HR Planning at Tata Motors:

HR planning is defined as the practise of predicting an organization's future need for and
supply of the right people in the correct numbers. The HRM department then only begins the
recruitment and selection process. Objectives of HR Planning at Tata Motors are
 To recruit and retain the required quantity and quality of human resources.
 To anticipate the influence of technology on the workplace, current employees, and future
human resource needs
 To raise the bar in terms of talent, knowledge, ability, and discipline, among other things.
 To reduce imbalances caused by a lack of human resources of the proper sort, amount,
and location at the right time and place

HR Practices at Tata Motors:

1) RECRUITMENT:
Tata Motors follow external as well as internal source of recruitment. The nature of the
company's recruitment procedure is regulated by employment law.
The external sources used by the company for recruitment includes advertisement, E-
recruiting, campus recruitment, placement agencies and job portals.
Internal sources of recruitment at Tata Motors include skill database and employee
referrals.
The organisation posts their recruitment process for new candidates on their web portal at
the end of each quarter, and the majority of the positions are filled by people with a B.
Tech or MBA background.

2) SELECTION:
Tata Motors use a set of procedures to select a suitable candidate from a pool of
candidates. The selection procedure for campus recruitment and off- campus as well
begins with written tests followed by few rounds of interview and continues through final
selection, placement, and training. The organisation review the applications and invite
candidates for a written test. The passed candidates are called for an interview, and when
the documentation of the selected candidates are verified, the Tata Motors human
resource department issues an offer letter.

3) TRAINING AND DEVELOPMENT:

New as well as existing employees are provided with different and regular trainings at
Tata Motors. The objective of this training is
- familiarisation of employees with the organization’s vision, mission, rules and
regulations, values and working culture there.
- updating employees according to the promotion and career growth, technological
changes and mentorships.

The Tata group's training operations have the broad goal of grooming today's managers
into tomorrow's leaders. The organization’s dedication to improving its people's
knowledge and leadership skills has resulted in the creation of numerous Development
and Training Programs such as TAS and TMTC. Tata Motors Academy provides learning
 opportunities at every stage of an employee's career, beginning with their first day on the
job.

4) LEARNING PROGRAMMES:
Tata Groups also have Leadership development Programme which are Tata Group
Emerging Leaders seminar, Tata Group Executive Leadership seminar and Tata Group
Strategic Leadership seminar. E- learning programmes involve live e- classroom, live
video broadcast and self- paced e- leaning programmes.
There are few skills development and employee engagement initiatives designed by Tata
Motors Limited. These are:
- Kaushalya: It is a skill development programme and comprise modules focusing on
quality, productivity, flexibility, discipline, and safety in the areas of configuration,
design, engineering, manufacturing, automotive production, sales & service, and
numerous support tasks.
- VConnect: VConnect is TATA Motors Limited's umbrella brand for all employee
engagement initiatives. The VConnect logo represents the organization's goal of
bringing all employees together and providing an open platform for the free exchange of
ideas, expertise, and aspirations. The goal behind this programmes is to boost employee
satisfaction by creating a sense of belonging.

5) PERFORMANCE MANAGEMENT:
Tata Motors has announced the launch of a performance improvement programme (PIP)
as part of its efforts to foster a culture of performance and accountability. Performance
management was used to be done once a year, but now the PIP system manages
performance every 90 days. All employees who are rated as 'On Track' are given
clearance under the PIP, which lasts for 90 days. The programme is led by business HR
professionals and other senior executives. Low-performing employees are typically
placed in such a programme so that they can be adequately coached and guided to
perform effectively in the future. Employees who do not make any progress during the
90-day PIP are placed on an extended PIP under a supervising manager for another 45
days to give them another chance to prove their capacity to perform.
The PIP helps the company to identify, filter out and train the low performers.

6) PERFORMANCE APPRAISAL:
For Tata Motors employees, the annual appraisal methodology has proven to be
beneficial. With a half-yearly appraisal method, the employee receives feedback twice a
year, giving him or her the opportunity to reconsider how they perform. Employees who
stray from their goals are likewise subjected to the necessary measures. They've
implemented a sophisticated quarterly appraisal system in which an employee chooses his
or her own goals or Key Result Areas (KRAs) each quarter and examines his or her own
performance against these parameters.
Tata Motors conducts a midterm assessment for all high-performing employees, instilling
in them the expectation of a salary boosts twice a year if they do well.
They do grant monetary raises and promotion advancements and in cases both based on
performance.
 Promotions are provided on an annual basis. These are proportional to the individual's,
team's, and department's effort. Changes in designation are made in light of the enormous
responsibility that comes with holding a higher rank.
Monetary increments are generally incentives that are offered in cash or in kind, such as a
trip inside or outside India. They also have an accumulating incentive plan in which
employees can save up rewards and get them with interest once a year.

7) GOAL- SETTING MODEL:

For the purpose of setting SMART (Specific, Measurable, Achievable, Realistic, Time-
oriented) goal an online template is distributed around the organisation. Superiors fill out
the form based on their subordinate's performance throughout the course of the year. This
feedback is used to determine whether or not employees will be promoted. Superior is in
charge of categorising employees into four groups: A, B, C and D. This classification is
based on both their performance and the objectives they were given. The entire approach
is known as the 90-degree appraisal system, sometimes known as the two-tiered appraisal
system.

Other Policies at Tata Motors:

 RETENTION AND EMPLOYEE WELFARE:
Tata Motors benefit its employees by providing them with exposure to new fields of work
and a great deal of flexibility in their employment which never changes. The company
takes excellent care of its employees and their families at no expense to the firm.
Residential colonies, travel allowance, medical allowance, life insurance, vehicle loans,
annual advance, sick pay perks, projected MUL pension system and PF trust, and other
advantages are present in the company's offer letter.

 SALARY AND COMPENSATION:

The average salary for an employee varies depending on the job profile of a candidate,
according to the pay-scale. For example, the average compensation for a project manager
(engineering) is between 5 lakhs and 18 lakhs per year, while the average salary for a
design engineer is between 6 lakhs and 10 lakhs, and the average salary for a mechanical
engineer is between 8 lakhs and 20 lakhs. Basically, pay is determined based on an
individual's rank and expertise in a certain profession.

 EXECUTIVE SELECTION SCHEME:

This scheme is a Tata Motors fast track initiative that aims to expedite the development of
high potential professionals by facilitating their early advancement to difficult and visible
assignments through a methodical process. Employees who are chosen have a significant
advantage in terms of advancement and learning. They are promoted to Managerial level
at Tata Motors, saving over 10 to 13 years of labour time.

 TATA SCIP:
 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.
Such women will be able to take on flex- time activities as part of the initiative. Tata
SCIP does not have any full-time job openings. SCIP assignments are short-term and are
designed to build alternative talent pools in traditional and non-traditional formats. At the
completion of the project, there is no assurance of placement.

 VOLUNTEERING POLICY:
Tata Motors is committed to creating a culture of volunteering within the company by
involving, motivating and rewarding employee contributions in term of employee’s talent
towards the quality of life of the people in and around its places of operation.