Presented by :

Anju Parmar
Devika Singh
Eti Agarwal
Surabhi kachroo
 GROUP PROFILE
The Tata Group of Companies has always believed strongly in
the concept of collaborative growth, and this vision has seen it
emerge as one of India's and the world's most respected and
successful business conglomerates. The Tata Group has traced a
route of growth that spans through six continents and embraces
diverse cultures. The combined market capitalisation of 27
listed companies, being around $40.84 billion, the Group’s
present shareholder base is 3.2 million. In the face of trying
economic challenges in recent times, the Tata Group has
steered India’s ascent in the global map through its unwavering
focus on sustainable development. Over 350,000 people
worldwide are currently employed in the seven business sectors
in which the Tata Group Companies operate. It is the largest
employer in India in the Private Sector and continues to lead
with the same commitment towards social and community
responsibilities that it has shown in the past.
 Mr. Ratan Tata
Chairman
Mr. Ratan N. Tata is presently
Chairman of Tata Sons, the holding
company of the Tata Group and also
Chairman of the major Tata companies
including Tata Steel. It is under his
leadership that the Company has
scaled new heights and established a
presence as one of the leading steel
conglomerates in the world.
 Tata Motors is India’s largest automobile company by revenue and is among the top five
commercial vehicle manufacturers in the world. Jaguar and Landrover are now part of Tata Motor’s
portfolio.
 
 Tata Consultancy Services (TCS) is an integrated software solutions provider with
delivery centres in more than 18 countries. It is currently ranked at no. 11 in the global market in
terms of revenue and aspires to be in the top 10 by 2010.
 
 Tata Power has pioneered hydro-power generation in India and is the largest power generator
(production capacity of 2300 MW) in India in the private sector.
 
 Indian Hotels Company (Taj Hotels, resorts and palaces) happens to be the leading
chain of hotels in India and one of the largest hospitality groups in Asia. It has a presence in 12
countries in 5 continents.
 
Tata Tea, with its major acquisitions like Tetley and Good Earth is at present the second
largest global branded tea operation.
 IMPORTANT PEOPLE OF TATA
STEEL
Mr. Muthuraman joined Tata Steel in
1966 as a Graduate Trainee. On
completion of training, he worked in
the areas of Iron-making and
Engineering Development for ten
Mr. B. Muthuraman years and then moved to the
Vice Chairman Marketing & Sales Division and spent
nearly twenty years there, ultimately
rising to the position of Vice
President.

Hemant M. Nerurkar has been

Executive Director of India and
Mr. H.M. Nerurkar South East Asia of Tata Steel
Managing Director Limited since April 9, 2009 and
Managing Director since October
01, 2009.
 COMPANY PROFILE
 Tata Steel is the world's sixth largest steel manufacturer. It operates in
more than 20 countries and has a commercial presence in over 50.
 The company was established in Jamshedpur, India, in 1907. In the
past few years, Tata Steel has invested in Corus (UK), Millennium
Steel (renamed Tata Steel Thailand) and NatSteel Holdings
(Singapore). With these, the company has created a manufacturing
and marketing network in Europe, South East Asia and the Pacific-rim
countries. It has the capacity to produce over 30 million tonnes of
crude steel every year. 
MAJOR STEEL BRANDS OF TATA
STEEL
HUMAN RESOURCE
POLICIES
OF TATA STEEL
MANPOWER PLANNING
Manpower planning enables HR department to project its short to
long term needs on the basis of its departmental plans so that it
can adjust its manpower requirements to meet changing
priorities. The more changing the environment the department
is in, the more the department needs manpower planning to
show:

• the number of recruits required in a specified timeframe and

the availability of talent
• early indications of potential recruitment or retention
difficulties
• surpluses or deficiencies in certain ranks or grades
• availability of suitable qualified and experienced successors
PERFORMANCE APPRAISAL
Performance appraisal assesses an individual's performance
against previously agreed work objectives. Performance appraisal
is normally carried out once a year. They assess key result areas of
their employees, workers and supervisors. Since it is a joint
responsibility of the individual and the supervisor; every
individual in TISCO are co prime to each other.
It also enables management to compare performance and
potential between employees and subordinates of the same rank.
Rating of employees is done by their performances. It is given as
per ranks very good, average, and average to medium and below
average. On the basis of these rankings highest reward of the year
is given to best suitable worker. The better performing employee
gets the majority of available merit pay increases, bonuses, and
promotions.
TRAINING AND DEVELOPMENT
• The Technical Education Advisory Committee guides
employee development and training in line with strategic goals
of the company and long-term objectives. The in-house training
centres impart majority of the training programmes. (Technical
Institute & Management Development Centre).
• Employees are also deputed to other organizations and
training centres in the country such as ITI and abroad for
specialized training.
• Officers are trained into business managers through special
general management programmes such as at CEDEP, France.
• They are trained to know the changes in environment, market,
and in steel prices.
• They also get training of problem solving techniques, conflict
management, etc.
COMPENSATION PLANNING

• It depends on financial capabilities.

• Yearly increments are given.
• Compensation for inflation is common for all
employees. (flat rates)
• It is decided by union and management where
various demands are negotiated.
• It is paid as per other industries.
• Individual performance bonus is also given.
DEVELOPMENT OF EMPLOYEES
 At Tata Steel, there is a continuous effort of staying in touch with
employees to ensure that there is the right culture to engage them in
consistent performance improvement. There are well-established and
effective arrangements at each business location for transparent
communication and consultation with Works Councils and Trade
Union representatives. Further, the Company has always registered
steady quality improvement and productivity enhancement through
dedicated efforts of the Company’s Performance Improvement teams,
focused on technical best practice transfer and the value of knowledge
networks.  
 Towards the well-being of employees Tata Steel has put into practice
many initiatives, events and programmes that have helped to create
not only an enduring loyalty amongst employees but also enabled
them to have a more fulfilled life.
special benefits provided to
employees
 Medical facilities: Free medical facilities for employees and their family, which
continues even after retirement.

Housing facilities: Subsidised electricity, water and housing facilities to all employees.

Higher studies: Monetary incentives to employees acquiring higher qualifications in a
related field along with study leave, scholarships etc. when necessary.

Holiday Homes: Tata Steel has five holiday homes for benefit of employees during
vacation.

Tata Steel Officers’ Beach Club: All officers of Tata Steel are eligible to be members of
the Beach Club that offers holidays in elite hospitality chains.

Family Benefit Scheme: In the tragic case of a fatality in the Works, a monthly pension
equal to the amount of the last drawn salary of the deceased is given to the legal heir
until the time the deceased would have attained the age of 60.
DEVELOPING PEOPLE
Valuing its people as a great asset, Tata Steel is committed
to their development, both in order to benefit the
individual and to benefit the Company through increased
knowledge and skills. In order to leverage maximum
potential of human resource to achieve business objectives
the Company recognises that enrichment of people will
help retain a motivated workforce in a competitive
environment.
 
Skills Development - Non-officers
Skills training is a process that begins at the time of
an employee joining the company and continues
throughout his or her career. Employees work in
clusters of multi-skilled workers and move across and
within clusters on improving their skills levels.  The
Technical Training Institute imparts vocational and
basic skills training; the departments impart on-the-
job training.
In order to promote self-directed learning, the
Company has introduced e-learning whereby
employees can access electronic courses from their
departmental e-Learning centres.
Skills Development - Officers

 
Tata Steel Management Development Centre
conducts a number of managerial and functional
competency based programmes for officers and
supervisors. The objectives of these programmes are: 
To build individual capability by enhancing
managerial and functional competencies which are
critical to operations, service and support functions.
To build a leadership pipeline in the organisation to
prepare the people to meet the challenges of growth,
globalisation and change.
equal opportunity practises
Tata Steel is an equal opportunity employer and does not
discriminate on the basis of race, caste, religion, colour,
ancestry, marital status, sex, age or nationality. The Company’s
Affirmative Action Policy promotes equal access to its
employment and opportunities and all decisions are merit
based. Respect for equal opportunities as set out in the Tata
Code of Conduct is followed. The HR Policy and Affirmative
Action Policy are monitored by the Ethics Counsellor and
supported by an effective grievance redressal mechanism. 
Tata Steel encourages female employees to advance their career
with initiatives dedicated towards personal development and
professional advancement. The Women Empowerment Cell
examines and addresses the issues and concerns of female
employees and ensures that they do not miss out on any growth
opportunity
Freedom of association and
collective bargaining

Tata Steel respects the employees’ right to exercise

freedom of association and collective bargaining and
provides appropriate support for this.  There is an
established system of joint working and collective
bargaining, which ensures that every employee is able
to exercise this right without any fear. Pioneering the
concept in India, a system of Joint Consultation has
been in place in Tata Steel for more than 50 years.
THANK YOU