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The HRdivision in Tata Motors Lucknow conducts the following main functions:
Manage (Recruitment and placements opt-sizing and separation)
Productivity services: Manpower planning, job evaluation, Productivity measurement.
Manage Industrialrelations
Mange safety
Employee Learning and development
Employee welfare
Performance management
Manage employeedatabase
Talent Management
Medical
Environment
Security and Vigilance
Administration and PR
Safety
Learning and development
at Tata Motors
The learning schemes offered by Tata Motors help keep it abreast with rapid development in the field.
It applies to all employees.
Learning requirements are identified for a period of 12 months.
Learning needs are identified on the basis of individual development needs, job improvement plans, future
requirements and management priorities.
After the identification of learning needs, Learning and development Division prepares a consolidated list
of the programs requested for and forward the same to divisional heads.
On the basis of the learning programs on offer, and the specific requirements of the employees and the
division, the Divisional heads intimate the HR/L&D team about the people they are recommending for
learning.
Divisional head in consonance with the HR department is responsible for identifying learning needs and
the L&D team is responsible for organizing learning for all the employees.
The purpose of this process is to ensure that all details associated with
programmes to be conducted by the Tata motors academy for Tata
motors are fully documented & outlined in the annualcalendar.
The documentation ensures that all programmes are calendararized & are
allocated to the appropriate operation lead (OL) for logistic
administration.
The programme identification and calendar creation begin the after the
annual budget for programmes approved and allocated
Calendar at a Glance
Calendar at a Glance (Cont.)
Training Process
Types of Learning Conducted
InHouse Learning
Learning given to employees for skills that are high on demand.
Learning is conducted at the plant .At various locations within the plan.
External Learning
External learning programs are usually utilized if our Organization is unable to provide the required learning at the
management Development Centers.
Nomination of external Learning are made by the departmental head is sent to HR Division for further processing.
HR Division recommends a learning program and obtains the approval of the appropriate Sanctioning.
Authority prior to processing of the nomination.
Foreign Learning
Employees are deputed abroad for assignments.
Attending executive Development Programs.
Getting Trained by TATA Motors foreign business units.
Attending trade fairs, exhibitions, motors shows, conferences, etc.
Evaluation of the learning programme,
Learning Evaluation Procedure
The learning conducted is evaluated through feedback of the participants by following the
CIRO approach. CIROstands for CONTENT IN,RESULT OUT.
There are two forms: CIRO 1 and CIRO 2.
CIRO 1 is filled by the participants immediately after the learning programme to verify
whether it was relevant for the participants or not and feed feedback for the trainer is also
taken.
CIRO 2. Is filled after 2 to 3 months to check the effectiveness of the learning programme
by evaluating the performance of the employee and weather the employee has
implemented the learning in his work or not. The form is filled by the participant as well as
his supervisor.
Learning Management System