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Full Project of 7-S Framework of TATA-STEEL (Strategic Mnagement)
Full Project of 7-S Framework of TATA-STEEL (Strategic Mnagement)
Khandwal
a College
of
Management
S
tudies
STRATEGIC
MANAGEMENT
TOPIC: -
7–S Framework of
TATA STEEL and its SWOT
Analysis
-PROF-
PRESENTED BY:
Pooja Juthani
INDEX
Introduction of Mc-Kinsey’s 7-s
framework
Super- ordinate goals
Structure
System
Staffing
Style
Skills
Strategy
Introduction of TATA STEEL Company
7-S Framework adopted by TATA STEEL
SWOT analysis of TATA STEEL Company
Competitors Analysis
Remedial Measures
Conclusion
Bibliography
INTRODUCTION TO 7-S
FRAMEWORK
McKinsey
➢ Style:
➢ Staff:
➢ Skills:
The actual skills and competencies of the employees
working for the company.
Skills are the most important attributes or capabilities
of an organization.
Introduction of TATA
STEEL
Being the best is just not good enough for some
companies. Take Tata Steel. Recently rated the world’s top
steel enterprise in a survey of the global steel industry, the
flagship company of the Tata Group would have been
forgiven for resting on its laurels for a while. Instead, it has
embarked on a restructuring programmed aimed at making it
better still.
The urge to reinvent itself constantly has paid
handsome dividends for Tata Steel. It has carried the
company from the quagmire of stodginess and sloth to the
promised land of profitability and unprecedented success.
The latest round of restructuring, based on a ‘performance
ethic plan’ (PEP) recommended by management consultants
McKinsey & Company, is one more way in which Tata Steel is
working to improve itself.
TATA STEEL
We begin our journey from small town of Jamshedpur
in Jharkhand. Where every child grows up to a dream and
to a reality – both leading to an organization. An
organization which defined the lives of the people of this
small township. One power, one force – the dream of One
man which shapes the realities of millions world over
today. We bring to you the story of one of the oldest and
most successful organizations of our times and celebrate
the true spirit of steel with Tata Steel limited.
The reasons for picking up Tata steel company as
our study are simple-
• It is Asia’s first and India’s largest steel company in
the private sector.
nd
• It is India’s 2 largest and 2nd most profitable
company in the private sector.
• It is one of the most admired companies in terms of
HR practices and sustainable growth Corporate
Social Responsibility.
• The most important reason was to study the history
and the 7-s framework of this glorious organization
which celebrated its centenary year of foundation on
the year 2007.
India’s largest
Over 289,500
employer in the
Private Sector.
CHAIRMAN
DEPUTY CHAIRMAN
TATA Steel Executive Committee Joint Executive Committee Corus Executive
Committee
Managing Director Chief Executive Officer
Group Corporate Functions
Chief Operating Officer
perating Officer
Director
CCcccd Strip Products Division Direc
Group Director
South East Asia Technology, Interpretation
Long Products Division Direc
Distributions and Building Systems Divisi
Vice President Engineering and projects
Technology & Integration Group Chief Financial Director Finance
Vice President Corporate Services Officer Director Human Resources
Group Director Strategy
Chief Human Resource Officer Director Legal, Compliance and Secretaria
Group Director
hief Financial Controller, Corporate
Communications
Managing Director
(IL1)
FIG. 1 : RIGHTSIZING
Communication/Educat
ion
• Develop climate of
trust and openness
• Making employees
aware of business
• scenario and need for rightsizing
• Share/
communicate settlement earnings well in advance
• Educate employees on investment plans/housing
plans/post retirement life style plans through expert
interventions
• Communicate policies, rules, procedures and modify or
redefine the rules/procedures, if needed
Systems used for completion of work
in TATA Steel Limited:
The present system has been designed keeping Fin
mind any organization in the service industry where I
the primary resource is manpower. This system can beG
customized and implemented in any service .
organization. It gives a tool to manage the human 2
resource through efficient deployment :
and
management of manpower. The top management can L
use this system to manage the implementation A of
strategies by checking that the human resources are B
deployed in a proper manner to achieve the business B
goals. O
U
Process
R
P
• Simplified and
R
easy processing of ESS application –one window
O
concept (high customer focus)
D
• Ensure timely payment of settlement dues and U
monthly pension C
• Share life style of separated employees – role
T
model to others I
• Evaluate/reposition the scheme based on V
feedback from the employees, line and I
personnel executives T
Y
• Deal with rumors and inaccurate information
quickly
• Develop communication and counseling
techniques and skills
• Develop survivors’ support plan
Care after Separation
• Render help/assistance to separated employees
through "Ex-employees Help Line Desk"
• Help employees to protect from environment
threats like money lenders and other
unscrupulous agencies
• Nomination form for the nominee given to
employees in advance to avoid any hassle of
payment to family members in the event of
death of separated employee before 60 years of
age
• Monthly pension remitted to any bank anywhere
in the country within 10 days of the month
Safeguards
• Organization values
• Anxieties and stress
• Low employee morale
• Feelings of being deceived and frustration
Credibility in regard to timely payment and care
after separation
Development and Marketing of ESS Package
• Develop an attractive and marketable package
based on survey feedback
• Launch the scheme carefully and at an appropriate
time (avoid festivity time, marriage time,
school/college changeover time, exams time, etc.).
Proposed strategy:
SWOT ANALYSIS OF
TATA STEEL LIMITED
STRENGTH:
Strong Brand name of TSL and Tata Group.
India operations capable of meeting its own iron ore
requirements.
Raw material security building through global
operations.
Leading Sales and Distribution capability.
Low wage labor availability.
WEAKNESS:
Low R&D Investment.
Unscientific Mining.
Low Productivity.
OPPURTUNITY:
Unexplored rural markets.
Growing domestic markets.
Growing global demands.
Developing countries not restrained under the Kyoto
Protocol.
Carbon credits trading on the rise.
High investment in infrastructure development.
THREATS:
World’s big producers entering Indian markets.
China set to becoming a net exporter.
High duties and taxes by the Government.
Global laws relating to pollution control and high
energy cost.
Global economic slowdown.
FUTURE STRATEGIES that can
be adopted by TATA STEEL
Limited Company:
CONCLUSION
After conducting an in depth study of one of India’s
most admired companies, we find that the company has
many strengths and opportunities which it may capitalize
on to truly become a world leader in steel making along
with setting high standards for Corporate Citizenship and
Social Responsibility towards a long term sustainable
growth. Though some of its projects and acquisitions
have met with widespread criticism, it is up to the
company to realize the synergies from the deals to raise
the bar for its own performance. Because as the saying
goes – the leader cannot achieve any benchmarks, it sets
them!!!
BIBLIOGRAPHY
The information is taken from the following source:
• BOOKS:
Strategic Management
-
• INTERNET:
www.google.com
www.yahoo.com
www.scribd.com/doc/14941423/TaTa-Steel-
report