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

1. TRAINING PRACTICES AND POLICIES OF TATA
GROUP
BY HARSH KUMAR

2. WHAT IS TRAINING?
• The organizations require development throughout the
ranks in order to survive, while training makes the
organization more effective and efficient in its day-to-day
operations.
• Training is the formal and systematic modification of
behavior through learning which occurs as a result of
education, instruction, development and planned
experience.

3. ABOUT TATA
 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 265th-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.

4. Training Is Given On Four Basic Grounds:
• New candidates who join an organization are given training. This training familiarize
them with the organizational mission, vision, rules and regulations and the working
conditions.
• The existing employees are trained to refresh and enhance their knowledge.
• If any updates take place in technology, training is given to cope up with those changes.
For instance, purchasing a new equipment, changes in technique of production,
computer impartment. The employees are trained about use of new equipment and
work methods.
• When promotion and career growth becomes important. Training is given so that
employees are prepared to share the responsibilities of the higher level job. New
candidates who join an organization are given training. This training familiarize them with
the organizational mission, vision, rules and regulations and the working conditions.

5. Training Is Given On Four Basic Grounds:
• The existing employees are trained to refresh and enhance their
knowledge.
• If any updates take place in technology, training is given to cope up with
those changes. For instance, purchasing a new equipment, changes in
technique of production, computer impartment. The employees are
trained about use of new equipment and work methods.
• When promotion and career growth becomes important. Training is given
so that employees are prepared to share the responsibilities of the higher
level job.

6. FOLLOWING ARE THE HR PRACTICES OF TATA MOTORS
 RECRUITMENT
 SELECTION
 TRAINING
 COMPENSATION
 EXECUTIVE SELECTION
SCHEME
 VOLUNTEERING POLICY
 LEARNING PROGRAMMES
 TATA SCIP

7. RECRUITMENT
• Tata-motors 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

8. SELECTION
 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
 When details are verified the candidate will receive the
offer letter from the concerned hr department of tata
motors.

9. 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 change

10. 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.aand for
design engineer its 6 lakh to 10 lakh and
for mechanical engineer its 8312000-
2012200

11. 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
motor

12. 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.

13. LEARNING PROGRAMMES
Apart from this company also have leadership
development programmes which include:-
– Live video broadcast and Live e-
classroom.
– Tata Group emerging Leaders seminar
– Tata Group Executive Leadership seminar
– Tata Group Strategic Leadership seminar

14. 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.

15. CONCLUSION
It is very important to have a training and development
in any company for a fresher employee or for the
trained employee. For the fresher it is important to
know about the company by the process and to
know about the work environment in their particular
field and for trained employees it is important to
enhance their skills.

16. THANK YOU……