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Tata revamped their HR strategy with a focus to modernize the people.

According to the
group companies would face bottlenecks if the people were not modernized. A slew of HR
initiatives with this in mind were also launched by the group. Some of the focus areas of these
changes have been
Enabling movement of senior managers across functions within the group, which forms a part
of their much larger and comprehensive Group migration policy
Creation of forums to enable managers and trainees to discuss on best practices pan India
Spreading the reach of TAS to external and overseas countries like Singapore and Turkey
In order to confront the changing demands of the workforce in the digital age, the focus of the
group shifted towards cultural integration, globalizing the workforce, developing leaders and
managing talent.
The company partnered with the Centre for Creative Leadership to help undertake leadership
initiatives and bridge the cultural boundaries in the country.
Tata also launched the Young Leaders Development Program to help nurture new talent and
attract some of the best employees in the country.
Practices as Initiative would involve the senior management in training workshops with some of
the youngest members of the organization to help motivate and guide them along in their
journey with the TATA group
TATA steel introduced a slew new HR initiatives over the time frame
Opportunities for employee wards through the means of an aptitude test and personnel
interview.
Rise in the importance of trade unions, at present they are represented with a workforce of
90% over a time of 26 trade union locations
Online Samadhan scheme launched which forms a part of their much larger scheme aimed at
ensuring grievance resolution schemes work efficiently,
Wellness@Workspace was launched which is a new policy that allowed firms to pick up on
preventive healthcare in the Industry
Creating of trust among batchmates can be easily achieved by using a HR service desks
Establishing the country and services may help future employees. 70:20:10 concept was
launched with the aim of creating a culture where every manager is responsible for the
development of his suboordnate. This helped in intutionalizing training and development
project across the tata group
In order to maximisr the learning opportunity and minizimize churn of employee, the group also
started implementing job rotation and career planning activities. This helped in increasing the
technical capabilities of their managers while also ensuring development of offciers through the
use of planned rotation
Ensuring Development and Growth of Employee is a process that aims to align the activities and
behavior of employee with those of the grouo ensuring that a right culture fit is maintained
throughout the firm.
They implemented strategies in an effort to ensure that Equlity of opportunity, Continous
personel development and Fairness were ensured.
SWATI, a women empoverment inititative undertaken by the likes of Tata Steel ensured that
there was enough self development program for the fairer sex. In addition other initiatibes like
Pehchan, were put into place to help empover women managers.
To face increasing global challenges, they implemented a compensation policy which covered
the social, security, political and economic risks associated with location and mobility.
At there core HR was restructured in a way to ensure that
Identify talent and working in virtual offices
Video simulatiomns to assess the skills required for the job
People centric focus culminating in behavious that thinks of employees as managers.
Mistry removed form the helm of TATA group due to differences in opinion between him and
the chairman of the group. Questions were raised on coporate governance for the firm.
Tata Sons announces organizational changes in response to these challenges faced on account
of organisational changes.
TCS faces uncertain future amidst the challenges of high attrition rate
Tata in the wake of ousting of Cyrus mistry announced pan organizational strategies. In order to
meet their needs in these testing times theyve launched strategies with a focus on maximizing
the available employees and recruitment is required.

Sources:
www.tata.in/article/inside/The-challenge-is-to-attract-talent-and-retain-it

www.iosrjournals.org/iosr-jbm/papers/ies-mcrc-icscm/Part%201/9.pdf

www.iosrjournals.org/iosr-jbm/papers/ies-mcrc-icscm/Part%201/9.pdf