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.