Documente Academic
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AG14059
SAMPATH KRISHNA
AG14003
SANDEEP M
AG14015
ARIHANTH GUNDA
AG14062
SHARATH CHANDRA S
AG14018
Urban Infra
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4. Recruitment policies:
MANPOWER PLANNING
Manpower planning enables HR department to project its short to
long term needs on the basis of its departmental plans so that it can
adjust its manpower requirements to meet changing priorities. The
more changing the environment the department is in, the more the
department needs manpower planning to show:
the number of recruits required in a specified timeframe and
the availability of talent
early indications of potential recruitment or retention
difficulties
surpluses or deficiencies in certain ranks or grades
availability of suitable qualified and experienced successors
Sources of Recruitment:
Lateral-from the Industry:
Experienced talent is recruited from the industry. These lateral
recruits go through multiple rounds of interviews with the senior
management before they are accepted onboard. On joining there is a
formal induction into the company and introduction to people and
processes.
Campus recruitment:
Tata Projects regularly visits the campuses of leading engineering and
management institutes to recruit talented students. We believe that
this is an important factor in keeping our company at the cutting edge
of the industry. New ideas and fresh approaches are introduced into
the organization in this manner on a regular basis.
All trainees visit at least three project sites during the first one year of
their training period.
5. TRAINING AND DEVELOPMENT:
The Technical Education Advisory Committee guides employee
development and training in line with strategic goals of the
company and long-term objectives. The in-house training
centres impart majority of the training programmes.(Technical
Institute &Management Development Centre).
Employees are also deputed to other organizations and
training centres in the country such as ITI and abroad for
specialized training.
Officers are trained into business managers through special
general management programmes.
They are trained to know the changes in environment, market
prices.
They also get training of problem solving techniques, conflict
management, etc.
6. PERFORMANCE APPRAISAL:
Our performance management system recognises that while rolerelated goals have to be achieved, every employee also has to
contribute to building the organisation. In line with this philosophy,
every employee has hard goals related to his role and soft goals linked
to building the organisation.
Performance appraisal assesses an individual's performance against
previously agreed work objectives. Performance appraisal is normally
carried out once a year. They assess key result areas of their
employees, workers and supervisors. Since it is a joint responsibility of
the individual and the supervisor; every individual are co prime to
each other. It also enables management to compare performance and
potential between employees and subordinates of the same rank.