PRESENTATION
ON TALENT MANAGEMENT
Presented By :
Ghanshyam Gupta ghanshyamgupta7@[Link]
Company Profile
Established in 1962
Tata International is an international marketing company Largest export houses in India Sourcing products to delivery Business lines include leather, engineering and pharmaceutical products Major markets are Europe, Africa, America, India, South East Asia and West Asia Won the Rajiv Gandhi Award for Environmental Protection Won TERI Corporate Environmental Award
Objectives of HR model
For workforce Alignment Assignment Engagement Empowerment Pride of workforce
HR policies
Talent management
Performance management Rewards and recognition policy Career progression Employee development & motivation
Employee engagement
Talent management at Tata
At every level from top to bottom
y10 % y20 %
Training Courses Interaction with People y Coaching, Mentoring, Experts, Collueages Challenging Jobs
y70 %
Annual Performance Review & Development need discussions with individual employees
Manager / Employee Apr - Jun
Talent Review within Business Unit/Function
Presentation of Talent Review by BU / Functional Leaders to MD/CEO
BU Leadership Team & CEO Jul - Aug
BU Leadership Team Jun - Jul
Implement Development & Movement plans In Company Cross Company / Group Level
CEO & HR Head Sep - Mar
Talent Review at Company level Identification of HPMs and their Development and Movement Plans
CEO & HR Head Aug
7&8
Implement agreed cross company Movement plans & Group level Development programs
CEO & Head HR and Group HR Oct Sep
Group discussions Agree on Development & Movement plans
CEO & Head HR and GCC / Peer MD / Group HR Sep Feb
Performance Management
Annual EE survey-DARPAN Key performance indicators(key business levers)
Revenue Profit maximization/cost optimization Cash flow Customer satisfaction Employee engagement
IDP is a fact sheet about the individual. Is prepared by the manager of the employee. Is endorsed by the Function/SBU Head and finally signed off by the CEO of the company.
Personal Details: Age, Education Work & Career Details
Development Plan
IDP
Performance Data
Tata Leadership Practices Data
Tata Work Level
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Rewards and recognition
Decided at circle and corporate level by R&R committees Spotlight (on-the-spot recognition) Star of the month Super stars for achievers Customer first reward and valuable award Long service award(after 5 and 10 years)
Career progression policy
Based on : performance rating tenure in the role & potential for growth SPARK assessment center results
Career advancement center Job rotation policy Internal job posting
10
Employee development & motivation
Geography benefit for employees posted in remote areas. Sports and recreation activities for employees Cultural and sports activities for children Career counseling & corporate sustainability initiative. Fun activities and games(indoor and outdoor)
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Employee development & motivation
Training
Innovative workshops Cross functional teams Mind beans Six sigma(propel) Promising practices E-learning portal-GYAN JYOTY & GYAN TARANG
Employee encouragement & development
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Talent Management at C-level
Business leadership program for COO s & high performing senior leaders. In-house, e-enabled, multi-rater feedback system for senior leaders- REFLECTIONS
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Interaction with senior management
Regular townhalls at corporate & circle level. Initiatives such as lunch with MD, phone your MD & MD online. Chief and local ethics officer to deal with ethical issues. Women's welfare committee comprising senior women employees.
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CSR Activities by employees
Tie-ups with NGOs like SOS children's village & National association for the blinds. Partner with various schools under SAMVEDNA initiative. Eco club-PRAKRITI
Tree plantation drives Energy conservation Wealth out of waste initiatives
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Benefits
Distinction of being an employer of choice PM policy-Aligning entire organization towards vision, mission & business plans R&R policy-Institutionalizing culture of openness, transparency & meritocracy. Career Progression-Building leadership pipeline by grooming talent from within. EE-Supporting an encouraging & supportive environment.
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Benefits (cont...)
Interaction-Creating mutual relationship between employer & employee. Employee development-Encouraging to come up with innovative ideas and thus employee motivation CSR-Gaining trust & ensuring & ensuring an environment of enthusiasm & commitment.
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Conclusion
"Attracting and nurturing talent has become the single most dominant force in business." TATA recognizes human resources as a backbone for its long-term [Link] aim to be the best employer, attracting and retaining the best employees as people are
their biggest [Link] therefore hires the best professionals brimming with ideas and develop them for future leadership positions.
They have focussed on conserving the best aspects of their unique culture and on perpetuating what attracts people to join, and remain, at TATA.
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