HR PRACTICES OF TATA MOTORS-MALIKZADA RAASHID

L O V E L Y P R O F E S S I O N A L U N I V E R S I T Y , P U N J A B Page 1
LOVELY PROFESSIONAL UNIVERSITY
DEPARTMENT OF MANAGEMENT
Submitted to
Mrs. Megha Mehta
In partial fulfillment of the Requirements for the award of Degree of
Masters of Business Administration
Submitted by:
MALIKZADA RAASHID RASHID
University Roll No:-RQ1529B34
REG-ID:-11502658
DEPARTMENT OF MANAGEMENT
LOVELY PROFESSIONAL UNIVERSITY
JALANDHAR NEW DELHI GT ROAD
PHAGWARA.

ACKNOWLEDGEMENT
I Malikzada Raashid Rashid hereby take an opportunity to express my profound gratitude of all
those who have helped and encouraged me towards the successful completion of the HRM
assignment. It has been a great experience completing HRM501 assignment under the
supervision of Mrs.Megha Mehta (Asst.Professor). I am highly thankful for their support and
kind attitude which helped me a lot and made my assignment a success.
Above all my family members have always been my biggest supporters. In spite of my serious
efforts to complete this assignment if I have committed any error it should be looked upon with
sympathy.
Malikzada Raashid Rashid
(Signature of the student)

TABLE OF CONTENTS
Contents Page No.
Introduction 04
Competitors 08
Operations 05
Vision and Mission 05
Management-Tata Motors 05
Company Overview 06
HR Practices 07-11
Analysis of HR Practices 12-15
Recommendations 16-17
Bibliography 18

INTRODUCTION:
Tata Motors Limited which earlier was known by the name TELCO, short for Tata Engineering
and Locomotive Company 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 desires for time ahead (future) that will be more global and competitive, where
customer expectations will be quite different from what they have seen all these years. It is a
future where their employee demographics will be much altered from what it is now
In late 2010 Tata motors articulated a five-year human capital strategy for their company. It is
not an HR function strategy but a human capital strategy which has been co-created and
coowned by the leadership. There are also near- and long-term agendas. The past 12 months
have not been a particularly As a part of its vision for transformation, Tata Motors has articulated
a human capital strategy that sets a five-year road map for the company’s HR agenda.
For over 10 years of period, company has led country’s commercial vehicle market from the
front. Through their deep understanding of the customer’s needs, they have consistently brought
innovation to automobile industry — with new product segments such as the sub-tonne mini
truck, Tata Ace as the ideal last mile delivery vehicle and the Winger mini bus for short distance
passenger travel — to revolutionize the trucking landscape in the country with market-leading
products, applications and services.
As per 2015 the company is having a diversity of employees from different countries throughout
the world and having a total of 90485 employees who are working in different centers of the
company.
Tata Motors is listed on the both the Indian exchanges I.e. (BSE) Bombay Stock Exchange,
where it is a constituent of the BSE SENSEX index, the National Stock Exchange of India, and
the New York Stock Exchange. Tata Motors is ranked 287th in the 2014 Fortune Global
500 ranking of the world's biggest corporations.

Competitors
 Maruti Sazuki
 Ford Motors
 General Motors
 Eicher Motors
Operations
As the company is Multinational Corporation so they are operating in many countries though the
company is having vehicle assembly operations in India, the UK, South Korea, Thailand, Spain and
South Africa. It plans to establish plants in Turkey, Indonesia, and Eastern Europe in near future.
Mission
To be passionate in anticipating and providing the best vehicles and experiences that excite our
customers globally
Vision
Most admired by our customers, employees, business partners and shareholders for the
experience and value they enjoy from being with us.
Management - Tata Motors
Name Designation
Ratan N Tata Chairman Emeritus
Guenter Butschek Managing Director & CEO
Satish B Borwankar Executive Director
N Munjee Ind. Non-Executive Director
Falguni Nayar Ind. Non-Executive Director
Cyrus P Mistry Chairman & Non-Exe.Director

Company Overview
TATA MOTORS PVT LTD
Industry Automotive
Headquarters Mumbai,Maharashtra,India
Area Served Worldwide
Key People Guenter Butcshek (MD & CEO)
Products Automobiles
Commercial vehicles
Coaches
Buses
Construction equipment
Military vehicles
Automotive parts
No of Employees 90,485 (2015)
Parent Tata Group
Divisions Tata Motor Cars
Subsidiaries Jaguar Land Rover
Tata Daewoo
Tata Hispano
Slogan
More Dreams Per Car
Inspired by people
Website www.tatamotors.com
Source: https://www.capitaline.com/SiteFrame.aspx?id=1

Human Resource Practice at Tata Motors:
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 programme at engineering and
management institutes ensures a steady stream of high quality people getting inducted to fuel the
growth plans. They also have ongoing partnerships with different Industrial Training Institutes,
besides their own professional training centres, to recruit shop-floor workforce. Now coming the
HR Practices which the Tata motors are following and some of them are;
1. Recruitment:
When it comes to the recruitment process of tata motors they just followed both internal and
external source of recruitment and the nature of the recruitment process of the company is
subjected to employment law. The main forms which the company is using are advertising in
newspaper, magazines, and Tata motors careers portal and also internal vacancy list.
At the end of every quarter the company is floating their recruitment process on their web portal
for the new candidates and most of the vacancies are filled by the candidates who belong to
B.tech and MBA Background.
2. Selection:
Like Maruti Sazuki, ford motors, Hyundai and others, Tata motors also follows a series of steps
in order to pick a suitable candidate from the bench of applicants. So as per as the selection
process of Tata motors is concerned they follow the series of steps which starts from written test
in case of campus recruitments and goes on till the final selection , placement and Induction.
After screening the applications they called the candidates for employment test and if cleared the
candidate will be called for comprehensive Interview and when the candidate will clear that then
the background investigation about the candidate will start in which tata motors will verify the
details of a particular candidates and when details are verified the candidate will receive the offer
letter from the concerned HR department of Tata motors.

3. Training:
When a New candidate joins Tata motors then they are given training. This training familiarizes
them with the companies mission, vision, rules and regulations and the working conditions of
Tata motors. The existing employees of Tata motors are trained to refresh and enhance their
knowledge. If any updates take place in technology, training is given to cope up with those
changes. When promotion and career growth becomes important in Tata motors then training is
given so that employees are prepared to share the responsibilities of the higher level job.
Grooming the managers of today into the leaders of tomorrow that's the broad objective of the
Tata group's training processes. The group's high-value, superior-quality training interventions
are targeted at maximizing the potential of its pool of managers.
The Tata group's commitment to enhance the knowledge and leadership quotient of its people
has resulted in the establishment of various Development and Training Programs such as TAS
and TMTC.
The Tata Management Training Centre (TMTC) was set up by Mr. JRD Tata on 1966. Located at
Pune, awarded with the Golden Peacock National Training Award for 2007-08 in the field of
Training & Development, focuses on Management Development, enabling the Tata Group of
Companies to collaborate and participate on a vibrant learning platform.
With some objectives they have launched the centre and these are viz;
 To facilitate the Behavioural changes of employees within Tata motors company.
 To facilitate the solution for organisational issues
 For the development of learning organisations.
 To facilitate the attitudinal changes of employees.
 To offer around 250 programmes every year
 To put the creative leadership within the company
 To improvement of organisational performance through dissemination of the latest
knowledge and skills among practicing managers

4. Learning Programmes:
Apart from this company also have leadership development programmes which include
 Tata Group Strategic Leadership seminar
 Tata Group Executive Leadership seminar
 Tata Group emerging Leaders seminar
E-learning programmes include
 Live e-classroom
 Live video broadcast and
 Self-paced e-learning programmes
A Unique self-paced programme is conducted named TATA - Harvard Manage Mentor self-
paced e-learning program by Harvard Manage Mentor, in association with Harvard Business
School Publishing, providing 44 different programmes for Tata employees.
5. Benefits:
Tata gives benefit to the employees who are working there in terms of exposure in the field of
work and gives lot of liberty to work. The best thing is that it stays constant. Tata Motors really
takes care of employees and their family at all costs borne by the company. Employees gets just
about anything they might need for a family stay.They get the benefits like travelling allowance ,
medical allowance , life insurance , sick pay benefits and others mentioned in the offer letter by
the company.
6. Compensation:
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 and for design engineer its 6 lakh to 10 lakh and for
mechanical engineer its 8312000-2012200. Basically the thing is according the rank of an
individual and experience in the particular field they are giving the compensation.

7. Performance Appraisal System in Tata Motors:
Tata motors follows appraisal system of annual basis and appraisal model which is followed on
annual basis starting from the month of April till March has been extremely effective for the
employees who are working in Tata Motors.
Also Half yearly appraisal system was started a year ago within the company and the activity
was started keeping in mind the dynamic behaviour of the industry. With a half yearly appraisal
system, the employee gets feedback twice a year, which gives him/her a chance to re-look at
his/her approach of working.
Important steps are also undertaken for employees of the company who deviate from their goals.
Company I.e. Tata motors had introduced a comprehensive system of quarterly appraisals where
an employee selects his/her own goals or Key Result Area every quarter and him/her self
assesses-his/her-own-performance-against-these-parameters.
The company have also a midterm review for all those who have been performers, thereby
creating an expectation amongst the employees of an increase in salary twice a year if they
perform well. They used to have annual appraisals earlier, but then they felt that the incentives
are not enough to motivation the sales department, which generates major revenues for Tata
motors.
8. TATA SCIP:
This is one of the initiatives taken by tata motors which basically focuses on women professional
and it’s a career transition management programme for women professionals who earlier have
taken a break of 6 months or more due to any reason and now wish to enter the profession field
again. The programme provides an opportunity for such kind of women’s to take on flexi-hour
assignments.
Tata SCIP does not provide full time job opportunities. Assignments under SCIP are short-term
and aimed at developing alternative talent pools in traditional/non-traditional formats. There is
no placement guarantee at the end of the project. However, SCIP consultants have the option of
exploring full-time employment on mutually acceptable term.

9. Executive Selection Scheme:
This Scheme is a fast track programme of Tata motors which basically accelerated growth of
high potential professionals and the scheme facilitates their early advancement to challenging
and visible assignments through a systematic procedure. Employees selected gain a huge lead in
terms of promotion as well as learning. They are promoted to Manager’s level there by saving
almost 10 to 13 years of work time within Tata motors.
The successful Employees are relieved from their current jobs and put on various project based
training programmes under the guidance of senior managers who are working in the company
If the Employee or an candidate do not possess management education, they undergo a 4 months
MEP at IIM, Ahmedabad. After successful completion of training the candidates are mandatorily
rotated across departments to acquire general management skills which is the best thing of this
initiative.
10. Volunteering Policy:
Tata motors with the concentration is always committed to create a culture of volunteering
within the company by engaging , encouraging , and recognising employees contribution in
terms of employees talent towards the quality of life of the people in and around its areas of
operation so this is one of the best action or an step which Tata motors have taken.

Analysis of HR Practices of Tata Motors with respect to Maruti Sazuki:
Maruti Suzuki India Limited, commonly referred to as Maruti and formerly known as Maruti
Udyog Limited, is an automobile manufacturer in India. It is a subsidiary of Japanese automobile
and motorcycle manufacturer Suzuki.
Now coming to the competitors HR practice its explained below viz;
RECRUITMENT
TATA MOTORS
Tata Motors followed both internal and external sources for recruiting and the nature of the
recruitment process of the company is subjected to employment law. The main forms which the
company is using are advertising in newspaper, magazines, and Tata motors careers portal and
also internal vacancy list.
At the end of every quarter the company is floating their recruitment process on their web portal
for the new candidates and most of the vacancies are filled by the candidates who belong to
B.tech and MBA Background.
MARUTI SAZUKI
The company followed different recruitment policy for freshers as well as for Experienced ones.
For fresher’s:
Maruti Sazuki recruits fresh Graduates from premier T-Schools and B-Schools across the India
in order to build their future leadership talent pipeline.
For Experienced:
Maruti Sazuki appreciate the Knowledge & expertise that the experienced professionals bring
with them thus they have the different recruitment process for them and they invite applicant
who are:
 Excellent Performer’s
 Have Interest desire to be a member of the organisation
 Who are start performers and can put extra efforts

SELECTION
TATA MOTORS
selection process of Tata motors is concerned they follow the series of steps which starts from
written test in case of campus recruitments and goes on till the final selection , placement and
Induction.
After screening the applications they called the candidates for employment test and if cleared the
candidate will be called for comprehensive Interview and when the candidate will clear that then
the background investigation about the candidate will start in which tata motors will verify the
details of a particular candidates and when details are verified the candidate will receive the offer
letter from the concerned HR department of Tata motors.
MARUTI SAZUKI
Again The company is having two different selection process for freshers and experienced
professional which is shown below viz;
For Freshers:
For Experienced:
So if we compare these processes for hiring a fresher candidate company has to go through
written as well as group discussion which mostly happens in B-schools and T-schools which is
not applicable for hiring an experienced professionals.

TRAINNING AND DEVELOPMENT
TATA MOTORS
The Tata group's commitment to enhance the knowledge and leadership quotient of its people
has resulted in the establishment of various Development and Training Programs such as TAS
and TMTC.
The Tata Management Training Centre (TMTC) was set up by Mr. JRD Tata on 1966. Located at
Pune, awarded with the Golden Peacock National Training Award for 2007-08 in the field of
Training & Development, focuses on Management Development, enabling the Tata Group of
Companies to collaborate and participate on a vibrant learning platform.
MARUTI SAZUKI
Maruti Sazuki had invested about Rs 12 crore in their training program. Maruti arranges training
at several intervals. The training is mandatory for all the employees. The company is following
traditional as well as modern approach of training within the company.
BENEFITS
TATA MOTORS
Tata gives benefit to the employees who are working there in terms of exposure in the field of
work and gives lot of liberty to work. The best thing is that it stays constant. Tata Motors really
takes care of employees and their family at all costs borne by the company. Employees gets just
about anything they might need for a family stay.They get the benefits like travelling allowance ,
medical allowance , life insurance , sick pay benefits and others mentioned in the offer letter by
the company.
MARUTI SAZUKI
 Company is giving good bonuses every year and also unlimited medical facilities.
 Employees can get discount upto 50000 on purchase of a new car
 They can get sick leaves
 Apart from above they can get the benefits like insurance , Disability insurance , Dental
Insurace and Health Care insurance

PERFORMANCE APPRAISAL
TATA MOTORS
Tata motors follows appraisal system of annual basis and appraisal model which is followed on
annual basis starting from the month of April till March has been extremely effective for the
employees who are working in Tata Motors and also Half yearly appraisal system was started a
year ago within the company and the activity was started keeping in mind the dynamic behaviour
of the industry. With a half yearly appraisal system, the employee gets feedback twice a year,
which gives him/her a chance to re-look at his/her approach of working.
MARUTI SAZUKI
Maruti has introduced a unique 360-degree feedback system, starting with its senior leadership.
Under the 360-degree feedback system, the employee is rated not just by his superiors, but also
by his peers and subordinates Employee to be evaluated not just by the superiors but also by the peers and
subordinates.

Recommendations:
 Tata Motors follows the concept of exit interviews before the particular employee leaves
his/her job; it is the better way to improve the problems occurring in Tata motors. But
Tata motors should conduct the interviews where the employers can discuss their
problems and the problem of leaving the job will not occur in future. So time to time
interviews with employees is also a necessity
 My second recommendation to company is they should develop the concept of employee
recognition and rewards as this part makes less presence in company as I believe they
should encourage the creativity of their employees.Their rewards should be based on
defined and measured performance levels.
 Tata motors should Implement or execute strategic planning process on annual basis to
support the staffing needs of academic departments, centers, and administrative areas as
well as the Institute's broader mission.
 When Tata motors recruiting officer is recruiting candidates, it is recommended for the
recruiting officers to test on their group skills because each and every employees are
required to work in groups sharing and gaining knowledge in and from the group.
Therefore, group discussions must be included apart from campus placements as one of
the phase during recruitment process.
 Tata motors should design Development assessment centres which helps in supporting
managers in assessing and their capabilities
 They should develop leadership programmes for freshers who are joining Tata motors for
the very first time which promotes leaders self awareness and complex problem solving
skills thus I recoomend they should go for this step also.
 When it comes to global automobile company then it is advisable to taa motors to be
more strict in usage of language because in this business People are coming from
different cultures tend to communicate using their own language which would be a
barrier to others who do not understand those languages. So, according to me it must be
made very clear that everyone within Tata motors speaks only in English within the
company premises.

 Tata motors should implement study assistance programs which will include financial
assistance to meet study expenses for all employees working within Tata motors. This
gave them the opportunity to continue their formal education while working.

Bibliography
Agarwal, S. a. (2013). Managerial Perceptions and Performance Appraisal Leading to the Development of
the Human Capital in a Private. 56-58.
Konrad, D. a. (2013). Demographic Differences and Perceptions of. IACM, 32-34.
Appelbaum, E., Bailey, T., Berg, P., & Kallenberg, A. L. 2000. Manufacturing Advantage: Why
High-Performance Work Systems Pay Off. Ithaca: Cornell University Press.
Batt, R. 2002. Managing customer services: Human resource practices, quit rates, and sales growth.
Academy of Management Journal, 45: 587-597.
Bradley, B. H. 2005. The effects of compensation practices on organizational turnover: A metaanalysis.
Working Paper. University of Iowa: Department of Management and Organizations.
Huselid, M. A. 1995. The impact of human resource management practices on turnover, productivity, and
corporate financial performance. Academy of Management Journal, 38: 635-672
Websites
http://economictimes.indiatimes.com/news/company/corporate-trends/reliance-industries-tata-
motors-among-top-10-sustainable-firms-survey/articleshow/51396544.cms
http://www.scribd.com/doc/49158304/MARUTI-SUZUKI-hr-practices#scribd
http://economictimes.indiatimes.com/taglist.cms?query=HR%20practices
http://www.tatamotors.com/about-us/leadership/
http://www.tata.in/article/inside/Employees-are-our-capital-and-our-job-is-to-grow-that

HR PRACTICES OF TATA MOTORS-MALIKZADA RAASHID

Recommandé

Recommandé

Contenu connexe

Tendances

Tendances (20)

Similaire à HR PRACTICES OF TATA MOTORS-MALIKZADA RAASHID

Similaire à HR PRACTICES OF TATA MOTORS-MALIKZADA RAASHID (20)

Plus de Raashid Malik

Plus de Raashid Malik (9)

Dernier

Dernier (20)

HR PRACTICES OF TATA MOTORS-MALIKZADA RAASHID