BMT2011

Training and Development

DIGITAL ASSIGMENT 3

COMPANY NAME: Tata Group

SUBMITTED TO: DR. SEEMA A SUBMITTED BY: ABHAY KUMAR

Assistant Professor in HR & OB Division, REG. NUMBAR: 20BBA0080

VIT Business School, VIT University, DATE OF SUBMISSION: 21/09/2021

Vellore, Tamil Nadu SLOT: B2

DEPATMENT: VITBS

Tata Group is an Indian multinational conglomerate manufacturer of automobiles, airplanes and other

products, headquartered in Mumbai, Maharashtra, India. Founded in 1868 by Jamshedji Tata, the company
gained international recognition after purchasing several global companies. It is one of the biggest and
oldest industrial groups in India. Each Tata company operates independently under the guidance and
supervision of its own board of directors and shareholders.

Significant Tata affiliates include Tata Chemicals, Tata Communications, Tata Consultancy Services, Tata

Consumer Products, Tata Elxsi, Tata Motors, Tata Power, Tata Steel, Jamshedpur
FC, Tanishq, Voltas, Tata Cliq, Tata Projects Limited, Tata Capital, Titan, Trent, Indian Hotels Company
Limited, TajAir, Vistara, Cromā, and Tata Starbucks.

Gap analysis

Training is given on four basic Grounds:

New candidates who join an organization are given training. This training familiarize them
with the organizational mission, vision, rules and regulations and the working conditions.

The existing employees are trained to refresh and enhance their knowledge.

If any updates take place in technology, training is given to cope up with those changes. For
instance, purchasing a new equipment, changes in technique of production, computer
impartment. The employees are trained about use of new equipment and work methods.

When promotion and career growth becomes important. Training is given so that employees
are prepared to share the responsibilities of the higher level job.

Training objectives

 Improvement of organisational performance through dissemination of the latest knowledge and

skills among practicing managers
 Facilitation of attitudinal and behavioural changes
 Facilitation of solutions for organisational issues
 Development of learning organisations
 Training methodology

 Grooming the managers of today into the leaders of tomorrow: that's the broad
objective of the Tata group's leadership development programs and training processes.
  The group's high-value, superior-quality training interventions are targeted at
maximizing the potential of its pool of managers.
 This is done by encouraging their cross-functional exposure and by making cross-
company mobility an integral aspect of all leadership development efforts

Training deliverables and instructional strategies

The Tata group's commitment to enhance the knowledge and leadership quotient of its people
has resulted in the establishment of various Development and Training Programs such as
TAS and TMTC.

1.  Improvement of organizational performance through dissemination of the latest

knowledge and skills among practicing managers.
2. Facilitation of attitudinal and behavioral changes.
3. Facilitation of solutions for organizational issues

Leadership development programmes include

 Tata Group Strategic Leadership seminar

 Tata Group Executive Leadership seminar
 Tata Group eMerging Leaders seminar

E-learning programmes include

 Live e-classroom
 Live video broadcast and
 Self-paced e-learning programmes

Development of learning organizations TMTC objectives include :

Offering around 250 programmes a year, conducted by in house senior faculty from
academics and business, supported by experts from the best of Indian and international B
schools.
It uses over 120 external faculty, from the world’s premier institutions and universities,
including IIMs, Harvard, Michigan, Wharton, Kellogg, NUS and Centre for Creative
Leadership.

TMTC started its e-learning programs in 2009.Every year, more than 4000 Tata Managers
and Leaders go through the training programs.

Training budget and schedule plan

As an approach, Kaushalya reaches out to the huge pool of school dropout unemployed
youth. The courses are available for youths from our corporate social responsibility education
programs, for those who have a dire need to support their families or don’t wish to continue
education. Given the limited opportunity to productively participate in the formal economy,
our skill development programme in India “accelerate aspirations” of school dropout youth,
in sectors which provide opportunity to those who undergo continuous formal learning and
training (ITI and Diploma).

Auto Trade: Tata Motors leverages its domain knowledge automobile space and has
designed courses (like auto service technician) which have been approved by Automotive
Skill Development Council (ASDC). We leverage our dense network of Industrial Training
Institutes for imparting training and over 6600 Dealers and Tata Authorized Service Stations
(TASS) for On the Job Training (with commitment of spend).
Non-Auto Trade: Tata Motors offers a host of vocational training courses which have high
market demand.
Agriculture and Allied Activities: Tata Motors Limited caters to the need of communities
which fall beyond the 50 kilometre radius from the plant facilities (Jamshedpur, Pune,
Palghar and Thane). The emphasis is on infusing new technology, better agricultural
practices, livelihood programmes, animal rearing etc.
Institutional Strengthening: Tata Motors regularly introduces and administers courses for
the instructors and leadership of the training institutes (ITI and Polytechnic Colleges) and
NGO partners. The modules range from technical, functional to soft skills. The company also
bridges the resource gap by offering support through donation of equipment, revisions and by
upgrading courses.
Learn Earn and Progress (LEAP) – Breaking Gender Barriers
Automobile is considered to be a male dominant industry and girls trained at Little Flower
institute in Kerala are trying to break this notion. These female trainees are altering the
perception that women cannot undertake heavy duty work especially when it comes to be
being a good technician (motor mechanic). Inspired by them, more girls have started taking
admission to this course. These girls are a part of Learn, Earn and Progress (LEAP)
programme which imparts automation related skills (service technician) to school dropout
youth. This is a one year course jointly run by Tata Motors and dealers. Students get
theoretical inputs in industrial training institutes for three months and are placed with dealers
to get hands-on training through an OJT with Tata Motors dealers and Tata Authorised
Service Stations (TASS) for nine months (and receive monthly spend as well). Post training
completion they are assessed by ASDC (Automotive Skill Development Council).

Over 80% of the trained youth found employment post training completion with average
salary of ₹ 8000, 4% of the youth have become entrepreneurs generating additional jobs for
over 50 youth from the community. This has led to the increase in annual household income
by nearly 1 lac.

A short duration courses of 3 months each have been added and close to 3000 youth (of
which 40% belong to SC/ST category) are trained in partnership with Pratham and Tata
Strive on an annual basis. The placement is over 75% of all those trained. These programmes
generate employment in the Tata Ecosystem and are a classic case of strategic business
connect.
E-Dost: The Good Samaritan
E-Dost, as her village folks fondly address her, Anjali is the first government authorised
service provider to Aadhar Enabled Payment System (AePS) not only in her own village
Pathardi, but in the entire tribal block of Jawhar block in the Aspirational Palghar District of
Maharashtra. A sudden demise of Anjali’s husband added extra responsibilities on her to
support her children and her ageing in-laws. Today through AePS, she not only earns a
sustainable livelihood, but provides ease to the villagers by making the last mile banking and
allied services available right at their doorstep, which otherwise had them travel some 15-20
kms and spend minimum Rs. 30 for a small financial transaction. In a span of ten months, she
has achieved a turnover of ₹ 9.6 lakhs. This clearly indicates a rapid acceptance and
popularity of the services among the community.

Thanks to our NGO partner – BAIF Institute for Sustainable Livelihoods and Development,
implementing partner of Tata Motors for Integrated Village Development Initiative (IVDP) in
Jawar, identified and trained Anjali to use the AePS technology through an app on her
Android phone and other equipment.

This project is part of our Special Project called Integrated Village Development Initiative
(IVDP) which is jointly run with the Office of the Chief Minister, Maharashtra with an
objective to create a replicable model of a self-sustaining Gram Panchayat through leveraging
scale and machinery of government, speed and managerial competence of corporate, and
ownership and governance of citizens.

Driving To Success – Driver Training Programme

The training programme with Pratham in Mumbai focusses on upskilling novice drivers.
They partnered with Ola Cabs in 2017 and have been able to train and place youths for the
cab service (of which 32% are SC/ST) so they earn around ₹ 15000/month. Around 3600
youth have been trained under the novice driver training programme.

SHG Women – Leveraging social media to market their products in

Lucknow
The SHGs promoted by the company floated society in Lucknow have over 40% members
from SC background and are adept in working with Jute and Chikan products. They have
done very well in last 2 years with their products getting exposure on bigger platforms like
Okhai, helping them to reach out to larger customer base over the Internet and also being
introduced to new customers who can provide regular business. The team also started
exploring Social Media (Facebook and WhatsApp) to reach out to wider market and as a
result, one of the biggest and consistent customers has been acquired through Facebook.

TAS (Tata Administrative Services) This managerial development program was conceived by
JRD Tata, the late chairman of the Tata group, in the 1950s. The idea was to select and
groom young managers, provide them opportunities for professional growth, and make them
part of a talent pool that could be tapped by companies across the Tata organization.

TAS, essentially a training program, is perhaps the only employment brand in Indian business
that consciously recruits for lifelong mobility across companies, industries and functions, in
order to impart that macro view of business which is critical in preparing young professionals
for general management.

To grow and renew the Tata talent pool continuously, TAS recruits young postgraduates from
leading business schools each year and puts them through an intensive 12-month program.

The TAS manager has India's largest business house, with the widest range of industries and
functions around which to plan and build a lifetime career of professional and personal
growth.

Procedures of training program

The training module consists of four cross-functional, cross-business and cross-located
assignments. --These include three business shifts of 15 weeks duration in sales and
marketing, manufacturing and operations, corporate strategy, finance and human resources.
A seven-week rural assignment exposes the trainees to community work and rural India,
helping instil in them a true picture of the life of ordinary Indians.
Reference

 https://en.wikipedia.org/wiki/Tata_Management_Training_Centre
 https://www.hrkatha.com/news/learning-development/how-tata-group-kept-the-
learning-curve-up-during-lockdown-2/
 https://www.tcs.com/nurturing-human-capital
 https://www.ukessays.com/essays/business/tata-motors-learning-development-
7717.php
 https://www.tata.com/tsmg
 https://page.centumlearning.com/training/?
Source=Google_Search&SourceMedium=Desktop&SourceCampaign=Centum_CT_
Generic_Search_Desktop&mx_Source_Adgroup=Training_Development&mx_Sourc
e_Keyword=training
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vjybxSrnPhNrta16YBtEOwGRwVQ0fJgcnBBoCvJIQAvD_BwE