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Course Code: HRM19 Course Title: TRAINING & DEVELOPMENT

Course Instructor: SIAKOU KOFFI SENYO

Academic Task No.: 1 Academic Task Title: ASSIGNMENT

Date of Allotment: 26-01-2014 Date of submission: 11-02-2014

Student’s Roll no: A06, A07, A08, A09, A10, A37 Student’s Reg. no: 11200529, 1120315, 11200348,11200492,10902833,11200580

Evaluation Parameters: (Parameters on which student is to be evaluated- To be mentioned by students as specified at the time of assigning the task by the instructor)

Learning Outcomes: (Student to write briefly about learnings obtained from the academic tasks)

Declaration:

I declare that this Assignment is my individual work. I have not copied it from any other student’s work or from any other source except where due acknowledgement is made explicitly in the text, nor has any part been written for me by any other person.

Student’s Signature: RAJINDER, MEGHANA, RAJWINDER, JAGBIR, ADITYA CHOPRA, MIR DILDAR HOSSAIN

Evaluator’s comments (For Instructor’s use only)

General Observations Suggestions for Improvement Best part of assignment

Evaluator’s Signature and Date:

Marks Obtained: _______________ Max. Marks: ______________

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TRAINING IN TATA MOTORS

SUBMITTED TO: SUBMITTED BY:

SIAKOU KOFFI SENYO GROUP-2

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INTRODUCTION:

TATA MOTORS:

1,88,818 crores (USD 34.7 billion) in 2012-13. It is the leader in commercial vehicles in each

segment, and among the top in passenger vehicles with winning products in the compact, midsize

car and utility vehicle segments. It is also the world's fifth largest truck manufacturer and fourth

largest bus manufacturer.

The Tata Motors Group's over 60,000 employees are guided by the mission "to be passionate in

anticipating and providing the best vehicles and experiences that excite our customers globally."

Established in 1945, Tata Motors' presence cuts across the length and breadth of India.

The company's manufacturing base in India is spread across Jamshedpur (Jharkhand), Pune

(Maharashtra), Lucknow (Uttar Pradesh), Pantnagar (Uttarakhand), Sanand (Gujarat) and

Dharwad (Karnataka).

Tata Motors is committed to improving the quality of life of communities by working on four

thrust areas - employability, education, health and environment. The activities touch the lives of

more than a million citizens. The company's support on education and employability is focused

on youth and women. They range from schools to technical education institutes to actual

facilitation of income generation. In health, the company's intervention is in both preventive and

curative health care. The goal of environment protection is achieved through tree plantation,

conserving water and creating new water bodies and, last but not the least, by introducing

appropriate technologies in vehicles and operations for constantly enhancing environment care.

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TATA PRODUCTS

CARS Nano, Vista, Indica, Indigo, Manza

UTILITY VEHICLES Safari Storme, Safari Dicor, Sumo Gold, Sumo

Grande, Venture, Xenon XT.

TRUCKS AND BUSES Prima, Construck, Ace, Super Ace, Magic,

Winger, Tata Venture, Tata magic iris, Winger

platinum.

DEFENCE VEHICLES Logistics, Tactical, Armoured & Buses

TATA MOTORS’ MISSION:

“To be passionate in anticipating and providing the best vehicles and experiences that excites our

customers globally”

TATA MOTORS’ VISION:

“Most admired by our customers, employees, business partners and shareholders for the

experience and the values they enjoy from being with us.”

TATA MOTORS’ CULTURE:

1. Accountability. 2. Customer and product focused.

3. Excellence and 4. Speed.

TATA MOTORS’ VALUES:

Inclusion.

Integrity.

Customer.

Accountability.

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Innovation.

Concern for environment.

Passion for excellence and Agility.

TRAINING:

Training is a process to share skill and knowledge to extend and develop capabilities for better job performance.

Mainly the training is to train employees for doing a specific job or to rise up skill, knowledge, and behavior of an employee. If a person is available in the organization that is competent enough for training then an in-house training could be arranged otherwise organization need to hire an expert from outside the organization.

IMPORTANCE OF TRAINING:

There is no doubt that training is important in all aspect for an organization. This could be in-

house training or training arranged by outsider expert. Training builds teams by expanding their

knowledge of the firm. Training let them to trust the skills of others. The program must be

conducted with practical approaches; a good follow-up technique makes it more effective. The

real clue to successful training is the follow-through, which employs activity recaps, client

reviews, plan revisions and assignments complete with deadlines.

Training builds better communications skills

Explore the hidden talent of a trainee.

Build better quality in work.

Outcomes are more effective and productive.

Increases the level of understanding in the organization.

Detect the staff require further support or training.

Help employees to make appreciate professional role.

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TRAINING DESIGN PROCESS:

Conducting need assessment

Organization’s need analysis.

Personnel need analysis.

Task needs analysis.

Ensuring employees readiness for training

Creating a learning environment

TRAINING TREND ANALYSIS OF AUTOMOBILE SECTOR:

Change is something that affects each and everything in the world. And change is not new to the

training and development. The advancements in technology and individuals learning behavior

has always been bringing up some new trends in training and development. Some trends that are

currently in the Training and Development are:

M-Learning:

Today’s managers work more from their homes and off shore rather than from their business

desk. So, the organizations are moving towards M-Learning to ensure that their workforce learn

while they are on the move.

M-learning helps the organizations to provide training in following way:

Facility of Byte size learning in mobile phones leads to easy retention of knowledge in

employees and it leads to high skills and abilities.

By converting classroom or e-learning training into M-learning; there will be greater

audience reach.

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M-learning avails multiple languages that make the learning available in multiple

languages for global reach.

M-learning helps in running courses on all devices such as pads, tabs and phones.

E-Learning:

Now a day, almost all major companies are using some form of online learning to train

their employees. Unlike past where they used to focus more on mandatory trainings or

highly focused trainings that address their pressing business problems /challenges;

organizations are now investing more and more in personal development programs to

increase the employee’s productivity.

Some of the categories of training that are provided now a day under the E- learning are:

TYPE OF TRAINING EXPLANATION

1. Product training Product training helps to enrich sales training

programs with simulated product presentations

and product walk-through in various selling

situations.

2. Process trainingProcess Training courses that can help in train

the employees on standardized operations and

achieve quality output that helps in competing

with other competitors.

3. Software trainingSoftware training is to give training to a large

set of learners on various softwares used in

company in a fully simulated environment

before they move to working with live

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applications.

4. Compliance training Compliance Training courses that can help in

train the employees on laws and regulations

pertaining to the industry and specific job

functions so that they abide by the regulations

and avoid violation of laws.

5. Safety training Training courses on safety management that

can help to control risks and improve safety in

working conditions for employees, thereby

developing a safe culture.

6. Induction training Induction training aligns new employees to the

goals of the organization and makes them

productive at a faster rate.

7. Change management trainingNew procedures, new initiatives, new products,

new software, new culture - anything new is

always implemented in an organization.

Change management training helps the

employees to be adaptive to these changes.

8. Lean manufacturing trainingTraining courses on Lean manufacturing that

can help to remain competitive by eliminating

wastage of time, effort and raw materials

during manufacturing, thereby increasing

productivity and profitability.

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9. Six sigma training Six sigma training helps the organization to

develop an excellent culture of quality by

providing custom E-Learning solutions on Six

Sigma Training to your employees.

Training through Smaller Chunks of Information:

Organizations are now using technology to provide information in smaller chunks that

can help learner to get access only to what they want and not to everything they have.

This meets their business objective of teaching and does not become heavy on the

learner’s pocket. This foresees more demand for craft training.

Going Social: Going social is one of the best method. Collaborative learning is

an example of it; in which people share and listen each other and learn from that

experiences.

So, these are some new training trends following by most of the companies now a day. These

trends raise the competitiveness among the organization by enhancing the knowledge, skills, and

abilities of the employees. These trends are followed by the organizations to get a competitive

advantage on its competitors.

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TATA MOTORS: TRAINING & DEVELOPMENT

Tata Motor's Group considers its human capital as a critical factor to its success. Under the aegis

of Tata Sons and the Tata Sons promoted entities, the Company has drawn up a comprehensive

human resource strategy (the "Human Resource" strategy) which addresses key aspects of human

resource development such as:

Code of conduct and fair business practices.

A fair and objective performance management system linked to the performance of the

businesses which identifies and differentiates high performers while offering separation

avenues for non-performers.

Creation of a common pool of talented managers across the Tata motors.

Evolution of performance based compensation packages to attract and retain talent within

Tata Sons and the Tata Sons promoted entities.

Development of comprehensive training programs to impart and continuously upgrade

the industry/function specific skills.

TRAINING METHODS/PROGRAMS:

The Company is committed to building the competencies of its employees and improving their

performance through training and development. The Company focus is on identifying gaps in its

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employees' competencies and preparing employees for changes in competitive environments, as

well as to meet organizational challenges.

HANDS- ON METHODS:

Under presentation methods; Tata Motors has used the following

ON THE JOB TRAINING: The Company has established training divisions in

Jamshedpur, Pune and Lucknow; that impart basic skills in various trades like milling,

grinding and welding to its young apprentices.

APPRENTICESHIP: The Company has launched a new “Higher Apprenticeship

programme” offering 55 places the year of 2013 in key pathways, in addition to its

current intermediate and advanced apprenticeship portfolio, which currently has over

1,500 apprentices on programme in 2012. JLR has excelled in its rating movement in the

Times Top 100 Graduate Employers, moving from 60th ranking in 2011 to 26th in 2012.

This was then followed by a move in the Guardian Top 300 Graduate Employers from a

position of 127th in 2011 to 30th in 2012.

PRESENTATION METHODS :

Under this, the following methods are used by Tata Motors:

SEMINARS:

In order to emphasize the sharing of skills across our locations and functions extensive

technical training programs were organized in Pune, Jamshedpur and Lucknow. The

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technical exposure was enhanced further through international training and participation

at international seminars.

LECTURES:

Tata motors uses over 120 external faculties from world’s premier institutions and

universities including IIMs, HARVARD, MICHIGAN, KELLOGGS, WHARTON,NUS

etc.

E-LEARNING:

Tata motors started E- learning program in 2009 and every year 4000 Tata managers in

aggregate go for this program. The Company has switched to e-enabled learning through

LMS (Learning Management System). Programs like "Autonova", "Project Leap" were

introduced in the last fiscal. It involves:

o Live e- classrooms.

o Live video broadcast

o And self – paced e- learning.

GROUP BUILDING METHODS:

Under this method following are the programmers made by Tata Motors:

TEAM LEADER TRAINING:

The Company's senior leadership was undertaken through international programs at

various premier institutions around the world. Certain employees have also been selected

for the Fulbright fellowships for leadership in management.

EXPERIENTIAL LEARNING:

The Tata Motors Academy has created a couple of path-breaking branded initiatives in

the Learning and Development space. "iTeach" which was created as an innovative

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practice of getting line managers to take ownership in sharing their knowledge and

experience gained a lot of traction.

TEAM TRAINING:

Tata Administrative Services program of the company is an example of team training.

Under this; training is given to a team of new young employees about their job for 12

months.

OTHER TRAINING PROGRAMS :

HUMAN RESOURCE DEVELOPMENT PROGRAM: (HRDP):

HRDP was initiated in 2006 by Tata Motors. Under this program; each year candidates

are selected from some business schools and other institutions based on their interests and

performances. Then training for 1 year is given with the job rotations in the sub

functional units of the company itself. This is done to ensure the accelerated growth of

the organization with custom as well as certified training during this period.

SUGGESTIONS:

Tata motors have used many of the traditional and new methods of training; but still it needs to

work upon the training programs for some more betterment and for rapid growth of the company.

So, following are some suggestions recommended to Tata Motors:

Tata motors have used the e learning methods of training but not to greater extent, it

should go for each and every aspect of e learning element like product, process, software

training etc. as defined in the trend analysis.

Tata motors don’t use M- learning training method till now; so it should go for it to raise

its reach capacity to the employees and ultimate its global reach.

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Tata motors have not used many of the traditional methods also; they should go for it. For

example; case studies, role plays, behavior modeling etc.

No doubt, Tata motors have implemented many of the development, learning and training

programs but it needs to develop such kind of programs where employees, organization

and task needs can clearly be identified. It needs some motivational programs that can

help the employees to be more comfortable with others or to being social.