Tata Motors Ltd General process, Outbound training, CSR activitys

1. A Study of Outbound Training at Tata Motors Limited
Presented By :- Vinay Sane (MMS 2)
vinaysane95@gmail.com
Roll No. :- 48
Specialization Project

2. OBJECTIVE
To understand how the need assessment is done for outbound
training
To list the essentials for the design of an outbound training
To study and understand how an outbound training is
conducted

3. OBT AT TATA MOTORS
Corporate Outbound Training -
OBT Training or Outbound Learning is a
training method for enhancing individual
and team behaviors, organizational
performance through outdoor activities
and experiential learning methodology.
​The participants are engaged into
outbound training activities and outbound
training games that give an immersive
learning experience and bring out variety
of learning outcomes based on the
participants and organizational learning
needs.

4. INTRODUCTION OF TOPIC
 Need assessment for OBT
 Co-ordination for garudmacchi training programe
 Tata Motors Corporate Outbound Training Programme

5. LITERATURE REVIEW
outbound training (OBT) is an off the job training method
usually conducted in the natural settings away from the
classroom situation. OBT relies on the principle of experiential
learning. It aims to provide the participants with real time
experience about the constraints, external forces influencing
work efficiency eventually equipping them with corporate/
workplace skills namely a few are interpersonal skills, self
leadership & motivation, team working skills, time management
skills, thinking and problem solving skills. Execution of OBT in
corporate companies plays a vital role in grooming personalities
of the incumbents in the form of helping them match and get
tuned to the corporate standards and expectations.
Prof. Sanjay K Deshpande B.sc ( Agri). MBA(HR), EDP, NET

6. RESEARCH METHODOLOGY
The methodology used while studying the Manufacturing Process is
“descriptive Research Methodology”
a.Primary Data:-
1.Personal Discussion: - Researcher personally has to make
discussion with the DGM HR Defence Business, HOD’s and Plant
Head try to understand the need for outbound training.
2.Documents :-Prepared design for the outbound training and
safety precaution
b. Secondary Data:-
Secondary data is collected through previous information of training
program my TATA Motors Limited & Garudmachi training Institute

7. DATA ANALYSIS
NEED ASSESSMENT FOR OUTBOUND TRAINING
Four Steps to Conducting a Needs Assessment:-
1. Perform a "Gap" Analysis
2. Identify Priorities and Importance
3. Identify Causes of Performance Problems and/or Opportunities
4. Identify Possible Solutions and Growth Opportunities

8. E-mail Co-ordination for OBT
Outbound Training -OBT is a training
methodology based on experiential learning
in the outdoors and is conducted in an
outdoor environment away from
familiar settings like a trip to a green
countryside with natural terrain, trees, rocks
and hills
Structured Learning Cycle

9. Conti...Activities
Flag on mountain top
Learning's:
 Challenges come to you need to accept it
positively
 We normally latch on to negative thoughts we
shouldn’t do that
 Seek clarity openly
 Stay together build bonds that will ensure we
stay together and become stronger and
successful
stamp the number
Learning's:
 Talk to people and not about people
 Don’t form perception about other team
without understanding the reality
 Establishing lateral leadership
 What I can do to make things better
 Go beyond your role boundaries to help others
by developing coordination at your level

10. Conti...Activities
Drum plank crossing
Learning's:
 Don’t go on hearsay experience and then form
an opinion.
 Appreciate your own role.
 You can always ask for help.
 We are good at following process.
 Evaluate multiple ideas stamp the number
Blind man sheep hearing
Learning's:
 Language of communication has to be strong
and channel of communication strong.
 Bring in smoothness in execution.
 Develop language of communication with your
team.
 Do we use what we have planned to our
advantage?

11. CONCLUSION
Outdoor programs offer relevant learning experience and helps
employees to enhance interpersonal skills, develop technical
knowhow and team building skills. The success of the program is
based on the desired results. Therefore it is highly essential that
the effectiveness of outdoor training and its effectiveness on
employee performance are evaluated. This will turn benefit the
training providers as well as the participants of the OT program and
thus in turn effect the bottom-line of the company.
RECOMMENDATION
 Outbound training should be given to all the senior level managers
 Selecting employee for training reporting managers must have
unbiased selection as per the training needs

12. REFERENCE
Websites:
• www.tatamotors.com/
• http://www.garudmaachi.com/
• https://papers.ssrn.com/sol3
• http://journals.sjp.ac.lk/
• https://www.tata.com/
Bibliography:
 Annual Report Of Tata Motors Limited 2017-2018
 Journal of “Tata Defence Solutions 2019”
 “Outbound training and its effect on employee performance”
research paper by Dr. Ipseeta Satpathy, D.Litt
 Tata Group Journal 2018
 Book of “Kirkpatrick's Four Levels of Training Evaluation” by
James D. Kirkpatrick

15. A Study of The Detail Information about TATA Motors Limited.
Presented By :- Vinay Sane (MMS 2)
Roll No. :- 48
TATA MOTORS LIMITED

16. OBJECTIVE
Study of Company Profile of Tata Motors Limited
Study of General Management practices of Tata Motors Limited.
Study of Code of conduct of Tata Motors Limited.

17. INTRODUCING TATA MOTORS
Tata Motors Limited (TML), a $42 billion organization, is
India’s largest automobile company and is a leading global
manufacturer of cars, utility vehicles, buses, trucks and Defence
vehicles. Incorporated in India in the year 1945, Tata Motors is a
part of the over $100 billion Tata Group founded by Jamsetji Tata in
1868. Recognized for its world-class quality, originality, engineering
and design excellence, the Company is on the path of shaping the
future of mobility in India. Sustainability and the spirit of ‘giving
back to society’ is Tata Motors guiding philosophy and good
corporate citizenship is strongly embedded in our DNA.

18. INTRODUCTION OF TOPIC
 CORPORATE GAVARNANCE
 TATA CODE OF CONDUCT
 HUMAN RESOURCE
 Firm infrastructure
 HR Philosophy
 HR Policy

19. RESEARCH METHODOLOGY
The methodology used while studying the Manufacturing Process is
“descriptive Research Methodology”
a.Primary Data:-
1.Personal Discussion:- Researcher personally has to make
discussion with the manufacturing team like design engineers,
HOD’s, Project manager, Sales & marketing team in Pune (Chakan)
Plant
b. Secondary Data:-
Secondary data is collected Through annual report of the Tata
Motors Ltd., Journals of Tata Motors Defence Solution’s, Defence
Expo presentations

20. DATA ANALYSIS
CORPORATE GOVERNANCE
Good corporate governance leads to effective decision making
and it supports formation of robust operations, financial, risk and
information management systems.
 Tata Motors philosophy on corporate governance
 Tata Business Excellence Model
 strong emphasis on independence, responsibility, transparency,
professionalism, accountability and code of ethics to ensure
adherence to the Tata ethics and value system

22. TATA Code of Conduct
The Tata Code of Conduct (TCoC) represents the values and
core principles that guide the conduct of every Tata business and
is followed throughout the organization to monitor aspects
including anti-bribery, corruption, equal opportunities and human
rights
 ensure effective implementation and adherence to the group’s
mission on environmental, labour practices, societal and code
of conduct aspects
 periodically refreshed

23. HUMAN RESOURCE
 Vast pool of technically competent engineers and managers
 Focus on development of technical capabilities
 Technical Training Centre’s, Alliance with technical Institutes
 Focus on development of managerial capabilities
 MTC’s , executive training programs at premier business schools
 Career advancement schemes – ESS, FTSS
Firm Infrastructure
 Multi – Location facilities
 Strong leadership – under the aegis of Tata Sons
 Best in class prototype building facilities
 Technology – SAP

24. HR Philosophy
 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 cooperatives
 The Tata Motors Grihini Social Welfare Society caters to
employees' women dependents'
HR Policies
 Executive Selection Scheme (ESS) - fast track programme for
accelerated growth
 In-house vocational training and apprenticeship programme
trains the technicians
 Rotational assignments and cross-functional mobility allow
employees to grow

25. CONCLUSION
 strong automobile company
 faced challenges such as lack of proper investment in R&D to
enhance the quality of automobiles produced
 Acquired JLR due to its strong financial condition which made it
possible to maintain JLR
“Best in the manner in which we operate, best in the products we
deliver, and best in our value system and ethics” – Ratan Tata
RECOMMENDATION
I just recommended that each and every company should be
giving all the benefits to the employees like medical benefits,
education facilities, provident funds and all the insurance and
retirement benefits so the employees can secure Tata Motors
future

26. REFERENCE
Websites:
 www.google.com
 www.tatamotors.com
 www.economictimes.indiatimes.com/news/india
 -automobile-industry.html
 www.icmrinda.com/case studies/catalogues bstr341.html
Bibliography:
 Annual Report Of Tata Motors Limited 2017-2018
 Journal of “Tata Defence Solutions 2019”
 Tata Group Journal 2018

28. A Study of CSR Activities at Tata Motors Limited
Presented By :- Vinay Sane (MMS 2)
Roll No. :- 48
Socially Relevant Project

29. OBJECTIVE
To study and understand policy and guideline of CSR activity for
FY 2018-19 At Tata Motors Limited
To study and Understand various CSR Activity at Tata Motors
Limited
To understand the impact of CSR activity in Tata Motors Limited

30. CSR AT TATA MOTORS
Tata Motors Group is a
leading automobile manufacturer
with a portfolio that includes a
wide range of cars, sports vehicles,
trucks, buses and Defence
vehicles. With its presence in more
than 175 countries Tata Motors is
a responsible corporate citizen.
Guided by the philosophy of
inclusive community
development, meaningful social
engage-ment has been at the
heart of the corporate social
responsibility efforts

31. INTRODUCTION OF TOPIC
 Approach, principle & guidelines
 CSR Policy FY 2017-18
 CSR Performance 2017-18

32. LITERATURE REVIEW
Goyder(2003) argues: ―Industry in the 20th century can no
longer be regarded as a private arrangement for enriching
shareholders.
It has become a joint enterprise in which workers, management,
consumers, the locality, govt. and trade union officials all play a
part. If the system which we know by the name private
enterprise is to continue, some way must be found to embrace
many interests whom we go to make up industry in a common
purpose. CSR implies some sort of commitment, through
corporate policies and action. This operational view of CSR is
reflected in a firm‘s social performance, which can be assessed
by how a firm manages its societal relationships, its social impact
and the outcomes of its CSR policies and actions

33. RESEARCH METHODOLOGY
The methodology used while studying the Manufacturing Process is
“descriptive Research Methodology”
a.Primary Data:-
1.Personal Discussion:- Researcher personally has to make
discussion with the CSR team of the Tata Motors & DGM of HR
HOD’s to understand the process of CSR
b. Secondary Data:-
Secondary data is collected through previous records of CSR
activities, Annual report of CSR at TML, Government guidelines for
CSR activities

34. DATA ANALYSIS
Approach, philosophy & guidelines

35. CSR Policy FY 2017-18
The Tata group constitutes a global force not only for doing
good business, but being in the business of doing good for society.
We shall strategically integrate the shouldering of our
Social Responsibility with our pursuit of Business Excellence.
Towards achieving long-term stakeholder value creation, TATA
Motors shall always continue to respect the interests of and be
responsive towards its key stakeholders - the communities,
especially those from socially and economically backward groups,
the underprivileged and marginalized; focused on interlaid the
Scheduled Castes and Scheduled Tribes, and the society at large

36. Conti...

37. CSR Performance 2017-18

38. CONCLUSION
Company has done work in different nature and in different areas
which has led to the benefit of people of different areas and in
different since. In general the CSR policies of Tata Motors cover the
general topics mentioned in the CSR frame of reference, i.e. labor,
environment and more economic related issues
RECOMMENDATION
 The concept of private-public partnership (PPP) should be applied
 Periodic review of the CSR activities should be conducted
 searching the untouched areas and scope of CSR

39. REFERENCE
Books:
 Halal ,W. E, Corporate community:A theory of the firm uniting
profitability &responsibility,strategy &leadership 2000
 Mark Goyder, Redefining CSR: From the Rhetoric of Accountability
to the Reality of Earning Trust (Tomorrow's Company, 2003)
Websites:
 Innovation is a Journey with a Compass, may21,2012
www.financialexpress.com
 Forerunners in corporate social responsibility , March 16, 2005 |
The Indian Express, www.tata.com
 Tata Motors : Corporate Social Responsibility Annual Report 2017-
18
 A case study of Tata Motors 2018, http://troindia.in/
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