4. What is Training and Development?
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.
Development is any learning activity, which is directed
towards future needs rather than present needs and
which is concerned more with career growth than
immediate performance.
5.
6. Training is given on four basic Grounds
New candidates who join an organization are given training
to 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.
When promotion and career growth becomes
important. Training is given so that employees are
prepared to share the responsibilities of the higher level
job.
7. • 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 and Development
TATA GROUP
8. 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 (Tata administrative services) and
TMTC (Tata management training center)
9. -Set up by JRD Tata in 1959 with the mission of
creating and grooming leaders for the future.
-It aims to provide training to high performers
within the group and act as a catalyst of change
for Tata executives.
Tata Management Training
Centre
10. • Improvement of organizational performance through
dissemination of the latest knowledge and skills among
practicing managers.
• Facilitation of attitudinal and behavioral changes.
• Facilitation of solutions for organizational issues
• Development of learning organizations
TMTC objectives include :
11. o Offering around 250 programmes a year, conducted by in
house senior faculty from academics and business,
supported by experts from the best of Indian and
international B schools.
o It uses over 120 external faculty, from the world’s
premier institutions and universities, including IIMs,
Harvard, Michigan, Wharton, Kellogg, NUS and
Centre for Creative Leadership.
o TMTC started its E-learning programs in 2009.Every year,
more than 4000 Tata Managers and Leaders go through the
training programs.
12. A Unique self-paced program 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.
E-learning programmes include:
Live e-classroom
Live video broadcast and
Self-paced e-learning programmes
13. TAS
(Tata Administrative Services)
This managerial development program was conceived by
JRD Tata, the late chairman of the Tata group, in the 1950s.
The idea was to select and groom young managers, provide
them opportunities for professional growth, and make them
part of a talent pool that could be tapped by companies
across the Tata organization.
14. • TAS, essentially a training program, is perhaps the only
employment brand in Indian business that consciously
recruits for lifelong mobility across companies,
industries and functions, in order to impart macro view
of business which is critical in preparing young
professionals for general management.
• To grow and renew the Tata talent pool continuously, TAS
recruits young postgraduates from leading business
schools each year and puts them through an intensive
12-month program.
• The TAS manager has India's largest business house, with
the widest range of industries and functions around
which to plan and build a lifetime career of professional
and personal growth.
15. Training Module
• The training module consists of four cross-functional,
cross-business and cross-located assignments.
• These include three business shifts of 15 weeks
duration in sales and marketing, manufacturing and
operations, corporate strategy, finance and human
resources.
• A seven-week rural assignment exposes the trainees to
community work and rural India, helping instill in them a
true picture of the life of ordinary Indians.
16. • Another facet of the module is the mentorship
programme for TAS managers placed within group
companies. This was initiated to create a platform for
the personal and professional development of TAS
managers post placement. Additionally, TAS managers
are then taken through a development plan that lasts
five years.
• The program's one-year training module, renamed
'group orientation and learning' (GOAL), emphasizes
on structured orientation through classroom inputs
and field visits. It builds TAS trainees' perspective on
the seven core sectors of the Tata group, its current
and future challenges, and its drive to become a truly
global organization.
17. T & D at TATA MOTORS
• TATA Motors Limited runs a skill development
programme called Kaushalya (TATA MOTORS
ACADEMY).
• The program include modules in light of the
aptitudes for configuration, design, engineering,
manufacturing, automobile production, sales &
service as well in various support functions with a
focus on quality, productivity, dexterity, discipline
and safety.
18. T & D at TATA MOTORS
Four Quadrant Approach of learning
• Socialisation - where employees share their tacit
knowledge among member that create common
mental models and abilities. Socialization transfers
tacit knowledge most frequently through the
medium of shared experience.
• Externalisation the process of articulating tacit
knowledge and transforming it into models,
concepts, analogies, stories and metaphors that
can be communicated by language.
19. T & D at TATA MOTORS
Four Quadrant Approach of learning
• Combination is the process of combining or
reconfiguring bodies of existing knowledge in
order to generate new explicit knowledge, by
addition.
• Internalisations where employees share their
explicit knowledge to tacit like new employee
share his previous employer's experience.
20. T & D at TATA MOTORS
TATA Motors Ltd. has developed a broad Enterprise
Content Management (ECM) landscape architecture.
Document Management System (DMS)
Business Process Management(Work Flow)
Forms Processing(FORM)
Web Content Management (WCM)
Digital Asset Management(DAM)
Enterprise Report Management (ERM)
Records Management (RM)
21.
22. Tata Motors is aiming to train up to 40,000 people in the
next three years in skills associated with automobile
industry as part of its programmes to provide technical
and vocational education for unemployed youth
The company has already started training programmes in
collaboration with Automotive skill development Council
(ASDC) at its different manufacturing plants, various
dealerships and services centres.
The idea is to impart various training on skill sets required
for the automobile industry ecosystem, from shop floor to
service centres with ASDC certifying the course
TRAINING INITIATIVES
23. Service Training Centre impart Automotive Maintenance and
repair training to manpower of Channel Partners (both Domestic
and International), Fleet Owners, Private Customers and
Institutional Customers such as Defence establishments,
Paramilitary forces, Police Depts, State Transport Units and other
Govt. agencies.
Training is also given to Senior Executives, Field Staff, Trainees and
Apprentices for upgrading & enhancing their technical knowledge,
soft skills & skills for existing as well as future products to ensure
total customer satisfaction.
The Training Centres also conduct training programs for various
other divisions (Sales, Quality, Legal, Production, etc.) as per their
specific need & requirement.
Training is also given to private garages to ensure our products are
well supported in remote areas.
24.
25.
26. Tata Motors intends to Innovate & Upgrade the ITI by training the ITI
faculty through Train The Trainer programme at STCs at plant location
Introducing quality components in skills delivery by providing on-the-
job training and forming training panels comprising of experts/
specialists from channel partners to give inputs on specific subjects.
Courses Adopted by TML
Motor Mechanic Vehicle
Diesel Mechanic Trade
Fitter
Auto Electrician
Denting & Painting
Refrigeration & Air Conditioning
ITI Training Facility
27. DRIVERS TRAINING INSTITUTES
Training on technical trades such as auto mechanics, welding, painting,
electrical, electronics, etc.
Affiliation with N.C.T.V.T.(National council for vocational training in
vocational trades)
Residential training facilities available for trainees.
Equipped with a Driving track that has all real time driving terrain
features such as S, 8, H, up-gradient, parallel, angular track,
perpendicular parking, V point etc.
Specialized Aggregate room equipped with Cut section models of
various working system of an automobile.
Driving lab facilities to test the physical ability of driver which include
the Driving simulator.
Dual Control Vehicle.
Classroom Facilities equipped with all the teaching aids such as TV,
DVD, Computers, projectors etc.
Workshop bay-for repair and maintenance of training vehicles.
28. Awards for Training and Development
• Tata was awarded Golden
Peacock National Training
Award in 2007-08
• Tata was awarded Golden
Peacock National Training
Award in 2013-14
29. 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.
