Human Resource Human Resource Planning System at Planning System at

TATA Motors Ltd.TATA Motors Ltd.

Presented By:Abhimanyu Singh Rathore H11061Avinash Chopde H11072Navjot Singh Gill H11091Prianka Sharma H11099Priyanka Shanbhag H11100

Human Resources at TATA Motors Ltd.

Manpower | Structure, Headcount

Manpower | Trend

Manpower | Band wise progression

Human Resource Planning | Process

Undertaken independently at every unit

As a strategic part of the Human Resources function, the Assessing Agency undertakes an annual manpower planning exercise in the month of February/March, based on the approved business plan for the unit.

The Assessing Agency collates data provided by the departments on the bifurcation of vacancies between grade families and Divisions, and draws up a manpower plan.

Human Resource Planning | Process

The plan covers Bargainable, Supervisory and Managerial employees as also Cadre Group requirements.

The plan is approved by the Appropriate Authority and then communicated by the Assessing Agency/Location HR/Plant HR to Departmental Heads.

Location HR/Plant HR defines recruitment strategy as per the Organization’s policies and guidelines.

Job Analysis

Job description Job specification

 Job title/ name of the job Qualification

  Working hours Qualities

 Duties and responsibilities Experience

 Working conditions Family background

 Salary and incentives Training

 Machines to be handled on the job Interpersonal skills

Job Analysis

At Tata Motors a specific Job Design process is undertaken which ensures the correct Job Descriptions and Job Specifications for each job.

The process of Job Analysis is the same for both workers and managers.

The line managers are involved in designing the job specifications for particular roles.

The HR department plays a supportive role in designing these job specifications so that the line managers themselves are a part of the process.

Succession planning

Identification of the few crucial positions in the organization

The available talent pool is skimmed through

Screened employees go through

- Psychometric tests

- Interviews

Based on judgments of the panel and preferences of the candidates selected employees are distributed across various verticals with some overlapping across verticals

Issues and challenges

Low contribution of IJP in overall recruitment

Candidates not released for as long as 6 months

Withdrawal of application on selection

Grade / Promotion of applicants

Lack of Quality of applications for advertised positions

Low applications for some profiles

Same group of employees applying for openings

Employees discussing a proposed barter of profile / locations on MyTataMotors portal

Scope for improvement

Thank You!