuramanDevelopment for ten years and
then moved to the Marketing &
Vice Chairman
Sales Division and spent nearly
twenty years there, ultimately
rising to the position of Vice
President.
Hemant M. Nerurkar has been
Executive Director of India and
South East Asia of Tata Steel
Mr. H.M. Nerurkar
Limited since April 9, 2009
Managing Director
and Managing Director since
October 01, 2009.

COMPANY PROFILE
Tata Steel is the world's sixth largest steel manufacturer. It

operates in more than 20 countries and has a commercial

presence in over 50.
The company was established in Jamshedpur, India, in 1907.
In the past few years, Tata Steel has invested in Corus (UK),
Millennium Steel (renamed Tata Steel Thailand) and NatSteel
Holdings (Singapore). With these, the company has created
a manufacturing and marketing network in Europe, South
East Asia and the Pacific-rim countries. It has the capacity to
produce over 30 million tonnes of crude steel every year.

MAJOR STEEL BRANDS OF

TATA STEEL

HUMAN RESOURCE
POLICIES
OF TATA STEEL

MANPOWER PLANNING
Manpower planning enables HR department to project its
short to long term needs on the basis of its departmental
plans so that it can adjust its manpower requirements to
meet changing priorities. The more changing the
environment the department is in, the more the department
needs manpower planning to show:
the number of recruits required in a specified timeframe
and the availability of talent
early indications of potential recruitment or retention
difficulties
surpluses or deficiencies in certain ranks or grades
availability of suitable qualified and experienced
successors

PERFORMANCE
APPRAISAL
Performance appraisal assesses an individual's performance

against previously agreed work objectives. Performance

appraisal is normally carried out once a year. They assess
key result areas of their employees, workers and
supervisors. Since it is a joint responsibility of the individual
and the supervisor; every individual in TISCO are co prime to
each other.
It also enables management to compare performance and
potential between employees and subordinates of the same
rank. Rating of employees is done by their performances. It
is given as per ranks very good, average, and average to
medium and below average. On the basis of these rankings
highest reward of the year is given to best suitable worker.
The better performing employee gets the majority of
available merit pay increases, bonuses, and promotions.

TRAINING AND
DEVELOPMENT

The Technical Education Advisory Committee guides

employee development and training in line with strategic

goals of the company and long-term objectives. The inhouse training centres impart majority of the training
programmes. (Technical Institute & Management
Development Centre).
Employees are also deputed to other organizations and
training centres in the country such as ITI and abroad for
specialized training.
Officers are trained into business managers through
special general management programmes such as at
CEDEP, France.
They are trained to know the changes in environment,
market, and in steel prices.
They also get training of problem solving techniques,
conflict management, etc.

COMPENSATION PLANNING
It depends on financial capabilities.

Yearly increments are given.

Compensation for inflation is common for all
employees. (flat rates)
It is decided by union and management
where various demands are negotiated.
It is paid as per other industries.
Individual performance bonus is also given.

DEVELOPMENT OF
EMPLOYEES
At Tata Steel, there is a continuous effort of staying in touch

with employees to ensure that there is the right culture to

engage them in consistent performance improvement. There
are well-established and effective arrangements at each
business location for transparent communication and
consultation with Works Councils and Trade Union
representatives. Further, the Company has always registered
steady quality improvement and productivity enhancement
through dedicated efforts of the Companys Performance
Improvement teams, focused on technical best practice
transfer and the value of knowledge networks.
Towards the well-being of employees Tata Steel has put into
practice many initiatives, events and programmes that have
helped to create not only an enduring loyalty amongst
employees but also enabled them to have a more fulfilled life.

special benefits provided to

employees
Medical facilities: Free medical facilities for employees and their family,

which continues even after retirement.

Housing facilities: Subsidised electricity, water and housing facilities to all

employees.
Higher studies: Monetary incentives to employees acquiring higher
qualifications in a related field along with study leave, scholarships etc. when
necessary.
Holiday Homes: Tata Steel has five holiday homes for benefit of employees
during vacation.
Tata Steel Officers Beach Club: All officers of Tata Steel are eligible to be
members of the Beach Club that offers holidays in elite hospitality chains.
Family Benefit Scheme: In the tragic case of a fatality in the Works, a
monthly pension equal to the amount of the last drawn salary of the deceased
is given to the legal heir until the time the deceased would have attained the
age of 60.

DEVELOPING PEOPLE
Valuing its people as a great asset, Tata Steel is
committed to their development, both in order to
benefit the individual and to benefit the Company
through increased knowledge and skills. In order
to leverage maximum potential of human
resource to achieve business objectives the
Company recognises that enrichment of people
will help retain a motivated workforce in a
competitive environment.

Skills training is a process that begins at the time

of an employee joining the company and

continues throughout his or her career. Employees
work in clusters of multi-skilled workers and move
across and within clusters on improving their skills
levels. The Technical Training Institute imparts
vocational and basic skills training; the
departments impart on-the-job training.
In order to promote self-directed learning, the
Company has introduced e-learning whereby
employees can access electronic courses from
their departmental e-Learning centres.

Skills Development Non-officers

Skills Development Officers

Tata Steel Management Development Centre

conducts a number of managerial and functional

competency based programmes for officers and
supervisors. The objectives of these programmes
are:
To build individual capability by enhancing
managerial and functional competencies which are
critical to operations, service and support functions.
To build a leadership pipeline in the organisation to
prepare the people to meet the challenges of
growth, globalisation and change.

equal opportunity
practises
Tata Steel is an equal opportunity employer and does not

discriminate on the basis of race, caste, religion, colour,

ancestry, marital status, sex, age or nationality. The
Companys Affirmative Action Policy promotes equal
access to its employment and opportunities and all
decisions are merit based. Respect for equal
opportunities as set out in the Tata Code of Conduct is
followed. The HR Policy and Affirmative Action Policy are
monitored by the Ethics Counsellor and supported by an
effective grievance redressal mechanism.
Tata Steel encourages female employees to advance their
career with initiatives dedicated towards personal
development and professional advancement. The Women
Empowerment Cell examines and addresses the issues
and concerns of female employees and ensures that they
do not miss out on any growth opportunity

Freedom
of
association
Tata Steel respects the employees right to
and
collective
bargaining
exercise
freedom of association
and collective
bargaining and provides appropriate support
for this. There is an established system of
joint working and collective bargaining, which
ensures that every employee is able to
exercise this right without any fear. Pioneering
the concept in India, a system of Joint
Consultation has been in place in Tata Steel
for more than 50 years.

THANK YOU