SUMMER TRAINING PROJECT REPORT

ON

TALENT MANAGEMENT

AT

TATA STEELS

SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENTS

FOR THE MASTER’S DEGREE IN BUSINESS ADMINISTRATION WITH
SPECIALISATION IN BUSINESS ANALYTICS
IN
CHANDIGARH UNIVERSITY, GHARUAN, MOHALI
BATCH 2019-2021

SUBMITTED BY:
AAHANA CHOUDHARY
UID: 19MBA7016

UNDER THE GUIDANCE OF:

Mr. Ravi Kaushal
Assistant professor AIT-MBA
JOINING MAIL
INTERNSHIP CERTIFICATE
 DECLARATION

I Aahana Choudhary hereby declare that the report is prepared by me after the
completion of 15 weeks of internship at TATA STEELS and all the research and
the methodology used for preparing the file are not copied from any other report
or any student’s report.

This work has been done under the supervision of Mr. Deviprasad Panthala
(HR Manager TATA STEELS) and the guidance of Mr. Ravi Kaushal
(Assitant professor AIT-MBA)

Also, this report has not been submitted for any other degree/diploma.

AAHANA CHOUDHARY
19MBA7016
MBA Business Analytics 2019-2021
 ACKNOWLEDGEMENT

Working with TATA STEELS was intriguing, during these 15 weeks of

internship, I learned numerous new things, particularly on industry 4.0 and
Microsoft Excel.

I need to express gratitude toward Mr. Deviprasad Panthala (HR Manager

TATA STEELS) for his profiting direction and support, shrewd exhortation, and
perpetual continuance all through the temporary position without which this
undertaking has not been prospering.

I am additionally appreciative to Mr. Ravi Kaushal, Assistant teacher AIT-MBA,

Chandigarh University for giving direction and orchestrated all offices to make
this easy.
 INDEX

1- INTRODUCTION………………………………………………….1-3
2- INDUSTRY PROFILE……………………………………………..4-9
3- COMPANY PROFILE…………………………………………10-12
4- INTERNSHIP OVERVIEW
• OBJECTIVE OF REPORT……………………………………14
• METHODS / TECHNIQUES ADOPTED………………………..14
• KEY CHALLENGES FACED………………………………15
•KEY LEARNINGS………………………………………….16
5- ANALYSIS AND INTERPRETATION… ………… ……….17-21
6- RECOMMENDATIONS………… ………… ………… ………23
7- CONCLUSION……………………………………………………24
8- BIBLIOGRAPHY…………………………………………………25
9- APPENDIX…… ………… ………… ………… ………… …..26-34
 INTRODUCTION

What is Human resource analysis?

Over the past 100 years, Human Resource Management has changed. It has moved from an
operational discipline towards a more strategic discipline. The popularity of the term
Strategic Human Resource Management (SHRM) exemplifies this. The data-driven
approach that characterizes HR analytics is in line with this development.

By using people analytics you don’t have to rely on gut feeling anymore. Analytics enables
HR professionals to make data-driven decisions. Furthermore, analytics helps to test the
effectiveness of HR policies and different interventions.

The best known scientific definition of HR analytics is by Heuvel & Bondarouk. According
to them, “HR analytics is the systematic identification and quantification of the people
drivers of business outcomes” (Heuvel & Bondarouk, 2016).

How does People Analytics shape the business?

You can imagine that HR analytics holds enormous value for an organization. These
examples are only the beginning. Indeed, analytics enables companies to measure the
business impact of people's policies.

By applying complex statistical analyses, HR can predict the future of the workforce. This
enables managers to measure the financial impact of Human Resource practices. To read
more about the tools used for these analyses, check our overview on the top HR analytics
tools.
Measuring the impact of HR on bottom-line performance is the “holy grail” of HR analytics
(Lawler III, Levenson & Boudreau, 2004). This is often done by calculating a Return on
Investment (ROI). It is the most powerful way for HR to increase its strategic influence.

The aforementioned examples have an impact on both the cost and the revenue side of the
business.

Knowing the impact of HR policies will also help HR to become a strategic partner and get
rid of its ‘soft’ image. It helps HR to align its strategy with business goals and to quantify
the value it adds to the business. It takes the guess-work out of HR.

So, how do we at Analytics in HR define HR analytics? We think it is about identifying the

people-related drivers of business performance. It takes the guesswork out of employee
management and is, therefore, the future of HR. Or, to put it in the words of Edwards
Deming: “Without data, you’re just another person with an opinion”.

How HR analytics helps Human Resource Management

Like marketing analytics has revolutionized the field of marketing, HR analytics is changing
HR. It enables HR to:
 • Make better decisions using data
• Create a business case for HR interventions
• Test the effectiveness of these interventions
• Move from an operational partner to a tactical, or even strategic partner

Today, the majority of HR departments focus on reporting employee data. This doesn’t
suffice in today’s data-driven economy.

Just keeping records is often insufficient to add strategic value. In the words of Carly
Fiorina: “The goal is to turn data into information and information into insight”. This also
applies to HR.

Doing this enables HR to become more involved in decision-making on a strategic level.

The picture below shows how this works in practice

In this internship the project was somewhat related to human resource analytics,
thou I haven’t use any typical analytics software. The work was of collecting the
data and then getting meaningful insights out of it for decision making. For the
project 5 job platforms were taken to collect the information.
 INDUSTRY PROFILE

Global Scenario

• In CY 2019, the world rough steel creation arrived at 1870 million tons (mt) and indicated a
development of 3.4% over CY 2018.

• China remained the world's biggest unrefined steel maker in a similar period (996 mt) trailed
by India (111mt), Japan (99mt), and the USA (88mt).

• Per capita completed steel utilization in 2018was224.5 kg for the world and 590.1 kg for
China. The equivalent for India was 73.3 kg in 2018 and 75.7 kg (prov) in 2019. The per capita
utilization of India in 2018-19 was 74.1 kg and that in 2019-20 was 74.6 kg (prov.)

Domestic Scenario

The Indian steel industry has gone into another improvement stage, post-de-guideline, enjoying
some real success on the resurgent economy, and rising interest for steel.

• The fast ascent underway has brought about India turning into the 2ndlargest maker of rough
steel during 2018 and 2019 (prov), from its third biggest status in 2017. The nation was additionally
the biggest maker of Sponge Iron or DRI on the planet and the third biggest completed steel
purchaser on the planet after China and USA in 2019 (prov.)

• In a liberated, changed monetary/market situation like India the Government's job is that of a
facilitator which sets out the approach rules and builds up the institutional component/structure for
making a helpful domain for improving productivity and execution of the steel division.

• In this job, the Government has delivered the National Steel Policy 2017, which has set out
the expansive guide for empowering long haul development f or the Indian steel industry, both on-
request and flexibly sides, by 2030-31. The Government has likewise reported a strategy for giving
inclination to locally fabricated iron and Steel items in Government acquirement.

Production

The steel business was de-authorized and de-controlled in 1991 &1992 individually.

• India was the 2ndlargest maker of unrefined steel on the planet in 2019(prov.).

• In 2019-20, the creation of complete completed steel (amalgam/pure + non-composite)

was102.059 million tons (mt) (prov.).
 • Production of Pig Iron in 2019-20was 5.507 mt (prov.), a decay of 14.1% over a year ago.

• India was the biggest maker of Sponge Iron on the planet in 2019(prov.). The coal-based
course represented 86% of complete Sponge Iron creation (37.143 mt) in the nation in 2019-
20(prov.).

• Data on creation of Pig Iron, Sponge Iron, and Total Finished Steel (compound/impeccable
+ non-composite) are given beneath throughout the previous five years:

Demand - Availability

Industry elements including demand – accessibility of iron and steel in the nation are to a great extent
controlled by market powers and holes sought after accessibility are met generally through imports.

• Interface with customers exists by method of the gathering of the Steel Consumers' Council, which
is led consistently.

• The interface helps in changing accessibility issues, protests identified with quality.

Steel Prices

Value guideline of iron and steel was nullified on 16.1.1992. From that point forward steel costs are
dictated by the exchange of market powers.

• Domestic steel costs are affected by patterns in crude material costs, request gracefully conditions in
the market, global value patterns among others.

• As a facilitator, the Government screens the steel economic situations and embraces financial and
other strategy estimates dependent on its appraisal. At present, GST of 18% applies to steel and there is no
fare obligation on steel things.

• A Steel Price Monitoring Committee has been established by the Government to screen value
justification, examine value changes, and exhort all concerned with respect to any unreasonable value
conduct of steel item.
• To dodge any bending in costs in light of impromptu and rising imports, the Government had made
a few strides including raising import obligation and forced an extent of measures including hostile to
dumping and shield obligations on a large group of relevant iron and steel things. In a further move to
control steel imports, the Indian government prohibited the creation and offer of steel items that don't
satisfy Bureau of Indian Guideline (BIS) endorsement and to check the offer of inadequate and
unacceptable treated steel items utilized for making utensils and different kitchen machines, it gave the
Stainless Steel (Quality Control) Order, 2016 for items utilized in making utensils and kitchen apparatuses,
that will help channel imports of the metal.

Imports

Iron and steel are uninhibitedly importable.

• Data on import of absolute completed steel (compound/impeccable + non -composite) is given

underneath throughout the previous five years:

Exports

Iron and steel are unreservedly exportable.

• India developed as a net exporter of complete completed steel in 2016-17, 2017-18, and 2019-
20(prov.).

• Data on the export of all out completed steel (compound/spotless + non -amalgam) is given beneath
throughout the previous five years:

Levies on Iron and Steel

SDF demand: This was a toll begun for subsidizing modernization, extension, and
advancement of the steel segment. The Fund, between alia, underpins capital use for
modernization, restoration, broadening, recharging and substitution of Integrated Steel
Plants, Research and Development, Rebates to SSI Corporations among others. The SDF
demand was abrogated on 21.4.94. An Empowered Committee has been set up to manage
the R&D exertion in this segment.

EGEAF: This duty began for repaying the value differential expense of data sources utilized
for building exporters. Reserve was ceased on 19.2.96.

Open doors for development of Iron and Steel in Private Sector

The New Industrial Policy Regime

The New Industrial approach opened up the Indian iron and steel industry for private
venture by (an) eliminating it from the rundown of businesses saved for the open part and
(b) absolving it from obligatory permitting. Imports of unfamiliar innovation just as an
unfamiliar direct speculation are currently unreservedly allowed up as far as possible under
a programmed course. Service of Steel assumes the function of a facilitator, giving wide
bearings and help to new and existing steel plants, in the changed situation.

The Growth Profile

(I) Steel: The progression of modern strategy and different activities taken by the
Government have given a distinct stimulus for passage, interest, and development of the
private part in the steel business. While the current units are being modernized/extended,
countless new steel plants have likewise come up in various pieces of the nation dependent
on present day, practical, cutting edge advances. Over the most recent couple of years, the
fast and stable development of the interest side has likewise provoked homegrown business
visionaries to set up new greenfield ventures in various conditions of the nation.

Unrefined steel limit was 142.98 mt in 2019-20 (prov.), up by 0.5% more than 2018-19and
India, which developed as the 2ndlargest maker of rough steel on the planet in 2019,
according to information delivered by the World Steel Association, has surprisingly, the
ability to create an assortment of evaluations and that as well, of worldwide quality norms.

(ii) Pig Iron: India is likewise a significant maker of pig iron. Post-advancement, with
setting up a few units in the private part, imports have definitely decreased as well as India
has ended up being a net exporter of pig iron. The private part represented 89% of the
absolute creation of pig iron (5.507 mt) in the nation in 2019-20 (prov.).

(iii) Sponge Iron: India, the world's biggest maker of wipe iron (2019), has a large group of
coal-based units situated in the mineral-rich conditions of the nation. Throughout the long
term, the coal-based course has developed as a key supporter and represented 86%of
absolute Sponge Iron creation in the nation during 2019-20 (prov.). Limit in Sponge Iron
creation also has expanded throughout the long term and remained at 37.143 mt (2019-20)
(prov.).

Market Size

India's done steel utilization developed at a CAGR of 5.2 percent during FY16-FY20 to
arrive at 100 MT. India's unrefined steel and completed steel creation expanded to 108.5
MT and 101.03 MT in FY20P, separately.

Fare and import of completed steel remained at 8.24 MT and 6.69 MT, separately, in
FY20P.

Investments

The steel business and its related mining and metallurgy areas have seen significant ventures
and advancements in the ongoing past.

As per the information delivered by the Department for Promotion of Industry and Internal
Trade (DPIIT), the Indian metallurgical businesses pulled in Foreign Direct Investment
(FDI) to the tune of US$ 13.40 billion in the period April 2000–March 2020.

A portion of the significant interests in the Indian steel industry are as per the following:

• In March 2020, Arcelor Mittal Nippon Steel India (AM/NS) procured the Bhander
Power plant in Hazira, Gujarat from Edelweiss Asset Reconstruction Company.

• In February 2020, GFG Alliance procured Adhunik Metaliks and its arm Zion Steel
for Rs 425 crore (US$ 60.81 million), denoting its entrance into the Indian steel market.

• For FY20, JSW Steel set an objective of providing around 1.5 lakh huge amounts of
TMT Rebars to metro rail extends the nation over.

• In December 2019, Arcelor Mittal finished the obtaining of Essar Steel at Rs 42,000
crore (US$ 6.01 billion) and shaped a joint endeavor with Nippon Steel Corporation.

• JSW Steel has arranged a US$ 4.14 billion capital use program to build its general
steel yield limit from 18 million tons to 23 million tons by 2020.

• Ministry of Steel intends to put US$ 70 million in the eastern locale of the nation
through quickened improvement of the area.

• The creation limit of SAIL is required to increment from 13 MTPA to 50 MTPA in

2025 with an all out speculation of US$ 24.88 billion.
• Tata Steel has chosen to build the limit of its Kalinganagar coordinated steel plant
from 3 million tons to 8 million tons at a speculation of US$ 3.64 billion.

Government Initiatives

A portion of the other late government activities in this division are as per the following:

• The government acquainted Steel Scrap Recycling Policy with diminish imports.

• Export obligation of 30 percent has been imposed on iron ore^ (irregularities and
fines) to guarantee flexibly to the homegrown steel industry.

• The legislature of India's emphasis on foundation and restarting street ventures is

helping the steel request. Likewise, further likely increasing speed in provincial economy
and framework is required to prompt development sought after for steel.

• The Union Cabinet, Government of India endorsed the National Steel Policy (NSP)
2017, as it means to make an around the world serious steel industry in India. NSP 2017
conceive 300 million tons (MT) steel-production limit and 160 kgs for every capita steel
utilization by 2030-31.

• The Ministry of Steel is encouraging setting up of an industry-driven Steel Research

and Technology Mission of India (SRTMI) in relationship with people in general and
private part steel organizations to lead innovative work exercises in the iron and steel
industry at an underlying corpus of Rs 200 crore (US$ 30 million).

• The Government of India raised import obligation on most steel things twice, each
time by 2.5 percent and forced measures including hostile to dumping and protect
obligations on iron and steel things.

Road ahead

The National Steel Policy, 2017 imagine 300 million tons of creation limit by 2030-31. The
per capita utilization of steel has expanded from 57.6 kgs to 74.1 kgs during the most recent
five years. According to Indian Steel Association (ISA), steel request will develop by 7.2
percent in 2019-20 and 2020-21. Colossal degree for development is offered by India's
similarly low per capita steel utilization and the normal ascent in utilization because of
expanded framework development and the flourishing car and railroads divisions.
 COMPANY PROFILE

Formerly Tata Iron and Steel Company Limited

Type Public
• BSE: 500470
• NSE: TATASTEEL
Traded as • BSE SENSEX Constituent
• NSE NIFTY 50 Constituent

ISIN INE081A01012
Steel
Industry
Iron
Founded 26 August 1907; 112 years ago
Founder Jamshetji Tata
Headquarters Mumbai, Maharashtra, India
Area served Worldwide
Natarajan Chandrasekaran
(Chairman)
Key people
T. V. Narendran
(CEO & Managing Director, Tata Steel Ltd.)
Steel
Long steel products
Structural steel
Products
Wire products
Steel casing pipes
Household goods
Revenue ₹157,668 crores (US$22 billion) (2019)
Operating
₹29,383 crore (US$4.1 billion) (2019)
income
Net income ₹10,218 crore (US$1.4 billion) (2019)
Total assets ₹137,498 crore (US$19 billion) (2019)
Total equity ₹72,729 crore (US$10 billion) (2019)
Number of
32,984 (2019)
employees
 Parent Tata Group
Jamshedpur FC
Subsidiaries
Tata Steel BSL
Website www.tatasteel.com

TATA Steel Limited, once Tata Iron and Steel Company Limited (TISCO), is an Indian global steel-
production organization situated in Jamshedpur, Jharkhand, and is headquartered in Kolkata, West
Bengal, India. It is an auxiliary of the Tata Group.

TATA Steel is among the top steel-delivering organizations on the planet with a yearly rough steel
limit of 34 million tons for each annum. It is one of the world's most topographically expanded steel
makers, with tasks and business nearness over the world. The gathering (barring SEA tasks)
recorded a combined turnover of US$19.7 billion in the money related year finishing 31 March 2020.
It is the second-biggest steel organization in India (estimated by homegrown creation) with a yearly
limit of 13 million tons after SAIL.

TATA Steel works in 26 nations with key tasks in India, Netherlands, and the United Kingdom, and
utilizes around 80,500 individuals. Its biggest plant (10 MTPA limit) is situated in Jamshedpur,
Jharkhand. In 2007, Tata Steel obtained the UK-based steel creator Corus. It was positioned 486th in
the 2014 Fortune Global 500 positioning of the world's greatest enterprises. It was the seventh most
important Indian brand of 2013 as indicated by Brand Finance.

In July 2019 Tata Steel Kalinganagar (TSK) was remembered for the rundo wn of the World
Economic Forum's (WEF's) Global Lighthouse Network, demonstrating authority in applying
Fourth Industrial Revolution advances to drive money related and operational effect.

HISTORY

TATA Iron and Steel Company (TISCO) was established by Jamshetji Tata and set up by Dorabji
Tata on 26 August 1907. TISCO began pig iron creation in 1911 and started delivering steel in 1912
as a part of Jamshetji's Tata Group. The primary steel ingot was fabricated on 16 February 1912.
During the First World War (1914-1918), the organization gained fast ground. By 1939, it worked the
biggest steel plant in the British Empire. The organization propelled a significant modernization and
extension program in 1951. Afterward, in 1958, the program was moved up to 2 million metric tons
for every annum (MTPA) venture. By 1970, the organization utilized around 40,000 individuals at
Jamshedpur, and a further 20,000 in the neighboring coal mineshafts. In 1971 and 1979, there were
fruitless endeavors to nationalize the organization. In 1990, the organization started to grow and built
up its auxiliary, Tata Inc., in New York. The organization changed its name from TISCO to Tata
Steel Ltd. in 2005. TATA Steel on Thursday, 12 February 2015 declared purchasing three -strip item
benefits focuses in Sweden, Finland and Norway from SSAB to fortify its contribution in the Nordic
locale. The organization, be that as it may, didn't uncover the estimation of the exchanges. In
September 2017, ThyssenKrupp of Germany and Tata Steel reported designs to consolidate their
European steel-production organizations. The arrangement will structure the European resources as
Thyssenkrupp Tata Steel, an equivalent joint endeavor. The declaration assessed that the
organization would be Europe's second-biggest steelmaker, and recorded future central command in
Amsterdam.

HUMAN RESOURCE POLICY

MARKET SHARE
 INTERNSHIP OVERVIEW
OBJECTIVE OF THE STUDY
1. To study data visualization using excel.
2. To study the positive and negative responses for the company on different
job portals.

METHODS/TECHNIQUES ADOPTED

The research of the project totally depends on two methods-

• Primary method
• Secondary method
Primary method – the primary information collected through face to face interview,
observation and by participation in the recruitment process.

Secondary method – the secondary information collected from websites and some other
relevant sources.

Due to COVID-19, it was impossible to collect data through primary method so in this
project the method used for collecting the data is secondary method.

Data has been collected from different job portals to analyse what majority of people think
about the company and what is it’s reputation in the market.

Data collection sites

To analyze the employees satisfaction, data has been collected from 5 Platforms i.e.
• Twitter
• LinkedIn
• Glassdoor
• Indeed
• Naukri.com
The report comprises the remarks of managers, interns, normal people etc. and tells about
their point of view towards the company.
 KEY CHALLENGES FACED

1. TIME: Due to COVID-19 physical internship wasn’t possible due to which it wasn’t
possible to conduct a profound and in-depth study of the organization.

2. LACK OF RELIABLE DATA: Data collected via secondary means were

somewhere found insufficient and somewhere unreliable (as sometimes it wasn’t
supported with authenticity).

3. LACK OF PRIOR RESEARCH STUDIES ON THE TOPIC: Lack of prior

research studies on the topic ‘Analysis on employee’s gratification’ was also
found.

4. MEASURE USED TO COLLECT THE DATA: The measure used for

collecting the data was secondary means and there were data which weren’t
complete.

5. LACK OF DOMAIN-KNOWLEDGE: Some of the employees didn’t defined

what their problem was and just rated the company. Therefore, it became slightly
difficult to collect the data.

6. RESPONSE ACCURACY: As the responses were collected from accounts

individuals on behalf of their experience. Therefore, there is a possibility of
responses being influenced by their opinion.
 KEY LEARNING

❖ How to create Microsoft excel Dashboard.

❖ How to analyse data using Microsoft excel

❖ Difference between robotic process automation and artificial intelligence

❖ Difference between digitization and digitalization

❖ How mobility can be beneficial for the company

❖ How internet of things can be helpful for the industry

❖ How social media can help corporate in brand building

KEY ACHEIVEMENT

• Certificate of Advance Microsoft Excel

• Certificate of Industry 4.0

 ANALYSIS and DISCUSSION

Interpretation and analysis on the basis of responses received through data received from
different job
protals
The employess were catagorised into:
• Interns
• Managers
• Others

TWITTER

Twitter recorded the responses of the people in the form of comment on TATA STEEL’s
post
 0
1
2
3
4

0.5
1.5
2.5
3.5
4.5
IT
profess
ional Mecha
Entrepr now nical/E Profess
engine eneurs works nviron ional Vice
civil er, hip & in ment Asset preside
engine consult socialis Data stock engine manag Profess Social nt
Artist er ant t Science market er er or activist JWJU

Yes
Ex tata steel employee
raised a question

Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Yes
Count of Positive comment

Count of Negative Comment

10
20
30
LINKEDIN

LINKEDIN recorded the responses of the people in the form of comments on TATA
STEEL’s posts
C O MME NTS
50

P O S I TI VE C O MMEN TS N E G A T I VE C O MME N TS

GLASSDOOR

GLASSDOOR recorded the responses of the people in the form of ratings on TATA
STEEL’s page.
Sum of Rate by Job Profile
140

120

100

80

60

40

20

0
Intern Manager

INDEED
INDEED recorded the responses of the people in the form of ratings on TATA STEEL’s
page
Sum of Rate by Job Profile

Senior Manager

Project Manager

Operation Manager

Manager

Intern

0 10 20 30 40 50 60 70 80 90 100

NAUKRI.COM

NAUKRI.COM recorded the responses of the people in the form of ratings on TATA
STEEL’s page
Sum of Rate by Job Profile

Summer intern

Senior Manager

Research Associate

Manager

Internship Trainee

Interns

0 20 40 60 80 100 120 140

The over all result was:

Comments
Interns Managers Others
Positive Negative Rate Positive Negative Rate Positive Negative Rate
Twitter Nil Nil Nil Nil Nil Nil 45 4 Nil
Linkedin Nil Nil Nil 9 Nil Nil 40 Nil Nil
Glassdoor 29 1 126 19 1 81 Nil Nil Nil
Indeed 21 Nil 90 26 2 114 Nil Nil Nil
Naukri.com 5 Nil 20 34 5 155 6 Nil 27
Total 55 1 236 88 8 350 91 4 27

Chart Title
400

350

300

250

200

150

100

50

0
Positive Negative Rate Positive Negative Rate Positive Negative Rate
Interns Managers Others
Comments

Tw itter Linkedin Glassdoor Indeed Naukri.com Total

 OUTCOME

During the analysis majority of the data came in favor of TATA Steels people were happy
with the services provided by TATA. People talked about many thing but some points came
in common and they are-

• Maternity and peternity leave

• Sick leave
• highly subsidised and quality canteen facilities
• employee health provisions
• Pension Scheme
• Job security
• Training
• Work Environment
• Promotion of the women empowerment cell of Tata Steel.
 RECOMMENDATION

After analyzing the data there are few things regarding which employees are
concerned about, so I would like to suggest the company to help it’s employees
so that they don’t feel that way. Some of the remarks are-
• Highly bureaucratic.
• Extra working hours.
• Too much dependency on process sometimes may allow other competitors
to edge pass in the business.
• Work load.
So, I would like that company consider these issues and work on it so that
employees can be more productive and help the company to grow more.
 CONCLUSION
I can genuinely say that my time experienced interning with TATA
STEEL achieved maybe the best summer of my life. In addition, I had
a tendency that I had the alternative to add to the association by
aiding and going after undertakings all through the mid year. I picked
up information about exceed expectations and industry 4.0 and it's
advantages and how in future they will change the authoritative
condition and make things simple and advanced, yet over all I
figured out how significant information examination will be in future
in these coming 10 years the need of investigation and it's degree
will just increment. Additionally the HR director of TATA STEEL help
me to recognize what corporate needs from an individual and how to
satisfy it. In spite of the fact that my experience has been
extraordinary however on the off chance that the circumstance have
been exceptional I would have learned numerous new things.

By and large, my entrance level situation at TATA STEEL has been a

victory. I had the choice to build practical capacities, work in an
amazing space, and make affiliations that will suffer until the end of
time. I am dynamically thankful.
 BIBLOGRAPHY
https://www.analyticsinhr.com/blog/what-is-hr-analytics/
https://steel.gov.in/overview-steel-sector
https://www.ibef.org/industry/steel.aspx
https://en.wikipedia.org/wiki/tata_steel
https://economicstimes.indiatimes.com/tata-steel-ltd/stocks/companyid-12902.cms
ANNEXURE
 DATA COLLECTED
TWITTER
LINKEDIN
GLASSDOOR
INDEED
NAUKRI.COM
40