Diese Präsentation wurde erfolgreich gemeldet.
Die SlideShare-Präsentation wird heruntergeladen. ×

HR POLICIES AND PRACTICES OF TATA MOTORS

Anzeige
Anzeige
Anzeige
Anzeige
Anzeige
Anzeige
Anzeige
Anzeige
Anzeige
Anzeige
Anzeige
Anzeige
Nächste SlideShare
humar resource management
humar resource management
Wird geladen in …3
×

Hier ansehen

1 von 14 Anzeige

HR POLICIES AND PRACTICES OF TATA MOTORS

Herunterladen, um offline zu lesen

The presentation is about the HR policies and practices of Tata Motors.

Tata Group believes that people are their greatest asset and they adopt best practices to ensure healthy employee relations, employee growth, and development as well as work satisfaction.

The presentation is about the HR policies and practices of Tata Motors.

Tata Group believes that people are their greatest asset and they adopt best practices to ensure healthy employee relations, employee growth, and development as well as work satisfaction.

Anzeige
Anzeige

Weitere Verwandte Inhalte

Diashows für Sie (20)

Ähnlich wie HR POLICIES AND PRACTICES OF TATA MOTORS (20)

Anzeige

Aktuellste (20)

HR POLICIES AND PRACTICES OF TATA MOTORS

  1. 1. HR POLICIES OF TATA MOTORS -SHREE GANESH S
  2. 2. INTRODUCTION  Tata Motors Limited which earlier was known by the name TELCO.  Tata Motors is an Indian multinational company dealing with automotive manufacturing.  The headquartered of the company is in Mumbai, Maharashtra, India, and the company is a subsidiary of the Tata Group.  Tata motors products include passenger cars, trucks, vans, coaches, buses, construction equipment and Military vehicles.  Tata motors is the world's 17th-largest motor vehicle manufacturing company, fourth-largest truck manufacturer, and second-largest bus manufacturer by volume  Tata Motors has articulated a human capital strategy that sets a five- year road map for the company's HR agenda
  3. 3. TATA MOTORS We Drive By Your World Everyday • Tata Motors established in 1945, and entered into collaboration with Daimler Benz of Germany in 1954 to manufacture commercial vehicles. • The collaboration ended in 1969. Tata Motors has since grown strength to strength. It is the largest company in the Tata Group now, with a total income of USS 3.4 billion in the year 2009-10. • More than 3 million Tata Vehicles ply on the Indian roads making Tata a dominant force in the Indian automobile industry. • Tata Motors is India's only fully integrated automobile manufacturer with a portfolio that covers trucks, buses, utility vehicles and passenger cars.
  4. 4. PRODUCTS COMMERCIAL VEHICLES PASSENGER VEHICLES MILITARY VEHICLES TATA MOTORS
  5. 5. COMPETITORS COMMERCIAL VEHICLES • ASHOK LEYLAND • VOLVO MOTORS • SWARAZ MAZDA • MAHINDRA MOTORS PASSENGER VEHICLES • MARUTI SUZUKI • HONDA MOTORS • HYUNDAI MOTORS • KIA MOTORS
  6. 6. HUMAN RESOURCE  Vast pool of technically competent engineers and managers.  Focus on development of technical capabilities — Technical Training Centers, Alliance with technical Institutes.  Focus on development of managerial capabilities — MTC's, executive training programs at premier business schools.  Career advancement schemes — ESS, FTSS
  7. 7. HR PHILOSOPHY Proper utilization of assets Motivating people to work hard Selective hiring Job fitting Training program Better working environment
  8. 8. HR PLANNING HUMAN RESOURCE PLANNING FRAME THE HR POLICIES OPTIMUM UTILIZATION OF HUMAN RESOURCES PRINCIPLES OF DISCIPLINE TALENT MANAGEMENT COMPENSATION MANAGEMENT PLAN ORGANIZATIONAL OBJECTIVES SYSTEMATIC ORIENTATION
  9. 9. HR POLICIES  Caring, show respect, compassion and humanity for colleagues.  Work cohesively with colleagues across the group  Encourages self-sufficiency.  Employees' relatives at Pune have been encouraged to form various industrial co-operatives.  The Tata Motors Grihini Social Welfare Society caters to employees' women dependents' so as to enable a housewife earn a modest amount without neglecting their traditional duties towards the family.  Executive Selection Scheme (ESS) - fast track programme for accelerated growth.  In-house vocational training and apprenticeship programme trains the technicians.
  10. 10. EXECUTIVE SELECTION SCHEME (ESS)  ESS is a fast track programme for accelerated growth of high potential professionals. This facilitates their early advancement to challenging and visible assignments through a very systematic procedure.  Candidates selected gain a huge lead in terms of promotion and learning. They are promoted to Manager's level thereby saving almost 10 to 13 years of work time.  The successful candidates are relieved from their current jobs and put on various project based training programs under the guidance of senior managers in the company.  If the candidates do not possess management education, they undergo a 4 months MEP at 11M, Ahmedabad. After successful completion of training the candidates are mandatorily rotated across departments to acquire general management skills.  The ESS is a jewel in Tata Motors overall profile as it provides a platform for every employee of the company to perform and achieve maximum potential so as to exploit it further for the growth of the company.
  11. 11. HR PRACTICES  Tata Motors truly believes in a progressive people culture.  Company ensure that a judicious (Having a good judgement) mix of people is maintained in their workforce and this is achieved through hiring multi- skilled people both from within the automobile industry and from other sectors.  In addition. a regular and consistent recruitment at engineering and institutes ensures a steady stream of high quality people getting inducted to fuel growth plans.  They also have partnerships with different Industrial Training Institutes, besides their own professional training centers, to recruit shop-floor workforce.
  12. 12. HR COMPENSATION COMPENSATION EDUCATIONAL QUALIFICATION EXPERIENCE IN TATA AND PERFORMANCE LEVEL EXPERIENCE BEFORE JOINING TATA
  13. 13.  As per as payscale.com the average salary for the employee differs from each Other based on the job profile Of a candidate.  Like in case Of project manager (Engineering) his average salary ranges between 500000-1800000 p.a are for design engineer its 6 lakh to 10 lakh and for mechanical its 8312000- 2012200.  Basically the thing is according the rank of an individual and experience in the particular field they are giving the compensation
  14. 14. THANK YOU !

×