HR Practices and Recruitment process

Tata Motors Limited, formerly known as TELCO, is an Indian multinational

corporation that specialises in car production.

• Tata Motors manufactures passenger cars, trucks, vans, coaches, buses, construction
equipment, and military vehicles, among other things. Tata Motors is the world's 17th
largest automobile manufacturer, largest /ruck manufacturer, and second-largest büs
manufacturer.
o Tata Motors has developed a human capital strategy that lays out a five-year plan
for the company's human resources.Tata Motors is a firm believer in a progressive
work environment.
•Company ensures a judicious (having good judgement) mix of people in their
workforce by hiring multi-skilled people from both within and outside the automobile
industry. •In addition, a regular and consistent recruitment programme at engineering
and management institutes ensures a steady stream of high quality people getting
inducted to fue.Tata Motors used both internal and external sources of recruitment,
and the nature of the company's recruitment process is governed by labour law.
The company's primary methods of recruitment are newspaper, magazine, and Tata
Motors' careers page, as well as an internal vacancy list.
The organisation posts a recruitment procedure for new applicants on their web portal
at the end of each quarter, and the majority of the openings are filled by people with a
B.tech or MBA background. Tata Motors also uses a set of procedures when
selecting a suitable candidate from a pool of candidates.
•As far as Tata Motors is concerned, they follow a set of procedures that begin with a
written test in the event of college recruitment and continue through final selection,
placement, and induction.
•After reviewing the applications, they called the candidates for an employment exam,
and if they passed, they were summoned for a complete interview. Once the candidate
passed that, the background investigation into the candidate began, in which Tata
Motors verified the individual's details.
This is one of Tata Motors' programmes that focuses on women professionals. It's a
career transition management programme for women professionals who have
previously taken a 6-month or longer leave for any reason and now wish to return to
their chosen sector.
•The initiative allows these types of women to take on flexi-hour assignments.
•There are no full-time job possibilities available through Tata SCIP, and there is no
assurance of placement at the end of the project. SCIP consultants, on the other hand,
have the option of investigating full-time employment on mutually agreeable terms.

Recommendation
Tata Motors should create Development Assessment Centers to assist managers in
assessing and evaluating their capabilities.
They should build leadership programmes for freshmen who are entering Tata Motors
for the first time that enhance self-awareness and complicated problem-solving skills,
and I recommend that they take this step as well. When it comes to a worldwide
automobile firm, it is important for taa motors to be more stringent in their language
usage because people from other cultures tend to communicate using their own
language, which can be a barrier to those who do not speak that language.