TATA MOTORS TALENT

MANAGEMENT FAST TRACK

SELECTION

NAJID AHMED
M150023MS
EXECUTIVE SELECTION
SCHEME(ESS)
Executive Selection Scheme came into existence to
identify and nurture quality talent. It was a niche program
to spot and groom a selected few.
Instituionalized in 1991,this scheme is now over 20 years
old.
The name has been changed to FTSS in 2008-09 and has
3 components.
 FTSS was designed to:

Develop and nurture young managers by supporting their

growth in the organization
To overcome the steep hierarchical levels at Tata Motors and
even the talented people found it difficult to reach the top
To overcome Talented Leadership crisis
Skills Tata Motors must develop
for thier future leaders:
Cross functional skills and ability
Ability to work in a team
Consistent and Quality contribution
Prompt Decision making skills
Steps involved in designing high
Potential Talent identification
program :

Phase 1: Online test

Paper 1:quantitative technique, language comprehension,
logical reasoning
Paper 2:functional appreciation, GK
Phase 2: GD and power interview
Phase 3: Assessment centre(tray exercise, case study,
group task)
Phase 4: Final interview
Pros of implementing high potential
talent identification program:

Opportunity to learn, develop and grow as a leader

Equal Opportunity for Aspiring and Talented people who
wants to grow
Focus on Qualitative Assessment rather than Quantitative
Assessment
Continuous Supply of Talented Leaders
Motivated employee workforce
Cons of implementing high
potential talent identification
program:

It may unintentionally create a stratified workforce.

No integration between talent management and other HR
processes
Lack of reinforced retention strategy
Lack of motivation from the employees who are not
selected through the process
Lack of systematic and periodical review of hiPo program
Thank you