However, the effectiveness of any organization is predicated upon its ability to identify clearly the issues or problems it aims to tackle, establish goals for addressing them, decide on priorities among these goals, and develop strategies for addressing them. This process is that much more important in a field such as economic, social and cultural rights, where relatively few resources or models have evolved and considerable challenges remain to achieving the legitimacy of these rights. The development of an organizational strategy for work in economic, social and cultural rights can be thought of as the result of finding a "fit" among: Thus, while a clear definition of the mission and its relationship to issues, goals and strategies is critical to the effectiveness of any organization, flexibility and an ongoing assessment of its work are equally important.
August 15, Hindu Business Line Our HR policies are customised to local and global requirements A Fortune company, the Tata Steel Group is the world's second most geographically diversified steel producer, employing around 80, people across five continents in nearly 50 countries.
The Group's vision is to be the world's steel industry benchmark in 'Value Creation' and 'Corporate Citizenship' through the excellence of its people, its innovative approach and overall conduct. Underpinning the vision is a performance culture committed to targets, safety and social responsibility, continuous improvement, openness and transparency.
To know more, The Hindu Opportunities spoke to Mr. What are your unique HR practices regarding recruitment? Tata Steel has always endeavoured to offer some of the best HR practices, and the recruitment process is no exception.
The recruitment process is unique as it entails identifying talent from the pool through various practices. Some of them can be enlisted as follows: Opportunities for employee wards - domain wise written test, assessment centre, personal interview.
We also select talent through Lateral Recruitment process which involves interview by HR, subject matter expert and personal interviews. Group Migration Policy for our employees, which enables the group employees to explore opportunities to work at Tata Steel from other group companies.
We provide career opportunities for down the line people and internal job postings ensuring that the best talent pool deserves the right opportunity in bringing the best practices in the company.
Campus Selection - B schools, T Schools - written test, psychometric test, personal interview. Shadow recruitment for niche senior talent What are your initiatives regarding employee relations, employee development and growth. Employee relations Tata Steel is of the opinion that people are its greatest asset and has therefore adopted the best practices for its employees.
The Company believes that a healthy union is an asset for it. Trade unions are therefore present and encouraged at all locations. Tata Steel is a pioneer of joint consultation in India. A unique system of joint consultation has been in place in Tata Steel for more than 55 years in which both management and employee representatives consult each other at all levels on matters relating to the progress and prosperity of the organisation, including production, productivity, quality, safety, welfare, training, etc.
A minimum of 56 Joint Departmental Council meetings are held in a year.
Grievances and complaints of employees at Tata Steel are handled through well-defined and user friendly mechanisms in order to redress them at the initial stages thereby ensuring employee satisfaction. The formal grievance resolution is divided into three stages, with each stage being reached when a solution is not arrived in the previous stage.
These are further referred to the Central Works Committee. Several welfare initiatives of Tata Steel were institutionalised even before it was formalised worldwide as a convention of the ILO.
The Steel Works is the only steel manufacturing unit and the largest of its kind in the world, to adopt and enforce SA as a tool to improve workplace standards.
Monetary incentives to employees acquiring higher technical qualifications in a related field. Employee development and growth The company believes in providing continuous skill and competence upgrading of all employees by providing access to necessary learning opportunities, on an equal and non-discriminatory basis.
As a management approach Tata Steel has identified the following strategies to meet this challenge: Tata Steel encourages a holistic approach to learning and development through its well established in-house training facilities and approaches.
Moreover, Tata Steel ensures the development and growth of its employees in the best possible ways through the following steps: This also helps in instituting systems so that employees are trained, coached and mentored in a systematic manner such that they acquire appropriate knowledge, skill and attitude required by the organisation and are prepared in advance to take up higher responsibilities.
Job Rotation and Career Planning In order to eliminate drudgery and maximise the learning opportunities for our employees, robust processes have been put in place pertaining to job rotation and career planning.Ravish Sharma is a very sincere and upright professional.
I have had the opportunity to work with him for a duration and he came out as a highly result driven and analytical professional to ashio-midori.com: Business Analysis Manager: .
The plan comprises macroeconomic and sectoral policies and strategies involving changes in credit and monetary management, agro-industrial development, human development, infra-structural development and development administration. Tata Steel invites applications for Manager (IL5) / Assistant Manager (IL6) from wards of employees.
Eligible employee wards, who are currently employed with Group Distribution Strategies and global logistics e. Managerial Perspective a. General b. Cost, Pricing, Profit etc.
Strategic development TATA MOTORS Introduction: Tata Motors Limited (formerly TELCO, short for Tata Engineering and Locomotive Company) is an Indian multinational automotive manufacturing company headquartered in Mumbai, Maharashtra, India and a subsidiary of the Tata Group.
Tata Steel is a part of Tata Group Companies formerly was known as TISCO or Tata Iron and Steel Company ashio-midori.com was found by ashio-midori.comi Tata in It is world's seventh largest steel company with an annual crude steel capacity of 31 million tonnes.
One of the major initiatives to achieve more group level control while still maintaining the decentralised group structure was a significant increase in cross-holdings by Tata Sons in the group’s core companies such as Tata Steel, Tata Tea or TML.
6 In TML, for instance, Tata Sons increased its stake from % in to % in (AR 20F.