You are on page 1of 2

Managements strategy for fostering human resources

Tata Steel's vision is to be the global steel industry benchmark for Value Creation and Corporate Citizenship. And they achieve it through following four pillars of strategic approach. 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 with 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. Managers of countries or territories have potentially a dual responsibility to other parts of the transnational. First they must act as a sensor to the local needs which the subsidiary of TATA i.e. Corus has done successfully, a part of which is achieved by collaborating with universities and research institutes all over the world as well as with key customers in the automotive, transport, packaging and construction areas. It employs almost 950 researchers across Britain and the Netherlands and supply metal solutions to Corus sites around the world. Also with the presence around the world it ensures the new technology and processes are spread internationally to other countries as well for new products and services. By doing this they seek to be competent i.e. become the centre of excellence which allows it to be a contributor to the company as a whole, which can be seen through the TATA Steels profits where a substantial contribution of the profit is from Corus. The corporate centre i.e. TATA manages the global network by establishing the role of every business unit, establishing the systems, relationships and culture to make the network of business units operate effectively. The national units have achieved greater scale economies and have turned around TATA Steels profit making abilities. The success of a transnational corporation is dependent on the ability simultaneously to achieve global competences, local responsiveness and organization wide innovative and learning. A critical role is also played by the corporate manager which is so vital in transnational organization in integrating the roles and responsibilities to a leader. They act as talent spotters among business, country and functional managers, facilitating the interplay between them.

Managing People
The Tata Steel Groups Vision, has been co-created by its people, and speaks of creating value for all its stakeholders. People as resources With the initiation of the process of Environment Management System (EMS) &Occupational Health & Safety Management System (OHSMS) implementation, numerous training and awareness programmes have been undertaken by the Company for its employees as well as contractors employees. Manpower training is an essential part of the organizations management programme. Tata Steel has in-house facilities for technical as well as management training. The training needs of all the employees are identified through the Training Need Survey. Human Rights, Diversity & Opportunity The Human Resource policy of Tata Steel lays stress on recognizing people as the primary source of its competitiveness. An equal opportunity employer, Tata Steel endorses the articulated position of the Tata Group in the Code of Conduct, with respect to equal opportunity and non-discrimination. In accordance with this policy,

prospective employees at all entry level positions are provided equal opportunities so as to attract the best available talent and create a cosmopolitan workforce. Respect for individuals and their rights is a core belief at Tata Steel. Any violation is dealt with as per the prescribed law. Tata Steel also ensures protection of the Fundamental Rights of individuals, which are enshrined in the Constitution of India. The Company has made it mandatory for its suppliers and contractors to implement Human Rights norms."Happy and enthused employees" is an important constituent of Vision 2007 of Tata Steel. All employees have been trained on the objectives of Vision 2007.The quality of life of its employees, developing their talent and maximizing their productivity as well as ensuring transparency, fairness and equity in all its dealings with the employees is an important component of the Companys Human Resource Policy. Having always focused on people as the key resources, fair compensation has been an area of importance. A market based benchmarking of compensation is undertaken to ensure that Tata Steel remains employer of choice in all the countries in which it operates.