Hr Policies Practised by Tata Steel | Employment | Economies

PRESENTED BY

:

Mohith Sharma IIIsem B.com B

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.

GROUP PROFILE
y 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 Group s present shareholder base is 3.2 million. In the face of trying economic challenges in recent times, the Tata Group has steered India s 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.

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 Iron-making and Engineering Development for ten years and then moved to the Marketing & 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 Limited since April 9, 2009 and Managing Director since October 01, 2009. More

Mr. B. Muthuraman Vice Chairman

Mr. H.M. Nerurkar Managing Director

COMPANY PROFILE
y 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. y 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
y 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
y

The Technical Education Advisory Committee guides employee development and training in line with strategic goals of the company and long-term objectives. The in-house 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
y 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
y 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 Company s Performance Improvement teams, focused on technical best practice transfer and the value of knowledge networks. y 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
y Medical facilities: Free medical facilities for employees and their family, which

continues even after retirement.

y y y y y

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 Development - Non-officers
y 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-thejob 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 - Officers
y 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: y To build individual capability by enhancing managerial and functional competencies which are critical to operations, service and support functions. y To build a leadership pipeline in the organisation to prepare the people to meet the challenges of growth, globalisation and change.

equal opportunity practises
y 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 Company s 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. y 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 and collective bargaining
y Tata Steel respects the employees right to 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.

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