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Corus crea ting a manufac tur ing ne twork in e ight marke ts in Sou th Eas t Asia, Europe
and Pac if ic coun tr ies.
y Wh ile the Company is focused in the pursu it of its opera tiona l goa ls, it is a lso
comm itted to be ing a good corpora te c itizen. Ta ta S teel extends suppor t to theeconom ica lly underpr ivileged no t by char ity bu t by s treng then ing and empower ing
them w ith exper tise and know ledge. I t commun ity ou treach programmes covers the
Ta ta S teel managed c ity of Jamshedpur and over 600 v illages in and around.
JR D Ta ta has been one of the grea test builders and persona lities of modern Ind ia
in the twen tieth cen tury.
He assumed Cha irmansh ip of Ta ta Sons L imited a t the young age of 34; bu t his
char isma tic, d isc iplined and forward -look ing leadersh ip over the nex t 50 years and more, ledthe Ta ta Group to new he ights of ach ievemen t, expans ion and modern ization.
He was the p ioneer of c ivil av iation in Ind ia. In 1932, he introduced a ir transpor t in the
coun try--the en terpr ise later became A ir Ind ia.
Governmen t of Ind ia conferred the h ighes t civilian award of the land, Bhara t R atna to JR D
y Manpower p lann ing enab les H R depar tmen t to projec t its shor t to long term needs on
the bas is of its depar tmen tal plans so that it can adjus t its manpower requ iremen ts to
mee t chang ing pr ior ities. The more chang ing the env ironmen t the depar tmen t is in,
the more the depar tmen t needs manpower p lann ing to show :
y
the number of recru its requ ired in a spec if ied timeframe and the ava ilab ility of talent
ear ly indica tions of po tential recru itmen t or re tention d iff iculties
surpluses or def icienc ies in cer tain ranks or grades
availab ility of su itab le qua lif ied and exper ienced successors
PER FORMAN CE APP R AISAL
y Performance appra isa l assesses an individua l's performance aga inst prev iously agreed
work objec tives. Performance appra isa l is norma lly carr ied ou t once a year. They
assess key resu lt areas of their emp loyees, workers and superv isors. S ince it is a jo int
respons ibility of the individua l and the superv isor; every individua l in TIS CO are co
pr ime to each o ther.
It also enab les managemen t to compare performance and po tential betweenemp loyees and subord inates of the same rank. R ating of emp loyees is done by their
performances. I t is g iven as per ranks very good, average, and average to med ium and
below average. On the bas is of these rank ings h ighes t reward of the year is g iven to
bes t suitab le worker. The be tter perform ing emp loyee ge ts the major ity of ava ilab le
mer it pay increases, bonuses, and promo tions.
y TR AINING AN D D EVELOP MENT
y The Techn ica l Educa tion Adv isory Comm ittee gu ides emp loyee deve lopmen t andtraining in line w ith s trategic goa ls of the company and long -term objec tives. The in-
house tra ining cen tres impar t major ity of the training programmes. (Techn ica l
Ins titute & Managemen t D eve lopmen t Centre).
Employees are a lso depu ted to o ther organ izations and training cen tres in the
coun try such as ITI and abroad for spec ialized tra ining.
y To bu ild a leadersh ip p ipeline in the organ isa tion to prepare the peop le to mee t the
cha llenges of grow th, g loba lisation and change.
y equal opportunity practises
y Ta ta S teel is an equa l oppor tunity emp loyer and does no t discr iminate on the bas is of race, cas te, re ligion, co lour, ances try, mar ital status, sex, age or na tiona lity. The
Company¶s Aff irma tive Ac tion Po licy promo tes equa l access to its emp loymen t and
oppor tunities and a ll dec isions are mer it based. R espec t for equa l oppor tunities as se t
out in the Ta ta Code of Conduc t is fo llowed. The H R Po licy and Aff irma tive Ac tion
Po licy are mon itored by the E thics Counse lor and suppor ted by an effec tive gr ievance
redressa l mechan ism.
y Ta ta S teel encourages fema le emp loyees to advance their career w ith initiatives
ded ica ted towards persona l deve lopmen t and profess iona l advancemen t. The Women
Empowermen t Cell exam ines and addresses the issues and concerns of fema le
emp loyees and ensures that they do no t miss ou t on any grow th oppor tunity
y Freedom of association and collective bargaining
y Ta ta S teel respec ts the emp loyees¶ r ight to exerc ise freedom of assoc iation and
collective barga ining and prov ides appropr iate suppor t for this. There is an
estab lished sys tem of jo int work ing and co llective barga ining, wh ich ensures that every emp loyee is ab le to exerc ise this r ight withou t any fear. P ioneer ing the concep t
in Ind ia, a sys tem of Jo int Consu ltation has been in p lace in Ta ta S teel for more than