Alfa Laval
Alfa Laval
Alfa Laval
it usine ss Un Pune it
2004 - 2005
Com pany Cu
lture
Company Culture
Vision Core Values
Integrity Customer Focus To create economic assets for road Passion for transportation for Engineering the bulk movement of goods and people and participate in managing these over the life of assets in order to create and capture economic value Corporate Citizenship To be a world class corporate constantly furthering the interests of all its stakeholders
Mission
Shareholders :To consistently create shareholder value by generating returns in excess of WACC during the upturn and at least equal to WACC during the downturn of the business cycle Customers :To strengthen the Tata brand and create lasting relationships with customers by working closely with business partners to provide superior value for money over the life cycle Vendors and Channel Partners: To foster a long term relationship so as to introduce a broad range of innovative products and services, that would benefit our customers and other stakeholders Employees:To create a seamless organisation that incubates and promotes innovation, excellence and the Tata core values Community: To proactively participate in reshaping the countrys economic growth and to take a holistic approach towards environmental protection
TATA Code of Conduct - The binding force for the TATA group
HR VISION
To enhance & maintain Human Capital , which will make the Organization , a World Class Player and further the interest of all stakeholders.
HR MISSION
Source , Develop and maintain Human capital , which will drive the culture of customer focus , high performance and seamlessness. Create , Learn and Implement best in class HR practices and processes in pursuit of excellence. Retain and attract the talent by improving the brand through employee delight and loyalty. Improve Community friendliness.
HR Vision & Mission flows down from the Organization's Vision - Mission
An ocean called Tata Motors Unit Pune- CVBU Pune- PCBU Jamshedpur Lucknow TOTAL Permanent
7152 1721 4144 608
Temporary Trainees
7166 3640 3374 279 767 201 1538 244
Contractors (Approx)
3200 400 4000 400
13934
12947
4737
8000
Events to follow
Wage Agreement Wage Agreement Wage Agreement Wage Agreement Wage Agreement Mumbai Pune, PCBU Jamshedpur Telcon Tata Daewoo, Korea January April April April June 2007 2007 2007 2007 2007
Employee Demographics
Unit Pune Jamshedpur Lucknow Mumbai Tata Motors Sr. Management
259 134 20 147
Managerial
2094 956 193 981
Supervisory
1470 1198 57 172
Bargainable
8739 4594 578 295
560
4224
2897
14206
Age-wise
4%
11%
70% m
28%
Avera ge Ag e
upto 25
anpo wer t
: 41.8
e 26to35chnica
36to45 46to55 over 55
years
35%
22%
Hum an
recar
Financial Perspective HRF1 HRF2 HRF3 Maximize return on human capital Optimize HR Costs
Customer Perspective HRC1 HRC2 Enhance Top Management Satisfaction Enhance High performer Satisfaction Excel in Corporate Governance & Social Responsibility Meet regulatory and environmental requirements Map & Source / develop strategic competencies Career Planning Management of Talent Pool and key resources Succession Planning Link HR to business Ensure right competency mix in all HR employees Enhance HR high performers satisfaction Strategic HR through SAP Excel in journey to excellence (through TBEM)
Manpower Planning & Rightsizing to beHRC3 a lean & flexible organization HRC4 HRC5 HRC6 HRC7
Internal Process Perspective HRP1 HRP2 HRP3 HRP4 HRP5 Enhance efficiency of recruitment process Strengthen Performance Management System Enhance Employee perception on key HR processes Provide Training & Development to focused groups Compensation Management
EM PLO YER Br
and
Employer Brand
The brand statement MORE CAR(eer) per CAR(eer) is communicated to potential employees and new recruits through: Orientation programs Mentors meets Internal Communication forums Town-hall meetings Skip-Level meetings Intranet Website Posters
Rec ruit me
nt
Recruitment
Cadre Group is one of the primary sources for leadership and key positions FTA & Graduate Engineer Trainee Scheme have existed for 50 years Visit more than 120 Institutes across the country Brand Building initiative to improve presence in premier campus
Mega Event PPO to Summer Trainees Visits to Plants Title sponsorship at Cultural and Sports events Workshops PPT Guest Lectures Sponsorship of Business Events
Involvement of Management
Developmental Inputs CII - Fulbright Scholarship Universitas 21 Single Subject Offering E-MBA from SPJIMR Sponsorship for M Tech in IITs Sponsorship for Diploma in Safety MEP in IIM-Ahmedabad Skill Up-gradation E-Learning
For Whom Senior Executives from Talent Pool Hi performers in Managerial cadre Hi performers in Managerial cadre Hi performers in Technical areas Safety Professionals Executive Selection Scheme All Operatives All employees
Reimbursement for acquiring higher qualification All employees Part Time Diplomas All Operatives / Supervisors
Talent
Category
Executives / Managers Supervisors Bargainable
Methods
FTSS (ESS,OSS,CMS), Talent Pool Engineer Trainee Scheme, Internal OT, Master Craftsmen / Mechatronics Scheme
Bargainable to S Scheme, SVCVP, Team Leadership, Master craftsmen / Identification of Pool Mechatronics Scheme
Fast Track Selection Scheme Executive Selection Scheme Operations Manager Scheme Commercial Manager Scheme Talent Management Scheme Technical Specialist Scheme Development Centers Development of Pool Career Planning & Job Rotations Multi-Rater Feedback Training & Educational Inputs E MBA, Universitas 21 Leadership Development Centre
Rightsizing
1. Rightsizing was initiated through implementation of Early Separation Schemes covering the entire employee spectrum. 2. Through these schemes the Company has reduced its employee strength by over 6000. 3. Together with the de-integration of some of its operations, natural attrition etc the Company has achieved a workforce reduction 33% over the last 5 years
FOR THE EMPLOYER 1. Improve productivity 2. Optimize manpower costs to face global competition 3. Weed out low performers 4. Align workforce to the strategy of the Company FOR THE EMPLOYEE Opportunity for premature separation
Favorable for employees who want to 1. Lead a retired life buffered with a continuous stream of income 2. Start their own business, IIM Ahmedabad uses this as a case3. Shift to another employment study on Early Separation Scheme
Individual Targets
Difficulty Level
Weightage
Performance Rewards & recognition Managing Performance Target setting - Cascading deliverables from Company & BU
objectives Mid year review of targets and achievements Stricter adherence to rating norms De selection of non performers Rewarding Performance Compensation Reviews indexed with Market and with individual Performance Sharper Differentiation in Compensation based on performance
Indus trial R el
ations
Tata Motors
Maval CVBU PCBU ERC
TAL
CVBU ERC PCBU
Maval Employees Union
Pimpri
Maval
Chinchwad
TD Hostel
Maval Total
244 54 24 35 12019 1280 1542 190 650
Total
10456
3688
1180
357 15681
+ Flexible Manpower
President
Working President
General Secretary
Other Representatives
34 Representatives
Benefits.. Benefit
Provident Fund Gratuity Superannuation Post Retirement Medical Benefits
Parivar Suraksha Yojana The benefits to the Legal Successors I.e. Wife, Mother or Father of the Social Security Benefit Employees Mutual Benefit Fund Special Leave
20 Months Basic +D.A. in case of untimely death
employee in case of untimely death of employee 50% of last drawn Basic + D.A.
Contribution: Rs 5 p.m (Forwarded as emergency help to family of employee in case of death. The help is also given on 8 other different occasions. Participation in the National Games/Sports, professional recognition at the National or International Level, Family Planning Operation (Spl.leave for max.4 days +Rs 1000/-, Injury on works and to work
Benefits.. Benefit
Medical Assistance Scheme Long Service Award Canteen Transport Leisure Personal Development
Reimbursement of Picnic Claims upto 600 kms Cash Award and reimbursement of fees for addition in Professional/Technical Qualification Skill (1976)/Versatility (1976)/ Cross Versatility (1976) Performance (1979) MMTO BENEFITS (1982)tests
Man of the Month, Divisional Man of the Year and Tata Motors Man of the Year For solving the problem of Housing, Vehicle and Amenities
2 3 4 5 6
Maval Foundry Employees Union Pimpri Canteen Employees Union Chinchwad Canteen Employees Union T D Hostel Employees Representatives
1 2 3 4 5
CVBU & ERC (Pimpri) PCBU Chinchwad works Maval Foundry TD Hostel
Total
6 4 2 1 1
14
1 1 2
20 3 3 1 27
22000 Thalis served everyday 27000 people use Breakfast and Tea (Employees as well as visitors)
More then 100,000 . Potato Wada, Idlis, Samosa etc are consumed for Breakfast. Around 50,000 Chapattis 6,000 lts of milk 25,000 bananas 250 Kgs of Papads are consumed every day 675 Kgs of edible oil 1 ton of sugar , rice & atta each 1200 Kgs of Vegetables
IR provides all administrative support for management of canteen societies and day to day canteen services
Bus Service
DETAILS
Employees Using the Service Buses Contractors Routes Total Kms Per Day Total Kms Per Month Maximum Distance Covered (Lonavala)
Numbers
12300 + 4500 = 16800 142 05 345 21122 536860 55 Kms
Workers Education Workmen To increase general Programme - ongoing awareness Temporary orientation Temporary operatives programme Induction to Safety, General Discipline and Tata Code of Conduct Study tour Members of TEU to understand problems of dealers, fleet owners & service stations Canteen Employees Customer Orientation DevptTo align supervisory staff to changing requirements of the organisation
11
124
Think Customer
Supervisory Programme
Induction Newly Elected Union Leaders Programme - TEU To increase general awareness and aligning them to Company policies and organisational requirements Behavioural Canteen Employees to Training for enhance quality & Canteen employees performance of canteen services HR Learning Forum HR employees Qualitative informative sessions
1 programme 45 employees
Vision 2006
Co rp
ora te
Cit
ize n
shi p
Co-operative Societies
Chaitanya for recycle of Scrap Wood Sahajeevan for MS Scrap bailing Trimurthy for conservancy and allied services Shreekripa for fettling of castings Saptashringi for battery cable assembly and welding
Womens Organisation
Telco Grihini Telco Vanita Sahakari Grahak Sanstha for consumer goods Telco Grihini Telco Grihini Cable Harness Co - Op.Society. Telco Grihini Shivankala Co Op Society. Telco Grihini Electronic Co Op Society. Telco Grihini Vividh Karyakari Co Op Society Masala. Papad,. Stationary, bags etc.
New Initiatives Undertaking an integrated water shed development Program benefiting 12 villages in East Singhbhum Jharkhand Construction of village ponds and supply of drinking water to Varale village affected by drought benefiting 17 villages in Maharashtra Programs for womens empowerment where young girls and women are enabled to be self reliant at Alipur and Bibipur in Uttar Pradesh Promoting a new society Prabuddh Shram Samvida Sahkari Samiti to encourage rural people in Jainabad Uttar Pradesh Motor Mechanic Training to Tribals in Sakwar District Thane
Asse ssm e
nt . ..
Assessment . . . Employees
Instrument
Organizational Assessment Survey Divisional ESI Surveys Quality Function Deployment Exit Interviews HR Helpdesk Appeals TCoC Joint Mgmt Forums IR Committees
Management
Schedule
December September May
Frequency
Annual Annual Annual On separation of employees Round the year Round the year Round the year Monthly Monthly
Instrument
Top Management Survey
Frequency
Annual
Schedule
August
24 X 7 X 365
Steering Committees
Monthly
External
TATA Business Excellence Model (Internal /External Audit) CII-EXIM ISO TS 16949 Best Employers in India Hewitt Associates
Innov
ations
in HR
SAP-HR Solution
SAP HR & Payroll Implemented for all employees (including Temporaries/ Trainees ) of Tata Motors and HVAL, HVTL & TAL SAP HR Modules Implemented are :
PERSONNEL ADMINISTRATION ORGANISATION MANAGEMENT TRAINING & EVENT MANAGEMENT RECRUITMENT TRAVEL MANAGEMENT COMPENSATION MANAGEMENT
HR & Payroll Information system Positive Time Management implemented for plant locations. SAP HR System Audited
HR Helpdesk Objective
To ensure a standardized and systematic approach towards answering employee queries and grievances
External Appreciation
Amongst the Top 25 Best Employers in the Country
Company of the Year Award as part of the Economic Times Awards on Corporate Excellence Corporate Platinum Award at India Manufacturing Excellence Award 2004 Golden Peacock Award for Corporate Social Responsibility Tata Motors CVBU Pune wins the National Energy Award Tata Motors Jamshedpur wins Energy Efficient Award Hall of Fame for BSC Tata Motors Training Division wins the Golden Peacock National Training Award 2004
External Recognition
Best Company Award at 12th National Work Skills Competition First Prize in Suggestion Scheme Contest at 14th National Convention Jamnalal Bajaj Uchit Vyavahar Puraskar for fair business practice National Best Training Establishment Award for the 6th time by Directorate General of Employment and Training, Govt of India Good Corporate Citizen Award by BCCI TERI Award for environment Best Employer by EPF Organisation Strong Commitment to TQM by CII Exim
Thank You
Good Human Relations not only bring great personal rewards but are essential to the success of any enterprise J R D Tata
Milestones
1994 Tata Sumo (UV) launched 1991 Produced one millionth vehicle 1990 Produced first inhouse LCV Tata 1986 407 Technical agreement with Benz expired 1969 1967 Engineering Research Centre set up at Pune 1954 Daimler-Benz collaboration for CVs 1945
Entered the Car market with Sierra & Estate Incorporated as a Public Ltd. Company with a factory at Jamshedpur for manufacturing locomotives
Three millionth vehicle rolled out 200,000th Indica sold, 500,000th PV rolled out 2004 Indica platform achieves break-even 2003 Indigo launched Agreement with MG Rover for Indica 2002 exports 100,000th Indica rolled out 2001 Indica V2 launched DWCV Acquisition 1998 Safari Launched, Two 1997 millionth vehicle rolled out. 100,000th Sumo rolled out Indica launched
9 mo nths after
500, 000
c ro s sing
CAR
the 4 00,0 00 m a
S.
rk
Profit Performance
Highest ever PAT Of Rs 810.34 cr
Subsidiary performance
Turnaround All except one are profitable
International Business
Revenues of Rs 1,006 cr (up 111% YoY) Acquisition of DWCV
EVA positive
On stand alone as well as Consolidated basis
15552.42
14000 12000 10000 8000 6000 4000 2000 0 2000-01 2001-02 2002-03 2003-04 8164.22
+ 9.2%
10855.05 8918.06
+ 21.7% + 43.3%
Employee Relations
1. 2.
Tata Motors has historically maintained harmonious relations with its employees We strive to resolve most of the issues amicable in the three year wage settlements
CII Eastern Region recognized Tata Motors for Best Practices in Industrial Relations" in 2003-04
Competency System
Clarifying, Roles & Accountabil ities Performanc e Expectation s& Rewards Selection & Staffing
Job Competenci es
Assessing Capability