Tag: Tata Motors

A new salary structure loaded with handsome incentives has been introduced at Tata Motors to reward the best performers handsomely.

The association will enable research in key areas, which will feed into the future products of Tata Motors, as well as allow for advanced training of students to get hands-on experience during live projects. 

The first batch of managers will undergo a comprehensive general management programme covering operations, finance, people management, supply chain, marketing, and so on.

Despite people trying to maintain professionalism at the workplace, local languages and dialects do impact the overall work environment in many ways.

Tata Motors plans to skill 40,000 people in three to four years across all plants, subsidiaries and dealer networks.

Placements span across leading organisations, such as Samsung, Volkswagen, SBI Life, Tata Motors, PayTM, Honda, Accenture, PVR Cinemas, Bata India, Lemon Tree Hotels and L&T.

The programme will provide an opportunity to Tata Motors’ employees to upgrade their knowledge and business acumen while still being at work

The Company realises that the youth need to have the right skills to be able to take advantage of the large-scale employment opportunities in the automotive sector  

The partnership will help create industry-ready resources.

The RTD model will ensure flexible training programmes and on-the-job training to workers.

In line with the revised organisational structure, the company will now have five level-wise designations followed by the function/responsibility

To create a work environment where people seek development in its real terms and not settle for artificial growth, Tata Motors has just done away with the age-old system of fancy designations.

With over 20 years of experience, Sansare is an expert in manpower planning, compensation, rewards, and performance management, among other things.

The blue-collared workers are set to receive their share of respect, acknowledgement and compensation as the company recently signed a landmark agreement with its Pune plant workers, linking wages to performance.

From a 15–16 level hierarchy, the organisation is moving to a five-level one.

In addition to leading human resources, corporate communications and administration for the firm, globally, he will now also look after legal and corporate affairs.

Among other Indian companies, Infosys, TCS (Tata Consultancy Services), Air India, Flipkart, Wipro, Reliance Industries, Tata Motors, ONGC, L&T, Mahindra & Mahindra, Aditya Birla Group, Indian Oil, BHEL (Bharat Heavy Electricals Ltd.), Snapdeal, HCL and NPTC also feature in the list.

Bector quit Reliance Industries, early this month, where he was chief talent officer

This high-profile departure from the Reliance Industries HR function, comes close on the heels of the resignation of group CHRO, Prabir Jha, in August.

Gen X is unique in the sense that they have had hands on experience of the both the old and new world, which has enhanced their adaptability quotient and also makes them amenable to various tools and approaches for learning, rather than sticking to one way only.

The panel shared their respective companies’ take on enhancing the potential of their workforce.

It is time Indian companies realised the importance of employee verification. After all, a wrong hire can cause great losses

Quick pointers on competency mapping framework for organisations to enhance the effectiveness of their processes manifold.

Twenty years in human resources has helped Amit Das, president and CHRO, Reliance Communications, change his outlook towards life. An avid reader, who derives insights from intellectually stimulating discussions with even his close friends, is a true global HR leader. HR Katha traces his professional journey and the learning that have shaped his great career…