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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.
HR POLICIES AND PRACTICES OF TATA MOTORS
HR POLICIES AND PRACTICES OF TATA MOTORS
Shree Ganesh
Human Resource Management (in TATA Motors)
Human Resource Management (in TATA Motors)
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Training and development programme by TATA Group
Training and development programme by TATA Group
Training and development programme by TATA Group
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TRAG AND DEV AT TATA GROUP AND TATA MOTORS IN SPECIFIC
TRAININGg & DEVELOPMENT at tata group and tata motors
TRAININGg & DEVELOPMENT at tata group and tata motors
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HR PRACTICES OF TATA MOTORS-MALIKZADA RAASHID
HR PRACTICES OF TATA MOTORS-MALIKZADA RAASHID
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Grooming the managers of today into the leaders of tomorrow —that's the broad objective of the Tata group's leadership development programs and training processes. •The group's high-value, superior-quality training interventions are targeted at maximizing the potential of its pool of managers. This is done by encouraging their cross-functional exposure and by making cross-company mobility an integral aspect of all leadership development efforts
Training practices and policies of tata group
Training practices and policies of tata group
Harsh Kumar
Empfohlen
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.
HR POLICIES AND PRACTICES OF TATA MOTORS
HR POLICIES AND PRACTICES OF TATA MOTORS
Shree Ganesh
Human Resource Management (in TATA Motors)
Human Resource Management (in TATA Motors)
Urmilesh Tiwari
Training and development programme by TATA Group
Training and development programme by TATA Group
Training and development programme by TATA Group
Shrey Kapoor
TRAG AND DEV AT TATA GROUP AND TATA MOTORS IN SPECIFIC
TRAININGg & DEVELOPMENT at tata group and tata motors
TRAININGg & DEVELOPMENT at tata group and tata motors
Usha Bhadoria
PMS
23809590 performance-appraisal-at-wipro
23809590 performance-appraisal-at-wipro
Yogesh Jadhav
HUMAN RESOURCE PRACTICES IN TATA
HR PRACTICES OF TATA MOTORS-MALIKZADA RAASHID
HR PRACTICES OF TATA MOTORS-MALIKZADA RAASHID
Raashid Malik
mumbai university hr internship project,summer internship project hr mba mms
Summer internship project hr mba mms
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Grooming the managers of today into the leaders of tomorrow —that's the broad objective of the Tata group's leadership development programs and training processes. •The group's high-value, superior-quality training interventions are targeted at maximizing the potential of its pool of managers. This is done by encouraging their cross-functional exposure and by making cross-company mobility an integral aspect of all leadership development efforts
Training practices and policies of tata group
Training practices and policies of tata group
Harsh Kumar
This Presentation is about HR policies of Tata Motors. HUMAN RESOURCE PRACTICES IN TATA. Tata Group believe that people are there greatest asset and they adopt best practices to ensure healthy employee relations, employee growth and development as well as work satisfaction.
HR Policy and HR Practices of Tata Motors
HR Policy and HR Practices of Tata Motors
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Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning. Each company has a different set of circumstances, and so develops an individual set of human resource policies. PURPOSE The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees. HR policies can also be very effective at supporting and building the desired organizational culture.
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This Presentation is about HR policies of Tata Motors. HUMAN RESOURCE PRACTICES IN TATA. Tata Group believe that people are there greatest asset and they adopt best practices to ensure healthy employee relations, employee growth and development as well as work satisfaction.
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Human resource policies are systems of codified decisions, established by an organization, to support administrative personnel functions, performance management, employee relations and resource planning. Each company has a different set of circumstances, and so develops an individual set of human resource policies. PURPOSE The establishment of policies can help an organization demonstrate, both internally and externally, that it meets requirements for diversity, ethics and training as well as its commitments in relation to regulation and corporate governance of its employees. HR policies can also be very effective at supporting and building the desired organizational culture.
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Organisational success today depends on effective communication and collaboration with individuals from cultures with varying beliefs and practices. Indeed, with the workforce increasingly comprised of people of varying cultural backgrounds, leaders must now prioritise the significance of cultural competence in the workplace. Ensuring cultural competence at every level of your organisation cannot be understated. While cultural disparities can manifest in different ways, as a leader, you must build deep and nuanced cultural competence skills and education to accurately spot, address and alleviate the various scenarios that can arise. Failing to recognise the importance of cultural competence or not acting to improve it can lead to cultural negligence. There are a few things to consider to ensure your organisation is on the right track. In this deck, you'll understand the importance of building cultural competence in the workplace. You'll also learn • The three (3) dimensions of Cultural Competence in the workplace • Key strategies to build a culturally competent workforce • Major benefits you stand to gain by having a culturally competent team.
Cracking the Cultural Competence Code.pptx
Cracking the Cultural Competence Code.pptx
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Transformation is even harder than we thought “Only 22% of companies successfully carry out transformation. The failure rate was 78%.” “Often the business value of digital transformation is not realized. One of the most common causes is an abundance of technology projects, not a true business culture transformation” - Phil Le-Brun, Enterprise Strategist, AWS
Organizational Transformation Lead with Culture
Organizational Transformation Lead with Culture
Seta Wicaksana
Insurance IoT is a social good! Because: 🔵 Expected losses can be reduced structured programs with both real-time mitigation actions to solve a specific situation, and behavioral change mechanisms to promote safer behaviors (both in personal and commercial lines) 🔵 Rate can be matched to risks better: - Smaller and more accurate pricing clusters allow a large part of profiles to receive a lower rate - Even with the ability to price the individual probability of loss (cluster of one) the insurance foundation isn’t canceled (The risk of each policy will contribute to the expected losses of the portfolio; The premiums paid by many lucky policyholders will be used to pay the claims of the few unlucky policyholders who had an accident in a period of coverage) 🔵 IoT data can be used to increase the effectiveness and efficiency of the claim process, so improving the combined ratio ceteris paribus ⏩ Large part of the policyholders will pay less (and portfolios currently difficult to insure will become more insurable) Insurance IoT (and telematics) is not about providing a discount Insurance IoT (and telematics) is about creating economic value using the data and sharing part of this value with policyholders (and agents & brokers) An integrated holistic adoption of the IoT paradigm is a game changer for your insurance business and a social good: ◾ it allows to improve the availability and affordability of insurance coverages ◾while allowing the sector to write a profitable business Below you can enjoy a selection of best practices in both personal and commercial lines - written with some of the IoT Insurance Observatory members - that have already started to obtain results from their IoT business transformation journeys
Insurers' journeys to build a mastery in the IoT usage
Insurers' journeys to build a mastery in the IoT usage
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Cracking the Cultural Competence Code.pptx
Cracking the Cultural Competence Code.pptx
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Insurers' journeys to build a mastery in the IoT usage
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