1. HR and Strategy
Presented by: Group No. 2 (SUGA)
Suraj Bansal
Ujjwal Chand
Gyan Basyal
Avinash Bhandari

2. Tata Power
• 1st company to invest in 4000 MW thermal plant
• Ambitious plan of 25 Gigawatt( 25,000 MW) by
2017
• Diverse micro and mega project
• Invested various countries such as Nepal, Bhutan,
Australia etc
• Various sustainability plan
• 38th rank for the best workplaces by 'Great Place
to Work Institute’

3. Tata Power Value chain: from coal to
customer

4. HR and Strategy
• Sense of pride and ownership -> commitment
• Make it fun
• Co-create

5. HR and Strategy
• Customercentricity
– Understand customer value addition, service and
dealing with customer
• People, culture and organization
– 30% of current force joined in last three years
– Role of HR : strategic business partner
• Organisational Transformation (OT)
– Leher
– Laser (Learn Apply Share Enjoy and Reflect)
– MD taking feedback on his leadership behavior

6. HR Practices at Tata Power
• EEO Organization
• Employee development programs
1. Tata Reflections
2. Manager Assimilation Program
3. Cross Functional Teams
4. FUSION
5. STEP

7. Cont..
6. Executive MBA program (ACE)
7. Tata Group level leadership development
program: High performing officers
8. Technical training on simulators
9. E-learning initiatives are available for all
employees (Gyan Jyoti)
10. National and International Conferences
11. Career Maps are developed

8. Unique benefits to employees
• For employees who serve the Company for a long time, its
policy on gratuity payment gives higher benefit compared
to the Act.
• Sick leave encashment given to employees on retirement.
• Post retirement medical benefit facility is provided to all
employees.
• Various facilities like accommodation, transport , guest
house, medical facilities are provided to employees.
• For employees in remote areas, special allowance is given.
• High Merit employees’ children are helped with higher
education facilities.
• Employment opportunities are provided for employees’
children.

9. Unique HR practices
• Systematic process of sourcing resumes through Tata
Power website
• Internal advertisements of all positions up-to mid-
level within the Company, followed by within the
Tata Group, before moving to external sourcing
• Periodical special drive for employee’s children
• Recruitment Effective Analysis: verify the success of
recent recruitments
• New Employee Induction programs like HELLO
(Helping Employees Launch and Learn in the
Organization) and NEST (Nurturing Engagement with
Satisfaction and Trust)

10. HR Challenges
• Managing growth (strategy and structure)
• Global coordination and control
• Managing organizational change (autocratic to
participative , bureaucratic to empowered workforce,
present to future oriented)
• Building capabilities for customercentricity
• Changing line managers into HR managers
• Coping with speedy career promotion and talent
management
• Standardizing business model to ease employee mobility
• Managing business partners
• Managing workforce diversity and embracing inclusion
• Tracing out the inefficiencies

11. Recommendations
• Decentralize the organizational structure
• Maintain flexibility
• Invest on potential employees
• Standardize the HR practices
• Streamline the business model
• Focus on large projects and talent pool
required for that

12. References
• http://www.tata.com/company/articles/inside
.aspx?artid=2p50qBF46cY%3D
• http://www.tata.com/article.aspx?artid=rSzUx
GNe57U%3D
• July 11, 2012 | Business Line
• Sustainability report.pdf