1. HR PHILOSOPHY OF TATAS PRESENTED BY: GROUP -4 ASHRAF NAWIN
NISHAD MOHAN OMAR PALLAVI SINHA PANKAJ KUMAR PARAMESWARAO
PRIYALAXMI
2. PHILOSOPHY is: A belief (or system of beliefs) accepted as
authoritative by some group. HR PHILOSOPHY : basic assumptions in
HR in a particular organization context shapes the way the
employees are managed in that organization The mental model that
org chooses ,i.e.an ideology Yes, any philosophy of HR has to
revolve around the
3. For e.g. lets see Tata Main Hospitals H.R PHILOSOPHY -
Attract good people, retain the better people and advance the best
people and its nine dispensaries at Jamshedpur provide curative
healthcare services to the employees of Tata Steel and their
families, free of cost
4. NEED OF HR PHILOSOPY FOR AN ORGANISATION Lack of a clearly
articulated philosophy of HR can make organization susceptible to
taking up the latest TREND in people management and discarding it
soon after to take up the next one. results in inconsistent
attitudes/practices in managing employees For e.g. swinging wildly
between high empowerment and high control, between large investment
in employee development and no investment between intense focus on
encouraging employees to form emotional bonds with the company and
downsizing and then scaling up shortly after that etc.
5. How crucial the hr philosophy is More importantly, the way
the employees are managed will influence how the employees behave
in the organizations. Thus wrong philosophy, might result in
creating wrong reality. For example, Theory X kind of
assumptions/philosophy (i.e. that the employees are inherently lazy
and will avoid work if they can) in people management will promote
Theory X kind of behavior among the employees. Even though the
initial reality/employee behavior might not be in line with Theory
X kind of assumptions, after people management based on Theory X
assumptions have been practiced for some time, employees might
start to behave in a fashion that validates Theory X. This makes
people management a
6. How Philosophy and values areformulated The values must be
realistic and coherent in order to stimulate dedication in
employees. To formulate these values, it is a good idea to
determine what factors should guide interpersonal relationships,
relationships with suppliers, work methods, as well as the
organizations internal decision-making process. A strategic
reflection exercise involving the management team may be helpful
with regard to formulating common values
7. THE TAJS PEOPLE PHILOSOPHY & STAR SYSTEM - Bernard
Martyris, Senior Vice-President, HR, Indian Hotels Company Limited
The Tatas Taj Group had always believed that theiremployees were
their greatest assets and the very reason for the survival of their
business. In 2000, to show its commitment to and belief in
employees, the Taj Group developed theTaj People Philosophy (TPP),
which covered all the people practices of the group. TPP considered
every aspect of employees organizational career from their
induction into company till their superannuation.
8. Some of the key points of the Taj Charter are given below:
Every employee of the Taj Group would be an important member in the
Taj family. Taj family would always strive to attract, retain and
reward the best talent in the industry. The Taj family would commit
itself to formal communication channels, which would foster
transparency. STARS PROGRAM In March 2001, the Taj Group1 launched
an employee loyalty program called the Special Thanks And
Recognition System (STARS). STARS was an initiative aimed at
motivating employees to go beyond their usual duties and
responsibilities and have fun during work This program also
acknowledged and rewarded
9. Since its establishment, the Taj Group had a people-
oriented culture. The group always hired fresh graduates from
leading hotel management institutes all over India so that it could
shape their attitudes and develop their skills in a way that fitted
its needs and culture. The management wanted the new recruits to
pursue a long-term career with the group. employees were placed in
an intensive two-year training program, which familiarized them
with the business ethos of the group, the management practices of
the organization, and the working of cross-functional
departments.
10. HR PHILOSOPHY OFTATA MOTORS
11. TATA MOTORS have Vast pool of technically competent
engineers and managers. Focus on development of technical
capabilities Technical Training Centers, Alliance with technical
Institutes.Its HR Philosophy Proper utilization of assets
Motivating people to work hard Selective hiring Job fitting
Training program Better working environment
12. HR Policies Caring, show respect, compassion and humanity
for colleagues. Work cohesively with colleagues across the group
Encourages self-sufficiency. Rotational assignments and
cross-functional mobility allow employees to grow. Employees
relatives at Pune have been encouraged to form various industrial
co-operatives. The Tata Motors Grihini Social Welfare Society
caters to employees women dependents so as to enable a housewife
earn a modest amount without neglecting their traditional duties
towards the family.
13. Over View of HR in TCS Indias largest tech company is also
its best IT employer, An above 70,000 employee-strong organization
The company is managing to maintain the lowest attrition rate in
the industry. The figure is around 10% when the industry average
hovers around 20% in 2010 Currently, 7.5% of TCS workforce belongs
to other nationalities and are spread across the globe. The company
intends to build a workforce with over 7.5% representation of
foreign nationals. It is noteworthy that more than 25% of the
employees are females The company has adopted the diversified
workforce approach in order to create a comfortable environment for
clients & employees . several HRs quote TCS as an example of
best diverse
14. According to Anjali Prayag, - TCS has added a local flavor
to all its existing HR policies.S. Padmanabhan, Executive VP,
Global HR,further asserts that -
15. TATA AIG Mumbai Tata AIG offers exciting opportunities to
learn, contribute and build careers. As a leading name in the
fast-paced insurance industry, it is constantly growing and are
always in search of bright talent across all levels. The Companys
philosophy is