TATA MOTORS (FTSS)

Question1: What is High Potential?

• Employees whose competencies (KSAs) are higher when compared to other employees within the organization
• To achieve organizational goals, we require a set of high potential individuals, without whom the task of achieving
organizational goals, objectives would be difficult
Question2: What are the benefits of identifying high potential?

 Beneficial to both employees and also the organization.

 Succession planning and Maintain a talent pool in case of emergencies: We can train high potential individuals to take up
strategic roles

 Better utilization of the employee potential to convert into visible results for the organization

 speed up the development of its leaders as well as the new staff recruitment.

 The positive impact on the business and its performance in terms with the forward way of thinking and learning. Healthy
growth culture as well as a situation of a better competitive advantages.

 Accountability and employee engagement: Employees are more committed and engaged as they act and respond like a
professional who are much accountable in nature and have a greater sense of commitment and engagement. Thus, there
is always a higher level of encouragement and accountability.
Question3: Identify few skills required for future leaders in Tata Motors and suggest few selection test?

• Analytical skills
• Decision Making Ability
• Communication (Interpersonal, written and reading): as Tata Motors is a global organization
• Quantitative abilities
• Emotional intelligence among others
Suggesting few selection tests:
Verbal comprehension tests or Language test
Aptitude tests focussing on data Analysis
Video Situational based tests
Logical reasoning tests
Question4: Analyse the selection tests used in Selection process of FTSS

• Lot of overlap in CAT for MBA entrance exams and FTSS.

• Older employees feel the test is skewed in favour of younger employees
• The first elimination round is the written test with all sections carrying equal weightage
• Compulsory – two papers:
Paper 1: Aptitude 120 questions
QT
Language Comprehension
Logical Reasoning
Paper 2: 80 questions
Functional Appreciation
General knowledge
• Quantitative abilities test : Quantitative abilities are required at the basic level of a manager’s work but this round is given
more importance and it has become the decisive factor. Instead, the focus should be more on testing the analytical skills
• There is no sectional cut-off, but a negative score in any section will disqualify the candidate.
• Is this justified?
Question5: What are the steps involved in High potential talent identification program?

The five basic or the universal process or steps involved can be categorized and detailed as follow: -

• Step Number 1: a high-potential employee or the high potential target are identified

• Step 2: validation of the identification process formulated int the step above. The predication of the data in terms with the
element of the high performance and better skill utilization and presentation.

• Step 3: action stage where the management assures the development of the employees through practical and real life
experiences to be processed in the development process

• Step 4: This step explains the results achieved. The classification is done on account of the retainment or the withdrawal of
the high-potential employees. Thus, providing a fair idea as how the employees are working towards becoming the
potential talent.

• Step 5: This step deals with monitoring as well as the evaluating along with analyzing the effectiveness of the method
applied. This is the analysis segment which explains the aspect in a much-balanced version.