HUMAN RESOURCE DEVELOPMENT

COMPANY HISTORY
FOUNDER- Jamsetji Nusserwanji Tata

YEAR- 1907
FORMER NAME- TISCO

REGISTERED OFFICE-Mumbai
LOCATION- Jamshedpur, Jharkhand ,India

EMPLOYEE STRENGTH- 82700

We do not claim to be more unselfish, more generous or more philanthropic than others, but we think we started on sound and straightforward business principles considering the interests of the shareholders, our own and the health and welfare of our employees the sure foundation of prosperity. J.N.Tata

PRODUCTS MANUFACTURED
The Company manufactures rails, fishplates, bars, light structurals, heavy structurals, plates, black sheets, galvanised sheets, tin bars, sleeper bars, sleepers, blooms, billets, sheet bars, wheels, tyres and axles, skelp and strip, and special steels tools such as picks, beaters, hammers and shovels and red-oxide, coal tar, sulphate of ammonia, etc.

KEY MANAGEMENT PERSONNEL

Chairman
Mr. Ratan Tata

Managing Director
Mr. H.M Nerurkar

Chief human resource officer

Mr.Radhakrishnan Nair

EXPANSIONS
1973 With effect from 1st April, the wholly owned subsidiary, West Bokaro Ltd., was amalgamated with the company. 1983 During the year Indian Tube Company Limited was amalgamated with the company. After the amalgamation, the company produces a wide range of tubes including seamless and welded quality tubes. The company also makes agricultural implements and alloy steel baring rings.

1985 On 11th August, approvals were received for investment of Rs.16 crores in the Capital of Tata Timken Ltd., a company promoted by Tata Steel in collaboration with Timken Co. USA, for the manufacture of bearings for the automotive industry, industrial machinery and for the Indian Railways. 1991 - During the year Company acquired a 100% exportoriented ferro-chrome manufacturing unit of OMC Alloys Ltd. from the Orissa State Government at a total cost of 156 crores. It is located at Bammpal, Orissa, and has a capacity to produce 50,000 tonnes per annum of ferro-chrome.

1997 Tata Iron & Steel Company (Tisco) and Inland Steel Industries Inc of the US have joined hands to float a 50:50 joint venture company called Tata Ryerson Ltd to supply processed steel directly to end-users. 2004 Tata Steel buys Singapore's NatSteel

2005 Tata Steel acquired 40% Stake in Millennium Steel based in Thailand for $130 million (approx. Rs 600 crore)

2007 Tata Steel completes 6.2bn acquisition of Corus Group plc. Tata Steel through its wholly owned Singapore subsidiary, NatSteel Asia Pte Ltd acquired controlling stake in two rolling mills: SSE Steel Ltd, Vinausteel Ltd located in Vietnam 2011 Tata steel is the sixth largest steel company in the world, with an annual crude steel capacity of 31 million tonnes. -It is the largest private sector steel company in India in terms of domestic production.

VISION
We aspire to be the global steel industry benchmark for Value Creation and Corporate Citizenship
We make the difference through:
Our people, by fostering team work, nurturing talent, enhancing leadership capability and acting with pace, pride and passion. Our offer, by becoming the supplier of choice, delivering premium products and services, and creating value for our customers. Our innovative approach, by developing leading edge solutions in technology, processes and products.

Our conduct, by providing a safe working place, respecting the environment, caring for our communities and demonstrating high ethical standards.

MISSION
Consistent with the vision and values of the founder Jamsetji Tata, Tata Steel strives to strengthen Indias industrial base through the effective utilization of staff and materials. The means envisaged to achieve this are high technology and productivity, consistent with modern management practices.

Tata Steel recognizes that while honesty and integrity are the essential ingredients of a strong and stable enterprise, profitability provides the main spark for economic activity.

Overall, the Company seeks to scale the heights of excellence in all that it does in an atmosphere free from fear, and thereby reaffirms its faith in democratic values.

HR INITIATIVES
1912-Eight hour work day schedule 1915- Free medical aid 1920-leave with pay(which became legally binding in 1945 in India) 1920-Started a provident fund for employees(which became a law for
employers under the provident fund act in 1952)

1956- Employee association with management programme

Tata steel furnaces have never been disrupted on account of labour strike

HUMAN RESOURCE POLICY

Tata Steel is an equal opportunity employer.

Tata Steel recognizes that its people are the primary source of its competitiveness.
It will pursue management practices designed to enrich the quality of life of its employees, develop their potential and maximize their productivity. It will aim at ensuring transparency, fairness and equality in all its dealings with its employees. Tata Steel shall strive continuously to foster a climate of openness, mutual trust and teamwork. In the process Tata Steel shall strive to be the employer of choice by attracting the best available talent and ensuring a cosmopolitan workforce.

ESS - Executive Selection Scheme

Fast track program written test, interview, assessment centre. Interviewed by Senior Directors. MBA from IIM, Ahmedabad for 4 months. Promoted to managerial level, save 10-13 yrs.

Knowledge Management
Runs program called Knowledge Monthan share & learning through past experience, faliure or literature, reports.

Being Yourself
TATA Steel Adventure Foundation, TATA Football Academy, School of cricket, Cultural Club For overall development of employee.

Self Sufficiency
Industrial cooperatives like Recycling of scrap wood into furniture, battery cable. Grihini Social Welfare Society prepare products from pickles to electrical cables.

PEP
Performance Ethics Program- Reward employees according to their performance. Performance in ethical way. Develop employees & improve their performance. Structure competency mapping Appraisal- in ethical way Reward performance based, no senior junior discrimination.

Employee Welfare
HR help desk Ultimatix system implementation developed by TCS. (any cliam, loan, application) TATA officers beach club- Member spend holidays with family Accommodation, electricity, transportation facility. Family benefit scheme- In tragic case salary last drawn provided to employee family until age of 60yr.

Leave bank- Donate 1 day leave to national bank, in return employee is provided paid up leave for 1 yr or day leave for 2 yrs. Book reading, trip for employees with families improve social skills also. Profit sharing bonus.

Early Separation Scheme

Comes under manpower planning. Basic pay is given Counselling is provided Training is provided to children of ex employees.

Post retirement medical scheme

For 10 to 12 yrs, premium is paid to insurance company employees under ESS or disabled employees are covered.

Training & Education

Vocational courses - for technicians or trainees or unemployed Apprenticeship pay while taking training. For further studies provide sponsorship, leave etc. Alliance with various training institutes.

Safety
10 Apex safety sub committees are formed by including line managers and union leaders to give directions on safety. Adopted process safety & risk management model. Educate labour working in mines regarding safety Campaigns for gas, conveyer belt, machinery safety and material handling safety.

Safety mascot Jeevan : Implemented to produce injury free steel based on employees suggestions. Personal protective equipment like- googels, safety shoes, jackets, helmets. Formation of Risk containment group to solve problem including high risk. Emergency drill, Safety training to employees and

Safety training On-the job assignments Job rotations Working in task forces and commitees

 Shavak Nanavati Technical Institute The Tata Steel Management Development Centre (TMDC)

Shavak Nanavati Technical Institute (SNTI)

It has an history of having developed skilled manpower for many leading enterprises in the country for decades. SNTI has kept pace with changing technologies by constantly evolving new training schemes and developing infrastructure to meet every emerging need. Imparts Pre and Post-employment training.

The Tata Steel Management Development Centre (TMDC)

Orientation training for new recruits Management Development Programmes Functional training programmes In-company programmes for Tata Group employees Customised programmes for non-Tata group companies Business Simulation Games Language courses in Chinese (Mandarin) & French Window-on-the-World programme

One year part-time (evening) certificate course in Foremanship & Supervision

Empowering Women of Steel

(A Case Study of Tata Steel )

Companys Initiatives under Women Empowerment that are FIRSTS in India

1)TEJASWINI PROGRAMME Tejaswini Programme launched in Tata Steel in 2002. Undertaken for the Rejas and the Office Girls that were willing to operate heavy motor equipment. Tejaswini was designed to transform the female employees into proficient operators of heavy mobile equipment like tractors and locomotives. Since its inception, a total of five batches and around 50 female employees have been trained.

2)WOMEN EMPOWERMENT CELL A special wing at the IR Division, comprising of members from management as well as unionized category women employees.

Empowering Women of Steel (A Case Study of Tata Steel )

3) SEXUAL HARRASEMENT REDRESSAL COMMITTEE Constituted on the guidelines of Hon. Supreme Court has been helpful in developing confidence in managements intention of empowering women employees. 4) To give an opportunity to non-engineers and absorb women in the production field in the works, the Company has taken initiatives to train women in required mechanical skills through the Tejaswini and Female Trade Apprentice courses.