PERSONNEL POLICIES

PRESNTED BY NILESH GHADG CHANDAN JAGTAP SACHIN MHETREE VINOD RAY VICKY MHATRE

PERSONNEL POLICY
Policy is man made rule of predetermined course of action that is established to guide the performance of work towards the organization objectives Why do we need personnel policy?

JAMSHEDJI NUSSERWANJI TATA

The Founder of the Tata group Establishment of Textile Mill in 1870s Vision towards organization Vision towards employee FIVE CORE VALUE Understanding, Excellence, Unity, Responsibility, Group HR mandate

BUSINESS EXPANSION
TATA GROUP

INFORMATION SYSTEM & COMMUNICATION

MATERIAL

SERVICE

TATA ENERGY

CONSUMER

ENGINEERING

CHEMICAL

RESTRUCTURMENT OF BUSINESS
Entry of Ratan Tata in 1991 Consolidated the group in the fields of IT & Telecom Major task of Tata Motors & Tata Steel Crafting group strategy plan Importance of Tata Brand Equity Restructuring strategy of Ratan Tata

PROBLEMS
Could not maintain the premium status in among their companies Dropped profit margins (12% to 8 % in year 1999 -2000 ) Returned on invested capital fell from 18% to 11% Reason behind this situation

Company focused on turnover instead of profitability

HR Issue
Manager in the group perceived to lack general management expertise Conflict between junior & middle management Moving into different territories

Airlines

Tele communic ation

Passenger car

POLICIES TO OVERCOME
HR REVAMP We want to attract good people, retain the better people & advance the best people Formed Tata Management Training Centre (TMTC) Division of HR function

HR FUNCTION
Second Group First Group
Corporate mgt Development Performance mgt Potential assessment Succession planning Group mobility Selection process For top three vacancies

Compensation structure
Work level development

Third Group

Training of TATA group employees & TMTC also

GROUP HR INITIATIVES
The Leadership Development Program The Business Excellence Model (TBEM) Brock bank Model Balanced Scored HR Gurukul Domestic Management Program

LEADERSHIP DEVELOPMENT PROGRAM

TLP TATA LEADERSHIP ETHOS Identify the potential leader with the help of ENERGY MATRIX

TATA BUSINESS EXCELLENCE MODEL

OBJECTIVE RESPONSIBILTY OF TQMS 4A APPROACHES
Assurance
Assistance

Assessment

JRD QV

BALANCED SCORE CARD

BROCKBANK MODEL
The most important challenge that any company faces is that of aspiration and desire to perform better - Dr. Brockbank Financial Performance Complex Portfolio

TATA HR GURUKUL
The Gurukul was created to enable all Tata managers to develop critical HR skills, to leverage the competitive advantages of their businesses through appropriate HR practices The Gurukul programmed is linked with other Tata Group HR initiatives like the Tata Business Excellence Model (TBEM), the Balanced Scorecard and the Wayne Brock bank model.

 The programmed specializes in the application of HR principles, organizational design, performance management, employee relations, community relations, HR strategy and change management. It also focuses on some other key areas like learning, education, careers and staffing

HR Gurukul aims at maximizing the business impact of HR. Participants are expected to learn to analyze compensation survey data, mapping a business process, mapping competencies, carrying out role analysis, handling change management issues and managing separation at the work place

DOMESTIC MANAGEMENT PROGRAM

The TATA group believed in order to achieve good employee, the family played a key role. This prompted the launch of the domestic management program (DMP). Was introduced in 1996 , Tata steel helped families, particularly wives of employees to manage change caused by their spouses increased corporate responsibilities. TATA STEEL to merge the small families into the big family had a positive impact on the employees And their families. The success of the DMP it was implemented across more group companies. TATA STEEL to merge the small families into the big family had a positive impact on the employees and their families. It voluntary retirement scheme (VRS) to painlessly reduce its workforce by people. And also Tata steel of the vision projected by the management.